Category: Human Resource Management homework help

Consider the various components in a compensation philosophy.
Identify at least one practice within a compensation philosophy.
Discuss the benefits of the selected practice as well as possible limitations or drawbacks that can occur if not aligned with an organization’s business strategy.
Discuss pros and cons of pay transparency.
Discuss why you would select either a base pay compensation system or a variable pay compensation system, and why your selection would work best for an organization.
Share your experiences in your narrative

 For this assignment, you will predict how many employees you will need in the summer of 2030 if your average customer rating is 4.5 and you have 11 competitors, based on the following  regression results for which the F statistic is statistically significant.  Variable Coefficient Significance Intercept 136.52 .255 Year .0265 .001 Spring 66.87 .045 Winter 56.92 .099 Summer 204.37 .010 Customer Rating 46.21 .001 Competitors -34.97 .112 This is how you do it: 1) Ignore all predictors for which the significance of their coefficient is greater than .05 2) Ignore all dummy variables that will equal zero during the summer. A dummy variable  can only equal zero or one. 3) For the remaining variables, multiply their coefficients by their predicted values in the  summer of 2030, for example multiply the coefficient of year by 2030.  4) Add them up and round up to the nearest whole number because you cannot hire part of  an employee. Provide your answer and show your work. By showing your work, your professor can see what  you did incorrectly if you made a mistake. You will lose points if you do not show your work. Submit your answer as an attachment to “Assignment Twelve” which you can find in the Week  Five Module 

https://www.forbes.com/sites/forbeshumanresourcescouncil/2021/12/07/top-10-issues-facing-hr-leaders-heading-into-2022/?sh=57d0293d474e

 
Reflect on an organization you are familiar with, whether it’s your current workplace, a previous employer, or an organization you have studied. Consider the following questions to guide your response:
1. Examples of Positivity: Can you identify specific practices or policies that this organization has implemented to create a positive work culture? How have these initiatives impacted employee morale and performance?
2. Leadership and Positivity: How do leadership styles within the organization contribute to or hinder the development of POB? Provide examples of positive or negative leadership behaviors and their effects on the workplace environment.
3. Challenges and Solutions: What challenges has the organization faced in maintaining a positive work environment? What strategies could be implemented to overcome these obstacles and sustain a positive organizational climate?
Please integrate theories, models, or concepts covered so far in this course into your responses. Be sure to provide specific examples and evidence to support your observations and recommendations. The inclusion of these elements will weigh into the overall score for this discussion. 
Instructions: 
The initial post should be at least 300 words

 
Walden University, LLC. (2020). Hart CityLinks to an external site. [Interactive media]. Walden University Canvas. https://waldenu.instructure.com
Identifying Presenting Challenges
Miller, W. R., & Rollnick, S. (2023). Motivational interviewing: Helping people change (4th ed.). The Guilford Press.

Chapter 8, “Deeper Listening” (pp. 143–154)
Chapter 9, “Focusing: A Deeper Dive” (pp. 155–173)
Chapter 10 “Evoking: Cultivating Change Talk” (pp. 174–190)
Chapter 11, “Offering Information and Advice” (pp. 191–202)

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

Chapter 17, “Learning from Conversations about Change” (pp. 285–297)

Biggs, J., Sprague-Jones, J., Garstka, T., & Richardson, D. (2018). Brief motivational interviewing training for home visitors: Results for caregiver retention and referral engagement.Links to an external site. Children and Youth Services Review, 94(C) 56–64. https://doi.org/10.1016/j.childyouth.2018.09.021Links to an external site.
Miller, W. R., Hedrick, K. E., & Orlofsky, D. R. (1991). The Helpful Responses Questionnaire: A procedure for measuring therapeutic empathyLinks to an external site.. Journal of Clinical Psychology, 47(3), 444–448. https://doi.org/10.1002/1097-4679(199105)47:3<444::AID-JCLP2270470320>3.0.CO;2-ULinks to an external site.

Document: Reflection Worksheet Download Reflection Worksheet(PDF)

 
Walden University, LLC. (2020). Hart CityLinks to an external site. [Interactive media]. Walden University Canvas. https://waldenu.instructure.com
Identifying Presenting Challenges
Miller, W. R., & Rollnick, S. (2023). Motivational interviewing: Helping people change (4th ed.). The Guilford Press.

Chapter 8, “Deeper Listening” (pp. 143–154)
Chapter 9, “Focusing: A Deeper Dive” (pp. 155–173)
Chapter 10 “Evoking: Cultivating Change Talk” (pp. 174–190)
Chapter 11, “Offering Information and Advice” (pp. 191–202)

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

Chapter 17, “Learning from Conversations about Change” (pp. 285–297)

Biggs, J., Sprague-Jones, J., Garstka, T., & Richardson, D. (2018). Brief motivational interviewing training for home visitors: Results for caregiver retention and referral engagement.Links to an external site. Children and Youth Services Review, 94(C) 56–64. https://doi.org/10.1016/j.childyouth.2018.09.021Links to an external site.
Miller, W. R., Hedrick, K. E., & Orlofsky, D. R. (1991). The Helpful Responses Questionnaire: A procedure for measuring therapeutic empathyLinks to an external site.. Journal of Clinical Psychology, 47(3), 444–448. https://doi.org/10.1002/1097-4679(199105)47:3<444::AID-JCLP2270470320>3.0.CO;2-ULinks to an external site.

Document: Reflection Worksheet Download Reflection Worksheet(PDF)

Follow rubric Verbatim
 Milestones
Milestone One: Employee Engagement and Retention
In Module Three, you will analyze HR strategic engagement initiatives for attracting, retaining, and rewarding employees. The four critical element focus on talent acquisition, employee engagement and retention, learning and development, and total rewards. This milestone will be graded with the Milestone One Rubric.
Milestone Two: Performance Management: Employee and Labor Relations
In Module Five, you will analyze HR strategic initiatives of employee and labor relations that positively impact organizational effectiveness. The three critical elements focus on employee discipline, performance management, and employee and labor relations. This milestone will be graded with the Milestone Two Rubric.
Milestone Three: Global HR, Diversity, Risk Management, and Social Responsibility
In Module Seven, you will analyze HR strategic initiatives of managing HR globally, diversity and inclusion, risk management, and social corporate responsibility that impact an organization’s strategic goals. This milestone will be graded with the Milestone Three Rubric.
Final Submission: Strategic HR Plan
In Module Nine, you will submit your final project. It should address each of the four sections of the final project (People, Organization, Workplace, and Behavioral Competencies) that focus on HR initiatives that move across an organization. It should be a complete, polished artifact containing all of the critical elements of the final product. It should reflect the incorporation of feedback gained throughout the course. This submission will be graded with the Final Project Rubric.
 
What to Submit
Your strategic HR plan must be 8–12 pages in length (plus a cover page and references). Use double spacing, 12-point Times New Roman font, and one-inch margins. You should use current APA style guidelines for your citations and reference list. 

Follow rubric Verbatim
 Milestones
Milestone One: Employee Engagement and Retention
In Module Three, you will analyze HR strategic engagement initiatives for attracting, retaining, and rewarding employees. The four critical element focus on talent acquisition, employee engagement and retention, learning and development, and total rewards. This milestone will be graded with the Milestone One Rubric.
Milestone Two: Performance Management: Employee and Labor Relations
In Module Five, you will analyze HR strategic initiatives of employee and labor relations that positively impact organizational effectiveness. The three critical elements focus on employee discipline, performance management, and employee and labor relations. This milestone will be graded with the Milestone Two Rubric.
Milestone Three: Global HR, Diversity, Risk Management, and Social Responsibility
In Module Seven, you will analyze HR strategic initiatives of managing HR globally, diversity and inclusion, risk management, and social corporate responsibility that impact an organization’s strategic goals. This milestone will be graded with the Milestone Three Rubric.
Final Submission: Strategic HR Plan
In Module Nine, you will submit your final project. It should address each of the four sections of the final project (People, Organization, Workplace, and Behavioral Competencies) that focus on HR initiatives that move across an organization. It should be a complete, polished artifact containing all of the critical elements of the final product. It should reflect the incorporation of feedback gained throughout the course. This submission will be graded with the Final Project Rubric.
 
What to Submit
Your strategic HR plan must be 8–12 pages in length (plus a cover page and references). Use double spacing, 12-point Times New Roman font, and one-inch margins. You should use current APA style guidelines for your citations and reference list. 

This course presented a number of different communication theories and applications that can be used in the workplace for individual or collaborative communication. For your final discussion of the course, assume the role of a manager and draft your personal communication philosophy you will use in your new position. Employees always want to know the type of person they will be working with, especially how open and receptive that person can be.
In your post, present information you want your staff to know about your communication style and preferences.

Combine all three into one final Cohesive finished product.
Feedback for milestone One
Good job describing the communication practices however I don’t see where you identified if they are explicit/explicit.  
Feedback for Milestone Two
Good job identifying “productivity above all” there are others heuristics that are relevant consider identifying those as you matriculate through the assignments.
good job identifying inter-cultural clash as a major reason. Was religious beliefs the only impression of bias?  Consider digging deeper for future milestones.
Feedback for Milestone Three
good job identifying some key issues, provide additional details describing the importance of each