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HRM 420 Week 1 Assignment Privacy Concerns Scenario HRM 420
Week 1 Alternative Dispute Resolution MindMap (2 Papers) HRM 420
Week 2 Assignment Recruitment and Selection Strategy (2 PPT) HRM
420 Week 3 Discrimination and Harassment Case Study Analysis (2
Papers) HRM 420 Week 4 Assignment Workplace Safety Plan
Worksheet HRM 420 Week 4 Assignment Stress Reduction Plan (2 PPT)
HRM 420 Week 5 Assignment Crisis Management Plan (2 PPT) HRM 420
Week 5 Workplace Violence Protection Plan Outline (2 Papers) HRM
420 Week 1 DQ 1 HRM 420 Week 1 DQ 2 HRM 420 Week 1 DQ 3 HRM
420 Week 5 DQ 2 HRM 420 Week 5 DQ 3 HRM 420 Week 5 DQ 4
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HRM 420 Final Exam Guide

Please Check the Question Below There are six (6) essay questions. Be
very thorough and specific in your answers. I want to see you use the
textbook and other sources (be sure to cite your sources) and I want you
to then provide specific examples to show your knowledge of the subject
matter. The final essay question is on any T&D topic of your choice that
is not included in the initial four (4) essay questions. 1. Explain three
essential differences between employee capabilities and company core
competencies. Why is it important for a trainer to understand these
differences? (30points) 2. Explain the basic steps to conducting a person
analysis and how a person analysis is used in a needs assessment. Do a
very basic person analysis on either yourself or on your professor, based
on the job you, he, or she is currently employed in (and your common
knowledge). (30 points) 3. First, provide the meaning of the acronym
SMART with respect to training goals. Then, consider these four
training objectives. Rewrite them as two SMART training goals. (30
points) a) Audit any of the elements inside the organization, looking for
compliance to the element that is being audited, and demonstrate how to
dig for issues. b) Through role-playing, demonstrate how to conduct a
surveillance audit, organize your team of auditors, and review the
element of the standard with your team that will be used prior to the
audit. c) Through role playing, demonstrate how to write a concluding
report after the audit is finished with input from your team. d) Realize
what the importance of your certificate as an auditor means to the
organization and its value to the long-term strategic goals of this
organization. 4. You are a training manager for a midsized corporation.
You are working on a training proposal for your HR director when you
get a call from the manager of the accounting department. He states that
he needs training done for his team, which will assist it in learning the
newest version of the Peachtree accounting software. He mentions that
his boss, the CFO, told him to put together a proposal for training that

included a way to measure transfer of training. He is panicked and says,
"First of all, I don't know what transfer of training is, and second, how I
can measure it?" What will you tell him? (40 points) 5. Explain one
similarity and one difference between training and performance
management and between training and succession planning. Does
training have a part of either performance management or succession
planning? If so, give one example each. If not, explain why not. (30
points) 6. Choose one topic from this T&D course that is of particular
interest to you or one from which you feel you gained the most. Explain
the concept, why you found this interesting/valuable, how you would
utilize this in your career going forward. (35 points)
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HRM 420 Week 1 Alternative Dispute Resolution MindMap (2
Papers)
This Tutorial contains 2 Papers Create a Mind Map using a tool such as
Popplet®, Mindmeister®, or a Microsoft® Word document in which
you do the following: • Assess three advantages and three disadvantages
of mediation • Summarize five mediator qualifications • Determine three
advantages and three disadvantages of arbitration • Explain five
arbitrator qualifications Assess each in at least 350 words. Use a
minimum of three references. Cite all sources according to APA
formatting guidelines. Click on the Assignment Files tab to submit your
MindMap.
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HRM 420 Week 1 Assignment Privacy Concerns Scenario

Privacy Concerns Scenario Review the Privacy Concerns Scenario.
Complete the Privacy Worksheet, using 525 to 700 words. Use a
minimum of one reference. Identify the privacy concerns highlighted in
the scenario. How could these privacy concerns create risk for the
employer? Identify solutions for the employer to minimize or eliminate
the risk of violation of privacy. Privacy Concerns Scenario 1. James is
known to shop online during his breaks. His supervisor has taken note of
this. When James went to lunch at noon, Sally, his supervisor, was seen
taking his laptop into her office so she could “check on his work
performance.” 2. Janet’s secretary, Tom, always prescreens her calls
before transferring them to her office. Occasionally, Tom will stay on
the line after Janet picks up to listen in on the conversation. Janet is
unaware of this and has not given Tom permission to do so. To his
coworkers, Tom always seems to be “in the know,” but they have no
idea how he finds out such sensitive information. 3. Richard is hiring a
new executive assistant. He wants to be sure the person he hires is a
“good fit” for the company. He hires someone to perform a criminal
background check on each of the two applicants being considered.
Richard did not secure permission from Mary, one of the applicants. He
did ask the second applicant, Martin, for permission, but Martin declined
to give permission. 4. Douglas routinely bypasses the internet blocks on
his work computer to surf nonwork related websites during the work
day. After a few weeks, he gets called into his supervisor’s office to
meet with a representatives from the IT department and HR. They begin
asking questions about the sites he has visited and initiate the
disciplinary process to issue him his first warning. 5. Jim routinely
works out with Sally, an HR representative. One day, in conversation,
Sally mentions his ongoing health issue that he has not disclosed to
anyone in the company. He wonders how Sally came across this
information. She stated that she had seen it in his health benefits
paperwork. 6. Marc is interested in establishing a relationship with a co-

worker, Beth, but he does not have any personal information about her.
Marc asked his sister, Marion, who works for the Department of Justice,
if she can access information about Beth. Marion provides Marc with
Beth’s cell phone number and address, but tells Marc to keep the
information private.
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HRM 420 Week 1 Assignment Risk Management Issues (2 Set)
This Tutorial contains 2 Set of Answers for this Sheet Resource:
Appendix A: Human Resource Risk Using a search engine of your
choice from the Internet, your texts, or the University Library, research
several different HR risk management issues and complete the
worksheet (Appendix A). Cite at least five different HR risk
management issues you have identified in your organization or past
organization. Identify the HR risk issues; assess if the risk factor is high,
medium, or low; and give an explanation of your risk factor rating.
Present two socially responsible corrective measures you would
recommend to eradicate or diffuse the risk. Write your responses so that
each risk management issue identified and addressed does not exceed
300 words. The entire worksheet should not exceed 1,400 words. Format
your worksheet using complete sentences, not phrases. Using a search
engine of your choice from the Internet, your texts, or the University
Library, research several different HR risk management issues. Cite at
least five different HR risk management issues you have identified in
your organization or past organization. Identify the HR risk issues;
assess if the risk factor is high, medium, or low; and give an explanation
of your risk factor rating. Present two socially responsible corrective
measures you would recommend to eradicate or diffuse the risk. Write
your responses so that each risk management issue identified and

addressed does not exceed 300 words. The entire worksheet should not
exceed 1,400 words. Format your worksheet using complete sentences,
not phrases.
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HRM 420 Week 1 DQ 1
•How can a safety committee be a convenient and effective forum for
identifying HR risks and management needs and establishing risk
management goals?
•How does your current employer handle these challenges?
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HRM 420 Week 1 DQ 2
•Government agencies set the agenda for social responsibility with laws
and regulations.
•Discuss why you feel these laws and regulations are important and list
potential problems with governmental control.
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HRM 420 Week 1 DQ 3

•What is your definition of socially responsible risk management?
•How would you go about enacting a more socially responsible risk
management strategy in your current workplace?
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HRM 420 Week 1 DQ 4
•What are the stated risk management goals of your current HR
department?
•Do you think they are realistic?
•What would you change and why?
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HRM 420 Week 1 Quiz Set 1
Question 1. Question : (TCO 1) Understanding intangible assets in
a business setting is critical to human resource managers, especially
those in training and development roles. According to Raymond Noe,
our textbook author, there are four specific types of intangible assets we
need to consider in our work as HRMs: human, intellectual, social, and
customer capital. Which choice best describes human capital? Question
2. Question : (TCO 1) Which is an important implication of the value
of intangible assets and human capital on a company? Question 3.

Question : (TCO 1) Companies that implement lean thinking in
their organization do which thing? uestion 4.Question : (TCO 1)
Understanding intangible assets in a business setting is critical to human
resource managers, especially those in training and development roles.
According to Noe, our textbook author, there are four specific types of
intangible assets we need to consider in our work as HRMs: human,
intellectual, social, and customer capital. Which choice best describes
social capital? Question 5. Question : (TCO 1) Core competencies are
Question 6. Question : (TCOs 1, 8) When comparing employees'
uniqueness and strategic value using typical training and development
terms, which describes an employee known as an alliance or partnership
employee? Question 7. Question : (TCOs 1, 8) The example of
Barilla's North America in the textbook is an example of a company that
has Question 8. Question : (TCOs 1, 8) When comparing employees'
uniqueness and strategic value using typical training and development
terms, which describes an employee known as a contract employee?
Question 9. Question : (TCOs 1, 8) The CEO's input into training is
important for all but the following reason (select the one that is not
important to training). Question 10. Question : (TCOs 1, 8) Training
and Question 11. Question : (TCOs 1, 8) Provide three roles of
managers in today’s business world and what training needs those
managers might have with respect to such roles. Based on the needs you
have stated, suggest three training areas or topics in which you might
offer training to those managers. Cite any sources you use.
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HRM 420 Week 1 Quiz Set 2
Question 1. Question : (TCO 1) Significant advances in customer
service, product quality, and measurement have occurred over the past

few decades. As a result, numerous quality initiatives have taken hold in
the United States and the world. Training and development has been
impacted by these initiatives by creating a need to explain the
importance to employees of quality. Which are quality programs
regarding which trainers may be asked to provide learning to
employees? Question 3. Question : (TCO 1) There are seven steps in
an effective training design process. These include Student Answer:
gap analysis, task analysis, job analysis, SWOT analysis,
environmental scanning, and lectures. needs assessment, employee
readiness, learning environment creation, transfer of training, planning
for evaluation, selecting training method, and evaluation. e-learning,
lectures, quizzes, exams, assessments, synchronous, and asynchronous.
specific, measurable, attainable, realistic, timely, friendly, and smart. All
of the above Question 9. Question : (TCOs 1, 8) The example of
Mike's Carwash in the textbook is an example of a company that has
Student Answer:used globalization to improve its overall training
practice. improved its reputation for speedy service to ensure customers
return by using training. linked its business strategy to training. All of
the above B and C Question 10. Question : (TCOs 1, 8) Trainers need
to understand different needs for companies based on a company's
strategy. According to Noe, the author of the textbook, in a company
with large external growth due to acquiring other companies that are
different from the parent company, training implications will include
Student Answer:doing a skills assessment of acquired employees from
the new company. job search skills training. disinvestment. improving
product quality. All of the above Question 1.1. (TCO 1) Significant
advances in customer service, product quality, and measurement have
occurred over the past few decades. As a result, numerous quality
initiatives have taken hold in the United States and the world. Training
and development has been impacted by these initiatives by creating a
need to explain the importance to employees of quality. Which are
quality programs regarding which trainers may be asked to provide
learning to employees? (Points : 4) ISO 199500:25500 quality control
Malcolm Baldrige award Six Sigma B and C All of the above Question
2.2. (TCO 1) Understanding intangible assets in a business setting is

critical to human resource managers, especially those in training and
development roles. According to Noe, our textbook author, there are
four specific types of intangible assets we need to consider in our work
as HRMs: human, intellectual, social, and customer capital. Which
choice best describes intellectual capital? (Points : 4) The attributes, life
experiences, knowledge, inventiveness, energy, and enthusiasm that the
company’s employees invest in their work The codified knowledge that
exists in a company The quality of the products which are produced in a
company The value of interpersonal relationships in the company The
value of relationships with persons or other organizations outside the
company for accomplishing the goals of the company Question 3.3.
(TCO 1) There are seven steps in an effective training design process.
These include (Points : 4) Question 4.4. (TCO 1) Understanding
intangible assets in a business setting is critical to human resource
managers, especially those in training and development roles. According
to Noe, our textbook author, there are four specific types of intangible
assets we need to consider in our work as HRMs: human, intellectual,
social, and customer capital. Which choice best describes social capital?
(Points : 4) The attributes, life experiences, knowledge, inventiveness,
energy, and enthusiasm that the company’s employees invest in their
work. The codified knowledge that exists in a company The quality of
the products which are produced in a company The value of
interpersonal relationships in the company The value of relationships
with persons or other organizations outside the company for
accomplishing the goals of the company Question 5.5. (TCO 1)
Companies that implement lean thinking in their organization do which
thing? (Points : 4) Avoid training and development because it is too
costly Use efficiencies of scale to ensure cost overruns occur Do more
with less Explain to customers why the heat is low in the conference
rooms (saving money) Fail Question 6.6. (TCOs 1, 8) The CEO's input
into training is important for all but the following reason (select the one
that is not important to training). (Points : 4) Creating the vision for the
training Seeking out new employees for vice president positions (who
will later have to be trained by the training team) Reviewing goals and
objectives to govern the alignment with the training process

Communicating the importance of training Teaching and training him-
or herself Question 7.7. (TCOs 1, 8) The term uniqueness, as used by
training and development pertaining to certain employees, means (Points
: 4) employees with high value to the company. employees who will
make the company diverse. employees who have green cards. employees
with rare, specialized knowledge not easily obtained in the market. B
and D Question 8.8. (TCOs 1, 8) Training and development is (Points :
4) part of strategic HRM, especially when core competencies are
included in training plans. a function of more than just the HRM team.
sometimes handled by outside vendors and organizations, but typically
this is only the training portion and not development. one of the most
important pieces of HRM if an organization is a learning organization.
All of the above Question 9.9. (TCOs 1, 8) The example of Mike's
Carwash in the textbook is an example of a company that has (Points : 4)
used globalization to improve its overall training practice. improved its
reputation for speedy service to ensure customers return by using
training. linked its business strategy to training. All of the above B and C
Question 10.10. (TCOs 1, 8) Trainers need to understand different needs
for companies based on a company's strategy. According to Noe, the
author of the textbook, in a company with large external growth due to
acquiring other companies that are different from the parent company,
training implications will include (Points : 4) doing a skills assessment
of acquired employees from the new company. job search skills training.
disinvestment. improving product quality. All of the above Question
11.11. (TCOs 1, 8) Provide three roles of managers in today’s business
world and what training needs those managers might have with respect
to such roles. Based on the needs you have stated, suggest three training
areas or topics in which you might offer training to those managers. Cite
any sources you use. (Points : 10)
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HRM 420 Week 2 Assignment Gap Analysis, SWOT Analysis,
and Needs Assessment (Ebay)

HRM 420 Week 2 Assignment Gap Analysis, SWOT Analysis, and
Needs Assessment (Ebay) Gap Analysis, SWOT Analysis, and Needs
Assessment Needs Assessment is an important part of Training and
Development. Review the course readings for this week, and utilize the
SWOT you created for the thread this week. Create a Needs Assessment
for your company you have analyzed in the SWOT. To do this, create a
2-4 page paper, following APA 6th guidelines, with the following
headings: •A. Company information: Brief introduction. Provide
company information, background, and recent stock value trending in
this section. (i.e. in the past year, has the stock gone up or down? Have
there been recent significant changes in their industry? Basic orienting
information goes here.) (5 points.) • B. SWOT: Include your SWOT
from the threaded discussion (you can use bullets and SWOT headings
here.) (5 points, but required.) • C. Gap analysis: What possible gaps
do you see in the company (think opportunities, weaknesses, threats)
which haven’t already been addressed? Perhaps these have to do with
new regulations forthcoming in the industry which may need
addressing? Perhaps the company has just acquired a new company and
is branching out into new territory? Discuss two or three of those gaps,
with are employee related, and which could lend themselves to potential
training needs. Explain why these gaps would be best filled with
training, and not some other method. (25 points.) •D. Needs Assessment:
What two methods of needs assessment would you utilize at this
company, if you were hired to do a TNA (training needs assessment) on
the gaps you have identified in C above? Using Chapter 3 of your
textbook (Noe, 2013) and the Lucier (2008) article, explain what
methods you might use, and support your idea from the text and article,
or some other research item you discover as a reference. (Cite your
sources.) If you plan to use interviews, explain who you would interview
and provide at least five sample questions. If you plan to use a

questionnaire, explain who you would send it to and provide at least five
sample questions. You can include the samples in an appendix to the
document. If you plan to use company information, explain what
information you will use (i.e. HR data, lawsuit information, new
regulations, etc.) Give details about how this information will impact
your needs assessment. (25 points.) NOTE: You can consider the
responses your classmates have made to your SWOT about potential
training needs when coming up with your Gap analysis and Needs
Assessment. You don’t have to reinvent the wheel. • E. Conclusion:
Suggest training which you would recommend be done based on the
assessment you have done so far. Explain any limitations to your
assessment you feel may need to be revised based on feedback from
your assessment methods (which you obviously don’t have.) (10 points.)
• F. APA Formatting: 5 Points Please keep in mind that APA
formatting is worth 5 points. Click the guidelines here for this
assignment. The guidelines and the "Course Template APA Papers" may
be found in Doc Sharing.
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and Needs Assessment (HomeDepot Inc)
Needs Assessment (HomeDepot Inc) Gap Analysis, SWOT Analysis,
and Needs Assessment Needs Assessment is an important part of
Training and Development. Review the course readings for this week,
and utilize the SWOT you created for the thread this week. Create a
Needs Assessment for your company you have analyzed in the SWOT.
To do this, create a 2-4 page paper, following APA 6th guidelines, with

the following headings: • A. Company information: Brief
introduction. Provide company information, background, and recent
stock value trending in this section. (i.e. in the past year, has the stock
gone up or down? Have there been recent significant changes in their
industry? Basic orienting information goes here.) (5 points.) •B. SWOT:
Include your SWOT from the threaded discussion (you can use bullets
and SWOT headings here.) (5 points, but required.) • C. Gap analysis:
What possible gaps do you see in the company (think opportunities,
weaknesses, threats) which haven’t already been addressed? Perhaps
these have to do with new regulations forthcoming in the industry which
may need addressing? Perhaps the company has just acquired a new
company and is branching out into new territory? Discuss two or three
of those gaps, with are employee related, and which could lend
themselves to potential training needs. Explain why these gaps would be
best filled with training, and not some other method. (25 points.) • D.
Needs Assessment: What two methods of needs assessment would you
utilize at this company, if you were hired to do a TNA (training needs
assessment) on the gaps you have identified in C above? Using Chapter
3 of your textbook (Noe, 2013) and the Lucier (2008) article, explain
what methods you might use, and support your idea from the text and
article, or some other research item you discover as a reference. (Cite
your sources.) If you plan to use interviews, explain who you would
interview and provide at least five sample questions. If you plan to use a

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and Needs Assessment (Walmart)
Needs Assessment (Walmart) Gap Analysis, SWOT Analysis, and
Needs Assessment Needs Assessment is an important part of Training
and Development. Review the course readings for this week, and utilize
the SWOT you created for the thread this week. Create a Needs
Assessment for your company you have analyzed in the SWOT. To do
this, create a 2-4 page paper, following APA 6th guidelines, with the
following headings: • A. Company information: Brief introduction.
Provide company information, background, and recent stock value
trending in this section. (i.e. in the past year, has the stock gone up or
down? Have there been recent significant changes in their industry?
Basic orienting information goes here.) (5 points.) • B. SWOT:
Include your SWOT from the threaded discussion (you can use bullets
and SWOT headings here.) (5 points, but required.) • C. Gap analysis:
What possible gaps do you see in the company (think opportunities,
weaknesses, threats) which haven’t already been addressed? Perhaps
these have to do with new regulations forthcoming in the industry which
may need addressing? Perhaps the company has just acquired a new
company and is branching out into new territory? Discuss two or three

of those gaps, with are employee related, and which could lend
themselves to potential training needs. Explain why these gaps would be
best filled with training, and not some other method. (25 points.) • D.
Needs Assessment: What two methods of needs assessment would you
utilize at this company, if you were hired to do a TNA (training needs
assessment) on the gaps you have identified in C above? Using Chapter
3 of your textbook (Noe, 2013) and the Lucier (2008) article, explain
what methods you might use, and support your idea from the text and
article, or some other research item you discover as a reference. (Cite
your sources.) If you plan to use interviews, explain who you would
interview and provide at least five sample questions. If you plan to use a
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HRM 420 Week 2 Assignment Recruitment and Selection
Strategy (2 PPT)

This Tutorial contains 2 Presentations Research discrimination laws that
apply to employee recruitment and selection, negligent hiring,
compensation laws under FLSA, and categories of employees using
current sources from the Internet, your texts, or the University Library.
Create a 12- to 15-slide presentation with speaker notes using
Microsoft® PowerPoint®, Prezi®, or a similar tool to outline the steps
in the new hire training process for your company. Summarize the
following information in your presentation: • Identify at least three
discrimination laws that could be violated in the recruitment and
selection of employees, and explain how to avoid those violations. •
Identify components of negligent hiring practices, and explain how to
avoid claims. • Describe minimum wage and overtime requirements
under FLSA. • Identify at least three categories of employees, the
advantages of each of the categories compared to independent
contractors, and the disadvantages of each of the categories. Format your
presentation consistent with APA guidelines. Create correctly formatted
APA references and a title page, and include a minimum of three
references. Click the Assignment Files tab to submit your assignment.
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HRM 420 Week 2 DQ 1
•What is the most important thing that an employer should do when
facing an OSHA inspection?
•How would you ensure that act is accomplished and documented?
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HRM 420 Week 2 DQ 2
•How do employment practice compliance systems (EPCS) help
businesses stay compliant?
•Identify at least two areas in your current employment where an EPCS
is used, or could be used, effectively.
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HRM 420 Week 2 DQ 3
•How does your current employer differentiate between legal liabilities,
ethical liabilities, and industry standard (which may be neither legal nor
ethical)?
•Provide at least two examples of each.
•Do you agree with these practices? Why or why not?
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HRM 420 Week 2 DQ 4
•List five employer responsibilities and five employee rights.

•Explain how both are a necessary component in a risk management
strategy.
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HRM 420 Week 2 Individual Assignment Risk Management
Strategy Presentation (2 PPT)
This Tutorial contains 2 PPT Choose a company with which you are
familiar. Research the company’s risk management strategies. Research
professional resources identifying effective employment practices to
reduce risk using a search engine of your choice from the Internet, your
texts, or the University Library. Create a Microsoft® PowerPoint®
presentation of total 12 to 15 slides outlining a socially responsible risk
management strategy for your chosen company. Presentation should be
9 to 10 slides, not including the title page, Q&A page, or References
page. Include brief speaker notes. Summarize the following: · Goals of
risk management · Identification of applicable risk factors · Strategies
for managing each risk factor · Plan for continued monitoring and
adjustment · Social implications and responsibilities Format your
presentation consistent with APA guidelines.
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HRM 420 Week 2 Quiz
HRM 420 Week 2 Quiz

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HRM 420 Week 3 Assignment Employee Selection Process (2
Papers)
This Tutorial contains 2 Papers Read Case 10.2. Write a 700- to 1,050-
word paper in Microsoft® Word in the third person voice in which you
analyze the case by addressing the following: · What federal laws were
violated according to the case? Explain how they were violated and why.
· Defend against or support the decision to promote the plaintiff. ·
Identify which individuals in the case need training and development in
the future to minimize risk in the employment selection processes. ·
Assess training and development programs and explain what type of
training and development is needed by the defendant company. Format
your paper consistent with APA guidelines. Use at least a minimum of
three in-text citation sources within your paper and they must be
identified in your APA correctly formatted References page.
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HRM 420 Week 3 Discrimination and Harassment Case Study
Analysis (2 Papers)
This Tutorial contains 2 Papers Discrimination and Harassment Case
Study Analysis Identify a situation that could be considered an example

of discrimination and harassment in the workplace. This can be
something that you have experienced or seen in person, or something
that you create. Formulate a short 4- to 6-sentence case study scenario
that describes this incident. Conduct a 700- to 1,050-word analysis of the
case study, and include the following in your analysis: • Explain the type
of discrimination and harassment (you must include both) that took
place in your case study scenario. What were the key indicators that this
behavior was a violation of workplace policy? • Summarize how to
conduct a proper investigation of these claims. • Determine which
employment laws were violated in your case study scenario. How were
the laws violated? What change(s) would you make to minimize future
occurrences of these violations? Cite all sources according to APA
formatting guidelines. Create correctly formatted APA references and a
title page, and include a minimum of three references. Click on the
Assignment Files tab to submit your Case Study Analysis.
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HRM 420 Week 3 DQ 1
•Identify at least two different employment selection processes utilized
by your employer.
•Which process do you find to be the most beneficial and why?
•Identify potential risks associated with using this selection process, and
discuss how this risk can be minimized.
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HRM 420 Week 3 DQ 2

•Suppose you are a manager in an organization.
•How would you assess the training and development programs within
your department?
•What recommendations would you propose?
•Explain the importance of the changes in terms of strategy.
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HRM 420 Week 3 DQ 3
•How would you explain nondiscriminatory hiring practices to a new
HR employee?
•Provide an example to help illustrate these hiring practices.
•What points would you emphasize?
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HRM 420 Week 3 DQ 4
•Describe a situation where the organization you work in has an
employee leave, but the organization does not have a clear succession
plan.
•Explain how this might affect the organization and what components
are needed in a succession plan.
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HRM 420 Week 3 DQ 5
•Of the four training categories found in Chapter 9 of Human Resource
Management, on which category does your current employer focus their
efforts?
•Should this focus be changed? Why or why not?
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HRM 420 Week 3 Team Assignment Succession Plan Risks (2
Papers)
This Tutorial contains 2 Papers Resources: “Success in Succession”
video, “Succession Planning Risk – On the Horizon?” article, and
“Succession Planning Template” website. Research Quest Diagnostics
online. · Find and click the Our Company site to review the
Management Team. · Find and click the News & Events site to review
Press Releases of the following dates: · October 1, 2014 · July 17, 2013
· April 17, 2013 · February 11, 2013 · October 11, 2012 a succession
plan that considers vacancy, readiness, and transition risks for the next
President and CEO. Consider internal candidates and external candidates
in your research. Write a 950- to 1,400-word succession plan in
Microsoft® Word in the third person voice. Format your succession plan
consistent with APA guidelines. Use at least a minimum of three in-text

citation sources within your paper and they must be identified in your
APA correctly formatted References page.
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HRM 420 Week 3 Training Objectives and SMART Goals
Paper (Ebay)
Training Objectives and SMART Goals Paper (Ebay) Building on your
assignment from last week, where you used a SWOT and gap analysis to
conduct a needs assessment on a particular company, identify a specific
training need from that assessment, and identify a group of employees
who need the training. Then, create three specific training objectives for
that training, and analyze those objectives by creating SMART training
goals. Your paper should include the following sections. A.Post an
introduction that explains the company background (brief), the training
need established from last week’s needs assessment, and the group of
employees who need the training. (5 points) B.Based on your readings
from this week, identify the specific learning styles that will apply to
that particular group of employees. (15 points) C.Create three specific
training objectives for your training. Ensure those are broken down in
the three parts identified in our course lecture this week, and in your
textbook (outcome, criterion, and condition). (25 points) D.As is done in
the lecture, analyze your training objectives using SMART training
goals. Provide your analysis of your objectives, your brainstorming of
the connections to future pieces of training (where applicable), and
create your training goals. Again, show your work. (25 points) Your
paper should be about 3–5 pages, not including references or a title page.
Use APA formatting. Attached is the SWOT from my last assignment
that should be used for this as well.

==============================================
Paper (HomeDepot Inc)
Training Objectives and SMART Goals Paper Building on your
==============================================

Paper (Walmart)
Training Objectives and SMART Goals Paper Building on your
==============================================
HRM 420 Week 4 Assignment Stress Reduction Plan (2 PPT)

This Tutorial contains 2 Presentations Stress Reduction Plan HRM 420
WEEK 4 As the company HR representative, you have been tasked with
presenting a plan to your manager that will help reduce stress in the
workplace. Address the following in a 10- to 15-slide presentation with
speaker notes: • Evaluate existing and potential stressors within the
workplace. • Develop a plan to help reduce employee stress in your
given place of employment. • Determine how you will evaluate your
plan for effectiveness. Use a minimum of one reference. Create correctly
formatted APA references. Click the Assignment Files tab to submit
your assignment.
==============================================
HRM 420 Week 4 Assignment Workplace Safety Plan
Worksheet
Workplace Safety Plan Worksheet Complete the Workplace Safety Plan
Worksheet, using 700 to 1,050 words. Use a minimum of three
references. Click the Assignment Files tab to submit your assignment.
OSHA has cited your company, Smith & Baker Construction Co.
(SBCC), in the past year for violations. SBCC operates in three Western
states: California, Arizona and Nevada. The violations were for the
following accidents: Andrew fell into an open excavation in California,
and the company failed to identify the hazard. Thomas fell from
scaffolding during construction of a three-story office building in
Arizona. Lindsay became ill from breathing toxic contamination as she
walked the work site in Nevada. Identify OSHA regulations or standards

applicable to each scenario. Describe how the 3 OSHA regulations or
standards apply to your company and how they were violated. Describe
ways to minimize the identified Safety Concerns. Explain one or two
Workers’ Compensation issues as identified by the applicable State laws
that you will need to address for each of the individuals. Describe ways
to minimize the risk of employee injury in order to avoid future
Workers’ Compensation claims.
==============================================
HRM 420 Week 4 DQ 1
•Identify at least two health and safety programs at your current
workplace or at a company with which you are familiar.
•Discuss the merits of each program and identify areas of concern with
regard to this week’s reading.
•Do the programs work? Are they up to date? Do they meet industry and
legal standards?
==============================================
HRM 420 Week 4 DQ 2
•What is the most important relationship between ethics and safety?
•Where could your current employer, or an employer you are familiar
with, improve?
•What are the consequences if they do not?

==============================================
HRM 420 Week 4 DQ 3
•Imagine that you are the new safety officer at work.
•What might be your first priority and why?
•How could you convince operational managers to make safety a first
concern?
==============================================
HRM 420 Week 4 DQ 4
Describe at least three key components of an effective health and safety
program and explain why they are important.
•What would happen if these components were not included in the
program?
==============================================
HRM 420 Week 4 Homework 1 Individual Development Plan

Worksheet 1. Name (Last, First) 2. Current position 3. Department
4. Supervisor 5. Plan period (dates) THREE-YEAR PLAN &
GOALS 9. DEVELOPMENTAL OBJECTIVES 10.PURPOSE
11. PRIORITY 12. DESCRIPTION OF PLANNED
DEVELOPMENTAL ACTIVITY (Include COST and DATE for
Accomplishment) 13. EVIDENCE OF ACCOMPLISHMENT Explain
any hurdles or barriers you see in completing the above and what
assistance is requested from the company or supervisor on the same.
Employee Signature and Date Supervisor Signature and Date IDP
LEGEND COLUMN 5: PERIOD COLUMNS 6, 7, and 8: YEARLY
DEVELOPMENTAL GOALS COLUMN 9: DEVELOPMENTAL
OBJECTIVES COLUMN 10: PURPOSE COLUMN 11: PRIORITY
COLUMN 12: DEVELOPMENTAL ACTIVITIES Use one of the
following to specify the developmental activity you will use to complete
your objectives. COLUMN 13: EVIDENCE OF ACCOMPLISHMENT
Cite specific product(s), outcome(s), or evidence that demonstrates the
completion of the planned developmental activities
==============================================
HRM 420 Week 4 Homework Part 2
1. Training return on investment (ROI) is a calculation of economic
return on a project. An organization lost 125 employees last year, at a
cost of $5,000.00 each. (Value is derived from cost to rehire and fill
opening, as well as lost investment in the employee.) You suggest that a
one-time investment in a training program (costing $250,000 up front)
will reduce turnover by 50%. Calculate the following numbers using
historical figures as your assumptions. 2. Cost-benefit analysis presents
data as a ratio to determine financial impact on company profitability.
The formula is: cost-benefit ratio = value of projected benefits divided

by cost. We have estimated that a training program on sexual harassment
will cost $14,000 and result in a savings of $70,000 (the cost of the two
settlements we paid last year). Value of projected benefits = $70,000
Cost = $14,000.00 3. Break-even analysis. This is the point in which
revenue (or savings) from the program equals the cost of the program-
the time the company has "broken even" on the cost of the training.
Formula = Break-even point = cost/savings * time time is the period of
time in which the return is being calculated, if annually, then 12months.
4. Why is it important for trainers to be able to estimate the ROI, cost-
benefit analysis, and break-even analysis? Give three reasons why
calculating this information will assist the training endeavors.
==============================================

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