Monthly Archives: February 2023

 Analyze two issues that contribute to the current nursing shortage in the United States and propose a strategy to rectify this employment issue. 

According to DuBrin (2015), the following strategies or tactics are identified for enhancing your career:

1. develop career goals,
2. capitalize on your strengths and build your personal brand,
3. be passionate about and proud of your work,
4. develop a code of professional ethics and prosocial motivation,
5. develop a proactive personality,
6. keep growing through continuous learning and self-development,
7. document your accomplishments,
8. project a professional image, and
9. perceive yourself as a provider of services. (p. 430)

Identify and explain three career-enhancing techniques or tactics in advancing your career.

Your essay should be at least two pages and should include an introduction, a body of supported material (paragraphs), and a conclusion. Be sure to include two references (on a reference page), and follow all other APA formatting requirements.

Assignment 2: Challenges in the Business Environment

Due Week 9 and worth 330 points

As you have explored in this course, ongoing challenges in the global business environment are mostly attributed to unethical business practices, failure to embrace technology advancements, and stiff competition among businesses. Imagine that you have been appointed as the Chief Compliance Officer of a Fortune 500 company and must prepare a presentation for your suppliers regarding your Supplier Code of Conduct to deliver via email, webinar, etc.

For this assignment, you are to create a presentation using PowerPoint (or other equivalent software) and your research on the Fortune 500 company from Assignment 1. In your presentation, you are to summarize the important changes and explanations regarding the code of conduct that you would communicate via email, webinar, etc. The specific requirements are listed below.

PowerPoint

Presentation Requirements:

Create a six to eight (6-8) slide PowerPoint presentation in which you:

1. Summarize your chosen company’s Supplier Responsibility information.

2. In your own words, explain how each aspect of your Supplier Code of Conduct is committed to ethical business practices and society social responsibility.

3. Discuss your company’s stance on each of the following areas:

• Empowering Workers
• Labor and Human Rights
• Health and Safety
• The Environment
• Accountability

4. Identify the key ways that your company’s Code of Conduct has changed since last year.

5. Examine the manner in which your company’s Supplier Code of Conduct helps the organization operate as a socially responsible organization.

6. Provide detailed speaker notes of what you would say if you were delivering the presentation.

7. Submit a reference page with at least two (2) quality references, from within the last 2 years, that you used for this PowerPoint presentation. Note: Wikipedia and other Websites do not qualify as academic resources.

Your PowerPoint presentation must follow these formatting requirements:

• Format the PowerPoint presentation with headings on each slide and three to four (3-4) relevant graphics (photographs, graphs, clip art, etc.), ensuring that the presentation is visually appealing and readable from 18 feet away. Check with your professor for any additional instructions.
• Include a title slide containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The title and reference slides are not included in the required slide length.

Specific Library Resources to help you get started:

• Access the Strayer UniversityOnline Library here.
• Introductory Search – Use the home page’s search box to keyword search many, but not all, databases.
• Targeted Search – Scroll to the bottom of the page for an A to Z listing of all databases. Float over each link to see a description of the database and click to load that particular database’s custom search page. Custom search pages include both basic and advanced search options.
• These databases are only partially searchable through the general search bar. You will have to search for them individually to find resources for your paper.
  • Nexis Uni – This contains legal information and would be useful to search for court cases in which your company has been involved.
  • Video Explaining Nexis Uni
• Research Starters are like the academic version of Wikipedia. Search on a topic to get an overview with links to other information within that topic. It will help you get ideas for keywords for your own searches and what you need to know in order to successfully write your paper.
  • Research Starters – Business
  • Library Databases – Research Starters

The specific course learning outcomes associated with this assignment are:

• Evaluate the influences of changing economic, political, social, cultural, and technological forces on business and society.
• Use technology and information resources to research issues in business and society.
• Write clearly and concisely about business and society using proper writing mechanics.

Grading for this assignment will be based on answer quality, logic/organization of the paper, and language and writing skills.

HELP NEED!!

HELLO EVERYONE!!, I have five ppt topics on each topic I need just five slides this is part of group assignments so we are like 6 people in the group every person should prepare 5 slides on each topic as I said we have 5 different topics so, my contribution is 5 slides on each topic total 5*5=25 slides. This course is related to “Human Resource Management”.

Each group is to prepare a PowerPoint presentation consisting of 5 slides per student not including the cover slide and the reference slide. Every slide needs to include 100 words in the Notes section. Your slides should be combined as one presentation. Only one (1) group member needs to upload the presentation.

Please, ensure every group member’s name is on the cover slide. You must use at least one reference, in addition to your book. You need to use in-text citations. Your in-text citation and your reference (on your reference slide) must be in APA format.

TOPIC01:

You need to pick anyone point from below topic and prepare 5 slides

The Civil Right Rights Act of 1964. Each group member will pick a topic and thoroughly discuss the chosen topic. You should tell (1) why it is important, (2) how it has impacted the workforce, and (3) if that topic has impacted you.

TOPIC02:5 slides

Thoroughly discuss the pro’s and Con’s of internal and external recruiting.

TOPIC03:5 slides

Discuss best practices for hiring top talent and the process for developing top talent from within the organization.

TOPIC04:5 slides

https://cdn.ymaws.com/www.shrm-morrisnj.org/resource/resmgr/imported/globalcomp[1].pdf

Utilizing Chapter 6 develop a compensation and benefits package that you would like to be offered from your organization. There should be different plan for each group member. Each student should use their five slides for their preferred benefits package. Please, put your name on each slide.

TOPIC05: 5 slides

Human Resource Risk Management Increases Productivity

Utilizing Chapter 13, discuss the areas of employee safety that are most important to you. Do you feel the organization has the same concerns as you? Why?

You are the HR Manager for the Pleasantville School District. Although it hadn’t done so before, the district recently implemented a person-focused pay program. This program offers a pay increase to teachers who pursue additional education and training. You were on the team that developed this policy, which has been approved but has not yet been disseminated district-wide.

One of the high school teachers has scheduled an appointment with you to review how the program works. You plan to review the policy with the teacher and give him a paper copy as a leave-behind piece.

In this post:

• Write the policy for the Pleasantville School District’s person-focused pay program that will be shared with the teacher. At a minimum, be sure to address the person-focused pay program’s:
  • Purpose and description, including effective policy dates.
  • Eligibility requirements. (Who is eligible to participate in the program?)
  • Acceptable types of education and training. (What is eligible for reimbursement?)
  • Awards for successful completion of training or education (promotional opportunities, compensation, non-monetary rewards, et cetera).

Note: Remember that well-written policies are understandable and to the point. Keep the policy to one page at most

Assignment 2: Employee Development and Performance

Assignment 2: Employee Development and Performance
Due Week 6 and worth 170 points
 

Continuing from Assignment 1, you were selected as the new HR director for the retail company and now have been in the position for approximately 6 months. Your approach to strategy, planning, and selection have been quite successful thus far, and now it is time to address the organization’s expectation for performance and development of employees since these components of HR strategy are critical in achieving business outcomes and success.
 

Write a four to five (4-5) page paper in which you: 

· Critically analyze and discuss any researched (web or textbook) training process model you may consider for use in developing employees (here’s an idea: https://educationaltechnology.net/the-addie-model-instructional-design/ or exhibit 7-1, page 230 in the text book). Then, identify and discuss some possible challenges that might be faced in implementing a new training process in the company. 

· List and briefly discuss at least three (3) types or methods of training that can be used for employee training. Of the 3, which would you select to train the retail employees, and why? Be specific. 

· Differentiate the concept of performance management and performance appraisal with three (3) to four (4) key points. Then, make your case to leadership for or against using annual performance appraisals in the organization. Be specific with your perspective. 

· Format your assignment according to these formatting requirements: 

a.  

a. Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions. 

b. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required page length. 

c. Include a reference page. Citations and references must follow APA format. The reference page is not included in the required page length. Use the Strayer University Library at https://research.strayer.edu to locate additional sources to support your work. 

 The specific course outcomes associated with this assignment are:  

· Review the human resource management function of training and development and the function’s importance to business strategy. 

· Evaluate the importance of the performance appraisal process and how it is a key component of business strategy. 

PLEASE DO NOT SUBMIT A BID FOR THIS ASSIGNMENT IF YOU DO NOT HAVE EXPERIENCE WITH GRADUATE LEVEL WRITING TERMS AND CONCEPTS. ALL DIRECTIONS MUST BE FOLLOWED AND NO PLAGIARISM. MY SCHOOL USES SOFTWARE TO DETECT COPIED MATERIAL. AND REFERENCE THE BOOK AND USE SCHORLARY SOURCES.  MUST FOLLOW ALL INSTRUCTION  AND REFERENCE THE BOOK   

 Week 3 DiscussionCOLLAPSE

Assessment Techniques

In Chapter 5, Bock describes his preferred interview process, which involves “combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership.” Give two reasons why you agree or disagree with his position on candidate assessment. 

Post your initial response by Wednesday, midnight of your time zone, and reply to at least 2 of your classmates’ initial posts by Sunday, midnight of your time zone.​​

Respond from Daneille,

Bock’s Interview Process – Candidate Assessment

Bock describes his preferred interview process, which involves “combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership.” 

Question

Give two reasons why you agree or disagree with his position on candidate assessment.

Response

 Candidate assessment is critical in hiring the right candidate for the job. It is the evaluation of listed candidates for an interview to determine who meets all the required criteria to be hired in a company. Effective candidate assessment requires a structured interview process guided by principles drawn from the organization’s culture and policies. Therefore, I agree with Bock’s interview process of “combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership” because it is critical in hiring the desired candidate for various positions in a company. 

 The first reason I agree with Bock’s position on candidate assessment is because behavioral and situational structure interviews provide the needed framework to identify and hire the right candidate who can complete the jigsaw puzzle for winning teams in an organization. Behavioral and situational structure interviews enable the interviewers to accurately determine a candidate’s ability and energy in executing the required duties and responsibilities in the position the candidate is to fill in the company. According to Ursal (n.p), candidates with energy can articulate the company’s mission and steer them towards achieving the company vision. Ursal (n.p) further points out that candidates with ability and energy can motivate others to perform and are likely to have the skills and passion in their job. 

 The second reason I agree with Bock’s position on candidate assessment is because assessing the candidate’s cognitive ability, conscientiousness, and leadership abilities are primary in hiring a candidate who fits in every organization. The cognitive ability helps determine whether the candidate can execute all tasks from the simple to complex tasks in their positions. Poindexter (n.p) points out that cognitive ability, conscientiousness, and leadership abilities are key indicators of a candidate’s quality. Smith (n.p) also acknowledged cognitive and leadership abilities as strategic elements that form blueprints for hiring suitable candidates. According to Smith (n.p), Bock’s interview process is also helpful in determining candidates’ ability to improve in their various positions of work. 

Poindexter, Jacqui Barrett. “15 Interview Questions to Ask Candidates: Glassdoor for Employers.” US | Glassdoor for Employers, 2 May 2020, www.glassdoor.com/employers/blog/15-interview-questions-ensure-candidate-quality/.

Smith, Carlie. “7-Step Hiring Blueprint That Built Netflix: OpenView Labs.” OpenView, 8 Apr. 2015, openviewpartners.com/blog/netflix-hiring-blueprint/.

Ursal, DJ. “The 4E’s and 1P – Live with Jack Welch.” LinkedIn, 14 Jan. 2016, www.linkedin.com/pulse/4es-1p-live-jack-welch-dj-ursal/.

2nd Response

 Motlalepula Mojela RE: Week 3 DiscussionCOLLAPSE

Hi Dr. John and Fellow Students

Bock describes his interview process which involves combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership.

• Give two reasons why you agree or disagree with his position on candidate assessment.

An interview process involves people who believe in themselves that they qualify to apply for a position, based on their expertise, educational background as well as experience within the specified field. As individuals, Jack Welch mentions factors such as positive energy, ability to energize others, the courage to make tough decisions, be able to get the job done, and to have passion for what one is doing. As human beings no one is a perfect being, we are all prone to mistakes but learn from such mistakes as well so that one does not repeat the cycle.

Within the education fraternity, the minimum requirement used to be a three- year Teacher’s Diploma, nowadays, it has to be a four- year  Bachelor’s degree, but nothing prepares one for a job interview, as it is only then that one is faced with a real-life situation that can determine success or failure in one’s career path. As managers in HR and or driving force towards hiring it is important to determine our expectations first before coming to the interview table. Most of the teachers, including H.O.D’s and Principals, bring some vague ideas when it comes to hiring. It is worse in a situation where one gets hired because of nepotism, bribery, and certain expectations, as it has been the norm in our country. There are very few institutions where one gets an honest interviewing panel and eventually gets hired. Maybe, through luck or the grace of God. 

Bock’s ideas of behavioral and situational structured interviews should be the foundation of any organization that is willing to build leaders through support, encouraging debate within the organization, and allows everyone to have a voice. A place where everyone feels welcomed and one is able to contribute towards the success of the company. Behavioral and situational structured interviews should be the doorway in which credibility, gaining trust and candor are at the forefront of any organization.

Bock states that “hiring is the most important people function that you have, and most of us aren’t as good at it as we think.” This means that as HR personnel one should be forever on a learning curve, to improve as well as to understand those who might be on one’s interview panel. This would include embracing diversity and inclusion.

What Bock is giving us, is a guideline not only for those we are interviewing but also as a personal self-reflection to those who are part of the interview panel. This will create a match for the best possible candidate as well as finding a common ground for the success of any organization.

Combining behavioral and situational structured interviews should be the yardstick for every organization, well-established companies as well as educational institutions within the HR and also be included as one of the courses to be mastered at the undergraduate level so that it prepares the candidates for the world of work.

References:

1. Ursal, DJ. “The 4E’s and 1P- Live with Jack Welch ” LinkedIn,14 Jan 2016.www.linkedin.com/pulse/4es-1p-live-jack-welch-dj-ursal

2.Poindexter, Jacqui Barrett. “15 Interview Questions to ask candidates: Glassdoor for Employers, 3 May 2019. www.glassdoor.com/employers/blog/15-interview-questions-ensure-candidate-quality/.

3.JWI 521. Week 3 Lecture Notes 2020

The Right To Privacy And Compliance Regulation

Right to Privacy and Compliance Regulations

The United States has a number of privacy laws that affect the government’s use of information as well as the use of information by specific industries, such as financial services companies and healthcare organizations that handle sensitive information.   

Select one of the following acts and summarize the law’s provisions. What complications do you think may arise with implementation or managing the compliance of the act? 

• Privacy Act of 1974 
• Electronic Communications      Privacy Act of 1986 
• Communications Assistance Law      Enforcement Act of 1994 
• Economic Espionage Act of      1996 
• Health Insurance Portability      and Accountability Act of 1996 
• Health Information Technology      for Economic and Clinical Heath Act of 2009 

Respond to the posts of at least two other learners. Compare your thoughts on designing a social media policy. Provide constructive feedback to your peers for improving their analyses.

What are the key considerations in designing a social media policy?

Some key considerations that should be taken into account when designing a social media policy are; what time goal of the policy is, what other policies are already in place, and what are the applicable legal regulations.  

What are the primary challenges and risks when formalizing a social media policy?

For my current organization, one of the primary challenges is that we are public employees.  “A public employee may not be fired or disciplined for engaging in “constitutionally protected” speech” (Johnson, 2019).  Another challenge that an organization faces when formalizing a social media policy is making sure the policy is clear and specific but doesn’t limit an employee’s right talk about conditions of employment.  

Who should be involved in the design and review of the final policy?

“Successful policy creation and/ or modification result from a collaborative, team effort. If records and information management personnel are developing the policy, they should elicit input into policy development from other stakeholder groups, including, but not limited to, Human Resources, Information Technology, Legal, and Marketing” (Keys for developing a social media policy, 2013).  In my organization, I would also add union leadership to the table as well.