2. HRM 323 Entire Course
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HRM 323 Week 1 Individual Assignment Human
Resource Professional in Employee Relations
HRM 323 Week 1 DQ 1
HRM 323 Week 1 DQ 2
HRM 323 Week 2 DQ 1
HRM 323 Week 2 DQ 2
HRM 323 Week 3 Team Assignment Management
Negotiation
3. HRM 323 Week 1 DQ 1
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How can you become a more effective
communicator? How can you express your feelings
and emotions to individuals in the workplace? How
can you express to another individual that you have
heard and processed his or her feelings and emotion
4. HRM 323 Week 1 DQ 2
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The use of e-mail has become a standard for today’s
communication. How has the use of e-mail affected
the verbal and para-verbal communication channels
of communications? What benefits have resulted
from its use? What forms of para-verbal channels
have developed in e-mail?
5. HRM 323 Week 1 Individual Assignment Human
Resource Professional in Employee Relations
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Resources: Week One readings, research articles,
and personal experience in the workplace
Prepare a 350- to 700-word paper in which you
address the following:
Provide three examples of behaviors that indicate
the existence of conflict among employees.
6. HRM 323 Week 2 DQ 1
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Search the Internet for a current issue or situation
about a union. Describe the situation and say how
you would handle it if you were the HR person
working on it. Have fun with this and try to find
something different than other students have
already posted to give us lots to talk about!
7. HRM 323 Week 2 DQ 2
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What are some of the bargaining consequences for
both the union and management of the rising cost of
health care? How has it affected labor negotiations?
8. HRM 323 Week 3 DQ 1
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Discuss the types of communications needed when a
grievance is agreed to or denied. Include the effect
of the communications on both employees and
management.
9. HRM 323 Week 3 DQ 2
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Discuss the concept of progressive discipline and the
seven tests for just cause employment terminations.
Provide examples of how they might relate to your
job or company.
10. HRM 323 Week 3 Team Assignment Management
Negotiation
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During negotiations, the union has made a proposal
that overtime will be paid at time-and-a-half for a
minimum of 2 hours whenever it is assigned. The
current contract states that overtime is paid at time-
and-a-half only for the time worked. Negotiations
have been proceeding smoothly with a give-and-
take approach.
11. HRM 323 Week 4 DQ 1
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Provide two examples of situations in which you can
benefit in conflict resolution by identifying problem
ownership. How can this help you to resolve conflict
that may exist in the workplace that comes to your
attention?
12. HRM 323 Week 4 DQ 2
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An issue is brought to your attention that one of
your employees is being rude to fellow teammates.
How will you handle the complaint(s)? If you have
dealt with this type of situation in the past and can
share the story, please do.
13. HRM 323 Week 4 Individual Assignment Disciplinary
Process
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Assume you are in charge of creating a training
program for supervisors in administering discipline
in the organization.
Prepare a 700- to 1,050-word paper that focuses on
the major principles of disciplinary action you would
stress in this session.
14. HRM 323 Week 4 Team Assignment Union and
Management
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Imagine you are a Union International representative
attempting to resolve a grievance in your
organization. The grievance was filed by an
employee who is challenging a disciplinary action
given by management. You are working with the
local members and your legal counsel to decide if
the grievance must go to arbitration or not.
15. HRM 323 Week 5 Individual Assignment Research
and Reflect
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Assume that you are an employee relations
specialist in your company. The supervisor who is
responsible for this project comes to you asking for
your advice for the following issue.
Members of the group have been assigned to
different tasks while completing the overall project.
Ideally, all pieces of the puzzle will come together
smoothly as they are completed.
16. HRM 323 Week 5 Team Assignment Reflection of
Experiences
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Jim recently accepted a position in the human
resources department as an HR specialist. In this
new role, Jim is often the go-to person to help
understand and resolve various conflicts that
become escalated in the workplace. He also has the
responsibility to recognize and make
recommendations to avoid serious conflicts from
developing.
