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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 2 DQ 2 HRM 420 Week 2 DQ 3 HRM 420 Week 2 DQ 4
HRM 420 Week 3 DQ 1 HRM 420 Week 3 DQ 2 HRM 420 Week 3 DQ
3 HRM 420 Week 3 DQ 4 HRM 420 Week 3 DQ 5 HRM 420 Week 4
DQ 1 HRM 420 Week 4 DQ 2 HRM 420 Week 4 DQ 3 HRM 420 Week
4 DQ 4 HRM 420 Week 5 DQ 1 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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Analysis, 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 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.
==============================================
Analysis, 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
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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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.
==============================================
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.
==============================================
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.
==============================================
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?
==============================================
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.
==============================================
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?
==============================================
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.
==============================================
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
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
==============================================
Paper (Walmart)
Training Objectives and SMART Goals Paper 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
==============================================
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.
==============================================
HRM 420 Week 4 Individual Assignment Paper Employment
Selection and Training and Development Programs
Write a 700- to 1,050-word paper in which you analyze the two
different selection processes and strategies by addressing the
following:
Clearly identify the case examples you are using.
Identify the purpose of each selection process.
Explain how to design the selection process to minimize risk.

Does the strategy minimize or increase overall risk for the company?
Offer one alternative for each selection process designed to reduce the
risk to the company.
==================================================
HRM 420 Week 4 Individual Assignment Workplace Safety
Ethics Summary
Resource: Case 20.3 in Employment Law, Chapter 20. Write a 600- to
800-word executive summary in Microsoft® Word in the third person
voice in which you analyze the case by addressing the following: •
Defend against or support the position of the plaintiff. • Discuss
if the plaintiff’s injury was caused due to her own negligence or the
defendant’s negligence. • As the Human Resources Director,
recommend an ethical resolution to this case to the legal department
and senior management. Format the summary consistent with APA
guidelines. Use at least a minimum of three in-text citation sources
within the summary. The sources must be identified in your APA
correctly formatted References page. Click the Assignment Files tab
to submit your assignment.
==================================================
HRM 420 Week 4 Team Assignment Health and Safety
Program (2 Papers)
This Tutorial contains 2 Papers Choose a company with which you
are familiar or create a hypothetical company. Research health and
safety programs from a search engine of your choice from the
Internet, your texts, or the University Library. Write a 1,050- to
1,400-word New Hire Health and Safety Orientation Program in
Microsoft® Word in the third person voice in which you analyze

health and safety concerns and strategies for new employees by
addressing the following: · Need for safety-first corporate culture. ·
Identify a model for desired safety-related behaviors and attitudes. ·
Explain which health and safety training classes each new hire will be
required to participate in during the first year of employment. ·
Explain strategies that minimize overall risk for the employee and
company. · Explain how safety-related behaviors and attitudes will be
monitored at all levels. Create an APA correctly formatted References
page to attach to your program so the instructor can review the
sources used to design the program. Usea minimum of three sources.
==================================================
HRM 420 Week 5 Assignment Crisis Management Plan (2
PPT)
This Tutorial contains 2 Presentations Crisis Management Plan
Resource: Risk Management, Topic 2.3 Employee Assistance
Programs and Risk Management, Topic 3.7 Crisis Management and
Contingency Planning Scenario: Your team members are employees
of Cabot Nutrition, a company that manufactures various vitamins,
minerals, and other supplements including infant formula. An
employee was found to have tampered with infant formula during
production, and has since been terminated. Several infants have
become ill as a result, but all injuries have been reported as non-life-
threatening. Two of your employees used this infant formula with
their infants, and both infants are ill. You have been tasked with
creating a response to this product-tampering crisis. Research two
examples of product-tampering cases involving real companies.
Create a 7- to 10-slide Microsoft® PowerPoint® presentation with
speaker notes explaining your response to senior management.
Include the following in your presentation: • Describe the crisis in
detail, including additional facts that you create and the results of
your investigation. • Create a Crisis Management Team that includes

job titles and responsibilities. • Summarize your communication to the
public and to stakeholder of the crisis. • Summarizeyour company’s
response to the crisis. • Identify necessary employee counseling
strategies. • Develop aplan to mitigate and prevent this type of crisis
in the future, using what you learned from your research as well as
your own company’s response. Create correctly formatted APA
references and a title slide, and include a minimum of three
references. Click on the Assignment Files tab to submit your plan.
==================================================
HRM 420 Week 5 DQ 1
•Identify at least two potential HR crises in your current workplace.
•Which crisis is most important to mitigate and why?
•What are some ways that you or your employer can help to reduce
the risk of a crisis?
==================================================
HRM 420 Week 5 DQ 2
In Human Resource Management (p. 482), the three main components
of disaster planning are addressed.
•Which of these components is missing in your current workplace or
in a workplace with which you are familiar?
•What would you recommend to change this?
==================================================
HRM 420 Week 5 DQ 3
What was the most important thing you learned during this class?

==================================================
HRM 420 Week 5 DQ 4
•What important question about this class remains unanswered?
==================================================
HRM 420 Week 5 Homework Assignment Training Analysis
(2 Set)
This Tutorial contains 2 Set of Paper/Answers HRM 420 Week 5
Homework Assignment Training Analysis As you read the travscript
trainings, take notes on the following things you notice or consider.
Who does the audience seem to be for the training? What type of
learner would best learn from this training? How much learner control
do the learners have in this training? How much should they have?
What is the reason this training is being done through technology and
not traditionally? Does this seem to be the best method? If not, what
method would you have suggested? Was a positive online learning
experience created? Were learning objectives for the training
provided to the trainees before, during, or after the training? If yes,
what were they, and were they met? If not, what did they seem to be,
and were they met? How would you rate the quality of the training?
Would you recommend this training? Would you pay to take this
training if this is your field? Instructions Your paper will analyze two
of the trainings and should cover the following concepts. The
organization of your paper will be like a report, so please use
headings to organize the report. Your boss wants to know if you think
these training modules will work for some upcoming training. The
training will be for 25 people in your organization, at a cost of $150
per seat, for access for 2 weeks. You will be reporting to your boss as
to whether you think your organization should purchase these

trainings to use. You will provide a one-page analysis (each) for each
of the trainings; and then on your final one to two pages, you will
discuss the business case for using these modules (or not using them).
This might include the cost-effectiveness of providing these modules
as training to your organization, the benefits of using these modules
for training, or any downsides and alternatives you recommend to the
use of these modules. Based on your best estimate, determine whether
you feel the value of the training will be recouped by the organization
through a benefit (savings) or whether it will be borne by the
organization as a necessary expense. Feel free to supplement your
analysis with your own assumed facts. (Be as creative as you want to
be.) Page 1 Explain the background of one of the training videos, the
content, the learning objectives that it would meet, the time frame it
will take, and the style of learners it will appeal to. Provide a brief
analysis as to the quality of the training tutorial and whether it seems
worth $150 per seat, and provide at least one alternative training
method that could be done (and at approximately what cost). Use at
least one alternative method of training discussed in Chapter 7.
Finally discuss the cost of live-styled traditional trainingâ€”hiring an
expert in the field of the tutorial’s topicâ€”or whether you feel you
have in-house experts who could do this training just as well. These
alternatives can be summarized and explained briefly. Page 2 Write a
similar analysis and write-up of the second training video. Where
your thoughts are the same as for the first video, you can briefly
summarize by saying, “This training is similar to the first module in
the areas of . . .” Then move into what is different. Perhaps there are
benefits as a result of the two modules being similar; explain these in
your paper as well. Pages 3 and 4 Propose to either use these videos
for your training or some alternative method for training. In your
proposal, explain to your boss (using professional-style writing) the
reasons for your choice. Include the concepts that are covered in
Chapters 7 and 8 as reasons for or against the use of the training
tutorials or videos or modules or your alternative method you
proposed on pages 1 and 2. Provide your final recommendation in
your concluding paragraph. Title Page and Executive Summary On
the front page of the report, use a title page. On page 2, create a brief
executive summary (four to five sentences, tops) that provides to your

supervisor the topic of your proposal with your final recommendation.
Assume that your supervisor may want to use that document to send
up the chain as a training recommendation, so include any specific
numbers you feel are important in that document. (Note that APA
sixth edition does not provide for executive summaries; instead, it
discusses abstracts. APA sixth edition is for scholarly publications
and not business writing. Because this is a report to your supervisor,
title it as an executive summary to get practice in business writing
method.)As you read the travscript trainings, take notes on the
following things you notice or consider.
==================================================
HRM 420 Week 5 Individual Assignment Paper Appendix B
Contingency Plan Evaluation (2 Papers)
This Tutorial contains 2 Plans Research and locate two contingency
plans for an organization using a search engine of your choice from
the Internet, your texts, or the University Library. 5 Complete the
worksheet using the information found in your search Write your
responses so that each contingency plan identified and addressed does
not exceed 650 to 700 words. The entire worksheet should not exceed
1,400 words. Format your contingency plans using complete
sentences, not phrases. Click the Assignment Files tab to submit your
assignment.
==================================================
HRM 420 Week 5 Team Assignment Paper HR Management
Strategy Plan (2 Papers)
Contains Both Baderman Island and Kudler Fine food Papers

Design an HR risk management strategy plan for your chosen
Baderman Island company using Appendix C as a guide.
Summarize the following in your plan:
Risk assessment and management program
Health and safety programs
Succession plan
Crisis contingency plan
==================================================
HRM 420 Week 5 Workplace Violence Protection Plan
Outline (2 Papers)
This Tutorial contains 2 Papers Workplace Violence Protection Plan
Outline Assess your current or most recent place of employment.
Identify potential workplace violence issues related to each of the
following categories. Make sure to use your own example(s) for each
category: • Outside persons (i.e., A robber intent on stealing from
your store) • Customers or clients (i.e., A former student who arrives
on campus to inflict harm) • Employees (i.e., An employee that
attacks a coworker) • Outside person who has a direct connection with
an employee (i.e., an ex-spouse intending on inflicting harm on the
other ex-spouse) Create a 350-word contingency protection plan
outline for each potential issue. Use the following template for each
outline, creating as many headings and sub-headings as needed: I.
Violence by Outside Persons (describe) A. Policy Statement 1. 2. B.
Summary of Training (describe) 1. 2. II. Violence by Customers or
Clients Include the following in each contingency plan: • Policy
Statement against this form of violence in the workplace • Summary
of training for employees to prevent this type of violence •
Responsibilities of managers and employees before, during, and after
incident 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 plan.

==================================================
HRM 420 Week 6 Homework Transfer of Training and
Evaluation (2 Set)
This Tutorial contains 2 Set of Paper/Answer Transfer of Training
and Evaluation This week, using your homework assignment from
last week (your proposal you wrote for your supervisor on whether to
purchase the training modules you evaluated), create two evaluation
instruments for one of the training modules that you reviewed last
week. First, create a pretest that you would give your trainees prior to
taking the training. Then, create a Level 2 or Level 3 instrument that
shows what the trainees learned after taking the training. Explain how
you would measure the gains your trainees achieved from the training.
(For more on the levels, see Table 6.1, page 239, of your textbook.)
Your submission to the Dropbox should include a title page with your
name and pertinent information, your explanation section on how you
will measure the gains, and two instruments (i.e., questionnaires,
quizzes, survey forms, manager feedback, etc.). The instruments
should be copy ready, in that whoever would fill out the instrument
(i.e., the trainee or the manager) should be able to do so based on your
submission. In other words, don’t just tell what your instrument
would be; create the instrument. See the lecture for more information
on this as well. If you use a tool like Surveymonkey™ (not required
but allowed), you can provide the link to the live survey as your
instrument(s). If you don’t use a tool like Surveymonkey™, then you
will need to create a paper copy of your instrument for your instructor
to grade. Be sure to publish your survey if you create one, and make
the link live for your professor to be able to access and grade.

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