HRM 517 WEEK 2 DISCUSSION

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Strategic Planning and Organizational Restructuring Attachment 

Imagine  you are the HR director of a growing international staffing  organization that services both North America and South America. The CEO  has come to grips with the fact that the HR group, which is currently  decentralized, is in need of restructuring to account for the expected  increase in revenues. The CEO has asked for your opinion on how to best  restructure the firm. Based upon your knowledge, recommend an  organizational structure (e.g., functional, matrix, or projectized)  that will provide growth for the firm. Also, assess the influence that  this project will have on the customers (who are located throughout the  Americas) that are serviced by the HR group. 

NOTE: MORE THAN ONE ANSWER POSTED

Adapting to trends

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 Describe a current global trend example  social media, aging workforce, virtual workplace, global office, that might impact   McCormick & Company  and specifically its Human Resources Department/ or Division’s HR strategies. 

 

HRM 635-Training and Development

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Benchmark Assignment – Training and Development

Training and development prompts a change within an organization. The goal of training is to identify areas for improvement and develop materials and opportunities to educate employees in order to support growth.

For this assignment, you are required to develop a small training exercise. Review your needs assessment and previous observations conducted on your work environment to help identify one area for improvement that would benefit a part of your organization. This training exercise does not need to be implemented, but should include at least one deliverable that you could use during the training exercise. As you are reviewing your organization, consider employee engagement, systems, procedures, communication, and the culture within the organization. These are suggestions for possible areas that could benefit from a training exercise. The training must include the following:

  1. What goal is the organization trying to accomplish?
  2. What processes or procedures will change after the training?
  3. Describe the strategies or actions involved in the training exercise to meet established goals. What is the expected performance or applications after the training? How will the strategies drive successful business results and improve employee performance?
  4. How will the organization provide support to the employees receiving training? To new employees? Does this support consider strengths and weaknesses within the organization?

You are required to develop a written description (1,000 words) including one visual for your training exercise. Be sure to take time to analyze your work surroundings and identify a need for further training and development.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

Growth

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List the 5 stages of human growth

portfolio I-I

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from the portfolio I(file attached). go back and isolate 3 values that seem to “hit you in the face”—and write a full page on each of them (double-spaced, of course).  If you can’t get a full page on the value, it wasn’t much of a value!  This will be another 40% of your portfolio grade.  Then, write a full page on what you think abut each of these values.  This will be the last 20% of your portfolio grade.  You will submit them via Blackboard. 

Training Needs Analysis of a Retail Company, SOURCES PROVIDED

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Select or create an organization for the authentic assessment. In this first assignment, you will begin to develop a training needs analysis (TNA) for your chosen organization. Company is Seventh Sense, a retail CBD company that is doing badly. 

Provide information about the organization and its needs regarding the training issue:

This should include general, high level information about the company in terms of product/services, size, geography, workforce attributes, etc. The training issue is the problem or challenge (could be deficiency OR need based on a predicted change in the operation, workforce, etc.). Here this should be “high level”, focused on the organization (not specifically the individual workers yet).

Determine the group or individuals who will receive the training:

This should include information about the target audience as it will impact the training developed – including demographic information, type of work, location of work, etc.

Identify the training issue:

This is a continuation from item 1. Here you will focus more on the individual workers and/or teams.

NOTE: the training issue should NOT be that they lack training. It should be tied to a performance deficiency or need. 

Provide a training needs assessment questionnaire:

The questionnaire should provide insight into the training need/gap; therefore it should focus on the training issue itself – choose questions that provide insight to the issue. In a sense, the questionnaire helps you identify and analyze the “why” (e.g., if you are addressing a performance issue, the questionnaire would help you hone in on the real issue).

SUGGESTION: think hard about using questions that ask how the audience “feels” about something – you want to obtain the most tangible and useful information.

NOTE: you will NOT administer the questionnaire! 

Your questionnaire should be included as an appendix to your paper – inserting questions within the narrative of your paper does not suffice.

Explain how the questionnaire will be utilized and will lead to the development of training outcomes/learning objectives within your written report:

Here you will essentially validate the questions posed in your questionnaire – if you can’t do that, you should probably revisit your questions.

You will probably not have the time or resources to implement the questionnaire or compile all the organizational and training-specific information necessary to complete the TNA. (If you are able to get real data and results, great! Otherwise, be creative and fabricate results.) The goal is to understand how a TNA is done effectively and to practice completing one.

(Assignment 2 items below)

Include at least three training outcomes, based on the TNA

Identify the expected performance of the group or individuals as a result of the training

Identify performance gaps and detail how training can help close those gaps

https://courses.lumenlearning.com/boundless-business/chapter/developing-employees/

https://trainingindustry.com/wiki/content-development/addie-model/

https://simplifytraining.com/article/creating-a-custom-training-plan/

300 Words – APA- 2 Scholarly References Not Older Than 5 Years Old – HUMAN RESOURCE EXPERTS ONLY!!

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Please answer in a Q&A Format -Answer the above using the question and answer (Q&A) format.  The Q&A format should include the original question along with your response.

The organizational role of human resources has changed considerably over the years. At one point in time, HR provided services. Now, in many organizations, HR provides strategic advice and counsel, as well as has a place in the C-Suite. In the case of Zappos (our case study this week), HR has become like a line area of the company, or a part of the executive team, and impacts every part of the company.

For this discussion post, explain and explore how human resources can create revenue and can play a vital role in partnering with an organization to achieve its strategic objectives.

Utilizing Chapter 13, Discuss the areas of employee safety that are most important to you. Do you feel the organization has the same concerns as you? Why?

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PowerPoint presentation consisting of 5 slides not including the cover slide and the reference slide. Every slide needs to include 100 words .

Times New roman 12-point and APA Format.

Job Design

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Prior to beginning work on this assignment, review this week’s readings and Weekly Lecture.

For this assignment, you will create the job description using the information from the Week 2 – Assignment : Job Analysis. The job analysis is a critical step in the process for a job description to be reliable and useful. Remember, as an HR leader, you would typically have input from more than one position questionnaire to complete a job analysis.

Use the job analysis you conducted in Week 2, and determine the appropriate design for the position.

Analyze the various elements required for creating a job description for the specific position.

Create a job description that includes the information defined in the job analysis.

Provide a rationale for the chosen design.

Explain the purpose and importance of each section within the job design.

Support your reasoning with credible resources.

The Job Design paper

Must be three to four double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center’s APA Style (Links to an external site.) resource.

Must include a separate title page with the following:

Title of paper

Student’s name

Course name and number

Instructor’s name

Date submitted

For further assistance with the formatting and the title page, refer to APA Formatting for Word 2013 (Links to an external site.).

Must use at least three scholarly sources in addition to the course text.

The Scholarly, Peer-Reviewed, and Other Credible Sources (Links to an external site.) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment.

Must document any information used from sources in APA Style as outlined in the Ashford Writing Center’s APA: Citing Within Your Paper (Links to an external site.) guide.

Must include a separate references page that is formatted according to APA Style as outlined in the Ashford Writing Center. See the APA: Formatting Your References List (Links to an external site.) resource in the Ashford Writing Center for specifications.

NO WORD COUNT, MUST BE 3-4 PAGE NOT INCLUDING TITLE PAGE AND REFERENCES

Position and Compensation Classifications

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Prior to beginning work on this discussion forum, review this week’s readings and Weekly Lecture.

Identifying the proper classification for each position is an important responsibility of the HR department. Depending on the size of the organization, there are various ways that a classification is decided and put into practice. Larger organizations require specific levels of approval of the classification before implementation, whereas with smaller organizations, the determination is often made by the HR director.

For this discussion, take the role of the HR director in a small organization. The organization is adding two new positions to the workforce, and it is your responsibility to determine the classification and compensation categories for each position. Carefully determine the role of each position and the responsibilities of the position within the organization. Determine the logical classifications for each position. Define and defend each category selected for the position and your reasoning for selecting the options. Support your decisions with resources that defend your choices.

Position 1:

This position is responsible for customer service and responding to the complaints of the consumer. The employee will work a 6-hour day, three days a week, with a rotating shift. This position will report to a supervisor and will have no direct reports.

Position 2:

This position is responsible for all accounts payable and accounts receivable. The employee enters all information into a data system and develops monthly reports for the CFO of the organization. This position has four direct reports that perform a variety of accounting duties. This position works an eight-plus-hour-a-day schedule, five-plus days a week, depending on need.

Classification and Compensation Categories:

Role title

Level

Hourly

Salary

Exempt

Non-exempt

Full-time

Part-time

Full-time temporary

Part-time temporary

NO WORD COUNT.