Module 4 Reflective Discussion PreviousNext 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, 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. Also, no responses to your peers' posts are needed. Equal Employment Opportunity and US Embassy HR Equal Employment Opportunity, or EEO, is a policy that was created in 1961 and fully adopted into a Commission in 1965 to address various aspects of discrimination in the workplace (Kmec& Skaggs, 2014). For instance, this policy asserts that no one may be denied employment due to race, gender, religion, disability, or sexual orientation, or other innately discriminatory reasons (Kmec & Skaggs, 2014). It has become a standard in virtually every company in the nation as a lack of compliance may result in repercussions, legal and monetary, for the employer (Kmec & Skaggs, 2014). EEO is not only applicable to private and public entities and organizations, but also to the Human Resources departments which oversee the workplace conditions and onboarding and termination processes of persons employed with the United States Embassy. Since the United States has accepted the standards of the EEO as an overarching guide, it is important that the agencies which represent the nation also, follow the same standards and adhere to hiring processes and workplace conditions which reflect the examples set forth by the EEO. Moreover, it is beneficial for any agency or organization to adhere to non-discriminatory practices as it allows for a greater level of diversity within the workplace, which is highly beneficial to the US Embassy (Kmec & Skaggs, 2014). It is therefore crucial the embassy continues to strive for EEO greatness and to lead the nation by example.  Over the last several decades a great deal of research has been conducted, and is currently being conducted, on pay systems and their impact on the organization and individual employees. Pay systems can vary and may include systems of merit pay, pay- for-performance, job classification or pay grade levels (Park & Sturman, 2012). Job classification and pay grade levels have been the standard, primarily for government organizations and agencies, though some public agencies are beginning to move toward merit pay systems in which employees may be rewarded for their hard work (Park & Sturman, 2012). Currently the US Embassy take a mixed approach in which they utilize a combination of paygrade levels or job classificatio ...

1. Module 4 Reflective Discussion
PreviousNext
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,
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. Also, no
responses to your peers' posts are needed.
Equal Employment Opportunity and US Embassy HR Equal
Employment Opportunity, or EEO, is a policy that was created
in 1961 and fully adopted into a Commission in 1965 to address
various aspects of discrimination in the workplace (Kmec&
Skaggs, 2014). For instance, this policy asserts that no one may
be denied employment due to race, gender, religion, disability,
or sexual orientation, or other innately discriminatory reasons
(Kmec & Skaggs, 2014). It has become a standard in
virtually every company in the nation as a lack of compliance
may result in repercussions, legal and monetary, for the
employer (Kmec & Skaggs, 2014). EEO is not only
applicable to private and public entities and organizations, but
also to the Human Resources departments which oversee the

2. workplace
conditions and onboarding and termination processes of
persons employed with the United States Embassy. Since the
United States
has accepted the standards of the EEO as an overarching
guide, it is important that the agencies which represent the
nation also, follow the same standards and adhere to hiring
processes and workplace conditions which reflect the examples
set forth by the EEO. Moreover, it is beneficial for any agency
or organization to adhere to non-discriminatory practices as
it allows for a greater level of diversity within the
workplace, which is highly beneficial to the US Embassy (Kmec
& Skaggs, 2014). It is therefore crucial the embassy
continues to strive for EEO greatness and to lead the nation by
example.
Over the last several decades a great deal of research has been
conducted, and is currently being conducted, on pay systems
and their impact on the organization and individual
employees. Pay systems can vary and may include systems of
merit pay, pay-
for-performance, job classification or pay grade levels (Park
& Sturman, 2012). Job classification and pay grade levels
have
been the standard, primarily for government organizations
and agencies, though some public agencies are beginning to
move
toward merit pay systems in which employees may be rewarded
for their hard work (Park & Sturman, 2012). Currently the
US Embassy take a mixed approach in which they utilize a
combination of paygrade levels or job classification pay grades
and offer long
term bonuses and incentives, which likely assists in
reducing employment turnover in the long-run (Park &
Sturman, 2012). It
would benefit them to continue examining the benefits of
merit pay or pay-for-performance programs in the future as it

3. may also
increase productivity and employee happiness.
Talent development refers to a process that may be employed by
a human resources department to obtain, motivate, and develop
employees who are productive and engaged in their
work environment (Jayaraman et al., 2018). Talent development
often
begins with a talent development plan which is created and
often includes aspects such as career and leadership
development,
training and recognition programs, recruitment plans,
succession and workforce planning, and performance
management (Jayaraman et
al., 2018). Moreover, the goal of talent development is
to increase aspects of the organization such as
communication, innovation, accountability, team and quality
focus, inclusiveness and adaptability (Jayaraman et al., 2018).
The US Embassy should, therefore, place additional emphasis
on talent development as the needs of the embassy often change
and require high levels of leadership, teamwork, and
adaptability to function effectively.
My perceptions of the role HRM's play in the private sector
have not been altered or reshaped after the course. The
background materials did provide case studies that I found
helpful from lessons learned in trial and error. EEO programs
provided hope for a viable direction at the federal government
level but left me with many questions at the current
disconnection between the two.
Reference
Jayaraman, S., Talib, P., & Khan, A. F. (2018). Integrated
talent management scale: Construction and initial
validation. SAGE Open, 8(3), 215824401878096.
doi:10.1177/2158244018780965
Kmec, J. A., & Skaggs, S. L. (2014). The “state” of Equal
Employment Opportunity law and managerial gender diversity.
Social Problems, 61(4), 530-558. doi:10.1525/sp.2014.12319

4. Park, S., & Sturman, M. C. (2012). How and what you pay
matters:
The relative effectiveness of merit pay, bonus, and long-
term incentives on future job performance. Compensation
&
Benefits Review, 44(2), 80-85. doi:10.1177/0886368712450391
Module 1
Required Sources
Brentwood Open Learning College. (2016, December 19). Why
HR professionals are important for an organization [Video file].
Retrieved from https://www.youtube.com/watch?v=TxTG2y-
LCT0.
Schultz, L. (2014, September 24). What is Strategic HR? [Video
file]. Retrieved
from https://www.youtube.com/watch?v=llTvxMRJsHQ.
Wright, P. M., & McMahan, G. C. (2011). Exploring human
capital: Putting 'human' back into strategic human resource
management. Human Resource Management Journal, 21(2), 93-
104. Retrieved from EBSCOhost in the Trident Online Library.
Optional Sources
McMillan, D. (2012, September 12). Life after death by
PowerPoint [Video file]. Retrieved
from https://www.youtube.com/watch?v=MjcO2ExtHso
Society for Human Resource Management. Browse SHRM’s
monthly publication, HR Magazine (available though ProQuest
in the Trident Online Library) for pertinent HR topics. Also
visit the SHRM website, www.SHRM.org, for membership
information as well as for information on HR topics (some do
not require paid membership for access, others do).
Wienot Films. (2011, May 9). How to give an awesome
PowerPoint presentation [Video file]. Retrieved
from https://www.youtube.com/watch?v=i68a6M5FFBc
Module 2
Required Sources

5. Alanis Business Academy (2012). Human resource management:
Human resource planning. Retrieved
from https://www.youtube.com/watch?v=L_aiqSRL-j8.
Gregg Learning. (2017, June 30). HR Basics: Selection [Video
file]. Retrieved
from https://www.youtube.com/watch?v=1RTeEPyktKY.
Human resource management. (n.d.) Retrieved
from http://rachel.golearn.us/modules/en-oya/business-
101/webpages/Chapter14/1-human-resource-management-hiring-
and-staffing.html
Jusko, J. (2011). Cutting costs without cutting people. Industry
Week, 260(4), 30-n/a. Retrieved from ProQuest in the Trident
Online Library.
Marshall, P. (2010, April). Taking action on diversity. The
Canadian Manager, 35(1), 17-18,3. Retrieved from ProQuest in
the Trident Online Library.
SCRIBD (2018). Job Analysis and Human Resource
Planning. Download slide presentation
from https://www.scribd.com/presentation/16149160/Job-
Analysis-HR-Planning
Discussion
The 2018 Diversity Inc. top 50 companies for diversity. (2018).
Retrieved from
https://www.diversityinc.com/st/DI_Top_50.
SLP
U.S. Department of Labor (https://www.dol.gov).
U.S. Census Bureau
(http://censtats.census.gov/pub/Profiles.shtml).
Optional Sources
Fox, A. (2011, May). Mixing it up. HR Magazine, 56(5), 22-27.
Retrieve from ProQuest in the Trident online library.
Job analysis background research [PowerPoint slides].
Retrieved
from https://uwf.edu/search/index.html?q=job+analysis+backgro
und+research
Management Study Guide. (2016). Approaches to job design.

6. Retrieved from http://managementstudyguide.com/approaches-
to-job-design.htm
Owens, D. (2011, May). Bank on diverse talent. HR Magazine,
56(5), 32-33. Retrieved from ProQuest in the Trident Online
Library.
Perrett, B. (2013). Halving labor costs. Aviation Week & Space
Technology, 175(31), 52. Retrieved from EBSCOhost in the
Trident Online Library.
Module 3
Required Sources
Crossman, D. (2016, October 29). Simon Sinek on millennials
in the workplace [Video file]. Retrieved
from https://www.youtube.com/watch?v=hER0Qp6QJNU.
Role of internal consultants in managing change. (2016).
Retrieved from https://www.prosci.com/change-
management/thought-leadership-library/internal-consultant-
managing-change
Zaballero, A. G., Corn, C. M., Haynes, C., Rothwell, W. J.,
Anderson, C. S., & Park, C. H. (2015). Organization
development fundamentals: Managing strategic
change. Alexandria, VA: Association For Talent Development.
Retrieved from EBSCO from the Trident Online Library.
Optional Sources
Best practice in performance management. (2013). HSJ.Co.Uk,
Retrieved from the Trident Online Library.
Coping with workplace change. (2016). Vitality, (2). Retrieved
from https://www.ucalgary.ca/wellbeing/files/wellbeing/vitality
-april-2016-coping-with-workplace-change.pdf
Kotter’s 8-Step Change Model: Implementing change
powerfully and successfully. (2016). Retrieved
from https://www.mindtools.com/pages/article/newPPM_82.htm
McMillan, D. (2012, September 12). Life after death by
PowerPoint [Video file]. Retrieved
from https://www.youtube.com/watch?v=MjcO2ExtHso
Schraeder, M., & Jordan, M. (2011). Managing performance: A
practical perspective on managing employee performance. The

7. Journal for Quality and Participation, 34(2), 4-10. Retrieved
from ProQuest in the Trident Online Library.
Strategies for coping with workplace change. (2017). Dartmouth
College Faculty/Employee Assistance Program. Retrieved
from http://www.dartmouth.edu/~eap/STRATEGIES%20FOR%2
0COPING%20WITH%20WORKPLACE%20CHANGE.doc
Wienot Films. (2011, May 9). How to give an awesome
PowerPoint presentation [Video file]. Retrieved
from https://www.youtube.com/watch?v=i68a6M5FFBc
Module 4
Required Sources
CBS This Morning. (2015). Work vs. vacation: From unlimited
time to no time off. Retrieved
from https://www.youtube.com/watch?v=RV4hPjmZVyA.
FitSmallBusiness (2013). Employee compensation—how to
design the right plan. Retrieved
from https://www.youtube.com/watch?v=0Z2pwJ8TSy0.
Gollan, P. J., & Lewin, D. (2013). Employee representation in
non-union firms: An overview. Industrial Relations, 52(S1),
173-193. Retrieved from Business Source Complete in the
Trident Online Library.
Green, N., Ryan, K., & Levy, M. (2017). The correct way to
terminate an employee. Retrieved
from http://www.humanresources4u.com/cms_files/original/Ho
w_to_Terminate_an_Employee1.pdf
Mishra, R. K., Singh, P., & Sarkar, S. (2012). Cross cultural
dimension of compensation management: Global
perspectives. Journal of Strategic Human Resource
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Trident Online Library.
Reilly, P. (2012). HR's future in a global setting. Human
Resource Management International Digest, 20(3), 3-5.
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Optional Sources
Miller, S. (2011). Study: Pay for performance pays off.
Retrieved from https://www.shrm.org/ResourcesAndTools/hr-

8. topics/compensation/Pages/PaysOff.aspx
Rose, M. (2014). Reward management. London: Kogan Page
Ltd., Part I: The Fundamentals of Reward. Retrieved from
Skillport/Books 24x7 from the Trident Online Library.