Category: Human Resource Management homework help

How do I identify three to five key metrics for a specific nonprofit or public/government organization that will give a leader enough information to manage performance, grow the outreach of the organization, and help to establish evidence to develop or support a current policy for positive social change.
Post three to five key metrics for a specific nonprofit or public/government organization that will give a leader enough information to manage performance, grow the outreach of the organization and help to establish evidence to develop or support a current policy for positive social change. Be sure to validate with two peer-reviewed, scholarly resource(s). 
Organization:
Tri-Counties Regional Center.         https://www.tri-counties.org/
Scholarly Articles:
https://www.prosci.com/blog/metrics-for-measuring-change-management
https://journals.sagepub.com/doi/full/10.1177/18479790211016273

This is a 2500 word assignment that needs to be completed based on the Strengthscope report.
2. “Assignment Submission Form AS2 MN7028SR Aug 24” is the requirements and grading table for this assignment.
3. “MN7028SR Assignment 2 Guide” is the guidance provided by the teacher regarding this assignment. You must complete the assignment according to the process and structure of this document.
4. ‘Strengthscope-ACTC761325_Shinenglish’ is a unique Strengthscope report for each individual, and you must complete the assignment based on the content of this report.
5. The remaining files are courseware for this course. You must read and complete this assignment. And appropriately incorporate the theories and models learned in this course into this assignment.

As an HR executive why would you make the effort to design an executive compensation plan? Because a well-designed plan rewards not only the executives, but also the shareholders. If a company’s executives are compensated fairly, it often means that regular employees receive fair and equitable compensation.
Explain a minimum of two major executive compensation trends and challenges.
Address how you would approach the development of a pay-for-performance strategy and what you would propose.
Share your experiences in your narrative.

 Briefly describe the nature vs. nurture debate as it relates to gender. Use examples from the text to illustrate your description. Which side makes the most sense to you? Use at least 2 examples from society to illustrate your point. Be sure to examine the strengthens and weaknesses of each side in your discussion. 

 Describe your understanding of feminism before you read chapter 1. Did your perspective change after reading the text? Explain. Identify which branch of feminism most closely aligns with your behaviors and perspective and why.  

 Define gender and biological sex. What is meant when sociologists say gender is a “social construct”? Please identify at least 2 examples from society to illustrate your argument. 

 
 
Using Targeted Questions to Evoke Change Talk  
In this week’s Discussion, you had an opportunity to practice evoking change talk from the service user in the case study you were assigned in Week 2 to help them move beyond ambivalence. For this Assignment, you will have another opportunity to practice evoking change talk. This time, you will practice using the DARN CAT acronym to generate targeted questions to evoke change talk.
Resources
Walden University, LLC. (2020). Hart CityLinks to an external site. [Interactive media]. Walden University Canvas. https://waldenu.instructure.comBe sure to review the Learning Resources before completing this activity. Click the weekly resources link to access the resources. 
Miller, W. R., & Rollnick, S. (2023). Motivational interviewing: Helping people change (4th ed.). The Guilford Press.   

Chapter 11, “Offering Information and Advice” (pp. 191–202)
Chapter 12, “Supporting Persistence” (pp. 203–212)
Chapter 13, “Planting Seeds” (pp. 214–228)
Chapter 14, “Responding to Sustain Talk and Discord” (pp. 229–252)
Chapter 15, “Practicing Well” (pp. 253–264) 

Miller, W. R., & Rollnick, S. (2023). Motivational interviewing: Helping people change (4th ed.). The Guilford Press.   

Chapter 11, “Offering Information and Advice” (pp. 191–202)
Chapter 12, “Supporting Persistence” (pp. 203–212)
Chapter 13, “Planting Seeds” (pp. 214–228)
Chapter 14, “Responding to Sustain Talk and Discord” (pp. 229–252)
Chapter 15, “Practicing Well” (pp. 253–264)

WEEKLY RESOURCES

To Prepare
Review the Learning Resources on evoking change talk. Pay particular attention to the DARN CAT acronym for generating questions to elicit change talk.
Read the service users’ statements in the Targeting Questions: Evoking document in this week’s Learning Resources. Consider how you would use the DARN CAT acronym to generate questions to evoke change talk in response to each service user’s statement.
By Day 7
Submit a 1- to 2-page paper that addresses the following:
Write two targeted questions to evoke change in response to each of the statements using the Targeting Questions: Evoking document.

This week you read about the strategic design of work tasks and determining employee jobs. You also explored the important task of recruiting talented employees. For this discussion consider how designing employee jobs and recruiting the right people is an important part of HRM strategy.
Scenario
Imagine you are head of the HR department and you have been asked to review five applicants for the salesclerk position at your company. The job description for the salesclerk includes:
Greeting customers as they enter the store.
Working at the point-of-sale counter to process transactions.
Assisting customers in locating products by reviewing inventory and calling other store locations.
Suggesting new items to customers.
Entering sales data and keeping records of special orders.
Arranging items to engage customers.
Building customer relationships.
During the interview process, you learn the following about each applicant:
The Applicants
ALICE
Alice has 10 years of experience in sales but can be distracted easily. She will not work on commission and cannot work weekends. She can be a little obstinate but has an excellent job history. She also requires ADA accommodations due to an injury sustained during military service.
MARY
Mary has just one year’s experience, but she is very congenial and loves working with people. Her work schedule is very flexible, but she can become a little stressed at times and periodically needs to leave quietly and regroup for a short time. Mary also considers herself a human rights advocate with an emphasis on race relations and is known to voice her opinions related to racial injustice to others.
JAMES
James has seven years’ experience, a master’s degree in business, and aspirations of owning a company soon. James is a devout Christian. He is known to make biblical references often, encourages others to attend his church, and has requested 80 hours in advance to attend religious conferences within the next six months.
SAM
Sam has six years’ experience and is willing to work all shifts. Sam is transgender, prefers gender-neutral pronouns (they/them), and is looking for a new job due to bullying at a previous workplace.
JUSTIN
Justin has five years’ experience, is hardworking, flexible, and has a great job history. Justin is also someone you met in college, dated briefly, and have not seen in a few years.
Post a Response
Decide which candidate would be the right fit for the salesclerk position, who did you select?
Describe the thought process that led to your decision and your reasons for not selecting one or more of the other candidates.
Justify your choice, including all of the considerations or factors that influenced your selection.

Summarize two examples of human resources and business strategy frameworks or best practices.
Describe two different approaches to how a company can align their human resources and business strategies.
Recommend one of the approaches for a company that wants to increase diversity or competitive advantage.
Support the recommendation with specific evidence related to the chosen outcome (diversity or competitive advantage).
Use three quality sources to support your writing. Choose sources that are credible, relevant, and appropriate. Cite each source listed on your source page at least one time within your assignment.
Help Resources

SHRM Body of Applied Skills and KnowledgeLinks to an external site..

Business Source Ultimate.

IBISWorld.

Human Resource Strategy – Adapting to the Age of Globalization [PDF] Download Human Resource Strategy – Adapting to the Age of Globalization [PDF]. (SHRM Special Report)

U.S. Bureau of Labor StatisticsLinks to an external site..
Check out the Library Guide
Check out this interactive tutorial: Using Your Own Words: Preventing PlagiarismLinks to an external site..

  
Research shows that many low-skilled workers struggle to access workplace training and development. Discuss the employability implications of lack of access to training and development for low-skilled workers and what can be done to improve the situation for workers.
In your answer, you must use and cite the three references below, and also conduct your own research to find at least FIVE other appropriate sources (i.e. minimum of eight academic references in total).
Castellazzi, S 2016, Employability and Access to Training : A Contribution to the Implementation of Corporate Responsibility in the Labor Market Download Employability and Access to Training : A Contribution to the Implementation of Corporate Responsibility in the Labor Market, Springer Fachmedien Wiesbaden GmbH, 2016. Chapter 1
OECD (2019), Getting Skills Right: Engaging low-skilled adults in learning Download Getting Skills Right: Engaging low-skilled adults in learning, (www.oecd.org/employment/emp/Links to an external site.engaging-low-skilled-adults-2019.pdf).
Wotschak P 2020, When Do Companies Train Low-Skilled Workers? The Role of Institutional Arrangements at the Company and Sectoral Level Download When Do Companies Train Low-Skilled Workers? The Role of Institutional Arrangements at the Company and Sectoral Level, British Journal of Industrial Relations 58:3 September 2020, pp. 587–616
http://www.nwlink.com/~donclark/hrd/media/70-20-10.html refernce