This document outlines the assignments, discussion questions, and exams for an entire online course titled HRM 420. It includes weekly assignments on topics like privacy concerns, alternative dispute resolution, recruitment and selection strategies, and more. It also includes discussion questions, exams, and information on how to purchase the full course materials.
BUS 310 Education Organization / snaptutorial.comBus 310McdonaldRyan35
BUS 310 Week 1 Quiz 1
1. One of the first factors that increased the importance of human resource management was
2. The human resource function in organizations today
3. A large computer chip manufacturer has just hired another firm to perform its applicant background checks. Which of the following is likely part of this process?
4. A small restaurant is concerned about increasing worker productivity and tries to better structure its jobs
BUS 335 Inspiring Innovation/tutorialrank.comjonhson105
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" Please respond to the following:
Think about a time when you were part of a staffing process. Describe the situation using as many details as possible. Then, recommend three (3) areas in which the staffing process could have been improved. Justify your answer.
BUS 310 Education Organization / snaptutorial.comBus 310McdonaldRyan35
BUS 310 Week 1 Quiz 1
1. One of the first factors that increased the importance of human resource management was
2. The human resource function in organizations today
3. A large computer chip manufacturer has just hired another firm to perform its applicant background checks. Which of the following is likely part of this process?
4. A small restaurant is concerned about increasing worker productivity and tries to better structure its jobs
BUS 335 Inspiring Innovation/tutorialrank.comjonhson105
For more course tutorials visit
www.tutorialrank.com
" Please respond to the following:
Think about a time when you were part of a staffing process. Describe the situation using as many details as possible. Then, recommend three (3) areas in which the staffing process could have been improved. Justify your answer.
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HRM 595 Week 1 Talent Acquisition, Management and Retention Strategies
HRM 595 Week 2 Labor Relations Guide for Management
HRM 595 Week 3 Career Development and Succession Planning
HRM 595 Week 4 Compensation, Benefits, Reward and Recognition Plan for V.P. Operations
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June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
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Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
3. ==============================================
HRM 420 Final Exam Guide
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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)
4. 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
5. 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)
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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
6. • 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
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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.
7. 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
8. 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.
9. 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)
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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.
11. 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.
==============================================
HRM 420 Week 1 DQ 1
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•How can a safety committee be a convenient and effective forum for
identifying HR risks and management needs and establishing risk
management goals?
12. •How does your current employer handle these challenges?
==============================================
HRM 420 Week 1 DQ 2
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•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.
==============================================
HRM 420 Week 1 DQ 3
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13. •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?
==============================================
HRM 420 Week 1 DQ 4
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•What are the stated risk management goals of your current HR
department?
•Do you think they are realistic?
•What would you change and why?
==============================================
HRM 420 Week 1 Quiz Set 1
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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?
15. 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.
==============================================
HRM 420 Week 1 Quiz Set 2
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16. 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
17. 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
18. 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
19. 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
20. 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.
21. 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
22. 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)
===========================================
===
HRM 420 Week 2 Assignment Gap Analysis, SWOT
Analysis, and Needs Assessment (Ebay)
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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
24. 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
25. 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.
==============================================
HRM 420 Week 2 Assignment Gap Analysis, SWOT
Analysis, and Needs Assessment (HomeDepot Inc)
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HRM 420 Week 2 Assignment Gap Analysis, SWOT Analysis, and
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
26. 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
27. 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.
==============================================
HRM 420 Week 2 Assignment Gap Analysis, SWOT
Analysis, and Needs Assessment (Walmart)
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HRM 420 Week 2 Assignment Gap Analysis, SWOT Analysis, and
Needs Assessment (Walmart)
Gap Analysis, SWOT Analysis, and Needs Assessment
28. 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
29. 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.
==============================================
HRM 420 Week 2 Assignment Recruitment and Selection
Strategy (2 PPT)
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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.
31. 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.
==============================================
HRM 420 Week 2 DQ 1
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•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?
==============================================
HRM 420 Week 2 DQ 2
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32. •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.
==============================================
HRM 420 Week 2 DQ 3
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•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?
==============================================
HRM 420 Week 2 DQ 4
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•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)
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This Tutorial contains 2 PPT
Choose a company with which you are familiar.
Research the company’s risk management strategies.
34. 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.
==============================================
HRM 420 Week 2 Quiz
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35. HRM 420 Week 2 Quiz
==============================================
HRM 420 Week 3 Assignment Employee Selection Process (2
Papers)
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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.
36. · 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.
==============================================
HRM 420 Week 3 Discrimination and Harassment Case
Study Analysis
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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.
37. 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
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•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
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•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.
39. ==============================================
HRM 420 Week 3 DQ 3
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•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
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40. •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
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•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)
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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
42. 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)
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Training Objectives and SMART Goals Paper (Ebay)
43. 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.
44. Attached is the SWOT from my last assignment that should be used for
this as well.
==============================================
HRM 420 Week 3 Training Objectives and SMART Goals
Paper (HomeDepot Inc)
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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 background (brief), the
training need established from last week’s needs assessment, and the
group of employees who need the training. (5 points)
45. 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.
==============================================
HRM 420 Week 3 Training Objectives and SMART Goals
Paper (Walmart)
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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 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)
47. 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.
==============================================
HRM 420 Week 4 Assignment Stress Reduction Plan (2 PPT)
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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.
48. · 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
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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.
49. 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
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•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
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•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?
==============================================
51. HRM 420 Week 4 DQ 3
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•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
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Describe at least three key components of an effective health and safety
program and explain why they are important.
52. •What would happen if these components were not included in the
program?
==============================================
HRM 420 Week 4 Homework 1 Individual Development
Plan
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Worksheet
1. Name (Last, First)
2. Current position
3. Department
4. Supervisor
5. Plan period (dates)
THREE-YEAR PLAN & GOALS
9. DEVELOPMENTAL OBJECTIVES
53. 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.
54. 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
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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.
55. 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
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56. 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
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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:
57. · 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.
==============================================