HRM/498 ENTIRE CLASS UOP TUTORIALS

HRM/498 Strategic Human Resource Management and Emerging Issues WITH HRM/498 Week 1 Strategic Plan, HRM/498 Week 2 Organizational Effectiveness Evaluation, HRM/498 Week 2 Employee Profile ...
https://uop-tutorials.info/hrm498.html[11/18/2019 1:50:44 PM]
HOME Contact How to Get Instant Downloads FREE UOP TUTORIALS
TUTORIALS
ARTS/125
BCOM/231
BCOM/275
BIS/221
BSA/310
BSA/375 (NEW)
BSA/376 (NEW)
BSA/385 (NEW)
BSCOM/100
BUS/210
BUS/211
BUS/212
BUS/475
CIS/207 (NEW)
CIS/211
CIS/290
CIS/291
CIS/292
CMGT/245 (NEW)
CMGT/400 (NEW)
CMGT/410 (NEW)
CMGT/430 (NEW)
CMGT/431 (NEW)
CMGT/433 (NEW)
CMGT/442 (NEW)
CMGT/445 (NEW)
COM/295 (NEW)
CSS/422 (NEW)
CYB/110 (NEW)
DBM/380 (NEW)
DBM/384 (NEW)
ECO/365 (NEW)
ECO/372 (NEW)



HRM/498 Strategic Human Resource Management and
Emerging Issues

Or you may Purchase Tutorials by the Week below.
HRM/498 Week 1
Individual: Strategic Plan
Includes Option#1 - 1,103 words!
Strategic Plan
Create a 1,050- to 1,400-word strategic plan for your place of
employment or a
company with which you are familiar.
Include the following in your plan:
    • Mission, vision, core values
    • Environmental analysis
    • Internal or external industry trends and economic factors
    • Legal and legislative issues
    • Internal or external technological changes
    • Demographic or labor trends
    • Social concerns, such as education, family or sustainability factors
    • Objectives

ENG/200
ENG/220
ENG/222
ENG/223
ENV/100
ENV/410 (NEW)
ETH/321 (NEW)
HCS/405 (NEW)
HCS/440 (NEW)
HCS/451
HCS/490 (NEW)
HRM/300 (NEW)
HRM/324 (NEW)
HRM/498 (NEW)
HUM/186
IT/200 (NEW)
LDR/300 (NEW)
MGT/360 (NEW)
MGT/362 (NEW)
MGT/426 (NEW)
MKT/421
MKT/441
MTH/221 (NEW)
NTC/300 (NEW)
NTC/302 (NEW)
NTC/320 (NEW)
NTC/324 (NEW)
NTC/326 (NEW)
NTC/362 (NEW)
PHL/320
POS/355 (NEW)
POS/408 (NEW)
POS/409 (NEW)
PRG/211 (NEW)
PRG/215 (NEW)
PRG/218 (NEW)
PRG/410 (NEW)
PRG/420 (NEW)
PRG/421 (NEW)
QNT/275
SCI/220
SOC/100
SOC/110
VCT/236
VCT/305
VCT/350
VCT/420
    • Financial
    • Strategic (Long-term/short-term goals)
Cite any sources according to APA formatting guidelines.
Click on the Assignment Files tab to submit your plan.

HRM/498 Week 2
Individual: Employee Profile Case Study
Includes Option#1 - 819 words!
As a manager, you are tasked with creating a 350-word performance
management plan
for Employee 1 and Employee 2.
    • Include how your management approach would change to fit the
employees needs
    • Assess the approaches you would use to monitor the behavior of
each employee
    • What are the legal implications?
    • How would you evaluate the effectiveness of your approach?
Employee #1
Jimmy Brown is a manager with Solomon Industries, Inc., (SII) a supply
company in South
Carolina. SII serves as a warehouse for other
companies that deliver and store their
goods using SII's facility as
temporary storage...
Employee #2
Michael Johnson was born in 1976 in Ohio. He has a technical
background graduating in
1997 in computer science and moved to SC
in 2010 with his new bride. his biological
father. His mom worked two
jobs almost 7 days a week until she...

Learning Teaml: Organizational Effectiveness Evaluation
Select a company that interests your team. It can be your current
organization or an
organization that you are familiar with to complete
the following assignment.
Research the company's HR website for internally and externally
disseminated
documents, mission and vision statements, and the
company's core competencies.
You have been hired as an outside consultant to help this organization
in evaluating and
measuring their organizational effectiveness.
Write a 350-word assessment that answers the following:
    • Identify the organization's primary product or service
    • What is the companies overarching goal?
    • What are some tools and resources you would suggest the company
use to evaluate
        and measure its effectiveness?
Click on the Assignment Files tab to submit your evaluation.

WEB/240
HRM/498 Week 3
Everything listed for this week is included in purchase!!

Individual: Company Profile Analysis
Read the Delta Corporation Company Profile.
You are an HR representative at Delta Corporation. Your manager has
asked you to
analyze the company profile and address the following in
525 to 700 words:
      • Assess the current company profile and identify any current or
potential diversity
          issues
      • Evaluate why diversity is an issue
      • Create a strategy for recruiting a competent and diverse workforce
for your
          company.
Click on the Assignment Files tab to submit your analysis.

HRM/498 Week 4
Learning Team: Emerging Issue
Option #1 - $15 minimum wage: 1,173 words!
Option #2 - $15 minimum wage: 1,024 words!
Select an emerging issue from the following list or an issue of your
choice:
      • Affordable Care Act
      • 30 hour workweek (Amazon)
      • 4 day work week (10 hour days)
      • $15 minimum wage
      • Exempt law (Dec 1, 2016)
      • New work force (Gen Z)

      • Motivating Millennials in the work force
      • Benefits for Employees (What they want)
      • Social network vs. Company rights
Identify the relevant issues, stating assumptions if appropriate.
Note: The emphasis at this stage is on getting an overview of the issues
involved.
Use the internet and the University Library to research your selected
emerging issue.
Write a 700- to 1,050-word paper using your research in which you:
      • Analyze the cause or causes of the issue.
      • Assess alternatives -Identify and weigh alternative actions to "solve" the problem or
"improve" the situation.
      • Recommend the best alternative and explain why.
      • State how and when the recommended action should be
implemented.
Cite all sources according to APA formatting guidelines.
Click on the Assignment Files tab to submit your assignment.

HRM/498 - Week 5
Everything listed for this week is included in purchase!!

Individual: Strategic HRM Plan
American Plastics had fared rather worse than its competitors during
the economic
downturn. With revenue, quality, and productivity down,
management set several goals
to reverse the company's fortune. One
area in need of improvement was human
resources and "Janet," the
newly appointed HR Director faced a daunting challenge: to
quickly reinvent
the Human Resources function, reposition it a strategic partner to
the business, and improve employee perceptions of her department.

Her predecessor retired after leading a major reduction in force causing
a significant
exodus of key talent, some unexpected. Janet was
charged with finding a way to retain
top talent and develop a steady but
highly-qualified stream of candidates to fill regular
as well as critical
positions. The CEO agreed with her that differentiating the human
resources function was essential for the company's strategic plan to
succeed.
In her first two weeks on the job Janet discovered:
• Job descriptions were inconsistent, long but vague lists of high level "duties and
    responsibilities" and qualifications
• Job titles didn't reflect the work people did, used instead as a
framework for budgeting
    and compensation as many were doing unique
work requiring different knowledge
    and skills.
• Aside from providing a coordinating function, human resources had
outsourced
    recruiting to third parties who presented candidates based
on their internet postings

    and other sources. No matter the level or
criticality of the open position, human
    resources rarely conducted
interviews or assessments before or after handing over the
    third party
resumes to the hiring organization and would get involved again only
when
    a candidate was selected.
• HR's participation in the onboarding process of new employees was
limited to having
    them attend a half-day orientation session where,
between a video and a slide
    presentation about the company, they filled
out benefits-related, payroll, ID and other
    paper forms.
• Training and Development (T&D) had largely been outsourced to
several companies
    that provided generic on-line courses.
• The recent departure of several mission-critical employees disclosed
no systematic
    means of capturing expertise from employees; when they
left, their knowledge left with
    them.
• The Performance Employee Evaluation Program didn't align with
anything, was viewed
    by managers and individual contributors alike as
a burdensome annual chore that
    interfered with people's "real jobs."
The management of talent is one of a handful of strategic services
human resources can
offer. The decline of traditional HR functions
through automation, self-service, and
outsourcing demands a "culture
change" within human resources: adopt a business
focus by an
organization still structured largely around benefits administration, time
and
attendance reporting, labor cost processing, and similar
transactional operations.
Write a communications plan not to exceed 1,050 words to support the
strategy of
American Plastics.
Justify why they were important for your strategic HRM planning
process.
Recommend how to address these considerations.
Focus on resolution of the human resource management challenges in
order to support
operational strategies.
Cite all sources according to APA formatting guidelines.

Home | About Us | Contact Us
Copyright © 2018 UOP Tutorials Store

HRM/498 ENTIRE CLASS UOP TUTORIALS

Recommended

Recommended

More Related Content

What's hot

What's hot (17)

Similar to HRM/498 ENTIRE CLASS UOP TUTORIALS

Similar to HRM/498 ENTIRE CLASS UOP TUTORIALS (18)

More from Sharon Reynolds

More from Sharon Reynolds (15)

Recently uploaded

Recently uploaded (20)

HRM/498 ENTIRE CLASS UOP TUTORIALS