Two Discussion Questions, Respond To Classmates

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Please see attached file for instructions and Figures from book.

 

 

Weekly Lecture:

HR adds value to an organization by being an active participant in helping establish the strategic goals, crafting a viable mission statement and aligning its activities with the vision of the organization.  Additionally, HR can assist in establishing core values to ensure employees understand the organizational expectation of how to uphold themselves in the workplace.   Evaluating employees or performance management is one of the essential functions of HR.  Performance Management is the “continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning their performance with the organization’s goals” (Dressler, 2013).  Another goal of performance management is to promote and improve employee effectiveness.  It is a continuous process where managers and employees work together to plan, monitor and review an employee’s work objectives or goals and his or her overall contribution to the organization.  Organizations need a performance evaluation process that manages performance which is in direct correlation to the overall organizational mission, vision and values.  Though this feedback should be provided in a formalized process, it should also be provided on a consistent basis and documented accordingly throughout the year.  This can take place during informal meetings and conversations with a supervisor and can be both positive or negative.  Furthermore, the performance evaluation plan needs to provide equitable rewards to employees with a good evaluation. Providing a reward system will also hold employees accountable for completing their job duties and responsibilities well.  Overall, an HR performance management plan should support and further the larger organizational goals.

Organizational change is another element utilizing the knowledge and skill of the Human Resources professional. Along with organizational change comes training and development of employees. Organizations that change and do not allow for further development of employees, will not be competitive.  Therefore, with organizational change should come organization and employee improvement.  Training and development provides a means for organizations to invest in their employees by increasing their skills and knowledge. An argument against training and development is that it takes an employee away from their current work responsibilities which can cost the organization time and money. However, this short-term issue is outweighed heavily by the overall benefits that training and development provide to the employee as well as the organization. For example, training and development will provide an improved skill and knowledge base to provide the employee the ability to perform their job better than before. It can also build employee confidence.  Confidence alone can increase employee performance and satisfaction. Lastly, training and development can provide the employee the means to grow within the organization.  Organizations need to remember that employees learn at different paces and should act accordingly during the training process.   

Overall, performance evaluation processes as well as training and development are key components to the employees and the organizations success.  Organizations need to have appropriate procedures in place to have a fair evaluation process as well as opportunities for training and development.

Please watch Performance Management (Links to an external site.), which will provide an overview on performance management.

References

Dessler, G. (2013). A Framework for Human Resource Management (7th ed.). Upper Saddle River, NJ: Prentice Hall.

Gregg Learning. (2016). Performance Management. Retrieved from https://youtu.be/UmKa4OVKT8I.

Information System Strategic Planning

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Signature Assignment Description/Directions: Presentation

Information technology captures, stores, manages, or transmits information related to individuals or the activities of an organization.  Information systems include operational and technical systems, administrative systems for managing clients for organizations to improve their efficiency and effectiveness and financial systems for tracking revenue and managing billing systems. The use of information technology is viewed as essential in today’s industry. For this presentation, the learner will:

  • Select one organization for this assignment then list and discuss 3 or more efficiencies offered by information technology in that selected setting
  • Compare and contrast 2 commercially available information technology systems available to the selected setting
  • Identify and discuss 5 or more implementation considerations that the organization should consider when adopting an information technology system
  • Explore 2 or more emerging trends in information technology that will influence service delivery in the selected sector
  • List and discuss 3 or more considerations and leaderships’ role in driving technology decisions in organizations

This PowerPoint® (Microsoft Office) or Impress® (Open Office) presentation should be a minimum of 20 slides, including a title, introduction, conclusion and reference slide, with detailed speaker notes and recorded audio comments for all content slides. Use at least four scholarly sources and make certain to review the module’s Signature Assignment Rubric before starting your presentation. This presentation is worth 400 points for quality content and presentation.

 

Hebda, T., & Czar, P. (2013) Handbook of Informatics for Nurses and Healthcare Professional (5th ed.).  Upper Saddle River, NJ: Pearson Publishing.  ISBN: 9780132574952

 
 
 

HR Class

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In the video Managing Difficult People Effectively (Links to an external site.), it was expressed that managers who focus on themselves rather than trying to change the difficult employee achieve more positive results. Kane offers three actions that managers can use to deal with difficult people.

After watching the video, identify and describe how a manager might apply Kane’s position to managerial communication at the:

  • interpersonal      level in a performance review
  • team      level to promote effectiveness and productivity
  • organizational      level to promote business unit change

apa format and scholarly articles for reference.

Analyze the organization and develop a set of HRM practices that help align HR practices to the firm’s strategy.

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Final Project

You work for a HR consulting company and an organization (the same company you have been writing about during this course) “Amazon”  has hired your firm to conduct an HRM analysis and make recommendations to better align HR practices to the key business initiatives of the company. In order to accomplish the goal:

  • Analyze the organization and develop a set of HRM practices that help align HR practices to the firm’s strategy. (Keep in mind the firm’s overall strategy in regards to Porter and Snow and White’s theories)  Develop a 3200-3500 word research paper (not including the title and reference pages).  Your paper should also:
  • Identify the firm’s history, strategy, market position, and specific area of alignment.
  • Provide job pricing and compensation package for 3-4 key positions in the organization.
  • Describe and analyze the current and targeted HR work processes as well as the respective knowledge, skills, and abilities (KSAs) required to achieve the organization’s objectives.
  • Incorporate a discussion of relevant technology considerations to achieve work output in the context of the organization’s goals.
  • Provide a discussion of the labor market and the appropriate labor law context.  Identification of companies that are preparing to address any legal or regulatory changes..
  • Prescribe a set of HRM recommendations, specifically tailored for the selected firm. Insert a table with deliverables, accountable people and a timeline for the recommendations.
  • Describe other HRM issues as applicable.

In addition to the requirements above, your paper:

  • Must be double-spaced and 12 point font
  • Must be formatted according to APA style
  • Must include a cover page that includes:
    • Title of paper
    • Student’s name
    • Course name and number
    • Instructor’s name
    • Date submitted
  • Must include an introductory paragraph with a thesis statement
  • Must conclude with a restatement of the thesis and a conclusion paragraph
  • Must reference at least eight scholarly resources
  • Must include a reference page written in APA format.

Carefully review the Grading Rubric (Links to an external site.) for the criteria that will be used to evaluate your assignment.

 

 

Total Possible Score: 25.00

Identify Important Components of the Organization

Total: 5.00

Distinguished – Meticulously and comprehensively identifies the important components of the organization.  Excellent attention to detail.  Important components such as history, strategy, market position, and compensation packages are discussed. 

Proficient – Effectively identifies the important components of the organization.  The discussion provides some important components, but is missing one or more minor details. 

Basic – Adequately describes the important components of the organization.  The discussion lacks examples and detail. 

Below Expectations – Insufficiently describes the important components of the organization.  While some components of the organization are mentioned, the important components are missed. 

Non-Performance – The identification of important components of the organization is either non-existent or lacks the components described in the assignment instructions.

Describe and Analyze Current and Targeted Work Processes

Total: 5.00

Distinguished – Provides an insightful description and analysis of current and targeted work processes for the organization.  Relevant and valid statements about the work processes are presented with exceptional examples. 

Proficient – Provides a description and analysis of current and targeted work processes for the organization.  Valid information about the processes is provided, but some ideas are not fully developed. 

Basic – Provides a brief description and analysis of the current targeted work processes for the organization.  Information about the work processes is presented, but the information is irrelevant and/or undeveloped. 

Below Expectations – Attempts to provide a description and analysis of the current and targeted work processes for the organization.  The description and analysis is missing for either the current or targeted work processes.  

Non-Performance – The analysis of current and targeted work processes is either non-existent or lacks the components described in the assignment instructions.

Relevant Technology and the Labor Market

Total: 6.00

Distinguished – Clearly and comprehensively discusses the relevant technology, as well as the labor market.  The discussion provides detailed and relevant information. 

Proficient – Sufficiently discusses the relevant technology and labor market.  The discussion is missing some details that are relevant to fully understanding the organization. 

Basic – Briefly discusses the relevant technology and labor market.  The discussion is missing several details that are relevant to fully understanding the organization.  Specific technology examples are limited. 

Below Expectations – Fails to provide an adequate discussion of the relevant technology and labor market.  The discussion may be missing one or both of these required components.  Specific examples are not provided. 

Non-Performance – The discussion of relevant technology and labor market is either non-existent or lacks the components described in the assignment instructions.

HRM Recommendations

Total: 5.00

Distinguished – Prescribes a thorough and comprehensive set of HRM recommendations for the selected organization.  The recommendations are specifically tailored for the selected organization with exceptional detail. 

Proficient – Prescribes an appropriate set of HRM recommendations for the selected organization.  The recommendations are appropriate for the organization, but are missing one or more minor details. 

Basic – Prescribes a limited set of HRM recommendations for the selected organization.  The recommendations are not tailored to the specific organization. 

Below Expectations – Attempts to provide a set of HRM recommendations, but fails to tailor the information to the selected organization.  The recommendations are not relevant to the organization and are not supported by specific examples. 

Non-Performance – The HRM recommendations are either non-existent or lack the components described in the assignment instructions.

Critical Thinking: Explanation of Issues

Total: 1.00

Distinguished – Clearly and comprehensively explains in detail the issue to be considered, delivering all relevant information necessary for full understanding.

Proficient – Clearly explains in detail the issue to be considered, delivering enough relevant information for an adequate understanding.

Basic – Briefly recognizes the issue to be considered, delivering minimal information for a basic understanding.

Below Expectations – Briefly recognizes the issue to be considered, but may not deliver additional information necessary for a basic understanding.

Non-Performance – The assignment is either non-existent or lacks the components described in the instructions.

Written Communication: Content Development

Total: 1.00

Distinguished – Uses appropriate, pertinent, and persuasive content to discover and develop sophisticated ideas within the context of the discipline, shaping the work as a whole.

Proficient – Uses appropriate and pertinent content to discover ideas within the context of the discipline, shaping the work as a whole.

Basic – Uses appropriate and pertinent content, but does not apply it toward discovering or developing ideas. Overall, content assists in shaping the written work.

Below Expectations – Uses content, though it may be unrelated or inappropriate to the topic. Content does not contribute toward the development of the written work, and may distract the reader from its purpose.

Non-Performance – The assignment is either non-existent or lacks the components described in the instructions.

Written Communication: Control of Syntax and Mechanics

Total: 0.50

Distinguished – Displays meticulous comprehension and organization of syntax and mechanics, such as spelling and grammar. Written work contains no errors, and is very easy to understand.

Proficient – Displays comprehension and organization of syntax and mechanics, such as spelling and grammar. Written work contains only a few minor errors, and is mostly easy to understand.

Basic – Displays basic comprehension of syntax and mechanics, such as spelling and grammar. Written work contains a few errors, which may slightly distract the reader.

Below Expectations – Fails to display basic comprehension of syntax or mechanics, such as spelling and grammar. Written work contains major errors, which distract the reader.

Non-Performance – The assignment is either non-existent or lacks the components described in the instructions.

APA Formatting

Total: 0.50

Distinguished – Accurately uses APA formatting consistently throughout the paper, title and reference page.

Proficient – Exhibits APA formatting throughout the paper; however, layout contains a few minor errors.

Basic – Exhibits basic knowledge of APA formatting throughout the paper.  Layout does not meet all APA requirements.

Below Expectations – Fails to exhibit basic knowledge of APA formatting.  There are frequent errors, making the layout difficult to distinguish as APA.

Non-Performance – The assignment is either non-existent or lacks the components described in the instructions.

Written Communication: Word Requirement

Total: 0.50

Distinguished – The length of the paper is equivalent to the required number of words.

Proficient – The length of the paper is nearly equivalent to the required number of words.

Basic – The length of the paper is equivalent to at least three quarters of the required number of words.

Below Expectations – The length of the paper is equivalent to at least one half of the required number of words.   

Non-Performance – The assignment is either nonexistent or lacks the components described in the instructions.

Resource Requirement

Total: 0.50

Distinguished – Provides ample resources and uses the correct amount of sources from the specified search agent.

Proficient – Provides the approximate number of sources, while using some of the correct search agents specified in the assignment instructions.

Basic – Provides over half of the  sources required in the assignment instructions.

Below Expectations – Barely provides adequate resources and unable to include sources from specified search agent.

Non-Performance – The assignment is either non-existent or lacks the components described in the instructions.