...HRM 531 WEEK 6 LEARNING TEAM ASSIGNMENT To purchase this visit here: http://www.activitymode.com/product/hrm-531-week-6-learning-team-assignment/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 531 WEEK 6 LEARNING TEAM ASSIGNMENT Complete the Recruitment and Selection Strategies Recommendations task, as described in the Email from Traci, located on the Atwood and Allen Consulting page. Individual Assignment: Recruitment and Selection Strategies Recommendations Presentation: You currently work as a human resource management consultant, and you have scheduled a presentation to pitch your organization's value to a company that you have worked for in the past. Prepare a 12-15 slide Microsoft® PowerPoint® 15-20 minute presentation that will be used to present your assignment. Include the following components in your presentation: Purpose of Assignment For this task, Traci has asked you to develop some recruitment and selection strategy recommendations for your client. It is important for you to understand the relationship between the business strategy and the recruitment and selection strategies. Having appropriate alignment and clear goals helps to ensure that a business is recruiting and selecting the right candidates. It is also important that you examine the importance of a diverse and inclusive workforce in today's global economy. This includes diversity in the recruitment and selection strategies. Resources Required Week Six e-mail from Traci and Week Six client...
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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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...InterClean Company Development Plan University of Phoenix-Diamond Bar HRM/531 Human Capital Management September 19, 2010 InterClean looks at two key elements of a job analysis, one it identification of major job requirements (MJR) which are the most important duties and responsibilities of the position to be filled. They are the main purpose or primary reasons the position exists. The primary source is the most current, official position description. The second element is identification of knowledge, skills and abilities (KSA) required to accomplish each MJR and the quality level and amount of the KSA’s needed. Most job analysis deal with KSAs that are measurable, that can be documented, and produce meaningful differences between candidates. Typically, possession of KSAs is demonstrated by experience, education, or training. Goals of KSAs is to identify those candidates who are potentially best qualified to perform the position to be filled. (U.S. Department of Interior, 1998) InterClean ------------------------------------------------- ...
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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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...Cost/Benefit analysis of Employee Training programs University of Phoenix HRM/531 Training is a process that can provide significant value and rewards that far outweigh its financial costs. The effects of training touches the lives of employees from the first day of a new job through retirement The purpose of this paper is to show how employee training benefits not only the organization but also the environment as well. The reader will be introduced to an oil distribution company undergoing costly problems because of poorly trained employees. These problems have resulted in repeated environmental violations. An analysis of the company was conducted to weigh the cost/benefits of incorporating an effective employee-training program to address the problem. The outcome of the analysis will determine whether the training is financially feasible, or if another project should be pursued. In addition, the effect of management behavior on productivity, the definition and use of behavior costing, effects of high performance work policies on business financial performanceas that relate to the company; along with recommendations based on researched data gathered will be given in this paper. Training is defined as an activity leading to skilled behavior. Employee training involves a set of planned activities that organization will have their employees complete in order to increase their job knowledge, skills, and abilities. In practice, training gets employees accustomed...
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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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...Westar Small Business Solutions Compensation and Benefits Jerome Rutledge, Rahim Shadid, Sridhar Venugopal, Ursula Wester, and Cassandra Woods HRM 531 April 18, 2013 Carolyn Szlaga Purpose The purpose of this plan is to provide fair and equitable compensation for the individual(s) that will be performing the assistant project manager role at Westar Small Business Solutions. This plan clearly describes the total compensation that Westar Small Business Solutions will be providing to those performing the Assistant Project Manager Role. Eligibility This compensation plan applies to full-time, managerial employees performing the Assistant Project Manager Role at Westar Small Business Solutions. This plan does not apply to part-time or contract staff. Goals and Objectives Westar Small Business Solutions believes in the following compensation principles: * To provide fair and equitable compensation to employees. * To reflect the extensive educational and experience credentials required of Consulting Professionals as well as the value their roles bring to the organization. * To offer competitive pay and benefits, within the context of our industry to attract and retain the best talent possible. * To use compensation as a tool to recognize individual merit. * To provide performance-based incentives to encourage excellence and reward employees for his or her contribution to the achievement of organization goals. Compensation Components Total compensation...
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...Performance Management Framework Mr. Stonefield is starting his own business in Austin, Texas, called Landslide Limousine Service. One of the fundamental elements to building this new business venture is creating a framework for performance management. The framework must include necessary employee job skills, the methods used for measuring these skills, the process for addressing skill gaps, and the approach for delivering effective performance feedback. It is important to understand how the performance management framework (PMF) aligns to the organizational business strategy. Mr. Stonefield previously stated he wants to provide first-class transportation to his customers. His goals are realistic for the first year with an anticipated -$50,000 in revenue, and 10% turnover. The success of the business’s performance management will ensure there will not be any additional lost revenue, and turnover stays at, or under target. The goals set in place lay the foundation for the future of this company, and a clearly defined PMF will foster highly engaged employees and lead to continual revenue growth. It is imperative Mr. Stonefield’s employees have the necessary job skills to allow Landslide Limousine to achieve its goals and gain a positive reputation. A job analysis is “The process of obtaining information about jobs, including the tasks to be done on the jobs as well as the personal characteristics necessary to do the tasks” (Cascio, 2013, p.690). Mr. Stonefield has elected Atwood...
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...Career Development Summary HRM/531 Human Capital Management October 18 2010 Since my promotion to midlevel management, I have been working very hard on the new career development plan for the company. I will hire a Vice President of Sales and four other sales positions will be filled, these positions include a sales manager, and three outside sales representatives. Job descriptions and qualifications: It is important to InterClean to hire five positions, one in which will be vice president of sales. Vice president of sales responsibilities are, overseeing the hiring and development of a worldwide sales organization, suitable for a growing company. Vice President of sales also most institute compensation, training, and sales incentive programs. Development a nationwide and international sales strategies. Continue customer relationships and employ new strategies for increasing the company’s customer base. Vice President of sales qualifications includes, at least four years sales experience in similar industries, and five in management. Vice President of sales most have established sales record in company product. Vice President of sales, most be able to manage at both the strategic and daily operation. I have chosen this vice president candidate for this position because of his 15 years sales experience, he has an outstanding track record, work history, and knowledge in the global industrial cleaning and sanitation industry. He has the ability implement...
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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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...Career Development Plan Part I Job Analysis and Section at InterClean/EnviroTech InterClean has merged with EnviroTech and, as a result, has taken on a new strategic direction. The $8 million dollar institutional and industrial cleaning and sanitation industry is no longer about the product that works. The industry has evolved into providing the best solutions and services to customers to make cleaning efforts efficient in an industry with stringent requirements and environmental safety. InterClean/EnviroTech’s future success is dependent on our ability to provide solutions to our customers. Customers, especially in the healthcare industry, are looking for turn-key solutions that include product training for employees, regular monitoring and info-sharing of new relevant regulations. Our goal is to provide a full spectrum of cleaning services and solutions. Under the newly proposed solution/service model, our sales representatives will be grouped into multifunctional teams that link high-quality products with high-quality service (InterClean, 2008). According to HR Guide to the Internet, job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job analysis is a process where judgments are made about data collected on a job (HR Guide, n.d.). An effective job analysis gathers information and focuses on behaviors and tasks and identifies the employee’s knowledge, skills...
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...* Career Development Plan Part II—Development of a Training and Mentoring Program * August 16, 2010 Human Capital Management HRM/531 InterClean has 90 days before its announcement about its new strategic focus. As a manager, I have spent some time choosing who will be on my sales team. I already have an idea of some of the strengths of my new team members because of the skill's analysis Human Resources conducted. I would begin the planning process for what training is needed for my team by sitting down with each individual employee. At this meeting I would inquire about their current and future goals, identify how they learn best, determine what they can contribute to the team and what they feel their present training needs are in order for them to be a successful member of the team. I would also determine if any of them would be willing to share their experiences with their peers or would be willing to help train their peers in the areas and skills they already possess that will be crucial to the team's success. I would also inquire if they have ever worked in a team and what their feelings are about regarding this. I would have done some of this during my interviews with these individuals and determined their buy-in into InterClean's goals prior to choosing them to be on my team. My next step would be to sit down with them as a group. I want to determine and discuss how they envision the training and what will work best for them as a team. I want their...
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...HRM 531 Week 2 Quiz Correct answer in capital letter 1. At a comprehensive point of view, a(n) _____ includes anything an employee values and desires that an employer is able and willing to offer in exchange for employee contributions. a. competency-based pay system b. employee stock ownership plan C. organizational reward system d. merit-pay method Organizational reward systems include both financial and nonfinancial rewards for employee contributions. 2. ___________ bridge the gap between organizational objectives and individual expectations and aspirations. a. Financial systems b. Corporate compensation systems c. Employment practices D. Rewards Organizational reward systems and compensation systems design involves working out tradeoffs among somewhat seriously-conflicting objectives. 3. Reviews of both laboratory and field tests of _____________ are quite consistent. Individuals tend to follow the equity norm and to use it as a basis for distributing rewards. A. equity theory b. the external labor market c. organizational needs d. the internal labor market Pay systems must be seen as adequate and equitable if they are to accomplish the objectives that management sets for them. 4. In labor economics, __________________ theory holds that unless an employee can produce a value equal to the value received in wages, it will not be worthwhile to hire that worker. A. the marginal productivity b...
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...Career Development Plan Summary HRM 531 Kudler Fine Foods: Career Development Plan Summary In 1998, Kathy Kudler had a vision to start her own gourmet food shop. Over ten years later, her wish has been realized by Kathy and her business continues to be well received in the neighborhood. Now Kudler Fine Foods has a straight more daring vision to eventually become the premier gourmet grocery shop for everybody seeking the best meat, create, cheese, and wine. Kathy should form a management team effective at managing growth, if the firm is anticipated to develop past the three shops already in-operation. To satisfy this type of challenge, Kudler Fine Foods (KFF) is promoting a fresh team of workers, developing a mentoring program, efficiency evaluation method, compensation plan, and strategy for improving performance along with the professional goals of each and every worker. New Employee Positions Since the conception of the first Kudler Fine Foods, Kathy Kudler has been involved in every decision. In fact, not only has she made the decisions, but she has carried them out as well. The following positions reduce Kathy's individual responsibilities so she can oversee the opening of a new store and the future expansion of KFF across the region. Regional Manager The Regional Manager oversees all the currently operating stores and their store managers. The Regional Manager also maintains communication and directly reports with Kathy Kudler to keep her informed of store events...
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...Performance Management Plan Damon E. Furbush, Sr. University of Phoenix HRM/531 Mr. William Wood 29 January 2014 Introduction A performance management plan is a system where the leaders in the firm has to set a standard of professionalism and making sure that the employee are trained, maintain fairness and equality and making sure the mission have been completed. According to the United States Army Performance Management Plan, the Army Performance Management Plan is a system that create an integrative pay, performance, and awards systems that improve the organizational and an individual effectiveness to accomplishment of Army goals and mission. The United States Army Management Performance Plan of and is made up of the Performance Program and the Awards programs and the within-grade increase plan. (U.S. Army TAPES Performance, 2013). Alignment of the performance management framework to the organizational business strategy. In the alignment of the employee performance management framework within the Organizational business strategy, employers need to use right tools to succeed in the strategy of the aligning performance management. The performance management solutions of today, provide a set...
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