Continuing from the Strategy, Planning, and Selection assignment, you were selected as the new HR director for the retail company and now have been in the position for approximately six 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.

Instructions

Write a four- to five-page paper in which you do the following:

• Critically analyze and discuss any researched (web or textbook) training process model you may consider for use in developing employees (Here’s an idea: The Addie Model or exhibit 7-1, page 230 in the textbook). 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 types or methods of training that can be used for employee training. Of the three, which would you select to train the retail employees, and why? Be specific.
• Differentiate the concepts of performance management and performance appraisal with three to four key points. Then, make your case to leadership for or against using annual performance appraisals in the organization. Be specific with your perspective.
• Use at least four quality academic resources in this assignment. Note: You may only use the resources listed in the Course Guide and those that are specifically provided by the professor.

This course requires students to use APA 6 or APA 7 and must indicate their choice on the assignment cover page.

Required Resources (must be used as reference in every course assignment)

Robert Lussier. 2019. Human Resource Management: Functions, Applications, and Skill Development (3rd ed.). SAGE Publications, Inc.

Supplemental Resources (highly recommend to use)

Gregg Learning. May 9, 2016. Human Resource Strategy and Planning. https://www.youtube.com/watch?v=rbvC-zhWTXo&feature=youtu.be

Integrity HR. April 18, 2018. 5 Steps To Developing A Strategic HR Plan. https://integrityhr.com/hrblog/strategic-hr-plan/

Management Study Guide. No date. Job Design – Meaning, Steps and its Benefits. https://www.managementstudyguide.com/job-design.htm

Business Wales/Busnes Cymru. Mar 17, 2015. The Recruitment Process. https://www.youtube.com/watch?v=OJNcYZvToGY&feature=youtu.be

Umar Farooq. September 26, 2015. Recruitment and Selection Process in HRM. http://www.businessstudynotes.com/hrm/human-resource-management/recruitment-and-selection-process-in-hrm/

PSI Testing Excellence. July 3, 2012. 5 Tips for Designing An Effective Employee Selection System. https://blog.psionline.com/talent/bid/147051/5-Tips-for-Designing-an-Effective-Employee-Selection-System

Gregg Learning. June 20, 2016. Lesson 2: Identify Training Needs. https://www.youtube.com/watch?v=Y14R-brmFqA&feature=youtu.be

Carter McNamara. No date. How to Design Your Personal and Professional Development Program. https://managementhelp.org/training/systematic/guidelines-to-design-training.htm

Gregg Learning. Aug 16, 2016. Be a Strategic Human Resource Partner. https://www.youtube.com/watch?v=7cHY_z7T1lg&feature=youtu.be

HRinAsia. November 30, 2015. 6 Key Qualities Transforming HR as a Strategic Business Partner. https://www.hrinasia.com/leadership-2/6-key-qualities-transforming-hr-as-a-strategic-business-partner/

SHRM. April 20, 2017. 5 Reasons to Seek SHRM Certification. https://www.youtube.com/watch?v=WxSoJlanq1Q&feature=youtu.be

Serhart Kurt. December 16, 2018. ADDIE Model: Instructional Design. https://educationaltechnology.net/the-addie-model-instructional-design/

SHRM. May 11, 2016. SHRM Certification Testimonial – Robert Eugene Brabo II, SHRM-SCP. https://www.youtube.com/watch?v=uDVHBQXJB-8&feature=youtu.be

SHRM. July 26, 2018. Why Choose SHRM-CP/SHRM-SCP Certification? https://www.youtube.com/watch?v=IO8YM0N4RUU&feature=youtu.be

SHRM. November 28, 2016. Who is Eligible for SHRM Certification? https://www.youtube.com/watch?v=rgTBZrSppfE&feature=youtu.be

SHRM. No Date. Eligibility Criteria. https://www.shrm.org/certification/apply/eligibility-criteria/Pages/default.aspx

USBank. January, 2019. Benefits At A Glance. http://www.usbankhr.com/hr/docs/benefits/benefits-at-a-glance-next.pdf

University of Wisconsin Madison, 2020. New Employee Benefits Summary. https://hr.wisc.edu/docs/new-employee-benefits-summary.pdf

SHRM. No date. Body of Competency and Knowledge https://www.shrm.org/certification/about/body-of-competency-and-knowledge/Pages/default.aspx

Accоциация HRFORUM. May 27, 2018. The Value of SHRM Certification to Your Employer. https://www.youtube.com/watch?v=aD5pJm3EiGs&feature=youtu.be

Scott Madden Management Consultants. 2012. The Evolution of the HR Business Partner Role. https://www.scottmadden.com/wp-content/uploads/userFiles/misc/8d0d88c7547b6e2b8f6f6fcba6a9d6b3.pdf

Case study. Below attached rubric and the case study; please follow the attached rubric. 

The last 3 screenshots are the grading of last time and the doc noor is instructor feedback

I need 100 words response to this question below:

(As we move more and more to online work-spaces (especially since COVID-19), how do you think we will compensate for nonverbal cues? Many folks have gotten online communication and misread them because the cues are not there (think, misunderstood emails). How do you think we will start to compensate for the lack of nonverbal cues in an increasingly electronic world? ZOOM and SKYPE can only do so much.)

Topic 1: Methods of External Recruiting

Behavioral Care Center (BCC) is a 50-bed inpatient, mental health hospital. Recently, BCC has had shortages of staff that at times have restricted the hospital’s ability to admit patients. The most needed positions are RNs, LPNs, and direct patient care staff known as behavioral assistants (BAs). To have full coverage in the hospital, BCC needs to hire seven RNs, three LPNs, and six BAs.

The HR department posts openings on the hospital’s website and encourages staff to refer friends and family to apply. Representatives from the public relations department have attended several job fairs to encourage applicants to apply. These strategies have normally worked for BCC. However, recently the results have not been forthcoming and the shortages are increasingly more concerning. Consequently, to deal with this crisis a task force composed of department heads has been established. The role of the task force is to evaluate the recruitment situation and make recommendations.

Questions

1. What recruitment strategies should the task force consider?

2. How should BCC strategize to avoid staffing shortages in the future?

Formal and Informal Research

Write a paper that describes the differences between formal and informal research. What are the benefits and the drawbacks? Provide examples of when might you use each type of research.

The requirements below must be met for your paper to be accepted and graded:

• Write between 750 – 1,250 words (approximately 3 – 5 pages) using Microsoft Word in APA style, see example below.
• Use font size 12 and 1” margins.
• Include cover page and reference page.
• At least 80% of your paper must be original content/writing.
• No more than 20% of your content/information may come from references.
• Use at least three references from outside the course material, one reference must be from EBSCOhost. Text book, lectures, and other materials in the course may be used, but are not counted toward the three reference requirement.
• Cite all reference material (data, dates, graphs, quotes, paraphrased words, values, etc.) in the paper and list on a reference page in APA style.

References must come from sources such as, scholarly journals found in EBSCOhost, CNN, online newspapers such as, The Wall Street Journal, government websites, etc. Sources such as, Wikis, Yahoo Answers, eHow, blogs, etc. are not acceptable for academic writing.

4-6 complete sentences with a follow up question. With references if needed. 

HA3300D – Healthcare Policy and Ethics

Discussion 01: Introductions

Introduce yourself to your classmates in the context of ethics and morals. Who are you as an ethical being? In your post, you might consider these questions:

.What Kohlberg stage do you believe you fall under? Why?

.What forces or key factors have influenced your moral development?

.Is there anything you wish had *not* influenced your moral development? Why?

.What forces or key factors in moral development do you want to make sure children or other family members experience?

.Do you have a “code of ethics,” or a set of deeply-held principles you live by? If so, what? Where does it come from? I am a Male name, Curtis Hill

I need a story.

Social Change Experience

What is your experience with social change?

Drawing on your readings on progress and degeneration, and considering D. B. Bury’s and Benedict Morel’s perspectives, describe your personal experience in defining social needs for change either progressively or in degeneration (social worsening) as a professional in your community.

Include the following in your discussion:

• Identify the problem.
• Explain how the problem was first identified.
• Describe the population or individuals affected.
• Identify what or who was responsible for responding to the need for change.
• Explain whether the community, business, non-profit, or government agency was expected to implement social change policy.

Use a minimum of two references (and their associated citations in your discussion narrative), applying APA style.

 RE: Week 6 Discussion

Hello Professor Elias and Classmates,

Script:

Good Afternoon Team, I have called each of you here for this unscheduled meeting because I want to be the first to share with you upcoming changes that will have an effect on each of us. I have just been informed that due to the impact of Covid-19, the company must restructure in order to continue operations. Part of the restructuring includes centralizing some functions and decreasing staff. This means that we will have to lay off some co-workers. The co-workers that will be laid off have not been identified and we do not know how many co-workers will be laid off. What I do know is that employees who are laid off will receive unemployment and will be paid any accrued vacation and sick time and health insurance premiums will be covered for one year after the effective date or when the coworker is rehired or gains other employment. In addition, the restructuring should position the company to regain momentum in eight months, if so there will be a recall of all laid off employees. However, there is no guarantee, but if all goes well, this is the plan. Anyone who is laid will continue to have access to the employee assistance program and all of it’s benefits for up to a year after the laid off effective date. If anyone would like to voluntarily be laid off please send me an email stating such. I understand that this may cause feelings of uncertainty and even fear which I experienced when I was initially informed. You can rest assured that I will continue to have an open door policy and as I receive information, I will share with each of you. Does anyone have any questions at this time?  

Strategy:

I am using a strategy of transparency, candor, and compassion. Instead of referring to the employees as employees, staff or workers, I used the term co-workers. I communicated the bad news while sharing the projected turn around and time frame. I prepared for the meeting by getting a clear understanding of what was actually transpiring within the company and how benefits will be effected by the changes. I made sure that I spoke with HR to get a clear understanding of how unemployment would work and the plan for recalling employees. I also came up with a list of possible questions that could be asked of me. Short term benefit of restructuring will increase revenue while cutting cost. Long term effect of not restructuring at this time could cause the business to ultimately fold. Since the coworkers to be laid off have not yet been identified, I checked with my supervisor to ensure that the company would allow for voluntary lay offs. Voluntary lay offs could be beneficial to both the employer and employees. (1) I asked the other managers in the company when they would be sharing this information with their teams and we agreed that it would be best to all share at 2 pm the same day. This would help prevent fear created by the rumor mill and miscommunication if one team knew before the rest. When delivering the information I will use empathy and relate to their feelings. I will allow time for questions despite not having any additional information. My response for questions that cannot be answered at that time would be, “Unfortunately, I do not know how that will be handled at this time but as that information becomes available, I will be sure to communicate it with everyone via email or face to face meeting. If an employees gets highly upset, I would respond by saying something like, “I definitely understand your position and I know how this can be overwhelming however I am here to help you navigate this process and make the best decision for you and your family”. 

Belinda

1. https://blog.careerminds.com/voluntary-layoffs
2. https://www.patriotsoftware.com/blog/payroll/how-to-lay-off-employees-small-business/
3. https://www.success.com/7-qualities-of-people-with-high-emotional-intelligence/
4. https://www.forbes.com/sites/erikaandersen/2013/03/06/how-great-leaders-deliver-bad-news/#775947163dc6
5. https://www.forbes.com/sites/kevinkruse/2015/11/16/how-to-run-a-meeting-that-matters/#1e170d28324f

Reply Email Author 5 hours agoVictor Biwott RE: Week 6 DiscussionCOLLAPSE

Hello Professor Elias and Classmates,

Script

Good afternoon team. Thank you for joining us on such short notice. I asked you here to discuss some changes that will take place within the organization in a bid to reduce the loss of revenue. The company is undergoing a reorganization, which will result in mass downsizing. At the moment, it is not yet clear which departments will be affected and who will be will be laid off. That notwithstanding, I endeavor to be transparent in sharing information as I receive it. I understand this is not the kind of news you were expecting to hear when I called for this meeting. I will be engaging the management on how best to handle this issue to ensure productivity and results are maintained. Before I continue, I would like to pause to answer any questions?

This is a challenging time, but I would like to urge you to remain positive and focused despite the circumstances we are in. I will be giving updates from time to time, and I would be glad to meet with you one-on-one, whether you have ideas on how best to navigate this moment, questions, or concerns.

Thank you

Strategy

The main objective of the communication is to inform my team of the downsizing while maintaining productivity and the results. To best achieve this objective, I have to prepare myself well before convening the meeting. One of the ways to prepare is to understand why the decision to downsize was made (Gallo,1). It will involve asking my boss various questions and seeking clarification before meeting my team. I will also review some of the frequently asked questions in such a scenario. Similarly, I will rehearse what I am going to say to avoid sounding unnatural.

To avoid feeding the rumor mills, I will convene a meeting as soon as practically possible. In this case, the meeting will take place in the afternoon a few hours after I got the information. I will show empathy by expressing my understanding of the situation and the challenging times ahead. Throughout the meeting, I will maintain eye contact and an upright pose to avoid passing a mixed message.

Instead of sugarcoating the message, I will be direct. The direct approach will help the team digest the message faster(Andersen,2). By promising to engage the management, I will show my team; I am out to protect them.

In the event some employees get highly emotionally upset, I will allow them to vent out. To say what they feel and think as I calmly listen. Andersen intimates that delivering bad news without allowing people to respond is akin to dropping something nasty on their seats and walking away(2).

References

1. Amy Gallo.2015. How to Deliver Bad News to Your Employees.HBR
2. Erika Andersen. 2013. Forbes.  https://www.forbes.com/sites/erikaandersen/2013/03/06/how-great-leaders-deliver-bad-news/#4ff47ba33dc6 RE: Week 6 DiscussionCOLLAPSE