Assignment 2 Please read ALL directions below before starting your assignment. You may find it helpful to print a copy and cross off or highlight as you complete each expectation. Good luck! HRMN300 Assignment 2 – Summer 2020 INSTRUCTIONS: Please submit your assignment as an      attachment in your assignments folder.  Your assignment cannot be accepted via      messages, email or conferences.  You must submit to the assignment link by      the due date stated in the syllabus for credit. A missing assignment will      be assigned a 0 .  Respond to all three questions below on a      new, blank word processing document (such as MS Word).  Develop each answer to the fullest extent      possible, discussing the nuances of each topic and presenting your      arguments logically.  In addition, include citations from the      class content resources in weeks 1-6 to support your arguments.  Each answer should be robust and developed       in-depth.  You are expected to demonstrate critical       thinking skills as well as an understanding of the issues identified. Some       questions may also require personal reflection and practical application       Your responses will be evaluated for content as well as grammar and       punctuation.  All writing must be your original work. PLEASE do not copy or quote anything . Sources are just that, a reference. Once you locate       the information, read and interpret the data. What does it mean to you?       Type your own thoughts and own words. Then, include in-text citations       to support your ideas. This is       not a research paper. FORMAT: o Include a Cover Page with Name, Date, and Title of Assignment. Do not include the original question, only      the question number. Each response should be written in complete sentences , double-spaced      and spell-checked. Use 12-point Times New Roman font with 1-inch margins      on all sides. Include page numbers according to APA formatting guidelines.       In addition, you will want to include      citations in APA format at the end of each answer. Include a      minimum of 3 references for each answer. References must be from class      materials.  Question 1: Developing employees is different than training employees, though human resource functions often tend to group these activities together. Training and development are not always mutually exclusive, though they do have a different focus. Though training programs tend to be focused on improving employee performance in a current job, they may also be preparing employees for future assignments/jobs. In your own words, describe and provide at least one example of each of the following:  a) the difference between employee development and training programs;  b) how training programs can be used to support employee development;  c) how training and development support career planning. Question 2: A) Imagine that you are preparing for your first performanc.

1. Assignment 2
Please read ALL directions below before starting your
assignment. You may find it helpful to print a copy and cross
off or highlight as you complete each expectation. Good luck!
HRMN300 Assignment 2 – Summer 2020
INSTRUCTIONS:
Please submit your assignment as an attachment in your
assignments folder.
Your assignment cannot be accepted via messages, email or
conferences.
You must submit to the assignment link by the due date
stated in the syllabus for credit.
A missing assignment will be assigned a 0
.
Respond to all three questions below on a new, blank word
processing document (such as MS Word).
Develop each answer to the fullest extent possible,
discussing the nuances of each topic and presenting your
arguments logically.
In addition, include citations
from the class content resources in weeks 1-6
to support your arguments.

2. Each answer should be robust and developed in-depth.
You are expected to demonstrate critical thinking skills as
well as an understanding of the issues identified. Some
questions may also require personal reflection and practical
application Your responses will be evaluated for content as
well as grammar and punctuation.
All writing must be your original work.
PLEASE do not copy or quote
anything
.
Sources are just that, a reference. Once you locate the
information, read and interpret the data. What does it mean to
you? Type your own thoughts and own words. Then,
include in-text citations to support your ideas.
This is not a research paper.
FORMAT:
o Include a Cover Page with Name, Date, and Title of
Assignment.
Do not include the original question, only the question
number.
Each response should be written in

3. complete sentences
, double-spaced and spell-checked. Use 12-point Times New
Roman font with 1-inch margins on all sides. Include page
numbers according to APA formatting guidelines.
In addition, you will want to include citations in APA format
at the end of each answer.
Include a minimum of 3 references for each answer.
References must be from class materials.
Question 1:
Developing employees is different than training employees,
though human resource functions often tend to group these
activities together. Training and development are not always
mutually exclusive, though they do have a different focus.
Though training programs tend to be focused on improving
employee performance in a current job, they may also be
preparing employees for future assignments/jobs. In your own
words, describe and
provide at least one example
of each of the following:
a) the difference between employee development and training
programs;
b) how training programs can be used to support employee
development;
c) how training and development support career planning.
Question 2:
A) Imagine that you are preparing for your first performance
feedback session with your employee. You want the session to

4. be effective for the employee, so he/she will have the
motivation and knowledge to improve performance. You also
want to provide a valid, accurate evaluation of the employee’s
performance. What are the steps that you would take to prepare
for the session? What sources of data would you consider? Be
specific and complete...I am looking for a detailed plan and not
just a couple of quick sentences.
B) Assume the role of the employee. How would you need to
prepare for your performance evaluation meeting?
Question 3:
A) Define and discuss in detail the two types of sexual
harassment found in the workplace. Your answer should include
the actions employers can take to create a legal defense and the
actions a person subject to this type of treatment or who
witnesses these actions can take.
B) Evaluate the sexual harassment policies of your organization
and the role of the human resource manager. How were they
communicated? How were employees trained? Discuss three
ideas to improve effectiveness in reducing cases of sexual
harassment.
I have to use course material. Below are the ONLY links I can
use.
Mahew (no date)
The
Strategic
Role
of
HR

5. Managers
Heathfield (2018).
The 3 New Roles of the Human Resources Professional
Mohd (2011).
The Evolution of HR
Lumen Learning (nd).
The Changing Role of Strategic Human Resource Management
Retrieved from
https://courses.lumenlearning.com/principlesmanagement/chapte
r/16-2-the-changing-role-of-strategic-human-resource-
management-in-principles-of-management/
Lumen Learning (nd).
Purpose of Human Resource Management
Retrieved from
https://courses.lumenlearning.com/suny-
principlesmanagement/chapter/purpose-of-human-resource-
management/
Abreu (2014)
The Myriad Benefits of Diversity in the Workplace
Mayhew (no date)
Contemporary Issues faced by Human Resource Managers
Today
(Short article regarding some of the current issues affecting HR
managers)
The U.S. Equal Employment Opportunity Commission’s
“Overview of the U. S. Equal Employment
Opportunity Commission”
(HTML) Retrieved from:
http://www.eeoc.gov/eeoc/index.cfm

6. (U.S. EEOC government Web site)
The U.S. Equal Employment Opportunity Commission’s
“Laws Enforced by the EEOC”
Retrieved from
http://www.eeoc.gov/laws/statutes/index.cfm
(EEOC government Web site listing and describing laws
enforced by EEOC)
The U.S. Equal Employment Opportunity Commission’s
“Types of Discrimination”
Retrieved from
http://www.eeoc.gov/laws/types/index.cfm
(EEOC Web site)
Recommended
Heathfield (2018).
How to Demonstrate Respect in the Workplace
Washington and Patrick (2018)
3 Requirements for a Diverse and Inclusive Culture
Heathfield (2018).
3 Ways your Unconscious Bias affects your Workplace
Lumen Learning (nd).
Perception
Retrieved from
https://courses.lumenlearning.com/principlesmanagement/chapte
r/2-3-perception/
Lumen Learning (nd).
The War for Talent

7. Retrieved from
https://courses.lumenlearning.com/principlesmanagement/chapte
r/16-3-the-war-for-talent/
Lumen Learning (nd).
Globalization and Principles of Management
Retrieved from
https://courses.lumenlearning.com/principlesmanagement/chapte
r/3-5-globalization-and-principles-of-management/
Lumen Learning (nd).
Recruitment
Retrieved from
https://courses.lumenlearning.com/wmintrobusiness/chapter/rea
ding-recruitment/
Lumen Learning (nd).
Selection and Placement Strategies
Retrieved from
https://courses.lumenlearning.com/principlesmanagement/chapte
r/16-4-effective-selection-and-placement-strategies/
Juneja (n.d).
Human Resource Information System
Heathfield (2018).
Human Resource Information System
Brooks (2018).
How to Select Human Resources Information Technology
Vulpen (n.d.)
14 HR Metrics Examples
Schneider (2018).
11 HR Metrics every Manager Should Know

8. Sullivan (2017).
Top 10 HR and TA Metrics
Recommended readings:
Open University’s free 12-hour course on Human
Resources: Recruitment and Selection
: (2016)
“E
ffective Recruitment and Selection
”
Retrieved from
http://www.open.edu/openlearn/money-
management/management/human-resources/human-resources-
recruitment-and-selection/content-section-0
Williams (no date) “Internal Versus External Recruitment -
Which Is Best?” (HTML) Retrieved from (Short discussion
with Advantages and Disadvantages for hiring
internal/external.)
http://web.archive.org/web/20150422025634/http://www.article
snatch.com/Article/Internal-Versus-External-Recruitment---
Which-Is-Best--/793181
Lumen Learning (nd).
Selecting and Evaluating Employees
Retrieved from
https://courses.lumenlearning.com/wmopen-
psychology/chapter/industrial-psychology-selecting-and-
evaluating-employees/
Fauscette (2018).

9. Challenges of HR Technology and the Hiring Function
Juneja (nd).
Understanding Job Analysis
Juneja (nd).
Role of Job Analysis in Hiring Practices
Juneja (nd).
Purpose of a Job Description
Juneja (nd).
Job Description and Job Specification
Alam (2017).
Human Resource Information System: A Quality Concept
Lumen Learning (nd).
Balanced Scorecard
Retrieved from
https://courses.lumenlearning.com/principlesmanagement/chapte
r/16-7-tying-it-all-togetherusing-the-hr-balanced-scorecard-to-
gauge-and-manage-human-capital-including-your-own/
ONet (2018).
Tools and Technology Details
SHRM (2016).
HR Metric
Adhyatmika, Kynam, Tantia (2011) on Driving Employee
Motivation through Compensation and Benefits Retrieved from:
http://www.slideshare.net/tantia90/compensation-benefit-
presentation-final
(Short graphic slide presentation about compensation and
benefits)

10. Lumen Learning (nd).
Motivating Employees
Retrieved from
https://courses.lumenlearning.com/principlesmanagement/chapte
r/chapter-14-motivating-employees/
Lumen Learning (nd).
Compensation
Retrieved from
https://courses.lumenlearning.com/boundless-
business/chapter/compensation/
Rice University (nd).
Employee Compensation and Benefits
Retrieved from
https://opentextbc.ca/businessopenstax/chapter/employee-
compensation-and-benefits/
Lumen Learning (nd)
Employee Compensation Incentive and Benefits Strategies
Retrieved from
https://courses.lumenlearning.com/suny-
principlesmanagement/chapter/employee-compensation-
incentive-and-benefits-strategies/
Recommended
readings
:
Latest News on Fair Labor Standards Act Overtime Regulations
(no date). SHRM:
http://www.advocacy.shrm.org/overtime

11. Singh (2011) Managing Employee Compensation and Benefits.
Retrieved from
http://www.youtube.com/watch?v=2ADpXq4iQ-U
(Short Webcast)
The Best Ways to Reward Employees (no date). Retrieved from
http://www.entrepreneur.com/article/75340
(A short article on how to reward employees
Whitehurst (2018).
Rethinking Motivation and Engagement
Juneja (nd).
Purpose of a Job Analysis
Juneja (nd).
Job Analysis Process
Juneja (nd).
Job Design
Juneja (nd).
Employee Retention
Juneja (nd).
Importance of Employee Retention
Juneja (nd).
Total Rewards Management
Juneja (nd).
Motivation and Rewards
Juneja (nd).
Job Analysis Methods

12. Juneja (nd).
Issues in Job Design
Juneja (nd).
Approaches to Job Design
Juneja (nd).
Factors affecting Job Design
Gendelman (2016).
11 Employee Perks
Miles (2018).
Engaging Millennial Workforce
Heathfield (2017).
Keep your best: 20 Retention Tips
Juneja (nd).
Employee Retention Strategies
Juneja (nd).
Motivation for Employee Retention
Juneja (nd).
Employee Engagement and Employee Retention
Juneja (nd).
Intrinsic and Extrinsic Motivation
Liraz (nd) BizMove Business Guides:
“Employee Training and Development”
(HTML) Retrieved from:
http://www.bizmove.com/personnel/m4d.htm
(General discussion about training and development)

13. Heathfield (2016)
“Tips to Make Training and Development Work”
(HTML)
http://humanresources.about.com/od/trainingtransfer/a/training_
work.htm
(General article on how to make training work)
Springer (2011) Academic Earth:
“Protecting Human Capital”
(YouTube) Retrieved from
http://www.youtube.com/watch?v=P-fgNdk99Vw
(Short video regarding making best use of employees)
The Importance of KSAs (Knowledge, Skills, and Abilities)”
(2009) Retrieved from
http://www.va.gov/JOBS/hiring/apply/ksa.asp
Juneja (nd).
Career Development Overview
Juneja (nd).
Benefits of a Career Development System
Conway (nd).
Creating an Employee Career Development Plan
Heathfield (2018).
Steps to Create a Career Development Plan
Heathfield (2018).
5 Tips to Improve your Career Development
Heathfield (2018).
Lateral Move Provides a Career Path for an Employee

14. Lucas (2018).
10 Things HR Departments do for Employees
Lucas (2018).
How to Provide Constructive Feedback to Help Employees
Grow
Gendron (2016)
Employee Career Development is Good Business
Gomez (2014).
How Career Development Programs Support Employee
Retention
Kokemuller (nd).
Distinction between Employee Development and Career
Development
Ferrazzi (2015).
7 Ways to Improve Employee Development Programs
Conway (nd).
Managers Guide to Creating an Employee Career Development
Plan
Compa (2014)
Collective Bargaining in the United States
Bureau of Labor Statistics (2020).
Union
M
embers
Summary
Retrieved from:
https://www.bls.gov/news.release/union2.nr0.htm

15. Silverman (nd).
“How Labor Unions Work”
(HTML) Retrieved from:
http://money.howstuffworks.com/labor-union.htm
(7 page article on labor unions)
The U.S. Equal Employment Opportunity Commission’s
“Overview of the U. S. Equal Employment
Opportunity Commission”
(HTML) Retrieved from:
http://www.eeoc.gov/eeoc/index.cfm
(U.S. EEOC government Web site)
The U.S. Equal Employment Opportunity Commission’s
“Laws Enforced by the EEOC”
(HTML) Retrieved from:
http://www.eeoc.gov/laws/statutes/index.cfm
(EEOC Web site)
The U.S. Equal Employment Opportunity Commission’s
“Types of Discrimination”
Retrieved from
http://www.eeoc.gov/laws/types/index.cfm
(EEOC Web site)
View this YouTube on the History of Unions
History
of
Unions
Lumen Learning (nd).
U
nderstanding
Communication
Retrieved from

16. https://courses.lumenlearning.com/principlesmanagement/chapte
r/12-2-understanding-communication
Lumen Learning (nd).
Work Behaviors
Retrieved from
https://courses.lumenlearning.com/principlesmanagement/chapte
r/2-6-work-behaviors/
Wilkie (2018).
Young Workers Suffer from Mental Health Issues
Folz (2018).
What to say when Investigating Sexual Harassment Claims
Wilkie (2018).
Just Because Your Workers Feel Loyal Doesn't Mean They'll
Stay
Wilkie (2018).
Top 10 Ways People Get Revenge at Work
Heathfield (2018)
Progressive Discipline in the Workplace
Heathfield (2018)
How to Deal with a Bully at Work
Heathfield (2018)
Workplace Conflict Resolution