Monthly Archives: March 2023

2. design a total rewards program that incorporates monetary, nonmonetary, and environmental elements in order to ensure organizational success

In this final assignment, you will design a total rewards program based on the organization where you work and/or used for assignment one.

Before creating the final projected total rewards program, you will have conducted a research project in which you have obtained original data thorough and detailed information about organizational goals, objectives, and challenges. In addition, you will have obtained information about the current monetary and non-monetary rewards and work environment of the organization and the challenges or changes (such as expansions, downsizing, changes of services or products) the organization anticipates. You will have also designed metrics to evaluate the total rewards program.

In the final paper, you will provide the research findings in a report of at least 10 pages plus a title page and a reference page. Provide at least eight sources (in APA format) in a reference list and respective in-text citations. At least 5 of these sources must be from course materials. Please be sure to use topic headings and include the following:

1.  Provide a Title Page in Academic Format

2.  Give the Introduction and Purpose for the Paper

3.  Summarize and describe the organization, including its capabilities, key goals, objectives, challenges, values, and core competencies required for success.

4.  Demonstrate your knowledge of the total rewards model by describing the current total rewards philosophy of the organization and its three categories of offerings.

5.  Identify and describe the segmentation of the workforce (drawing up our study of how to differentiate employee groups depending on their drivers, such as flexible schedules, growth potential, desire for demonstrating individual expertise or team success, low obligation and easy income, or high obligation and high income).

6.  Describe further the current requisite capabilities of the organization and the competencies (knowledge, skills, and abilities) of the employees and, in your opinion, an analysis of whether the current needs will change given the issues faced by the organization.

7.  Recommend changes to the total rewards program, along with specific plans, including plans for communicating the changes and metrics that should be used by the organization to evaluate the success of the new program.

8.  Present the justification for your recommendations.

9.  Assess and discuss the risks of not implementing the program and the opportunities the program will give the organization.

10.  Provide your metrics for evaluating the total rewards program and share why you chose the ones you did.

11. Describe your conclusions and a summary of knowledge gained about total rewards through the activity.

12. Reference Page (with at least eight scholarly sources), at least 5 of these should be from course materials. 

Consider developing these goals with your mentee.  It is important to identify areas that could use coaching or mentoring techniques in order to complete your implementation plan. Short-term goals must reflect the next 6 months and long-term goals must reflect 6 months to 2 years.

Job Offer Negotiations

you are the applicant in this case

The Applicant

You are considering a job offer from a highly respected consulting firm and have requested a meeting with the person who would become your future boss, a partner at the firm, to negotiate the terms of the offer. The proceedings have come to a point at which you must make a decision to accept or reject the offer during this meeting or at the end of the day at the latest. You are quickly approaching the conclusion of your MBA degree and would like to make a decision as to where you will be working afterwards.

The Recruiter

You are a partner at a multinational consulting firm. During the recent financial crisis, the demand for strategy consulting services decreased significantly and a hiring freeze swept your firm, paired with isolated lay-offs. However, the past three years have been favorable to the industry. Your firm has performed particularly well during this period, and the resulting promotions and firm retention has left your firm in need of human capital. You are looking to hire another consultant to alleviate some of the overwhelming workload.

A student assigned as “the Applicant” and a student assigned as “the Recruiter” shall negotiate an employment contract within the parameters defined in the respective case studies.  The areas that need to be negotiated are: Base Salary, Signing Bonus, Performance Bonus, Pension, Health Coverage, Paid Vacation, Moving Expenses and Start Date.

In order to complete this project, students will need to purchase the case at Harvard Business Publishing by following this link:   https://hbsp.harvard.edu/import/743068

Students must present a one-page paper that lists the negotiated terms.  Additionally, each student must submit a paper, describing each of the following:

1. What were the easiest terms to negotiate?  Why do you believe they were easier to negotiate, and did it surprise you that these terms would be among the easiest terms?
2. What were the hardest terms to negotiate?  Why do you believe they were harder to negotiate, and did it surprise you that these terms would be among the hardest terms?
3. Describe the negotiation process that took place.  For example, but not limited to, how many sessions, how long were the sessions, how did the parties separate the topics to be negotiated.
4. What strengths and weaknesses did you observe about yourself in the negotiating process.

Option #1: Small Employer Reward Management System

Create a presentation that introduces the reward  management system deployed by the small employer, Alfa I Omega (AIO) (Chapter  14) that allows it to compete with larger companies to get top-flight workers  (Odrakiewicz, Szulc, & Odrakiewicz, 2018). Incorporate into the  presentation the governmental factors that influence reward systems in this  country and your evaluation of whether or not the premise of small raises and more pay  at risk would work in the United States and in a large company. Conclude your  presentation with advice or tips for AIO to make its reward system even  stronger so it can compete with larger companies for key personnel.

Your presentation should:

1. Be 10-12  slides in length (not including cover and reference slides).
2. Include  presenter’s notes for each slide to further detail the key text that is  included on each slide.
3. Integrate  a minimum of three scholarly articles in addition to course resources.
4. Note:  Citations integrated into the presentations and all references must be formatted  according to the CSU-Global Guide to Writing and APA (Links to an external site.).

 – prepare a one page (2 single spaced paragraphs) case and current event analysis memo.

1) How does the case specifically apply to the chapter material?

Case attached,   

 The External Environment: Opportunities, Threats, Industry Competition, and Competitor Analysis (Ch 2) 

Chapter 2 Short version attached 

2) How does one WSJ story from the last 7 days apply to the material in the chapter?

              –  https://www.wsj.com/ 

HR Presentation on Talent Management in a Changing Organization: Part 1

Note: This Assignment consists of three parts. You will complete and submit only Part 1 for this Assignment. Part 2 is due in Week 4 and Part 3 is due in Week 5.  

You are an HR analyst for XYZ Corporation, and you have been tasked with the assignment of helping a company through a period of organizational change. Your client, Thoreau Enterprises, recently acquired several other companies in its industry. The organization has gone from being a $1 billion entity to a $15 billion entity as a result of these acquisitions. Though Thoreau Enterprises purchased the others, it was actually the smallest entity of the entire grouping. After meeting with Thoreau Enterprises’ company leadership, your Director, Jacob Wickham, has compiled notes on three main areas that need to be addressed: talent management needs, compensation, and the role of HR to lead change for the new organization. Following is a list of specific concerns that Jacob noted during the initial meeting:

· There are a number of “legacy” employees whose roles in the new organization have changed drastically as a result of the acquisitions. Many employees are unclear whether their jobs are going to be considered redundant or if they are “safe” in the new organizational structure. Rumors are spreading that everyone’s jobs are up for grabs, employees will have to re-interview to keep their jobs, and the severance packages for anyone laid off may not be as great as people are hoping for. Morale is low in this period of uncertainty.

· HR leaders are aware of the need to hire to fill certain functions, and it has come to light that job descriptions do not exist for all levels in the organization.

· In the past, employees were typically hired because they were referred by existing staff. Therefore, contemporary recruiting and hiring methods have not been utilized at Thoreau Enterprises.

· Compensation strategies need to be aligned across the new organization.

· With the merger of so many companies, no cohesive corporate culture has been established, and there are major employee morale issues, as stated above. In fact, the leaders of the new Thoreau Enterprises are unsure of what their company culture should be and need guidance for how HR can help them to establish this and lead them through this period of uncertainty and change.

Your director, Jacob Wickham, has asked you to put together a presentation on talent management, compensation, and the role of HR in helping to manage organizational change. After speaking with the client, Jacob has compiled a list of items that he wants you to cover in this presentation, which should include a title slide, References slide, and speaker notes for each slide that Jacob can use to present your points to the leaders of Thoreau Enterprises.

To prepare for this Assignment:

· Review this week’s Learning Resources

· Read the scenario for this Assignment.

· Refer to the Academic Writing Expectations for 2000/3000-Level Courses as you compose your Assignment.    

By Day 7

Submit Part 1 of your presentation, according to the following prompts.

Part 1: Talent Needs (11–17 slides)

· Explain the importance of job analyses and job descriptions to an organization. In your explanation, describe the components of (or steps to develop) an accurate, appropriate job description. (2–3 slides)

· Explain the importance of gap and needs analyses to the hiring process. Provide at least one specific example of their application in an organization. (2–3 slides) 

· Choose at least one talent acquisition tool, method, or strategy that Thoreau Enterprises can incorporate, and provide a rationale for your selection. (1–2 slides) 

· Choose at least one talent development tool, method, or strategy that Thoreau Enterprises can incorporate, and provide a rationale for your selection. (1–2 slides) 

· Choose at least one retention tool, method, or strategy that Thoreau Enterprises can incorporate to retain employees and reduce turnover. Provide a rationale for your selection, including the benefits and potential risks to the organization. (3–4 slides) 

· What particular costs associated with employee turnover should Thoreau Enterprises’ leadership consider when making decisions related to retention? Be sure to include financial and nonfinancial “costs” to the organization in your response. (2–3 slides) 

Note: Your presentation should adhere to the template provided. It should consist of 11–17 slides, not including a title slide and References slide that includes properly formatted citations for a minimum of two scholarly sources to support the information you presented. You should also include detailed speaker notes to be used as a script for delivering the presentation. Use the Week 3 Assignment Template, provided in this week’s Learning Resources, to complete this Assignment.

How do you feel your attitude affects your ability to be professional? Please explain using examples. 

Journal must be $200 words in length. No references or citations are necessary

Since metrics keep stakeholders in tune to the health of a project, metrics must be a clear and truthful representation of project status. Consider this scenario.

You are the project manager of a company that does home remodeling and you have just been given a major remodeling project which will update the electrical and heat and air systems, kitchen, and the single bathroom of a house built in 1930. Your project also adds another bedroom with a master suite. The client has authorized a budget of $95,000 and wants the house ready for Thanksgiving, which is six months away.

Your general contractor (GC) has called you in to discuss the project and asks you to put together a set of metrics that will communicate the project status to her, to the homeowners, the building trade groups, and any other stakeholders. Your GC has asked to meet again in three days with your recommendation which you must be able to defend.

Prepare your metrics of project health and be ready to defend the following:

• how many metrics you will use and why that is the “right” number,
• what the metrics are that you have chosen and why,
• explain that you will use both quantitative and qualitative metrics what they are and why,
• explain how and when you’ll get the data,
• what metrics will allow you to find mistakes early enough in the project for correction, and,
• explain which metrics will improve client satisfaction.

Remember that metrics must have a purpose, have a baseline and target, a way to measure, a way to appropriately interpret them and a reporting structure. Be ready to defend your choices relative to those things too. You will present your ideas in a formal paper for the purposes of this class.

Paper Requirements:

• Be sure to properly organize your writing and include an introductory paragraph, headings/subheadings for the body of your work, discussion recommendations, and a conclusion.
• Format your entire paper in accordance with the CSU-Global Guide to Writing and APA (Links to an external site.).
• Your paper should be at least five pages. The page count does not include the required title page and reference page, nor does the page count include any supplemental pages, should you use them, such as appendices.

Prepare your work using at least one of this week’s required readings and one outside reference (a peer-reviewed scholarly article published in the past five years). The CSU-Global Library (Links to an external site.) is a good place to find these resources. The Library offers this Project Management Resource Guide (Links to an external site.) to assist you with research and writing.

13.1 

what was the last significant life decision that you made. what was the process that you went through in making this decision? were there distinct stages in the process? who or what helped you to arrive at a decision? what was unhelpful? what ideas can you take from this personal expierece that you can applying in helping your counseling clients to make decisions ? it can be useful to carry out this excersise in a group in which each persons decision making story is shared a a means of developing an awareness of the different decision making styles and strategies that exist

14.1

Identify a recent occasion when you collected information in order to help you to deal with a personal issue. ex. might include understanding an illness. what did you do to collect and analyze this information? what helped of hindered you in the process? what roles did other people play? in the end in what ways did you make use of this information you collected in order to accomplish you underlying goals? finally what have you learned from this experience that might e relevant to how you assist clients to collect, analyse and use information