week 6 project

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week 6 project

Individual Paper– Each student will choose three cases, each from a different chapter, from the readings in weeks 3 and 4 (Chapters 7, 8, 9, 10, 11, and 12). No students on a team will choose the same cases and there should be no duplicate cases.  A Reference page should be provided. (100 points)

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  • Your responses should be well-rounded and analytical, and should not just provide a conclusion or an opinion without explaining the reason for the choice. For full credit, you need to use the material from the week’s lectures, text and/or discussions when responding to the questions.
  • Utilize the case format below:
  1. Read and understand the case. Show your Analysis and Reasoning and make it clear you understand the material. Be sure to incorporate the concepts of the chapter we are studying to show your reasoning. Dedicate at least one sub-heading to each following outline topic:
    • Facts [Summarize only those facts critical to the outcome of the case]
    • Issue [Note the central question or questions on which the case turns]
    • Explain the applicable law(s). Use the textbook here. The law should come from the same chapter as the case. Be sure to use citations from the textbook including page numbers.
    • Holding  [How did the court resolve the issue(s)? Who won?]
    • Reasoning [Explain the logic that supported the court’s decision]
  2. Dedicate 1 sub-heading to each of the case questions immediately following the case. First, restate the question and then fully answer.
  3. Conclusion. This should summarize the key aspects of the decision and also your recommendations on the court’s ruling
  4. Include citations and a reference page with your sources. Use APA style citations and references.

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case 1 chapter seven Garcia Vs  Spun Steak

case 1 chapter 8 Wedow v. City of Kansas City, Missouri

case 2 chapter 11 Chalmers v. Tulon Company of Richmond

Please use this cases for the project

HR Metrics Literature Review Overview

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HR Metrics Literature Review Overview

I need the paper to be about 4-6 pages double spaced 12 Times Roman Font for Turnitin format and need a minimum of 5 references dated in the last 5-10 years APA style.

See the Information listed below:

Objectives

To complete a comprehensive and current search of relevant articles, books, and other sources related to the subject of human resources/human capital metrics and predictive analytics.

Guidelines

As one of the three cornerstone concepts of this course, the directional shift in human resource management to the increased reliance on quantitative measures of performance versus intuitive decisions based on aspiration, human capital metrics (also known as predictive analytics) is a subject for increased interest going forward. This Literature Review asks students to review the literature in this area, both traditional and current. Materials may include classics that date into the early years of the 21st century, but should also include sources dated in the last 5–10 years. The page length of the Literature Review should be between 4–6 pages (double-spaced, normal font size, and margins) and meet APA style.

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Best Practices

Papers will be graded on both comprehensiveness and currency. Students should demonstrate an exhaustive search of materials that are included in the popular media as well as academic community. Reliance on general search media are acceptable to begin the process, but ultimately, used materials (included in the formal bibliography) must come from academic journals, texts, and other materials found in the DeVry Online Library as well as other academic libraries. Web pages, blogs, and social media sites are not acceptable as formally (cited) references. Below is a preliminary list of authors who have contributed to this field over the last several years. The list is not exhaustive,but serves as a starting point for your review.

· Jac Fitz-Enz

· John Boudreau

· Peter Ramsted

· Mark Huselid

· Brian Becker

· David Ulrich

· Wayne Brockbank

· Jessie Harriot

· Jeff Quinn

· Ken Scarlett

· Jeffrey Burke

· Wayne Cascio

Additionally, most of the best known academic and popular journals will provide acceptable content. Primary among (again, not exhaustive) them are some of the following journals and publications.

· People & Strategy (formally human resource planning)

· Harvard Business Review

· Human Resource Management

· Academy of Management Journals (various titles included)

· Journal of Labor Economics

· Human Resource Management Review

· Personnel Psychology

· International Journal of Human Resource Management

· Journal of Management

· Sloan Management Review

· California Management Review

· Administrative Sciences Quarterly

Students will also find the work of Kaplan and Norton on the Balanced Scorecard to be a great starting point, as well as Becker and Huselid’s treatment of the above as specifically related to HR and workforce measures.

Grading Rubrics

 

Category

Points

%

Description

 

Documentation and   Formatting

25

14%

Properly referenced   according to APA Guidelines

 

Organization and   Cohesiveness

20

11%

Written in a   cohesive manner that flows from stated assumptions

 

Editing

20

11%

Spell checked for   meaning as well as accuracy

 

Content

120

65%

Paper traces roots   of movement from the use of administrative data to financially relevant and   predictive measures that allow HR strategic decision making that impacts   bottom line results and adds to human capital point of view that supports   Line/HR partnering.  Paper should address both historical and current   perspectives on Metrics

 

Total

185

100%

A quality paper will   meet or exceed all of the above requirements.

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I need the paper to be about 4-6 pages double spaced 12 Times Roman Font for Turnitin format and need a minimum of 5 references dated in the last 5-10 years APA style. 

See the Information listed below:

Objectives

To complete a comprehensive and current search of relevant articles, books, and other sources related to the subject of human resources/human capital metrics and predictive analytics.

Guidelines

As one of the three cornerstone concepts of this course, the directional shift in human resource management to the increased reliance on quantitative measures of performance versus intuitive decisions based on aspiration, human capital metrics (also known as predictive analytics) is a subject for increased interest going forward. This Literature Review asks students to review the literature in this area, both traditional and current. Materials may include classics that date into the early years of the 21st century, but should also include sources dated in the last 5–10 years. The page length of the Literature Review should be between 4–6 pages (double-spaced, normal font size, and margins) and meet APA style.

Best Practices

Papers will be graded on both comprehensiveness and currency. Students should demonstrate an exhaustive search of materials that are included in the popular media as well as academic community. Reliance on general search media are acceptable to begin the process, but ultimately, used materials (included in the formal bibliography) must come from academic journals, texts, and other materials found in the DeVry Online Library as well as other academic libraries. Web pages, blogs, and social media sites are not acceptable as formally (cited) references. Below is a preliminary list of authors who have contributed to this field over the last several years. The list is not exhaustive,but serves as a starting point for your review.

  • Jac Fitz-Enz
  • John Boudreau
  • Peter Ramsted
  • Mark Huselid
  • Brian Becker
  • David Ulrich
  • Wayne Brockbank
  • Jessie Harriot
  • Jeff Quinn
  • Ken Scarlett
  • Jeffrey Burke
  • Wayne Cascio

Additionally, most of the best known academic and popular journals will provide acceptable content. Primary among (again, not exhaustive) them are some of the following journals and publications.

  • People & Strategy (formally human resource planning)
  • Harvard Business Review
  • Human Resource Management
  • Academy of Management Journals (various titles included)
  • Journal of Labor Economics
  • Human Resource Management Review
  • Personnel Psychology
  • International Journal of Human Resource Management
  • Journal of Management
  • Sloan Management Review
  • California Management Review
  • Administrative Sciences Quarterly

Students will also find the work of Kaplan and Norton on the Balanced Scorecard to be a great starting point, as well as Becker and Huselid’s treatment of the above as specifically related to HR and workforce measures.

Grading Rubrics

Category Points % Description
Documentation and Formatting 25 14% Properly referenced according to APA Guidelines
Organization and Cohesiveness 20 11% Written in a cohesive manner that flows from stated assumptions
Editing 20 11% Spell checked for meaning as well as accuracy
Content 120 65% Paper traces roots of movement from the use of administrative data to financially relevant and predictive measures that allow HR strategic decision making that impacts bottom line results and adds to human capital point of view that supports Line/HR partnering.  Paper should address both historical and current perspectives on Metrics
Total 185 100% A quality paper will meet or exceed all of the above requirements.

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Carter Cleaning Company

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Carter Cleaning Company

The New Pay Plan Carter

Cleaning Centers does not have a formal wage structure nor does it have rate ranges or use compensable factors. Wage rates are based mostly on those prevailing in the surrounding community and are tempered with an attempt on the part of Jack Carter to maintain some semblance of equity between what workers with different responsibilities in the stores are paid.

Carter does not make any formal surveys ………. continue reading this case study on page 379 of your textbook.

Your submission:

A word document containing your responses to the four (4) questions occurring at the end of the case study.

  1. Is the company at the point where it should be setting up a formal salary structure based on a complete job evaluation? Why?
  2. Is Jack Carter’s policy of paying 10% more than the prevailing rates a sound one, and how could that be determined? Similarly, is Carter’s male–female differential wise? If not, why not?
  3. Specifically, what would you suggest Jennifer do now with respect to her company’s pay plan?

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Carter Cleaning Company

Written and copyrighted by Gary Dessler, PhD.

The New Pay Plan

Carter Cleaning Centers does not have a formal wage structure, nor does it have rate ranges or use compensable factors. Wage rates are based mostly on those prevailing in the surrounding community and are tempered with an attempt on the part of Jack Carter to maintain some semblance of equity between what workers with different responsibilities in the stores are paid.

Carter does not make any formal surveys when determining what his company should pay. He peruses the want ads almost every day and conducts informal surveys among his friends in the local chapter of the laundry and cleaners trade association. While Jack has taken a “seat-of-the-pants” approach to paying employees, his salary schedule has been guided by several basic pay policies. Although many of his colleagues adhere to a policy of paying minimum rates, Jack has always followed a policy of paying his employees about 10% above what he feels are the prevailing rates, a policy that he believes reduces turnover while fostering employee loyalty. Of somewhat more concern to Jennifer is her father’s informal policy of paying men about 20% more than women for the same job. Her father’s explanation is, “They’re stronger and can work harder for longer hours, and besides they all have families to support.”

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Economic and Political Environments Comparison

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Economic and Political Environments Comparison

You are an international trade consultant ranking the overall quality of various international markets for a product of your choosing. Select a product you would be interested in introducing to a new market, then complete the Module Three Assignment Template (located in the Guidelines for Submission section of this document). Then rank your recommendations for a new market and justify your rankings using key economic and political data points. Examples of products include digital cameras, activity trackers, curtains, coffeemakers, and so forth.

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Specifically, you must address the following rubric criteria:

  • Application of Data: Describe your initial thoughts on how insights from the required data to be collected could help to inform business decisions. For example, consider what information each data point provides, whether you think some data points should be weighted more or less heavily than others in making a business decision, what ideal data points might look like for expansion into a new market for your product, the ways that different political systems may impact a decision, and so forth.
  • Political and Economic Data Collection: Complete the table in the provided template by finding the appropriate information and data points for each identified category using course and external resources.
  • Ranking and Rationale: Rank the appropriateness of introducing your selected product into the three markets from “most appropriate” to “least appropriate” using the gathered political and economic data you collected, then provide a rationale for why you ranked the markets the way you did on the basis of the data you gathered.

To complete the assignment….the paper is attached.

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INT 220 Module Three Assignment Template
Economic and Political Environments Comparison

 

Complete this template by replacing the bracketed text with the relevant information.

 

Section One

In the space below, describe your initial thoughts on how insights from the required data to be collected could help to inform business decisions. For example, consider what information each data point provides, whether you think some data points should be weighted more or less heavily than others in making a business decision, what ideal data points might look like for expansion into a new market for your product, the ways that different political systems may impact a decision, and so forth.

 

[Insert text.]

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Section Two

Complete the provided table by finding the appropriate information and data points for each identified category using course and external resources, and explain the insight that each selected statistic provides for business professionals. Insight explanations can be completed using bullet points.

 

Category

Brazil

China

[Insert Country Selection From Course Project]
Political System [Insert information.] [Insert information.] [Insert information.]
Economic Classification [Insert information.] [Insert information.] [Insert information.]
Economic Blocs Impacting Trade [Insert information.] [Insert information.] [Insert information.]
Gross Domestic Product [Insert information.] [Insert information.] [Insert information.]
Purchasing Power Parity [Insert information.] [Insert information.] [Insert information.]
Gross Domestic Product Per Capita [Insert information.] [Insert information.] [Insert information.]
Human Development Index [Insert information.] [Insert information.] [Insert information.]
Gender Development Index [Insert information.] [Insert information.] [Insert information.]
Gender Empowerment Measure [Insert information.] [Insert information.] [Insert information.]
Human Poverty Index [Insert information.] [Insert information.] [Insert information.]

 

Section Three

Rank the appropriateness of introducing your selected product into the three markets from “most appropriate” to “least appropriate” using the gathered political and economic data you collected, then provide a rationale for why you ranked the markets the way you did on the basis of the data you gathered.

 

[Insert text.]

References

 

[Insert references to any sources used according to APA style.]

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Leadership Strategies for HR Power Point

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Leadership Strategies for HR Power Point

Leadership Strategies for HR

Overview

For this assignment, resume the role and use the same company that you used in your last assignment. Your company must have leadership strategies in place for HR. Your company is holding a leadership training workshop in which you will present leadership strategies to your new HR employees.

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Instructions

Create a 15–20 slide PowerPoint presentation in which you:

  1. Provide the company’s mission statement.
    • Write one if you are using an imagined company.
  2. Explain why the HRM function is important to employee management and labor relations.
  3. Explain 3–6 leadership strategies that HR will use for conflict management, communication improvement, employee motivation, and behavior improvement. Provide a rationale for your choices.
  4. Discuss how you plan to measure the effectiveness of each leadership strategy.
  5. Include speaker’s notes or record audio for each slide, as if you were actually presenting in front of your new HR employees.
  6. Use at least three quality resources in this assignment. Note: Wikipedia and similar websites do not qualify as quality resources.

This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course. For support creating your PowerPoint, view the Strayer Writing Standards slideshow and Linkedin Learning’s Adding Speaker Notes. Check with your professor for any additional instructions.

The specific course learning outcome associated with this assignment is:

  • Examine leadership strategies used for conflict management, communication improvement, and employee motivation.

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HR metrics of a mid size company

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HR metrics of a mid size company

HUMAN RESOURCE METRICS

In this exercise, you will do web based and library research on Human Resource metrics and measurements and write a  3-5-page paper.
You are to research relevant metrics for a mid-sized company. What HR metrics should the HR department of a mid-sized company be aggregating data for and then analyzing and reporting to management on a regular basis. Examples of metrics are Compa-ratio, Market Index, Turnover Rates (Voluntary and Involuntary), Time to Hire, Revenue per employee, Total Compensation to Revenue, Revenue per employee etc.

ASSIGNMENT DESCRIPTION/SCENARIO

For your paper you will research, study and then write a report on the appropriate type of Human Resource Metrics that a typical mid-sized company with a 1000 to 3000 employee base should be sourcing the data for, then analyzing the data and finally, regularly reporting to Senior Management. You are required research and study up on the various types and categories of metrics a mid-sized company should regularly collect and report on.

Your research sources should be books (like the one authored by Dr. Jac Fitz-enz) and other sources like PricewaterhouseCoopers Human capital Analytics services (You will find a lot of material on this service, and their portfolio of comparative metrics for which they collect and compile and publish from various companies – www.pwc.com (Links to an external site.)). In the webliography, you will find a lot relevant material on Human Resource Metrics. When you Google the term HR Metrics you will also find a lot of material. Chapter 7 of your textbook is also a great source.

Discuss the various public or private sources of comparative Human Resource Metrics data. Report what you have found from library and web research on sources of comparative Human Resource Metrics. Which sources would you recommend for a mid-sized company?

To be considered complete, all written assignments must include proper citations within the body of the paper when relevant, as well as a Reference section. Failure to cite outside sources is plagiarism and will be treated as such! You must also include a title page. Do not include pictures or graphics. All documents must be in Word format and be uploaded by the assignment deadline. Quoted material in this assignment should be <5%.

The following information must be included in your completed paper. Use the headings outlined below for your paper.

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GRADING RUBRIC:

Paper HeadingsDescriptionPointsIntroductionIntroduction provides sufficient background on the topic and previews major points. 5A General Discussion on HR MetricsWhat are main types and categories of Human Resource Metrics. What do each of these metrics measure? Why are they important in analyzing the effectiveness of a company’s human capital expenditures? Why is it important to use quantification in measuring the effectiveness of a company’s human resources? 25Suggested metrics for a mid-sized company Which metrics are important for a mid-sized company with 1000 to 3000 employees? Elaborate on the reasons why. Which metrics are must haves, or these mid-sized companies and which metrics are wants? 30Collecting Comparative Data on Human Resource Metrics

Discuss the various public or private sources of comparative Human Resource Metrics data. Report what you have found from library and web research on sources of comparative Human Resource Metrics. Which sources would you recommend for a mid-sized company?

Important! Do NOT simply cut and paste information from web sites or copy information directly.

20ConclusionConclusion is logical, flows from the body of the paper and reviews the major points.10Mechanics

  • There is a hard 7-page maximum for this paper, however, it should be thorough, yet concise.
  • Include all aspects of the assignment criteria, outlined on the previous page—these are good paper headings.
  • There should be minimal quoted material in this paper, <5%.
  • Cite in text when using words/thoughts that are not your own. All sources must be appropriately cited—use APA for in text and reference list citation formatting.
  • Include a reference page for source(s).
  • Follow APA formatting for citing and the reference page.
  • Put the paper title information on a separate page.
  • Use 12 pitch font (Arial, Times Roman), double spaced, and 1″ margins as a standard format.
  • Do not include extra lines between paragraphs, etc.
  • Grammar, punctuation, spelling, etc., will all be taken into consideration when awarding points.
  • Proofread your papers before submitting. Spell check is not foolproof.
  • Re content, if you make a statement, for example “all people who break the law should improve their communication skills to stay out of jail,” you need to substantiate that statement. If that statement is not your own thought or a statistic, cite. If it is your opinion, state that and explain what led you to that conclusion. Provide enough information to validate and explain the statement.
  • Treat these assignments as real-world situations. This will give you the opportunity to practice how you would research and provide information as an HR professional.

10Total 100

Do not forget to submit your assignment.

RUBRIC

HRM530 Week 6 paperHRM530 Week 6 paperCriteriaRatingsPtsThis criterion is linked to a Learning OutcomeIntroductionIntroduction provides sufficient background on the topic and previews major points.5.0 ptsFull Marks3.0 ptsApproaches0.0 ptsNo Marks5.0 pts
This criterion is linked to a Learning OutcomeA General Discussion on HR MetricsWhat are main types and categories of Human Resource Metrics. What do each of these metrics measure? Why are they important in analyzing the effectiveness of a company’s human capital expenditures? Why is it important to use quantification in measuring the effectiveness of a company’s human resources?25.0 ptsFull Marks20.0 ptsApproaches15.0 ptsNeeds more detail0.0 ptsNo Marks25.0 pts
This criterion is linked to a Learning OutcomeSuggested metrics for a mid-sized companyWhich metrics are important for a mid-sized company with 1000 to 3000 employees? Elaborate on the reasons why. Which metrics are must haves, or these mid-sized companies and which metrics are wants?30.0 ptsFull points25.0 ptsApproaches15.0 ptsNeeds more depth0.0 ptsNo Marks30.0 pts
This criterion is linked to a Learning OutcomeCollecting Comparative Data on Human Resource MetricsDiscuss the various public or private sources of comparative Human Resource Metrics data. Report what you have found from library and web research on sources of comparative Human Resource Metrics. Which sources would you recommend for a mid-sized company?

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Important! Do NOT simply cut and paste information from web sites or copy information directly.20.0 ptsFull Marks15.0 ptsApproaches10.0 ptsNeeds more depth0.0 ptsNo Marks20.0 pts
This criterion is linked to a Learning OutcomeConclusionConclusion is logical, flows from the body of the paper and reviews the major points10.0 ptsFull Marks8.0 ptsApproaches6.0 ptsNeeds improvement0.0 ptsNo Marks10.0 pts
This criterion is linked to a Learning OutcomeMechanicsThere is a hard 7-page maximum for this paper, however, it should be thorough, yet concise.
Include all aspects of the assignment criteria, outlined on the previous page—these are good paper headings.
There should be minimal quoted material in this paper, <5%.
Cite in text when using words/thoughts that are not your own. All sources must be appropriately cited—use APA for in text and reference list citation formatting.
Include a reference page for source(s).
Follow APA formatting for citing and the reference page.
Put the paper title information on a separate page.
Use 12 pitch font (Arial, Times Roman), double spaced, and 1″ margins as a standard format.
Do not include extra lines between paragraphs, etc.
Grammar, punctuation, spelling, etc., will all be taken into consideration when awarding points.
Proofread your papers before submitting. Spell check is not foolproof.
Re content, if you make a statement, for example “all people who break the law should improve their communication skills to stay out of jail,” you need to substantiate that statement. If that statement is not your own thought or a statistic, cite. If it is your opinion, state that and explain what led you to that conclusion. Provide enough information to validate and explain the statement.
Treat these assignments as real-world situations. This will give you the opportunity to practice how you would research and provide information as an HR professional.10.0 ptsFull Marks8.0 ptsApproaches5.0 ptsNeeds improvement0.0 ptsNo Marks10.0 pts
Total Points: 100.0

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Rocket Science

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Rocket Science

This task requires you to demonstrate your commitment to professional development and performance improvement. To complete the task, you are asked to undertake some reflection, self-assessment, and consideration of other’s feedback, leading to an identification of your strengths, weaknesses, and development areas. Following this identification, you will formulate a range of formal and/or informal activities to address your development needs and support your continuous development.

Wordcount :1,000 (+/- 10%)

References: Havard Style

2 References each AC- 5 ACs in total. 200 words per AC.

Jargon-free language, easy to read and understand. Try to include real-life examples when required about organizations and employees.

Please focus on the Blue highlighted table to understand what needs to be included in each AC. Hints are provided in the last table.

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Assignment Question Tutor and Learner Guidance Explanation of the command verb Indicative content provided by CIPD
                                                                                               TASK ONE
With reference to typical activities and behaviours, appraise what it means to be a ‘people professional’. (AC 1.1)

 

 There are two parts to this answer:

1) Define what it means to be a professional. (Use a credible source to define this.)

2) Explain what is means to be a people professional. (Use the CIPD Profession Map to describe the knowledge, values and behaviours of people professionals)

Tip: You can refer to your own career and role to explain the areas of the map most relevant to you.

 

 Appraise: examine the term “people professional” to determine its meaning in terms of qualities and characteristics.

 

 Definition of professional; professional specifications and frameworks, professional requirements, CIPD Profession Map, professional values,

personal values (for example fairness, honesty, equality, inclusivity, valuing others, evidence-based decision-making);

concept of ‘professional integrity’. Examples of behaviours and activities of a people professional.
Discuss how ethical values underpin the work of a people professional, including two examples of how ethical values might be applied in a people practice context. (AC 1.2)

 

 There are two parts to this question:

1 – Explain what ethical values are for people professionals.

2 – Identify TWO ethical values that you hold and explain how each of these influences your practice.

 

 Discuss: provide a summary of the significance of ethical values in the work of people professionals.

 

 

 

 

 The importance of knowing one’s own personal values and using these as a framework for behaviour and practice.

Recognising (with examples) how personal values and beliefs shape ways of working and work relationships – and the impact of this for colleagues. Demonstrating professional courage – speaking up for ethical standpoints within the workplace and supporting others to do the same.

 
Consider the importance of people professionals being able to influence others and ensure that the ‘people practice voice’ is heard in an organisation, through informed, clear and confident communication. (AC 1.3)

 

 

 There are four parts to this answer:

1 – Explain two reasons why it is important for people professionals to contribute to discussions.

2 – Use three separate sub-headings to explain ways in which:

2a) Your contribution to discussions is well-informed (by research or data or evidence)

2b) Your contribution to discussions is clear (by clear communication, simple language or visual presentation)

2c) Your contribution to discussions is engaging (by using varied techniques of engagement)

 

 Consider: reflect on the significance of people professionals being able to influence others.

 

 

Explain: Write this in sufficient detail with descriptions. It is not a short bullet list.

 

 

 The need for people professionals to contribute confidently and courageously to discussions to inform and influence others.

Knowing when and how to speak up and contribute expert opinion and information so that the HR/L&D/OD purpose (for

example as defined by the CIPD

Profession Map) is clearly represented and

can be effectively fulfilled.

Techniques for informed, clear and engaging communication, for example:

gaining attention; using volume, tone, and pace; summarising and checking understanding. Using listening skills and questioning to understand different viewpoints and clarify questions. Making an evidence-based argument; using facts and data to support contributions. Using examples to illustrate key points and

enhance engagement. Recognising

context and adapting content to suit the audience.
For each of the situations below (a & b), provide an example of an issue that would cause you to raise the matter to a manager (or other authority) – and describe how you would do this.

a) where you consider something to be unethical (whether or not it is illegal),

b) where you believe something contravenes legislation. (AC 1.4)

 

 There are two parts to this question:

 

1-    Provide one example for each of scenario a) and b) that would cause you to raise the matter to a higher authority; and

2-    Describe the process that you would follow in each case.

 Describe: explain in detail the procedure that you would follow in each case. When and how to raise issues, for example organisational policies and practices, organisational leadership style, personal

relationships, conflict style. Examples of ‘matters which conflict’, for example with

legal matters, with ethical values, with personal values. Concept of

‘whistleblowing’, high-profile examples.
Discuss two theories or models relating to the human and business benefits of people at work feeling included, valued, and fairly treated, concluding your discussion with a summary of your own view of these benefits. (AC 2.1)

 

 This question requires you to focus on inclusion or inclusivity in the workplace. You should discuss two models or theories related to the benefits of inclusion to both the organisation as a whole and employees themselves. Not only should you discuss the theorists’ views but you should also give your views on the human and business benefits of inclusion.

 

 Discuss: provide a summary of the main points of two theories or models relating to business and individual benefits.

 

 

 

 Human and business benefits: for example job satisfaction, reduced dispute and conflict, corporate reputation; enhanced worker wellbeing, increased retention and

reduced turnover rates, reduced sickness, increased efficiency and effectiveness of work.

 

Relevant theory: theorists and thinkers, for example Maslow, McLelland, Daniel Pink,

David Rock; concepts of ‘worker

engagement’ and ‘worker wellbeing’.
Discuss two ways in which a people professional can build inclusivity into a people practice initiative at the design stage, and two ways of checking inclusivity after a people practice initiative is implemented. (AC 2.2)

 

 For this question, you need to explain – with two examples of methods – how people professionals (i.e. HR) can build inclusivity into the design stage of people initiatives, e.g. processes, policies, practices and two ways in which they can ensure that inclusivity is maintained throughout the implementation of initiatives.

 

 Discuss: provide a summary of the ways in which a people professional can build inclusivity into design and implementation phases of people initiatives.

 

 Enabling others to have a voice when designing and delivering solutions which impact them. Strategies for engaging with

others in the design of people practice initiatives, for example; discussions, email and documentary exchanges, research or consultation activities.

Others: for example those directly

impacted by the solution, those with relative insights or contributions to offer,

partners in joint working, those with authority or responsibility in the area concerned.

Strategies for checking the inclusivity of people practices: for example, informal or formal feedback; consultation re the extent to which the practice reaches and embraces different agendas and needs.
                                                                                               TASK TWO
Reflect on your own approach to working inclusively and building positive working relationships with others. (AC 2.3)

 

 This question focuses on how you go about working inclusively and building positive relationships. Give at least two examples of your own approach/ methods to achieving this.

 

 Reflect: think about and summarise your own approach and the methods you use to work inclusively and build positive relationships at work. Approaches, for example valuing people as individuals and recognising the value and

benefits of diversity; actively seeking and listening to diverse views and opinions; building trust and providing appropriate

support when needed; finding

opportunities to collaborate with wider colleagues; sharing knowledge and expertise to solve problems.
Explore how the role of a people professional (specialist or generalist) is evolving and the implications this has for your CPD. (AC 3.1)

 

 There are two parts to this question:

1.    Explore how the role is evolving – what is causing it to evolve; and

2.    What this means for your own CPD; how it will impact the focus of your CPD

When answering AC 3.1, you can either focus on a generalist HR role or a specialist role such as L&D or Talent Acquisition, or, furthermore, you may wish to focus on the evolving nature of your own role.

 

 Explore: research and provide a summary of how the people professional role is evolving and provide your conclusions on the implications for your CPD. Emerging knowledge and skills required and the implications for CPD, for example business acumen, technology savvy,

specialist expertise, work skills,

collaborative working skills, remote working/working from home, self-management,

communication skills.
With reference to your responses for AC 2.3 and AC 3.1, and feedback on your behaviours or performance obtained from (at least) one other person, assess your current strengths, weaknesses, and development needs.  Your response should include an explanation of the feedback received and how it has informed your self- assessment. (AC 3.2)

 

 In order to answer this question, you should reflect on the discussions in AC 2.3 about working inclusively and building productive relationships at work and 3.1 which talks about the evolving role of the people professional and what that might mean for your CPD. You need to do this as a self-assessment but you should also incorporate at least one other person’s feedback on your strengths and weaknesses / development needs.

 

 Assess: consider your own opinion and feedback from one other person in order to reach a judgement about your strengths and development needs. People and contexts for gaining feedback, formal and informal feedback, regular and ad hoc feedback, feedback methods and

media, feedback as incoming information, triangulation of received feedback, relevance and importance of feedback,

how to structure feedback, self-assessment methods and relevant

frameworks to assess against. Bias issues in self-assessment and others’ feedback.

Utilising the CIPD Profession Map.
In follow-up to your self-assessment, identify a range of formal or informal development activities you will undertake to support your ongoing professional development. Your response should include a brief description of your chosen activities and your reasons for selecting them. (AC 3.3)

 

 There are three parts to this question:

1.    Identify a range (at least 3 formal or informal development activities to support your ongoing development; and

2.    Provide a brief description of the activity; and

3.    Give your reasons for selecting those activities.

 Identify: to provide an answer that arrives at a minimum of 3 learning and development activities.

 

 CPD models and theory, CIPD and other sector and professional requirements for CPD, for example formal and informal,

self-directed learning, coaching,

mentoring, work, applying learning as appropriate, shadowing, skills practice, investigation and research, reading, blogs,

webcasts, videos, social media

discussions and forums, conferences, training courses, on-job and off-job learning, characteristics of a good-practice

CPD plan, how to complete a CPD plan.
Reflect on the impact of three previous learning activities (i.e., not the activities planned at Q4 above) on your behaviour and performance.  The selected activities may be any formal/planned or informal/unplanned activities undertaken in the last 12 months, which you consider to have impacted your behaviour and performance.  (AC 3.4)

 

 To answer this question you may present your reflections, attached to your assignment, as either:

•       your own format CPD record, edited to include just the three selected activities, or

•       a report (or reports) from the CIPD ‘My CPD Reflections’ tool.

 

 Reflect: think about and summarise how the three learning activities impacted on your behaviour and performance at work. Concept and theory of reflective practice, outputs of reflection (for example, records, plans), evaluating/measuring behaviour

changes, evaluating/measuring

performance changes, checking changes are positive and meet intended outcomes, impact on own performance and

behaviour.

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ACCOUNTING CHAPTER 3 ASSIGNMENT

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ACCOUNTING CHAPTER 3 ASSIGNMENT

ACC100

ONLINE CLASS: EGCC

 

Chapter 3 Assignment Requirements:

  1. Complete the assessment
  2. Name completed file: Ch3_FirstNameLastName
  3. Attach the completed file
  4. Review the Assignment Video for further instructions on how to complete the assessment.

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Internal Consistency at Customers First Case Study

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Internal Consistency at Customers First Case Study

Write a short paper addressing job analysis and job evaluation as they relate to employee compensation. Begin by thoroughly reading Chapter 6 the case study “Internal Consistency at Customers First” at the end of the chapter.

Internal Consistency at Customers First Case Study :

After 3 months in her new role as Director of Human Resources (HR) at Customers First, Deborah Ketson feels confident she has identified the significant HR issues at the company. She has prioritized the issues and is meeting with company president Joan Bates to make her recommendations. Deborah is prepared to discuss her top priority, which is to conduct an organization-wide job analysis and job evaluation project in order to start building a more internally consistent pay structure.

Customers First is a company that provides customer service for other companies. Small-to-medium-sized companies outsource their customer service function to Customers First, which manages all customer service for their clients through a call center and also via an online customer service center. The company works with a diverse group of clients ranging from small retail stores to larger online retailers. Customers First has grown quickly in the 5 years since Joan started the company, and now employs more than 150 customer service representatives (CSRs) and other support staff.

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The company’s quick growth has led to several problems with its compensation structure. Much of the company’s hiring has occurred in response to a new contract, and pay was set based on the current market rate for CSRs in order to attract the right talent. For example, an early client was a small retail store that needed fairly simple customer support. Four CSRs were hired and their pay was set at just slightly above minimum wage. In comparison, a more recent client required hiring 18 CSRs. The labor market was competitive at the time, and the company hired these 18 new employees at a pay rate well above what others at the company were paid. Such variance has occurred often in the hiring process, resulting in groups of CSRs at much different levels of pay for doing substantially similar work.

Deborah has heard many complaints from the supervisors about inequities in the pay of the CSRs. The supervisors are concerned that the inequities may lead to turnover among some of the staff. Deborah has examined the pay rates of the CSRs across the organization and agrees with the supervisors that there are some concerns. One particular concern is that the lowest paid group of CSRs is primarily female, while the highest paid group includes all male employees. By talking with the supervisors, Deborah has learned that there are some CSRs with different levels of responsibilities and skills, but they all hold the same job title. Deborah believes that an organization-wide job analysis and job evaluation is necessary to build an internally consistent compensation structure.

However, when she shared her recommendation with Joan, she did not receive the response she expected. Joan is resistant of the job analysis and job evaluation process as she thinks that having such a structured compensation system will limit the company’s ability to be flexible in the marketplace. Often hiring happens quickly in response to a new client contract, and they must hire the right skill set, which might vary based on the current market rates. Further, Joan suggested the entire project would be too time-consuming for Deborah and the other staff that would need to be involved. She felt their time would be better spent on other concerns such as recruiting new staff.

Then write a short paper that adequately answers the following questions:

  1. Do you think that job analysis and job evaluation will benefit Customers First? Why or why not?
  2. What is your opinion of Joan’s view on job analysis and job evaluation?
  3. What do you recommend that the compensation professionals at Customers First do? Why?

Guidelines for Submission: Your paper must be submitted as a 2- to 3-page Microsoft Word document (in addition to a cover page and references) with double spacing, 12-point Times New Roman font, and one-inch margins. Use at least three sources, which should be cited according to APA style.

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Internal Consistency at Customers First Case Study

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Internal Consistency at Customers First Case Study

Write a short paper addressing job analysis and job evaluation as they relate to employee compensation. Begin by thoroughly reading Chapter 6 the case study “Internal Consistency at Customers First” at the end of the chapter.

Internal Consistency at Customers First Case Study :

After 3 months in her new role as Director of Human Resources (HR) at Customers First, Deborah Ketson feels confident she has identified the significant HR issues at the company. She has prioritized the issues and is meeting with company president Joan Bates to make her recommendations. Deborah is prepared to discuss her top priority, which is to conduct an organization-wide job analysis and job evaluation project in order to start building a more internally consistent pay structure.

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Customers First is a company that provides customer service for other companies. Small-to-medium-sized companies outsource their customer service function to Customers First, which manages all customer service for their clients through a call center and also via an online customer service center. The company works with a diverse group of clients ranging from small retail stores to larger online retailers. Customers First has grown quickly in the 5 years since Joan started the company, and now employs more than 150 customer service representatives (CSRs) and other support staff.

The company’s quick growth has led to several problems with its compensation structure. Much of the company’s hiring has occurred in response to a new contract, and pay was set based on the current market rate for CSRs in order to attract the right talent. For example, an early client was a small retail store that needed fairly simple customer support. Four CSRs were hired and their pay was set at just slightly above minimum wage. In comparison, a more recent client required hiring 18 CSRs. The labor market was competitive at the time, and the company hired these 18 new employees at a pay rate well above what others at the company were paid. Such variance has occurred often in the hiring process, resulting in groups of CSRs at much different levels of pay for doing substantially similar work.

Deborah has heard many complaints from the supervisors about inequities in the pay of the CSRs. The supervisors are concerned that the inequities may lead to turnover among some of the staff. Deborah has examined the pay rates of the CSRs across the organization and agrees with the supervisors that there are some concerns. One particular concern is that the lowest paid group of CSRs is primarily female, while the highest paid group includes all male employees. By talking with the supervisors, Deborah has learned that there are some CSRs with different levels of responsibilities and skills, but they all hold the same job title. Deborah believes that an organization-wide job analysis and job evaluation is necessary to build an internally consistent compensation structure.

However, when she shared her recommendation with Joan, she did not receive the response she expected. Joan is resistant of the job analysis and job evaluation process as she thinks that having such a structured compensation system will limit the company’s ability to be flexible in the marketplace. Often hiring happens quickly in response to a new client contract, and they must hire the right skill set, which might vary based on the current market rates. Further, Joan suggested the entire project would be too time-consuming for Deborah and the other staff that would need to be involved. She felt their time would be better spent on other concerns such as recruiting new staff.

Then write a short paper that adequately answers the following questions:

  1. Do you think that job analysis and job evaluation will benefit Customers First? Why or why not?
  2. What is your opinion of Joan’s view on job analysis and job evaluation?
  3. What do you recommend that the compensation professionals at Customers First do? Why?

Guidelines for Submission: Your paper must be submitted as a 2- to 3-page Microsoft Word document (in addition to a cover page and references) with double spacing, 12-point Times New Roman font, and one-inch margins. Use at least three sources, which should be cited according to APA style.

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