Module 1 Knowledge Transfer Required Material O’Boyle Feldman, M. (2014, January 4). Intergenerational Communications in the workforce [video file]. Retrieved from https://www.youtube.com/watch?v=1iK9UqIELfE Pepe, M. E. (2013). How to bridge generation gaps. HR Magazine, 58(11), 40-43. Retrieved from ProQuest in the Trident Online Library. Schramm, J. (2014). Preparing for an aging workforce. HR Magazine, 59(12), 47. Retrieved from ProQuest in the Trident Online Library. Trautman, S. (2013). 5 questions that drive knowledge transfer [video file]. Retrieved from https://www.youtube.com/watch?feature=player_detailpage&v=IvB_cOo14y8 (for Case 1) Trautman, S. (2012). How it works: The Steve Trautman Co. 3 step knowledge transfer solution [video file]. Retrieved from https://www.youtube.com/watch?feature=player_detailpage&v=tWyMU90x6o4 (Case 1) Trautman, S. (2012). Introduction to the Steve Trautman Co. 3 step knowledge transfer process [video file]. Retrieved from https://www.youtube.com/watch?v=1xj1iVhu308 (for Case 1) Trautman, S. (2012). The Steve Trautman Co. 3-step knowledge transfer solution with knowledge silo matrix demo [video file]. Retrieved from https://www.youtube.com/watch?feature=player_detailpage&v=knN-ZzVAmMY (for Case 1) Performance Management Required Material Lussier, R. & Hendon, J. Developing and managing: Performance management and appraisal. Retrieved from http://www.sagepub.com/upm-data/45674_8.pdf Telania (2016). Performance Appraisal vs. Performance Management. Retrieved from https://www.youtube.com/watch?v=XtoznQQ3NO0. UNCW Dare to Learn Academy (2016). Full Cycle Performance: Employee Empowerment Virtual Workshop (for employees). Retrieved from https://www.youtube.com/watch?v=8gHxEphVZpI. (for SLP 1) Optional Material UNCW Dare to Learn Academy (2016). Full Circle Performance: Goal Setting and Calibration (for supervisors and managers). Retrieved from https://www.youtube.com/watch?v=Uyq0B1i_N2s. (for SLP 1). On-The-Job Training Required Material Burroughs, A. (2014). On-the-job training. Smart Business Cleveland, 25(10), 36. Retrieved from the Trident Online Library. In-job training has broad benefit. (2011, Aug 25). The Daily Post. Retrieved from the Trident Online Library. IUSoutheast (2009, July 20). HR management: Training & development [video file]. Retrieved from http://www.youtube.com/watch?v=85RVEas4AXs&feature=relmfu Module 2 Social Media Required Material Davenport, T. H. (2012). Case study: Social media engages employees. FT.Com, Retrieved from the Trident Online Library. Facebook, Blogs & the Boss: The intersection of social media & the workplace. (2013). Retrieved from https://www.youtube.com/watch?v=PRrJ9eINYZI Wild About Trial (2015). Legal Smart with Alison Triessl—Social Media & Employment. Retrieved from https://www.youtube.com/watch?v=d26eEzr5KuI. Wilkie, D., & Wright, A. (2014). Balance risks of screening social media activity. HR Magazine, 59(5), 14. Retrieved from ProQuest in the Trident Online L.

1. Module 1
Knowledge Transfer
Required Material
O’Boyle Feldman, M. (2014, January 4). Intergenerational
Communications in the workforce [video file]. Retrieved from
https://www.youtube.com/watch?v=1iK9UqIELfE
Pepe, M. E. (2013). How to bridge generation gaps. HR
Magazine, 58(11), 40-43. Retrieved from ProQuest in the
Trident Online Library.
Schramm, J. (2014). Preparing for an aging workforce. HR
Magazine, 59(12), 47. Retrieved from ProQuest in the Trident
Online Library.
Trautman, S. (2013). 5 questions that drive knowledge transfer
[video file]. Retrieved
from https://www.youtube.com/watch?feature=player_detailpag
e&v=IvB_cOo14y8 (for Case 1)
Trautman, S. (2012). How it works: The Steve Trautman Co. 3
step knowledge transfer solution [video file]. Retrieved
from https://www.youtube.com/watch?feature=player_detailpag
e&v=tWyMU90x6o4 (Case 1)
Trautman, S. (2012). Introduction to the Steve Trautman Co. 3
step knowledge transfer process [video file]. Retrieved
from https://www.youtube.com/watch?v=1xj1iVhu308 (for Case
1)
Trautman, S. (2012). The Steve Trautman Co. 3-step knowledge
transfer solution with knowledge silo matrix demo [video file].
Retrieved
from https://www.youtube.com/watch?feature=player_detailpag
e&v=knN-ZzVAmMY (for Case 1)
Performance Management
Required Material
Lussier, R. & Hendon, J. Developing and managing:
Performance management and appraisal. Retrieved from
http://www.sagepub.com/upm-data/45674_8.pdf

2. Telania (2016). Performance Appraisal vs. Performance
Management. Retrieved from
https://www.youtube.com/watch?v=XtoznQQ3NO0.
UNCW Dare to Learn Academy (2016). Full Cycle Performance:
Employee Empowerment Virtual Workshop (for employees).
Retrieved
from https://www.youtube.com/watch?v=8gHxEphVZpI. (for
SLP 1)
Optional Material
UNCW Dare to Learn Academy (2016). Full Circle
Performance: Goal Setting and Calibration (for supervisors and
managers). Retrieved
from https://www.youtube.com/watch?v=Uyq0B1i_N2s. (for
SLP 1).
On-The-Job Training
Required Material
Burroughs, A. (2014). On-the-job training. Smart Business
Cleveland, 25(10), 36. Retrieved from the Trident Online
Library.
In-job training has broad benefit. (2011, Aug 25). The Daily
Post. Retrieved from the Trident Online Library.
IUSoutheast (2009, July 20). HR management: Training &
development [video file]. Retrieved from
http://www.youtube.com/watch?v=85RVEas4AXs&feature=relm
fu
Module 2
Social Media
Required Material
Davenport, T. H. (2012). Case study: Social media engages
employees. FT.Com, Retrieved from the Trident Online Library.
Facebook, Blogs & the Boss: The intersection of social media &
the workplace. (2013). Retrieved from
https://www.youtube.com/watch?v=PRrJ9eINYZI
Wild About Trial (2015). Legal Smart with Alison Triessl—
Social Media & Employment. Retrieved from
https://www.youtube.com/watch?v=d26eEzr5KuI.

3. Wilkie, D., & Wright, A. (2014). Balance risks of screening
social media activity. HR Magazine, 59(5), 14. Retrieved from
ProQuest in the Trident Online Library.
Wright, A. (2014). How Facebook recruits. Retrieved from
https://www.shrm.org/ResourcesAndTools/hr-
topics/technology/Pages/How-Facebook-Recruits.aspx
Optional Material
Segal, J. A. (2014). The law and social media in hiring. HR
Magazine, 59(9), 70-72. Retrieved from ProQuest in the Trident
Online Library.
Segal, J. A., & LeMay, J., (2014). Should employers use social
media to screen job applicants? HR Magazine, 59(11), 20-21.
Retrieved from ProQuest in the Trident Online Library
Skill Boosters (2015). Top 5—Social media fails at work.
Retrieved
from https://www.youtube.com/watch?v=6TXjQt3qYwk.
Swain, K. (2017). The impact of social media in the workplace
pros and cons. Retrieved from http://work.chron.com/impact-
social-media-workplace-pros-cons-22611.html.
Walden, J. A. (2016). Integrating Social Media Into the
Workplace: A Study of Shifting Technology Use Repertoires.
Journal Of Broadcasting & Electronic Media, 60(2), 347-363.
Available in the Trident Online Library.
Wright, A. D. (2014). More states prohibit social media
snooping. HR Magazine, 59(10), 14. Retrieved from ProQuest in
the Trident Online Library.
Behaviorally Anchored Rating Scales
Required Material
Behaviorally Anchored Rating Systems—BARS. Retrieved from
http://performance-appraisals.org/appraisal-
library/Behaviorally_Anchored_Rating_Systems_-_BARS/
Govekar, P. & Christopher, J. Assessing academic advising
using behaviorally anchored rating scales (BARS). Example.
Retrieved from
http://www.westga.edu/~bquest/2007/BARS7.pdf
Optional Material

4. Behaviorally Anchored Rating Scale (BARS). Example.
Retrieved from www.in.gov/spd/files/bars.doc
Simulation Training
Required Material
Abernathy, D., Allerton, H., Barron, T., & Salopek, J. (1999).
Everyday simulation. Training & Development, 53(11), 37.
Retrieved from the Trident Online Library.
AusBusiness Traveller (2011). Inside REAL Qantas 747 Flight
Simulator HD. Retrieved from
https://www.youtube.com/watch?v=L8JUWUKXV08. (for
Discussion Forum)
Hiringsimulation.com (2017). Why Job Simulation Works.
Optional Material
Catling, C., Hogan, R., Fox, D., Cummins, A., Kelly, M., &
Sheehan, A. (2016). Simulation workshops with first year
midwifery students. Nurse Education in Practice, 17, 109-115.
Available in the Trident Online Library.
Lambert, C., and Lloyd-Jones, H. (2014). Run simulation in
your workplace. Education for Primary Care. 25(6), 357-359.
Retrieved from EBSCOHost in the Trident Online Library.
McMaster, S., Ledrick, D., Stausmire, J., & Burgard, K. (2014).
Evaluation of a simulation training program for uncomplicated
fishhook removal. Wilderness & Environmental Medicine, 25,
416-424. Available in the Trident Online Library.
Uptick in simulation training. (2013). Air Force Time, 3.
Retrieved from the Trident Online Library.
Module 3
Metrics & Analytics
Required Material
ASQ.org. (n.d.) What is a decision or Pugh matrix? Retrieved
from https://asq.org/quality-resources/decision-matrix.
Higgins, J. (2014). Bringing HR and finance together with
analytics. HR Magazine, 59(11), 44-46. Retrieved from
ProQuest in the Trident Online Library.
Lowisz, S. (July 2008). Six good metrics. Recruiting
Intelligence (ere.net). Retrieved from

5. http://www.ere.net/2008/07/07/6-good-metrics/.
Mahoney-Phillips, J., & Adams, A. (2010). Getting the measure
of HR. Strategic HR Review, 9(1), 5-9. Retrieved from
ABI/INFORM Global in the Trident Online Library.
Roberts. M. (Nov. 17, 2018). How hiring managers screen job
applicants. Retrieved from
https://www.thebalancecareers.com/how-do-hiring-managers-
screen-job-applications-1669574.
Shah, S.; Horne, A.; and Capella, J. (April 2012). Good data
won’t guarantee good decisions. Harvard Business Review.
Retrieved from https://hbr.org/2012/04/good-data-wont-
guarantee-good-decisions
Zielinski, D. (2014). Get analytical. HR Magazine, 59(11), 61-
62. Retrieved from ProQuest in the Trident Online Library.
Optional Material
Boyd, N., & Gessner, B. (2013) Human resource performance
metrics: methods and processes that demonstrate you care.
Cross Cultural Management 20.2 (2013): 251-273. Retrieved
from the Trident Online Library.
Chhinzer, N., & Ghatehorde, G. (2009). Challenging
Relationships: HR Metrics and Organizational Financial
Performance. Journal Of Business Inquiry: Research, Education
& Application, 8(1), 37-48. Retrieved from the Trident Online
Library.
Five steps to effective metrics. (2005). Strategic HR Review,
4(3), 7. Retrieved from ABI/INFORM Global, in the Trident
Online Library.
Mirza, B. (2011). Cost-per-hire metric standard open for
comment. HR Magazine, 56(3), 80. Retrieved from the Trident
Online Library.
Wroe, N. (2012). Innovations in Talent Analytics. T+D, 66(8),
30-31. Retrieved from the Trident Online Library.
360-Degree Feedback
Required Material
Custom Insight (2018). What is 360 Degree Feedback?
Retrieved from https://www.custominsight.com/360-degree-

6. feedback/what-is-360-degree-feedback.asp
Hudson Global (2018). What is 360 degree feedback? Retrieved
from https://www.youtube.com/watch?v=eT4tohLWeUw.
Performance Experts (2017). 360 Degree Feedback. Retrieved
from https://www.youtube.com/watch?v=FDgtrg7k8Y4.
Optional Material
Bracken, D. W., Rose, D. S., & Church, A. H. (2016). The
evolution and devolution of 360° feedback. Industrial and
Organizational Psychology, 9(4), 761-794. Retrieved from
ProQuest in the Trident Online Library.
Brett J, Atwater L. 360° Feedback: Accuracy, Accuracy,
Reactions, and Perceptions of Usefulness. Journal Of Applied
Psychology [serial online]. October 2001;86(5):930-942.
Available from: Business Source Complete in the Trident
Online Library.
Nguyen, T., & Massingham, R. (2011). Using 360 degree peer
review to validate self-reporting in human capital measurement.
Journal of Intellectual Capital, 12(1), 143-74. Retrieved from
ProQuest in the Trident Online Library.
Internships/Apprenticeships
Required Material
10 Benefits of Starting an Internship Program. Retrieved from
http://www.internships.com/employer/resources/setup/benefits
The American Apprentice. (2013). HR Magazine, 58(11), 32-36.
Retrieved from ProQuest in the Trident Online Library.
Career and Professional Development Center (2016). Tips on a
successful internship, sponsored by General Electric. Retrieved
from https://www.youtube.com/watch?v=QHhV3_AxRLE.
Houston, L. (2014, Apr 23). Top law company hails benefits of
on-the-job training. Belfast Telegraph. Available in the Trident
Online Library.
Intern Queen Inc. (2016). How to run a successful internship
Program?|The Intern Queen. Retrieved
from https://www.youtube.com/watch?v=hnSqhSaLFW8.
Jones, D. A. (2011). Apprenticeships back to the future. Issues
in Science and Technology, 27(4), 51-56. Available in the

7. Trident Online Library.
Optional Material
10 Internship Characteristics that Attract Exceptional Interns.
Retrieved from
http://www.internships.com/employer/resources/setup/10-
internship-characteristics-that-attract-exceptional-interns
Apprenticeship. (1992). Occupational Outlook Quarterly, 35(4),
26. Retrieved from ProQuest in the Trident Online Library.
Blackhurst, J. (2013). Collaborative training. Training Journal,
9-12. Available in the Trident Online Library.
Bring Back U.S. Apprenticeships. (2013). HR Magazine,
58(10), 4. Available in the Trident Online Library.
Google (2013). Google Interns’ first week. Retrieved
from https://www.youtube.com/watch?v=9No-FiEInLA.
Lerman, R. I. (2011). In support of apprenticeships. Issues In
Science & Technology, 28(1), 12. Available in the Trident
Online Library.
Module 4
HR Program Effectiveness
Required Material
BSC Designer (2012). Measuring of Effectiveness HR
department with KPI. (FTE means full-time equivalent.)
Retrieved
from https://www.youtube.com/watch?v=vZwQJD7n3qw.
Economist Intelligence Unit. (2015). Big Roles for Big Data in
HR. Retrieved from
https://www.youtube.com/watch?v=rl76ta53P64.
Morgan, J. (2016). People Analytics: A New Way to Make
Decisions in the Workplace. Retrieved
from https://www.youtube.com/watch?v=EZqKsOoA8tw.
Best Performance Management Practices
Required Material
Across the World with the Singapore Girl. Retrieved
from http://youtu.be/fNEJrd6GkSY. [For 4 SLP.]
Borisova, O. N., Silayeva, A. A., Saburova, L. N.,
Belokhvostova, N. V., & Sokolova, A. P. (2017). Talent

8. management as an essential element in a corporate personnel
development strategy. Academy of Strategic Management
Journal, 16, 31-46. Available in the Trident Online Library.
HCI Talent (2016). Performance Management: A Better Way.
Retrieved from https://www.youtube.com/watch?v=B-
vszzxmcF8.
Singapore Airlines SQ Girl. Retrieved
from http://youtu.be/P5sGKR6NJBw. [For SLP 4.]
Wirtz, J., & Heracleous, L. (2012). Singapore Airlines:
Managing human resources for cost-effective service
excellence. Retrieved from http://docplayer.net/2716897-
Singapore-airlines-managing-human-resources-for-cost-
effective-service-excellence.html [For Case 4 and SLP 4.]
Optional Material
Pitfalls and best practices in performance management
overview. Retrieved from
http://www.communicare.com/DT/pdf/Pitfalls&BestPracticesPer
formanceManagement.pdf
Sillup, G.P., & Klimberg, R. (2010). Assessing the ethics of
implementing performance appraisal systems. The Journal of
Management Development, 29(1), 38-57. Retrieved from
ProQuest in the Trident Online Library.
Future of Talent Management
Required Material
McDermott, D., & Marshall, S. (2016). Look to the future with
succession planning. Chemical Engineering Progress, 112(12),
23-26. Retrieved from ProQuest in the Trident Online Library.
Meinert, D. (Nov., 2014). What's blocking workforce change?
HRMagazine, 59(11), 16. Retrieved from ProQuest in the
Trident Online Library.
Morgan, J. (2016). The 5 Trends Shaping the Future of Work.
Retrieved
from https://www.youtube.com/watch?v=LrhmHbDLM8o.
Tjoeng, A., The QUTube (2015). The Future of Working: The
Future of Talent Management. Retrieved
from https://www.youtube.com/watch?v=-anGdH4vhNY.

9. van Zyl, E., Mathafena, R., & Ras, J. (2017). The development
of a talent management framework for the private sector. SA
Journal Of Human Resource Management, 15, 19 pages.
Available in the Trident Online Library.
Optional Material
Autor, D., Tedx Talks (2016). Why Are There Still So Many
Jobs? |David Autor/TEXxCambridge. Retrieved
from https://www.youtube.com/watch?v=LCxcnUrokJo.
Clements, R.,TEDx Talks. (2014). What they don’t teach you
about career fulfillment in school|Ryan Clements|TexxKelowna.
Retrieved
from https://www.youtube.com/watch?v=a7gFkUqIv1E.
Jasmine Harris-Johnson posted May 27, 2020 12:45 AM
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Hello Class,
When identifying the important concepts that are applicable to
my profession and or career plans would be the Behaviorally
Anchored Rating System, analytics, and the shaping of an
HRMs performance.
The Behavioral Rating System which is better known as BARS
is truly an important concept and will help with my future in
many ways. This system will be a great format to have when
dealing with my employees. What I have learned about this is it
will generate critical incidents, develop performance
dimensions, reallocate incidents, scale the incidents, and
develop the final instrument. This will help to keep my
company on task and accountable. I feel this is an added plus
for any business to continue a structure and strong management.
Remembering the elements to a successful performance is
through a strong HRM setting examples of excellence. HRM
shows strength by the hiring of their staff through cost-effective
strategies. Having the HRM strong in areas delivering
excellence in their staff hiring, training, and well-rounded
business model that stays in place for direction. This is another

10. form of direction that I plan to utilize with my up and coming
business.
The entire course of how it is geared will help with my
direction on a successful thriving business. I really enjoyed
module 4, case how it delivered a successful company,
Singapore Airlines that has been around for decades. I could
really relate with the customer service being number one
keeping them as the number one airline of all airlines. I have
experienced flights with awesome customer service which is
Hawaiian air. Of course from my experience Hawaiian air would
be the only U.S airline with great customer service and I have
flown many other airlines.
Brandon Woods posted May 26, 2020 4:20 PM
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This course was very beneficial to me. The three concepts I use
and have benefited me in my job were on-the-job-training
(OJT), social medial in HR, and internships/apprenticeships.
OJT is a concept I use daily in my work. Every new
technician that arrives participates in OJT for at least their first
3 yrs in the military. We perform OJT daily as we teach not
only all of the tasks associated with being a Mental Health
Technician, but also being a military member. We utilize
detailed training plans with progress documented in training
records to ensure knowledge/task proficiency.
Social media in HR is also something we use to monitor
our troops. We discuss the importance of their representation as
a military member and how posting unflattering images or
statements can be detrimental to their career. We have had to
punish individuals who posted pictures of them drinking while
underaged or posting negative comments in regards to
leadership.
The first enlistment of a military member is treated as
an internship/apprenticeship. You complete technical training,
which varies from 6 weeks to 2 years, and then move to your

11. first duty location where you are enrolled in upgrade training.
After your first enlistment is when many decide to make the
military a career or take the training and job experience earned
and transition back out to the civilian sector.
The future of talent management section helped to
shape my perception of the role of HRM in the private sector.
Technology has improved and continues to make great strides in
how HRM recruits, train, and develop talent. Gone are the days
of putting help wanted ads in the newspaper. Now you can post
your job listing on a website and receive hundreds of resumes in
a matter of hours. You can also create training programs that
can be completed virtual, saving the company millions in
expenses.
Overall I enjoyed participating in this course, and I am
looking forward to continuing my learning the Employment and
Labor relations course.
Reflective Discussion
Locked before Monday, April 6, 2020 12:00 AM PDT.
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In the Module 4 Reflective Discussion, please reflect on
everything you have learned in this course, by addressing the
following:
Paragraphs 1-3:
Given the readings and assignments in the course, identify and
discuss three important concepts applicable to your work
experience, profession, and/or career plans for the future.
Describe how each applies.
Paragraph 4:
What part of the course (background materials, assignments,

12. and so forth) helped to shape or reshape your perceptions of the
role of HRM in the private sector?
Note: No outside research or citations are needed with your
four paragraphs to the Reflective Discussion.