Category: Human Resources Management (HRM)

Discussion Topic
Who is the best communicator you know? Why do you consider that person to be so?
Who is the best listener you have ever known? Describe what that person does that makes him or her so good at listening.
Use context from Chapter 8 in your textook to answer both questions in detail. Post one original response by Wednesday and reply to 2 of your peers by Sunday at midnight.

Discussion Topic
Who is the best communicator you know? Why do you consider that person to be so?
Who is the best listener you have ever known? Describe what that person does that makes him or her so good at listening.
Use context from Chapter 8 in your textook to answer both questions in detail. Post one original response by Wednesday and reply to 2 of your peers by Sunday at midnight.

Kindly create recruitment process flow chart using Microsoft Visio:
1) I have added the flow chart that I have prepared – file named (recruitment process)
2) took a picture of an example of a flow-chart created using Microsoft Visio – as a reference to know how I want the flow chart to look like

NO EXTENSIONS
I would like this to be re-written to avoid any plagirism/AI detection.It needs to be 700 words or slightly more, and need to include some sources for the information,
The Theory of Strategic Best-Fit in HR Management:
The theory of strategic best-fit in HR management is a concept that emphasizes the importance of aligning an organization’s HR practices with its overarching business strategy. It suggests that there is no one-size-fits-all approach to HR management, and HR practices should be tailored to support the unique needs and goals of the company. This alignment ensures that HR functions and policies are in sync with the business strategy, ultimately leading to improved performance and competitiveness.
In essence, the strategic best-fit model argues that HR practices should be designed and implemented in a way that complements the specific strategic objectives of the organization. It recognizes that different businesses may have varying priorities and challenges, and therefore, their HR approaches should reflect these distinctions. This approach is in contrast to the one-size-fits-all or best-practice model, which advocates for standard HR practices across all organizations.
Assessing Active+Leisure Retail’s HR Practices in Light of the Strategic Best-Fit Model:
Active+Leisure Retail, an emerging sportswear retail organization, currently faces several HR-related challenges. These include low compensation, limited training, high employee turnover, and a focus on cost reduction. Let’s assess the extent to which the company’s current HR practices align with the cost-reduction approach proposed by the strategic best-fit model, and explore why advocates of the model would argue that further alignment could benefit the firm.
The cost-reduction approach aligns with Active+Leisure Retail’s current practices in several ways. The company offers below-average pay and minimal perks, which helps control HR costs. In a highly competitive sportswear market, keeping prices low is a crucial aspect of the business strategy. Customers in this segment often seek value for money, and by focusing on cost reduction, the company can offer competitive prices, which may be a significant advantage in attracting and retaining customers.
Flexible-hours contracts, commonly used for retail assistants and warehouse pickers, enable the company to adapt its workforce to fluctuating business needs. This aligns with the cost-reduction approach by optimizing labor costs and avoiding overstaffing during slow periods. From a financial perspective, this flexibility is a sound strategy for cost management.
However, while aligning with the cost-reduction approach, Active+Leisure Retail should also consider the potential drawbacks of this strategy. Advocates of the strategic best-fit model would argue that while cost control is important, there are several factors that warrant a more balanced approach.
Critical Evaluation of Adopting a Cost-Reduction HR Strategy:}
1. Employee Retention and Development: The cost-reduction approach may lead to high employee turnover, particularly among key employees. This can result in a loss of knowledge and experience, which can be detrimental to the company’s long-term success. Investing in employee retention and development can lead to a more skilled and motivated workforce, ultimately benefitting the business.
2. Competitive Talent Acquisition: In a competitive market, attracting and retaining top talent is essential for long-term success. A strategy solely focused on cost reduction may make it challenging to hire and retain high-performing employees. A highly skilled and motivated workforce is a valuable asset and contributes to the company’s ability to innovate and adapt to changing market demands.
3. Employee Satisfaction: Low compensation and minimal perks may lead to low employee satisfaction and engagement. Unhappy employees may provide subpar customer service, impacting the company’s reputation and sales. Employee satisfaction is closely linked to customer satisfaction, and therefore, investing in employee well-being can lead to improved customer experiences and higher sales.
4. Market Dynamics: While cost control is important, the sportswear market is highly competitive. Customers are not solely price-sensitive; they are also looking for value. There is a balance to strike between cost reduction and providing quality products and services that meet customer expectations. By adopting a more holistic approach, the company can maintain cost-efficiency while delivering value to customers, which can result in increased loyalty and revenue.
In conclusion, while aligning with the cost-reduction approach may be suitable for Active+Leisure Retail to some extent, it’s vital to consider the long-term implications. A purely cost-focused strategy may not be sustainable in a dynamic and competitive market. The company should prioritize strategies that enhance both cost-efficiency and value delivery to customers. By investing in employee retention, development, and satisfaction, the company can create a more engaged and skilled workforce while continuing to offer competitive prices. This balanced approach can help Active+Leisure Retail thrive in the challenging sportswear market, ensuring both short-term cost control and long-term growth.

Prompt:
This week is dedicated to Time-Series Forecasting techniques. Start in the Lessons section of the classroom by completing the reading and viewing assignments. Don’t even think about trying to complete this homework assignment without understanding the concepts involved in Forecasting Time-Series data. Once you have the concepts down in chapter 5, and have completed the Discussion forum, you are ready to start this assignment. Download the Excel Template attached to this assignment onto your computer, open it up, and read through the “Red Snapper Scenario” at the top of the page. All of this week’s assignments focuses on historical Red Snapper Catches for 2015 through 2018 (by Quarter) off the coast of Louisiana. The last four rows of the table are empty as 2019 is what you are going to forecast using the historical data for 2015 through 2018. As you scroll down through the Spreadsheet, you will notice in the far left column, there are five tasks for you to complete this week. Every one of these tasks is mirrored in the three YouTube videos below. Although this project is about Red Snapper Catches (your faithful designer’s favorite fish to catch and eat out of the southern bays of Louisiana) and the videos forecast Car sales, the process for forecasting the future year (in our case 2019) is identical.
You will want to watch these videos as you complete each of the five tasks. Where you want to transition from video 1 to video 2 and from video 2 to video 3 is very easy to see. One easy way to get started is to have a video open on one side of your screen and the excel template on the other.
Instructions:
Download the template attached below for this assignment onto your computer. Label this file as: JJohnston_Assignment_5
It’s important that you complete the reading assignments first before you tackle this assignment.
There are several “Tasks” in the workbook; scroll down and make sure you have completed all five of the tasks in this assignment before pushing the send button. When you first open the Template, you may say “OMG, what have I gotten myself into?” Rightfully so, this is a big project, and, like eating an 18 inch pizza, it’s best done one bite at a time. So, look over the tasks and then access the first video and get going. It’s probably a good idea to watch the first video all the way through to get a feel for where you are going before starting on the first task. If you get lost and can’t quite figure out how to proceed, message your instructor, we are always glad to help.
This weeks assignment is best completed while watching the videos above; in order. It is recommended that you have the video open on one side (1/2) of your screen and the homework template on the second half of the screen. That way, you can watch the video and complete the assignment synchronously. Make sense?
You must use formulas to calculate every answer. No credit will be given if a number is simply inserted.
Here’s a (home made) help video that shows how to complete the Excel Spreadsheet:

hello, firstly I want the references to be APA 6.
secondly, this is a group report so I want you to do my part only which is recommending HR trends in the Fintech industry for a company called Codebase Technology. I will attach a proposal that I and my group did for this report. I will also attach the weekly log that has some links if you want to use them. also i will attach some slides from the lectures so u can use in the report.
also, i want you to write a little bit about other part which is developing and renovating the recognition plan in the company Codebase Technology. but please focus on the recommendations more.
i will provide you with the project scope and rubric please be innovative and creative while writing.
THIS IS MY PART
4. Critical Thinking and Recommendations through Informed Evaluation
The conclusion and recommendations summarise the key findings and inform the company of potential future actions. They are logical and reflect informed evaluation.
PLEASE DONT USE AI OR CHAT GPT or any AI tool as there is it shows now in Turnitit (plagiarism checker that my university use).
thanks a lot, if you need any additional information please contact me.
company website
https://www.codebtech.com/
i will have a meeting on Monday with my advisor i will let you know if there is any more information to add or include.

Will attach all instructions please write about option B. Outside resources can be used 1 or 2 do need to come from text provided in ch 4 or 6. Professor would like 900-1100 words. APA format thank you if you have and questions please reach out.

please use the uploaded file for called lesson 4 and read it to answer the questions and instructions file also loaded and please in your own words.

You work for a mid-size organization, however, the workgroup that you are in typically has about 20 employees. Your supervisor suspects that your team has a morale problem. The turnover in the past six months in your workgroup has been over 50%. The Executive Director of the organization has put you in charge of finding a solution. The department is comprised of approximately 20 employees that range in experience and job functions.
Look at the information (facts) that you have right now. How would you determine if morale is the problem or if the employees’ reasons for leaving are for other reasons?
What kind of questions would you want to have answered about the employees that left (people analytics), about any major changes internally or externally to the organization? How would you go about getting this information?
Think of both qualitative and quantitative tools and methods for your approach and give at least three examples of how you would go about collecting information (metrics) to determine why people are leaving. What recommendations would you give to the Executive Director for how to proceed.
This paper should be 2 to 3 pages in length, not counting the cover page or reference page. Use at least three course resources to support your writing.