Category: Human Resource Management homework help

Prepare a 3-4-page report on how you plan to approach employee talent development, employee success, retention, and the employee experience issues with viable recommendations for solutions.
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Introduction
What is the employee experience from the employee’s perspective? The employee experience is when an employee considers their work more than just a job. Employers hope for that possibility, even though it is unlikely every employee in the organization will attain a high level of enjoyment from their work and their work environment. The employee perspective means pride in their employment and a passion for what they do, whom they do it with, and respect for their organizational leadership.
We have arrived at a time in history where talent matters and retaining that talent is not a simple or inexpensive process. Employees today desire a great deal more than employees have in the past. Work has become more important to employees than ever before. Expectations for dynamic, interesting work and a work environment that enhances the process of work grows ever greater each year. The workplace takes up the vast majority of an employee’s life, and this previously accepted tradition of work not being fun or even tolerable has been rejected. In addition, the idea that an employee’s career is for them to manage may be true, but management can make that a great deal more exciting and productive if the pathways to success are clear and available.
Assessment Introduction
Scenario
You are an HR professional at a large teaching hospital with responsibility for the areas of employee talent development and employee experience (sometimes called employee perspective). The hospital’s mission is to integrate a broad spectrum of clinical care, teaching, and research, with special emphasis on the health of children and their families, for two states on the east coast of the United States.
Recently, you have observed high rates of turnover across a number of occupations. Licensed practical nurses, radiologist technicians, surgical technicians, pharmacy technicians, medical assistants, laboratory technicians, and dietitian assistants are at the top of the list of people your hospital cannot keep. You have been conducting exit interviews and talking to current employees about what the areas of concern are that could be influencing the high rate of turnover.
As it turns out, another hospital in the area that has been aggressively recruiting new employees. The hospital is associated with a medical school and an external physician assistance program. They are using a completely new employee experience approach that includes:
Advancement opportunities through joint university and technical certification programs.
Cross-field rotations.
Tuition assistance.
Scholarship programs for entry into the physician assistant program.
Work time for physical fitness.
Co-located complimentary daycare for second and third shift staff.
A gourmet cafeteria.
These benefits are part of what the private hospital calls a comprehensive work-life career-investment program for employees. Your institution has a legacy cafeteria and nothing that mirrors the other hospital’s employee experience program. Additionally, recent engagement surveys indicate that employees are not getting the career guidance from team leaders and supervisors that they think they should. Several surveys of employees found that they felt they are not valued or considered part of the organization and that “only doctors and RNs really mattered.”
Your Challenge
This assessment examines how to assess the effectiveness of employee talent development and employee experience (employee perspective). Consider the challenging conditions that you would face in the situation presented.
What would your next step be in confronting the HR challenge faced by the hospital from a competitive standpoint? Should you present the differences between your hospital and its competitor’s programs to your supervisors or even the hospital director? If yes, why, and how would you go about that? If not, what would your rationale be for your decision?
What research would you do? Making the type of changes that the other hospital made is a major effort in cost and from an organizational culture and employee-valuing perspective.
What challenges might you face from your own HR director? From medical staff leaders and others? The cost of current turnover is coming close to 15% of yearly salary for some positions, and the loss of institutional knowledge is affecting treatment quality, according to a panel of physicians and nursing staff.
What new and different programs might be introduced into the organization to improve the employee experience considering the scope of challenges that were discussed in the introduction?
Your job in this assessment is to use the guidance from above to prepare a report for your supervisors on how you plan to approach the employee talent development and employee experience (employee perspective) problems with viable recommendations for solutions. Please provide at least six academic, scholarly, or professional resources from the Capella University Library.
Assessment Instructions
Prepare a 3–4-page report that states your recommended course of action. Along with your recommendation, include the following:
Analyze, from a competitive standpoint, how proposed recommendations address the HR challenge faced by the hospital.

What is the scope of the differences between your hospital and its competitor?
What would it take to emulate the competitor’s programs?

Describe key factors considered to support the major effort and cost it would take to enact changes in organizational culture, which could be embraced by employees.

What challenges would be faced by trying to emulate the competitor’s programs?
What would the risks be by not addressing the differences between your hospital and its competitor?

Explain how to mitigate cost of current turnover and the loss of institutional knowledge that is affecting treatment quality.

What is causing the turnover?
What actions can you take to address the issue?

Describe programs you would introduce to improve the employee experience.

What are the different parts of your programs?
What are they intended to do?

Review the HR Challenge: The Employee Experience – Pathways to Employee Success and Retention Scoring Guide to see the criteria by which your assessment will be evaluated.
Submission Requirements
The deliverable for this assessment applies professional skills in Human Resources Management (HRM) to workplace situations which you will likely encounter in your day-to-day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace. Your assessment should meet the following additional requirements:
Length: Your plan should be 3–4 typed, double-spaced pages, not including the cover and resources pages.

The first page should be a cover sheet with your name, the course number, assessment title, and date. No other information is required on this page.
The last page should be the reference list.

Organization: Make sure that your assessment writing is well-organized, using headings and subheadings to organize content for the reader.
Font and font size: Times New Roman, 12-point font.
Resources: Use a minimum of six references from academic, scholarly, or professional publications.
Evidence: Support your assertions with data and in-text citations.
APA formatting: Resources and in-text citations are formatted according to current APA Style and Format guidelines.
Written communication:

Support main points and recommendations with relevant and credible evidence.
Address the appropriate audience, using familiar, discipline-specific language and terminology.
Use spell-check and other tools to ensure correct spelling and grammar.

Note: Your instructor may also use the Writing Feedback Tool to provide feedback on your writing. In the tool, click the linked resources for helpful writing information.
ePortfolio
You should consider adding this assessment to your personal ePortfolio. This assessment demonstrates your ability to analyze employee talent development, employee success, retention and the employee experience. This skill is necessary in a professional setting when you are trying to make strategic recommendations. You will want to organize your assessments to easily support future reflection and completion of your HRM capstone project as well as for showcasing your knowledge with employers after graduation. For more information on ePortfolio, visit the Campus ePortfolio page.
Competencies Measured
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies:
Competency 1: Develop strategic recruiting approaches and selection methods to support an organization’s talent goals.

Analyze, from a competitive standpoint, how proposed recommendations address the HR challenge faced by the hospital.
Describe key factors considered to support the major effort and cost it would take to enact changes in organizational culture, which could be embraced by employees.

Competency 2: Apply talent mobility practices for an organization.

Describe programs you would introduce to improve the employee experience.

Competency 3: Examine approaches to workforce planning to determine present and future talent needs.

Explain how to mitigate cost of current turnover and the loss of institutional knowledge that is affecting treatment quality.

Competency 5: Communicate clearly, accurately, and professionally for the HR field.

Support main points and recommendations with relevant and credible evidence.
Address the appropriate audience, using familiar, discipline-specific language and terminology.

 
Prepare a 1-2-page job description and competency model that follows a specified example. You will use O*Net OnlineLinks to an external site. to select the job.
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Introduction
Job analysis, job competencies, and job descriptions form critical elements of employee recruiting, selection, and organizational staffing. We must understand the job, know its nature, and describe its competencies before we can announce the position and attract quality applicants. To get to this point, the HR professional must have the skill to conduct research, including employee and supervisor interviews. These interviews will contain valuable real-life information that will describe the job to be advertised and filled. For this assessment, you will be developing a position description.
Assessment Introduction
Scenario
Job analysis, job competencies, and job descriptions form critical elements of employee recruiting, selection, and organizational staffing. We must understand the job, know its nature, and describe its competencies before we can announce the position and attract quality applicants. To get to this point, the HR professional must have the skills to conduct research, including employee and supervisor interviews. These interviews will contain valuable real-life information that will describe the job to be advertised and filled. For this assessment, you will be developing a position description.
Your Challenge
Use O*Net Online to develop a job description and competencies for any job of your choosing. The job should have five to seven competencies. Your job description and competency model should follow this example of a medical job description for a Physician Assistant:
Serves in the Occupational Medicine Program (OMP), Occupational and Environmental Medicine (OEM), and other Occupational Health (OH) services and related matters.
Advises on OH program development, management, administration, and evaluation. Formulates OH service policies and objectives as required. Advises on program requirements and procedures. Establishes criteria for OH program evaluations and assessments. Advises on the development, interpretation, and application of occupational health standards. Provides technical assistance on health conservation requirements, OH practices, and delivery of OH services that affect worker health as needed. Participates in epidemiological investigation of disease, illness, or accidents of particular importance to the OH program as required.
Plans, coordinates, and conducts OH program consultation reviews, visits, and special studies. Evaluate the effectiveness of OH programs. Analyzes and interprets data on OH programs. Resolve complex OH problems to improve OH clinical services, health education, and wellness. Researches trends and patterns. Reports on findings and conclusions, with recommendations as needed.
Reviews state and federal regulations on occupational health for organizational impact, recommending changes as needed. Develops new OH program evaluation methods and criteria. Develops standard procedures, model administrative documents, and informational material relating to the development and management of installation OH programs. Develops innovative and unique methods of problem solving and evaluation.
Reference
Department of the Army (n.d.) Army position description: Physician’s assistant. Retrieved from: https://acpol2.army.mil/fasclass/search_fs/search_fs_output.asp?fcp=zutpk3eFRtaToL2jorlGuam0buidbYGWmalTiGC7hLBmYn%2BYmKc%3D
Assessment Instructions
Prepare a 1–2-page job description and competency model that follows the example given. Use O*Net Online to select the job you will describe, and include the following:
Provide a description that includes knowledge of the content information and expertise associated with the work.

Analyze what someone in this job would need to know and be able to do.
Would they need to have special skills, training, licenses, or degrees?

Define tasks and technology skills that are aligned to the context of the environment in which the work is done.

Does the description include details on what the main tasks and skills are?
How does the work environment impact the work?

Create descriptions of work activities that match the context of the work.

Are the job elements described?
Are they consistent with job framework, setting, or expectations?

Develop a description of work that displays a clear connection to measurable elements of performance.

How are things connected and do they make sense?
Would a potential job applicant be able to read the description and understand the job expectations?

Review the HR Challenge: HR Challenge: Job Analysis and Competency Modeling Scoring Guide to see the criteria by which your assessment will be evaluated.
Submission Requirements
The deliverable for this assessment applies professional skills in Human Resources Management (HRM) to workplace situations which you will likely encounter in your day-to-day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace. Your assessment should meet the following additional requirements:
Length: Your plan should be 1–2 typed, double-spaced pages, not including the cover and resources pages.

The first page should be a cover sheet with your name, the course number, assessment title, and date. No other information is required on this page.
The last page should be the reference list.

Organization: Make sure that your assessment writing is well-organized, using headings and subheadings to organize content for the reader.
Font and font size: Times New Roman, 12-point font.
Resources: Use 1–2 references from trade publications or other relevant sources.
Evidence: Support your assertions with data and in-text citations.
APA formatting: Resources and in-text citations are formatted according to current APA Style and Format guidelines.
Written communication:

Support main points and recommendations with relevant and credible evidence.
Address the appropriate audience, using familiar, discipline-specific language and terminology.
Use spell-check and other tools to ensure correct spelling and grammar.

Note: Your instructor may also use the Writing Feedback Tool to provide feedback on your writing. In the tool, click the linked resources for helpful writing information
ePortfolio
You should consider adding this assessment to your personal ePortfolio. This assessment demonstrates your ability to prepare a job description and competency model for measuring performance. This skill is necessary in a professional setting when you are trying to make strategic recommendations. You will want to organize your assessments to easily support future reflection and completion of your HRM capstone project as well as for showcasing your knowledge with employers after graduation. For more information on ePortfolio, visit the Campus ePortfolio page.
Competencies Measured
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies:
Competency 1: Develop strategic recruiting approaches and selection methods to support an organization’s talent goals.

Provide a description that includes knowledge of the content information and expertise associated with the work.
Define tasks and technology skills that are aligned to the context of the environment in which the work is done.
Create descriptions of work activities that match the context of the work.

Competency 4: Evaluate performance management systems to align with organizational needs.

Develop a description of work that displays a clear connection to measurable elements of performance.

Competency 5: Communicate clearly, accurately, and professionally for the HR field.

Support main points and recommendations with relevant and credible evidence.
Address the appropriate audience, using familiar, discipline-specific language and terminology.

Influence of Politics and Power:

Describe the importance of understanding the dynamics of power and politics within the organization.
Explain how politics and power may influence the organization’s culture.

Sources of Power:

Discuss at least one source of power that could be applied to influence the department and improve organizational performance.

You will select and research one source of power to formulate your individualized approach to this question.
Do not submit the definition of all the sources of power.

Explain how management could use this influence to benefit the department and improve organizational performance.

Leadership Behavior and Culture:

Propose recommendations that support how the study of power and politics could influence leadership behavior and improve the organization’s culture.

Leadership Influence:

Discuss the importance and complexity of leadership behavior and how it influences organizational structure and performance.

References and Citations:

Go to the Strayer University Online Library to locate at least three resources.
In-text citations are required when paraphrasing or quoting another source.
Use at least three quality resources in this assignment. Note: Wikipedia and similar websites do not qualify as quality resources. 

Instructions:
As the Human Resource Manager at GreenTech Ltd., you are ready to prepare your
next report. You will review, assess, and analyze a topic, event, or case, and based on
your findings, you will share a written report with your supervisor, the Chief Human
Resources Officer (CHRO). Your report will summarize the topic, event, or case and will
include a recommendation for improving HR practice at your company.
Unit 6 Topic:
Read the R. Williams Construction Co. v. OSHRC case study found in Chapter 14
of your textbook readings this week.
Based on your review of the case study, consider the following:
The court ultimately found that the Williams Construction Co. failed to instruct its
employees in proper safety measures and made no effort to ensure that employees did
not enter the trench on the day of the collapse. Consider the determining factors that led
to this conclusion. Consider any specific OSHA violations that were referenced in their
HRM341 – Employment Law
Unit 6 Assignment Forum
ruling. The Occupational Safety and Health Act (OSHA) impacts a variety of businesses
and industries. Evaluate how OSHA regulations impact your practice as a Human
Resources Manager.
Based on your review of the case study, address the role of safety requirements in the
workplace and the employer’s responsibility to ensure a safe work environment for
employees.
Part 1
• Summarize the law or legal principle involved. (This can generally be done in one
paragraph.)
• Summarize the case or event. Share the important facts and highlights that are
important from a Human Resources practice perspective. (This can generally be
done with one or two short paragraphs.)
• Explain why the facts and highlights you chose were important for the practice of
HR.
Part 2
• List at least five ways this case or event might impact the practice of HR. (This is
a brainstorming activity. A bulleted list is fine for this.)
• Identify which of the five items is most important to HR. Provide an assessment
and analysis of that item, along with one directly related specific recommendation
for the HR team. The recommendation must be actionable, must be explained,
and must be supported with evidence from your readings and research.
(Keep in mind generic statements, broad ideas, unsupported personal opinions, and
merely repeating what is in this assignment description do not satisfy the assignment
requirements.)
This assignment is your opportunity to demonstrate your understanding of the law or
legal principles based on the case or event reviewed as it relates to the practice of HR.
This assignment is also your opportunity to demonstrate your critical thinking and
analytical skills by using the case or event as a catalyst to explore how HR practices
can be improved.
The goal of this assignment is not to do as much writing as possible but to do as much
focused and thoughtful idea-sharing as possible.
Make sure you use evidence and support for each section of your response.
The ideal assignment will include the following:
• Introduction
• Response to Part 1 (with citations linked to a reference)
• Response to Part 2 (with citations linked to a reference)
• Conclusion (with citations linked to a reference)
• References (with a minimum of three references)
Requirements:
• Submit your assignment in the text box of the designated Unit Assignment
Forum. APA format is not required for any assignment forum submission.
However, all assignments should be well-organized and include an introduction
and conclusion.
• Support your answers with evidence from at least three resources (text, readings,
research, etc.) using citations and references.
• The required length of your entire response is approximately four to five
paragraphs (summary, evaluation, comparison, opinion).
• Review one to two classmate’s postings after posting your submission to the
assignment forum. Use the RISE model of peer feedback to provide your
classmates with constructive feedback that they may consider when finalizing the
final project later in the semester.
Be sure to read the criteria below by which your work will be evaluated b

 
Scenario
For this assessment, imagine that you are the Vice President of Human Resources (VP of HR) for CapraTek. The Western sales division has had more turnover than any other part of the company. Since 2010, there have been six different sets of directors and deputy directors for the organization. In three years, the Western sales division has lost 80% of its clients. The other sales division has only lost 2% of its clients. The marketing-science office at the corporate level has been deeply involved in redesigning product development and sales processes, which have become more complicated. It has also become harder for customers to qualify for financing. These actions, while presented as quality efforts, have not led to positive outcomes. Over time, these conditions have raised prices above all competitors. While the organization’s products are of great quality, some products could be over-engineered and possibly too taste specific.
Aside from the low morale, the level of turnover at the senior ranks of the division has done harm to employees at all levels of the division. Frontline sales professionals, supervisors, support staff, support leaders, middle managers, and stakeholders are confused about quality standards and approval stages. The CapraTek CEO and COO have consistently selected sales directors and deputy directors from outside the organization, but all were soon terminated for poor performance. The next set of directors was selected internally from the sales professionals, and they were terminated after about 18 months. Additionally, the job description for this position has been studied and refined multiple times; this is not the issue or answer for this assessment.
Your Challenge
As the VP of HR, consider the following actions and for each one:
Describe whether you would execute this action.
If you would execute this action, explain how and why.
If you would not execute this action, explain why not.
Actions to Consider
Seek consulting services: Seek consulting services from a professional search firm that will take the place of the company human resources staff performing the recruiting effort. The private firm will perform the search for candidates and conduct pre-assessments and interviews before the final candidates are presented to the company. Provide evidence as to why this would be a good decision.
Hire from within: Continue to hire candidates from within the organization using the current process of allowing HR and the CEO and COO to make the selections. Provide evidence-based rationale to support your decision.
Conduct an internal Search: Begin an intense internal search within CapraTek for director and deputy director positions to be run by HR, leading to a robust list of candidates for consideration. Describe why or why you would not take this course of action.
 
Prepare a 3–4 page analysis that states how and why you would take each course of action, or if you would not take a specific action, explain why not. All three Actions to Consider must be addressed. Along with your recommendations, include the following:
Analyze options available for addressing issues with employee turnover, product development and the sales process, rise in product prices, and operational morale.

Weigh the pros and cons of taking each action.
Determine whether you would take each action.

Explain how available options could be executed.

Explain briefly what steps you would take to accomplish any of the actions you would choose to take.

Provide the rationale for each decision to either take or not take a course of action.

Describe key factors that influenced your decision.
Include material from your references to support your conclusions.

 
The deliverable for this assessment applies professional skills in Human Resources Management (HRM) to workplace situations which you will likely encounter in your day to day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace.
Length: Your plan should be 3–4 typed, double-spaced pages, not including the cover and resources pages.

The cover sheet should include your name, the course number, assessment title, and date. No other information is required on this page.
Each of the three Actions to Consider should be addressed.
The resource pages (reference list) should be the last page or pages.

Organization: Make sure that your assessment writing is well-organized, using headings and subheadings to organize content for the reader.
Font and font size: Times New Roman, 12-point.
Resources: Use at least two scholarly or academic sources.
Evidence: Support your assertions with data and in-text citations. Use current APA format for in-text citations and create a reference list at the end of your documents.
APA formatting: Resources and in-text citations are formatted according to current APA Style and Format guidelines.
Written communication:

Convey purpose, in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards.
Write for a specific audience, using the vernacular of the profession.
Use spell-check and other tools to ensure correct spelling and grammar.

Note: Your instructor may also use the Writing Feedback Tool to provide feedback on your writing. In the tool, click the linked resources for helpful writing information.
ePortfolio
You should consider adding this assessment to your personal ePortfolio. This assessment demonstrates your ability to analyze issues with employee turnover and selecting the right candidate. This skill is necessary in a professional setting when you are trying to make strategic recommendations. You will want to organize your assessments to easily support future reflection and completion of your HRM capstone project as well as for showcasing your knowledge with employers after graduation. For more information on ePortfolio, visit the Campus ePortfolio page.
 
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies:
Competency 1: Develop strategic recruiting approaches and selection methods to support an organization’s talent goals.

Analyze options available for addressing issues with employee turnover, product development and the sales process, rise in product prices, and operational morale.
Provide the rationale for each decision to either take or not take a course of action.

Competency 2: Apply talent mobility practices for an organization.

Explain how available options could be executed.

Competency 5: Communicate clearly, accurately, and professionally for the HR field.

Support main points and recommendations with relevant and credible evidence.
Address the appropriate audience, using familiar, discipline-specific language and terminology.

Closely examining the impact of social problems and policies can encourage individuals and groups to look for new strategies to reduce inequalities and create social change. To further explore potential avenues for social reform, you will begin by reading the book, Manifesto for a Dream: Inequality, Constraint, and Radical Reform. Next, you will use the concepts and ideas discussed in this book to evaluate key issues linked to social policies and their relationship to individuals’ constraints. When you make your initial and response posts in the discussion forum, you will want to address some of the following topics:

 
Do you think that algorithms should determine who gets hired, or should humans make the final hiring decision? Job applicants who need to get past that first, all-important screening interview may soon find themselves face-to-face with a robot. Chatbots and intelligent software to analyze video interview answers are becoming practical methods of screening applicants at scale, particularly for those industries with high volume staffing needs such as retail, hospitality, and call centers. Three Fortune 500 cases in point: one introduced a Careers Facebook Messenger chatbot, another is making use of artificial intelligence to analyze video interviews, and yet another is using A.I. to screen applications.
Post a Response
Please respond to the following:
Describe how you would feel if you didn’t get a job, and the decision was not made by a person but by artificial intelligence? Be specific and include relevant examples.

 
Create a scenario or event in an organization (that is, safety, training, or another issue) using a low-quality after-action review. Next, speculate on the major negative effects within the organization if the same scenario or event were to reoccur. Support your response with at least two examples of the identified negative effects.

Based on your weekly lessons (Weeks 1-3), research the seven (7) primary human resource management (HRM) functions most commonly associated with today’s organizations. In a PowerPoint Presentation, explain each function in your own words, to include a concise section that highlights the federal statutes, regulations, and guidance that HR professionals must know to keep their organizations legally compliant. Once done, expand the narrative on this information in the Notes sectionSubmit a 15 – 18 PowerPoint slide presentation. The PowerPoint must include speaker notes displaying what would be said during the presentation. Use a minimum of three to five references, with at least one citation for each reference in APA style format required. Be sure to include a cover slide and wrap your presentation up with a closing slide and a slide of the references utilized in your research.

   
Operations Management Role in Service Industry 
Describe why operations management discipline emerged ( two or three paragraphs). Identify one service industry example (e.g., Bank of America) where operations management may play a significant role. Explain the type of operations management activities are performed at this organization. Describe the services it offers with specific examples and factors that contribute to its productivity. 
· It should be 3-4 pages in length not including the required cover and references pages.
· It should be  with at least 2 peer-reviewed or professionally published sources  Use current sources, not older than 5 years. 
· Format: APA guidelines