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Due Week 9 and worth 280 points 

At this stage, you have a solid understanding of the problem the company is facing and you have provided a solution for your client. Now, you want Larson Property Management to accept your project plan. Mr. Larson and Ms. Johnson like your idea and would like you to present your project plan to the executive board.   

Use the feedback from your instructor on previous assignments, the textbook, and any other resources provided in the course to create a professional project plan that you will be hypothetically presenting to the Executive Board of Larson Property Management. 

Please include the following elements:  

• Table of Contents  
• Executive Summary  
• Organizational Plan and Analysis 
• System Blueprint and Type 
• Recommendation for an HRIS Vendor 
• Project Management Roadmap and Cost Justification 
• Maintenance and Evaluation 
• Conclusion  

Do not simply copy and paste Phases 1–5. The previous phases were considered raw data, and now you will be summarizing and finalizing your findings. Use the feedback you received from your instructor to improve your proposal. You want to apply critical thinking to describe the data you have obtained.  

Instructions: 
Write a four to six-page proposal in which you: 

1. Identify the current issues the business is facing based on the details of the scenario and provide a plan and analysis for a HRIS based on those issues. 
2. Provide a blueprint for the new system and propose a type of HRIS for the organization that you believe is the most efficient and effective.  Discuss the function that the HRIS serves, and identify how that system will solve the business issue.  
3. Compare and contrast at least three HRIS vendors. Based on this comparison, make a case for the one vendor that you recommend for your client. 
4. Determine how you will implement the HRIS using one of the change models discussed in our text.  
5. Create a project management roadmap for the client with projected timelines. Discuss the costs associated with the implementation, justifying your claims with a cost benefit analysis.  
6. Explain how you will ensure the system is properly maintained and evaluated for continuous improvement.   
7. Use at least four quality academic resources in this assignment. Note: Wikipedia and similar Websites do not qualify as academic resources. 

Your assignment must follow these formatting requirements: 

• Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides. 
• Include a cover page containing the title of the assignment, your name, your professor’s name, the course title, and the date. The cover page is not included in the required page length. 
• Include a reference page. Citations and references must follow APA format. The reference page is not included in the required page length. 

The specific course learning outcomes associated with this assignment are: 

• Analyze the strategy of the organization, the HR strategy, and HR programs with Human Resource Information Systems (HRIS). 
  • Define the systems development life cycle (SDLC). 
  • Explain how the analysis phase of the SDLC informs the needs analysis process. 
  • Evaluate key elements and system considerations in the design of HRIS. 
• Create an HRIS needs analysis and evaluate the acquisition process. 
  • Understand the various criteria used to evaluate vendor proposals. 
  • Understand the management of change through the perspectives of various change models. 
• Create a project management plan and prepare the organization for the implementation. 
  • Identify the various costs and benefits in a CBA of an HRIS investment. 
  • Explain the differences between direct and indirect benefits and costs. 
• Analyze the complexities of HRIS administration.  
  • Evaluate the use of the Internet to achieve organizational recruiting, training, and development objectives.  

You are the newly appointed director of human resource management for the police department of a city in the northeastern United States. Your organization has struggled to hire new police officers for some time. Your predecessor attempted to increase recruitment and selection of new officers by implementing an employee referral plan; however, the number of new officers hired through referrals has fallen short of hiring goals. The need for police officers intensified when your city’s newly elected mayor promised to lower crime by increasing the number of police patrols in high-crime areas. The police department has met the need for increased patrols by assigning existing police officers additional hours and paying overtime wages. As the number of hours worked and overtime payments increased over time, the practice—originally intended to be a short-term remedy—attracted unwanted attention. A front-page article in your city’s newspaper has revealed that three police officers earned higher annual salaries than the mayor, due to excessive overtime. Stung and embarrassed by this disclosure, the mayor fired your predecessor and put you in his place. Both the mayor and your boss have given orders to “reduce overtime by hiring new police officers immediately!” The mayor’s mandate to cut the overtime of currently employed police officers has created an employee relations problem. Officers on the city’s police force have worked extra hours for so long that the extra overtime pay is now perceived as an entitlement. Some police officers have assumed loans or increased living expenses in the expectation that the opportunity to earn overtime pay would continue. The officers are now unhappy that their ability to earn overtime pay will be greatly reduced (by the hiring of new police recruits) and are upset by the manner in which they learned about city management’s decision to cut overtime pay. Representatives of the officer’s union have responded with the attached “Memo on Police Officers’ Reaction to Planned Cuts in Overtime Pay.” You must manage the current conflict between the police officers and city management and try to prevent future conflicts by developing a workplace culture that creates a positive work environment for employees and management. You will also revise job descriptions and selection procedures using the attached “Job Description of City Police Officers” to make managing workplace conflict a required job competency.

Competencies

3039.1.2 : Job Analysis

The graduate evaluates jobs and develops job descriptions.

3039.1.5 : Employee Relations

The graduate identifies employee-relations activities, policies, and procedures for balancing the rights of employer and employee in order to support strategic goals, objectives, and values of the organization.

Introduction

In today’s hypercompetitive business environment, an organization’s sustainable competitive advantage is derived largely from intangible assets: human, social, and intellectual capital. Intangible assets are produced by skilled, capable workers. Human resource professionals enable current and future organizational competitiveness by maintaining an adequate supply of people with the skills, knowledge, and abilities needed to produce these resources. This is accomplished through workforce planning, recruitment and selection of top-quality talent, and effective employee relations management. As a human resource professional, your ability to effectively identify your organization’s need for employees, plan and implement employee recruitment and selection strategies, and manage employee relations will directly contribute to your organization’s success.

Scenario

You are the newly appointed director of human resource management for the police department of a city in the northeastern United States. Your organization has struggled to hire new police officers for some time. Your predecessor attempted to increase recruitment and selection of new officers by implementing an employee referral plan; however, the number of new officers hired through referrals has fallen short of hiring goals. The need for police officers intensified when your city’s newly elected mayor promised to lower crime by increasing the number of police patrols in high-crime areas. The police department has met the need for increased patrols by assigning existing police officers additional hours and paying overtime wages. As the number of hours worked and overtime payments increased over time, the practice—originally intended to be a short-term remedy—attracted unwanted attention. A front-page article in your city’s newspaper has revealed that three police officers earned higher annual salaries than the mayor, due to excessive overtime. Stung and embarrassed by this disclosure, the mayor fired your predecessor and put you in his place. Both the mayor and your boss have given orders to “reduce overtime by hiring new police officers immediately!” The mayor’s mandate to cut the overtime of currently employed police officers has created an employee relations problem. Officers on the city’s police force have worked extra hours for so long that the extra overtime pay is now perceived as an entitlement. Some police officers have assumed loans or increased living expenses in the expectation that the opportunity to earn overtime pay would continue. The officers are now unhappy that their ability to earn overtime pay will be greatly reduced (by the hiring of new police recruits) and are upset by the manner in which they learned about city management’s decision to cut overtime pay. Representatives of the officer’s union have responded with the attached “Memo on Police Officers’ Reaction to Planned Cuts in Overtime Pay.” You must manage the current conflict between the police officers and city management and try to prevent future conflicts by developing a workplace culture that creates a positive work environment for employees and management. You will also revise job descriptions and selection procedures using the attached “Job Description of City Police Officers” to make managing workplace conflict a required job competency.

Requirements

Your submission must be your original work. No more than a combined total of 30% of the submission and no more than a 10% match to any one individual source can be directly quoted or closely paraphrased from sources, even if cited correctly. An originality report is provided when you submit your task that can be used as a guide.

You must use the rubric to direct the creation of your submission because it provides detailed criteria that will be used to evaluate your work. Each requirement below may be evaluated by more than one rubric aspect. The rubric aspect titles may contain hyperlinks to relevant portions of the course.

Create a report (suggested length of 3–5 pages) in which you discuss strategies for managing conflict caused by cuts in overtime pay.

A.  Discuss three causes of workplace conflict between the city’s police officers and city management in the current situation.
 

B.  Discuss two possible short-term outcomes if the conflict is not resolved.
 

C.  Discuss two possible long-term outcomes if the conflict is not resolved.
 

D.  Discuss three possible actions for resolving the current conflict about overtime pay.
 

E.  Design a plan to create a more positive work culture in the city’s police department by doing the following:

1.  Discuss two basic components of a work culture that prevent negative conflict.

2.  Create two new specifications for the “required” section of the attached “Job Description of City Police Officers” that relate to a candidate’s ability to effectively manage workplace conflict.

3.  Create three situational interview questions designed to illuminate a job candidate’s competency in managing workplace conflict.
 

F.  Explain two methods of evaluating improvements in employee relations in the city police department.
 

G.  When you use sources to support ideas and elements in a paper or project, provide acknowledgement of source information for any content that is quoted, paraphrased or summarized. Acknowledgement of source information includes:

•  Author

•  Date

•  Title

•  Location of information (e.g., publisher, journal, or website URL)

 Discuss what management by objective means to you.  

 Prior to beginning work on this assignment, review this week’s readings and Weekly Lecture.

You are the new HR leader for a small manufacturing firm located in the Midwest. During your interview, the owner of the company expressed an urgent need for a complete staffing review due to the fact that a substantial amount of technical change had occurred at the plant over the past decade without regard to the job description or the requirements of the position.

Establishing the proper staffing process is important to reaching a successful outcome. You must have a firm understanding of how you will accomplish the task of reviewing the actions and behaviors of each role and/or position within the organization. The owner of the manufacturing firm has asked for a structured three-section report explaining how the project will be accomplished and where the process will begin. With the concerns of the owner in mind, you will develop a detailed report, defining the process, the reasoning for conducting the job analysis, the resulting job design, and the performance evaluation process for each position and/or role within the organization.

Your project must be designed in such a way that is understandable to both administrators and subordinates and comprehensive in the results.

Section 1 – Job Analysis (Three to four pages and two scholarly resources in addition to the text.) Use keywords and HRM language that are connected to each of the header areas. Include resources that support your findings.

• Part 1 – Explain your reasoning for the purpose of the job analysis and the relationship to individual needs and corporate strategy. Evaluate why it is important to perform a job analysis for the positions within the organization.
• Part 2 – Describe an analysis tool that would be most appropriate for this particular project. Explain the reasoning for your selection and your desired outcomes. Indicate the type of information that will be delivered via the analysis tool.
• Part 3 – Identify specific external resources available to HR, and explain how they will be used to provide occupational data and descriptors.
• Part 4 – Summarize the assumed data to be defined during analysis. Explain why the content is important to job design and performance evaluation.

Section 2 – Job Design (Three to four pages and two scholarly resources in addition to the text)

• Part 1 – Create a job description for the organization based on the proposed data delivered in Section 1. Specifically identify each section of the job description, and defend the importance of each to the selection process. This should be a description of the template, not a job description for a specific job.
• Part 2 – Explain how the required employment and labor laws (BFOQ, ADA, EEO, and OSHA) are incorporated into the job description. Evaluate how the organization will account for the deployment of these laws.
• Part 3 – Based on your research, explain why the chosen design is appropriate for the organization.

Section 3 – Performance Appraisal (Three to four pages and two scholarly resources in addition to the text)

• Part 1 – Explain the purpose and intended outcomes of a performance appraisal. Evaluate the proposed job description (Section 2), and describe how the elements of the job description will be measured.
• Part 2 – Develop a performance appraisal using the measureable actions defined within the job description.
• Part 3 – Explore the challenges and opportunities that a performance appraisal adds to the overall job analysis and job design process.

Summary

Provide an overall summary of the proposed structure for the staffing review as requested by the owner of the organization. Briefly describe each section of the plan, and defend why your choices will provide the information needed for a successful outcome.

The Discovery and Design Project

• Must be 10 to 12 double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center’s APA Style (Links to an external site.) resource.
• Must include a separate title page with the following:
  • Title of paper
  • Student’s name
  • Course name and number
  • Instructor’s name
  • Date submitted
• For further assistance with the formatting and the title page, refer to APA Formatting for Word 2013 (Links to an external site.).
• Must use at least six professional or scholarly sources in addition to the course text(s).
  • The Scholarly, Peer-Reviewed, and Other Credible Sources (Links to an external site.) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment.
• Must document any information used from sources in APA Style as outlined in the Ashford Writing Center’s APA: Citing Within Your Paper (Links to an external site.) guide.
• Must include a separate references page that is formatted according to APA Style as outlined in the Ashford Writing Center. See the APA: Formatting Your References List (Links to an external site.) resource in the Ashford Writing Center for specifications.

Select 4 of the journal questions located on the LHRD 4804 Professional Development Internship Instructions and answer them.

Make sure your submitted word document has a heading at the top including your name, course number, and date. Your journal entry should be no less than one page (as measured by Microsoft Word, Times New Roman 12 point font.) 

Daft, the author of The Leadership Experience, discusses the new reality for leaders on pages 8–14. As you review, respond to the following:

• Identify the two roles that resonate with you. Why are these roles the most appropriate for you as a leader?
• Give examples of how you have used these roles in your personal or professional life.

Support your ideas with course concepts and ideas. Be explicit in your use of course material. Use APA style and format for in-text citations and references.

Some projects are best served by engaging in partnerships. There can be many reasons for partnering, but primarily it is because the need or problem requires the involvement of multiple stakeholders. In some cases, a funder may look at organizational capacity and question whether staff has the experience and skills to carry out the project successfully. Other grants, depending on the nature of the RFP description, will specify partnerships. And some projects are simply too complex and wide ranging to even consider within a single organization.

It is important to understand that the time to reach out to potential partners about opportunities to apply for grant funding is when a need is first identified at an organization. Those who reach out to brand new “partners” because they must in order to submit a proposal may find it doesn’t work once the project is implemented. The barriers to successful partnerships can vary from lack of communication to hidden agendas.

Please review the Partnerships: Framework for Working Together Guidebook PDF and consider the potential barriers that can impact the success of a partnership.

For this Discussion, based on your own project idea, consider the potential barriers that could impact the success of your prospective grant partner.

By Day 3 of Week 8

Post a powerpoint reflecting on the following about barriers to successful partnerships:

• What barrier(s) could impact the success of your funding partnership?
• How will you work to overcome the barrier(s)?
• Provide an explanation of the importance of building a relationship between funder and grantee. Describe key elements of this relationship, providing a rationale for your thinking.
• Describe why the grant funder/RFP’s criteria are important and how they can influence the outcomes of the funding process.
• Address both a Memorandum of Understanding and Letters of Agreement that would be necessary.

Create a PowerPoint presentation outlining guidelines for college students on how to have a successful interview. The presentation must be at least eight slides in length and use at least two references. You may include your textbook as one of the references. Be sure to cite your sources in a reference slide and use proper APA style. All sources and their use must have accompanying APA citations. Be sure to include the content listed below in your presentation.

Describe the steps of an interview.

Differentiate the three types of interviews: information-gathering, job, and appraisal.

Discuss the interviewer and the interviewee’s roles during the opening, body, and closing portion of an interview.

Read Case Study 10-2, “Must a Union Process a Grievance of a Nonunion Employee?” on page 463 of your textbook. Then, answer the questions provided. 

1. What are nonunion employee rights under the LMRA? 
2. What is meant by the union’s duty of fair representation? 
3. When has the union met its obligation of fair representation? 
4. Has the union in this case met its fair representation obligation? Explain. 

Your response to these questions should be a minimum of 1 page in length. Use APA format to cite and reference all quoted and paraphrased material, including your textbook. Please be sure to include your reference list on a separate page.

This assignment is designed to guide you as you start your research for the Final Paper. Review the requirements for your Final Paper. Then, use the following guide as you write your assignment for Week Three:

• Final Paper Prep: For the Final Paper, you are to choose an emerging managed care delivery model, Accountable Care Organizations, or Patient-Centered Medical Homes. For this assignment, you will complete section two of your Final Paper – Managed Health Care Quality – to address how the selected emerging managed healthcare delivery model has done to improve quality of care.
• Annotated Bibliography: Provide an annotated bibliography of at least five of the required ten scholarly sources you will be using to write your Final Paper. An annotated bibliography starts with your source that is in APA format and followed by a brief descriptive and/or evaluative paragraph about your source. Follow the guide provided here in the Ashford Writing Center.  (Links to an external site.)

The Prep for Final Paper assignment

• Must be three to five double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center. (Links to an external site.)
• Must include a separate title page with the following:
  • Title of paper
  • Student’s name
  • Course name and number
  • Instructor’s name
  • Date submitted
• Must use at least three scholarly, peer-reviewed, and/or other credible sources published in the past five years in addition to the course text.
  • The Scholarly, Peer Reviewed, and Other Credible Sources (Links to an external site.) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment. Be sure to integrate your research (Links to an external site.) rather than simply inserting it.
• Must document all sources in APA style as outlined here (Links to an external site.) and here (Links to an external site.).
• Must include a separate references page (Links to an external site.) that is formatted according to APA style as outlined in the Ashford Writing Center.