Human resource

ProjectTwoGuidelinesandRubric.html

HRM 310 Project Two Guidelines and Rubric

Competency

In this project, you will demonstrate your mastery of the following competencies:

Assess an organization’s adherence to employee and labor relations laws and policies
Apply various techniques to address employee and labor relation challenges

Scenario

In Project One, your company went through a union campaign and a majority of employees voted in favor of union representation. Subsequently, union leadership and company management negotiated a collective bargaining agreement. The presence of represented (union) and non-represented (nonunion) employees means that Human Resources must work to ensure all employees receive fair and similar treatment within the guidelines of applicable laws and the provisions negotiated in the collective bargaining agreement.

As the HR analyst you received a complaint from the union representative that alleges a member of the company’s management team violated the negotiated progressive discipline process when handling a recent HR incident. The specifics of the complaint are as follows:

The company manager suspended the union employee for one day with no pay because the union employee left the shift early without permission from the manager. The union representative claims the suspension was not necessary. The company manager claims that the suspension was appropriate because all nonunion employees would be suspended for the same issue.
The union representative claims the union employee was not given an opportunity to have another employee present at the conversation in the manager’s office. The manager claims the union employee was offered the opportunity to have representation and the employee said no. There were no other witnesses in the manager’s office.
The union representative claims the company manager did not allow the union employee to explain the reason for leaving early. The company manager disagrees and states that 30 minutes were spent listening to the employee’s story as would be the case for any employee in the company.
The company manager claims that everyone in the department is treated the same way if an employee leaves the shift early without permission. Leaving a shift early impacts all other members of the team because work is not completed and may fall on nonunion employees to complete, creating overtime and possibly creating the need for nonunion employees to complete union employee work.

The director of Human Resources, who is your manager, has requested that you research the complaint in preparation for HR’s meeting with the union representative and recommend an initial course of action.

Directions

In the first part of this project, you will look at the employee complaint and draft a memo to management that outlines the issues and your recommendations for resolution. Refer to the Management Memo Guidelines located in the Supporting Materials section for guidance. Consider the scenario to begin your work. Identify key issues in the complaint and determine how the situation may differ for union and nonunion employees. Discuss the ramifications for the company from both a union perspective and a general employee-confidence perspective. Describe any risks that the company might face if they do not address the complaint.

In the second part of this project, the investigation of the complaint is underway. To begin, you will need to identify the role that HR will play in the process. Your next step would be to draft questions for use in interviews with management to get the right information about complaints. Discuss how your questions would promote the intended outcome as well as the ramifications if the right questions are not asked. Next, describe ways in which your questions may need to differ depending on the level of management you are interviewing. Lastly, provide your recommendation for appropriate communication methods to demonstrate that union and nonunion employees are being treated fairly and equitably. Refer to the Investigation Process Guidelines located in the Supporting Materials section to guide your submission.

Specifically, you must address the following rubric criteria:

Union Grievance
1. Key Concerns: Identify the key concerns of the employee complaint.
2. Union vs. Nonunion: Discuss how this situation differs in a union and nonunion environment.
3. Employee Confidence: Describe the potential impact that the complaint situation will have on employee confidence. Provide examples to support claims.
4. Employee Relations: Explain the impact on employee relations in other areas of HR within the organization.
5. Risk Potential: Discuss the risk potential for the company for failure to address this complaint.
Investigation Process
1. Role of HR: Explain the role of HR in the complaint-resolution process.
2. Interview Questions: Develop 4–5 interview questions used in employee complaint resolution issues.
  1. Consider questions that would make the most efficient use of interview time.
  2. Consider the use of open-ended vs. closed questions.
3. Stakeholder Communication: Explain how interview questions may differ for supervisors, managers, and executives.
  1. Determine who should ask questions and when conflicts of interest are a factor?
  2. Discuss the importance of asking the right questions to the right audience providing specific examples to support your claims.
4. Employee Communication: Recommend the appropriate communication method for all employees to demonstrate fairness among union and nonunion employees.

What to Submit

To complete this project, you must submit the following:

Management Memo – Union Grievance Your submission should be a 1- to 2-page Word document with 12-point Times New Roman font, double spacing, and one-inch margins. Any sources should be cited according to APA style.

Investigation Process Your submission should be a 1- to 2-page Word document with 12-point Times New Roman font, double spacing, and one-inch margins. Any sources should be cited according to APA style.

Supporting Materials

The following resource(s) may help support your work on the project:

Resource: Management Memo Guidelines Use this guide to help you draft your communication with your manager.

Resource: Investigation Process Guidelines Use this guide to help you draft your communication with your manager.

Project Two Rubric

Criteria	Exemplary (100%)	Proficient (85%)	Needs Improvement (55%)	Not Evident (0%)	Value
Union Grievance: Key Concerns	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Identifies the key concerns of the employee complaint	Shows progress toward proficiency, but with errors or omissions; areas for improvement may include insufficient detail or not identifying the correct concerns	Does not attempt criterion	10
Union Grievance: Union vs. Nonunion	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Discusses how this situation differs in a union and nonunion environment	Shows progress toward proficiency, but with errors or omissions; areas for improvement may include omitting examples of how the situation differs for union and nonunion	Does not attempt criterion	10
Union Grievance: Employee Confidence	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Describes the potential impact that the complaint situation will have on employee confidence; provides examples to support claims	Shows progress toward proficiency, but with errors or omissions; areas for improvement may include missing examples or illogical conclusions	Does not attempt criterion	10
Union Grievance: Employee Relations	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Explains the impact of employee relations on other areas of HR within the organization	Shows progress toward proficiency, but with errors or omissions; areas for improvement may include missing examples or illogical conclusions	Does not attempt criterion	10
Union Grievance: Risk Potential	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Discusses the risk potential for the company for failure to address this complaint	Shows progress toward proficiency, but with errors or omissions; areas for improvement may include insufficient detail or cursory discussion of risks	Does not attempt criterion	10
Investigation Process: Role of HR	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Explains the role of HR in the complaint resolution process	Shows progress toward proficiency, but with errors or omissions; areas for improvement may include not correctly identifying HR’s role	Does not attempt criterion	10
Investigation Process: Interview Questions	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Develops 4–5 interview questions used in employee complaint resolution issues	Shows progress toward proficiency, but with errors or omissions; areas for improvement may include questions that are not in-depth, or would not answer the issues that need resolution, or an insufficient number of questions	Does not attempt criterion	10
Investigation Process: Stakeholder Communication	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Explains how interview questions may differ for supervisors, managers, and executives	Shows progress toward proficiency, but with errors or omissions; areas for improvement may include missing or inadequate explanations for why audiences can differ	Does not attempt criterion	10
Investigation Process: Employee Communication	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Recommends the appropriate communication method for all employees to demonstrate fairness for union and nonunion employees	Shows progress toward proficiency, but with errors or omissions; areas for improvement may include missing or inappropriate communication methods	Does not attempt criterion	10
Articulation of Response	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Clearly conveys meaning with correct grammar, sentence structure, and spelling, demonstrating an understanding of audience and purpose	Shows progress toward proficiency, but with errors in grammar, sentence structure, and spelling, negatively impacting readability	Submission has critical errors in grammar, sentence structure, and spelling, preventing understanding of ideas	5
Citations and Attributions	Uses citations for ideas requiring attribution, with few or no minor errors	Uses citations for ideas requiring attribution, with consistent minor errors	Uses citations for ideas requiring attribution, with major errors	Does not use citations for ideas requiring attribution	5
Total:	100%

HRM310ManagementMemoGuidelines.pdf

1

HRM 310 Management Memo Guidelines Directions: Use this document to outline the issues in the employee/labor complaint and provide your recommendations for resolution. Your memo will have three parts: in part one, you will summarize the employee/labor complaint; in part two, you will describe the impact of the complaint to employees, the union, and the organization; and in part three, you will recommend a resolution to the complaint. When completing this assignment, use the following elements for your memo:

1. Memo Heading a. Your memo is written to your supervisor, the director of Human Resources. b. The memo is from you, the HR analyst. Use your name and the title HR Analyst. c. The subject of the memo is Employee/Labor Complaint. d. Date the memo.

2. Memo Elements a. In the first part of your memo, summarize the complaint and explain the situation.

Include the following: i. Describe the complaint

ii. Identify who filed the complaint iii. Explain why the complaint was filed iv. State who from management was identified in the complaint. v. Explain how the situation might differ for union and nonunion employees.

b. In the second part of your memo, describe the impact of the complaint. i. What is the impact to the employee?

ii. What is the impact to the relationship with the union? iii. What is the impact to the organization?

c. In the third part of your memo, discuss the risk potential to your employer.

HRM310InvestigationProcessGuidelines.pdf

1

HRM 310 Investigation Process Guidelines Directions: Use this document to respond to the assignment in Project Two. Your process will have four parts. In part A, you will identify the steps to be used in your investigation and discuss the role of human resources in the investigation process. In part B, you will write interview questions that would be used in your investigation. In part C, you will identify how interview questions will differ for different interviewees and discuss why it is important to assign the right question to the right person. In part D, you will recommend a communication approach to communicate the outcome of the investigation to both union and nonunion employees. When completing this assignment use the following elements for your process:

1. Process Heading and First Paragraph a. Your process heading should read: Investigation Process. b. Your first paragraph should summarize the issue of your investigation and discuss the

major steps you will use to conduct the investigation (e.g., gather information that led to the complaint, identify interviewees, review contract or policies, etc.).

c. You will also explain why your investigation should be followed and identify the importance of HR’s involvement in the investigation process.

2. Second Paragraph a. In your second paragraph, you will identify the key questions HR will ask in the

investigation process. b. Offer an explanation about why the questions you chose will help you find out more

about the complaint and assist you in the investigation process. 3. Third Paragraph

a. In your third paragraph, you will explain how the interviews were conducted, identifying who will be asking the questions, how you determined the type of questions to be asked, and how you will track and retain the notes from the investigation.

b. You will offer an explanation about the importance of asking the right questions to the right audiences and provide examples to support your decisions regarding the design of your questions and the selection of interviewees.

4. Fourth Paragraph a. In your final paragraph, you will discuss how the results of the investigation will be

communicated to employees who were part of the original complaint, to union leadership who brought the complaint, and to all other union and nonunion employees.

b. You will need to show your director of Human Resources that you understand how to demonstrate fairness through your communication approach so that union and nonunion employees receive a consistent message about the results of the investigation.

ProjectTwoGuidelinesandRubric.html

HRM 310 Project Two Guidelines and Rubric

Competency

In this project, you will demonstrate your mastery of the following competencies:

Assess an organization’s adherence to employee and labor relations laws and policies
Apply various techniques to address employee and labor relation challenges

Scenario

In Project One, your company went through a union campaign and a majority of employees voted in favor of union representation. Subsequently, union leadership and company management negotiated a collective bargaining agreement. The presence of represented (union) and non-represented (nonunion) employees means that Human Resources must work to ensure all employees receive fair and similar treatment within the guidelines of applicable laws and the provisions negotiated in the collective bargaining agreement.

As the HR analyst you received a complaint from the union representative that alleges a member of the company’s management team violated the negotiated progressive discipline process when handling a recent HR incident. The specifics of the complaint are as follows:

The company manager suspended the union employee for one day with no pay because the union employee left the shift early without permission from the manager. The union representative claims the suspension was not necessary. The company manager claims that the suspension was appropriate because all nonunion employees would be suspended for the same issue.
The union representative claims the union employee was not given an opportunity to have another employee present at the conversation in the manager’s office. The manager claims the union employee was offered the opportunity to have representation and the employee said no. There were no other witnesses in the manager’s office.
The union representative claims the company manager did not allow the union employee to explain the reason for leaving early. The company manager disagrees and states that 30 minutes were spent listening to the employee’s story as would be the case for any employee in the company.
The company manager claims that everyone in the department is treated the same way if an employee leaves the shift early without permission. Leaving a shift early impacts all other members of the team because work is not completed and may fall on nonunion employees to complete, creating overtime and possibly creating the need for nonunion employees to complete union employee work.

The director of Human Resources, who is your manager, has requested that you research the complaint in preparation for HR’s meeting with the union representative and recommend an initial course of action.

Directions

In the first part of this project, you will look at the employee complaint and draft a memo to management that outlines the issues and your recommendations for resolution. Refer to the Management Memo Guidelines located in the Supporting Materials section for guidance. Consider the scenario to begin your work. Identify key issues in the complaint and determine how the situation may differ for union and nonunion employees. Discuss the ramifications for the company from both a union perspective and a general employee-confidence perspective. Describe any risks that the company might face if they do not address the complaint.

In the second part of this project, the investigation of the complaint is underway. To begin, you will need to identify the role that HR will play in the process. Your next step would be to draft questions for use in interviews with management to get the right information about complaints. Discuss how your questions would promote the intended outcome as well as the ramifications if the right questions are not asked. Next, describe ways in which your questions may need to differ depending on the level of management you are interviewing. Lastly, provide your recommendation for appropriate communication methods to demonstrate that union and nonunion employees are being treated fairly and equitably. Refer to the Investigation Process Guidelines located in the Supporting Materials section to guide your submission.

Specifically, you must address the following rubric criteria:

Union Grievance
1. Key Concerns: Identify the key concerns of the employee complaint.
2. Union vs. Nonunion: Discuss how this situation differs in a union and nonunion environment.
3. Employee Confidence: Describe the potential impact that the complaint situation will have on employee confidence. Provide examples to support claims.
4. Employee Relations: Explain the impact on employee relations in other areas of HR within the organization.
5. Risk Potential: Discuss the risk potential for the company for failure to address this complaint.
Investigation Process
1. Role of HR: Explain the role of HR in the complaint-resolution process.
2. Interview Questions: Develop 4–5 interview questions used in employee complaint resolution issues.
  1. Consider questions that would make the most efficient use of interview time.
  2. Consider the use of open-ended vs. closed questions.
3. Stakeholder Communication: Explain how interview questions may differ for supervisors, managers, and executives.
  1. Determine who should ask questions and when conflicts of interest are a factor?
  2. Discuss the importance of asking the right questions to the right audience providing specific examples to support your claims.
4. Employee Communication: Recommend the appropriate communication method for all employees to demonstrate fairness among union and nonunion employees.

What to Submit

To complete this project, you must submit the following:

Management Memo – Union Grievance Your submission should be a 1- to 2-page Word document with 12-point Times New Roman font, double spacing, and one-inch margins. Any sources should be cited according to APA style.

Investigation Process Your submission should be a 1- to 2-page Word document with 12-point Times New Roman font, double spacing, and one-inch margins. Any sources should be cited according to APA style.

Supporting Materials

The following resource(s) may help support your work on the project:

Resource: Management Memo Guidelines Use this guide to help you draft your communication with your manager.

Resource: Investigation Process Guidelines Use this guide to help you draft your communication with your manager.

Project Two Rubric

Criteria	Exemplary (100%)	Proficient (85%)	Needs Improvement (55%)	Not Evident (0%)	Value
Union Grievance: Key Concerns	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Identifies the key concerns of the employee complaint	Shows progress toward proficiency, but with errors or omissions; areas for improvement may include insufficient detail or not identifying the correct concerns	Does not attempt criterion	10
Union Grievance: Union vs. Nonunion	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Discusses how this situation differs in a union and nonunion environment	Shows progress toward proficiency, but with errors or omissions; areas for improvement may include omitting examples of how the situation differs for union and nonunion	Does not attempt criterion	10
Union Grievance: Employee Confidence	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Describes the potential impact that the complaint situation will have on employee confidence; provides examples to support claims	Shows progress toward proficiency, but with errors or omissions; areas for improvement may include missing examples or illogical conclusions	Does not attempt criterion	10
Union Grievance: Employee Relations	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Explains the impact of employee relations on other areas of HR within the organization	Shows progress toward proficiency, but with errors or omissions; areas for improvement may include missing examples or illogical conclusions	Does not attempt criterion	10
Union Grievance: Risk Potential	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Discusses the risk potential for the company for failure to address this complaint	Shows progress toward proficiency, but with errors or omissions; areas for improvement may include insufficient detail or cursory discussion of risks	Does not attempt criterion	10
Investigation Process: Role of HR	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Explains the role of HR in the complaint resolution process	Shows progress toward proficiency, but with errors or omissions; areas for improvement may include not correctly identifying HR’s role	Does not attempt criterion	10
Investigation Process: Interview Questions	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Develops 4–5 interview questions used in employee complaint resolution issues	Shows progress toward proficiency, but with errors or omissions; areas for improvement may include questions that are not in-depth, or would not answer the issues that need resolution, or an insufficient number of questions	Does not attempt criterion	10
Investigation Process: Stakeholder Communication	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Explains how interview questions may differ for supervisors, managers, and executives	Shows progress toward proficiency, but with errors or omissions; areas for improvement may include missing or inadequate explanations for why audiences can differ	Does not attempt criterion	10
Investigation Process: Employee Communication	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Recommends the appropriate communication method for all employees to demonstrate fairness for union and nonunion employees	Shows progress toward proficiency, but with errors or omissions; areas for improvement may include missing or inappropriate communication methods	Does not attempt criterion	10
Articulation of Response	Exceeds proficiency in an exceptionally clear, insightful, sophisticated, or creative manner	Clearly conveys meaning with correct grammar, sentence structure, and spelling, demonstrating an understanding of audience and purpose	Shows progress toward proficiency, but with errors in grammar, sentence structure, and spelling, negatively impacting readability	Submission has critical errors in grammar, sentence structure, and spelling, preventing understanding of ideas	5
Citations and Attributions	Uses citations for ideas requiring attribution, with few or no minor errors	Uses citations for ideas requiring attribution, with consistent minor errors	Uses citations for ideas requiring attribution, with major errors	Does not use citations for ideas requiring attribution	5
Total:	100%