Strategy, Planning, and Selection

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Assume for this assignment that you are being highly considered for a director-level HR management position for a best-in-class national retailer. You are in the final phase of the interview process and must respond to the interview panel regarding specific questions and scenarios that will help them determine if you are a good fit for the new role. The company’s culture is centered on the effective development of strategy, plans, and selection criteria aimed at building and sustaining a competitive and profitable organization. It will be extremely important that you respond with a strategic mindset in order to convince the organization you are able to help them ensure the execution of the business strategy.Write a six to seven (6-7) page paper in which you:Analyze different types of strategies (cost leadership, differentiation, and focus/niche) and select which one you would deem more appropriate for an “efficiency-minded” retail organization and explain your rationale. How would the selected strategy ultimately affect how HR does its job?Examine the four (4) approaches to job design/redesign and provide an example (not a definition) of each. Then, make a case to the interviewing panel on the importance of effective job design applications in supporting the overall strategic goals of the organization.Consider challenges and constraints associated with recruiting workers and identify and discuss at least two (2) issues. What advice would you give to ease your selected issues? Be specific.List and describe 2–3 candidate selection process ideas that might add value and overall effectiveness to the process. HINT: http://www.selectinternational.com/blog/bid/147051/5-Tips-for-Designing-an-Effective-Employee-Selection-System. Also, what problems should HR and management teams avoid during the selection process?Format your assignment according to these formatting requirements:Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions.Include a cover page containing the title of the assignment (with running head), the student’s name, the professor’s name, the course title, and the date. The cover page is not included in the required page length.Include a reference page. Citations and references must follow APA format. The reference page is not included in the required page length.

LASA Literature review: I already have a paper done, just need it revised to accurately fit standards

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Directions:Choose a minimum of three articles from the required reading list provided in the course and four from the Argosy University online library databases. Your selected articles should discuss some aspects of the four-frame model discussed in the course. Ensure that your selected articles reflect a blend of research that has contributed to generation of applicable theories as well as a critique and affirmation of the specific theories.Develop an introduction on the background of the topic, the four-frame model, and the purpose of the literature review.Analyze the seven articles and describe the key themes that emerge across the seven selected articles.Synthesize the material and summarize the patterns of similarities and differences regarding how each of the authors has presented each theme.Based on your analysis from the seven selected articles, conclude by explaining the importance of applying the four-frame model and its impact on successful management and leadership.Remember, a literature review is not simply a summary of the articles; it is a synthesis of the many ideas and concepts presented in the various article

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Of course there are at least two sides to the question of whether employers should monitor employees’ social media use. Employees have a right to the privacy of what they say, to whom, when, and through which channels (face-to-face, phone, or social media). Employers must also “be vigilant about ensuring that employees are not disclosing confidential or proprietary information through social media, or using it to harass other employees or engage in otherwise unlawful conduct,” says employment law attorney Christin Choi.Bolstering the argument for monitoring, Nancy Flynn, director of the ePolicy Institute, says:”It’s all too easy for disgruntled or tone deaf employees to go on to social media and criticize customers, harass subordinates and otherwise misbehave. Sometimes that can bring workplace tensions and complaints, sometimes it can damage a company’s reputation in the marketplace, and sometimes it can lead all the way to lawsuits or regulatory action.”Consistent monitoring enables companies to catch problems early, get undesirable information off-line quickly, begin damage control, and promptly discipline employees.In support of employee privacy, some argue that social media monitoring often becomes a malicious fishing expedition, a disguised means of undermining or even terminating employees inappropriately, such as to settle personal grudges. Employees also have been fired for posting nonwork-related content, such as religious or political views or bikini contests. Privacy advocates often concede that companies might be justified in snooping if they have a legitimate reason to do so, such as genuine suspicion of inappropriate conduct. But even in these instances, they argue that it is appropriate to investigate only what employees do on company computers and networks, not their use of personal devices and personal accounts.Discussion Questions/Topics:If You Made Social Media Policy at Your Employer, What Would You Do?Monitor all employees. Justify.Never monitor employees. Justify.Monitor selectively. If you select this, specify the conditions under which you would monitor, which employees, which devices, and with what frequency.Invent other options and explain.For full credit, make sure you not only post your answers to the discussion but reply to at least 2 other students.  Remember to be courteous and respectful in all of your posts.