Paper in Health care quality management strategies – recent articles it could be in Quality risk factors, Management strategies, Risk management patient, quality management in health care.. Use previous articles compare one disease for two countries then analyze and develop their strategies Make Saudi Arabia one of them or compare Saudi Arabia with other health care system such as European or America.
HR Knowledge 3: Training and Development
Thoroughly review the following video:
Based on your review, please respond to the following:
The CEO has approved funding for your project to create a training and development system for the organization. She now wants you to explain your process on how you will create training programs for the new system and why your process will add value to the company. NOTE: You are addressing a CEO and not regular employees so keep your response both strategic and high level.
NOTE: You may not use more than 2 references for your response, and you must comment to a minimum of 1 other student’s response.
In order for an organization to increase employee engagement, the company may use various methods. Discuss the influences and learning in the workplace that contribute to training and development. In addition, address your personal experience with employee engagement.
It can be said that the most important talent management challenge that managerial positions face is identifying employees with managerial ability and training and developing those skills. Identify the factors related to identifying employees with managerial ability and training and developing those skills, and summarize what is needed to successfully manage an organization globally.
Meeting Plan
For this assignment, you will function as a meeting planner for Joshua Tree Ice Cream. Using the Meeting Checklist developed by your professor, determine the following:
Present a typed 2 to 3-page outline. The plan can be presented in bullets. There is no need for a narrative presentation.
Remember to be explicit with detail. This assignment reflects the realistic steps you would take as you defined your initial game plan and provided clients with a sense of the environment you would create.
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.
Please find the doc attached and respond
Assignment Content
Using your resources and recommendation from Week 3, identify 3 human resource considerations with your selected country, such as labor laws and safety. Provide a recommendation for dealing with the identified issues. For each identified issue, include the following:
Cite all sources.
Format your citations according to APA guidelines.
Instructions: Work through each step of this log, answering each question as the directions indicate. Each step, except Step 1, will receive a grade, and the sum of these grades will constitute your total grade for Research Log Part 1. Refer to the section on how each step of the log will be graded for detailed grading information.
Most fields require text entry. If a required field is left blank, your work will not be submitted. If you would like to leave a field blank, simply type N/A.
Review your work before submitting it to your instructor for grading; you will be unable to edit it further after submitting it.
Note: Be sure to review the examples and hints provided with each step! Your answers should be similar to the examples.
PLEASE READ THE TWO ATTACHMENTS. PLEASE REFER TO PART ONE FOR THE ORIGINAL QUESTION
The four key functions of human resource management consist of planning, acquisition, development, and sanction (PADS). Every function plays a crucial role in recruitment, retention, and separation. Planning involves “budget preparation” and “workforce planning” such as “performance management, job analysis, and pay and benefits” (Klinger, Nalbandian, and Llorens 2018, 3). Planning function is “necessary to timely and properly manage the human resource to achieve the organizational needs” (Maharjan 2018). Acquisition denotes recruitment and selection of employees. This function “makes availability of right person in right number at right time at right job” (Maharjan 2018). Development deals with training, performance evaluation, and motivating employees. Development function enables “individuals in organizations to perform current and future jobs through planned learning activities” (HR Software Solutions 2017). Sanction maintains expectations and obligations of employer and employees through rules, regulations, rights, and laws. Sanction function regards “discipline, grievances, health and safety, and employee rights” (Klingner and Sabet n.d., 4). In addition to its roles in recruitment, retention, and separation, all four functions are necessary in pursuit of human capital management, which is the key to maximize productivity in the contemporary human resource management. Another important element which human resource managers must consider is traditional values: political responsiveness and representation, efficiency, employee rights, and social equity. Human resource managers need to ensure that PADS would meet these values. Human resource management “in the United States may be described as a dynamic equilibrium among these competing values, each championed by a particular personnel system, for allocating scarce public jobs in a complex and changing environment” (Klingner and Sabet n.d., 3). The more category of employment diversifies, the more complex human resources management’s consideration of values becomes. Nonetheless, “’public administration’ requires balancing the values in legislative work, implementation, and even in the judicial arena” (Klinger, Nalbandian, and Llorens 2018, 348). PADS are “the core of administrative processes and values” (Klinger, Nalbandian, and Llorens 2018, 350). Further, PADS are imperative in order to create, maintain, and improve a reliable and effective workforce and to achieve human capital management. Therefore, all four functions are equally important.
References
Human Resources Software Solutions. 2017. What is Human Resources Development (HRD)? http://hrssolutions.com/human-resources-development-hrd/
Klinger, Donald E., John Nalbandian, and Jared Llirens. 2018. Public Personnel Management 7th Edition. New York: Longman.
Klingner, Donald E., and Mohamed Gamal Sabet. n.d. Contemporary Public Human Resource Management System: Patronage, Civil Service, Privatization, and Service Contract. Encyclopedia of Life Support Systems. https://www.eolss.net/Sample-Chapters/C14/E1-34-05-01.pdf
Maharjan, Palistha. 2018. “Functions of Human Resource Management.” Businesstopia. https://www.businesstopia.net/human-resource/functions-human-resource-management
Respond to this
Imagine you have the opportunity to pitch an idea for a new TV or movie program that is based on current market trends. You will need to research what the popular genres are in either movies or television and write your pitch with the intention of selling a story that falls in line with what is currently profitable.
Write a 350- to 700-word pitch to either a movie or television producer. Include an analysis discussing how current popular entertainment trends do or do not reflect American cultural values and their influence on social behavior as well.
Refer to some of the following in this answer
