Category: Human Resource Management homework help

Scenario 1
Maria has been with the organization for approximately eight months and loves her current role as a systems analyst. She is married and has three sons under the age of 18. In her down time, she enjoys coaching one of her son’s soccer team, traveling with her family, and becoming better at her job. Maria stopped attending college six classes short of completing her degree in Information Technology (IT) due to complications during her last pregnancy. She has earned several IT credentials and often expresses a desire to complete her degree, but she has already maxed out her student loans. Her youngest son has several medical concerns, and her spouse travels for work, often for four or more consecutive days. Maria is very critical of her performance and often shares that she does not feel confident without a college degree, even though she is one of the highest performers within the IT department.
 
Scenario 2
Todd is considering taking a job within your organization as an environmental engineer. During his final interview, he stated that the pay offered was lower than what he’d hoped for and attempted to negotiate; however, the current budget does not have room for a pay increase for this role. You learned that Todd is recently widowed and has a five-year-old daughter preparing to begin school and a 16-year-old daughter struggling with grief at the loss of her other parent. Todd was late to his final interview because of car problems, and you learned that he lives near several employees who work in the same department he is being considered for. Todd also mentioned that he is new to the area, having recently moved from the West Coast to avoid constant reminders of his late spouse, and most of the family’s household items are in storage near their old home.
 
Scenario 3
Grace was recently hired by the organization to work as a sales representative. She and her partner, Tina, are hoping to adopt a child this year. Grace has begun to have concerns with back pain due to an injury that occurred a few years ago. Grace is concerned that her back pain and upcoming medical appointments will affect her ability to maintain her job. Her medical provider suggested that she begin a fitness routine, but she shared that she struggles to get started with the routine because she has a long commute and is exhausted once she arrives home. Grace also works part-time as a retail store manager at the local mall to make more money for her family. Grace is interested in a career outside of sales but fears that her current skill set does not afford her an opportunity to make any changes in the near future. She and Tina thoroughly enjoy going to local events in the community and volunteering as often as they can.
  
Objective:
Answer the following questions in well-developed sentences or short paragraphs.    
Scenario 1:
Based on what you have learned, identify a minimum of five elements of a Total Rewards package that may help convince Maria to stay with your organization long term. Once you have listed each element, briefly explain why your selections were chosen for Maria.
Question 2: 
Based on what you have learned, identify a minimum of five elements of a Total Rewards package that may help convince Todd to accept the position at the offered pay and stay with your organization long term. Once you have listed each element, briefly explain why your selections were chosen for Todd. 
Question 3: 
Based on what you have learned, identify a minimum of five elements of a Total Rewards package that may help convince Grace to stay with your organization long term. Once you have listed each element, briefly explain why your selections were chosen for Grace.

 
Summarizing
Advanced human services professional practitioners cannot reflect everything that a service user has said. Instead, it is best to select a few key statements to summarize that will keep the conversation moving forward. Remember that summaries are deliberate. They seek to explore and draw out ambivalence on the part of the service user, to ensure the accuracy of the practitioner’s assessment, and to focus on areas of desired change.
In this Discussion, you will practice writing summaries for the service user in your case study. 
Resources
Be sure to review the Learning Resources before completing this activity.
Click the weekly resources link to access the resources. 
WEEKLY RESOURCES
To Prepare
Review your Course Announcements for possible information related to this week’s Discussion and Assignment.
Review the Learning Resources on summarizing. Focus on the different types and examples of summaries.
Go to the Hart City virtual community using the link that is provided in the Learning Resources. Once you are in the community, review the case study you were assigned.
Create three open-ended questions you would ask the service user in the case study. The questions must be different than those you asked in Week 3.
Given what you know about the service user, think about how they would answer each question.
Create a summary based on what you think the service user would say in response to the questions. 
By Day 4
Identify the Hart City case study you were assigned in the subject line of your post.
Post three open-ended questions you think would be most appropriate to ask your Hart City service user, and explain why. Be sure that the questions you ask are different than those you asked in Week 3. Write what you think the service user would say in response to each question. Be specific. Finally, write a summary based on what you think the service user would say in response to the questions.
REFERENCES/RESOURCES
 
Walden University, LLC. (2020). Hart CityLinks to an external site. [Interactive media]. Walden University Canvas. https://waldenu.instructure.com
 
Miller, W. R., & Rollnick, S. (2023). Motivational interviewing: Helping people change (4th ed.). The Guilford Press.

Chapter 6, “Evoking: Why Would You Go There?” (pp. 83–113)

 American Academy of Pediatrics. (2014). Motivational interviewing: OARSLinks to an external site. [Video]. Walden University Canvas. https://waldenu.instructure.com 

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.