Monthly Archives: February 2023

 Your initial thesis and outline for your course project presentation are due this module. Your outline will be the skeleton from which you will write your project. Your outline should contain an idea for your introduction, thesis, and topic areas that make up the body of the paper. An idea for a recommendation for improvements to the country’s health system should come at the end. The country is India

Substantive response. Please further discussion.

175 word minimum

APA format

Include at least 1 reference

Respond to the following peer:

Elida Calderon

8:56 AM

Strategies to consider when delivering performance appraisals to health care employees are to prepare, make it a conversation, have an actions plan, set goals, and to document. To prepare means to review previous appraisals, this will give you something to compare their progress to. It’s also helpful to review their most recent work and provide feedback as needed, not just on an annual basis. Making it a conversation eases the tension because the employee doesn’t feel lectured. Instead they become more open and honest when they’re involved. An action plan helps with the employees strengths and weaknesses, as it’s directed towards their goals. Which is the next strategy, to set clear and realistic goals for the employee during the appraisal. The final strategy is to properly document everything, this way you have something to look back and compare it to the following year.

The company I work for completes performance appraisals every year, through a process that has a few steps. They first have us complete a self-evaluation, that goes to the manager. Then the manager completes their part, meets with the employee and reviews the appraisal. Money is not discussed, instead we are given an envelope with a letter that shows what our percentage increase is if any. You can either sign the appraisal agreeing or request to further discuss. I think it’s a good process because it makes it less awkward for my manager and myself.

You and Shawn met yesterday with the members of a cross-cultural leadership team from AGC’s subsidiaries to discuss a change in AGC’s human capital management goals. The team concluded that if AGC does not change, it may not survive in today’s global environment. To fully diagnose the problems at AGC, they recommended that data be gathered and analyzed. The team asked you to prepare a presentation describing how you will diagnose the problems at AGC.

Review the AGC scenario for this course and prepare an 8–10 slide presentation that addresses the following:

• Describe why making a diagnosis is a critical part of a change management plan.
• Identify at least 3 current human capital management problems at AGC.
• For each problem that you have identified, describe a data collection method (such as interviews, focus groups, or performance appraisals) that you could use to gather data about the problem and from which employee groups you will gather the data.
• For each problem that you have identified, describe how you will draw conclusions from the data that you have gathered.
• Summarize your conclusions regarding the problems at AGC, and identify the root cause of each problem.

An Overview

Atlantis Global Corporation (AGC) is a multinational organization that engages in the development, manufacture, and marketing of electronic circuit boards for use in high-definition TV screens. Although the design centers are located in the United States, the bulk of the manufacturing processes are carried out at their overseas subsidiaries. The electronic circuit boards are primarily sold to Original Equipment manufacturers located in North and South America, Africa, and the Asia/Pacific region. Headquartered in the Midwest United States, AGC has subsidiaries in three locations, on three continents: Subsidiary A in Asia, Subsidiary B in Africa, and Subsidiary C in South America. In all three locations, the subsidiaries are located in industrial parks or centers. These locations were selected for strategic reasons, including an abundance of raw materials for the company’s products, the availability of a labor force, and a rapidly growing customer base. Within the industrial parks, it is not uncommon to find two or three organizations competing in the same market segment and for the same labor force.

As part of its global human capital staffing strategy, AGC relocated several key people to leadership positions at each of the three subsidiaries. By placing key personnel from headquarters in leadership positions, AGC assumed a unified culture. Senior leadership envisioned that the subsidiaries would be self-sustainable in 2 years and profitable thereafter. A lot of capital, both tangible and intangible, has been committed to making the subsidiaries functional.

AGC has approximately 84,000 employees, most of whom are highly skilled and specially trained in the operations they perform. On average, it takes 3–6 months to fully train employees in each of the many operations of the parent company and its subsidiaries. Although the head count at the three subsidiaries has remained fairly constant, there have been a number of employees who have left the company for a variety of reasons. As employees leave, others are hired to replace them, but no one knows the exact number of employees who left the company or the reasons why they have separated.

At the subsidiaries, line and middle managers are concerned with having the right number of employees at each function or workstation. The operations manual, which the line and middle managers follow religiously, indicates that all staff must be fully trained and certified before they should be allowed to work on their own. Further, this requirement indicates that if someone has been certified before leaving the company, he or she must be retrained and recertified if rehired—no exceptions—even if his or her absence has just been a week. On the other hand, a trained and certified employee who is out on vacation or medical leave for a month is not similarly required.

The Issues

Since operations began in the three subsidiaries, AGC has failed to meet its financial obligations, and profits are lagging. This is beginning to show in the company’s balance sheets and is taking a toll on the organization’s financial bottom line. Although the company’s structure is designed for adaptability in a fast-changing market, several other factors were overlooked when the company selected locations for the subsidiaries. These include, but are not limited to, the following:

• Intercultural communication issues
• Political and regulatory conditions of the host country and the subsidiaries
• Diversity and multiculturalism
• Employee retention and motivation issues
• Employee dissatisfaction
• Performance issues
• An overall global human capital strategy that takes into account the home and host country nationals

Overview

AGC, often considered the leader in this market, is in jeopardy of losing that title when the end-of-year reports come out in 3 months. This is a critical time for the organization and the senior leadership team is very concerned. They need to find out what is happening to the organization, report to the shareholders, and rectify the situation.

John Dawson, the CEO, COO, and Chairman of the Board of Directors at AGC, is deeply concerned about the future of this company. Past strategies have not advanced AGC to a leadership position in the global market. John believes that he has done everything that can be done to optimize the company and is reluctant to change the present strategic course. He is a reluctant risk taker and must be convinced that changes to the organization have value before changing direction.

John is currently working with Shawn Williams, the newly recruited Vice President of Global Human Capital Management at AGC. His priority is to help diagnose and address the company’s human capital issues. Shawn brings with him extensive experience in resolving global problems, and he is recognized as an expert in the field of change management and viewed as a motivational leader. John and Shawn will be meeting soon to align goals and set a new strategic path for Atlantis Global Corporation.

As the new external consultant for AGC, you will be working closely with Shawn to establish a cross-cultural team that will address the company’s global challenges. You will provide guidance and recommendations regarding each objective and anticipated outcome. This is a critical assignment because failure could lead to the dissolution of AGC.

Assignment Overview

Location and Utilization Considerations

Changing consumer requirements for expedited delivery caused a shift in warehousing operations, including location and utilization to support transport to both brick-and-mortar locations as well as consumers. The tight turnaround times for stocked products necessitates vehicle and truck ingress/egress and loading which means focusing on local zoning requirements, traffic studies, and public outcry, which may delay the project. Warehouses that support multiple customers add another level of complexity to the scenario. Major cities and small towns often react to an increase in warehouses and associated increased traffic flow. Some locations provide tax breaks to attract warehouses for long-term tax base and employment opportunities. The background readings provide an overview of developments in warehouse location selection. 

SLP Assignment

Selecting the location of a warehouse or distribution center is crucial and depends on many factors, including proximity to transportation hubs, area zoning, available workforce, and connection with the company’s logistics network. For this SLP, your task is to research an area that a company has chosen for its distribution center for non-perishable items. NOTE: Select an area in the U.S. with which you have familiarity.

Comparison of Two Choices: Location Summary

• Provide an overview of the company’s proposed distribution center: size, type of product(s) to be accommodated (based on the scenario you are creating).
• Specify the chosen general location (based on the scenario you are creating).
• Provide pertinent Census data (don’t copy tables); enter two possible municipalities and county/counties into the search and the database will list the most recent government data for each in tabular format.
• Compare the choices.
  The written portion of the section will be one-half page in length (tabular data not included in page count).

Property Search

Look for two available properties: either vacant land, warehouse space, or a building that can be converted to a warehouse/distribution facility in two different cities in the chosen area. There are multiple companies that list commercial properties. Use LoopNet or search “commercial properties listing” and major real estate companies will have links for commercial property listings.

• Explain how each property matches requirements enumerated in the first section.
• Research the area and discuss proximity to applicable transportation hubs (air, rail, port, highways).
  This portion of the paper will be one-half page in length.

Municipality and County’s Economic Development

• Go to each municipality’s official website and search for incentives, programs, or tools available for new businesses. Explain what is available to make the property appealing.
• Go to each county website and search for incentives, programs, or tools available for new businesses. Explain what is available to make the property appealing.
  This portion of the paper will be one-half page in length.

Location Choice

• Based on the research, which property will work best for the proposed distribution center?
  This portion of the paper will be ¾–1 page in length.

Appendices

Screenshot and paste property #1 information (include page hyperlink).

Screenshot and paste property #2 information (include page hyperlink).

Module 1 SLP Background Readings

1.5 Million Packages a Day: The Internet Brings Chaos to N.Y. Streets (2019)

This map shows how Amazon’s warehouses are rapidly expanding across the country (2020)

What’s the Deal With Flexible Warehousing? (2019)

Warehouse Leasing Plummets – Because There’s So Little New Space to Lease (2019)

Amazon’s Ant-Size Competition in Designing the Warehouse of the Future (2019)

Amazon Tests Cheap Warehouses to Make Cyber Monday Glitch-Free (2019)

Are Warehouses in the Inland Empire a Blessing or a Curse? (2020)

Since you are engaging in research, be sure to cite and reference the sources in APA format. The paper should be written in the third person; this means words like “I,” “we,” and “you” are not appropriate. For more information, see Differences Between First and Third Person. The excessive use of quotes or unoriginal content will directly impact performance since it suggests lack of comprehension and indicates that a student may not have mastered the concepts.

SLP Assignment Expectations

Use the attached APA-formatted template (LOG302 SLP1) to create your submission.

Your submission will include:

• Trident’s cover page
• A 2½-page paper with APA citations (2- or 3-sentence introduction, 2½-page body, and 2- or 3-sentence conclusion). Tables are not included in page count.
• The alphabetized reference list page in APA format
• Appendices (pages vary based on size of screenshots)

Purpose:  

The purpose of the Environmental Scanning Article Review Assignment is to help students synthesize their understanding of the HRM3150 course outcomes to the current, real-world, HR environment of business.

Instructions:

• Research a current event article related to the assigned topic. Students should focus their research on relevant HR trade publications such as HR Magazine and Workforce Magazine.o Topics:▪ Article Review 1 – Legal and Ethical Issues of Performance Management▪ Article Review 2 – Measurement Tools for Performance Management▪ Article Review 3 – Rater Errors in Performance Management▪ Article Review 4 – Coaching to Improve Work Performance• Prepare a two-three paragraph summary of the article.• Explain in an additional two-three paragraphs your understanding of the article as it relates to the assignment topic.• Explain in an additional one-two paragraphs whether you agree or disagree with the author and why.• Explain in the final one-two paragraphs how knowledge of this topic will help you in your future HR career.

Format:

The completed assignment must be prepared in APA format, including the title page, reference page, and in-text source citations. The Article Review will consist of 6-10 paragraphs of body – approximately 1000-1500 words total, not including title and reference pages.

At this stage, you have a solid understanding of the problem the  company is facing and you have provided a solution for your client. Now,  you want Larson Property Management to accept your project plan. Mr.  Larson and Ms. Johnson like your idea and would like you to present your  project plan to the executive board.   

Use the feedback from your instructor on previous assignments,  the textbook, and any other resources provided in the course to create a  professional project plan that you will be hypothetically presenting to  the Executive Board of Larson Property Management. 

Instructions

Please include the following elements:  

• Table of Contents.  
• Executive Summary.  
• Organizational Plan and Analysis.
• System Blueprint and Type. 
• Recommendation for an HRIS Vendor. 
• Project Management Roadmap and Cost Justification.
• Maintenance and Evaluation. 
• Conclusion.  

Do not simply copy and paste Phases I–V. The previous phases  were considered raw data, and now you will be summarizing and finalizing  your findings. Use the feedback you received from your instructor to  improve your proposal. You want to apply critical thinking to describe  the data you have obtained.  

Write a 4–6 page proposal in which you: 

1. Identify the current issues the business is facing based on  the details of the scenario, and provide a plan and analysis for an HRIS  based on those issues. 
2. Provide a blueprint for the new system, and propose a type of  HRIS for the organization that you believe is the most efficient and  effective. Discuss the function that the HRIS serves, and identify how  that system will solve the business issue.  
3. Compare and contrast at least three HRIS vendors. Based on  this comparison, make a case for the one vendor that you recommend for  your client. 
4. Determine how you will implement the HRIS using one of the change models discussed in the textbook.  
5. Create a project management roadmap for the client with  projected timelines. Discuss the costs associated with the  implementation, justifying your claims with a cost benefit analysis.  
6. Explain how you will ensure the system is properly maintained and evaluated for continuous improvement.   
7. Use at least four quality academic resources in this  assignment. Note: Wikipedia and similar websites do not qualify as  academic resources. 

This course requires the use of Strayer Writing Standards. For  assistance and information, please refer to the Strayer Writing  Standards link in the left-hand menu of your course.

The specific course learning outcome associated with this assignment is: 

• Develop a professional plan and rationale for implementing an HRIS into an organization.

reply to the students’ response and not the question  in 150 words minimum and provide 1 reference. Respond to the students response as though you are talking to them, use name 

question-

Read the following hypothetical. Using your issue-spotting skills, analyze the potential exposure to liability of the Accounting Firm based on the actions of the Partnership Review Committee.

Anne is an accountant at a large Accounting Firm. She applied for Partner, but was denied. In their report, the all-male Partnership Review Committee stated that Anne would have a better chance at making Partner if she wore makeup, jewelry, and acted more femininely. Over the past 10 years with the Firm, Anne has received excellent performance evaluations and recently secured a $10M client for the Firm.

Instructions: Please write in essay format.  Include the guidance below in your analysis:

a) Set forth the federal statute and/or theories of law that are applicable.

b) Identify the legal issue(s) that exist and claims that may be brought based on the facts of the case.

c) Apply the facts of the case to the elements of the law/theories of law.

d) Cite a case in the text which is on point with the scenario, or compare and contrast with a case in the text.

e) Provide an action item agenda of specific objectives you would recommend implementing in order to prevent future exposure to liability. Be specific (e.g., if training is a recommendation, describe the type of training in detail).

Students response

 When presented with the information regarding Anne and how she was treated by the male partners brings up a couple red flags on gender discrimination and gender stereotyping. “Title VII and state fair-employment-practice laws regarding gender cover the full scope of the employment relationship. Unless it is a BFOQ, gender may not be the basis of any decision related to employment” (Bennett-Alexander, 2019). Title VII is very clear that employee hiring, firing and promotion can have nothing to do with gender. When Anne was given her reasoning for not being moved to partner their reasons all had to do with not being female enough which has nothing do do with her job productivity. There is even mention of a $10M client she brought to the firm which shows just how successful she is. These gender based requirements from the partners are undoubtedly coming from ingrained gender stereotypes. ” Workplace decisions based on stereotypes are prohibited by Title VII” (Bennett-Alexander, 2019). The stereotypes clearly listed by the male partners; wearing makeup, jewelry and acting more femininely are all examples of how people feel women should act but again, have little to do with their job performance. There is a case that almost exactly parallels the example provided. The case of Price Waterhouse v. Hopkins 490 U.S. 228 (1989) examines the allegations that gender stereotyping was the reason that a woman was not promoted to partner even though she displayed a high work ethic and was qualified for the promotion. Ann Hopkins was told she was too aggressive and unduly harsh, both traits many male law professional posses. In both of these cases it seems to be that either the male partners have no regard or respect for a women who is at an equal level of competence as them or that they honestly believe it is acceptable to stereotype people this way. Either way there must be reform in the workplace. I would suggest company wide training focusing on gender discrimination, gender stereotyping and the legality of both in regards to Title VII. After the training there will be no excuse for not knowing that you must treat every member of the firm the same in regard to gender for hiring, firing, training and promoting.  

Company Name : Amazon

In this paper, examine your organization’s generic and diversification strategies, its international moves, and its ethics, social responsibility, and environmental sustainability practices. Submit your work in your assignment folder in the form of an approximate 2,000-word double-spaced APA-formatted paper. The title page, reference list, and any appendices are not included in this suggested word count. You do not need to include an abstract.

Your paper should address these topics:

1. Your organization’s generic strategy or strategies. 
2. Any diversification strategies the organization pursues.
3. Any international moves made by your organization. Does it operate internationally? In what format(s)?
4. What ethics policies and practices does your organization have in place? 
5. Does your organization practice social responsibility? In what way(s)? 
6. What are your organization’s environmental sustainability practices? 

Primary Task Response: Within the Discussion Board area, write 400–600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear, and use examples to reinforce your ideas. 

Continue developing your Organizational Change Action Plan. You should continue to work on Part 3 of your Organizational Change Action Plan project. Refer to the Phase 1 Discussion Board 2 assignment for the Key Assignment description.

Based upon the course readings, supplementary materials, and your own literature search via the  online library, write the following:

• Review your new change initiative.

Provide at least 2 scholarly resources to support your response.  

THIS IS PHASE 1 DB 2

You have been engaged as an Organizational Development (OD) consultant by an organization with which you have deep familiarity that has endeavored to implement a system of organizational change and has failed. For the purposes of the assignment, the organization should be one that you know well, such as your employer, former employer, or a client. For the sake of confidentiality, you may disguise the actual identity of the organization. The chief executive officer (CEO) of the organization has asked for your help to determine what went wrong with the failed change attempt and to develop an action plan for re-engaging the organization with change efforts that are based upon systems thinking and decision making.Stages for Developing the Organizational Change Action Plan

APA paper, 4-5 pages with proper citation. Company that goes overseas. 

Instructions and case attached.