Engaging the Employees in Change Process Write a paper that discusses how to engage employees in the change process and how to benchmark the progress of a change initiative. Include the following in your paper:
Engaging the Employees in Change Process
A clear introduction and conclusion, with headings for each topic below;
An analysis of the factors used to determine if the change is needed in a given organization.
A discussion of how to determine if an organization is structurally ready to support change leading to a culture of continuous learning, improvement, and adaptation.
A critique of several tactics that can be used to engage employees in the change process.
An evaluation of the effects of change on individual, social, financial, and corporate concerns.
The pages exclude cover page and reference page. Graphs and tables should be on its own page also. Thanks
Write a 2-3 page paper discussing three important practices of Human Resource (such as hiring, rewards systems, training etc.) and their impact/value to an organization.
Papers must be typed, double spaced, 12 pitch and sources must be cited. Charts, graphs and pictures can be used, but do not count towards the 2-3 pages. All materials will be graded for their completeness, clarity, and adherence to directions. Writing assignments must be your own work. Students are responsible for maintaining a copy of submitted assignments.
Submit via a Word document.
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The Role of Human Resources in Global Business The management of a firm’s human resources represents a key strategic activity in a global business organization.
The Role of Human Resources in Global Business
People represent a firm’s most valuable resource and how they are selected, hired, trained, compensated, and retained plays a decisive role in determining how well a business is able to achieve its dual strategic imperatives of reducing its costs and creating added value for its customers.
On the home page, select HR Topics and Strategies and then select Global HR. Examine this content and then discuss the following:
How do you view the role of HR in the success of a global business organization?
How do you believe the role of HR in a global organization differs from that of a domestic business? What additional HR challenges are posed by operating in a global environment?
Job Analysis Project and Human Resources For the second assignment of the Session Long Project, you are to create two (2) sample job descriptions for positions you are looking to fill at Trident Emergency Care Center (TECC). In creating the two descriptions, remember the TECC organizational demographics from Module 1 SLP:
Job Analysis Project and Human Resources
The center’s primary patients are Spanish speaking.
The center is geographically surrounded by elderly communities (i.e. assisted-living communities).
The three-top health related issues within a 30-mile radius of TECC are obesity, diabetes, and cancer.
Within 15 miles of TECC, there is a medical school and nursing school.
The job descriptions should be 1 page each in length and include:
Heading information should include job title, pay range, reporting relationship, and FT/PT.
The summary objective of the position ñ Lists general key competencies, responsibilities, and descriptions of the key task and their purpose, relationship to consumers and colleagues.
Qualifications ñ this should include education, experience, training, and technical skills necessary to perform the job.
Job duties and responsibilities ñ Identify the task that the role entails.
Following the two job descriptions, you are to prepare a 1-page summary covering the following:
The importance of the position/role to TECC
The value of job descriptions regarding staffing needs at TECC.
SLP Assignment Expectations
Conduct additional research to gather sufficient information to support sample job descriptions and summary.
Limit your response to a maximum of 3 pages.
Support your SLP with peer-reviewed articles, with at least 1-2 references. Use the following source for additional information on how to recognize peer-reviewed journals: http://www.angelo.edu/services/library/handouts/peerrev.php.
Module readings:
Brannen, D. A. (2016). Why you should have job descriptions. Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/why-you-should-have-job-descriptions.aspx
Hauff, S., & Richter, N. (2015). Power distance and its moderating role in the relationship between situational job characteristics and job satisfaction. Cross-Cultural Management, 22(1), 68.
HR Council. (n.d.). Getting the right people. Retrieved from http://hrcouncil.ca/hr-toolkit/right-people-job-descriptions.cfm
Jackson, S. E. & Schuler, R.S. (1995). Understanding human resource management in the context of the organization and its environments. Annual Review of Psychology. 46, 237-264. doi: 10.1146/annurev.ps.46.020195.001321
PatÛ, B. S. G. (2015). The 3D job description. The Journal of Management Development, 34(4), 406.
Smith, K. J. (2015). Conducting thorough job analyses and drafting lawful job descriptions. Employment Relations Today (Wiley). 41(4), 95-99. doi:10.1002/ert.21479
U.S. Small Business Administration. (2017). Writing effective
job descriptions. Retrieved from https://www.sba.gov/starting-business/hire-retain-employees/writing-effective-job-descriptions
Human Resource Management Final Exam There are 5 essays. Each is worth 3 points for this exam. All are required. The exam is in word format, so you can type your responses directly onto this document.
Human Resource Management Final Exam
You may use any resource you want/need to, but no citations are required. You must answer the first 4 AND either 5 or 6.
Your final copy is to be printed, stapled and name included (above). Bring it to Monday’s final exam and when completed attach it to section 1.
This document is in word format so just type your answers directly on it.
Describe the common concepts between McGregor’s Theory X and Theory Y theory and Frederick Herzberg’s Two Factor Theory AND, combined, how they relate to employee engagement, satisfaction, and motivation (use any resource you need to answer this question).
When terminating an employee for the cause what are the progressive steps, and description, an employer should take to 1. Communicate to the employee their performance/actions are not acceptable and 2. Protect the organization from unwanted litigation.
Explain the six steps why Performance Appraisals are done and the benefits to both the organization and the employee.
What are the benefits, for the organization and the employee for an organization to engage the services of a Professional Employer Organization?
Note: One of the two must be answered, 5 or 6. If you answer both only the first one will be corrected and counted toward your grade.
Outline the provisions of the Family Medical Leave Act; legal requirements, provisions, protection, etc.
Described the management behaviors of a supervisor who has a reputation for superior engagement and retention of their employees.
Business report on a recruiting plan strategy for FFH or your selected organization.
Instructions
Develop a business report on a recruiting plan strategy for FFH or your selected organization. You may decide what elements to incorporate into your business report, but be sure to include the following on which HR management and organizational leaders can base their decision:
Compare the labor markets for each selected location. Include the following in your analysis:
Populations.
Unemployment rates.
Median incomes.
Educational levels of the work force.
Other relevant data. This could include ages and workforce diversity, for example.
Assess laws that impact FFH’s (or a selected organization’s) recruiting strategy.
Analyze resources for recruiting minorities. Research at least two credible sources for recruitment.
Recommend a location to support FFH’s (or a selected organization’s) expansion plans. Explain how each source used supports your recruiting recommendations. You should have at least five identified sources for your plan.
Your recruiting plan strategy should demonstrate graduate-level writing skills through the accurate communication of thoughts that support a central idea and use of correct grammar and mechanics as expected of a human resources professional.
Additional Requirements
References: Support your analysis with at least 10 academic, scholarly, or professional resources.
With at least 6 citations per section
Format: Resources and citations are formatted according to current APA style and format.
Length: Four pages, standard format in addition to a title page and references page.
Font and font size: Times New Roman, 12 point.
Demonstration of Proficiency
By successfully completing this assessment, you will demonstrate your proficiency in the course competencies through the following assessment scoring guide criteria:
Competency 1: Apply legal standards in human resource management decision making and practice.
Assess laws that impact FFH’s (or a selected organization’s) recruitment strategy.
Competency 2: Use data to support human resource management decision making.
Compare the labor markets for each selected location.
Competency 3: Develop human resource management strategy recommendations to support organizational goals in a dynamic environment.
Recommend a location to support FFH’s (or a selected organization’s) expansion plans.
Competency 4: Develop strategies to address HR needs and opportunities for a multicultural and inclusive workforce.
Competency 5: Communicate human resource management needs, opportunities, and strategies with multiple stakeholders.
Communicate in a manner that is professional and consistent with expectations for human resource professionals and master’s-level programs.
Preparation
If you are choosing to base this assessment on Fleet, Farm and Home, view the FFH – Setting the Stage | Transcript multimedia to help select a new FFH location and to recommend a recruiting plan strategy to support this organization’s expansion. Consider the following:
A typical FFH store will need to hire roughly 100 part-time and full-time employees to properly staff it.
A preferred candidate would have 1–2 years of college and 1 year of retail or customer service experience.
A primary concern about each of the following locations under consideration is the availability of qualified applicants:
Ottumwa, Iowa.
Ottawa, Illinois.
Grand Island, Nebraska.
If you choose to use your own workplace (or an organization you are familiar with), use similar education and work experience requirements for potential candidates as well as three U.S. markets that fit with your selected organization.
Use federal, state, county, and city government websites, including Chamber of Commerce or local visitor bureau sites, or any appropriate resources, to develop the data and information needed to guide the decision-making process for FFH or for your own workplace or selected organization.
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Employment Services Design Approach Master Thesis. Service Design approach.
Subject: Possible title of thesis:
Search possibilities and create service models/service design to downsize the number of unemployed people in CITY NAME will be
provided later.
Employment Services Design Approach
(Guidance services for immigrants to be employed/self-employed)
About this draft: Description of the thesis background is to develop an employment service to bring down the unemployment rate.
Aim:
The goal of this project is to research possibilities and create service models
/service design about the future to downsize the number of unemployed
people. Greater variety in a job can improve the interest, challenge, and commitment of the role holder to the task.
The purpose of this assignment is to choose a compensation philosophy that is appropriate for your chosen firm and articulate a rationale for this selection.
There are two aspects to this assignment. First, describe the risks and benefits with leading, meeting, and lagging the market in overall compensation and benefits. Next, choose the appropriate strategy (lead, meet, or lag) for your firm, and provide rationale about why this is appropriate.
There is a minimum requirement of 500 words for the compensation purpose and strategy document.
Use at least three (3) quality references Note: Wikipedia and other related websites do not qualify as academic resources.
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Complete the case at the end of Chapter 1, Rio Tinto: Redesigning HR by answering the questions at the end of the case.
Q1. How did Rio Tinto revamping of HR help with minimizing the potential problems with the reduction in force? What role would an HRIS (also called a Human Resource information system) have to play in managing an RIF”?
Q2. Without a consistent philosophy, policies, and approaches to reduction in force (or any other disruptions in the future) what would the likely reactions from employees be?
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Performance Appraisals and HR Management 1. Describe the common concepts between McGregor’s Theory X and Theory Y theory and Frederick Herzberg’s Two Factor Theory AND, combined, how they relate to employee engagement, satisfaction, and motivation (use any resource you need to answer this question).
Performance Appraisals and HR Management
2. When terminating an employee for the cause what are the progressive steps, and description, an employer should take to 1. Communicate to the employee their performance/actions are not acceptable and 2. Protect the organization from unwanted litigation. 3. Explain the six steps why Performance Appraisals are done and the benefits to both the organization and the employee. 4. What are the benefits, for the organization and the employee for an organization to engage the services of a Professional Employer Organization? Note: One of the two must be answered, 5 or 6. If you answer both only the first one will be corrected and counted toward your grade. 5. Outline the provisions of the Family Medical Leave Act; legal requirements, provisions, protection, etc. 6. Described the management behaviors of a supervisor who has a reputation for superior engagement and retention of their employees.
