Category: Human Resource Management

OCIAL MEDIA AND HR; BEHAVIORAL ANCHORED RATING SCALES; SIMULATION TRAINING
Behaviorally anchored rating scales (BARS) directly assess performance behaviors. The BARS method depends on critical incidents or short descriiptions of effective and ineffective behaviors that ultimately produce a number value. The assessor is responsible for rating the specific behaviors of an employee based upon the behavioral expectations that are provided as anchors. When rating the employee, most employers prefer to also provide written feedback for why the employee received a specific rating.
“Typically, supervisors rate several performance dimensions using BARS and score an employee’s overall job performance by taking the average value across all the dimensions” and “because the critical incidents convey the precise kinds of behaviors that are effective and ineffective, feedback from BARS can help an employee develop and improve over time.”
Source of the quote above: Colquitt, J.A., Lepine, J.A., & Wesson, M.J. (2011). Organizational behavior (2nd ed.). New York: McGraw-Hill. (Note: This textbook is not available from the Trident Online Library).
Behavioral Anchored Rating Scales (BARS)
Two Assessment Area Examples:
Oral Communication: Organizes thoughts and expresses them in a clear and logical manner, quickly comprehends another’s meaning, uses appropriate vocabulary, correct grammar, and appropriate non-verbal communication (gestures, etc.).
Expresses ideas clearly and concisely.
Answers questions completely and precisely. Speaks with a voice that exhibits an appropriate command presence.
Relates thoughts in an organized manner. Gives concise answers to questions. Demonstrates effective active listening behaviors (e.g., leans forward, nods in agreement, repeats statements back, verbalizes understanding).
Clearly enunciates words. Attentively leans forward.
Voices ideas randomly or several at a time.
Interrupts others inappropriately. Excessive use of filler words, phrases (umm, like I said, etc.)
Fails to listen to questions asked by role player(s). Uses incorrect words or grammar in responding to questions.
Takes too long without making a point.
Uses profanity.
Problem Analysis & Resolution: Ability to critically evaluate a situation, gather and analyze relevant information, identify underlying issues, assess alternative solutions, and to consider the implications of problems and potential solutions.
Identifies possible resources to resolve problem. Deals with problems before they worsen.
Ensures a follow up plan is established. Develops alternative approaches to deal with the problem. Verbalizes the impact on the organization as a whole (morale, operations, budget, etc.). Thoroughly considers relevant information.
Provides feasible solutions; considered feasibility of alternatives. Makes suggestions for resolving the problem.
Assures adherence to standards.
Is unable to support conclusions with facts or logic.
Fails to consider alternatives.
Considers only a portion of the available information. Abdicates responsibility, blames others.
Waits until a problem has worsened before dealing with the problem.
Fails to act.
Source of the above examples: The City of Columbus, Civil Service Commission. Behaviorally anchored rating scales (BARS). Slide presentation retrieved from http://www.ipacweb.org/Resources/Documents/conf13/reed.pdf.
SLP 2 Assignment:
Following the examples above, create a similar BARS instrument (based on your current position) with at least FIVE different areas of assessment. Meet with a colleague or supervisor to have him or her evaluate your behaviors. Discuss the results with your colleague/supervisor to figure out where you scored highest and where you scored lowest.
Write a paper discussing the following issues:
Your results
The process you went through
How your instrument can be adjusted for optimal results
What the strengths and weaknesses of BARS are
How the feedback from the BARS can help an individual improve over time
How BARS compares to two other performance appraisal processes
Other recommendations you may have
This pragmatic approach will help you get into the routine of continuously being evaluated. You will submit both the BARS instrument that you created and the paper.
Bring in at least 2 library sources to help strengthen your discussion.
Your paper should be at least 2-3 pages, (not including the cover sheet and reference list). Deal with these issues in an integrated fashion, not as a series of individual questions.
Please upload your submission by the module due date.
SLP Assignment Expectations
Demonstrate critical thinking and analysis of the relevant issues and HRM actions, drawing on your background reading and research.
Information Literacy: Evaluate resources and select only library/Web-based resources that provide reliable, substantiated information.
Give authors credit for their work. Cite sources of borrowed information in the body of your text as footnotes or numbered end notes, or use APA style of referencing.
Prepare a paper that is professionally presented (including a cover page, a list of references, headings/subheadings, and a strong introduction and conclusion). Proofread carefully for grammar, spelling, and word-usage errors.

Required Material
Davenport, T. H. (2012). Case study: Social media engages employees. FT.Com, Retrieved from the Trident Online Library.
Facebook, Blogs & the Boss: The intersection of social media & the workplace. (2013). Retrieved from https://www.youtube.com/watch?v=PRrJ9eINYZI
Wild About Trial (2015). Legal Smart with Alison Triessl—Social Media & Employment. Retrieved from https://www.youtube.com/watch?v=d26eEzr5KuI
Wilkie, D., & Wright, A. (2014). Balance risks of screening social media activity. HR Magazine, 59(5), 14. Retrieved from ProQuest in the Trident Online Library.
Wright, A. (2014). How Facebook recruits. Retrieved from https://www.shrm.org/ResourcesAndTools/hr-topics/technology/Pages/How-Facebook-Recruits.aspx
Optional Material
Segal, J. A. (2014). The law and social media in hiring. HR Magazine, 59(9), 70-72. Retrieved from ProQuest in the Trident Online Library.
Segal, J. A., & LeMay, J., S.P.H.R. (2014). Should employers use social media to screen job applicants? HR Magazine, 59(11), 20-21. Retrieved from ProQuest in the Trident Online Library.
Skill Boosters (2015). Top 5—Social media fails at work. Retrieved from https://www.youtube.com/watch?v=6TXjQt3qYwk
Swain, K. (2017). The impact of social media in the workplace pros and cons. Retrieved from http://work.chron.com/impact-social-media-workplace-pros-cons-22611.html
Walden, J. A. (2016). Integrating Social Media Into the Workplace: A Study of Shifting Technology Use Repertoires. Journal Of Broadcasting & Electronic Media, 60(2), 347-363. Available in the Trident Online Library.
Wright, A. D. (2014). More states prohibit social media snooping. HR Magazine, 59(10), 14. Retrieved from ProQuest in the Trident Online Library.
After reading the required materials on social media found on the Background page for this module and your own library research, prepare a 4- to 5-page paper addressing the following:
Discuss the influence social media has (or could have) on HRM success.
What are the challenges of HRM professionals using social media to learn about current and potential employees?
The Wright article talks about how Facebook recruits. Bring in three other real-life, private sector employers (by name from your readings/research) and discuss their approaches to social media in the HRM context.
Use at least 5 sources from the Trident library. ( Trident Log in)
Login into will be available to the assigned writer.

You are the new HR manager for this fictitious (private sector) company, which has
hundreds of employees and is clearly obligated under Title VII and other major
employment regulations. Rather than starting over from scratch with a brand new
application form, many HR managers would likely take a look at the existing form first.
Using the table located at the very bottom of this document, identify the ten (10) items
that are legally problematic* on this employment application form, why they are
problematic, and what could possibly be in their place, if applicable. Use of the table is
required.
When you are done “save” or “save as” this document with your last name, then first
initial and assignment name (e.g. SmithLApplForm.docx) and place your name in the
table box above. Then load it to your Dropbox by end of Week 6

Read article & Read the criteria/instructions attached with the article.
Answer questions attached and the paper should be in APA style format
Use 3 citations from https://www.jstor.org
Use 1 from the article

will attach last three papers as reference inn order to answer last two questions and write conclusions
Conclusion: Provide concluding thoughts on the use of the following to advance the company’s organizational mission and vision:
Human resource opportunities
Human resource challenges
attached resources in order
Thank You!

Will attach previous papers as references
Last question
Address the varying degrees of access for managers, support functional groups based on their need to know
Then conclusion
Also will attach final rubric

my specialty is hospitality management.
Please critique the article by doing the same structure of the example I uploaded for you.
Make sure to cover the following:

1- strengths
2- weakness
3- questions regarding the research design, structure, hypothesis
4-comments (your insight +what are the most important points or take home messages you learned from the article)
font size 10 single space
the structure is bullet point (see the example file)

In Module 4, we discussed various core objectives of collective bargaining within the aviation industry. You will now review further, the contractual negotiations process and the leverage that unions are able to utilize within the contractual negotiations process.
Discuss how negotiating, as a union, can create more or less bargaining power and leverage within the aviation industry. Include a minimum of three specific points in your discussion.
You are encouraged to illustrate your answer with an example. Please locate a peer-reviewed article from an external site to support your viewpoints.
Readings
Kaps, R., Hamilton, J., and Bliss, T. (2012). Labor relations in the aviation and aerospace industries. Southern Illinois University Press.
Read Part 2, Element 5, pages 35-55 Negotiating the Collective Bargaining Agreement
Caputo, A., Borbely, A., & Dabic, M. (2019). Building theory on the negotiation capability of the firm: Evidence from Ryanair. Journal of Knowledge Management, 23(2), 240-262.
Reed, T., & Reed, D. (2014). American airlines, us airways and the creation of the world’s largest airline: The converging histories of american airlines and us airways. ProQuest eBook Central.
Chapter 13 – The War Between East and West (pp. 121-130; 10 pages)
Chapter 16 – Labor Takes the Lead (pp. 152-170; 9 pages)
Union websites
Pilots: https://www.alpa.org/
Flight Attendants: https://www.afacwa.org/
Mechanics: https://www.goiam.org/

Instructions
Assignment #3 – REMINDER, you have on your HR Manager hat!
Develop a selection and training plan for the dream job: Diversity, Equity, and Inclusion Officer (DEI OFFICER)
REMEMBER: you are now in the HRM role – yes you are the Manager completing the process to hire for your dream job
* What types of pre-employment testing you will use and why
* Thoroughly cover the selection decision: techniques, reliability and validity, legal matters, etc.
* Discuss EEO
* Include how you will interview
* 5 questions you will ask in the interview relating to your dream job
* 10 questions you cannot ask in an interview and include the correct format to ask a potential candidate [if any]
* Outline the new employee training that you will require and why. MUST include details of employee training as it relates to YOUR dream job!
(minimum 3 pages).
This must be written up as a business report…therefore, you are typing up an actual academic paper, NOT a document; hence do not bullet, you must explain/expound.

(12000 words, Quantitative Approach and data collection and processing should be handled on writer’s end, hopefully being able to “tailor” to our hypothesis) – Would require the writer to work FULL-TIME and Collaboratively with me on this, with frequent updates. I am in this to look for a writer that FULLY UNDERSTANDS my topic and leave no stones unturned.
This dissertation aims to explore the perceptions of the use of AI from Singaporean employees’, and from these perceptions, do they thus firstly – Trust and Secondly – Thus Accept the use of Organisational AI Practices? As discussed, this will be a full-fledged quantitative dissertation which aims to investigate Employees’ Acceptance and Trust in Organisational AI practices in Singapore. While this is a work in progress, it is expected that we should bounce ideas back and forth with both feedback and discussion on a daily/weekly basis, whilst reviewing going through each chapters one by one till completion. As a guide (no need to follow), the dissertation should be broken down into these segments by word count: Introduction (700), Literature Review+Gap (4000), Methodology (2250), Results for Quantitative Data (2000), Analysis/Discussion (2000), Concluding Chapters (1000).
For your own reference for a clearer idea, I have attached a very DETAILED progress on what the dissertation entails and my progress on it thus far. An example on a sample dissertation has also been provided – But I trust that you have written loads of dissertations and have an even clearer idea on how to perfectly categorise and present all the data based on your experience and expertise. Please do the necessary in-depth readings for this topic and reach out to me as soon as you have an update. Looking forward to working with you to produce an EXCELLENT quality dissertation. The final piece should ideally look better than the example dissertation given.
This dissertation MUST be completed on time and whilst I am only able to give a VERY SHORT few days of flexibility, let’s aim to produce a perfect piece of work and I seek your kind understanding in your full-commitment towards this alongside mine. I will be available close to 24/7 daily should you have any questions regarding this – I am in this as much as you are and I expect an quality job done.