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For this assignment, you will act as the director of human resources for a large global organization. You are asked to compile a report that will be shared with the senior leadership team. You will critically evaluate the benefits and costs of a D&I program. As you discuss both the benefits and costs, also discuss the return of investment (ROI). Locate case studies and other reports that will validate your report.

Support your assignment with at least three scholarly or professional resources. In addition to these specified resources, other appropriate scholarly resources, including seminal articles, may be included.

Length: 3-5 pages, not including title and reference pages

References:  Include a minimum of 3 scholarly resources.

Your assignment should demonstrate thoughtful consideration of the ideas and concepts presented in the course by providing new thoughts and insights relating directly to this topic. Your response should reflect scholarly writing and current APA standards. 

Read the article Conducting Thorough Job Analyses and Drafting Lawful Job Descriptions located in the Module Two: HR Planning and Staffing Reading and Resources section.

Use the article to identify the purpose of job analysis (why it is done) and the steps an employer uses to draft a legally defensible job description (how they are done).

Then discuss the legal importance of a well-defined job description, including at least one citation and reference in your initial post and respond to at least two of your classmates’ posts.

Classmates’ posts 1

· Torrie Wilhelm posted May 11, 2020 2:18 PM 

The basis for conducting a thorough job analysis is not only to give a real and honest overview of the job openings but it is also to draw the best candidate to apply for the vacancies. The legal aspect of a good detailed job description is to make it very public of the requirements of the job such as a Bachelor’s degree required or must have CPA licensure. The job description needs to be very detailed and accurate to not underestimate the duties of the job, furthermore, a job analysis is an effective method to determine essential functions. One way that employer covers themselves by asking employees to do additional tasks possibly outside of there job duties is my listing” other duties as assigned in the description.”

I know in my own current role what I do on a daily basis is nowhere close to how it translates on paper. This does not make the analysis of my job incorrect but I do think it makes it undervalued. I believe this is an opportunity where employee input would be beneficial in rewriting the job analysis and perhaps there would be less turnover.

Classmates’ posts 2

· Adrian Delarazan posted May 11, 2020 12:58 PM 

The purpose of a job analysis is to determine the function of a position and the duties and responsibilities that comes with the job. In order for an employer to write a job description effectively and with all of the necessary information for job seekers, it must examine the actual role through job analysis. Having an accurate job description is also mandatory to comply with legal requirements. This legal requirement includes the FLSA, ADA, FMLA, and Federal and State Discrimination laws (Muskovitz, 2011).

The first step an employer should use to draft a legally defensible job description is the job analysis. The employer must be able to establish the roles and expectations of the job. The job description can then be accurately be represented. The employer should have the title and rank, essential functions, job requirements, any physical exertions, and nonessential tasks or responsibilities listed in the job description (Smith, 2015).

A well-defined job description has legal importance as it helps defends against legal claims because it can be used as evidence for compliance and other legal requirements (Smith, 2015). For example, a job description can be used to help confirm an employee’s exempt status of the job as required by the FLSA and determined by their duties (Muskovitz, 2011). Another example is through compliance with ADA. If an employer does not list any known physical or mental requirements in their job description and expects their employees to perform such requirements without accommodation, they are in violation of the ADA (Muskovitz, 2011). A vague and inaccurate job description is a huge risk for employers and could result in them facing legal trouble.

 Post a description of two challenges you believe a Human Resources professional might face in implementing HR strategies in their Operating Plan. Explain how you can best address these challenges as part of the AHROP implementation planning. Propose the Human Resources Department/Division’s best approach to communicating this plan, and address the importance of timing and whether everyone in the organization receives the same information or whether it should be tailored. 

question 1:

What is meant by the continuum of institutional long-term care? Discuss the clinical services delivered by residential/personal care facilities, assisted living facilities, and skilled nursing facilities.

Here’s an article “Inside Chicago’s worst nursing home: bug bites, bruises and death” that recently came out on nursing homes. Read the article and incorporate it within your discussion.

You just got a job at an assisted living facility. After two weeks, your supervisor asks you about your experience thus far and he also asks you to identify two major challenges assisted living facilities currently face. Be specific and do the research.

question 2:

What is the difference between the level of care of a assisted living and a nursing home facility?

To be wrongfully terminated is to be fired for an illegal reason, which may involve violation of federal anti-discrimination laws or a contractual breach. The legal standards governing termination differ substantially depending on whether private-sector and nonunion employees or public-sector and unionized employees are being considered. As the company HR leader, you are accountable to the organization to ensure that all employee terminations are initiated and completed while maintaining strict adherence to current employment laws and EEOC guidelines.

Write a five to six (5-6) page paper in which you:

1. Address your understanding of the term constructive discharge (What is it?). Then, identify factors courts might focus on to determine if a claim of constructive discharge exists. How might the organization avoid claims of constructive discharge? HINT: https://employment.findlaw.com/losing-a-job/constructive-dismissal-and-wrongful-termination.html 
2. Discuss the differences between “pure employment-at-will” and “employment-at-will with exceptions.” Do you believe employment-at-will is fair? If not, what is an alternative? 
3. Briefly describe what is the Montana Wrongful Discharge from Employment Act (WDEA). What do you see as benefits of this act to employees? Employers? 
4. Identify and discuss a minimum of three (3) actions organizations may want to consider as they seek to handle employee terminations legally. 
5. Go to https://research.strayer.edu to locate at least three (3) quality academic resources in this assignment. Note: Wikipedia and other websites do not qualify as academic resources. 

Your assignment must follow these formatting requirements:

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

The specific course learning outcomes associated with this assignment are:

• Develop policies that are compliant with employment laws. 
• Examine methods to assist in avoiding wrongful terminations. 
• Use technology and information resources to research issues in employment law. 
• Write clearly and concisely about employment law using proper writing mechanics.

Provide a paragraph of at least 150 words for each question.

1. Provide three laws currently affecting the Human Resource Department and explain the effect of each.
2. Provide 6 components of Diversity in the workforce.
3. Explain the importance of corporate diversity and how it can provide leverage in the market place.

Supporting Lectures:

Review the following lecture:

• What Is Good Training?

Introduction:

Before beginning work on this discussion forum, please review the link “Doing Discussion Questions Right” and any specific instructions for this topic.

Before the end of the week, begin commenting on at least two of your classmates’ responses. You can ask technical questions or respond generally to the overall experience. Be objective, clear, and concise. Always use constructive language, even in criticism, to work toward the goal of positive progress. Submit your responses in the Discussion Area.

Tasks:

Choose one of the following questions.

Question 1:

You have been promoted as a senior consultant in a very successful training company. Your supervisor, a partner in the firm, darkens your office door with an opportunity. A company needs help. It is getting into a new line of manufacturing and needs a high-caliber SME to evaluate its employees for any KSAO’s that may need remedies. Explain how you would determine whether employees have the reading level necessary to succeed in a training program.

Question 2:

As a highly respected team member in the HR department, your boss asks whether you have time to go talk with the new manager of a sales and marketing operation named Ms. Spring Freeze regarding a training situation. After considerable discussion with the lady, she says, “Why do I need to tell you what type of learning capability I’m interested in? I just want a training program to teach employees how to render a good customer service.” Please explain to Ms. Spring Freeze how “good customer service” can be translated into different learning outcomes.

Submission Details:

To support your work, use your course and textbook readings and also use the South University Online Library. As in all assignments, cite your sources in your work and provide references for the citations in APA format.

Your initial posting should be addressed at 500–1000 words as noted in the attached PDF.

Using the information presented in Practical Project Risk Management Figure 6-3, “Common Influences on Risk Perception,” determine the conscious factors, subconscious factors, and affective factors for this project. Examine how awareness of such factors influences the decision to hire outside vendors. In addition, analyze how the stated factors help improve the overall facilitation and effectiveness of the risk management.