What is Human Resource Development Examine the impact on HRD caused by the changing nature of the workforce the volatile economic environment and the rapid change in the type of jobs being performed today?

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Human resources development

You are required to write your assignment in response to the following question:

What is Human Resource Development?

Examine the impact on HRD caused by the changing nature of the workforce, the volatile economic environment and the rapid change in the types of jobs being performed today? How would you justify to senior management that more money needs to be spent on HRD (consider the benefits to organisations, employees and society)?

In responding to the above questions you will need to support your analysis with a minimum of ten references from academic journal articles. Remember that this is a research paper and clear arguments need to be presented. The title page, executive summary, reference page and appendices do not comprise part of the word limit prescribed and can be added on.

The word count should be mentioned on the first page.

This assignment has the following objectives: 1. Investigate the role of human resource development in work settings. 2. Develop theoretical and applied research skills in relation to: a) Locating and summarising information relevant to that topic; b) Presenting balanced arguments regarding the issues discussed; c) Critically analysing current theories, ideas and contributions and; d) Writing and referencing professionally.

3. Synthesise the relevant theory and practice.

Human Resources & Payroll – Improving Services and Operations

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Description

Please amend this report to reflect the comments that have been added to the attachment named “report with comments “.

Also from the this comment You identified a major area of concern within your organisation that is to integrate the HR & Payroll systems your justification for the improvement is mentioned further on. There are 2 issues one is that you have not used the key assessment criteria given in the Assignment brief and your Introduction does not interpret the assignment brief (see comment D2)

You have not really related to the assignment brief you discussed the SWOT analysis strengths and weakness in great detail – this would tie in with the Measurements and Improvements section. You can discuss the potential new system in your organisation but you should have discussed it under the key areas I have outlined below, as I was looking for you to address the following areas with citation and/or support. o Measurement and improvements – examples are the transitional process, typology of operations, KPS’s benchmarking etc

o Project Planning – I am looking for the characteristic of a project, example Gantt chart (implementation plan) etc. o Skills & considerations – resource considerations, skill development Please make sure you use the following headings in the contents page as well as any other you see fit. Introduction ( This needs to be the really the question turned around for example this report focuses on an area of concern within your workplace that requires improvement. Measurement and improvement Project planning Skills and considerations Recommendations Conclusion

Effective Listening in Human Resources Profession

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Role of Listening in (fill in the name of the profession that you researched) The first section, based on research from a minimum of five scholarly sources, addresses the importance of listening and the role it plays within a particular profession (your current or desired profession) as well as the kind of listening training conducted in the profession. This section is based solely on research, not your personal perception. All information should be appropriately documented with in-text citations and a references page (bibliography) should be included. This section of your submission should be at least 2 pages in length (minimum).

Managing Organizational Behavioral

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Read the Experiential Exercise Managing the OB Way on page 36 of our textbook. We will not be breaking out into groups; rather, you will begin by individually addressing the following: What do you think are the concerns for the company regarding Tom’s facial hair? How does this relate to the disciplines discussed in this unit (psychology, social psychology, sociology, and anthropology)? If Tom told you that he thinks the beard is part of his personal religion that he is forming, how might this type of announcement from Tom change how you approach the issue with him?

Human Resource Management Functions

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Description

The critical assignment for this course is one of a series of assignments designed to demonstrate that students have achieved the learning outcomes established for the MBA program in the College of Business and Management. This, like the other critical assignments, is an integral part of the assessment plan of the college for success in achieving the overall intended students’ learning outcomes for the MBA program. The specific objective of this critical assignment is to demonstrate that students of business have successfully achieved the learning outcomes for the Human Resource Management (HRM) specialization in the MBA program. The critical assignment has two main components: a theoretical examination, and a practical application. Detailed descriptions of each required portion are below. The paper should have clearly labeled sections, written according to APA 6.0 formatting guidelines. All text should be Times New Roman, in 12-point font, and double-spaced. Your paper should include a properly formatted Title Page, appropriate headers at the top of all pages, APA section headings, in-text citations any place you are using or discussing ideas from other sources, and a properly formatted References page in hanging indent style. You are encouraged to use a template from the Lynn University style guide or the Microsoft Word built-in APA 6.0 template.

Part I: Human Resource Management Functions

Students will identify the core Human Resource Management functions, such as Recruiting/Staffing, Learning/Development, Compensation/Benefits, Employee/Labor Relations, etc. (There may be some variations on the titles, as seen in the previous sentence, but the core functions should be fairly consistent across your learning materials in HRM.) For each of these functions, you will write: A brief summary of the function and what service it provides to the organization How this function aligns with the strategic objectives of the organization Examples of how HR can measure effectiveness in each function (i.e. metrics) Key legal, regulatory, and ethical issues that are relevant for each function While there is no specific minimum page length for this portion of the assignment, a comprehensive paper will include at least one paragraph for each of the bullets above, so it is likely that you’ll need at least one full page for each major function that you identify. 8/7/2019 Writers Hub – Freelance Writing https://www.writershub.org/writer/orders/456105#instructions 4/5 Student Learning Outcomes Through this portion of the Critical Assignment, students will be able to: Describe the key functions of Human Resource Management (HRM 1.1, SLO 1.2) Evaluate the contribution of each HRM function to organizational strategy (HRM 1.1, SLO 3.3) Apply knowledge of legal and ethical requirements in the context of HRM functions and employee lifecycle stages (HRM 1.3, SLO 1.1) Use professional business writing skills to write in APA 6.0 style, with citations and References where applicable (SLO 4.1)

MANAGING PEOPLE AT WORK

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This task is designed to start students thinking about the complexity of managing people at work and the range of issues relevant within the field of employment relations. When it comes to debates about employment relations matters, there is no black and white, no right or wrong. Employment relations stakeholders often have different and sometimes competing views, and expected alliances can often shift depending on the issue. Students are encouraged to approach any employment relations matter objectively, recognise that there will be a number of perspectives on the issue, and critically evaluate all viewpoints before arriving at a conclusion. Details: Relevant Article: Campbell, I. and Burgess, J. (2018) ’Patchy progress? Two decades of research on precariousness and precarious work in Australia’, Labour & Industry: a Journal of the Social and Economic Relations of Work, vol. 28, no.1, pp 48-67. Question: In your own words answer the following: a. According to the authors, what are some problems with casual work? b. According to the authors, what are some problems with employment precariousness? c. According to the authors, why is job quality an important concept? Instructions: Read the article outlined above by Ian Campbell & John Burgess (available on vUWS). In your own words, construct a brief report that clearly addresses all three parts of the question outlined above. Your report should include an opening statement that addresses the purpose of the task and includes a precise reference to the article utilising the Harvard WesternSydU method. Please address each part separately using headings where appropriate. A separate conclusion is not required. No other research for this assignment is required. Guidelines: Assignments should be in Arial, 11 font, 1.5 spacing with appropriate margins As the report is short, you do not need to provide an executive summary, table of contents or appendices, though these may be required in other Report style assessments at UWS All students must use Harvard WesternSydU referencing. The 500 word limit must be adhered to within the acceptable range of + or – 10 per cent This is an individual assessment task – if a submitted report is assessed as not being the work of a single author then academic misconduct rules apply. Resources: Download the journal article from the Readings and Resources page of the vUWS site. Download the Harvard WesternSydU style guide for referencing, on the Readings and Resources page of the vUWS site,or the WSU Library webpage.

HR Challenge: Choosing a Performance Appraisal System

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HR Challenge: Choosing a Performance Appraisal System

 

Paper details:

Scenario You are a newly hired HR professional in a medium-size company, which is a video gaming company that is globally recognized as a leader and groundbreaking competitor. It is a young firm that has grown quickly, from one having no HR staff to having five HR professionals supporting over 700 employees and a performance appraisal system that has been in place for several years. The management team is not all that comfortable with any system of appraisal but has accepted that one is required. The organization currently has a healthy employee engagement program. Part of the program is a yearly organizational satisfaction survey that over time has provided employee input about what they perceive as a lack of performance appraisal effectiveness. Employees feel the current performance appraisal system is not capable of identifying struggling and failing employees. At the same time, it is also described as not having the capacity to recognize the best performers in the organization. That is, there is a stated desire from employees for a performance appraisal system that can better differentiate performance outcomes. The current performance appraisal system is similar to the traditional academic evaluation system with five levels of performance: superior, outstanding, contributing substantively, developing, and needing improvement. The leadership in the organization insists that a new three-level (superior, contributing substantively, and needing improvement) will favorably respond to the employees’ viewpoint. This new appraisal system that tracks the assignment of each level by employee would limit how many high threes would be given every year, thus most people in the organization would fall into the category of contributing substantively. Your Challenge As an HR professional in the organization, you desire the best outcome for your organization and its employees, and are not sure if this three-level system would be best. Your challenge is to select the best course of action among the following options and recommend that action to the leadership team. You can recommend 1) they retain the current five-level performance appraisal system, 2) they adopt the three-level system with forced-distribution preferred by the leadership team (superior, contributing substantively, and needing improvement), or 3) an alternative. Assignment Instructions Prepare a 2–3-page plan that states your recommended course of action. Along with your recommendation, include the following: An analysis of how your proposed solution contributes to organizational goals and strategies. A description of the legal factors you considered in making your decision. A brief explanation of the role you will take to influence the eventual outcome. Consider aspects of leadership, negotiation, and consultation. A discussion of the two SHRM behavioral competencies you think are most directly applicable to a successful resolution of this challenge, and why

HR Challenge: Hire From Within or Outside

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HR Challenge: Hire From Within or Outside?

 

Paper details:

Scenario You are a newly hired HR professional in a small private sector company that provides a broad spectrum of products for the cruise ship industry. The company repackages standard personal grooming products, perfumes, and lotions into smaller gift packages appropriate for customer appreciation gifts.

There are 300 employees in the firm and the organization has a history of a stable workforce with very limited turnover. Recently, the company gain

ed over 200 employees and there are a number of supervisory and managerial positions that need to be filled. The CEO has asked you to work with him to fill positions based on an organizational structure he has just created. He has indicated his preference for external candidates and feels no need to take any actions to notify or communicate the plans to the company’s existing employees. New supervisors and managers are needed in sales (one), marketing (one), operations (two), and security (one). Each of these areas has seasoned employees eager to compete for jobs though some may not be as qualified as external candidates. Currently, the company’s workforce is not representative of the demographic makeup of the surrounding community and there is a concern that because of this disparate impact the company may be at legal risk. Your Challenge You are now in a situation with a tough call to make. As the responsible HR professional, you must consider and decide which course of action will provide the greatest benefit for the company and its employees, and how to make a persuasive argument for your recommendation. Your options are to hire all of the needed new supervisors and managers from outside the organization, promote all from within the organization, or fill the positions from both within and outside the company. Assignment Instructions Prepare a 2–3-page plan that states your recommended course of action. Along with your recommendation, include the following: An analysis of how your proposed solution contributes to organizational goals and strategies. A description of the legal factors you considered in making your decision. A brief explanation of the role you will take to influence the eventual outcome. Consider aspects of leadership, negotiation, and consultation. A discussion of the two SHRM behavioral competencies you think are most directly applicable to a successful resolution of this challenge, and why.

Quantitative Reasoning – HR metrics

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Description Search online for HR metrics will result in numerous lists all claiming to be the most useful HR metrics today, but there are some that are more useful than others. One of the top metrics used in HR is the Cost of HR per Employee. If you have an HR person or more than one person, this is how much you pay the HR team versus how many total employees you have. It helps you determine whether you need an employee dedicated to HR or multiple HR employees. A 9-box grid must also be included. The grid is most commonly used in succession planning as a method of evaluating an organization’s current talent and identifying potential leaders.

Project Quality and Risk Management

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A common assumption following the completion of a project would be that the sun would rise the next day. Suppose for a moment the sun did not rise. The severity of this risk would threaten not only the completion of this project but most other projects. In other words, the risk posed by the sun not rising is extremely high; however, the likelihood of that happening is relatively small. On the other hand, consider a different sort of risk. Consider that one of the billing system database servers has been destroyed. The likelihood of this happening is considerably higher than the likelihood of the sun not rising. Unless the database was not recently backed up, the severity of this risk is relatively low. In other words, neither of these risks rises to a level that would threaten the completion of the project. What are the differences between qualitative and quantitative risk analysis? When is each type of analysis appropriate? What type of analysis will you use for the customer service system project? Assignment Guidelines: Address the following in 750–900 words: What are the differences between qualitative and quantitative risk analysis? Explain. When is each type of analysis appropriate? Explain. What type of analysis will you use for the IRTC customer service system project? Why? Use correctly APA style formatted references of solid academic quality for your resources and use correctly formatted APA style in-text citations to your references to substantiate your information and positions as well as to give credit to other author’s work.