The document summarizes a case study about Reyes Fitness Centers (RFC), a growing fitness club company. RFC's new CEO Mike Lowe has asked the new head of HR, Lori Patrick, to propose HR initiatives that can help RFC meet its strategic goals of increasing profitability through higher member retention rates. RFC is currently struggling with lower than average retention rates, in part due to poor customer service. The summary provides an overview of RFC's financial performance, strategy of focusing on families, and strategic challenges around customer retention. Lori believes addressing "people issues" through HR could help improve retention.
Reyes fitness centers role of hr in the business function (A .docxSUBHI7
Reyes fitness centers: role of hr in the business function (A CASE STUDY)
INTRODUCTION
Reyes Fitness Centers Inc.(RFC) is a growing mid-sized company, based in the U.S whose activities major in the fitness club industry (Sherlock, 2008).
This presentation gives an overview of the company’s Human Resource (HR) function and how it is related to business side of the company.
Specifically looks at how its Human Resource Department is tied with the strategic goals of the company:
It looks at its:
Organizational capabilities
Requisite RFC employee competencies
Organizational challenges
Assesses its SWOT.
Founded in 1999 by John Reyes, the company has grown to over 28 centers in various parts of the U.S as of 2007 (Sherlock, 2008). It has experienced the exponential growth that the entire fitness center industry experienced in the 1990s up to the point where main markets have now become saturated, slowing down the expansion of most fitness centers. Its Human Resource department is tasked with coming up with strategies that will help improve the business’ bottom line and ultimately be consistent with the long-term strategic goals of the company.
2
RFC’s capabilities and employees’ competencies:
The Capabilities:
Ideal fitness centers for families and couples. Unlike its competitors that focus more on body-building services, the company has customized its centers to make them suitable for families as a whole to use their facilities (Centers have customized lounges with TVs and even a restaurant) (Sherlock, 2008)
Its membership costs are affordable to its upper-middle class target market, giving it a competitive advantage. Most of its members have given feedback that they have no issues with the membership costs. This encourages membership renewal and retention.
Adequate number of professional and support staff in various departments.
Business focuses on revenue growth rather than expansion
The overall business strategy is that the company is focusing more on growing its revenues. This is different from most of its competitors who are acquiring smaller fitness centers and opening up new centers. Focusing on growing revenues has more direct impact and potential on growing profits and its bottom line as well.
3
RFC’s capabilities and employees’ competencies:……………………(CONTD.)
Employees Competencies
Good teamwork practices: All the employees from the senior management to the junior-level staff work together in synchrony on particular objectives. There exists clear command structures with good employee relations nonetheless within the company (Sherlock, 2008).
Adequate customer-serving skills. Its employees’ especially those who deal with clients directly, for example the personal trainers, are qualified and demonstrate competent customer-serving skills.
Its staff are certified, knowledgeable trained and qualified for the positions they hold. Most of its employees such as its Human Resource director (Lori) are well-trained with some possessing str ...
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Reyes fitness centers role of hr in the business function (A .docxSUBHI7
Reyes fitness centers: role of hr in the business function (A CASE STUDY)
INTRODUCTION
Reyes Fitness Centers Inc.(RFC) is a growing mid-sized company, based in the U.S whose activities major in the fitness club industry (Sherlock, 2008).
This presentation gives an overview of the company’s Human Resource (HR) function and how it is related to business side of the company.
Specifically looks at how its Human Resource Department is tied with the strategic goals of the company:
It looks at its:
Organizational capabilities
Requisite RFC employee competencies
Organizational challenges
Assesses its SWOT.
Founded in 1999 by John Reyes, the company has grown to over 28 centers in various parts of the U.S as of 2007 (Sherlock, 2008). It has experienced the exponential growth that the entire fitness center industry experienced in the 1990s up to the point where main markets have now become saturated, slowing down the expansion of most fitness centers. Its Human Resource department is tasked with coming up with strategies that will help improve the business’ bottom line and ultimately be consistent with the long-term strategic goals of the company.
2
RFC’s capabilities and employees’ competencies:
The Capabilities:
Ideal fitness centers for families and couples. Unlike its competitors that focus more on body-building services, the company has customized its centers to make them suitable for families as a whole to use their facilities (Centers have customized lounges with TVs and even a restaurant) (Sherlock, 2008)
Its membership costs are affordable to its upper-middle class target market, giving it a competitive advantage. Most of its members have given feedback that they have no issues with the membership costs. This encourages membership renewal and retention.
Adequate number of professional and support staff in various departments.
Business focuses on revenue growth rather than expansion
The overall business strategy is that the company is focusing more on growing its revenues. This is different from most of its competitors who are acquiring smaller fitness centers and opening up new centers. Focusing on growing revenues has more direct impact and potential on growing profits and its bottom line as well.
3
RFC’s capabilities and employees’ competencies:……………………(CONTD.)
Employees Competencies
Good teamwork practices: All the employees from the senior management to the junior-level staff work together in synchrony on particular objectives. There exists clear command structures with good employee relations nonetheless within the company (Sherlock, 2008).
Adequate customer-serving skills. Its employees’ especially those who deal with clients directly, for example the personal trainers, are qualified and demonstrate competent customer-serving skills.
Its staff are certified, knowledgeable trained and qualified for the positions they hold. Most of its employees such as its Human Resource director (Lori) are well-trained with some possessing str ...
Mu0011 – management and organisational developmentsmumbahelp
Dear students get fully solved SMU MBA assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
Sea Food Restaurant is a seafood preparation and supply company ba.docxbagotjesusa
Sea Food Restaurant is a seafood preparation and supply company based in Florence, Oregon, United States. The restaurant specializes in seafood dishes and seafood cuisine, such as shellfish and fish. Main course dishes include freshwater fish. The business is founded on the basis of preparing and serving fresh seafood, accompanied with drinks and other supplements. Additionally, the restaurant will provide retail sales of seafood that customers can prepare from the comfort of their homes. The company intends to take advantage of its close proximity to the lake to provide the most delicious sea foods to its highly esteemed customers across Oregon. Florence is a coastal city in the county of Lane. The location of the restaurant lies at the mouth of the Siuslaw River on the famously known Pacific Ocean, and it is also midway Coos and New point Bay, along the United States Route 101. The population of the region is approximately 9,466 people, according to the 2015 statistics, which means it is prime for business.
NAME:
INSTUCTOR:
DATE:
Assignment 4
LEADERSHIP & MANAGEMENT – LEADERSHIP CONSULTANT Analysis
Due Date: Week 9
Note: All scenarios in this assignment are fictional.
Real Business
It can be difficult for a business to improve how it operates from inside the organization. Sometimes, an outside perspective is needed. The large discount retail store you work for wants to improve its in-store restaurant management team.
Your Role
Companies like Target and Walmart often works with outside consultants—people who are not employees of the company but who are hired on a contract basis to help with a specific project. As a Leadership Consultant, you’ve been hired by a large discount retail company to help the company improve its leadership structure and approach to management.
What Is a LEADERSHIP CONSULTANT?
A leadership consultant is a person called in to a company, be it a large corporation or a small business, to evaluate how it operates and make recommendations for improvement. Leadership consultants are typically hired when a business is struggling and needs to make changes in order to remain profitable. Such consultants are often highly educated in the field of business and have experience in managerial roles.
Instructions
Step 1: ORGANIZATIONAL STRUCTURE
Take a look at the Organization Chart provided by the company.
· Based on your knowledge of hierarchies, would you say that this team has tall structure or flat structure?
Underline your selection:
Tall Structure
Flat Structure
Explain your answer.
Step 2: HUMAN RESOURCES
The company would like to improve the culture of its team and the quality of its work. Its leadership has provided you with a Process Chart detailing how it currently applies Human Resources best practices.
· What step of the Human Resources Cycle is missing? Explain why it is important to include this part of the process.
Note: You should complete Steps 3 & 4 after reading the material in Week 9.
Step 3:.
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Subject Strategic Human Resource Management Job Analysis Name .docxpicklesvalery
Subject: Strategic Human Resource Management Job Analysis
Name: Matt Ilczuk
Title: CEO
Time in office: 10-8
Level of Education: MBA
Organization: Entertainment Company
Name: Entertainment Lab
Size: Medium
Role of the organization: Represent unique talent and bring to life exceptional projects
Mission Statement: Find the most unique actors and writers and provide opportunity to bring their ideas and dreams to life.
Job Description:
Interview Questions:
1. What does it take to make it big in HR? What skills and expertise do you need?
The number one thing is to understand the mission statement of the organization and attract people that have the same values share similar vision. We welcome diversity in our workplace, everyone is expected to bring his or her point of view and everyone is valued. In return, we demand respect and best possible performance from all our employee
0. How HR can add more value to an organization?
As a co-founder of the company, I am also responsible for interviewing people and other tasks associated with HR. I would not want anybody else to do this job because I feel like I have developed good sense of what type of people we need.
0. How HR drives organizational performance?
By setting the right mindset and atmosphere into our workplace.
0. What are your top 7 core competencies that your company embodies in maintaining high-performing HR professionalism towards work-force?
Caring about our clients as well as employees.
0. Can you tell us a difficult ER ( do you mean HR here?) issue that you have experienced recently and what was the outcome?
The biggest issue we had to face was how to set the standards for our HR practises. We had collectively agreed upon the fact that we put enough emphasis on development of our employees hoping that it will help the growth for our company.
Questions for HR
1. What is the company culture like? We represent artists and try to give them the opportunity to fulfill their potential by sending them to castings and deliver their work to well established directors. We also produce unique movies that we believe should be given a great exposure. We believe in our employees and they are given a great amount of responsibility. They are involved in key decision making such as script coverage, what talents we represent and what project we work on.
2. How do you go about finding employees? What resources do you use? The most effective ways of finding employees was through employee referral. The most valued employees are usually the ones who believe in what we do and are fully committed into our mission statement.
3. Can you tell me more about your HR policies? We value every single that enters our workplace. Everyone is treated with respect and we expect respect in return. Every employee is encouraged practise his or her critical thinking on every aspect Entrainment Lab is working on.
4. What is something that the strategic HRM is struggling with in the
Organization? I think we sh ...
Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges.
There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program.
HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't!
At the end of this webinar, participants will identify:
- The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program
- How to Build and Make the Case for Leadership Development within your Organization
- How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals
- Key Methods for Tracking Results and Measuring the ROI
Sink or Swim: Supporting the Transition to New ManagerBizLibrary
How important are frontline managers? When it comes to the key areas of reaching goals, achieving productivity, and engaging employees, management’s answer is “very.”
78% – Achieving a high level of customer satisfaction
76% – Achieving a high level of productivity
73% – Achieving a high level of employee engagement
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
In this webinar we’ll discuss:
The four changes a new leader faces
How to help new managers balance roles, results and relationships
How to create a new manager training plan for your new managers and supervisors
Required Resources
Text
Read Commonsense Talent Management:
· Chapter 10: Improving the World through Strategic HR 349
Articles
Gould, W. I. (2010). Labor law beyond U.S. borders: does what happens outside of America stay outside of America?Stanford Law & Policy Review, (3), 401. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=edsgao&AN=edsgcl.237533046&site=eds-live
Kuddo, A. (2009, November 1). Labor laws in Eastern European and Central Asian countries: minimum norms and practices (Links to an external site.). Worldbank.org. Retrieved October 8, 2015. From-http://siteresources.worldbank.org/SOCIALPROTECTION/Resources/SP-Discussion-papers/Labor-Market-DP/0920.pdf
Discussion 1
BFOQ
Research the term BFOQ. Explain its importance and relevance to HRM. How might not appropriately incorporating well defined BFOQs lead to difficulties for the organization? How would the concept of BFOQ be linked to “disparate treatment” and/or “disparate impact” in respect to staffing? What is the link between the ADA (1990) and BFOQs? Present your views in 200 words or more in your discussion post.
Discussion 2
Foreign Restrictions on Termination
Research the topic of restrictions on termination of employment in European countries. Assess the different requirements and consider risks, operational requirements for MNCs, modified HRM policies, and any other conditions or restrictions facing a firm operating in such environments. Present your views in 200 words or more in your discussion post.
Week 6 - Final Project
Mark as done
Final Project
You work for a HR consulting company and an organization (the same company you have been writing about during this course) has hired your firm to conduct an HRM analysis and make recommendations to better align HR practices to the key business initiatives of the company. In order to accomplish the goal:
· Analyze the organization and develop a set of HRM practices that help align HR practices to the firm’s strategy. (Keep in mind the firm’s overall strategy in regards to Porter and Snow and White’s theories) Develop a 3200-3500 word research paper (not including the title and reference pages). Your paper should also:
· Identify the firm’s history, strategy, market position, and specific area of alignment.
· Provide job pricing and compensation package for 3-4 key positions in the organization.
· Describe and analyze the current and targeted HR work processes as well as the respective knowledge, skills, and abilities (KSAs) required to achieve the organization’s objectives.
· Incorporate a discussion of relevant technology considerations to achieve work output in the context of the organization’s goals.
· Provide a discussion of the labor market and the appropriate labor law context. Identification of companies that are preparing to address any legal or regulatory changes..
· Prescribe a set of HRM recommendations, specifically tailored for the selected firm. Insert a table with deliverables, acc.
Sink or Swim? Supporting the Transition to New ManagerBizLibrary
“Managers on the front line are critical to sustaining quality, service, innovation, and financial performance.” Becoming a Manager, Linda Hill, Professor, Harvard Business School How important are frontline managers? When it comes to the key areas of reaching goals, achieving productivity, and engaging employees, management’s answer is “very.”
78% - Achieving a high level of customer satisfaction*
76% - Achieving a high level of productivity*
73% - Achieving a high level of employee engagement*
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.In this webinar we'll discuss:
The four changes a new leader faces
How to help new managers balance roles, results and relationships
How to create a development plan for your new managers and supervisors
* “Frontline Managers: Are They Given the Leadership Tools to Succeed?” Harvard Business Review Analytic Services, 2014.
www.bizlibrary.com
Sink or Swim? Supporting the Transition to New Manager - Webinar 03.27.14BizLibrary
60% of frontline managers fail within the first two years in their role. 26% felt they were not ready for the role, and 58% reported receiving no management training. What can you do to turn these numbers around?
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Topics we'll discuss:
•Change Management
•Leadership
•Communication
•Coaching
•Collaboration
•Supervision and Legal Awareness
4 Reasons Why HR is Lost in Translations When it Comes to StrategyRafael Lemaitre
It is a common theme today that HR is neglected as an administrative function rather than as a strategic enabler of the organisation. Why is that?
This white paper explores 4 different reasons that contribute for a miss alignment between HR and Strategy
1 OL 665 Final Project Guidelines and Rubric Over.docxaulasnilda
1
OL 665 Final Project Guidelines and Rubric
Overview
Not-for-profit organizations represent a significant hiring pool for new graduates in the United States. Not-for-profit organizations are identified by the absence
of a monetary profit goal. Typically, the not-for-profit organization’s existence is based on a desire to provide a public benefit. Not-for-profit organizations exist
across industries and are present in education, healthcare, development, and environmental agencies. Examples of not-for-profit organizations include Doctors
without Borders, the American Red Cross, Teach for America, and the World Food Program.
Not-for-profit organizations require leaders who can manage them as businesses while understanding the needs of the communities they serve. For this project,
you will conduct a strategic analysis of a not-for-profit organization of your choice; in so doing, you will develop the critical skills necessary for leadership and
management careers within the not-for-profit business sector. To conduct your analysis, you will identify key financial considerations, explore unique public
relations considerations, and consider issues of sustainability within organizations with a not-for-profit designation. This project will increase your versatility as a
leader and improve your appeal as a potential employee within the not-for-profit business sector. The final product represents an authentic demonstration of
competency because it asks you to critically evaluate factors that contribute to the overall success of a not-for-profit organization.
The project is divided into three milestones, which will be submitted at various points throughout the course to scaffold learning and ensure the quality of your
final submission. These milestones will be submitted in Modules Three, Five, and Seven. The final product will be submitted in Module Nine. Remember that
you final submission will include a conclusion that summarizes the milestone work in a closing section.
In this assignment, you will demonstrate your mastery of the following course outcomes:
Evaluate management strategies and organizational structures of not-for-profit organizations for their effectiveness in managing boards, volunteers, and
staff
Analyze communication strategies used by not-for-profit organizations for how they advance shared values, attitudes, and goals with all stakeholders
Analyze resource and budgetary considerations within not-for-profit organizations for determining potential challenges to financial operations
Analyze ethical considerations within not-for-profit entities for their impact on public image
Evaluate how operational strengths and weaknesses of not-for-profit organizations impact their long-term sustainability
2
Prompt
For this project, you will choose a not-for-profit organization of your choice—it must be a 501(c)(3) organization—and develop a strategic analysis. You will report
on key area.
1 OL 665 Final Project Guidelines and Rubric Over.docxjeremylockett77
1
OL 665 Final Project Guidelines and Rubric
Overview
Not-for-profit organizations represent a significant hiring pool for new graduates in the United States. Not-for-profit organizations are identified by the absence
of a monetary profit goal. Typically, the not-for-profit organization’s existence is based on a desire to provide a public benefit. Not-for-profit organizations exist
across industries and are present in education, healthcare, development, and environmental agencies. Examples of not-for-profit organizations include Doctors
without Borders, the American Red Cross, Teach for America, and the World Food Program.
Not-for-profit organizations require leaders who can manage them as businesses while understanding the needs of the communities they serve. For this project,
you will conduct a strategic analysis of a not-for-profit organization of your choice; in so doing, you will develop the critical skills necessary for leadership and
management careers within the not-for-profit business sector. To conduct your analysis, you will identify key financial considerations, explore unique public
relations considerations, and consider issues of sustainability within organizations with a not-for-profit designation. This project will increase your versatility as a
leader and improve your appeal as a potential employee within the not-for-profit business sector. The final product represents an authentic demonstration of
competency because it asks you to critically evaluate factors that contribute to the overall success of a not-for-profit organization.
The project is divided into three milestones, which will be submitted at various points throughout the course to scaffold learning and ensure the quality of your
final submission. These milestones will be submitted in Modules Three, Five, and Seven. The final product will be submitted in Module Nine. Remember that
you final submission will include a conclusion that summarizes the milestone work in a closing section.
In this assignment, you will demonstrate your mastery of the following course outcomes:
Evaluate management strategies and organizational structures of not-for-profit organizations for their effectiveness in managing boards, volunteers, and
staff
Analyze communication strategies used by not-for-profit organizations for how they advance shared values, attitudes, and goals with all stakeholders
Analyze resource and budgetary considerations within not-for-profit organizations for determining potential challenges to financial operations
Analyze ethical considerations within not-for-profit entities for their impact on public image
Evaluate how operational strengths and weaknesses of not-for-profit organizations impact their long-term sustainability
2
Prompt
For this project, you will choose a not-for-profit organization of your choice—it must be a 501(c)(3) organization—and develop a strategic analysis. You will report
on key area ...
Chapter 1Introduction to Human Resource Management.docxjoyjonna282
Chapter 1
Introduction to Human
Resource Management
Learning Objectives
After reading this chapter, you should be able to do the following:
• Explain what human resource management (HRM) is and how it relates to the manage-
ment process.
• Identify major events in the history of HRM and explain how they have shaped the current
field of HRM.
• Describe the strategic importance of HRM activities performed in the organizational
setting.
• Identify your own HRM responsibilities and challenges as an organizational participant and
decision maker.
• Define the major responsibilities of a human resources (HR) department.
• Describe the role of the legal environment in HR operations and activities.
• Define each of the major HRM functions and processes of strategic HRM planning, job
analysis and design, recruitment, selection, training and development, compensation and
benefits, and performance appraisal.
• Identify major recent trends in HRM.
1
Frances Roberts/age fotostock/SuperStock
Pre-Test Chapter 1
Pre-Test
1. HR personal credibility is one of the critical competencies required in order for HR profes-
sionals to be able to carry out their duties successfully.
a) True
b) False
2. Human resource management has been defined as:
a) managing people’s skills and talents to effectively align them with organizational
goals.
b) all decisions made by human resource departments that improve morale for
employees.
c) decisions made by human resource departments that balance the needs of the
management team and employee bargaining units.
d) decisions made by management and by employees that help reach the organization’s
goals.
3. The market value per employee of publicly traded companies in the United States can
indicate the effectiveness of HR practices on organizational performance.
a) True
b) False
4. Corporate governance refers to the relationship between managers and unions in terms
of shared corporate rights and responsibilities.
a) True
b) False
5. Which of the following is one of the HR department’s major everyday tasks?
a) Sales and operations planning
b) Supply chain management
c) Inventory accounting
d) Planning and alignment
6. Any of the following can be a reason for employees to join unions EXCEPT:
a) an employee’s personal need to make a difference in the work environment.
b) employee dissatisfaction and discomfort with the existing work environment.
c) unions’ prospective advantages.
d) a greater chance of joining an organization’s board of directors.
7. Which of the following is one of the HRM practices?
a) Union activities
b) Supply chain management
c) Benefits administration
d) Operations management
8. Taking work that used to be done within an organization and contracting it to a third
party is called:
a) globalization.
Introduction Chapter 1
b) outsourcing.
c) free trade.
d) economic shifting.
Answers
1. a) True. The correct answer can be found in Section 1.1.
2 ...
According to the NASW Code of Ethics section 6.04 (NASW, 2008), .docxaryan532920
According to the NASW Code of Ethics section 6.04 (NASW, 2008), social workers are ethically bound to work for policies that support the healthy development of individuals, guarantee equal access to services, and promote social and economic justice.
For this Discussion
, review this week’s resources, including
Working with Survivors of Sexual Abuse and Trauma: The Case of Rita
and “The Johnson Family”. Consider what change you might make to the policies that affect the client in the case you chose. Finally, think about how you might evaluate the success of the policy changes.
By Day 3
Post
an explanation of one change you might make to the policies that affect the client in the case. Be sure to reference the case you selected in your post. Finally, explain how you might evaluate the success of the policy changes.
Working With Survivors of Sexual Abuse and Trauma: The Case of Rita
Rita is a 22-year-old, heterosexual, Latina female working in the hospitality industry at a resort. She is the youngest of five children and lives at home with her parents. Rita has dated in the past but never developed a serious relationship. She is close to her immediate and extended family as well as to her female friends in the Latino community. Although her parents and three of her siblings were born in the Dominican Republic, Rita was born in the United States.
A year ago, Rita was sexually assaulted by an acquaintance of a male coworker. Rita and a female coworker met Juan and Bob after work at a local bar for a light meal and a few drinks. Because Rita had to get up early to work her shift the next day, Bob offered to drive her home. Instead of taking Rita directly home, however, he drove to a desolate spot nearby and assaulted her. Afterward, Bob threatened to harm her family if she did not remain silent and proceeded to drive her home. Although Rita did not tell her family what happened, she did call our agency hotline the next day to discuss her options. Because Rita’s assault occurred within the 5-day window for forensic evidence collection of this kind, Rita consented to activation of the county’s sexual assault response team (SART). Although she agreed to have an advocate and the sexual assault nurse examiner (SANE) meet her at the hospital, Rita tearfully stated that she did not want to file a police report at that time because she did not want to upset her family. The nurse examiner interviewed Rita, collected evidence, recorded any injuries, administered antibiotics for possible sexually transmitted infections, and gave Rita emergency contraception in case of pregnancy. The advocate stayed with Rita during the procedure, supporting her and validating her experience, and gave her a referral for individual crisis counseling at our agency.
My treatment goals for Rita included alleviation of rape trauma syndrome symptoms that included shame and self-blame, validation of self-worth and empowerment, and processing how it would feel to discl.
According to the text, crime has been part of the human condition si.docxaryan532920
According to the text, crime has been part of the human condition since people began to live in groups. Ancient documents indicate that conduct we now call murder, theft, or robbery was identified as criminal by civilizations that existed thousands of years ago. Criminal laws regulate human conduct and tell people what they can and cannot do and, in some instances, what they must do under certain circumstances. In this assignment, you will explore different types of criminal conduct and the goals of criminal law.
Write a four to six (4-6) page paper in which you:
Determine whether or not the Ex Post Facto Clause can be used as a defense to prohibit the increase in federal minimum/mandatory sentencing guidelines after a federal defendant has committed the crime. Provide a rationale to support your position.
Explain the distinction between criminal, tort, and moral wrongs. Next, support or criticize the premise that the standards set by moral laws are higher than those set by criminal law.
Identify and discuss the differences between solicitation of another to commit a crime and a conspiracy to commit a crime. Next, support or criticize the use of the unilateral approach to conspiracy convictions.
Identify the four (4) goals of criminal law, and discuss the manner in which these four goals effectuate the purpose of protecting the public and preventing the conviction of innocent persons.
Use at least three (3) quality academic resources in this assignment.
Note:
Wikipedia and similar types of websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
This course requires use of new
Strayer Writing Standards (SWS
). The format is different than other Strayer University courses. Please take a moment to review the SWS documentation for details.
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow SWS or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student's name, the professor's name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
The specific course learning outcomes associated with this assignment are:
Describe the nature and history of American criminal law.
Explain the role of individuals and federal, state, and local government agencies in crime fighting and prosecution of criminal offenses.
Analyze the essential legal elements of criminal conduct.
Use technology and information resources to research issues in criminal law.
Write clearly and concisely about criminal law using proper writing mechanics.
.
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Sea Food Restaurant is a seafood preparation and supply company ba.docxbagotjesusa
Sea Food Restaurant is a seafood preparation and supply company based in Florence, Oregon, United States. The restaurant specializes in seafood dishes and seafood cuisine, such as shellfish and fish. Main course dishes include freshwater fish. The business is founded on the basis of preparing and serving fresh seafood, accompanied with drinks and other supplements. Additionally, the restaurant will provide retail sales of seafood that customers can prepare from the comfort of their homes. The company intends to take advantage of its close proximity to the lake to provide the most delicious sea foods to its highly esteemed customers across Oregon. Florence is a coastal city in the county of Lane. The location of the restaurant lies at the mouth of the Siuslaw River on the famously known Pacific Ocean, and it is also midway Coos and New point Bay, along the United States Route 101. The population of the region is approximately 9,466 people, according to the 2015 statistics, which means it is prime for business.
NAME:
INSTUCTOR:
DATE:
Assignment 4
LEADERSHIP & MANAGEMENT – LEADERSHIP CONSULTANT Analysis
Due Date: Week 9
Note: All scenarios in this assignment are fictional.
Real Business
It can be difficult for a business to improve how it operates from inside the organization. Sometimes, an outside perspective is needed. The large discount retail store you work for wants to improve its in-store restaurant management team.
Your Role
Companies like Target and Walmart often works with outside consultants—people who are not employees of the company but who are hired on a contract basis to help with a specific project. As a Leadership Consultant, you’ve been hired by a large discount retail company to help the company improve its leadership structure and approach to management.
What Is a LEADERSHIP CONSULTANT?
A leadership consultant is a person called in to a company, be it a large corporation or a small business, to evaluate how it operates and make recommendations for improvement. Leadership consultants are typically hired when a business is struggling and needs to make changes in order to remain profitable. Such consultants are often highly educated in the field of business and have experience in managerial roles.
Instructions
Step 1: ORGANIZATIONAL STRUCTURE
Take a look at the Organization Chart provided by the company.
· Based on your knowledge of hierarchies, would you say that this team has tall structure or flat structure?
Underline your selection:
Tall Structure
Flat Structure
Explain your answer.
Step 2: HUMAN RESOURCES
The company would like to improve the culture of its team and the quality of its work. Its leadership has provided you with a Process Chart detailing how it currently applies Human Resources best practices.
· What step of the Human Resources Cycle is missing? Explain why it is important to include this part of the process.
Note: You should complete Steps 3 & 4 after reading the material in Week 9.
Step 3:.
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Subject Strategic Human Resource Management Job Analysis Name .docxpicklesvalery
Subject: Strategic Human Resource Management Job Analysis
Name: Matt Ilczuk
Title: CEO
Time in office: 10-8
Level of Education: MBA
Organization: Entertainment Company
Name: Entertainment Lab
Size: Medium
Role of the organization: Represent unique talent and bring to life exceptional projects
Mission Statement: Find the most unique actors and writers and provide opportunity to bring their ideas and dreams to life.
Job Description:
Interview Questions:
1. What does it take to make it big in HR? What skills and expertise do you need?
The number one thing is to understand the mission statement of the organization and attract people that have the same values share similar vision. We welcome diversity in our workplace, everyone is expected to bring his or her point of view and everyone is valued. In return, we demand respect and best possible performance from all our employee
0. How HR can add more value to an organization?
As a co-founder of the company, I am also responsible for interviewing people and other tasks associated with HR. I would not want anybody else to do this job because I feel like I have developed good sense of what type of people we need.
0. How HR drives organizational performance?
By setting the right mindset and atmosphere into our workplace.
0. What are your top 7 core competencies that your company embodies in maintaining high-performing HR professionalism towards work-force?
Caring about our clients as well as employees.
0. Can you tell us a difficult ER ( do you mean HR here?) issue that you have experienced recently and what was the outcome?
The biggest issue we had to face was how to set the standards for our HR practises. We had collectively agreed upon the fact that we put enough emphasis on development of our employees hoping that it will help the growth for our company.
Questions for HR
1. What is the company culture like? We represent artists and try to give them the opportunity to fulfill their potential by sending them to castings and deliver their work to well established directors. We also produce unique movies that we believe should be given a great exposure. We believe in our employees and they are given a great amount of responsibility. They are involved in key decision making such as script coverage, what talents we represent and what project we work on.
2. How do you go about finding employees? What resources do you use? The most effective ways of finding employees was through employee referral. The most valued employees are usually the ones who believe in what we do and are fully committed into our mission statement.
3. Can you tell me more about your HR policies? We value every single that enters our workplace. Everyone is treated with respect and we expect respect in return. Every employee is encouraged practise his or her critical thinking on every aspect Entrainment Lab is working on.
4. What is something that the strategic HRM is struggling with in the
Organization? I think we sh ...
Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges.
There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program.
HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't!
At the end of this webinar, participants will identify:
- The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program
- How to Build and Make the Case for Leadership Development within your Organization
- How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals
- Key Methods for Tracking Results and Measuring the ROI
Sink or Swim: Supporting the Transition to New ManagerBizLibrary
How important are frontline managers? When it comes to the key areas of reaching goals, achieving productivity, and engaging employees, management’s answer is “very.”
78% – Achieving a high level of customer satisfaction
76% – Achieving a high level of productivity
73% – Achieving a high level of employee engagement
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
In this webinar we’ll discuss:
The four changes a new leader faces
How to help new managers balance roles, results and relationships
How to create a new manager training plan for your new managers and supervisors
Required Resources
Text
Read Commonsense Talent Management:
· Chapter 10: Improving the World through Strategic HR 349
Articles
Gould, W. I. (2010). Labor law beyond U.S. borders: does what happens outside of America stay outside of America?Stanford Law & Policy Review, (3), 401. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=edsgao&AN=edsgcl.237533046&site=eds-live
Kuddo, A. (2009, November 1). Labor laws in Eastern European and Central Asian countries: minimum norms and practices (Links to an external site.). Worldbank.org. Retrieved October 8, 2015. From-http://siteresources.worldbank.org/SOCIALPROTECTION/Resources/SP-Discussion-papers/Labor-Market-DP/0920.pdf
Discussion 1
BFOQ
Research the term BFOQ. Explain its importance and relevance to HRM. How might not appropriately incorporating well defined BFOQs lead to difficulties for the organization? How would the concept of BFOQ be linked to “disparate treatment” and/or “disparate impact” in respect to staffing? What is the link between the ADA (1990) and BFOQs? Present your views in 200 words or more in your discussion post.
Discussion 2
Foreign Restrictions on Termination
Research the topic of restrictions on termination of employment in European countries. Assess the different requirements and consider risks, operational requirements for MNCs, modified HRM policies, and any other conditions or restrictions facing a firm operating in such environments. Present your views in 200 words or more in your discussion post.
Week 6 - Final Project
Mark as done
Final Project
You work for a HR consulting company and an organization (the same company you have been writing about during this course) has hired your firm to conduct an HRM analysis and make recommendations to better align HR practices to the key business initiatives of the company. In order to accomplish the goal:
· Analyze the organization and develop a set of HRM practices that help align HR practices to the firm’s strategy. (Keep in mind the firm’s overall strategy in regards to Porter and Snow and White’s theories) Develop a 3200-3500 word research paper (not including the title and reference pages). Your paper should also:
· Identify the firm’s history, strategy, market position, and specific area of alignment.
· Provide job pricing and compensation package for 3-4 key positions in the organization.
· Describe and analyze the current and targeted HR work processes as well as the respective knowledge, skills, and abilities (KSAs) required to achieve the organization’s objectives.
· Incorporate a discussion of relevant technology considerations to achieve work output in the context of the organization’s goals.
· Provide a discussion of the labor market and the appropriate labor law context. Identification of companies that are preparing to address any legal or regulatory changes..
· Prescribe a set of HRM recommendations, specifically tailored for the selected firm. Insert a table with deliverables, acc.
Sink or Swim? Supporting the Transition to New ManagerBizLibrary
“Managers on the front line are critical to sustaining quality, service, innovation, and financial performance.” Becoming a Manager, Linda Hill, Professor, Harvard Business School How important are frontline managers? When it comes to the key areas of reaching goals, achieving productivity, and engaging employees, management’s answer is “very.”
78% - Achieving a high level of customer satisfaction*
76% - Achieving a high level of productivity*
73% - Achieving a high level of employee engagement*
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.In this webinar we'll discuss:
The four changes a new leader faces
How to help new managers balance roles, results and relationships
How to create a development plan for your new managers and supervisors
* “Frontline Managers: Are They Given the Leadership Tools to Succeed?” Harvard Business Review Analytic Services, 2014.
www.bizlibrary.com
Sink or Swim? Supporting the Transition to New Manager - Webinar 03.27.14BizLibrary
60% of frontline managers fail within the first two years in their role. 26% felt they were not ready for the role, and 58% reported receiving no management training. What can you do to turn these numbers around?
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Topics we'll discuss:
•Change Management
•Leadership
•Communication
•Coaching
•Collaboration
•Supervision and Legal Awareness
4 Reasons Why HR is Lost in Translations When it Comes to StrategyRafael Lemaitre
It is a common theme today that HR is neglected as an administrative function rather than as a strategic enabler of the organisation. Why is that?
This white paper explores 4 different reasons that contribute for a miss alignment between HR and Strategy
1 OL 665 Final Project Guidelines and Rubric Over.docxaulasnilda
1
OL 665 Final Project Guidelines and Rubric
Overview
Not-for-profit organizations represent a significant hiring pool for new graduates in the United States. Not-for-profit organizations are identified by the absence
of a monetary profit goal. Typically, the not-for-profit organization’s existence is based on a desire to provide a public benefit. Not-for-profit organizations exist
across industries and are present in education, healthcare, development, and environmental agencies. Examples of not-for-profit organizations include Doctors
without Borders, the American Red Cross, Teach for America, and the World Food Program.
Not-for-profit organizations require leaders who can manage them as businesses while understanding the needs of the communities they serve. For this project,
you will conduct a strategic analysis of a not-for-profit organization of your choice; in so doing, you will develop the critical skills necessary for leadership and
management careers within the not-for-profit business sector. To conduct your analysis, you will identify key financial considerations, explore unique public
relations considerations, and consider issues of sustainability within organizations with a not-for-profit designation. This project will increase your versatility as a
leader and improve your appeal as a potential employee within the not-for-profit business sector. The final product represents an authentic demonstration of
competency because it asks you to critically evaluate factors that contribute to the overall success of a not-for-profit organization.
The project is divided into three milestones, which will be submitted at various points throughout the course to scaffold learning and ensure the quality of your
final submission. These milestones will be submitted in Modules Three, Five, and Seven. The final product will be submitted in Module Nine. Remember that
you final submission will include a conclusion that summarizes the milestone work in a closing section.
In this assignment, you will demonstrate your mastery of the following course outcomes:
Evaluate management strategies and organizational structures of not-for-profit organizations for their effectiveness in managing boards, volunteers, and
staff
Analyze communication strategies used by not-for-profit organizations for how they advance shared values, attitudes, and goals with all stakeholders
Analyze resource and budgetary considerations within not-for-profit organizations for determining potential challenges to financial operations
Analyze ethical considerations within not-for-profit entities for their impact on public image
Evaluate how operational strengths and weaknesses of not-for-profit organizations impact their long-term sustainability
2
Prompt
For this project, you will choose a not-for-profit organization of your choice—it must be a 501(c)(3) organization—and develop a strategic analysis. You will report
on key area.
1 OL 665 Final Project Guidelines and Rubric Over.docxjeremylockett77
1
OL 665 Final Project Guidelines and Rubric
Overview
Not-for-profit organizations represent a significant hiring pool for new graduates in the United States. Not-for-profit organizations are identified by the absence
of a monetary profit goal. Typically, the not-for-profit organization’s existence is based on a desire to provide a public benefit. Not-for-profit organizations exist
across industries and are present in education, healthcare, development, and environmental agencies. Examples of not-for-profit organizations include Doctors
without Borders, the American Red Cross, Teach for America, and the World Food Program.
Not-for-profit organizations require leaders who can manage them as businesses while understanding the needs of the communities they serve. For this project,
you will conduct a strategic analysis of a not-for-profit organization of your choice; in so doing, you will develop the critical skills necessary for leadership and
management careers within the not-for-profit business sector. To conduct your analysis, you will identify key financial considerations, explore unique public
relations considerations, and consider issues of sustainability within organizations with a not-for-profit designation. This project will increase your versatility as a
leader and improve your appeal as a potential employee within the not-for-profit business sector. The final product represents an authentic demonstration of
competency because it asks you to critically evaluate factors that contribute to the overall success of a not-for-profit organization.
The project is divided into three milestones, which will be submitted at various points throughout the course to scaffold learning and ensure the quality of your
final submission. These milestones will be submitted in Modules Three, Five, and Seven. The final product will be submitted in Module Nine. Remember that
you final submission will include a conclusion that summarizes the milestone work in a closing section.
In this assignment, you will demonstrate your mastery of the following course outcomes:
Evaluate management strategies and organizational structures of not-for-profit organizations for their effectiveness in managing boards, volunteers, and
staff
Analyze communication strategies used by not-for-profit organizations for how they advance shared values, attitudes, and goals with all stakeholders
Analyze resource and budgetary considerations within not-for-profit organizations for determining potential challenges to financial operations
Analyze ethical considerations within not-for-profit entities for their impact on public image
Evaluate how operational strengths and weaknesses of not-for-profit organizations impact their long-term sustainability
2
Prompt
For this project, you will choose a not-for-profit organization of your choice—it must be a 501(c)(3) organization—and develop a strategic analysis. You will report
on key area ...
Chapter 1Introduction to Human Resource Management.docxjoyjonna282
Chapter 1
Introduction to Human
Resource Management
Learning Objectives
After reading this chapter, you should be able to do the following:
• Explain what human resource management (HRM) is and how it relates to the manage-
ment process.
• Identify major events in the history of HRM and explain how they have shaped the current
field of HRM.
• Describe the strategic importance of HRM activities performed in the organizational
setting.
• Identify your own HRM responsibilities and challenges as an organizational participant and
decision maker.
• Define the major responsibilities of a human resources (HR) department.
• Describe the role of the legal environment in HR operations and activities.
• Define each of the major HRM functions and processes of strategic HRM planning, job
analysis and design, recruitment, selection, training and development, compensation and
benefits, and performance appraisal.
• Identify major recent trends in HRM.
1
Frances Roberts/age fotostock/SuperStock
Pre-Test Chapter 1
Pre-Test
1. HR personal credibility is one of the critical competencies required in order for HR profes-
sionals to be able to carry out their duties successfully.
a) True
b) False
2. Human resource management has been defined as:
a) managing people’s skills and talents to effectively align them with organizational
goals.
b) all decisions made by human resource departments that improve morale for
employees.
c) decisions made by human resource departments that balance the needs of the
management team and employee bargaining units.
d) decisions made by management and by employees that help reach the organization’s
goals.
3. The market value per employee of publicly traded companies in the United States can
indicate the effectiveness of HR practices on organizational performance.
a) True
b) False
4. Corporate governance refers to the relationship between managers and unions in terms
of shared corporate rights and responsibilities.
a) True
b) False
5. Which of the following is one of the HR department’s major everyday tasks?
a) Sales and operations planning
b) Supply chain management
c) Inventory accounting
d) Planning and alignment
6. Any of the following can be a reason for employees to join unions EXCEPT:
a) an employee’s personal need to make a difference in the work environment.
b) employee dissatisfaction and discomfort with the existing work environment.
c) unions’ prospective advantages.
d) a greater chance of joining an organization’s board of directors.
7. Which of the following is one of the HRM practices?
a) Union activities
b) Supply chain management
c) Benefits administration
d) Operations management
8. Taking work that used to be done within an organization and contracting it to a third
party is called:
a) globalization.
Introduction Chapter 1
b) outsourcing.
c) free trade.
d) economic shifting.
Answers
1. a) True. The correct answer can be found in Section 1.1.
2 ...
Similar to SCS 100 Learning Block 3-1 Short Answer Rubric Promp.docx (20)
According to the NASW Code of Ethics section 6.04 (NASW, 2008), .docxaryan532920
According to the NASW Code of Ethics section 6.04 (NASW, 2008), social workers are ethically bound to work for policies that support the healthy development of individuals, guarantee equal access to services, and promote social and economic justice.
For this Discussion
, review this week’s resources, including
Working with Survivors of Sexual Abuse and Trauma: The Case of Rita
and “The Johnson Family”. Consider what change you might make to the policies that affect the client in the case you chose. Finally, think about how you might evaluate the success of the policy changes.
By Day 3
Post
an explanation of one change you might make to the policies that affect the client in the case. Be sure to reference the case you selected in your post. Finally, explain how you might evaluate the success of the policy changes.
Working With Survivors of Sexual Abuse and Trauma: The Case of Rita
Rita is a 22-year-old, heterosexual, Latina female working in the hospitality industry at a resort. She is the youngest of five children and lives at home with her parents. Rita has dated in the past but never developed a serious relationship. She is close to her immediate and extended family as well as to her female friends in the Latino community. Although her parents and three of her siblings were born in the Dominican Republic, Rita was born in the United States.
A year ago, Rita was sexually assaulted by an acquaintance of a male coworker. Rita and a female coworker met Juan and Bob after work at a local bar for a light meal and a few drinks. Because Rita had to get up early to work her shift the next day, Bob offered to drive her home. Instead of taking Rita directly home, however, he drove to a desolate spot nearby and assaulted her. Afterward, Bob threatened to harm her family if she did not remain silent and proceeded to drive her home. Although Rita did not tell her family what happened, she did call our agency hotline the next day to discuss her options. Because Rita’s assault occurred within the 5-day window for forensic evidence collection of this kind, Rita consented to activation of the county’s sexual assault response team (SART). Although she agreed to have an advocate and the sexual assault nurse examiner (SANE) meet her at the hospital, Rita tearfully stated that she did not want to file a police report at that time because she did not want to upset her family. The nurse examiner interviewed Rita, collected evidence, recorded any injuries, administered antibiotics for possible sexually transmitted infections, and gave Rita emergency contraception in case of pregnancy. The advocate stayed with Rita during the procedure, supporting her and validating her experience, and gave her a referral for individual crisis counseling at our agency.
My treatment goals for Rita included alleviation of rape trauma syndrome symptoms that included shame and self-blame, validation of self-worth and empowerment, and processing how it would feel to discl.
According to the text, crime has been part of the human condition si.docxaryan532920
According to the text, crime has been part of the human condition since people began to live in groups. Ancient documents indicate that conduct we now call murder, theft, or robbery was identified as criminal by civilizations that existed thousands of years ago. Criminal laws regulate human conduct and tell people what they can and cannot do and, in some instances, what they must do under certain circumstances. In this assignment, you will explore different types of criminal conduct and the goals of criminal law.
Write a four to six (4-6) page paper in which you:
Determine whether or not the Ex Post Facto Clause can be used as a defense to prohibit the increase in federal minimum/mandatory sentencing guidelines after a federal defendant has committed the crime. Provide a rationale to support your position.
Explain the distinction between criminal, tort, and moral wrongs. Next, support or criticize the premise that the standards set by moral laws are higher than those set by criminal law.
Identify and discuss the differences between solicitation of another to commit a crime and a conspiracy to commit a crime. Next, support or criticize the use of the unilateral approach to conspiracy convictions.
Identify the four (4) goals of criminal law, and discuss the manner in which these four goals effectuate the purpose of protecting the public and preventing the conviction of innocent persons.
Use at least three (3) quality academic resources in this assignment.
Note:
Wikipedia and similar types of websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
This course requires use of new
Strayer Writing Standards (SWS
). The format is different than other Strayer University courses. Please take a moment to review the SWS documentation for details.
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow SWS or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student's name, the professor's name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
The specific course learning outcomes associated with this assignment are:
Describe the nature and history of American criminal law.
Explain the role of individuals and federal, state, and local government agencies in crime fighting and prosecution of criminal offenses.
Analyze the essential legal elements of criminal conduct.
Use technology and information resources to research issues in criminal law.
Write clearly and concisely about criminal law using proper writing mechanics.
.
According to Ronald Story and Bruce Laurie, The dozen years between.docxaryan532920
According to Ronald Story and Bruce Laurie, “The dozen years between 1968 and 1980 marked more than the beginning of Republican ascendency; they also saw the breakup of the New Deal coalition and the advent of conservative domination of American politics.” (CP 139).
In this essay, you should explain,
first
, how it is that conservatives came to dominate American politics by the 1980s and,
second
,
how the ideas and policies they embraced shaped American society into the twenty first century.
Rules:
1. 3-4 pages
2. Double spaced, 12-point font
3. Standard margins—Approximately 1.25 on left and right margins and 1 on top and bottom
4. In crafting your essay, you will want to construct a clear thesis and draw on evidence from the sources described below.
5.
Only
use these sources below.
Sources:
Context: The Close of the 1960s
1. The black cat tavern and the LGBT Movement
Link:
https://www.npr.org/2017/02/13/514935126/stonewall-riots-grab-the-spotlight-from-black-cat-protests
2. ESPN Sport center on Katherine Switzwer
Link:
https://www.youtube.com/watch?v=U6CoScOIK_I
3. Crisis in the Cities and 1968.pdf (attachment)
4. Excerpt from MLK’s final Speech in 1968
Link:
https://www.youtube.com/watch?v=Oehry1JC9Rk
5. Vietnam-The path to war.pdf (attachment)
The Rediscovery of the Market: Conservative Politics and Policies
6. Alfred Kahn’s Legacy: Cheap Flights
Link:
https://www.npr.org/2010/12/29/132422495/alfred-kahns-legacy-cheap-flights
7. A Second Gilded Age?.pdf (attachment)
.
According to Kirk (2016), most of your time will be spent work with .docxaryan532920
According to Kirk (2016), most of your time will be spent work with your data. The four following group actions were mentioned by Kirk (2016):
Data acquisition: Gathering the raw material
Data examination: Identifying physical properties and meaning
Data transformation: Enhancing your data through modification and consolidation
Data exploration: Using exploratory analysis and research techniques to learn
Select 1 data action and elaborate on the actions performed in that action group.
Reference: Kirk, A. (2016). Data Visualisation: A Handbook for Data Driven Design (p. 50). SAGE Publications.
.
According to the Council on Social Work Education, Competency 5 Eng.docxaryan532920
According to the Council on Social Work Education, Competency 5: Engage in Policy Practice:
Social workers understand that human rights and social justice, as well as social welfare and services, are mediated by policy and its implementation at the federal, state, and local levels. Social workers understand the history and current structures of social policies and services, the role of policy in service delivery, and the role of practice in policy development. Social workers understand their role in policy development and implementation within their practice settings at the micro, mezzo, and macro levels and they actively engage in policy practice to effect change within those settings. Social workers recognize and understand the historical, social, cultural, economic, organizational, environmental, and global influences that affect social policy. They are also knowledgeable about policy formulation, analysis, implementation, and evaluation.
Walden’s MSW program expects students in their specialization year to be able to:
Evaluate the implication of policies and policy change in the lives of clients/constituents.
Demonstrate critical thinking skills that can be used to inform policymakers and influence policies that impact clients/constituents and services.
This assignment is intended to help students demonstrate the behavioral components of this competency in their field education.
To prepare
: Working with your field instructor, identify a social problem that is common among the organization (or its clients) and research current policies at that state and federal levels that impact the social problem. Then, from a position of advocacy, identify methods to address the social problem (i.e., how you, as a social worker, and the agency advocate to change the problem). You are expected to specifically address how both you and the agency can effectively engage policy makers to make them aware of the social problem and the impact that the policies have on the agency and clients.
The Assignment (2-3 pages): Social Problems is Ex-cons finding Jobs Opportunities in State of California. The Agency is Called "Manifest" the website is Manifest.org
Identify the social problem
Explain rational for selecting social problem
Describe state and federal policies that impact the social problem
Identify specific methods to address the social problems
Explain how the agency and student can advocate to change the social problem
You are expected to present and discuss this assignment with your agency Field Instructor. Your field instructor will be evaluating your ability to demonstrate this competency in their field evaluation. In addition, you will submit this assignment for classroom credit. The Field Liaison will grade the assignment “PASS/FAIL,” see rubric for passing criteria.
.
According to Kirk (2016), most of our time will be spent working.docxaryan532920
According to Kirk (2016), most of our time will be spent working with our data. The four following group actions were mentioned by Kirk (2016):
Book: Kirk, A. (2016). Data visualisation a handbook for data driven design. Los Angeles, CA: Sage.
Data acquisition: Gathering the raw material
Data examination: Identifying physical properties and meaning
Data transformation: Enhancing your data through modification and consolidation
Data exploration: Using exploratory analysis and research techniques to learn
Select 1 data action and elaborate on the actions preformed in that action group.
.
According to Kirk (2016), most of your time will be spent working wi.docxaryan532920
According to Kirk (2016), most of your time will be spent working with your data. The four following group actions were mentioned by Kirk (2016):
Data acquisition: Gathering the raw material
Data examination: Identifying physical properties and meaning
Data transformation: Enhancing your data through modification and consolidation
Data exploration: Using exploratory analysis and research techniques to learn
Select 1 data action and elaborate on the actions preformed in that action group.
.
According to Davenport (2014) the organizational value of healthcare.docxaryan532920
According to Davenport (2014) the organizational value of healthcare analytics, both determination and importance, provide a potential increase in annual revenue and ROI based on the value and use of analytics. To complete this assignment, research and evaluate the challenges faced in the implementation of healthcare analytics in the Health Care Organization (HCO) or health care industry using the following tools:
The paper must also address the following:
Application of PICO (problem, intervention, comparison group, and outcomes) to the challenge identified in your research.
The paper:
Must be two to four double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the
Ashford Writing Center. (Links to an external site.)
Must include a separate title page with the following:
Title of paper
Student’s name
Course name and number
Instructor’s name
Date submitted
Must use at least three scholarly sources in addition to the course text.
Must document all sources in APA style as outlined in the Ashford Writing Center.
Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center.
.
According to the authors, privacy and security go hand in hand; .docxaryan532920
According to the authors, privacy and security go hand in hand; and hence, privacy cannot be protected without implementing proper security controls and technologies. Today, organizations must make not only reasonable efforts to offer protection of privacy of data, but also must go much further as privacy breaches are damaging to its customers, reputation, and potentially could put the company out of business. As we continue learning from our various professional areas of practice, its no doubt that breaches have become an increasing concern to many businesses and their future operations. Taking Cyberattacks proliferation of 2011 into context, security experts at Intel/McAfee discovered huge series of cyberattacks on the networks of 72 organizations globally, including the United Nations, governments and corporations.
Q: From this research revelation in our chapter 11, briefly state and name the countries and organizations identified as the targeted victims?
.
According to Gilbert and Troitzsch (2005), Foundations of Simula.docxaryan532920
According to Gilbert and Troitzsch (2005), Foundations of Simulation Modeling, a simulation model is a computer program that captures the behavior of a real-world system and its input and possible output processes.
Briefly explain what the simulation modeling relies upon?
-500 words at least.
-No Plagiarism.
-APA Format.
.
According to Klein (2016), using ethical absolutism and ethical .docxaryan532920
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at least 250 words
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Provide a page response identifying and clearly stating what the difference are? APA Standard, 2 page response, not including front page and references.
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Social workers understand that human rights and social justice, as well as social welfare and services, are mediated by policy and its implementation at the federal, state, and local levels. Social workers understand the history and current structures of social policies and services, the role of policy in service delivery, and the role of practice in policy development. Social workers understand their role in policy development and implementation within their practice settings at the micro, mezzo, and macro levels and they actively engage in policy practice to effect change within those settings. Social workers recognize and understand the historical, social, cultural, economic, organizational, environmental, and global influences that affect social policy. They are also knowledgeable about policy formulation, analysis, implementation, and evaluation. Social workers:
Identify social policy at the local, state, and federal level that impacts well-being, service delivery, and access to social services;
Assess how social welfare and economic policies impact the delivery of and access to social services;
Apply critical thinking to analyze, formulate, and advocate for policies that advance human rights and social, economic, and environmental justice.
This assignment is intended to help students demonstrate the behavioral components of this competency in their field education.
To prepare: Working with your field instructor, identify, evaluate, and discuss policies established by the local, state, and federal government (within the last five years) that affect the day to day operations of the field placement agency.
The Assignment (1-2 pages): (In The States California. The Good Seed is a Drop-In center for 18-25 years!
Describe the policies and their impact on the field agency.
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According to the authors, privacy and security go hand in hand; and .docxaryan532920
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From this research revelation in our chapter 11, briefly state and name the countries and organizations identified as the targeted victims?
Use the APA format to include your references. Each paragraph should have different references and each para should have at least 4 sentences.
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Must be in APA format with references and citations.
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According to Peskin et al. (2013) in our course reader, Studies on .docxaryan532920
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According to Franks and Smallwood (2013), information has become the.docxaryan532920
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Q: Please identify and clearly state what the difference is?
Use the APA format to include your references. Each paragraph should have different references and each para should have at least 4 sentences.
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According to Ang (2011), how is Social Media management differen.docxaryan532920
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The paper must be 1-2 pages in length (excluding title and reference page) and in APA (6th edition) format. The paper must include the Ang (2011) article in correct APA format.
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According to (Alsaidi & Kausar (2018), It is expected that by 2020,.docxaryan532920
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Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
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This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
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SCS 100 Learning Block 3-1 Short Answer Rubric Promp.docx
1. SCS 100 Learning Block 3-1 Short Answer Rubric
Prompt: Complete the following short answer questions (one to
two sentences for each question):
1. Provide an example of an implicit bias and an explicit bias.
The examples may be from your own life, from something you
have observed, or from the
resources reviewed in this learning block.
2. Why is it important to understand these biases? How can
these biases influence human behavior?
Instructor Feedback: This activity uses an integrated rubric in
Blackboard. Students can view instructor feedback in the Grade
Center. For more information,
review these instructions.
Critical Elements Proficient (100%) Needs Improvement (85%)
Not Evident (0%) Value
Topic Engagement Provides short answers related
to the prompts and the concept
of biases influencing human
behavior
Provides short answers, but the
2. answers are only partially
related to the included prompts
and the concept of biases
influencing human behavior
Short answers do not relate to
the prompt or the concept of
biases influencing human
behavior
40
Identifying Bias Provides examples of implicit
and explicit biases
Provides examples, but one or
both examples are not accurate
Does not provide examples of
implicit and explicit biases
40
Communicates
Clearly
Clearly communicates key ideas
and thoughts in a short answer
response
Response needs clarification in
order to support understanding
of key ideas and thoughts
Response is not legible and key
ideas or thoughts are not
6. the Southeast in the fitness club industry. The recently
hired HR director is given the opportunity by the
organization’s CEO to propose HR initiatives to help the
business meet its strategic goals. The case gives students
the opportunity to deepen their understanding of
strategic HR management.
Learning O bjectives
Students completing this assignment will be able to:
1. Demonstrate basic business acumen in terms of
organizational finance, strategy planning and
execution.
2. Understand the philosophy behind developing an HR
scorecard and its link to strategic human resource
management.
3. Understand the process used to develop an HR scorecard.
4. Align HR deliverables with organizational strategy.
5. “Sell” the HR scorecard concept(s) internally.
Introduction
Lori Patrick’s conversation earlier that day with Mike Lowe, the
company’s
CEO, kept running through Lori’s head during her 45-minute
9. s Fitness
center
Constant
Fitness
Muscle
Mania
Hard
body
Gyms
Day Spa
Gross revenue $51M $25M $120M $45M $35M $164M
Total expenses
(including
taxes, interest,
depreciation)
$50M $24.75M $119M $43.5M $34M $163M
Net income $1M $250K $1M $1.5M $1M $1M
Employees 900 450 1,100 825 750 2,100
Financial
performance
trends 2004-2007
Flat
annual
net
10. income.
Flat annual
net income.
Decreased
annual net
income
due to
expansion.
5% annual
growth in
net
income.
5% annual
growth in
net income.
Decreased
annual net
income
due to
acquisitions.
Discussion Question:
1) From the table above, what are three observations about
RFC’s financial
performance relative to their competition?
By 2012, John Reyes had general managers overseeing each
center and had
gradually removed himself from day-to-day oversight of the
12. considerably, as most towns now had two to three fitness
centers within
close proximity.
As shown in Figure 1.0, RFC is considered a medium-sized
fitness center
enterprise. While some competitors (Day Spa and Constant
Fitness in
particular) continue to focus on large-scale, either through
acquisitions of
smaller fitness clubs or by opening new fitness centers, many
others (including
RFC) have reduced the number of new clubs being opened.
There is as much emphasis on health and recreation as ever in
the U.S. Industry
reports suggest that the outlook for fitness centers in general is
quite positive,
although some consolidation may occur because certain markets
have been
saturated with too many clubs to remain profitable. However,
the market in the
Southeast (where RFC operates) is still growing and market
saturation is not
anticipated for at least five years.
Fitness centers hire a variety of professional and support staff.
Some focus on
personal training and employ a large number of certified
professional trainers
who work with members during club hours (typically 5-6am
until 10pm,
although the more body-building oriented gyms have recently
13. started offering
24-hour service). In addition to housekeeping and front desk
staff, fitness
centers employ customer service representatives who can assist
existing members
with questions and also act as sales representatives, giving tours
of the facility to
prospective members.
RFC Strategy
During Lowe’s tenure, RFC opened just one new fitness center
(just outside
of Atlanta, GA). This modest club expansion is consistent with
the three-
year financial strategy the RFC board has agreed on, where the
focus is on
growing the profitability of existing clubs by increasing
member enrollment and
retention. The company is privately held by a small group of
investors and the
board wants it to stay that way. The board has discussed
positioning itself for
acquisition by one of the larger fitness club chains at some
point in the future. It
is agreed that improving the bottom-line (i.e., net income)
performance of RFC
will only help in this regard.
Within Michael Porter’s classic framework of various business
strategies, (see
Michael Porter of Harvard University Five Forces research)
RFC’s strategy most
closely aligns with Porter’s “focus” strategy, where a company
15. to be strategic in how they approach their daily, weekly, and
annual activities
and projects. By that he means that they should consider how
their jobs
contribute to RFC being able to provide a fitness club
experience to couples and
families that is superior to any of the competition. He has
worked diligently with
his senior management team and the board to understand how
RFC creates
value for its customers, employees and investors. The business
model
for how fitness centers make money is fairly straightforward:
profitable firms
grow by recurring monthly member revenue (via new member
recruitment and
existing member renewal) while maintaining relatively stable
fixed costs and
low variable costs. Lowe has worked to identify both financial
and nonfinancial
variables that drive RFC performance. By locating RFC fitness
centers in upper-
middle-class locations and focusing marketing efforts on
couples and families,
RFC has been successful recruiting new members. Research data
shows that
members typically do not have issues with the RFC monthly
dues. Member
feedback indicates that having a friendly place for the whole
family to stay fit is a
driver of member value.
RFC Strategic Challenges
As with most start-ups, the early strategy for RFC focused on
17. and fail to renew. A telephone survey of members (lapsed and
current) reveals
that “non-use” was one of the reasons for members not renewing
or stating they
were unlikely to renew. An analysis of member-visit frequency
shows that more
than 50 percent of members in 2013 hadn’t even visited their
RFC fitness
center two times per week. The hypothesis is that members who
aren’t going
to their RFC fitness center frequently are far less likely to see
sufficient value to
renew. Another concern is member feedback that RFC staff
members do not
provide very good or excellent customer service. Lowe, senior
management, and
the board have had extensive discussions about the member
retention problem.
While part of Lowe’s strategy to increase profits is to enroll
more members in
existing fitness centers, those profits will be short-lived if
members stay only one
year. Data also shows that membership cost, quality of
offerings, amenities, etc.,
are all rated highly.
Lori thinks about these strategic issues and how HR might
affect them.
“There’s no question that problems with customer service and
member
retention come down to people issues. It is affected by the type
of people we
bring on board, how they’re trained and how their performance
is managed
and rewarded.”
18. RFC Organizational Structure
The organizational chart for RFC is shown below in Figure 2.0.
Figure 2.0: RFC Organizational Chart - Management
RFC Board
mike Lowe
CEO
Pamela johnson
Vice President of Finance
jonathan Henley
Vice President of Fitness
Center Operations
alex garcia
Vice President of Sales
and Marketing
Lori Patrick
Director of HR
20. and her folks
do the best they can in administering the HR policies in a fair
manner.”
Pamela Johnson, Vice President of Finance:
“I think Lori will do a very good job leading HR at RFC. She
has a master’s in
the field and has been a quick study learning what RFC is all
about. I think the
challenge as we pursue improving profitability at RFC is to look
at all of our
costs—and HR’s budget may be affected.”
jonathan Henley
Vice President of Fitness
Center Operations
Lori Patrick
Director of HR
Susan Long
Recruiting Coordinator
Eric Robert
Mgr. of Compensation
and Benefits
Annette Smith
Mgr. of Training &
Development
23. has asked us to develop over the next 45 days a set of strategic
HR initiatives
that will help RFC achieve its strategic objectives.” Lori asks
for general
reactions, and staff members express excitement about the
opportunity. They
realize that a key to making RFC successful involves people
issues, but express
anxiety about developing specific strategic objectives. “Won’t
this make our
jobs more vulnerable if we don’t meet our objectives?” one
member asked. Lori
responded, “CEOs everywhere are asking their departments to
demonstrate how
they add value to the bottom line. We should develop objectives
we think are
challenging but have a good likelihood of being met. If we do
that and work
hard to achieve them, I think we can count on Mike giving us
his full support
even if we don’t meet every single one.” Another team member
said that she
was a member of SHRM and that there were member resources
available to help
develop strategic HR objectives. Lori enthused, “Great. We’ll
definitely want
to tap all the resources like this that we can. At lunch today,
I’m picking up a
copy of The HR Scorecard for each of you. I t sh o ws h o w
HR can add strategic
value to an organization and offers a process that we can use to
develop a
scorecard to identify, manage and measure strategic HR
initiatives that will drive
or enable successful implementation of an organization’s
strategy.”
25. The HR Scorecard outlines a seven-step process to implement
HR’s strategic role in an
organization.
The HR Scorecard: Seven-Step Process
1. Clearly define the business strategy.
2. Build a business case for HR as a strategic asset.
3. Create a strategy map.
4. Identify HR deliverables within the strategy map.
5. Align the HR architecture with HR deliverables.
6. Design the strategic measurement system (HR scorecard).
7. Implement management by measurement.
Lori uses this process because she knows that what she is trying
to achieve goes beyond
presenting an HR scorecard but is, in fact, the beginning of
repositioning HR into a
strategic role at RFC.
She starts by meeting with her formal supervisor, Jonathan
27. expansion to
profit building through member retention and cost management.
While cost
management is important, RFC is not opposed to spending
money if the
dollars are an investment in something that will have a positive
return (more
than break-even) and is clearly linked to RFC strategy. In
regard to member
retention, it seems to Lori that while everyone knows member
retention is
important, no one is clear about their specific role in retaining
members.
Lori and her HR team members hold a series of focus groups to
collect
qualitative data on what the staff knows about RFC’s strategy
and their role
in it. The comments gathered indicate that staff members are
generally unaware
of what the strategy is, other than to make money; and further,
that employees
are unclear how they specifically contribute to the
organization’s strategy.
Lori knows from her experience that this is not uncommon. The
HR Scorecard
stresses that the business strategy must be very descriptive so
that employees
understand their role in the plan and so that they can measure
the success
of the strategy. She raises this point in her weekly update
meetings with Mike
Lowe, and he agrees that communication about the
organization’s strategy
must improve.
29. team trained and motivated to provide great service to
members—and deliver
member renewals.
For the third step, Lori works with Mike Lowe on the following
graphic (see
Figure 4.0) to show how RFC creates value—and ultimately,
profit. While this
value map will likely be expanded, it provides a good pictorial
for managers and
employees to better understand RFC strategy.
Figure 4.0 – RFC Strategy Map
RFC Strategy Map: How RFC Creates Value
member satisfaction
member renewal
Lagging Indicator
increased Profits
Strategic Impact
Discussion Questions:
1) Explain the difference between a leading and lagging
indicator.
31. “How would employees need to behave to ensure that the
company achieves
these goals?” and “Is the HR function providing the company
with the
employee competencies and behaviors necessary to achieve
these objectives? If
not, what needs to change?”
In terms of HR deliverables, it becomes clear to Lori that there
needs to be
better alignment of the performance management system with
RFC’s strategic
plan. Currently, performance goals are focused on job
description activities
instead of on results that contribute to RFC’s goals.
As for member retention, Lori thought that HR needed to ensure
that staff
assigned primary responsibility for retention knew it, and that
they had adequate
customer service skills and training. While there was a need for
an individual in
management to have primary responsibility for leading retention
efforts, Lori
felt that HR should make sure that all RFC employees saw
member retention
as part of their jobs as well. All managers should incorporate
retention activities
and goals into employees’ annual performance plans. Lori
recognized that her
team and senior management must work to build a culture where
excellent
customer service is seen as an absolute priority and a core
value. Lori decided to
32. present this culture change to senior management as a multi-
year initiative.
Finally, Lori knew that the compensation system should be
analyzed to see if
an incentive program would be effective to focus performance
not only on
member retention efforts but on profitability as well. Lori was
aware of other
organizations which had successfully implemented profit-
sharing programs
linked to achievement of strategic objectives, and she thought it
might work well
at RFC. Lori would need to work closely with Pam Johnson and
her finance
team to conduct a cost-benefit analysis of any proposed
incentive program.
Discussion Question:
1) What other HR practices/systems might Lori consider in
developing a
comprehensive HR scorecard?
For the fifth step, Lori evaluated how best to align the HR
architecture with
the HR deliverables her team was considering. Lori and her
team thought about
how the components within the HR system fit together (internal
alignment) as
well as how the HR system aligned with (i.e., supported) the
34. progress
Have a minimum of
50 percent of adult
members visit an
RFC center two
times per week .
Align the performance management
system to clarify skills and behaviors
required to increase member visit
frequency by _______.
Have 90 percent
member satisfaction
with RFC staff
interactions.
Create and execute a customer service
training program with 95 percent of staff
completing training with satisfactory
competency rating by _______.
Improve profitability
by a minimum of 10
percent annually.
Initiate a culture-building program by
_______. Once implemented, achieve
90 percent agreement (through an
employee survey) that culture promotes
and recognizes excellence in customer
satisfaction and organizational
performance.
35. Continue to achieve
new member goals
at current rate.
Align the incentive program for new
member sales with retention program by
_______.
Improve member
retention to 75
percent.
Have incentive program in operation by
_______.
Align the performance management
system with expected member retention
behaviors for all positions by _______.
Have 95 percent of employees receive
satisfactory or better performance rating
on customer service factors.
Discussion Question:
1) Discuss the strengths and weaknesses of the RFC’s scorecard
above. Should
anything be added?
37. of you. You are all quick learners! Please understand that as we
go forward with
the HR scorecard initiatives, I am going to ask Mike to support
our team’s
continued learning of how to implement strategic HR, HR
measurement, etc. I
am sure that the senior management team will have
suggestions.”
Lori had greatly appreciated the support received from
Jonathan, her formal
supervisor. While she had kept Jonathan informed of her
progress and asked
for his input periodically, she felt empowered throughout the
process. She felt
confident that she had his support going into the presentation.
Lori took her PowerPoint presentation and notes and walked
toward the
boardroom to present her scorecard. She was pleased that all of
the people in
the room were familiar with the work that had been done, and
had contributed
to its development with their comments and reactions. In
particular, Lori was
satisfied with her efforts to gain support from Pam Johnson.
Pam and her team
were of incredible assistance in working through the metrics
and deliverables.
Their focus, she thought to herself, is appropriately on the
dollars and cents; as
long as the HR strategic objectives were clearly tied to
delivering that financial
performance, the HR team’s proposal should be well-received.
39. comments that the exercise would be helpful for other VPs to go
through with
their departments as well, in some modified form, because it
provided a useful
process to identify and link what a department/division is
striving to deliver
directly into the RFC strategy.
Lori realized that the real work, in a sense, had just begun. The
HR scorecard
initiatives still needed refinement and communication
throughout the
organization. Mike’s comments about clarifying some of RFC’s
strategic
objectives would likely affect Lori’s HR scorecard. Lori had
quickly learned
from this experience that HR flexibility is important, because
any modifications
to RFC strategy could affect the HR strategy and the HR
scorecard. One clear
action item coming out of the presentation involved the need to
decide who
should have specific responsibility for member retention
activities and results.
Mike had already pulled Lori aside and said he would like to get
her input on
that decision. Everyone liked the idea of building a culture
where everyone
felt a part of creating a great experience for members visiting an
RFC center.
The work on the performance management system, training
program and
incentive program would take considerable time and effort to
develop because
Lori planned on having very open dialogue with the staff about
40. what was being
developed, why, and getting their input on the design of the
initiatives. She
knew from some of her discussions with staff that they were
still a bit fuzzy
on what the RFC strategy was all about and their role in it.
Hopefully, the
development of the HR scorecard would help all staff to better
understand what
RFC was trying to achieve. While she had concerns about what
might happen
if she didn’t deliver on her team’s HR deliverables, this concern
was more than
offset with the satisfaction that, for the first time in her HR
career, she was
engaging in strategic HR and seeing a clear link between what
HR was doing
and the organization’s bottom-line performance. It felt good.
Discussion Questions:
1) Consider the process Lori used to develop this first draft of
the HR
scorecard. What do you think was done particularly well? Why?
What might
you have done differently?
2) As Lori observed, the real work begins once the scorecard is
developed and
put in place. What critical things will Lori and her team need to
do over the
42. 2.Why is it important to understand these biases? How can these
biases influence human behavior?.
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