HRM 200 Case 2


choose one case and write a response using the following guidelines:Minimum 600 to maximum 800 wordsArial size 121 inch margins1.5 SpacedWord format (PDF is NOT acceptable)Title page must contain your name, student number, the case you’ve chosen, and the dateReferences should be on their own page at the end of the document and in APA format(Document is under 600 words or over 800 words: penalty 1 to 2 marks, depending on severity.Document was not submitted in Word format: penalty 1 mark.Document has significant and regular grammar/spelling errors: penalty 1-3 marks depending on severity.Academic Plagiarism: you will receive a 0 and may experience other penalties.Case Application Assignment 2 – Cases
Case 1: The Case of What Should Have Been Known
Tech Solar, a privately held technology company, has been operating now for four successful
years. Executive Director Britney Clarke is responsible for overseeing the business. Tech Solar is
looking to launch a new service and Britney realizes they need more team members to work on
making the service accessible. This will mean that a new User Experience Designer will be
needed in the Product and Development team. Britney calls the human resources director to
advertise the position both internally and externally.
HR sends the applications to Britney for review and Britney develops a short list of
interviewees. After interviewing several candidates, Britney was unimpressed and worried they
would never find a good candidate. However, the last interviewee, Kim Lee, turned out to be
the successful choice and was subsequently offered the position. HR checked two references
prior to offering Kim the position in writing. HR also asked Kim to bring an original copy of her
Certified Associate in Python Programming (PCAP) once it was received, as this certificate was a
requirement in the User Experience Designer posting.
Kim brought a copy of her certificate to HR within a week of being offered the position. HR’s
policy is also to call the issuing institution to verify the certificate. Things became busy in the
department, so it was nearly three months later when someone finally checked Kim’s
certificate. The results indicated Kim’s certificate was forged. HR called Britney with the news
and wants to terminate Kim because she is unqualified for the position. However, Britney wants
to keep Kim because she already knows how to perform the job well and has the Python
knowledge and skill.
Marking Rubric
Title page
What is the main issue, and what are the competing perspectives?
Provide Canadian legal/legislation-based arguments for both sides of the debate.
Choose the side you believe has stronger arguments and explain why.
Make concrete recommendations for how HR should handle the current situation
and how they should prevent similar situations from occurring in the future.
References and formatting
Grammar and Clarity
1 mark
3 marks
5 marks
4 marks
5 marks
1 mark
1 mark
20 marks
Case 2: The Performance Predicament
Darleen Michaelson, a human resources manager, is in the process of completing a
yearly performance evaluation of her employees. Darleen has noticed that Jason Freedman, an
administrative technologist on her team, has not been meeting his performance markers. It is
crucial that an administrative technologist addresses requests sent to them through email and
keeps up with HR system maintenance. Unfortunately, it is made clear to Darleen that Jason
has been deleting important requests that were sent to him through email and has not
maintained the HR system for several weeks. This situation is of great concern to Darleen.
In response, Darleen schedules a one-on-one meeting with Jason to discuss her
concerns. This meeting will be the first performance evaluation conversation that Darleen has
ever had with her employee Jason. Darleen is seriously considering firing Jason for his poor
performance. However, she feels very overwhelmed by the big decision ahead of her. This is
where you come in to help Darleen by answering the following questions.
Marking Rubric
Title page
Explain how the steps in the performance management process can aid Darleen in
her meeting with Jason.
Which method do you think Darleen used to evaluate Jason?
What method would you recommend to her instead and why?
Use the guidelines for legal and ethical performance management to make
recommendations that will help Darleen decide what to do about Jason.
What recommendations would you make to Darleen for future performance
management situations?
References and formatting
Grammar and Clarity
1 mark
5 marks
2 marks
4 marks
4 marks
2 marks
1 mark
1 mark
20 marks

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