Managing HR in Small Entrepreneurial Firms


Review the following lectures:

Before beginning work on this discussion forum, please review the link “Doing Discussion Questions Right” and any specific instructions for this topic.

Before the end of the week, begin commenting on at least two of your classmates’ responses. You can ask technical questions or respond generally to the overall experience. Be objective, clear, and concise. Always use constructive language, even in criticism, to work toward the goal of positive progress. Submit your responses in the Discussion Area.


Respond to one of the discussion questions below:

Question One:

  • Managers approach a job with their own style of knowledge and task. If managers are unethical or conduct themselves in an unethical manner, morale becomes an issue in the department and workplace and performance levels diminish.
    • What are (if any) the protection options for the employees under any legal guidelines in today’s workplace to “whistle-blow” on unethical behavior?
    • Consider the multiple aspects of what may or may not occur during these events when the “whistle-blower” initiates this action to leadership.

Questions Two:

  • HR managers in a small business wear many hats and need to have a keen work knowledge of all facets of the business. As the HR manager, you are tasked with designing a company policy manual for the CEO:
    • Select and discuss one item from what you have learned in this course and justify why it’s the most important element of the manual.
    • From your experience, which policy does not make sense (or lacks value) and would not be included in the policy manual? 

Submission Details

To support your work, use your course and textbook readings and also use the South University Online Library. As in all assignments, cite your sources in your work and provide references for the citations in APA format.

Your initial posting should be addressed at 500–1000 words as noted in the attached PDF.


    Building Positive Employee Relations

    There are many organizations we hear about in the media who promote exceptional employee relations or are constantly popping up on the “best companies to work for,” while others have the stigma of negative press.

    Promoting Positive Employee Relations

    Communication programs, reasonable accommodations, �exibility in the workforce, and upward growth and progression promote a positive work environment. One of the main characteristics of keeping an open dialogue is providing employees with surveys to “pulse” the employees’ attitudes toward a variety of organizational issues to include leadership, safety, clarity, fairness, pay, etc.

    A forward-thinking and progressive organization will reap the rewards of a harmonious employee relations when employees are involved with the overall strategic performance with focus groups. Human resource (HR) managers are considered a key resource to provide insights into employee involvement programs. It’s the organization’s mission to promote a quality employee relation.

    Positive Employee Relations Equals Ethical Standards

    It’s the role of the HR manager to design policies and procedures that re�ect the ethical choices that employees are faced with on a daily basis. These policies are designed for all the employees of the organization to include management actions and practices. In essence, it is about enforcing the rules and codes of conduct of unethical behavior and addressing the topics. Managers need to exhibit and foster the right culture, values, beliefs, and honesty. When employees fail to follow these guidelines, disciplinary action takes effect.


    A very crucial and sensitive area within our jobs, discipline, is designed to encourage employees to behave sensibly, which means adhering to company rules and regulations. Firms have a speci�c process or procedure. You may want to research some examples of managing various disciplines.

    Employee Engagement

    Management would like to think that based upon positive employee relations, they have created the best organization. Similarly, employees who are treated fairly would like to think that they work for the best organization possible, from a well-crafted engagement philosophy.

    Why Need Discipline? Review each tab to know more.



    Additional Materials

    From your course textbook, Human Resource Management, review the following chapter:

    Building Positive Employee Relations

    From the South University Online Library, review the following articles:

    Tools for Building a Positive Employee Relations Environment ( sch=suo&turl= direct=true&db=edb&AN=10718694&site=eds-live)

    The Moderating Role of Employee Positive Well Being on the Relation Between Job Satisfaction and Job Performance ( sch=suo&turl= direct=true&db=edsovi&AN=edsovi.00060745.200704000.00001&site=eds-live)

    Best Practices for Positive Employee Relations ( sch=suo&turl= direct=true&db=bth&AN=87050110&site=eds-live)


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