All organizational workplace environments are faced with the forces of change and innovation. The function of organizing in management is vital in recruiting, training, and retaining people in order to effectively implement change and innovation. Evaluate how the growing use of telecommuters, temporary and part-time workers, virtual teams, and social media will affect human resource management in finding the right people. Assume the role of a human resource manager and discuss specific ideas how an HRM department could improve recruiting and retention of employees.
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA 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.
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HI can you please do it in a magazine format. you have to write it to the ALDI employees. please base it on Human Resources at Aldi. please aim for the distinction criteria. and please use UK based content, theory and policies. I have attached the assignment brief that has the grade descriptors. i have also attached a Case Study of ALDI. I would like it in type of format please.
Business expansion through training and development
PEOPLE
Curriculum topics covered:
Identifying training needs
On-the-job training
Off-the-job training
Development
ALDI STUDY 29/8/12 11:05 Page 2
To ensure it gets people with the right set of skills, the company produces clear and detailed job descriptions for each post. These show the tasks and responsibilities for that position and in turn, the skills and competencies needed by an individual to succeed in that role.
Through a process of interview and assessment, managers identify if candidates have the precise skills and competencies that the job requires. If the selection process shows that they are suitable, then they will be recruited and Aldi can be confident that they will fulfil the challenges of their role.
Although Aldi expects new recruits to make an immediate contribution to the business, it also provides training so that they can develop their careers within the company. Aldi has entry levels for apprentices, store assistants, deputy managers, assistant store managers, trainee store managers and graduate trainee area managers. Aldi organises high-level training for recruits to all levels. For example, in their first year, graduate recruits receive training in all areas of the business. This ranges from training in-store to understand how the retail operation works, to regional office tasks such as logistics, trading and financial planning.
All new recruits go through a comprehensive structured training plan. New employees learn about the philosophy of Aldi and its expectations of them. This is important in making new employees quickly feel part of the Aldi family. This training will be appropriate to the role, so could be in a store or at an Aldi regional office.
On-the-job training
On-the-job training is training that takes place while employees are actually working. It means that skills can be gained while trainees are carrying out their jobs. This benefits both employees and the business. Employees learn in the real work environment and gain experience dealing with the tasks and challenges that they will meet during a normal working day. The business benefits by ensuring that the training is specific to the job. It also does not have to meet the additional costs of providing off-the-job training or losing working time.
There are several methods of providing on-the-job training. Four frequently used methods are briefly described here:
Coaching – an experienced member of staff will help trainees learn skills and processes through providing instructions or demonstrations (or both).
Mentoring – each trainee is allocated to an established member of staff who acts as a guide and helper. A mentor usually offers more personal support than a coach, although the terms mentor and coach are often used interchangeably.
Job rotation – this is where members of staff rotate roles or tasks so that they gain experience of a full range of jobs.
Sitting next to Nellie – this describes the process of working alongside a colleague to observe and learn the skills needed for a particular process. This can be a faster and more useful way of learning a job role than studying a written manual. The colleague is always on hand to answer any questions or deal with any unexpected problems.
For most on-the-job training at Aldi stores, the store manager acts as the trainer. A typical format is for the manager to explain a process to the trainee, then to demonstrate it. The trainee then carries out the process, while the manager observes. Once the manager is happy that trainees are competent, they can then carry out the process unaided. This process is used, for example, to teach a store assistant how to operate the till and to instruct a trainee manager how to order stock accurately.
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Please read the text chapter 15 and the five required resources. The links are found in the Module Overview. Please carefully review the Milestone Three Guidelines and Rubric document before completing the assignment. Please review and use the Live Lecture Announcement material to help you complete the final project. Please use the Milestone Three template for organization of the document. Remember, the final project document is about developing a strategic Human Resource Management plan for your former, current or best case employer. All the milestone material is applied to the final assessment.
Please consider the following questions when analyzing diversity and inclusion, risk management, corporate social responsibility, and HR in a global context:
•What laws and regulatory issues should be considered when managing HR globally?
•How does HR ensure the proper selection and preparation of expatriate employees?
•What types of HR initiatives create a positive corporate image of social responsibility and good citizenship?
•How do employees, the organization, and the community benefit from corporate social responsibility initiatives?
•What HR initiatives create diversity, appreciation, and inclusion?
•How do employees, management, and organizations benefit from a healthy work environment of mutual respect and trust?
•What types of HR activities mitigate risk and ensure compliance to federal laws and regulations?
Finally, the key takeaway in Module Seven is HR strategic initiatives related to the workplace HR knowledge domain are aligned to initiatives in the functional areas related to the people and organization HR knowledge domains. When creating
sustainable change through strategic HR approaches, HR initiatives or strategies link to organizational goals and change the corporate culture. For example,
a corporate initiative to enter global markets, from a strategic human resources perspective, begins with the initiative to acquire talent, then prepare that
talent for an expatriate assignment, monitor employee engagement, and properly
manage performance.
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This week we begin looking at the project activities related to human resources for your project. This involves creating a key deliverable for your PMNB and that outlines the resources required for your project, the roles they will have, how they will be managed, and how they will be evaluated.
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA 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.
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Just need a 1500 word report on Walmart, the details are on the file provided, on people management, policies/procedures.
Hot Topic Presentations
» Group 4: Employee Mental Health
» Group 5: Employee Health and Safety
» Group 6: Accessibility in the Workplace
» Group 7: Gender Equality in the Workplace
» *Readings posted on D2L
Individual Challenge:
Best Practices Report
» Report on the retail best practices in
people management related to service
quality
» 1,500-2,000 word report
» Retailer operating in Canada
Best Practices Report
» Choose one retail organization whose people
management practices/policies and procedures
you would like to research.
• Building an effective workforce
• Managing employee retention
• Developing employees’ ability and
commitment to deliver the appropriate
level of quality service for each
organization.
Best Practices Report
» 5-7 sources (min. 3 academic sources)
» Properly cite your work
» Use visuals & subheadings
Week 8 Readings 7
Coulter, K. (2013). Raising retail: Organizing
Retail Workers in Canada and the United
States. http://tinyurl.com/y97tugw6
You are the HR Manager for a cable company that has recently decided to build a new call center to handle customer service issues. Your company is considering four (4) locations for the call center: Memphis, TN; Montgomery, AL; Jackson, MS; and Baton Rouge, LA. The plans are to initially hire 100 customer service representatives with the potential to hire another 50 representatives within three (3) years of the facilityís opening. You have been tasked to determine which location would be best, developing the customer service representative job description, developing the recruitment program for the position, and determining the selection process, training program and pay structure for the position.
Include a title page which features the title of a ?paper, your name, course name and course number, and date of submission.
Synthesis papers should demonstrate the understanding of the following course topics:
Equality, Diversity & Inclusion Toolkit. This toolkit needs to be represented to cater to students of all ages to identify their preferred learning style.
Please follow the following contents:
Introduction
1.1 Aim of toolkit
1.2 Reason for the toolkit
1.3 Beneficiaries & stakeholders
Learning Styles
2.1 Define learning styles
2.2 List and define each learning styles
2.3 Give scenarios of for each
Challenges among different ethnicities
3.1 Trends shown in how different ethnicities learn
3.2 Case studies – show that these learning styles are effective in these ethnicities
Critique the actions of organizations as they integrate diverse perspectives into their cultures.
Scenario Information
You have been hired as the Human Resources Director for a global organization that is headquartered in the United States. Your job is to evaluate and make recommendations in the area of diversity for your company. Each section will contain specific areas within diversity for you to focus on. You will be tasked with choosing from one of the diversity areas that are provided to you. Be sure to conduct research using the university library and other relevant sources.
Diversity Areas : ((ETHNICITY))
Instructions
Now that you have selected your area of diverse concentration, you are now tasked with designing a plan to aid your selected group in one of the following countries:
China
Japan
Brazil
India
The new organizational strategic initiative is to expand into the selected country. The executive leadership team has asked you for a report on the diversity area (the one you selected) and the country (selected above) expanding to. The report should address the following questions:
Introduce your diversity area and country.
What are some of the challenges your diversity area would face in the country culture you selected if a comparison is made with the United States?
Are there any ethical or legal implications that protect your diversity area in the selected country?
Discuss some techniques that, as the manager, you would use in order to ensure an inclusive work culture.
Conclude your diversity report.
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John has 12 years of experience as a registered nurse working the evening shift in the post-operative ward at Harmony Hill Memorial Hospital. John wants to complete his Bachelor’s degree in nursing and the needed courses are only offered in the evenings. John’s supervisor informs the staff of an upcoming opening in the morning shift and advises them of the application deadline. Based on some of the rumors that have circulated regarding past practices of his supervisor, John knows that his supervisor has already filled the position with one of her closest friends and that John’s completing an application and interviewing for the position is nothing more than an exercise in futility. John brings his concerns to you, the HR supervisor. He claims that his gender and sexual orientation has affected his nursing supervisor’s decision and that any complaint from him to the nursing supervisor will result in retaliation or termination.
In 2 to 3 pages respond to the following:
What would you say to John about the ideal legal and ethical hiring practices?What can you do to ensure that the recruitment and selection process is fair and consistent with the requirements of federal and state laws on hiring practices?How would you address this with John’s nursing supervisor?What steps can be taken in addressing John’s concerns for retaliation or termination?Where does the human resource department fit into this scenario?
Module readings:
Alder, G. S. & Gilbert, J. (2006). Achieving ethics and fairness in hiring: Going beyond the law. Journal of Business Ethics. 64(4), 449-464. doi:http://dx.doi.org/10.1007/s10551-006-9039-z
Clark Spoden, M. (2015). Gay marriage and sexual orientation: What your HR department should know. Industry Week. Retrieved from ProQuest.
Your comments will be graded on how well they meet the Discussion Requirements posted under “Before You Begin.”
Research and discuss 360 Degree Feedback and its relation to Human Resource Management. Thoroughly discuss this process with relation to healthcare. Some say there are too many negatives to this process. Do you agree or disagree? What are the distinct differences between 180 and 360 Degree Feedback?
Module readings:
Alder, G. S. & Gilbert, J. (2006). Achieving ethics and fairness in hiring: Going beyond the law. Journal of Business Ethics. 64(4), 449-464. doi:http://dx.doi.org/10.1007/s10551-006-9039-z
Clark Spoden, M. (2015). Gay marriage and sexual orientation: What your HR department should know. Industry Week. Retrieved from ProQuest.
