MGMT 410 Human Resource Management Entire Course

MGMT 410 Human Resource Management Entire Course in $105 OnlyMGMT 410 Human Resource Management Entire Course

 DeVry MGMT410 Week 1 Discussion 1 & 2

 DQ 1

The Purpose of HRM (graded)

Human Resources Management (HRM)—what a mouthful! Class, this term, I will introduce you to the concepts of HRM—what it is, what it does (typically), what it can do (optimally), and what it should do (strategically). To start, let’s work on a few introductory questions.

What purpose does HRM serve in an organization?

What role does HRM serve in your organization (or your previous organization)?

What does “strategic” HRM sound like it means, in your opinion?


TheFunctions of HRM (graded)

What are the four basic HRM functions? How exactly do these functions assist the organization in reaching its goals?

DeVry MGMT410 Week 2 Discussion 1 & 2

DQ 1

EEO Laws (graded)

Class, since the passage of the Civil Rights Act in 1964, more employment legislation in the area of equal employment opportunity (EEO) has become the law of the land. Pick one of the following acts and tell us its major provisions.

Civil Rights Act of 1964

Americans with Disabilities Act (ADA)

Age Discrimination in Employment Act (ADEA)

Pregnancy Discrimination Act

Family Medical Leave Act (FMLA)

MGMT 410 Week 2 Case Study

MGMT 410 Week 2 Case Study in $6 Only

MGMT 410 Week 2 Case Study Off-the-Job Behaviors

Case Study: Off-the-Job Behaviors

Overview – You will remember that the lecture mentioned that HR professionals are often criticized as being vacillators who often give the dreaded response of “it depends” when asked about the legality of a situation. Balancing the rights of employees with protecting the organization is often complex and may deal with employee behavior both on and off the job. This exercise will shed some light on how off-the-job behaviors may impact the organization and what Winn-Dixie chose to do about perceived damage to their image. Reviewing this case study will reveal the complexity of employment law and the dilemma it poses for HR professionals who want to both support employees in the best way possible and protect the organization at the same time.

Learning Questions – After reviewing the textbook case study on pages 107 and 108 of your textbook, answer the following learning questions:

1. Do you believe OilerÂ’s employee rights were violated? Explain your position.

2. What do you see are the consequences of organizations that punish employees for certain off-the-job behaviors? Explain.

3. Would you consider Winn-Dixie an organization that exhibits characteristics of progressive discipline or the hot stove approach? Defend your position.

Price of Answer: Just US$6 onlyBuy Now

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Devry MGMT408 Final Exam December 2015

Devry MGMT408 Final Exam December 2015 in $32 only (Instant Download)

Page 1

Question 1. 1. (TCO 1) Some organizations have created an officer-level position for a senior IT manager known as the _____. (Points : 5)

chief information officer (CIO) (Sample Answer)

chief operating officer (COO)

chief executive officer (CEO)

chief financial officer (CFO)

Question 2. 2. (TCO 2) How has information technology (IT) created new ways of working? (Points : 5)

Through the use of portable devices for telecommuting

Geographically separated team members can work on virtual teams

Free agents can contract their services to multiple companies.

All of the above

MGMT 520 Sample Final Exam

MGMT 520 Sample Final Exam in $12 only

Page 1

1. TCO D Short Answer Question and Facts for Page 1 Questions:

A well known pharmaceutical company, Robins & Robins, is working through a public scandal. Three popular medications that they sell over the counter have been determined to be tainted with small particles of plastic explosive. The plastic explosives came from a Robins & Robins supplier named Casings, Inc., that supplies the capsule casings for the medication pills. Casings, Inc., also sells shell casings for ammunition. Over $8 million in inventory is impacted. The inventory is located throughout the Western United States, and it is possible that it has also made its way into parts of Canada.

Last fall, the FDA had promulgated an administrative proposed rule that would have required all pharmaceutical companies that sold over-the-counter medications to incorporate a special tracking bar code (i.e., UPC bars) on their packaging to ensure that recalls could be done with very little trouble. The bar codes cost about 35 cents per package.

Robins & Robins lobbied hard against this rule and managed to get it stopped in the public comments period. They utilized multiple arguments, including the cost (which would be passed on to consumers). They also raised “privacy” concerns, which they discussed simply to get public interest groups upset. (One of the drugs impacted is used for assisting with alcoholism treatment – specifically for withdrawal symptoms – and many alcoholics were afraid their use of the drug could be tracked back to them.) Robins & Robins argued that people would be concerned about purchasing the medication with a tracking mechanism included with the packaging and managed to get enough public interest groups against the rule. The FDA decided not to impose the rule.

Robins & Robins’ contract with Casings, Inc., states, in section 14 B.2.a., “The remedy for defects in supplies shall be limited to the cost of the parts supplied.” Casings, Inc., had negotiated that clause into the contract after a lawsuit from a person who was shot by a gun resulted in a partial judgment against Casings for contributory negligence.

List any bases Robins & Robins could sue Casings, Inc., under contract theory ONLY for the damages caused by the explosives in their drugs, over and above the cost of the capsule shells.

2. TCO B. The FDA discovers that, during the public comment process, Robins & Robins bribed one of the members of the administrative panel that decided to pull the rule from consideration. The member of the panel was removed and is being charged criminally. As a result, the FDA immediately implements an emergency order that puts into effect the “tracking bar” requirement and makes the rule retroactive, but only to Robins & Robins. Provide two arguments Robins & Robins can make to have the rule determined to be invalid under the Administrative Procedures Act. Explain your answer.