The writing of a report to the Chief Operations Officer

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This is a paper that is focusing on the writing of a report to the Chief Operations Officer. The paper also provides the structure of the assignment paper in terms of steps and sections.

The writing of a report to the Chief Operations Officer

Option #1: Report to the Chief Operations Officer

Step 1) Firstly, assume your CEO, COO, and the VP of HR want certain HR functions to be centralized to meet the needs of the employees and achieve HR and organizational goals. This will promote consistency across the organization. As a result of the change, each area will have one single HR representative who will be the face of HR in the field, called an HR Business Partner. The HR Business Partners have access to the following centralized HR functions at headquarters:
Recruitment & Selection (Module 3)
Performance Management (Module 4)
Training & Development (Module 5)
Compensation & Benefits (Module 6)

Step 2)

Secondly, review the information found in the Hypothetical Organizational Data for HR Strategic Recommendations Report, found below the requirements for this assignment. This information provides background information for your organization and describes the problems with the current HR Department.

Step 3) Thirdly, in at least 10 full pages (excluding reference page and appendices) write a report to your Chief Operations Officer discussing the following topics in order, using the prescribed section headers in bold.
·         Section 1- Introduction. In this section,
1.    Firstly, describe the purpose and value of this report.
2.    Secondly, provide persuasive evidence as to why the COO needs to take action based on your recommendations.

·         Section 2- Strategic Recommendations for Recruitment and Selection. In this section,
1.    Firstly, explain how this centralized HR function supports the HR department’s purpose statement submitted in Week 5.
2.    Secondly, provide recommendations and rationale on improving the consistency of the services, programs, and/or tools for employees and managers related to this HR function.
3.    Thirdly, identify and define important quantitative HR metrics that can be used to measure the effectiveness of this human resource function. You must include the formula or equation to calculate quantitative measurements.

The writing of a report to the Chief Operations Officer

·         Section 3- Strategic Recommendations for Performance Management. In this section,
1.    Firstly, explain how this centralized HR function supports the HR department’s purpose statement submitted in Week 5.
2.    Secondly, provide recommendations and rationale on improving the consistency of the services, programs, and/or tools for employees and managers related to this HR function.
3.    Thirdly, identify and define important quantitative HR metrics that can be used to measure the effectiveness of this human resource function. You must include the formula or equation to calculate quantitative measurements.

·         Section 4- Strategic Recommendations for Training and Development. In this section,
1.    Firstly, explain how this centralized HR function supports the HR department’s purpose statement submitted in Week 5.
2.    Secondly, provide recommendations and rationale on improving the consistency of the services, programs, and/or tools for employees and managers related to this HR function.
3.    Thirdly, identify and define important quantitative HR metrics that can be used to measure the effectiveness of this human resource function. You must include the formula or equation to calculate quantitative measurements.

·         Section 5- Strategic Recommendations for Compensation and Benefits. In this section,
1.    Firstly, explain how this centralized HR function supports the organization’s purpose statement submitted in Week 5.
2.    Secondly, provide recommendations and rationale on improving the consistency of the services, programs, and/or tools for employees and managers related to this HR function.
3.    Thirdly, identify and define important quantitative HR metrics that can be used to measure the effectiveness of this human resource function. You must include the formula or equation to calculate quantitative measurements.

Select a company of your choice and imagine you are Vice President

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Select a company of your choice and imagine you are Vice President of Research and Development. You will be presenting your R&D findings concerning the deliberate and emergent strategies of competitive organizations and their dependency on technology insertions. Your audience is the Chief Executive Office and your colleagues.

Select a company of your choice and imagine you are Vice President

Select a company of your choice and imagine you are Vice President of Research and Development. You will be presenting your R&D findings concerning the deliberate and emergent strategies of competitive organizations and their dependency on technology insertions. Your audience is the Chief Executive Office and your colleagues. The term technology insertions has varying definitions and one definition is: “Planning how to preserve the capability of a system over its life cycle by keeping the technology employed in a system sufficiently up-to-date to avoid obsolescence and associated sustainment problems” (DAC.com, 2012).

Be sure to include in your presentation:

Firstly, Consideration of the deliberate and emergent strategies of an organization of your choice.

Secondly, Generalize how technology insertions are dependent upon these strategies.

Thirdly, Assess how your R&D related to technology can help align with the strategies of your selected company.

Also, Provide a competitive foundation.

Additionally, Incorporate appropriate animations, transitions, and graphics as well as “speaker notes” for each slide. The slides need to have bullet points (one sentence at most). The speaker notes need discuss the bullet points in detail. The speaker notes must be comprised of brief paragraphs

Support your presentation with at least five (5) scholarly resources. In addition to these specified resources, other appropriate scholarly resources may be included. All sources need to be in alphabetical order on reference page.

Length: 12 slides (with a separate reference slide)
Notes Length: 200-350 words for each slide

 

Conducting employee background checks overall understanding

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This is a paper that is focusing on the conducting employee background checks overall understanding. The paper also provides additional instructions to assist in answering the paper.

Conducting employee background checks overall understanding

Write a six to eight (6-8) page paper in which you:
Briefly explain your overall understanding of conducting employee background checks. Why are they done? Why are they important? Be clear with your discussion.
Identify and discuss at least two (2) types of background checks you believe most organizations conduct and explain how you will ensure the types you select are properly administered in the company.
List and describe at least five (5) employee drug testing procedures you should ensure in order to comply with state drug testing laws. How would you ensure adherence to the procedures?
Briefly discuss your understanding of bona fide occupational qualification (BFOQ), affirmative action preferences, and promotions. Then, identify at least three (3) actions you would take to avoid employment law issues with these topics. Be specific.

Go to https://research.strayer.edu at least three (3) quality academic resources in this assignment. 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 inclusive in the assignment page length.
The specific course learning outcomes associated with this assignment are:
Firstly, evaluate discrimination as a fundamental legal concern surrounding recruiting activities.
Secondly, determine employment laws that apply to the selection, development, and management of employees.
Thirdly, evaluate policies and processes that promote a diverse workforce.
Fourthly, use technology and information resources to research issues in employment law.
Lastly, write clearly and concisely about employment law using proper writing mechanics

Questioning techniques are a heavily used, and thus widely researched

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Questioning techniques are a heavily used, and thus widely researched, teaching strategy. Teachers typically spend anywhere from 35-50% of their instructional time asking questions. But are these questions effective in raising student achievement?

Questioning techniques are a heavily used and thus widely researched

Questioning techniques are a heavily used, and thus widely researched, teaching strategy. Teachers typically spend anywhere from 35-50% of their instructional time asking questions. But are these questions effective in raising student achievement?

How can teachers ask better questions of their students?

How can current educational research inform practice?

Teachers ask questions for a variety of purposes, including:

Firstly, To actively involve students in the lesson

Secondly, To increase motivation or interest

Thirdly, To evaluate students’ preparation

Fourthly, To check on completion of work

Further, To develop critical thinking skills

Additionally, To review previous lessons

Also, To nurture insights

Moreover, To assess achievement or mastery of goals and objectives

Finally, To stimulate independent learning

A teacher may vary his or her purpose in asking questions during a single lesson, or a single question may have more than one purpose.

In general, research shows that instruction involving questioning is more effective than instruction without questioning. Questioning is one of the nine research-base d strategies present in Classroom Instruction That Works (Marzano, Pickering, and Pollock, 2001).

One important finding is that questions that focus student attention on important elements of a lesson result in better comprehension than those that focus on unusual or interesting elements. Questions should also be structure so that most elicit correct responses.

Looking at the questions the teachers pose to students in the videos below, what were some of the purposes for these questions? Use the research in this section to help reach your conclusions. What percentage of the questions encourages higher-order thinking? What percentage allows for expressions of affect? How will you use questioning in your Unit Plan?


https://learn.teachingchannel.com/video/structuring-questioning-in-classroom
http://www.phy.ilstu.edu/pte/311content/questioning/techniques.html
https://learn.teachingchannel.com/video/strategies-for-student-centered-discussion
https://educationnorthwest.org/sites/default/files/classroom-questioning.pdf
https://www.edutopia.org/blog/asking-better-questions-deeper-learning-ben-johnson

Stepping Forward in Stakeholder Satisfaction case study

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This is a paper that focuses on the Stepping Forward in Stakeholder Satisfaction case study. The paper also provides the learning outcomes for writing this assignment paper.

Stepping Forward in Stakeholder Satisfaction case study

Case Study 3: Stepping Forward in Stakeholder Satisfaction
Read the “Zappos: Stepping Forward in Stakeholder Satisfaction” case, located on page 475 of the textbook.

Write a four to six (4-6) page paper in which you:
Analyze the manner in which Zappos’ leadership has fostered a culture of ethicalness in the company. Suggest two (2) actions that other companies can take in order to mimic this culture.
Determine the major impacts that Zappos’ leadership and ethical practices philosophy have had on its stakeholders.
Examine three (3) of the ethical challenges that Zappos faces. Recommend three (3) actions that Zappos’ leadership should take in order to address these ethical challenges.

Evaluate the effectiveness of the core values in relation to developing a culture of ethicalness. Determine the manner in which the core values support the stakeholder’s perspective.
Analyze the major ethical challenges that Zappos has faced. Determine whether or not you would have resolved these challenges differently than Zappos’ management. Also, provide a rationale for your response.
Go to https://research.strayer.edu to locate at least three (3) quality academic resources in this assignment. Note: Wikipedia and other similar 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.

Learning outcomes

The specific course learning outcomes associated with this assignment are:
Firstly, examine ethical issues and dilemmas in business.
Secondly, analyze scenarios to determine the ethical character of decisions made and the related impact on the organization.
Thirdly, examine the significant issues of an ethical controversy in business to moral philosophy and values.
Fourthly, write clearly and concisely about issues in ethics and advocacy for HR professionals using correct grammar and mechanics.
Lastly, use technology and information resources to research issues in business ethics and advocacy for HR professionals.

Grading for this assignment will be based on answer quality, logic / organization of the paper, and also language and writing skills, using the following rubric.

By submitting this paper, you agree: (1) that you are submitting your paper to be used and stored as part of the SafeAssign™ services in accordance with the Blackboard Privacy Policy; (2) that your institution may use your paper in accordance with your institution’s policies; and (3) that your use of SafeAssign will be without recourse against Blackboard Inc. and its affiliates.

Define the purpose of interface management and identify 

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Define the purpose of interface management and identify and explain the different external and internal interfaces of a project organization. Give examples of the following types of interfaces; organizational, intangible and technical.

Define the purpose of interface management and identify

GUIDANCE NOTES FOR FORMATTING INDIVIDUAL ASSIGNMENTS

 INSTRUCTION
PLEASE ANSWER TWO OUT OF THE THREE AREAS (1, 2 or 3)
Part 1
Interface Management
1.1 Firstly, Define the purpose of interface management and identify and explain the different external and internal interfaces of a project organization.

1.2 Secondly, Give examples of the following types of interfaces; organizational, intangible and technical.

1.3 Finally, What is meant by the term critical interface and what is the role of a project interface manager?

Part 2
Change Management
2.1 Firstly, What are the main situations which commonly cause changes on projects?.

2.2 Secondly, Detail with examples what can be the major causes of delays on projects.

Part 3
Also, Scope verification, closing & lessons learned

3.1 Firstly, What problems may occur related to the scope of a project and how should project managers address such issues?
3.2 Finally, Capturing lessons learned should be an integral part throughout the project life cycle. What are the benefits of lessons learned reviews on projects?

Contents

1 Cover Page – should include name, student ID, course name and code, title of assignment, submission date.
2 Contents – brief list of contents of assignment with page numbers.
3 Brief Introduction – summary of the assignment tasks.
4 Main Body of Text – sections of the assignment.
5 Concluding Remarks – brief summary of the findings of the assignment.
6 References – should include all sources of reference used including websites, books, papers, course materials etc.

Format

12 point
1.5 spaced
Page numbered

Length
Firstly, Individual assignments should be a minimum of 1600 words and a maximum of 1800 words (excluding references).

Secondly, The word count should be clearly stated at the end of the assignment.

Thirdly, The Reference List should appear at the end of your work on a separate page.

Fourthly, Only include references you have cited in your work.

Finally, In general, references should be listed alphabetically by the last name of the first author of each work.

HR Manager job in a humanitarian organisation qualifications

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This is a paper that is focusing on the HR Manager job in a humanitarian organisation qualifications. The paper also provides additional information to use in writing the assignment paper.

HR Manager job in a humanitarian organisation qualifications

1.           Firstly, clearly indicate what are the qualifications and experience needed for a HR Manager job in a humanitarian organisation like Save the Children. Specific.
2.           Secondly, what will be the professional swot analysis for a HR Manager position in a humanitarian organisation (Save the children)
3.           Thirdly, expain the VARK Questionnaire, the kinesthetic learner model.

4.           SAVE THE CHILDREN: Organisational learning and individual learning. (Missing include in your analysis at least 2 models/ approaches. e.g. Dison’s Model, Kolb’s learning Cycle, Single/Triple Loops, Bllm’s Taxonomy focusing as much as possible in the organisation SAVE THE CHILDREN) investigate whether your chosen organisation has continuous professional development in place or whether it is adopting a learning organisation concept.

5.           Analysis the components, similarities or differences between organisational and individual learning in the organisation Save the Children. (Enhance further, please consider the following and make necessary changes to enhance your work:
6.THE IMPORTANCE OF TRAINING AND DEVELOPMENT AT SAVE THE CHILDREN.
Investigate whether your chosen organisation has continuous professional development in place or whether it is adopting a learning organisation concept.
Explain training and development at Save the Children.
Explain the differences between training and development at Save the Children.
Additionally, explain continuous learning and professional development at Save the Children.
Explain the importance of continuous professional development at Save the Children.

HR Manager job in a humanitarian organisation qualifications

7.   HIGH PERFORMANCE WORK (HPW) AT SAVE THE CHILDREN.
*Define the components of High Performance Work and show how the HPW organisational model contributes to employee engagement and also competitive advantage in your chosen organisation, using different perspectives and approaches such as universalistic, contingency or resource-based views.
*Analyse the benefits to both employers and employees of applying HPW strategically. Suggest improvements to specific practices within your chosen organisation and justify your suggestions by explaining how and why they would benefit the organisation and its staff.
Clear explanation High performance working (Clear explanation).
Explain the components of high performance working at SAVE THE CHILDREN.
Also, explain the benefits of high-performance working for employees and employer.
Explain performance management at Save the Children.

Management, Organizational Behavior and Leadership

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Management, Organizational Behavior and Leadership. Access the online resource – Management, Organizational Behavior and Leadership – which is quite in-depth. While you are encouraged to navigate and read the entirety of the resource, for this assignment read:

Management Organizational Behavior and Leadership

Complete as per instructions below (No cover page needed)

Insights/Instructions: Use this template to complete the assignment. Please do not delete these insights/instructions or inquiries provided herein; rather, save the template, type your response below then, after saving your work, upload the document to the assignment’s drop-box provided in Moodle.

For this assignment, reference and cite. The “References” section is included in this template. Refer to the APA Format – mini Guide for additional insights.

1.      Management, Organizational Behavior and Leadership. Access the online resource – Management, Organizational Behavior and Leadership – which is quite in-depth. While you are encouraged to navigate and read the entirety of the resource, for this assignment read:

Boundless Management Table of Contents

Firstly, Chapter 1: Introduction to Management (sections 1, 2, 3, 4, and 5): Principles of Management, Management Levels and Types, Core Requirements of Successful Managers, Additional Roles and Skills of Managers, and Current Challenges in Management.

Secondly, Chapter 2: Organizational Structure (sections 1, 2, 3, and 4): Defining Organization, Components of an Organization, Common Organizational Structures, and Factors to Consider in Organizational Design.

Thirdly, Chapter 3: Organizational Theory (sections 1, 2, 3, and 4): Why Study Organizational Theory, Classical Perspectives, Behavioral Perspectives, and Modern Thinking.

Fourthly, Chapter 5: Organizational Behavior (sections 1, 2, 4, 5, 6, and 7): Individual Perceptions and Behavior, Personality, Drivers of Behavior, Motivating an Organization, Employee Needs and Motivation, and Process and Motivation.

Further, Chapter 9: Leadership (sections 1, 5, and 6): Defining Leadership, Types of Leaders, and Other Leadership Perspectives.

2. After reading each of the chapter sections (above), articulate one well-articulated paragraph of five to eight sentences that summarizes one (1) of the sections from each chapter:

1.      Firstly, In one well-articulated paragraph of five to eight sentences, summarize any one of the sections from Chapter 1: Introduction to Management.

2.      Secondly, In one well-articulated paragraph of five to eight sentences, summarize any one of the sections from Chapter 2: Organizational Structure.

3.      In one well-articulated paragraph of five to eight sentences, summarize any one of the sections from Chapter 3: Organizational Theory.

4.      In one well-articulated paragraph of five to eight sentences, summarize any one of the sections from Chapter 5: Organizational Behavior.

5.      In one well-articulated paragraph of five to eight sentences, summarize any one of the sections from Chapter 9: Leadership.

Finally, Assignment continues on next page with the “References” section …

The management of performance of human resources in organizations

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This is a paper that is focusing on the management of performance of human resources in organizations. The paper also focuses on researching the organization and also instructions to write the assignment.

The management of performance of human resources in organizations

Introduction : This assignment requires you to demonstrate the critical understanding of the major practices and processes designed to manage the performance of an organisation’s human resources that you have acquired during this module. The assignment, therefore, requires knowledge of both human resource management. (herein after referred to as HRM) as a discipline and organisational development as a process. Choosing an appropriate organisation: Choosing an organisation upon which to focus involves selecting a business in which you are interested. It may be one in which you are currently working, aspire to work, or are otherwise familiar. It might include, for example, commercial airlines, banking, fashion retail. Also, it may be of any size.

The key thing is that you can gain sufficient insight, whether by experience or research, into the issues concerning HRM and performance in the business. Your role is that of a specialist who has been to address issues linking HR and organisational performance and make appropriate recommendations for action.

Researching your organisation:

Your research involves systematically studying appropriate materials and sources in order to establish facts about your chosen organisation. You can make use of the wide range of web resources available to help you to understand the context in which your organisation operates. But do not limit yourself, to web-based sources of information. You should take care also to use academic, practitioner, industry and company sources.

The management of performance of human resources in organizations

The Assignment:

This assignment requires you to demonstrate the critical understanding of the major practices and processes designed to manage the performance of an organisation’s human resources. You should to do this in a report that provides recommendations for improving practice in an organisation you choose. Your recommendations should be based both on a thorough analysis of the organisation and by reference to best practice.  You will need to choose and research an appropriate organisation and produce a 4,000 word, fully referenced, academic report. Your role is that of an HR specialist who has been to address issues linking HR and organisational performance. Also, make appropriate recommendations for action.

You are a general manager with a service company

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You are a general manager with a service company. You are hearing comments from your sales group that customers are unhappy with your company. The comments range from poor service, missed assignments, to technical failures.

You are a general manager with a service company

Scenario
You are a general manager with a service company. You are hearing comments from your sales group that customers are unhappy with your company. The comments range from poor service, missed assignments, to technical failures. When you ask for specifics, you get a general view of dissatisfaction from your sales group, but not a clear view if there is an issue. You have met with several of your large customers in the past few months, and they have not indicated that there is an issue. If anything, your impression from customers is that things are going well. Your company is growing and there are new customers and some new sales people.

Role
Would you investigate customer complaints further? If so, how would you proceed to understand if there is a problem with service?

Players

·         Bob Yeader, Sales Manager:
We need to take these complaints seriously. Our customers are our most important asset. Let’s put a team together and get to the bottom of this. We need to improve immediately. I am spending way too much time talking to our sales group on how to handle these customer complaints.

·         Dori Lately, Operations Manager:
There is nothing here to investigate. It’s a normal customer interaction. If anything our sales group needs more training on how to handle customers. It seems to me that most of our problems come from new customers and new sales people. We have not changed anything as to how we service customers, and have not had issues in the past. Let’s work on training our sales group. Everything will be okay.

·         Jennifer Garland, CFO:
I have to agree with Dori. The dollars we’re spending on customer complaints is small. I don’t see the issue here. Maybe if it got to be a significant number I would recommend we do something, but as it stands now, let’s continue business as usual.

·         Monica Milton, Customer Service Representative:

I think we have a problem. I know the dollars are small, but we are spending a lot more time resolving issues and we have already lost some of our new customers. They’re a small part of our business, but we expended a lot of energy to get them. It seems to me their expectations are higher than some of our other customers. Now that I mention it, I think some of our current customers are asking about more and better service also.

·         Philip Fried, Service Manager:
Don’t go ask customers about problems. It is the fastest way to upset them. They’ll wonder if they have problems. They’ll look into what we are doing more closely and start making mountains out of molehills. We did this once before when we called customers and asked them if they had any problems. It was a disaster.