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HRM 565 Assignment 5 Management Careers and Diversity

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 HRM 565 Assignment 5 Management Careers and Diversity

  Due Week 10 and worth 165 points

A company has experienced several lawsuits as a result of equal employment opportunity (EEO) infractions. No diversity training has occurred within the company to date. As a newly promoted manager in this organization, you are given the responsibility to determine the effects of implementing diversity training for all levels of the employees in terms of future litigation and EEO problems. Consider how diversity fits into the scope of organization development and how the organizational leaders may have to change to learn from these lawsuits.

  Write an eight to ten (8-10) page paper in which you:

1.Outline an HR strategic plan that includes diversity training for all employee levels. 2.Focus specific diversity training segments to address management’s perspectives. 3.Use a change model to persuade management to implement needed modifications to the organization’s practices. 4.Propose a brief training outline of diversity content. 5.Recommend a comprehensive method of evaluation to ensure the training will create the needed changes. 6.Use at least five (5) quality academic resources in this assignment. Note: Wikipedia and other Websites do not quality as academic resources. Your assignment must follow these formatting requirements:

•Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions. •Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required page length. The specific course learning outcomes associated with this assignment are:

•Reconstruct career management models to achieve career goals. •Classify management development factors. •Research organization development and change theories. •Evaluate the effects of Diversity Training on HRD. •Use technology and information resources to research issues in developing human capital. •Write clearly and concisely about developing human capital using proper writing mechanics

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HRM 538 Assignment 2 Coaching Model

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 HRM 538 Assignment 2 Coaching Model

   Due Week 6 and worth 250 points.

 For this assignment, consider the organization where you currently work or an organization where you may have worked in the past as a point of reference for evaluating the coaching model and team-based performance.

(Note: You may create and / or make all necessary assumptions needed for the completion of these assignments. In your original work, you may use aspects of existing processes from either your current or a former place of employment. However, you must remove any and all identifying information that would enable someone to discern the organization[s] that you have used.)

  Write a five to seven (5-7) page paper in which you:

 1. Classify the selected organization’s approach to coaching as it relates to one (1) of the following: Ad Hoc Coaching, Managing Coaching, Proactive Coaching, or Strategic Coaching. Judge the extent to which the identified coaching model has worked to optimize the organization’s performance management activities.

 2. Recommend three (3) practices to improve the selected organization’s current performance from Table 4.3: Best Practices for Manager-Coaches in the textbook. Justify each element as it relates to optimizing performance.

 3. Construct five (5) best practices that would maximize team-based performance in the selected organization. Specify the primary manner in which each practice aligns with the organization’s overall goals and vision.

 4. Use three (3) external sources to support your responses. Note: Wikipedia and other Websites do not qualify as academic resources.

  Your assignment must follow these formatting requirements:

 • Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.

 • Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:

 • Develop a coaching model that optimizes performance management activities.

 • Debate the team-based performance management best practices.

 • Use technology and information resources to research issues in performance management.

 • Write clearly and concisely about performance management using proper writing mechanics.

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HRM 531 Week 5 Determining Who and Why Paper

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 HRM 531 Week 5 Determining Who and Why Paper

Determining Who and Why

            When recruiting for a position Google uses several areas to for posting the job description. One is their company website; another is using social media sites like LinkedIn selections (Global Communications and Public Affairs Manager, Google.org – Mountain View, 2011). Google wants to put their job descriptions in places where professional, creative people will be looking. Google’s recruiting and selection method are important and quite a process as their many steps takes time from beginning to end. To make sure Google takes full advantage of many areas there are to find qualified candidates they can use a concept map, to develop the best approach from creating the job description all the way down to rating the employee’s performance.

 Recruitment and Selection

Google has developed innovative recruiting and selection methods. Over the years, Google has grown from a small entity to a massive recruiting organization in the modern technology industry. Google attracts millions of candidates through the following methods. First, employment branding has given Google the ability to develop a culture of employee experiences offering desirability. Second, retention through Google has become a valid selection method. “Because Google can create such a unique experience for every employee and can provide an opportunity for professionals to focus on what they do best, turnover is less than 5%” (Sullivan, 2007). Third, Google targets their search for recruitment allowing recruitment messages to students and faculty from targeted high standard schools. Google also remains a strong advocate of their employee referral program. “The program is designed to deliver an excellent candidate experience, be proactive, and to respond to every referral within one week of submission” (Sullivan, 2007).

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HRM 531 Week 5 Determining Who and Why Paper

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 HRM 531 Week 5 Determining Who and Why Paper

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HRM 531 Week 4 Individual Performance Management Plan

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 HRM 531 Week 4 Individual Performance Management Plan

 Performance Management Framework

   As a consultant of Atwood and Allen before developing a performance management framework for recommendation, to client Bradley Stonefield’s Limousine Service, it is important to examine the six characteristics for performance management framework. To create an efficient and successful performance management framework important to acknowledge the four levels of assessing training needs that consist of developing a job analysis. This paper will assist the client in aligning the performance management framework to the organizational business strategy, the completion of a job analysis process to identify the skills needed by the client’s employees, and organizing performance philosophy. It will also assist thee client in describing the methods used for measuring the employee’s skills, identify a process for addressing skill gaps of the client’s employees, and the approach for delivering effective performance feedback.

Principle and Strategies

      The principles and strategies included in the performance management plan are the Framework for Performance Management and the method of appraising employee performance. According to the text, the Framework for Performance Management is a logical strategy for implementing performance management because it defines performance, facilitates performance, and encourages performance (Cascio, 2013).

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HRM 531 Week 4 Individual Performance Management Plan

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 HRM 531 Week 4  Individual Performance Management Plan

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HRM 531 Week 2 Labor Laws and Unions

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 HRM 531 Week 2 Labor Laws and Unions

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HRM 531 Week 2 Assignment Labor Laws and Unions

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 HRM 531 Week 2 Assignment Labor Laws and Unions

             Labor Laws and Unions

   A union in an organization is something that is important in negotiations and disputes within that organization with employees. Contrary to popular belief, the federal government is an organization that needs the assistance of unions with the numerous employees and sectors of the federal government. The Census Bureau is a part of the Department of Commerce, and hails from Suitland, MD. The Census Bureau employees over 1,000 people but double that amount in other sub-locations within the United States. Businesses and Organizations choose to be a part of the union at the Census Bureau, but most choose to be a part of the union because of the possible legal issues and obstacles that they may have to face in the future.

Legal Issues and Obstacles

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HRM 530 Assignment 3 Dismissal Meeting

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 HRM 530 Assignment 3 Dismissal Meeting

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HRM 530 Assignment 2 JOB Analysis

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 HRM 530 Assignment 2 JOB Analysis

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HRM 530 Assignment 1 Alignment of HRM and Business Strategies

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 HRM 530 Assignment 1 Alignment of HRM and Business Strategies

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HRM 522 Week 6 Assignment 3 Arthur Anderson Questionable Accounting Practices

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 HRM 522 Week 6 Assignment 3 Arthur Anderson Questionable Accounting Practices

  Read the Arthur Anderson: Questionable Accounting Practices case. You are to write a four to six (4-6) page paper that answers the following questions:

1. Review the mandated requirements for legal compliance (from Chapter 4) and determine which requirements apply to the Arthur Anderson case. Explain your rationale.

2. Discuss how the issues with the Arthur Anderson case may have played out differently if the Sarbanes-Oxley Act had been enacted in 1999.

3. Determine and discuss which elements of the framework for ethical decision making in business (from Chapter 5) played the biggest role in the Anderson case. Explain your reasoning.

4. Discuss how the situations at Arthur Anderson may have played out differently if their senior management had displayed the habits of strong ethical leaders. Provide specific examples to support your response.

5. Include at least three (3) references, no more than three (3) years old, from material outside the course.

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HRM 522 Walmart Manages Ethics and Compliance Challenges

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 HRM 522 Walmart Manages Ethics and Compliance Challenges

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HRM 522 Assignment 5 Nike From Sweatshops To Leadership In Employment Practices

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 HRM 522 Assignment 5 Nike From Sweatshops To Leadership In Employment Practices

 Read the “Nike: From Sweatshops to Leadership in Employment Practices” case. You are to write a four to six (4-6) page paper that answers the following questions:

1. Discern how a more effective ethics programs and a more viable code of conduct could have mitigated the ethical issues faced by Nike.

2. Describe an ethics training and communications program that may have kept Nike from encountering the ethical issues it did in this scenario.

3. Determine and discuss how Nike could have benefited early on from ethics auditing.

4. Create a high-level outline for what the ethics auditing process should look like at Nike.

5. Include at least three (3) references, no more than three (3) years old, from material outside the course

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HRM 500 Assignment 3 Performance Management

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 HRM 500 Assignment 3 Performance Management

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HRM 500 Assignment 1 Alignment of HRM and Business Strategies

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 HRM 500 Assignment 1 Alignment of HRM and Business Strategies

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HCS 325 Health Care Management Entire Course

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 HCS 325 Health Care Management Entire Course

    HCS 325 Week 1

 HCS 325 Week 1 Individual Roles and Functions Paper

 HCS 324 Week 2

 HCS 325 Week 2 Individual Effective Communication Paper

 HCS 325 Week 2 Team Organizational Structure Presentation Audience and Action Plan Part I

 HCS 325 Week 3

 HCS 325 Week 3 Individual Importance of Teams

 HCS 325 Week 3 Team Organizational Structure Presentation Communication Methods

 HCS 325 Week 3 Team Organizational Structure Presentation Formal Bibliography

    HCS 325 Week 4

 HCS 325 Week 4 Individual Motivational Methods Paper

 HCS 325 Week 4 Team Organizational Structure Presentation Action Plan, Part II

   HCS 325 Week 5

 HCS 325 Week 5 Team Organizational Structure Presentation

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