This document provides an overview of course materials and assignments for HRM 531, including summaries of weekly topics, individual assignments, discussion questions, and a team project plan. Some of the key topics covered include employment strategy, organizational restructuring, compensation plans, workforce planning, performance reviews, and labor relations. The individual assignments involve analyzing employment laws, assessing how organizations ensure compliance, developing communications plans for changes, and evaluating the impact of changes on human resource functions. The team project plan asks students to define project goals, tasks, timelines and member responsibilities to lay the foundation for a collaborative team project.
This document outlines the course content and assignments for HRM 531, including weekly topics such as employment strategy, organizational restructuring, compensation and benefits, workforce planning, and performance management. It provides links and instructions for various papers, presentations, discussions, and surveys that make up the course assignments. The course appears to cover key human resource management functions and how to apply them at an organizational level through practical assignments.
Human resource planning in changing context733swati
The HR Planning Process
1.Situation analysis or Enviromental Scanning
2.Forecasting Demand for human Resources
3.Analysis of the supply of human resources.
4.Development of plans for action.
The document summarizes key concepts from Chapter 5 of the textbook "Fundamentals of Human Resource Management" by DeCenzo and Robbins. It discusses human resource planning and job analysis. Specifically, it describes how human resource planning ensures an organization has the right number and types of employees with the necessary skills to achieve strategic objectives. It also explains different methods for conducting job analysis to define job responsibilities, requirements and working conditions.
In this file, you can ref useful information about appraisal of performance such as appraisal of performance methods, appraisal of performance tips, appraisal of performance forms, appraisal of performance phrases … If you need more assistant for appraisal of performance, please leave your comment at the end of file.
This document discusses the strategic role of human resource management. It begins by outlining the chapter topics which include an introduction to HRM, the changing environment, strategic planning, and an overview of the book. Key terms are defined such as management process, human resource management, authority, and competitive advantage. The strategic roles of HRM are then examined in several sections that define HRM, discuss its importance and functions within organizations, and the evolution of HRM practices in western countries and China.
The document discusses human resource planning (HRP), including its definition, importance, process, and challenges. It provides details on:
- HRP involves determining future human resource needs and how to utilize current staff effectively.
- The HRP process includes forecasting future HR demand and supply, developing HR programs, implementation, and evaluation.
- Forecasting techniques include managerial judgment, trend analysis, and the Delphi method.
- HRP helps ensure the right people are in the right jobs at the right time to achieve organizational goals. It also facilitates succession planning and allows organizations to expand or contract as needed.
- Challenges include the time and costs involved, uncertainties in forecasting
This document outlines the course content and assignments for HRM 531, including weekly topics such as employment strategy, organizational restructuring, compensation and benefits, workforce planning, and performance management. It provides links and instructions for various papers, presentations, discussions, and surveys that make up the course assignments. The course appears to cover key human resource management functions and how to apply them at an organizational level through practical assignments.
Human resource planning in changing context733swati
The HR Planning Process
1.Situation analysis or Enviromental Scanning
2.Forecasting Demand for human Resources
3.Analysis of the supply of human resources.
4.Development of plans for action.
The document summarizes key concepts from Chapter 5 of the textbook "Fundamentals of Human Resource Management" by DeCenzo and Robbins. It discusses human resource planning and job analysis. Specifically, it describes how human resource planning ensures an organization has the right number and types of employees with the necessary skills to achieve strategic objectives. It also explains different methods for conducting job analysis to define job responsibilities, requirements and working conditions.
In this file, you can ref useful information about appraisal of performance such as appraisal of performance methods, appraisal of performance tips, appraisal of performance forms, appraisal of performance phrases … If you need more assistant for appraisal of performance, please leave your comment at the end of file.
This document discusses the strategic role of human resource management. It begins by outlining the chapter topics which include an introduction to HRM, the changing environment, strategic planning, and an overview of the book. Key terms are defined such as management process, human resource management, authority, and competitive advantage. The strategic roles of HRM are then examined in several sections that define HRM, discuss its importance and functions within organizations, and the evolution of HRM practices in western countries and China.
The document discusses human resource planning (HRP), including its definition, importance, process, and challenges. It provides details on:
- HRP involves determining future human resource needs and how to utilize current staff effectively.
- The HRP process includes forecasting future HR demand and supply, developing HR programs, implementation, and evaluation.
- Forecasting techniques include managerial judgment, trend analysis, and the Delphi method.
- HRP helps ensure the right people are in the right jobs at the right time to achieve organizational goals. It also facilitates succession planning and allows organizations to expand or contract as needed.
- Challenges include the time and costs involved, uncertainties in forecasting
In this file, you can ref useful information about performance appraisal journal such as performance appraisal journal methods, performance appraisal journal tips, performance appraisal journal forms, performance appraisal journal phrases … If you need more assistant for performance appraisal journal, please leave your comment at the end of file.
The document contains questions from an HR audit of a company. It requests information about the company background, industry, business strategy and how HR strategy aligns with it. It also contains questions about HR policies, programs, manpower planning, recruitment, training, performance management, compensation and benefits. The questions are seeking to understand the company's HR strategies, processes, programs and their effectiveness in supporting the business objectives.
H U M A N R E S O U R C E P L A N N I N GGuru Ramphul
The document discusses the process of human resource planning. It begins by distinguishing human resource planning from manpower planning, noting that HR planning takes a more strategic approach that considers employee commitment, motivation and development. It then outlines the key steps in human resource planning: 1) setting goals and objectives, 2) estimating future organizational structure and manpower needs, 3) auditing current human resources, 4) planning job requirements and descriptions, and 5) developing the human resource plan to meet needs. The overall goal of HR planning is to maintain and improve the organization's ability to achieve its goals by developing strategies for optimal human resource contribution.
The document discusses the importance of effective job analysis for human resource planning and management. It explains that HR planning must be linked to organizational strategy to identify the necessary skills, knowledge, and abilities for roles. A key part of this process is job analysis, which systematically explores job activities, requirements, and conditions. Insights from job analysis inform job descriptions and help ensure an organization has the right people in the right roles to achieve its goals.
This document discusses human resource management practices at organizations. It covers recruitment processes like job analysis, advertising openings, application reviews and interviews. It also discusses retaining employees through rewards, motivation techniques, and performance reviews. The roles of line managers and legal/regulatory frameworks that impact HR are examined. Common causes for employment termination and organizations' procedures for exiting employees are also summarized.
In this file, you can ref useful information about what is performance appraisal system such as what is performance appraisal system methods, what is performance appraisal system tips, what is performance appraisal system forms, what is performance appraisal system phrases … If you need more assistant for what is performance appraisal system, please leave your comment at the end of file.
In this file, you can ref useful information about performance appraisal in human resource management such as performance appraisal in human resource management methods, performance appraisal in human resource management tips, performance appraisal in human resource management forms, performance appraisal in human resource management phrases … If you need more assistant for performance appraisal in human resource management, please leave your comment at the end of file.
Strategic human resource management involves using employees to gain a competitive advantage. Core competencies are unique capabilities that create value, such as organizational culture, productivity, and quality products/services. Human resource planning involves forecasting supply and demand of human resources based on the organization's strategic plan. Effectiveness is assessed using metrics like costs, turnover, and benchmarks compared to best practices. HR information systems integrate data for decision-making.
This chapter discusses human resource planning, including its purposes, processes, and techniques. It covers projecting future human resource supply and needs, comparing projections, and planning policies to address surpluses or shortages. Specific topics include forecasting methods like unit forecasting and the Delphi technique, evaluating alternatives to address imbalances, and conducting audits to evaluate human resource planning effectiveness.
This document discusses forecasting human resource (HR) supply and demand. It defines HR forecasting as projecting future organizational HR needs and how those needs will be met. Without forecasting, an organization cannot assess differences between supply and demand. The document outlines factors and methods for forecasting internal and external HR supply, such as trend analysis and competency models. It also discusses factors that influence HR demand forecasting, like employment trends and productivity. Methods for forecasting HR demand include managerial judgment, work-study techniques, and econometrics models.
Workforce & Workstream Planning & Analysis (WP&A) serves as a foundational element for managing an organization’s human capital. It enables organizations to strategically meet current and future workforce needs and prevents unnecessary disruptions in maintaining a steady-state workforce. Workforce & workstream planning further assists organizations by ensuring that positions are filled by the right employees with the necessary competencies and that the workforce meets future organizational goals and objectives. The more effective the development and execution of the workforce plan, the more the organization is able to leverage its human capital to accomplish its strategic goals.
The primary elements of the workforce analysis methodology involve a review of the following: (1) Mission critical occupations and competencies; (2) Supply – evaluate the current headcount of the organization including anticipated retirements and separations, and identify the current skills and competencies of the workforce; (3) Demand – forecast the optimal headcount and competencies needed to meet the needs of the organization in the future; identify skills and competencies needed in mission-critical occupations in the future workforce; (4) Gap Analysis – evaluate the gap between the supply and demand analyses. The Gap Analysis identifies headcount and competency surpluses and deficiencies. From the Gap Analysis the following are derived: Future Headcount Gap & Future Competency Gap; (5) Workflow of personnel across the business.
Additionally, a workforce analysis should include a review of the following: (1) Workforce activity analysis; (2) Demographics (including age, distribution, and tenure); (3) Industry trends; (4) Projections (retirements, separations, etc.); (5) Workforce diversity; (6) Educational pipelines (particularly regarding sources of new hires); (7) Supervisor ratio; (8) Labor market supply (including unemployment rates); (9) Risk analysis (to minimize the impact on the workforce due to restructuring); (10) Consideration of strategies to close gaps, such as succession planning, target recruitment, training programs, restructuring, retention, strategies, etc.
This document provides an overview of manpower planning and administration. It defines manpower planning and discusses its objectives and rationale. The key aspects covered are:
1. Manpower planning involves forecasting an organization's future human resource needs and ensuring those needs are met.
2. The objectives of manpower planning are to provide for present and future personnel needs quantitatively and qualitatively, and ensure optimum use of current personnel.
3. Formal manpower planning is essential for modern organizations due to factors like changing technology and skills needs.
4. The manpower planning process involves 5 stages - linking to corporate goals, assessing current situation, forecasting demand and supply, implementing plans, and evaluating/adjust
HRM : Personnel Planning is fundamentally about matching human manpower forces to the strategic and operational needs of the organization and securing the full utilization of these manpower forces for obtaining fully, the goals and objectives of the organization. Here I'm focusing on HRM activities of a library,
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
3.16 understanding hr objectives and strategies - moodleMissHowardHA
This document provides an overview of human resource management objectives and strategies. It defines key HR terms and concepts, discusses internal and external factors that influence the setting of HR objectives, and compares "hard" and "soft" approaches to HR management. The document aims to help readers understand common HR goals, how HR strategies are shaped, and the relative strengths and weaknesses of different strategic approaches. Interactive elements include multiple choice questions to test comprehension and short answer questions for students to explain concepts.
This document provides information about performance appraisal statistics, including definitions, methods, tips, and forms. It discusses how performance appraisals can help organizations measure employee performance, provide feedback, and identify ways to improve employee engagement and goal achievement. Specific statistics are presented showing areas where many employees feel undervalued or that opportunities are lacking. The document recommends using performance appraisal software to collect and analyze employee performance data over time to track improvements or declines.
Hrm 595 tutor learn by doing hrm595tutor.comaustinalq
This document outlines the course content for HRM 595, including discussion questions, assignments, and a final proposal plan. Over the 6-week course, students build a comprehensive HR proposal plan through assignments addressing staffing, performance management, training, compensation, and strategic change. The plan is presented to the board of directors to support organizational growth and a changing culture. Key topics covered include job analysis, employment laws, performance appraisal methods, compensation planning, and creating an innovative culture.
BTEC Assignment Brief QualificationBTEC Business (Extend.docxrichardnorman90310
BTEC Assignment Brief
Qualification
BTEC Business (Extended Diploma) – ALL PATHWAYS
Unit number and title
16
Learning aim(s) (For NQF only)
Assignment title
The Essentials of Human Resource Management.
Assessor
Des Corlis; Scott Haragan; Barbara Mercer; James Brown
Hand out date
14 September 2018
Hand in deadline
21 September 2018
Vocational Scenario or Context
As a WKC business student, you are trying to gain as much experience of business functional areas as possible and have managed to gain a two-week placement with a leading company in their Human Resources (HR) department. There is the possibility of an internship at the end of your course depending on how well you complete the placement in researching and reporting back on the following factors:
1. The internal and external factors that are involved in the HR planning in organisations
2. How the employee skills required are identified
Your placement provider is very keen for you to demonstrate a range of communication skills and expects your feedback in a variety of formats.
Task 1
In order to complete this section of the assignment, write an essay describing the factors that impact Human Resource (HR) planning in an organisation of your choice.
You will need to consider:
a) Internal planning factors such as organisational needs, skills requirements, workforce profiles
b) External planning factors such as supply of labour, labour costs, workforce skills, government policy, labour market competition, changing nature of work, employee expectations, impact of automation, demand for products and services
You now need to develop your work to explain why HR planning is important in your organisation? You should explore the following:
a) Why your organisation needs effective HR planning to succeed
b) What constitutes effective HR planning
Make sure you provide specific examples and that you have clearly demonstrated and explained the advantages of good planning and how poor planning can have severe implications.
Checklist of evidence required
Essay
Criteria covered by this task:
Unit/Criteria reference
To achieve the criteria you must show that you are able to:
P1
Describe the internal and external factors to consider when planning the human resources requirements of an organisation.
M1
Explain why human resource planning is important to an organisation
Task 2
Through your research for Task 1, you should have developed a good understanding of your chosen organisation and now need to describe how it identifies the labour (employee) skills it needs now and in the future. Consider the different ways it could find out the existing skills base. Are there particular skills sets that will become more or less in demand? Importantly, how can the current skills sets be identified and are there implications to the methods involved?
Prepare a presentation (no more than 15 slides) for your placement manager.
Checklist of evidence required
Presentation
Criteria covered by t.
NameDateCourse PSA Title _______________________.docxpauline234567
Name:
Date:
Course:
PSA Title: _________________________
Opening Statement:
Role of Physical Educators:
Role of Sport Leaders:
Role of Exercise Scientists:
Strategies and Steps Individuals can do:
Word count:
MGT 420 Case study #4 Presentation worksheet:
Class
Names
Overview of the Organization:
1. Provide an overview of the chosen organization.
2. Justify the choice of the organization.
·
Why this organization?
3. Identify the change needed and how the issue has impacted the organization (
why is this a significant problem).
Good place to have a citation on both the slides + note pages
Organizational Subsystems in Need of Change Within the Organization:
1. Identify three of the subsystems in the organization that relate to the needed change that was identified.
2. Of the three subsystems chosen, identify the main subsystem that failed and led to the problem.
3. Provide a justification or explanation for choosing the main subsystem for change.
Remember an individual is not a subsystem, a department would be an example of a subsystem.
What is this the main subsystem (subsystem 1) and why?
Good place to have a citation on both the slides + note pages
Sub system 2
Sub systems 3
Impact of the Proposed Change on Two Other Organizational Subsystems:
1. Discuss how the proposed change will affect the other two subsystems identified.
2. Discuss any system realignment that may result from the changes proposed.
Explain how the change in the main sub system (subsystem 1) affect the other 2 sub-systems?
How will subsystem 2 change
How will subsystem 3 change
Subsystem Comparison to Another Organization:
1. Compare the chosen subsystem for change to the same subsystem in a different organization. The subsystem chosen should be from an organization that is successful in the area of change being proposed. Provide justification.
Compare the main sub system (subsystem 1) in your chose organization to the same sub system in a comparison organization
Good place to have a citation on both the slides + note pages
Satisfaction of Three Stakeholders:
1. Identify any three stakeholders in the organization affected by the proposed change.
2. Explain how the proposed change will satisfy each of the three stakeholders identified.
Identify 3 Stakeholders and how the change will affect them
Stakeholder 1 (and how they will be affected)
Stakeholder 2 (and how they will be affected)
Stakeholder 3 (and how they will be affected)
Good place to have a citation both the slides + note pages
Ethical and Social Responsibility
What does the organization’s website state about their view on ethics? Does the organization's published view on ethical standards conform to or differ from their practice(s)? Use the “
Four views of Ethics” to compare the published versus practiced ethical behavio.
In this file, you can ref useful information about performance appraisal journal such as performance appraisal journal methods, performance appraisal journal tips, performance appraisal journal forms, performance appraisal journal phrases … If you need more assistant for performance appraisal journal, please leave your comment at the end of file.
The document contains questions from an HR audit of a company. It requests information about the company background, industry, business strategy and how HR strategy aligns with it. It also contains questions about HR policies, programs, manpower planning, recruitment, training, performance management, compensation and benefits. The questions are seeking to understand the company's HR strategies, processes, programs and their effectiveness in supporting the business objectives.
H U M A N R E S O U R C E P L A N N I N GGuru Ramphul
The document discusses the process of human resource planning. It begins by distinguishing human resource planning from manpower planning, noting that HR planning takes a more strategic approach that considers employee commitment, motivation and development. It then outlines the key steps in human resource planning: 1) setting goals and objectives, 2) estimating future organizational structure and manpower needs, 3) auditing current human resources, 4) planning job requirements and descriptions, and 5) developing the human resource plan to meet needs. The overall goal of HR planning is to maintain and improve the organization's ability to achieve its goals by developing strategies for optimal human resource contribution.
The document discusses the importance of effective job analysis for human resource planning and management. It explains that HR planning must be linked to organizational strategy to identify the necessary skills, knowledge, and abilities for roles. A key part of this process is job analysis, which systematically explores job activities, requirements, and conditions. Insights from job analysis inform job descriptions and help ensure an organization has the right people in the right roles to achieve its goals.
This document discusses human resource management practices at organizations. It covers recruitment processes like job analysis, advertising openings, application reviews and interviews. It also discusses retaining employees through rewards, motivation techniques, and performance reviews. The roles of line managers and legal/regulatory frameworks that impact HR are examined. Common causes for employment termination and organizations' procedures for exiting employees are also summarized.
In this file, you can ref useful information about what is performance appraisal system such as what is performance appraisal system methods, what is performance appraisal system tips, what is performance appraisal system forms, what is performance appraisal system phrases … If you need more assistant for what is performance appraisal system, please leave your comment at the end of file.
In this file, you can ref useful information about performance appraisal in human resource management such as performance appraisal in human resource management methods, performance appraisal in human resource management tips, performance appraisal in human resource management forms, performance appraisal in human resource management phrases … If you need more assistant for performance appraisal in human resource management, please leave your comment at the end of file.
Strategic human resource management involves using employees to gain a competitive advantage. Core competencies are unique capabilities that create value, such as organizational culture, productivity, and quality products/services. Human resource planning involves forecasting supply and demand of human resources based on the organization's strategic plan. Effectiveness is assessed using metrics like costs, turnover, and benchmarks compared to best practices. HR information systems integrate data for decision-making.
This chapter discusses human resource planning, including its purposes, processes, and techniques. It covers projecting future human resource supply and needs, comparing projections, and planning policies to address surpluses or shortages. Specific topics include forecasting methods like unit forecasting and the Delphi technique, evaluating alternatives to address imbalances, and conducting audits to evaluate human resource planning effectiveness.
This document discusses forecasting human resource (HR) supply and demand. It defines HR forecasting as projecting future organizational HR needs and how those needs will be met. Without forecasting, an organization cannot assess differences between supply and demand. The document outlines factors and methods for forecasting internal and external HR supply, such as trend analysis and competency models. It also discusses factors that influence HR demand forecasting, like employment trends and productivity. Methods for forecasting HR demand include managerial judgment, work-study techniques, and econometrics models.
Workforce & Workstream Planning & Analysis (WP&A) serves as a foundational element for managing an organization’s human capital. It enables organizations to strategically meet current and future workforce needs and prevents unnecessary disruptions in maintaining a steady-state workforce. Workforce & workstream planning further assists organizations by ensuring that positions are filled by the right employees with the necessary competencies and that the workforce meets future organizational goals and objectives. The more effective the development and execution of the workforce plan, the more the organization is able to leverage its human capital to accomplish its strategic goals.
The primary elements of the workforce analysis methodology involve a review of the following: (1) Mission critical occupations and competencies; (2) Supply – evaluate the current headcount of the organization including anticipated retirements and separations, and identify the current skills and competencies of the workforce; (3) Demand – forecast the optimal headcount and competencies needed to meet the needs of the organization in the future; identify skills and competencies needed in mission-critical occupations in the future workforce; (4) Gap Analysis – evaluate the gap between the supply and demand analyses. The Gap Analysis identifies headcount and competency surpluses and deficiencies. From the Gap Analysis the following are derived: Future Headcount Gap & Future Competency Gap; (5) Workflow of personnel across the business.
Additionally, a workforce analysis should include a review of the following: (1) Workforce activity analysis; (2) Demographics (including age, distribution, and tenure); (3) Industry trends; (4) Projections (retirements, separations, etc.); (5) Workforce diversity; (6) Educational pipelines (particularly regarding sources of new hires); (7) Supervisor ratio; (8) Labor market supply (including unemployment rates); (9) Risk analysis (to minimize the impact on the workforce due to restructuring); (10) Consideration of strategies to close gaps, such as succession planning, target recruitment, training programs, restructuring, retention, strategies, etc.
This document provides an overview of manpower planning and administration. It defines manpower planning and discusses its objectives and rationale. The key aspects covered are:
1. Manpower planning involves forecasting an organization's future human resource needs and ensuring those needs are met.
2. The objectives of manpower planning are to provide for present and future personnel needs quantitatively and qualitatively, and ensure optimum use of current personnel.
3. Formal manpower planning is essential for modern organizations due to factors like changing technology and skills needs.
4. The manpower planning process involves 5 stages - linking to corporate goals, assessing current situation, forecasting demand and supply, implementing plans, and evaluating/adjust
HRM : Personnel Planning is fundamentally about matching human manpower forces to the strategic and operational needs of the organization and securing the full utilization of these manpower forces for obtaining fully, the goals and objectives of the organization. Here I'm focusing on HRM activities of a library,
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
3.16 understanding hr objectives and strategies - moodleMissHowardHA
This document provides an overview of human resource management objectives and strategies. It defines key HR terms and concepts, discusses internal and external factors that influence the setting of HR objectives, and compares "hard" and "soft" approaches to HR management. The document aims to help readers understand common HR goals, how HR strategies are shaped, and the relative strengths and weaknesses of different strategic approaches. Interactive elements include multiple choice questions to test comprehension and short answer questions for students to explain concepts.
This document provides information about performance appraisal statistics, including definitions, methods, tips, and forms. It discusses how performance appraisals can help organizations measure employee performance, provide feedback, and identify ways to improve employee engagement and goal achievement. Specific statistics are presented showing areas where many employees feel undervalued or that opportunities are lacking. The document recommends using performance appraisal software to collect and analyze employee performance data over time to track improvements or declines.
Hrm 595 tutor learn by doing hrm595tutor.comaustinalq
This document outlines the course content for HRM 595, including discussion questions, assignments, and a final proposal plan. Over the 6-week course, students build a comprehensive HR proposal plan through assignments addressing staffing, performance management, training, compensation, and strategic change. The plan is presented to the board of directors to support organizational growth and a changing culture. Key topics covered include job analysis, employment laws, performance appraisal methods, compensation planning, and creating an innovative culture.
BTEC Assignment Brief QualificationBTEC Business (Extend.docxrichardnorman90310
BTEC Assignment Brief
Qualification
BTEC Business (Extended Diploma) – ALL PATHWAYS
Unit number and title
16
Learning aim(s) (For NQF only)
Assignment title
The Essentials of Human Resource Management.
Assessor
Des Corlis; Scott Haragan; Barbara Mercer; James Brown
Hand out date
14 September 2018
Hand in deadline
21 September 2018
Vocational Scenario or Context
As a WKC business student, you are trying to gain as much experience of business functional areas as possible and have managed to gain a two-week placement with a leading company in their Human Resources (HR) department. There is the possibility of an internship at the end of your course depending on how well you complete the placement in researching and reporting back on the following factors:
1. The internal and external factors that are involved in the HR planning in organisations
2. How the employee skills required are identified
Your placement provider is very keen for you to demonstrate a range of communication skills and expects your feedback in a variety of formats.
Task 1
In order to complete this section of the assignment, write an essay describing the factors that impact Human Resource (HR) planning in an organisation of your choice.
You will need to consider:
a) Internal planning factors such as organisational needs, skills requirements, workforce profiles
b) External planning factors such as supply of labour, labour costs, workforce skills, government policy, labour market competition, changing nature of work, employee expectations, impact of automation, demand for products and services
You now need to develop your work to explain why HR planning is important in your organisation? You should explore the following:
a) Why your organisation needs effective HR planning to succeed
b) What constitutes effective HR planning
Make sure you provide specific examples and that you have clearly demonstrated and explained the advantages of good planning and how poor planning can have severe implications.
Checklist of evidence required
Essay
Criteria covered by this task:
Unit/Criteria reference
To achieve the criteria you must show that you are able to:
P1
Describe the internal and external factors to consider when planning the human resources requirements of an organisation.
M1
Explain why human resource planning is important to an organisation
Task 2
Through your research for Task 1, you should have developed a good understanding of your chosen organisation and now need to describe how it identifies the labour (employee) skills it needs now and in the future. Consider the different ways it could find out the existing skills base. Are there particular skills sets that will become more or less in demand? Importantly, how can the current skills sets be identified and are there implications to the methods involved?
Prepare a presentation (no more than 15 slides) for your placement manager.
Checklist of evidence required
Presentation
Criteria covered by t.
NameDateCourse PSA Title _______________________.docxpauline234567
Name:
Date:
Course:
PSA Title: _________________________
Opening Statement:
Role of Physical Educators:
Role of Sport Leaders:
Role of Exercise Scientists:
Strategies and Steps Individuals can do:
Word count:
MGT 420 Case study #4 Presentation worksheet:
Class
Names
Overview of the Organization:
1. Provide an overview of the chosen organization.
2. Justify the choice of the organization.
·
Why this organization?
3. Identify the change needed and how the issue has impacted the organization (
why is this a significant problem).
Good place to have a citation on both the slides + note pages
Organizational Subsystems in Need of Change Within the Organization:
1. Identify three of the subsystems in the organization that relate to the needed change that was identified.
2. Of the three subsystems chosen, identify the main subsystem that failed and led to the problem.
3. Provide a justification or explanation for choosing the main subsystem for change.
Remember an individual is not a subsystem, a department would be an example of a subsystem.
What is this the main subsystem (subsystem 1) and why?
Good place to have a citation on both the slides + note pages
Sub system 2
Sub systems 3
Impact of the Proposed Change on Two Other Organizational Subsystems:
1. Discuss how the proposed change will affect the other two subsystems identified.
2. Discuss any system realignment that may result from the changes proposed.
Explain how the change in the main sub system (subsystem 1) affect the other 2 sub-systems?
How will subsystem 2 change
How will subsystem 3 change
Subsystem Comparison to Another Organization:
1. Compare the chosen subsystem for change to the same subsystem in a different organization. The subsystem chosen should be from an organization that is successful in the area of change being proposed. Provide justification.
Compare the main sub system (subsystem 1) in your chose organization to the same sub system in a comparison organization
Good place to have a citation on both the slides + note pages
Satisfaction of Three Stakeholders:
1. Identify any three stakeholders in the organization affected by the proposed change.
2. Explain how the proposed change will satisfy each of the three stakeholders identified.
Identify 3 Stakeholders and how the change will affect them
Stakeholder 1 (and how they will be affected)
Stakeholder 2 (and how they will be affected)
Stakeholder 3 (and how they will be affected)
Good place to have a citation both the slides + note pages
Ethical and Social Responsibility
What does the organization’s website state about their view on ethics? Does the organization's published view on ethical standards conform to or differ from their practice(s)? Use the “
Four views of Ethics” to compare the published versus practiced ethical behavio.
This document provides instructions for a collaborative learning community assignment to create an organizational plan and operational plan for a capstone project. For the organizational plan, students must describe the management team and their skills, outline a McKinsey 7-S assessment, and explain the business and corporate strategies. For the operational plan, students need to describe the supply chain, identify partners and suppliers, explain how operational effectiveness will be optimized, and discuss primary and support activities from a value chain perspective. Both plans require at least 500 words and following APA guidelines.
Deliverables • 8 (max!) pages, double‐spaced, 12‐pt Times New .docxsimonithomas47935
Deliverables
• 8 (max!) pages, double‐spaced, 12‐pt Times New Roman, 1‐inch margins
Page count does not include mathematical work, graphs, etc.
Graphs, figures, tables may be attached to write‐up (as appendix) or
integrated in write‐up
I expect an error‐free, perfectly formatted submission!
FORMAT (Important: Answer all questions within this format (please no ‘question – answer’ structure)!
1.Brief Executive Summary
- Should contain all relevant recommendations
- NO LONGER THAN HALF
A page
2.Background:
Brief introduction of company and key issue (essence of the case)
Don’t paraphrase (max. half a page)
3.Analysis:
Quantitative (show analysis) and Qualitative (explain it)
Explain relevant variables, constraints and assumptions
Use tools: SWOT, Kraljic, Sensitivity analysis, etc.
Helps to derive alternative strategies
4.Derive Alternatives:
Identify different alternatives
Identify/discuss key decision variables
Compare alternatives and discuss trade‐offs
Criteria for accepting/rejecting solutions
5. Final Recommendation(s)
Present final strategy and expected contribution/benefit
Discuss recommended implementation (e.g., timeline, necessary investments)
Case Study Questions (1/4)
1. Develop a process that provides a logical order to the critical activities and decisions involved in the supplier evaluation and selection process. For example, the first step of this process may include recognizing (or anticipating) that a supplier selection need exists. Subsequent steps should follow from the actual or anticipated need. Present this process in the form of a flow chart with key decision points clearly identified.
Case Study Questions (2/4)
2. Discuss possible sources of supplier financial information. Which factors influence the ability of Systems Technologies to obtain supplier financial data? (Hint: Think of supplier characteristics, etc.)
Case Study Questions (3/4)
3. What is your recommended sourcing strategy for Systems Technologies? Perform various analyses (see below) to support your decision. Also, make sure to discuss the advantages and disadvantages of single and multiple sourcing.
-Assume you have used several of these sources to collect supplier financial data (data provided in the case). Perform a supplier financial analysis. Provide a brief interpretation of each financial ratio. (See supporting worksheet)
-Perform a total cost analysis. (See supporting worksheet)
-Perform a supplier capacity analysis. How important is supplier capacity in
-Develop a supplier evaluation and selection tool with relevant performance categories for the sourcing decision under consideration (See supporting worksheet).
this case? Why?
-Develop a sourcing risk management plan. For this task, (1) identify the potential risks associated with a sourcing decision, (2) assess the possible magnitude of each risk to operations, and (3) identify ways to manage or reduce risk exposure. (See supporting worksheet) .
Mgt 311 full tutorials uop (organizational development)laynepettus
This document provides details for an assignment involving creating employee portfolios and management plans for three employees at Riordan Manufacturing. It includes instructions to complete employee assessments, analyze how employee characteristics affect organizational performance, develop motivational strategies based on assessment results, and address conflicts that arise between employees. Reflection discussions are also included for students to discuss topics covered each week and their application to their own fields.
ResourcesRequired ResourcesThe following resources are require.docxsjennifer395
ResourcesRequired Resources
The following resources are required to complete the assessment.Capella Resources
The following documents introduce the Atha Corporation case study. This case study forms the basis for your assessments in this course.
· Executive Department Management Instructions [DOCX].
. Use this document to understand your directives and parameters as a manager for the Atha Corporation.
· Doubling Sales Memo [DOCX].
For your assessments in this course, you will choose a functional area to focus on in addition to the human resources functional area. As you move through your assessments, you will be completing sections of the strategic alignment worksheets listed below:
· Accounting and Finance SAW [DOCX].
· Human Resources SAW [DOCX].
· Operations and Production SAW [DOCX].
· Sales and Marketing SAW [DOCX].
Assessment Instructions
Case Study Introduction
In this course, you will complete four assessments based on the Atha Corporation case study. Based on the scenario provided in the Atha Corporation materials, you will simulate an organization-wide strategy of goal setting and achievement by creating alignment between daily activities, department objectives, and organizational goals. As a manager of the fictional Atha Corporation, you will examine two functional areas within the organization:
· The human resources functional area.
· Your choice of one of the following three additional functional areas:
1. Sales and marketing.
2. Operations and production.
3. Accounting and finance.
For each functional area (both the human resources area and your additional chosen functional area), you will create a strategic alignment worksheet (SAW), developing different sections of both forms through successive course assessments. You will also create organizational charts for both functional areas. Note that you are expected to choose your second functional area in this assessment, and to continue to use that same functional area throughout the course.
Preparation
To prepare for this assessment, complete the following:
· Select Functional Area: In addition to human resources functions, select one of the following functional areas to focus on:
. Sales and marketing.
. Operations and production.
. Accounting and finance.
· Download worksheets: Download the strategic alignment worksheets for your chosen functional area and for the human resources area. (The SAWs are linked in the Resources under the Required Resources heading.)
· View Videos: Watch the Presentation from the CEO video and the Atha Corporation: Planning video, both of which are linked in the Resources under the Required Resources heading. These videos introduce the Atha Corporation case study.
· Read Atha Corp Documents: Read the Executive Department Management Instructions and the Doubling Sales Memo, both of which are linked in the Resources under the Required Resources heading.
· Research Planning Processes: Conduct independent research to familiarize yourself with the proc.
For more course tutorials visit
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This course contains a number of resources to aid in student learning and success. Familiarize yourself with the following:
You have studied strategic and general considerations of performance management in your course readings. Performance management is an important contributor to tracking and meeting organizational goals and should be a part of the organization's strategic plan. Ideally, there is a clear link among an organization's mission, vision, goals, strategies, and what is actually done at the departmental or employee level. For this assignment, you will apply these concepts to an organization and write a report in approximately 3–5 pages on the basis of your findings.
You have studied strategic and general considerations of performance management in your course readings. Performance management is an important contributor to tracking and meeting organizational goals and should be a part of the organization's strategic plan. Ideally, there is a clear link among an organization's mission, vision, goals, strategies, and what is actually done at the departmental or employee level. For this assignment, you will apply these concepts to an organization and write a report in approximately 3–5 pages on the basis of your findings.
Directions:
This document provides an overview of the course materials for BSHS 425 Entire Course. It lists the weekly assignments which include papers, presentations, and interviews related to human services organizations. The core topics covered are empowerment approaches, diversity, motivation, supervision, and developing an ideal "Dream Agency". Students work in learning teams to propose and present their Dream Agency, applying concepts from the course to the six elements of management: planning, design, human resources, supervision, budgeting, and evaluation.
For more course tutorials visit
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Please check all included Assignment Below
BSHS 425 Week 1 Assignment Commonalities & Successes Paper (2 Papers)
BSHS 425 Week 2 Empowerment Approach with Your INDIVIDUAL Dream Agency HSM Paper
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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
Review the following scenarioAssume that you have recently be.docxinfantkimber
Review the following scenario:
Assume that you have recently been hired as the director of continuous improvement of a company. You are an outside hire with limited history of the firm and personal capital at the firm, and you are responsible for lean production, total quality management (TQM), six sigma, and best practice implementation.
Lean production means doing more with less, such as less inventory, fewer workers, or less space. A recent trade in quality management is lean six sigma (also known as lean sigma) that integrates six sigma and lean production.
The capacity for which you were hired has existed for three years with a direct line of report to the vice-president of operations and dotted line of report to the head of information technology (IT), the chief information officer (CIO), and the director of internal controls and audit. You are the second person to fill in this position. You have a team of internal consultants; half of your team has six sigma black belt or equivalent capabilities with the remainder having a solid understanding of operations and IT. You also have a budget for two external vendor resources.
You have taken six months to familiarize yourself with the organization and its people, mission, goals, strategy, and structure. In this time, you have also evaluated current operations. At the end of this period, you are assigned to deliver a report identifying the three most promising avenues for achieving best practices within the company. You have already been told that the company suffers from both aging and complex information systems and that your recommendation must include a major upgrade of those systems. The executive officers anticipate major investments in IT over the next several years. Your best practice implementations, coupled with new technology, must be measurable in terms of speed, quality, productivity, and efficiency or other key performance indicators that you identify in your report.
For this assignment, you will choose a company with which you are familiar. You are encouraged to choose a company for which you currently work or have worked, but you may choose some other firm if you believe it will be a compelling analysis.
You may choose one area of the company, such as a manufacturing plant or product design, to focus on if you can make a strong case. Your recommendations should have the following features.
Repeatable: If you “fix” three things in a manufacturing plant, you should be able to tackle the “next” three in iteration.
Scalable: If they work in one plant, they should work in all of them.
Replicable: Your process for improvement should be repeatable in different, disparate parts of the organization.
This is a key initiative at the “C” level, and your recommendation will reach the board of directors.
Your paper must include the following sections:
Strategic Overview
: (1 page)
Provide a brief description of the following elements:
The company, including it ...
The assessment and organizational development (OD) process generally starts when a member of an organization or a unit contacts an organizational development (OD) practitioner about potential help in addressing a particular concern. In order to assess and assist the organization, some preliminary information should be gathered. During this process, the organizational development (OD) practitioner is also developing a relationship and providing credibility to the organization so that he or she will be selected to implement the assessment or intervention. This process is critical to the success of both the organization and the organizational development (OD) practitioner. For this assignment, you will select an organization, conduct an organizational development (OD) assessment, and develop a contract proposal in a 4- to 5-page report.
Directions:
Assessment Task Information Assessment titleGroup ReportMod.docxcargillfilberto
Assessment Task Information
Assessment title:Group Report
Module Name:
Business Organisations and Management
Module Code:
FC314
Tutor’s Name:
Dr. Robert (Ratthanava Tivaratchai)
Assessment will be set in:
Week 2
Assessment is due in:
Week 15
Assessment weighting:
40%Assessment Task Instructions:
For this assessment you will work in a small group of 3-4 students (groups will be allocated by your teacher), and you have to write a report that analyses the performance of a specific business organisation for a group of potential investors who are seeking to invest in a major company. You should select a company from the list below:
· Volkswagen
· Procter and Gamble
· HSBC
· H&M
· Walmart
· LVMH Moët Hennessy
· Chevron
· Amazon
First choose the company you are going to research. Your report should include some background information about the company, its performance and market position in relation to relevant internal and external factors in the countries in which it operates.
To successfully complete this task, you should work together as a team: planning, organising, researching, analysing, writing and referencing, to produce an effective written report.
Each team member will be responsible for writing a specific section, or sections, of the report. You must decide, as a team, which sections individual team members will work on.
Report Structure:
Section 1:Introduction –provide some background information about the company, the nature of its business; also include a brief summary of the purpose and content of the report.
Section 2: Operational Overview – this section should provide a summary of the company’s operations: the industrial sector it operates in and the products and/or services it offers; size and scale of the organisation, the methods used to grow the business; the company’s aims and objectives. You should also include your team’s evaluation of how successfully you think the company is achieving or working towards its aims and objectives.
Section 3: Environmental Analysis – this section should contain either a SWOT or a PESTLE analysis for the chosen company. It should also consider how the company has responded to the internal and external factors identified and make recommendations for other possible responses.
Section 4: Marketing – using one or two of the company’s main products or services as examples, this section should identify and describe the marketing mix used for each, and comment on how successful the strategies are and how they might be improved.
Section 5: Financial performance - this section should provide a brief analysis of the company’s financial performance. You will need to locate the company accounts for the last two financial years and comment on financial performance using data contained in the profit and loss accounts and balance sheets.
Section 6: Conclusion –provide a brief overview of thestrengths and aspects for improvement of your company and make recommendations to the group of investors abou.
Similar to HRM 531 EDU Inspiring Innovation--hrm531edu.com (17)
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
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.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
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Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Thinking of getting a dog? Be aware that breeds like Pit Bulls, Rottweilers, and German Shepherds can be loyal and dangerous. Proper training and socialization are crucial to preventing aggressive behaviors. Ensure safety by understanding their needs and always supervising interactions. Stay safe, and enjoy your furry friends!
2. HRM 531 Week 3 DQ 1
HRM 531 Week 3 DQ 2
HRM 531 Week 4 DQ 1
HRM 531 Week 4 DQ 2
HRM 531 Week 5 DQ 1
HRM 531 Week 5 DQ 2
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HRM 531 Week 1 Apply Employment Strategy
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Select a company that has violated an HR law.
Imagine that you are a HR manager within that organization. You have
been tasked with developing a training to help prevent future violations
of the HR law.
Compile research and information to include in your training.
3. Address the following in 700 to 1050 words from your research:
Summarize the situation.
Discuss the law's requirements. Include information regarding what the
law does, how it is executed, and the execution gaps of your selected
organization.
Recommend steps that organizational leadership should take in order to
avoid challenges such as this one from happening in the future.
Cite your outside sources with APA format.
Click on the Assignment Files tab to submit your assignment.
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HRM 531 Week 1 DQ 1
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How can an organization ensure they are complying with employment
law? What resources might they use to validate their compliance?
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HRM 531 Week 1 DQ 2
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What is a difference in a union and nonunion organization? What are
the advantages and disadvantages of each organization type? Provide
an example of a union organization and of a nonunion organization.
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HRM 531 Week 1 Employee Law Report (2 Papers, New
Syllabus)
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This Tutorial contains 2 Papers
Employment Law Report
Purpose of Assignment
5. The purpose of this assignment is to increase learners' comprehension
of human resources management, laws governing employment, and
trends shaping human resource management.
In this assignment, you will discuss lessons learned about human capital
and laws governing human capital. Please refer to the resources below
to assist with the assignment.
Assignment Steps
Resources: Human Resource Management: Ch. 2; Supplemental
Resources.
Choose your organization or one you know well to use for this
assignment.
Develop a 750- to 850-word report including the following:
Part One: Briefly define the management of human capital in the
organization.
Part Two: Describe two employment laws and the consequences of
non-compliance. Assess how your organization might structure its
policies, practices, and or culture to ensure compliance.
**No introduction or conclusion are needed in this paper. Just describe
the two parts. Use section headings to delineate the two parts in the
paper.**
Format your citations and references consistent with APA guidelines.
Click the Assignment Files tab to submit your assignment.
6. ==============================================
HRM 531 Week 1 Employment Law Report (2 Papers)
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This Tutorial contains 2 Papers
Purpose of Assignment
The purpose of this assignment is to increase learners' comprehension of
human resources management, laws governing employment, and trends
shaping human resource management.
In this assignment, you will discuss lessons learned about human capital
and laws governing human capital. Please refer to the resources below
to assist with the assignment.
Assignment Steps
Resources: Human Resource Management: Ch. 2; Supplemental
Resources.
Choose your organization or one you know well to use for this
assignment.
Develop a 1,050-word report including the following:
• Briefly describe the management of human capital in the
organization.
• Describe three employment laws and the consequences of non-
compliance.
• Assess how your organization might structure its policies,
practices, and or culture to ensure compliance.
Format your assignment consistent with APA guidelines.
7. Click the Assignment Files tab to submit your assignment.
Please include three references to include the citations and plagiarism
checker.
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HRM 531 Week 2 Apply Organizational Restructuring Memo
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You are the head of HR and the leaders of your organization just
approached you to restructure the sales team. Currently there are four
Divisional Vice Presidents that oversee 15 District Managers each.
Moving forward, there will be two District Managers with three
Regional Directors reporting to each of them. Every Regional Director
will oversee 10 District Managers.
Refer to the Organizational Chart for a visual representation of the
current and new structure.
Write a 700- to 1,050-word memo to the leaders of your organization in
which you complete the following:
Recommend the best way to implement the change.
8. Evaluate how to effectively execute your plan.
Draft a communications plan that explains the reasons for these changes
to the organization.
Click on the Assignment Files tab to submit your memo
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HRM 531 Week 2 Change Management Impact (2 Papers)
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This Tutorial contains 2 Papers
Choose your own organization or one you know well to use for all
Individual Assignments for the course.
Select a recent change in your organization.
Develop a 1,050-word assessment of how this change impacted the
human resource function. Include the following:
· Explain the change purpose.
· Assess the personnel involved in the change.
· Determine the change implementation methods.
· Consider the budget concerns, timeline, and measurement of
success/metrics.
· Recommend a follow-up plan to review impact on the human
resources function, additional personnel required, organizational
alignment, and cost changes.
9. ===========================================
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HRM 531 Week 2 Change Management Impact (Baskin
Robbins)
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We have Baskin robbins week 5 paper as well (HRM 531 Week 5 Full
Performance Strategy Analysis)
Change Management Impact
Purpose of Assignment
The purpose of this assignment is to display lessons learned about
designing a change management plan and the implications for
performance management promoting a high performance work
environment.
In this assignment, you will apply lessons learned about the strategic
management process in relation to performance and change
management. Please refer to the resources below to assist with the
assignment.
10. Assignment Steps
Resources: Human Resource Management, Supplemental Resources.
Choose your organization or one you know well to use for this
assignment. You may use the same organization you used Week 1.
Interview a HR leader or another leader in a management position in
your chosen organization about a recent change in the organization.
Develop a 1,000- to 1,100-word Change Management Plan for the
organization.
Include how the change affected the human resources function.
Consider the following for your plan:
PART ONE:
• Describe the change.
• The purpose for the change;
• The people involved in the change;
• The change implementation methods;
• The budget concerns, timeline, and measurement of success/metrics;
PART TWO:
11. • Recommend a follow-up plan to review impact of the change on the
human resources function, additional personnel required, ways to
recruit personnel, organizational alignment, and cost changes.
• Include a schematic diagram of your plan.
**No introduction or conclusion are needed in this paper. Just describe
the two parts. Use section headings to delineate the two parts in the
paper.**
Format your citations and references consistent with APA guidelines.
Click the Assignment Files tab to submit your assignment.
==============================================
HRM 531 Week 2 DQ 1
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Are job descriptions a tool that is needed within an organization? How
does a job description help organize and align an organization’s
infrastructure? Can a job description be used to identify operation gaps
or requirements required by the entity? Why or why not?
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HRM 531 Week 2 DQ 2
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As a manager, which job analysis method would you prefer to use? How
would you overcome the disadvantages associated with this method?
Explain. (Please be sure to reference and define the different job
analysis methods from our class reading.)
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HRM 531 Week 2 Team Project Plan
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HRM 531 Week 2 HRM/531 Team Project Plan
Overview
In this course, your team will work together to complete a few
assignments. This assignment is designed to help you apply your project
management skills to understand the scope of your project, then break
the project into goals, tasks, responsibilities, resources, and milestones.
The assignment also asks you to discuss and answer some questions that
will lay the foundation for developing your project.
Beyond the Standard Charter
You will notice that this charter process goes beyond your standard
University of Phoenix Charter by helping your team create a project plan
13. for team success by providing you with opportunities to define your
deliverables, recognize the connections between the deliverables and
other classroom activities, determine your timelines and milestones,
identify each team member's expected contribution, and answer
questions that lay the foundation for building your projects. Putting "I"
in "Team"
Important to note is the section for defining Learning Team expectations
related to participation, collaboration, communication, team
contributions, assignment deadlines, and other considerations. Please
take the time to discuss and document how your team will address each
area and any challenges that may arise. It is important to understand that
we are "Putting 'I' in 'Team'". In short, we will recognize and reward
individuals according to their contributions to team output, not
according to their team membership. This means that individual grades
may be different from the team grade depending on each individual's
contribution to each team deliverable.
Completing this Assignment
To complete this assignment, do the following:
Review the Charter and Project plan.
Review the weekly Learning Team deliverables.
Complete the provided Learning Team Charter and Project Plan,
including the following: team member contact information, project by
week, learning team expectations, team discussion questions.
Click the Assignment Files tab to submit your assignment.
==============================================
14. HRM 531 Week 3 Apply Team Recognizing Performance
Presentation
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Your team is consulting with a local manufacturing company that has
1,200 employees and is the third largest employer in the area. When
averaging all of the manufacturing employees' salary divided by the
market midpoint, the organization has a 0.90 compa ratio, meaning that
on average employees earn 90% of the market rate.
Your firm has been asked to propose three approaches for management
to consider:
increasing base pay
adding a team incentive plan such as profit sharing or individual
incentive plan based on individual performance
a combination of base and incentive pay
Using the current sales and profit trend, the company has the ability to
increase compensation spending by 4% annually for the next three years.
Create a 10- to 15-slide Microsoft® PowerPoint®, Prezi, or Microsoft®
Sway® presentation in which you use at least one cited source,
consistent with APA guidelines, to address the situation and:
15. propose a plan for each of the three approaches
make a final recommendation
The presentation should include graphics and speaker notes on each
slide that script what would be said if this information were to be
presented in person.
Click on the Assignment Files tab to submit your presentation.
==============================================
HRM 531 Week 3 DQ 1
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When determining an employee’s compensation package, what is more
important: work experience or education? Provide an example that
supports your choice and a rationale that validates your position.
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HRM 531 Week 3 DQ 2
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What type of compensation component would you like to have through
your employer that is not currently offered? Explain your rationale. Is
your request consistent with your employer’s organizational goals?
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HRM 531 Week 3 Individual Compensation and Benefits
Strategy (2 Papers)
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This Tutorial contains 2 Papers
Purpose of Assignment
The purpose of this assignment is to give learners experience developing
a total rewards program. Please refer to the resources below to assist
with the assignment.
Assignment Steps
Resources: Human Resource Management: Ch. 11; HR-Survey; human
resources department for the organization you chose; Supplemental
Resources.
Choose your organization or one you know well to use for this
assignment. You may use the same organization you used Week 1.
Develop 1,225-word compensation and benefits strategy for the
organization.
· Discuss current trends shaping total rewards for employees in a
business industry synonymous with your organization.
· Evaluate current compensation plans for that industry.
17. · Summarize your data in narrative and table format showing
diverse levels of responsibility and compensation.
· Evaluate the market data, job data, and organizational data.
· Devise a total rewards strategy with recommendations for your
organization.
· Include in table format a list of the compensation components for
your plan.
· Develop a one-page survey you would use as a resource to
collect information from employees about the rewards they desire in a
reward package for employees. On your survey, include questions
about financial rewards and non-financial rewards. Attach the survey
as an Appendix. Do not administer the survey.
· Include an analysis of legislation that may impact decisions
made about compensation and benefits.
Format your assignment consistent with APA guidelines.
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HRM 531 Week 3 Team Combination Base and Incentive Pay
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HRM 531 Week 3 Team Combination Base and Incentive Pay
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18. HRM 531 Week 3 Team Salary Inequities Case Study
AstraZeneca (2 Papers)
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This Tutorial contains 2 Papers
The purpose of this assignment is to give learners' experience in
conducting a human resource management case study in a fair and
equitable manner. Please refer to the resources below to assist with the
assignment.
Assignment Steps
Resource: Human Resource Management: Ch. 11; Supplemental
Resources.
Review the "Application Case Salary Inequities at Astra Zeneca" (page
379 of your text).
Develop a 1,050-word report including:
Introduction and Conclusion
Discuss questions 11-13, 11-14, and 11-15.
Summarize the answers to each of the questions.
Analyze current job market compensation plans and pay scales in
comparison to Astra Zeneca.
Explain how team members will use lessons learned.
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HRM 531 Week 4 Apply Workforce Planning
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HRM 531 Week 4 Apply Workforce Planning
Imagine that you are the Talent Management Director of an
organization.
Create a 12- to 15-question organizational development needs survey
using Microsoft®Forms.
Include questions that ask leaders to evaluate their teams, team
members, and to rate themselves.
Questions could include items referring to:specific job skills and
competencies
employee qualifications
breadth of training offered and available
Click on the "Share" tab and copy the link once your form is completed.
Complete the Workforce Planning Worksheet and paste the link in the
space provided.
Click on the Assignment Files tab to submit your worksheet.
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20. HRM 531 Week 4 DQ 1
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Which do you consider more valuable: external or internal recruitment?
What are the advantages and disadvantages of each? Explain the factors
of each recruitment strategy and why an organization would choose one
over the other. Explain your answer using an organization that you are
familiar with.
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HRM 531 Week 4 DQ 2
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Which do you consider more valuable: external or internal recruitment?
What are the advantages and disadvantages of each? Explain the factors
of each recruitment strategy and why an organization would choose one
over the other. Explain your answer using an organization that you are
familiar with.
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HRM 531 Week 4 Training and Development Strategy (2 Papers)
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This Tutorial contains 2 Papers
Develop a 1,750-word training and development strategy for including:
Discuss the needs assessment.
Validate the need for chosen training methods.
Evaluate your analysis of development needs and methods to meet
the development needs, legislation that may impact training and
development, and the anticipated budget for training and
development during the first year.
Format your assignment consistent with APA guidelines.
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HRM 531 Week 4 Training and Development Strategy
Presentation (New Syllabus)
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WEEK 4
22. Training and Development Strategy
Purpose of Assignment
The purpose of this assignment is to give learners experience creating a
training and development video for operations managers that
addresses methods for two processes. Please refer to the resources
below to assist with the assignment.
Assignment Steps
Resources: Human Resource Management: Ch. 8; Supplemental
Resources.
Choose your own organization or one you know well to use for this
assignment. Concentrate on processes in the organization that, if
improved, would make the organization operate more efficiently. You
may use the same organization you used Week 1.
Use a 5- to 8-slide Microsoft® PowerPoint® to write a script you would
use to create a 4- to 5-minute video.
Explain your training and development strategy for your chosen
organization. Be creative.
Include the following in your script:
• Discuss the training needs assessment.
• Validate the need for chosen training methods.
• Evaluate your analysis of training and development needs.
• Explain ways to meet training needs.
• Discuss potential barriers to training.
23. • Anticipate budget for training for year one.
• Discuss how you will evaluate the training.
Format your script and PowerPoint consistent with APA guidelines.
Click the Assignment Files tab to submit your script and PowerPoint
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HRM 531 Week 5 Apply Team Performance Review
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HRM 531 Week 5 Apply: Team Performance Review
Imagine that you are team of HR generalists assigned to one of the five
locations of a local fast food restaurant in your city. The owner has
challenged you to create a new performance review.
Research different types of performance reviews and create two 175-
word review forms that managers can use with their employees.
Include the following components:
Competencies
Performance requirements
24. Engagement for two different types of employees (e.g. cooks, counter
workers, drive-through, supervisors)
Explain in a total of 175 words why each of the questions that you
included would be relevant based upon your research.
Cite any outside sources according to APA formatting guidelines.
Click the Assignment Files tab to submit your assignment.
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HRM 531 Week 5 DQ 1
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What do you think are the key components within a performance
management plan? Should the evaluators have the ability to easily
quantify key performance indicators from the plan? Why or why not?
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HRM 531 Week 5 DQ 2
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25. What method or methods are used to train employees in your workplace
or one you are familiar with? Is it effective? Explain improvements and
offer suggestions you think will benefit the training program in that
workplace.
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HRM 531 Week 5 Full Performance Strategy Analysis (2 Papers)
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This Tutorial contains 2 Papers
Develop a 1,400-word Full Performance Strategy Analysis including:
· Describe the overview of the Performance Management Process.
· Explain the job analysis.
· Examine the skills gap analysis and performance evaluation.
· Assess counseling for exceptional or negative performance.
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HRM 531 Week 5 Full Performance Strategy Analysis (Baskin
Robbins, New Syllabus)
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26. WEEK 5 Full Performance Strategy Analysis
Purpose of Assignment
The purpose of this assignment is to give learners an opportunity to
apply lessons learned about performance management.
Use the same company you did in Week 2. This assignment is a spin-off
of the work you did with your team. So, refer to the work you did with
your team and to your text. Please refer to the resources below to
assist with the assignment.
Assignment Steps
Resources:Human Resource Management; Supplemental Resources.
Develop a 1,000- to 1,350-word Full Performance Strategy Analysis
including:
PART ONE:
• Describe the performance management process at the organization.
• Include a flowchart of the performance management process.
PART TWO:
• Explain the job analysis procedures at the organization.
• Examine the skills gap analysis and performance evaluation
procedures.
PART THREE:
27. • Describe measures of employee performance at the organization.
• Assess standards for counseling for exceptional performance and
performance that needs improvement at the organization.
APPENDIX:
• Attach an appendix of the resources needed to create a
comprehensive performance analysis.
**No introduction or conclusion are needed in this paper. Just provide
the parts. Use section headings to delineate the parts of the paper.**
Format your citations and references consistent with APA guidelines.
Click the Assignment Files tab to submit your assignment.
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HRM 531 Week 6 Apply Labor Relations Presentation
(Genentech)
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HRM 531 Week 6 Apply: Labor Relations Presentation
28. Research a non-union company on the "Fortune 100 Best Companies to
Work For" List.
Describe at least three of the following items in a 15- to 20-slide
presentation that includes speaker notes:
Hiring and selection practices
Training and Development
Compensation and Benefits
Performance Feedback
Employee engagement
Analyze these practices to determine if they help to create an
environment that does not need a union.
Cite any outside sources according to APA formatting guidelines.
Click on the Assignment Files tab to submit your presentation.
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HRM 531 Week 6 Apply Labor Relations Presentation
(Salesforce)
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HRM 531 Week 6 Apply: Labor Relations Presentation
Research a non-union company on the "Fortune 100 Best Companies to
Work For" List.
Describe at least three of the following items in a 15- to 20-slide
presentation that includes speaker notes:
Hiring and selection practices
Training and Development
Compensation and Benefits
Performance Feedback
Employee engagement
Analyze these practices to determine if they help to create an
environment that does not need a union.
Cite any outside sources according to APA formatting guidelines.
Click on the Assignment Files tab to submit your presentation.
==============================================
30. HRM 531 Week 6 Apply Labor Relations Presentation
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HRM 531 Week 6 Apply: Labor Relations Presentation
Research a non-union company on the "Fortune 100 Best Companies to
Work For" List.
Describe at least three of the following items in a 15- to 20-slide
presentation that includes speaker notes:
Hiring and selection practices
Training and Development
Compensation and Benefits
Performance Feedback
Employee engagement
Analyze these practices to determine if they help to create an
environment that does not need a union.
Cite any outside sources according to APA formatting guidelines.
Click on the Assignment Files tab to submit your presentation.
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31. HRM 531 Week 6 HR Consultant Proposal Paper and
Presentation (New Syllabus)
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HRM 531 Week 6 HR Consultant Proposal
Purpose of Assignment
The purpose of this assignment is to give learners an opportunity to
summarize lessons learned about Human Resources Management with
emphasis on employee relations. Please refer to the resources below to
assist with the assignment.
Assignment Steps
Resources:Human Resource Management; Supplemental Resources.
Imagine you have been hired as an HR consultant for your chosen
company.
Use lessons you have learned throughout the term from your individual
assignments and the feedback from your teams.
Make a recommendation about ways to grow the company's workforce
inclusive of managerial roles, employment relationships, and
32. implications for change in a global environment, with emphasis on HR's
role.
Create an 8- to 10-slide Microsoft® PowerPoint® presentation including
the following:
• Explain the need to grow the company's workforce based on
organizational and personal values.
• Analyze current environment to include workforce diversity and
needs analysis.
• Recommend ways to grow the company's workforce that aligns with
organizational values.
• Analyze how leader and manager skills will foster innovation and lead
change.
• Analyze employee relationship problems and pertinent details.
• Evaluate strategies to resolve the problems; include a table format
representation of pros and cons of labor unions.
• Summarize a potential employee relations training plan.
• Evaluate the implications of the changes on internal, external, and
global environments.
Create a 1,050-word summary report of your findings to the CEO of the
organization including a cover letter.
Format your assignment consistent with APA guidelines.
Click the Assignment Files tab to submit your assignment.
33. ==============================================
HRM 531 Week 6 HR Consultant Proposal
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Imagine that you have been hired as an HR consultant for your chosen
company.
Create a 10- to 15-slide presentation, including the following:
• Explain the need to develop three new positions including one
first-level management position. These positions must be new and
different than what you developed in Week 2.
• Include a needs analysis, diversity issues, job analysis, job
descriptions and qualifications for the three positions,
• Develop a first year recruitment plan for the three positions.
• Evaluate the Total Rewards Package and training and
development plan for each position.
• Discuss career management or labor relations, if they are
relevant to the chosen positions.
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