...Throughout my involvement in a variety of activities, I have influenced and motivated people to achieve success, through leading groups, as well as humbly leading through actions. I have been told by many of my colleagues that I motivate and inspire them to stay focus on tasks and accomplish their goals. As co-organizer of my school’s first ever TEDx event, I have demonstrated confidence in taking action and making decisions. For instance, while my supervisor often felt doubtful towards some of the things we needed for the event, I remained optimistic that I could obtain the necessary materials. In order to create a big impact on the presentation of our event, I desired the iconic round red rug and the prominent 3D TEDx logo stage letters. Since the organization team only consisted of four seventeen year olds, our budget was low so my supervisor thought it was impossible to properly design the stage. Nevertheless, I was persistent and took initiative by communicating with other organizers and various fabrication companies from Vancouver. I went onto LinkedIn, a business-oriented social media service, and contacted three TEDx organizers. All of them suggested the same 3D foam company which gave me a quote of $2000 - way over my budget for the letters. Nevertheless, I was optimistic that I would be able to seek the help of professionals for guidance - I was right. After speaking with a student organizer from another high school’s TEDx event, I found a "makerspace" to fabricate...
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...located in the Harlem area in NYC, but collaborate with other organizations in the five boroughs of New York City. Domestic violence knows no boundaries, therefore CONNECT serves all ethnicities, gender, age, physical ability and language. They provide targeted services also for special populations, including Spanish-speakers, youth, and LGBTQ survivors of partner violence. CONNECT is a leading, non-profit training, educational and advocacy organization dedicated to the prevention and elimination of interpersonal violence. CONNECT’s multi-level approaches deal with both the systemic and individual roots of violence. In order to align with CONNECT’S mission, a major goal includes transforming individual attitudes, beliefs and behaviors (CONNECT n.d.). CONNECT Mission CONNECT is dedicated to preventing interpersonal violence and promoting gender justice. By building partnerships with individuals and communities, CONNECT strives to help change the beliefs, behaviors and institutions that perpetuate violence. Through legal empowerment, grassroots mobilization and transformative education, CONNECT seeks to create safe families and peaceful communities. Events Special events, also termed fundraising benefits, are various sorts of social gatherings that not only makes money for the organization that’s sponsoring the event, but expands their reputation. The variations among special events are practically limitless, as are the potentials for money earned. Special events are...
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...of the day, Billy left to go on his blind date. 3. I discussed the proposal with members of the acquisition team, I discovered that most of the team members approved the proposal. 4. Turning in monthly reports is required by Human Resources, I learned the hard way that if you wait too long to fill out the reports you run the risk of forgetting important information. 5. The quarterly reports and month end reports that were part of the meeting. 6. After the discussion with the implementation team. 7. The auditors required a meeting with all department supervisors, the other department members were...
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...HRM 531 WEEK 2 EMPLOYMENT LAW COMPLIANCE PLAN To purchase this, Click here http://www.activitymode.com/product/hrm-531-week-2-employment-law-compliance-plan/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 531 WEEK 2 EMPLOYMENT LAW COMPLIANCE PLAN HRM/531 Human Capital Management Complete the Employment Law Compliance Plan task as described in the message from Traci on the Atwood and Allen Consulting Page. Individual Assignment: Employment Law Compliance Plan Purpose of Assignment For this task, Traci has asked you to develop an employment law compliance plan for your chosen client. This task will help you gain a better understanding of employment laws at the city, state, or national level. It is also important for you to understand how to be compliant with the applicable laws, and what the consequences are of noncompliance. Knowing laws that are applicable to employment in various business situations is essential starting and maintaining a successful business. Lists at least 3 employment laws the client must be concerned about Includes brief summary of each law Includes consequences of noncompliance with laws Includes recommendations for compliance with identified laws The paper is no more than 1,400 words in length. Format your paper consistent with APA guidelines. Use at least two (4) references from the reading assignment, Internet articles, Electronic Reserve Readings articles, or HR journal articles to support your paper. At least one(1) in-text citation must...
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.../531 Human Capital Management Final Exam Progress: (0/36) 1) ____________ are internal states that focus on particular aspects of or objects in the environment. A. Concepts B. Abilities C. Attitudes D. Values 2) Inventory shrinkages and accidents pertain to which component of direct costs associated with mismanaged organizational stress? A. Communication breakdowns B. Loss of vitality C. Performance on the job D. Participation and membership 3) Distrust, disrespect, and animosity pertain to which component of indirect costs associated with mismanaged organizational stress? A. Communication breakdowns B. Performance on the job C. Participation and membership D. Quality of work relations 4) Title VII is most relevant to the employment context because it __________on the basis of race, color, religion, sex, or national origin in all aspects of employment. A. prevents layoffs B. eliminates nepotism C. prohibits discrimination D. encourages advancement 5) Thousands of equal-pay suits have been filed, predominantly by ___________ since the Equal Pay Act of 1963 was passed. A. Americans with disabilities B. the elderly C. African Americans D. women 6) The Thirteenth Amendment A. prohibits each government in the U.S. to stop a citizen from voting based on race B. prohibits the denial, termination, or suspension of government contracts C. prohibits slavery and involuntary servitude D. guarantees equal protection of the law for all citizens 7) Which of the following would you associate...
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...Career Development Plan Part 2 Individual Assignment: Career Development Plan Part II – Development of a Training and Mentoring Program. Sherry Martin HRM/531 Example #1 Running head: CAREER DEVELOPMENT PLAN PART 2 Career Development Plan – Part 2 The second part of the development plan will address the training needs for each individual chosen to be a member of my team that will help them achieve the strategic goals for the company. To assess training needs and develop a plan to meet those needs, an analysis needs to be performed on four levels. Analysis needs to be done organizationally to determine what training is needed by employees to accomplish the strategic goals of the company. The next analysis is done on the demographics of the workers. This analysis will ask the question, are there any groups of employees that need specialized training to help them meet the goals. The next analysis should be done on the operation. This aspect will help assess what job specific requirements the employees need to be trained on. The final analysis is done on the individual level and will assess how each individual performs their job and what specific training may be necessary to help them do the job better (Casio, 2005). Organizationally, the strategic goal for InterClean is to become a global leader in providing products and solutions for all their customer’s sanitation needs. For the demographics portion of the analysis, there is no group that needs specialized...
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...LEARNING TEAM CHARTER | | | | | |Course Title |HRM/531 | |All team members participated in the creation of | | | | |this charter and agree with its contents □ (Please| | | | |check) | |Instructor |Debbie Long | | | |Course Dates | | | | | | | | | | | | Team Members/Personal Information |Name | |Phone | |Fax | |Email | | | | | | | | | | ...
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...HRM 531 Week 4 Knowledge Check Correct answer in Capital Letter 1. The level of training needs analysis that focuses on identifying whether training supports the company’s strategic direction is called _____ analysis. a. individual b. environmental c. operations D. organization Organization analysis determines the overall needs of the company so that training can be designed to focus on strategic goals. 2. _____ analysis is helpful in determining the special needs of a particular group, such as older workers, women, or managers at different levels. a. Individual b. Operations C. Demographic d. Organization A demographic analysis can assist in designing training and selecting appropriate training methods. 3. The level of training needs analysis that attempts to identify the content of the training is _____ analysis. A. operations b. individual c. environmental d. organizational The operations analysis tries to break down the job and determine the specifics tasks that the employee needs to learn. 4. ____ refers to the material that is rich in association for the trainees and is therefore easily understood by them. A. Meaningfulness b. Pygmalion effect c. Orientation d. Training paradox To structure training for meaningfulness, provide an overview of the material at the start of training. Use real-life examples and build from simple skills to more complex as you go. 5. Which theory...
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...An Investment Proposal for InterClean’s Future HRM 531 April 4, 2011 Professor Walfredo Leiva New Training and Mentoring Needs InterClean and EnviroTech are now one. This merger has brought about the necessity for training for all employees regarding new vision of InterClean: no one will be left out. This training program will help us understand what the new organization's expectations are and how to go about successfully meeting those expectations. On average, company annually spends approximately $ 1,241.00 on employee development (Bersin & Associates, (2011). Our goal is to make sure that each one of these precious investment dollars are spent on ensuring your success. Every dollar spent wisely is a “buy-in” for your future success and commitment to the future of InterClean: we are striving to develop our future company leaders today. The company’s new vision is more industry focused. Because of this, more knowledge is needed for us all in the areas of environmental regulations, OSHA standards, and sanitation standards as it pertains to this specific industry. Customers, regardless of the division, are not interested in or do not need to see or hear catch phrases such as, “At EnviroTech we used to….” Or “ Here at InterClean, that is not how we do things.”; therefore, it is essential for all personnel to go through an training program in communication as well as customer satisfaction. The information in this report specifies how the training and mentoring...
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...|[pic] |Course Syllabus | | |School of Business | | |HRM/531 | | |Human Capital Management | Copyright ©2011 by University of Phoenix. All rights reserved. Course Description This course prepares students to address the concepts of personnel development as managers. Students learn criteria for developing effective job analysis, appraisal systems, and appropriate career development plans for employees. Other topics include personnel selection, employee compensation, benefits, training, workplace diversity, discipline, employee rights, unions, and management behaviors. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies...
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...Career Development Plan Kim Stacks HRM 531 June 27, 2010 Patrice Cloutier Career Development Plan This Career Development Plan is to help assist employees in achieving work related goals. The plan and process will benefits many factors within the organization including the likelihood of employee retention. Employees will see the organization and managers pursue and encourage him or her to seek and pursue career and education goals for the organization, establishing retention and seeking happy employees who may seek these goals with another organization. This training and mentoring plan will guide employees set realistic expectations of career growth with specific time frames for each milestone to happen such as noting education and learning in areas that employees need to develop to be eligible for their next career milestone such as a promotion. However, noting Career Development Plans are just that; a plan and are not commitments to the employee from the organization or the manager proposing this plan. Workplace Training Because of the merger, restructuring, and the addition to the focus of the InterClean and EnviroTech sales team, it is vital that each individual as well as the team collectively obtain the knowledge to be prepared to embrace the challenge of the new structure. The new sales team is a mix of employees from both InterClean and EnviroTech. The new sales force has four members moving in from EnviroTech, who all have superior customer service relations...
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...Career Development Plan Summary HRM/531 October 9, 2010 Patricia Neu Introduction To improve the development of Kudler Fine Foods it is important to implement a business strategy to increase loyalty and profitability from our customers. Increase Kudler workforce is one way to achieve our objectives. The increase workforce will help Kudler focus on customer programs to expand Kudler store service, better target awareness, frequent shopper programs, increase efficient supply chain, and administration. To execute the new Kudler business strategy it is also important to recruit, train, monitor performance of the new employees, create incentives through market value compensation, and create career development plans that will help implement an overall business strategy. Job Descriptions and Qualifications Executing the business strategy will require the addition of five new positions. These positions will be created within the Kudler administrative organization chart as they will support all three current and any future stores. The new position will report directly to Kathy Kudler. The first new position will be the Director Marketing & Services. This new position will have responsibility to manage four new positions, including: catering manager, event manager, information manager, and a promotions coordinator. The Director of Marketing & Service responsibilities are: 1. Growing Kudler revenue through catering, cooking classes and wine appreciation...
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...Atwood and Allen Consulting James Burkett University of Phoenix Human Resources Management HRM 531 Dr. Johnson March 15, 2015 Atwood and Allen Consulting Introduction In this week’s assignment, I will look at the following three scenarios and assist the clients in complying with both state and federal laws that govern how they are organized and run. I will assist the following clients. * A small business owner in a limousine service doing business in Texas. * A Human Resources Director of a medium sized construction company that wants to open up operations in Arizona. * A Human Resources representative with a large hotel that wants to expand its operations into the country of India. Landslide Limousines as a small business client. Bradley Stonefield wants to open a “first-class” limousine service in Austin, Texas as an on-going concern. He projects that there will be 25 employees hired at the outset. He will organize as a small business and he will be subject to state and federal laws in the recruitment and retention of drivers, as well as licensing requirements that will be determined by the state of Texas. The labor market conditions will help dictate which federal and state laws will be used. The limousine service will have to comply with a number of federal employment laws. First, Title VII of the Civil Rights Act of 1964 (Cascio, 2013, p.83) prohibits the discrimination in hiring and promotions based on race, color, religion, and sex of the applicant...
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