Category Archives: Human Resource Management (HRM)

Custom Essay-Human Resource Management


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This is a capstone course for my major of human resource management and of the utmost importance. This research paper will be gone through thoroughly for content, clarity, originality, critical thinking, and correctness. The paper will also be submitted to TURNITIN to check for plagiarism. This research paper will account for 50% of my grade.

 

Students will write a 9-10 page paper describing how Human Resource Management as a discipline fits within the scope of the larger discipline of business.

  • Students should incorporate information on how a Human Resource department interacts with a minimum of 3 other functions in one or more organization(s), including, but not limited to: Accounting, Finance, Information Systems, Manufacturing, Distribution, Marketing, PR, Sales, Service, R&D, or Administration.
  • The paper must include a 1-page Executive Summary detailing which organization(s) and which functions are examined in the body of the paper (which does not count as part of the page requirement).
  • The body of the paper should include concrete examples of best practices from recognizable organizations. Examples may be from the same organization, or multiple organizations. Examples may be taken from current events, and/or from organizational analysis found in sources such as textbooks, journals, trade publications, and reliable business, government, and HR related websites (e.g., BLS, DOL, EEOC, SHRM, Forbes, Bloomberg, CNN Money, WSJ, NYT, etc.). Any citations must be cited consistent with APA format. Please also use several of the HR related websites. They have very good information.
  • All papers will be submitted via Turnitin for a required review of originality. No more than 20% similarity index should be reported for this assignment. DO NOT PLAGARIZE!!
  • In keeping with the rubric, papers will be graded on content, clarity, creativity, correctness, and critical thinking.
   

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Homework help-Human Resource Management


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In this assignment, you will explore the differences in the scopes of practice among different human services professionals. Human services administrators have to be familiar with the laws and rules governing the practice of the different types of direct service professionals employed by their agency.

Review psychologist, counselor, and social worker licensure laws and rules in your state. After reviewing the laws and rules, address the following:

  • What are the differences in education and training requirements for competence in psychological testing among psychologists, counselors, and social workers?
  • What level of licensure is required for social workers to diagnose mental health disorders?
  • Provide your opinion about the major differences you found in your research on the competency requirements for psychologists, counselors, and social workers to engage in psychological testing and diagnosing clients.

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Assignment help: Session 6: Discussion – Global HRM


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Please type one page double space in 12 Font Times new roman. Double spaced. I will provide copies of the book to use as a reference. I also need one other source. From either New York times, Forbes Magazines, USA Times, or a Business magazine. Do not use journal articles from another university. Please do not start until you receive my pages from the book to use as a reference

Session 6: Discussion – Global HRM

Please discuss the following:

  1. As more and more companies globalize and enter the international markets, what HR issues should companies consider?
  2. Compare and contrast the differences between HRM and global HRM.

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Unit VII Case Study

Video Case: Union-Management Relations (UPS)

Instructions: Read the video case in your textbook, titled “Union-Management Relations (UPS),” then watch the corresponding video in the Unit Study Guide. Answer Discussion Questions 15-13 and 15-16 on page 483. Be sure to restate each question in your own words before answering in essay format. Your total assignment response must be at least 400 words in length. You must use at least your textbook to complete this assignment.

All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations. All references and citations used must be in APA style.

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Question 1

Summarize the Wagner Act, and in your own words, describe the five statutory wrongs deemed unfair employer labor practices.

Your response must be at least 200 words in length.

Pg. 460 – 463

Question 2

Discuss the ways employers lose NLRB elections. Describe how the acronym T.I.P.S. can assist supervisors in remembering what not to do during campaigns.

Your response must be at least 200 words in length.

Pg. 463 – 467, 469

Question 3

State what is meant by morality. Explain with examples how an employee’s morality relates to making ethical decisions in the workplace.

Your response must be at least 200 words in length.

Pg.430 – 436

Question 4

Define union security, and describe the five types of union security.

Your response must be at least 200 words in length.

Pg. 458 – 459

Video Case Video Title: Union-Management Relations (UPS)

Synopsis

The former human resources head for UPS describes what it’s like (for both an employer and an employee) to work with a labor union. The roles and functions of labor unions are discussed, and the advantages and disadvantages that can accrue to both employees and management are explained. The future of unions, and other arrangements that fulfill some of the same roles, are also discussed.

Discussion Questions

  1. 15-13. From what you know about UPS, what do you think would make the union believe that the company was ripe for being organized?
  2. 15-14. Do you agree that unions “stifle creativity”? Why or why not?
  3. 15-15. Do you agree that employees who excel in nonunion environments earn more than they would in unionized companies? Why?
  4. 15-16. What other “replacements” for unions have helped reduce union membership, according to the chapter?

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Need Help-HURD 608 Careers Development & Occupational Information


Need Help-HURD 608      Careers Development & Occupational Information

Career Development Syllabus

 

Department:               BEHAVIORAL SCIENCES AND HUMAN SERVICES

HURD 608      Careers Development & Occupational Information          

 

I.      COURSE DESCRIPTION

This course provides scholars with an overview of the application of career development and career self-management in organizations. Scholars will learn proven interventions to prepare to meet challenges and thrive in the new knowledge economy. The major thrust of the course will focus on how organizations and individuals’ benefit by change respond to new work realities, promote self-reliance, and adapt to change. Emphasis will also be placed on organizational and individual profiling to assess core strengths, competencies, work styles and preferences.

 

Required Texts:

Greenhaus, J.H. Callanan, G.A. and Godshalk, V.M. (2009).  Career management 4th ed. Sage Publication

ISBN: 13:9781412978262

 

Suggested Readings:

 

COURSE OBJECTIVES

This course is designed to:

  1. Formulate a generic understanding of key theoretical principles that have helped shape our view of CD.
  2. Obtain familiarity with one or more career development models.
  3. Demonstrate enhanced self-growth for engaging in the processes of career planning and management.
  4. Acquire a proficient understanding of the dimensions and processes of organizational career management.
  5. To build a basic knowledge of the assessment tools and measurement processes commonly used for workplace career planning.
  6. To cultivate through self-assessments, human resource planning skills for counseling employees in the workplace.
  7. Assess the necessary roles and responsibility of management and HRD professionals in support of a developmental culture.
  8. Provide insight into the steps needed to implement a comprehensive career development process that can promote a development culture.
  9. Identify the complexity and significance of career development within organizational milieu.

This course will respond to the complexities/changes of the new work place and equip the scholar with information and skills necessary to navigate in the transformed workplace. Scholars will examine a particular subject and its underlying theories, concepts, and principles of career development and self-management. Opportunities will be provided in class to consider the utility of these theories in contemporary organizations. Through these considerations scholars may draw conclusions as to the applicability of these theories or parts thereof in the work setting and their respective career path preferences.

 

 

 

 

CLMAP INSTRUCTIONS

THE IDEAL FUTURE

Step One:        Where Am I

 

This step is an examination of your current position in life and career and addresses the questions of where you are.

 

For a few moments, think about your entire life, from beginning to end, birth to death, womb to tomb.  You might draw a line that represents your life from beginning to end.  Your line may show peak experiences or events you remember vividly, important events that happened or may happen.  Draw your line to include the past and present and draw it the way you think you would like it to go in the future.  Draw the line out to the end of your life.  Think about it!  How would you like it to look?  Put an “X” on your line to indicate where you are now.

Step Two:        Who Am I

 

Think about who you are, the different roles you play.  Ponder the question: “Who am I?”  Think of as many answers as you can and write each one down on a separate sheet of paper or 3X5 index card. Use nouns (son, daughter, friend, sister, brother, names, woman, man), adjectives (quiet, talkative, active, athletic), or mixtures of the two (an active athlete, a loving son).  You have many roles, responsibilities, and characteristics.  Write statements if you feel it would help.  Use a different card for each answer or statement.

 

When you have finished, put the answers in order of importance to you.  Think about which are temporary and which are permanent.  Which would you like to take into the future with you?  Which ones would be most valuable to your current organization?  Which ones need to be left behind?  Are there others you would like to add that are either important to you or to your organization?

 

Step Three:       Where I Would Like To Be and What I Would Like To Have Happen

 

Spent the rest of the process on the part of your line from the “X” into the future.  Now that you know where you are and who you are, look out to the very end of your line and think about where you would like to be or what you would like to have happen then.  Think in terms of your career discipline, organization, and the industry in which your organization competes.  What will be required in the future and how will you have to “be” in order to be competitive for jobs in the future?

 

Write a eulogy or autobiography to answer:

  • What do you want to have accomplished?
  • What milestones were achieved along the way?
  • What do you want to be remembered for?

 

(By writing answers to these questions, you are setting some goals regardless as to how specific or broad your thoughts may be.

 

 

 

 

Step Four:       An Ideal Year in the Future

 

Come back to the present and select a 12-month portion in the future that you can arrange for yourself. (Draw diagram).  Consider the following questions:

 

  • If you had unlimited resources, e.g., money or material, what would you do?

 

  • Allow yourself to fantasize and dream about the ideal environment. How would you look? Feel?  And what conditions are in place to support you?

 

  • Is this ideal environment in line with what you wrote as your life goals, or what you want to be remembered for, in the previous step?

 

  • Unlimited resources are difficult to imagine. We have found that even in this ideal environment, people put limits on their resources.  Even though parts of the fantasy seem far-fetched, you may find many that are not so far from real and could be accomplished at least in part.

Step Five:        An Ideal Job for You

 

Returning to the present and immediate future, think of an ideal job for you with your resources as you know them.

 

  • Don’t worry about titles or labels; rather think about a role you would like to play.
  • Think of specific characteristic about the job such as environment, people, tasks, working hours, location, etc.
  • What sort of training or education will you need to do this role?
  • How well are you qualified right now to do the role?

 

Step Six:          Ideal Future Inventory

 

Now let’s take an inventory of how you view your current status using the following questions:

 

  • In your life, what is your passion? What gets you up in the morning and excited about the day?
  • What do you do well? What are you known for in your life?
  • What do you feel you need in order to achieve your milestones and ultimate objectives–e.g., time, support, education, training, more resource?
  • What would potentially keep you from achieving your objective?
  • What actions should you put in place now to move forward?
  • How would you describe your long-term career objective?

WHAT DO I REALLY LIKE DOING

 

 

 

Start this exercise by considering which things you really like to do.  Don’t think about the things that you sort of do or things your feel wishy-washy about. Want you to articulate strong, positive feelings here.  Use the space below each question to write in your ideas.

 

What would your ideal day look like ten years hence?  Divide it into 30-minute increments and describe what you’d be doing during each part of your day.

 

 

 

What would your perfect job be?  Visualize it.  Smell it.  Taste it.  (Okay—don’t taste it.)  What would you do every day?  How would you spend your time?  With whom would you work?

 

 

List your most positive and enjoyable work experience.  What about these experiences made them so enjoyable?  Exactly what skills were you applying?

 

 

What are your five favorite things you do at work?  Why do you like each of these five things?

 

1.

2.

3.

4.

5.

 

What are your five favorite things to do away from work?  Why do you like each of these five things?

 

1.

2.

3.

4.

5.

 

What strengths would you bring to your dream job?  What gaps in knowledge or experience would you need to fill to start work in your dream job today?

 

 

 

 

What Do You Really Dislike Doing?

 

The next part of this assessment is to determine the things that you really don’t like to do.  Be honest with yourself.

 

What would your worst job be?  What would you be doing every day? With whom would you be working?  How would you be spending your time?

 

 

 

 

 

List your most negative and unmemorable work experiences.  What about these experiences made them so unmemorable?  Exactly what skills were you applying?

 

 

 

 

What are your five least favorite things to do at work?  Why are these your least favorite things?

 

1.

2.

3.

4.

5.

 

What are your five least favorite thing to do away from work?  Why are these your least favorite things?

 

1.

2.

3.

4.

5.

 

 

Assessing Your Skills

 

To get a sense of whether a particular brand of consulting is really in your future, you need to first take the time to assess the skills that you bring to the tasks. Now is the time to get in touch with them.

 

What are your most outstanding job skills (for example, accounting or negotiating) and what makes you so skilled in those particular areas?

 

 

 

 

 

What things have other people told you that you do well?

 

 

 

 

What personal qualities (for example, analytical ability or persistence) do you possess that support your most outstanding job skills?

 

 

 

 

What are the top five essential duties of your current job?

 

1.

2.

3.

4.

5.

 

What special training or classes have you taken to improve your job skills?

 

 

 

 

 

What special certificates, licenses, or registrations do you possess for your current job (for example CPA or general contractor’s license)?

 

 

 

 

What I am Not Good At

 

What job skills are you least comfortable with and why are you uncomfortable with them?

 

 

 

 

 

 

 

 

 

 

 

What personality traits (for example, decisiveness or persistence) would you work on to enhance your job skills and why?

 

 

 

 

 

 

 

 

 

What tasks to you avoid and why?

 

 

 

 

 

 

 

 

 

 

The Doom Loop

Understanding Your Career Status

               

 

Like                                               Don’t Like

 

Quadrant 2 Quadrant 3

 

Quadrant 1 Quadrant 4

 

 

        Good

          At

 

 

 

 

         Not

        Good

        At

 

 

 

 

 

 

8

Avoiding the Doom Loop

 

 

 

Exercise

 

Respond to the following questions using the doom loop as a diagnostic tool.

 

  1. How did you feel about your work and role when you were in quadrant 1? ______________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

  1. How did you feel in quadrant 2?

______________________________________________________________________________________________________________________________________________________________________________________________________________________________________

  1. Are you now or have you ever been in quadrant 3? If yes, what should/did you do about it?

______________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

  1. What behavior or attitude would one exhibit in quadrant 4?

______________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

  1. Which quadrant should you work to stay in for maximum job satisfaction?

______________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

  1. At what point should you recognize that there might be a problem and begin to take action?

______________________________________________________________________________________________________________________________________________________________________________________________________________________________________

  1. If you leave “taking action” to your manager or the organization, when might they do something?

______________________________________________________________________________________________________________________________________________________________________________________________________________________________________

  1. How will your reputation be affected by your behavior in each quadrant?

___________________________________________________________________________________________________________________

 

 

 

CES 541: Human Relations & Workforce Planning


CES 541: Human Relations & Workforce Planning

 

CES 541:       Human Relations & Workforce Planning

Term Project (10 – 15 pages)

Due Date:     End of Week # 10

 

PHARMANETIX

 

For your final project, you need to write a 10-15 page proposal to me, the Chairman of the Board for Pharmanetix. Here are some helpful hints when writing this proposal:

 

  1. Do not spend 1-2 pages regurgitating what the existing problems are. As Chairman of the Board, I know what they are. If you wish to use the first paragraph to capsulate the issues, that is fine!

 

  1. Do not write the proposal by simply writing the Question and then your answer. Remember, proposals have to touch on all topics or questions raised and flow into one another.

 

  1. When drafting, draw upon what we learned and your past experiences.

 

  1. You can draft the proposal by following up your introduction with the following:

 

  1. Employee Morale

 

“I would like to address once crucial issue at Pharmanetix and that is morale……”

 

  • Class – this will allow you to touch on bigger topics while combining other smaller ones.

 

The following is a guide to help you through the questions.

 

  1. How are you going to gauge current employee morale? – one of the first crucial areas of responsibility as the new HR Director is to gauge employee morale. So how does one do that? You need to reflect back to classes where we discussed communicating to understand your employees. In the Communications Class we discussed two different kinds of Employee Surveys. We could also devise methods such as management and employee meetings to gain feedback and the like.

 

  1. But what means and forms of communication are you going to rely on? – This relates directly to the Communication Class. Look back at the forms and methods of communication and make the choices that you deem most appropriate.

 

  1. How would you gauge the management style employed throughout Pharmanetix? – Similar to how you gauge employee morale in terms of communicating and getting feedback that is vital for you to understand how current management thinks. You can definitely speak with employees, but put yourself in the situation and decide how best to ascertain this information. Speaking with employees is always an effective method too.

 

  1. How should the company address the changing of testing procedures with employees? – This is one of the most crucial questions to tackle as it will directly affect human relations in the workplace. Remember, this is what employees liked most is that the testing had always been clinical and now on live subjects. Won’t sit well with employees. How do you handle that? What do you tell them?

 

  1. How do you handle the layoff? Directly and indirectly? Indirectly means how do you handle the existing workforce after the layoff. – Direct layoffs are those that you terminate and the indirect are those that are not laid off, remain in the workplace but are worried. Use empathy…what are they worried about? What scares them? Why would they leave? Use these in your answers!

 

  1. What problems would you anticipate with the union? – Remember I said you do not need to be an expert in labor relations. Think logically about what is occurring, where is the union present and what would they say about it? How then do you pre-empt any issue with them or how do you communicate with the union and what do you say?

 

  1. What new programs would you recommend to increase the quality of work life for the employees? – Look at the programs that we just discussed and are in the presentation. Note – I would not recommend all. Remember Pharmanetix is trying to be fiscally sound. What makes sense?

 

  1. Examine the reasons for turnover and what is the most cost efficient method(s) to resolving it. – Why are people leaving Pharmanetix? How do we prevent it?

 

  1. What are the laws that we must be aware of? – Look back to the Legalities presentation. You did not need to be an expert in Employment Laws but there are some that are more pertinent than others. One law that is crucial would be the WARN Act. Think of some others that are important and why. Be careful when you quote the law. Make sure you have it right!

 

 

  1. How would you coach and counsel employees to see the big picture? – What would you do and say!

Need help on Need 10 power Point Slides


Need 10 power Point Slides

In this assignment, you will prepare a presentation in which you recommend a forced ranking performance evaluation system to the Director of Human Resources of the organization examined in Assignment 3.

(Note: You may create and / or make all necessary assumptions needed for the completion of these assignments. In your original work, you may use aspects of existing processes from either your current or a former place of employment. However, you must remove any and all identifying information that would enable someone to discern the organization[s] that you have used.)

Prepare a NINE to TEN (9-10) slide PowerPoint presentation in which you:

  1. Provide a title slide (as indicated in the format requirements below).
  2. Develop a forced ranking performance evaluation system to improve the overall performance of the selected organization.
  3. Prioritize the pros and cons with the greatest impact on the effectiveness of the forced ranking performance evaluation system. Provide a rationale for your response.
  4. Suggest three (3) key implementation steps for the forced ranking performance evaluation system.
  5. Propose three (3) ways in which the selected organization could use technology as an enabler for the forced ranking performance evaluation system.
  6. Provide a summary slide which addresses key points of your paper.
  7. Narrate each slide, using a microphone, and indicate what you would say if you were actually presenting in front of an audience.
  8. Use four (4) external sources to support your responses. Note: Wikipedia and other Websites do not qualify as academic resources.

Your assignment must follow these formatting requirements:

  • Format the PowerPoint presentation with headings on each slide and relevant graphics (photographs, graphs, clip art, etc.), ensuring that the presentation is visually appealing and readable from eighteen (18) feet away. Check with your professor for any additional instructions.
  • Include a title slide containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The title slide is not included in the required slide length.

The specific course learning outcomes associated with this assignment are:

  • Establish a forced ranking performance evaluation system.
  • Research the uses of technology in the performance management process.
  • Use technology and information resources to research issues in performance management.
  • Write clearly and concisely about performance management using proper writing mechanics.

Grading for this assignment will be based on answer quality, logic / organization of the paper, and language and writing skills, using the rubric

Need help with Management Assignment


Need help with Management Assignment

The purpose of the Virtual Group Activity is for you to work in a group to develop a 1-2-page report listing best practices for a diversity plan for conducting business and managing employees in a global society. This report is due at the end of Module 11 but you shoal begin working on it immediately!

Write a 1-page reflection on the group activity. You may refer to the following questions for guidance on what to include:

 

  1. What did you learn about working in groups?
  2. Did the fact that you were using technology to communicate, instead of being face-to-face, affect your success? How so?
  3. Share an example to show how this project was beneficial to you, and an example to share where this project was a challenge.
  4. Knowing that group project work done via technology is a reality in global businesses today, what are your ideas on how to make the process more efficient and inclusive?

 

Submit your completed assignment by following the directions linked below. Please check the Course Calendar for specific due dates.

 

Save your assignment as a Microsoft Word document. (Mac users, please remember to append the “.docx” extension to the filename.) The name of the file should be your first initial and last name, followed by an underscore and the name of the assignment, and an underscore and the date. An example is shown below:

 

Training Design and Development


Training Design and Development

The Director of Sales, Jorge Muñoz, has approached you to recommend training for new sales representatives.

Identify the training objectives
What will the trainee know and be able to do upon completion of training?
Include the quality of performance and the conditions under which performance occurs.
Write up an audience analysis that includes the following:
Skills, needs, and interests of the target training group
Relevant background knowledge
When, where, and how the training should be delivered
Any additional information you think is important to include
Direct your recommendations to Mr. Muñoz
To help you identify the type of work sales representatives perform, check out the Occupational Outlook Handbook published by the U.S. Department of Labor – Bureau of Labor Statistics (using the resources in course materials). Perform your search by job title or by using an alphabetical search.
Ensure your paper is 2-3 pages in length

Training Design and Development

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