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Conduct research and select a Fortune 500 company. In 750 words, examine their human resource management policies to include the following:

1.Discuss their strategic planning process to get the most talented employees

2. Examine the strategies that the management team uses for developing the staffing and recruitment policies.

3. Explain how the organization develops their training programs

4. Explain how the organization develops their appraisal and reward systems

5. Evaluate the challenges and recommendations to retain the best talents in the organization

RESPOND about the strategy they selected to implement for smoother termination.

Key steps that I found to be most helpful in making the termination process go smoothly were ensuring all supporting documentation is in order, immediately cutting off company property access, and considering a severance agreement.

It is crucial that the employer has supporting documentation on file that justifies termination of the employee. This includes performance reviews and any dated record of corrective action taken. These documents should prove the decision was not subjective or involving any personal feelings from either party. As an HRM professional, I would suggest requiring all leaders and managers to take annual training sessions on employee evaluation and coaching, conflict resolution, and steps to take in corrective action. HR should also ensure the organization has a written policy and procedure on the steps of corrective action such as oral reprimand, written reprimand, suspension, and then termination. Documenting each action taken with reason will also prove the termination is valid and defensible.

Cutting of an employee’s access to company property upon termination is important for the organization and the employee. This protects the company from any potential danger if the former employee seeks out revenge. This also protects the company from any security breach of secured data. A vengeful ex-employee may be inclined to steal important data, so it is best to collect all access cards, keys, and company devices prior to or at termination. My current employer requires us to sign a document acknowledging all the company property (door access cards, computer, take-home laptop, additional take-home monitor, company-issued apparel) that we received when initially hired. Attached to this document is an “exit sheet” that we have to acknowledge once we leave the company for any reason stating we’ve returned all company property and violating this agreement could potentially result in legal action. Once signing this, the former employee is escorted to their vehicle by security personnel.

Lastly, I believe an employer should consider a severance agreement when necessary. This is not always the case for terminations, so it should be on a case-by-case basis. HR should collaborate with the legal representatives of the organization to ensure the severance agreement doesn’t admit to any unfair practices of termination and that the exiting employee will not file a wrongful termination lawsuit against the employer. I’ve experienced this first-hand in college. I worked part-time at a well-known retail department store and was there for over 6 months. The store manager openly communicated to us that our location was scheduled to be closed within a year, so most part-time workers were expecting to be let go. I was called to HR during a shift and advised I would be terminated due to “downsizing by least seniority.” I was very surprised when I was offered a 2 months’ severance package that averaged my normal pay. Although I was part-time, I made decent income. I didn’t hesitate to agree to the severance package and agreed to refrain from filing a lawsuit. I even worked at a different location for this same store chain in another city because of how well they handled that situation. Offering severance pay isn’t always the answer for an employer, but they should consider it, especially if they don’t have documentation disproving wrongful termination.

Reference

Frick, R.E. (2019, August). Decided it’s time to terminate an employee? Now what?Talent Management Excellence Essentials.

Select a publicly traded company to research and evaluate its Human Resource (HR) and business strategy, HR department job positions, and ways it markets its company regarding human capital. Some company Websites that provide this information are listed below:

 Please follow directions to receive all possible points!!

The introduction to your project should be at least one paragraph and should introduce the readers to the topic that you have chosen and why you are interested in researching that topic. Include an introductory sentence that draws readers into the subject matter of paper. (Prostitution)

The conclusion should be at least one paragraph and should wrap up what was covered in the paper.

See Attachment and instructions below,

1. Scenario
   Assume for this assignment that you are being highly considered for a director-level HR management position for a best-in-class national retailer. You are in the final phase of the interview process and must respond to the interview panel regarding specific questions and scenarios that will help them determine if you are a good fit for the new role. The company’s culture is centered on the effective development of strategy, plans, and selection criteria aimed at building and sustaining a competitive and profitable organization. It will be extremely important that you respond with a strategic mindset in order to convince the organization you are able to help them ensure the execution of the business strategy. 
   Instructions
   Write a six- to seven-page paper in which you do the following: 
   • Analyze different types of strategies (cost leadership, differentiation, and focus or niche) and select which one you would deem more appropriate for an “efficiency-minded” retail organization and explain your rationale. How would the selected strategy ultimately affect how HR does its job?
   • Examine the four approaches to job design or redesign and provide an example (not a definition) of each. Then, make a case to the interviewing panel on the importance of effective job design applications in supporting the overall strategic goals of the organization. 
   • Consider challenges and constraints associated with recruiting workers and identify and discuss at least two issues. What advice would you give to ease your selected issues? Be specific. 
   • List and describe 2–3 candidate selection process ideas that might add value and overall effectiveness to the process.
   • Example: 5 Tips for Designing an Effective Employee Selection System.
   • Also, what problems should HR and management teams avoid during the selection process?
   • 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 the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course. Check with your professor for any additional instructions.
     Use the Strayer University Library to locate additional sources to support your work.
     The specific course outcome associated with this assignment is:
   • Determine strategies for providing effective human resource management within an organization, including how to support competitive advantage, approaches to job design and redesign, and recruitment and selection.
2. By submitting this paper, you agree: (1) that you are submitting your paper to be used and stored as part of the SafeAssign™ services in accordance with the Blackboard Privacy Policy; (2) that your institution may use your paper in accordance with your institution’s policies; and (3) that your use of SafeAssign will be without recourse against Blackboard Inc. and its affiliates.

Access Connect through the McGraw-Hill Connect® Access link at the top of this course.

Review your results from the Week 1 and Week 2 Self-Assessments:

• Self-Assessment: Assessing My Perspective on Ethics
• Self-Assessment: What is My Big Five Personality      Profile?
• Self-Assessment: Assessing an Organization’s Diversity      Climate

Consider how the information you’ve gathered can be used to solve a problem, work on a team, and function within a business environment. 

Determine how you can use your findings to get along with co-workers that may have different assessment results. 

Evaluate how you would handle stressful situations, manage change, and stay motivated. 

See Attachment 

John is a 26-year-old male who has recently been diagnosed as HIV positive. He comes to your organization hoping to seek supportive services for persons diagnosed with HIV. John is employed at a local fast food restaurant earning minimum wage. He does have some medical insurance but the overall coverage in his plan is limited. John is concerned about expensive HIV medications and also wants to know if there are other people in the community with the same diagnosis.

You are the human service worker assigned to work with John. In a 2-page paper address the following:

• Identify organizations in your community that provide services to help persons diagnosed with HIV. Explain how and why these services are an appropriate resource for your client.
• Identify national organizations that might also be a resource for your client. Explain the services they provide.
• Discuss any other additional resources or recommendations you might offer this client e.g. internet resources, support groups.
• Are there gaps in services in your community for persons with HIV? Be specific. Give examples.

Take a few moments to think about the people in your life with whom you have had relationships that allow you to express your self most fully. Describe the qualities of these people. In what ways can your internal image of these relationships be valuable for your role as a counselor.