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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 1 DQ 4 HRM 420 Week 2 DQ 1 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)
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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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

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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

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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.
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(HomeDepot Inc)
Training Objectives and SMART Goals Paper Building on your
assignment from last week, where you used a SWOT and gap

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(Walmart)
Training Objectives and SMART Goals Paper Building on your
assignment from last week, where you used a SWOT and gap

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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.
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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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