Category: Human resources

Scenario
You are the hiring manager for a large tech company. You are in the process of recruiting new employees for a global expansion project and seeing a large percentage of females entering the tech industry over the past few years. Because of this, the CEO has asked you to put together a part of the new training guide on the rights and responsibilities relating to gender diversity in the workplace.
Instructions
Develop a section of the training guide that:
Provides an introduction of gender diversity in the workforce.
Describes any existing legal protections for gender diversity in the workforce.
What do these policies cover, and what are their limitations?
Discusses the EEOC- Equal Employment Opportunity Commission – what is it?
What is its role in protecting gender diversity in the workforce?
Explains how a company’s global expansion might affect its gender diversity strategy with example.
Illustrates why effective diversity planning is so important to a global company and what role ethics play in planning and implementation.
Provide examples of strategies for conducting business and managing a diverse global workforce.
Be sure the 2-3-page training guide section displays proper grammar, spelling, punctuation, sentence structure, and credible sources cited in APA format.

In Chapter 4 of your text on table 4.2 there are listed six leadership styles as presented by Goleman. Consider that you are preparing a presentation to your employees about leadership.  Your goal is to have them understand the differences in the six styles and explain clearly when you would use those styles. 
Your job is to prepare a 12-14 page presentation (Powerpoint) comparing and contrasting the six styles of leadership with the end goal to teach your employees about them.  In addition, include a title page, an introductory page (an agenda), a concluding page and a reference page. Each of the 12-14 pages should include notes with at least 150 – 200 words each on the notes section within Powerpoint (VIEW / NOTES). The notes reflect comments that you will use for yourself when you present this presentation to your staff.  They are your talking points.  The Powerpoint slides that employees will see while you are talking will be a summary, typically in bullet format.
The first half of your presentation will include the discussion of the six styles (one slide per style), and in the second half of your presentation, create a scenario for each of the six explaining the style that you think is most appropriate for this scenario.  (i.e. the scenario is implementing an upgraded computer program for creating travel orders – what style would you use and why). 
Use the many options for color and innovative layouts available in Powerpoint to make your presentation professional. Review the rubric. Make your presentation interesting and attractive to the audience.  Keep in mind that many people print out presentations for the table.  If you use photos or diagrams, make sure they are open source while still citing your sources.
Use APA format for this assignment. Review the supporting materials within this assignment for tips on creating a good presentation. See APA reference guides in the content section of the classroom under course materials. Find at least two other references other than your book and use the article in your presentation. Your references should have an author! Avoid quotes. Use your own words while still citing your sources.

Read the article “What Gets Measured, Gets Managed” by Witman (2018) located in the
assigned Module: Week’s Learn section.
Describe how the Wells Fargo community bank incentive plan resulted in unethical and in most
cases, illegal behavior. How did the program objective (8 products per customer) contribute to
the misbehavior of employees? Do you think that incentives for higher ranking employees (i.e.
executives of the community bank) played a part in the depth and scope of the problems?
Thinking more broadly, the plan started in 2003 and did not become exposed as a problem until
late 2016. What role could the compensation group have played in minimizing the likelihood of
cheating to earn incentives when structuring the plan? Finally, what is HR (Comp and Benefits)
moral and ethical responsibility when designing such plans?
INSTRUCTIONS
Respond to the discussion questions provided. Each assignment requires 3 – 4 full pages and
at least 5 scholarly, resources to substantiate your position in your answer. You must carefully
read the requirements below noting the expectations beforehand. These exercises are meant to
foster your comprehensive research and writing skills.
The specific requirements are as follows:
• As a graduate student, the expectation is quite high for your required quality and effort.
Your work must be written near the standard and quality of journals and other published
materials.
• Cover page, abstract, reference page, and appendices do not count toward the minimum
page length requirement.
• At least 5 scholarly sources are required.
• Use the current APA manual to ensure that you correctly cite your sources and
quotations.
• The use of sources such as Wikipedia, Investopedia, blogs, personal, consulting or
corporate websites are discouraged and will not count toward the required 5 references.
• Use of term paper or solutions-type websites is not allowed and will be treated according
to the terms of academic honesty requirements.
• Do not write in question/answer format (e.g., Using each question as a heading or
sub-heading in your paper); you will receive an automatic 30% deduction if you do.
Instead, use the questions to guide and form your paper.
Note: Meeting the minimum specifications will result in the minimum passing grade. You are
expected to provide an in-depth, analytical review of the topic. Assignments that do not meet
the minimum criteria will not receive a passing grade. 

Module 3 – Case
DEVELOPING AND REWARDING EMPLOYEES
Assignment Overview
After a Hard Day’s Work at ACME
In this Module 3 Case, you have the opportunity to delve further into the talent management function and HR’s role in it. As you may recall from the video on talent management, performance management, learning and motivating, compensation, career development, and succession planning all are contributors to building a strong talent pool.
You will learn more about two employees who have been with ACME, Inc. for two years. Andy is working as a quality assurance specialist in the plant and Ismal is an IT robotics specialist. These employees are friends and often meet outside of work with a few other ACME employees, including Henry, a new employee recently hired as an HR Staffing Specialist.
Ismal caught some movement out of the corner of his eye. It was a video on the overhead TV screen:
Seven Dimensions (2021). 4 Essentials for Compassionate Leadership. Insights and Strategies: Workplace Skills.  10:49 minute video. Available in the Trident Online Library, Films on Demand. 
“Quiet….Listen to this,” pleaded Ismal. The table of acquaintances turned to the screen. “That’s it–I make good money at ACME, but lately I feel something is missing.”
“Something is missing? Ismal, you are lucky. Many things are missing for me, ever since I got my new manager…” said Andy.
“Yep, more than one thing for me too,” said Ismal, thinking about his own lousy boss.
Your Role: You are Henry, the HR staffing specialist. Henry wants to impress his HR boss and thought “what an opportunity….I’m going to prepare a detailed plan to save ACME from losing these and other ACME star employees as well.”
Case Assignment
Prepare a 3- to 4-page actionable strategy addressing HR’s role (ACME-wide) related to employee retention. Pull in as many good HR practices as possible that Henry could employ to help in employee performance, motivation, and retention. The strategic plan that you develop for Henry to use should cover recommended actions for the organization during the next 12 months.
In addition to the background readings, find at least two high-quality additional sources from the Trident Online Library and/or from web sources to augment your plan, such as, for example, academic or industry magazine/journal articles. 
Submit your Case 3 paper by the Module 3 due date.
Note: This assignment requires a 3- to 4-page Word document (not counting the cover page or the reference page). 

Review the reward and recognition program your current employer offers its employees. If your organization does not have one or you are currently not working, please talk with a family member or close friend whose employer has a formal reward and recognition program. Otherwise, conduct online research and locate a company that has a publicized reward and recognition program that you can easily become familiar with, such as O.C. Tanner, Salesforce, Nike, Apple, and Google.
Your First Post
Please respond with at least 250 words to the following questions (there is a word counter in the text box):
What are the requirements employees must meet to be considered for a reward or recognition?
Describe the program as you understand it. For example, are there various levels of rewards or recognition opportunities?
What do your coworkers think about the current program?
What are your suggestions for changes to the current program?
Why are these changes needed?

Ford Motor Company, a global company based in Dearborn, Michigan, employs approximately 203,000 people world-wide. Its 2017 revenue topped $145.7 billion. Ford is
well into its second century…over 115 years! Not surprisingly, there have been significant changes during that time span, both internally and externally. After some tumultuous years following the most recent global recession, the company’s board of directors felt it was time for new strategic leadership. The new CEO, Jim Hackett, was tapped to replace Mark Fields, who was fired for his inability to create a clear vision for the company. Stepping into this position, Hackett said a CEO’s job is to give company employees a “point of view” so there is no confusion and no lack of direction.67 And that’s what he set out to do.
As the former CEO of Steelcase, the office furniture manufacturer, Hackett had endured environmental transitions and organizational culture changes in an industry facing many of the same issues as those in automobile manufacturing. Now, he was stepping into the challenge of leading Ford into a future that was almost as uncertain as the one that company founder Henry Ford faced. No longer would a car company be simply just a car company, but more of a mobility solutions provider. After all, we don’t purchase a car just to purchase a car, we purchase a way to solve our mobility problem…what’s going to get me from one place to another? Looking at it this way means Ford is not only vulnerable to other car manufacturers, but to ride-sharing services like Uber and Lyft, which have exploited technology solutions to the mobility problem. Hackett’s first actions? He spent his first 100 days on the job gathering information on Ford’s global business operations, brainstorming with his executive team on new business concepts, and paying a visit to a Silicon Valley EV (electric vehicle) manufacturer. His intense analysis led him to a point of view that would guide all future company goals, strategies, and plans.
What was it? “Smart Vehicles in a Smart World.” What now? Hackett has to focus not only on the future of mobility solutions, but on operational excellence. Ford will be streamlining its core business…becoming more “fit”—a term the CEO uses to describe efficiency. Hackett is preparing to shake up the company’s thinking on everything from its culture to its brands. Some of the specific strategies it’s pursuing include:
• Chariot, a ride-sharing brand Ford started in northern California. It’s a transport system with 6 to 10 riders who summon it by phone. Chariot’s “path” is plotted by where the crowd wants/needs to go.
• Looking at other forms of propulsion beyond gas, with zero emissions, and that are kind to the planet.
• Committed $7 billion toward development of more trucks and SUVs. Committed some $5 billion toward cars that run on battery power. Investing $1 billion in startup Argo AI to develop autonomous driving technology.
• Looking to slash costs by modernizing and simplifying Ford’s vehicle lineup, factories, and product-development process.
• Hired design firm IDEO to show Ford how to incorporate more “design thinking” into corporate decisions and actions.
• Entered a strategic alliance with Indian automaker Mahindra & Mahindra to explore possible areas of collaboration.
• Looking closely at global markets to decide actions to take in the South American and European markets.
As Ford executives and employees move forward in the new direction, CEO Hackett intends to be right there out front, shaking things up and offering encouragement. As the Ford’s family spokesperson and executive chairman Bill Ford said, Hackett is somebody who can “blend big strategic thinking and operational excellence.”
Address the following in your paper:
1. How is planning illustrated in this case story? How is strategic management illustrated in this case story?
2. The new CEO stated that the CEO’s job is to give employees a point of view. Explain what you think he meant by this. Why is a “point of view” so important? Support your opinion.
3.  As the new CEO, why would you want to spend time—valuable time—gathering information? Is this similar to SWOT analysis? Discuss.
4.  Communicating these new goals, strategies, and plans to employees is obviously important for guiding employee behaviors and actions. Whose responsibility is it to communicate these things? What do you think would be the best way to do this? Support your opinion.
5. Provide an update on the Ford Co. with regard to the initiatives listed above, specifically Jim Hackett and the Chariot program. What has changed within the company since this case study was written? What do these changes tell stakeholders about the direction of the company? 

Structured interviews have five prominent characteristics (see Chapter 9). As your client grows their business from a start-up to a 45-employee operation, they have asked you to help them with their interview process.
Identify the business name, type of business, and one position in the business. 
Identify the KSAOs required for the position.
Categorize the interview type that should be used for the position and explain why it should be used.
Recommend whether the interviews should be situational or experience-based.
Write two competency questions for the interview and analyze how the questions will help in hiring the right candidate.
Create a simple rating scale that the client will be able to use.
Describe why training is recommended for the interviewers.
Your assignment should be a 2 to 3 page expository essay, not including the title and reference pages, and should include the following elements:
Title page: Provide your name, title of assignment, course and section number, and date.
Body: Answer all the questions in complete sentences and paragraphs.
Your responses should reflect professional writing standards, using proper tone and language. The writing and writing style should be correct and accurate and reflect knowledge of skills and practice of the profession.
Reference page: Sources listed in current APA format.
Include a minimum of two scholarly or academic sources to support your responses and conclusions.
Use Arial or Times New Roman 12-point font, double-spaced and left-aligned.
Use standard 1″ margins on all sides.
Use current APA formatting and citation style.

Introduction:
Effective recruitment can lead to successful retention of employees. Since it is costly to lose trained and experienced employees, it behooves the human resource professionals tasked with recruitment and selection to create successful processes and strategies to keep the talent within the organization.
In this assignment, you will read the fictional scenario and examine some of the factors influencing employee recruitment and retention by addressing the checklist items.
Scenario (fictional):
Bree’s Bakery started in 2021. Currently, they have 40 employees in their Midwest facility. The company, founded by Chef Bree, was started with the following mission and vision statements:
Mission: We are the area’s premier bakery.
Vision statement: We provide our customers with an unparalleled product and experience.
The human resources function has been outsourced until recently when they hired you as the new HR Director. You have looked at their metrics and determined that their turnover rate is high, even for the industry. You start investigating to see what might be happening. You look at the wages, which appear to be standard for the area, although there are no other benefits except for 10 days of paid time off (PTO) per year. The website looks like a template for a simple website you determine to be boring, with little or no information, except a list of their bakery items, pricing, address, cell number, a way to prepay online, and a few reviews. You realize the prices are very high. The clientele is mostly wealthy private clients and employers who use the bakery items for meetings with their clients.
Curious, you then go to the database to look at the statements made by employees who answered an exit survey as to why they left the company. They all stated in various ways that the company fell short of the founder’s vision. You get to work to determine the following:
Checklist:
In an informative essay, analyze three factors that might impact attracting (recruitment) and retaining employees (retention) at this company.
Provide a description for each factor and examine how the factor influences recruitment and retention.
For each of the three factors, identify a strategy that Bree’s Bakery can use to impact employee retention positively.
Your assignment should be a 2–3 -page paper, not including the title and reference pages, and should include the following elements:
Title page: Provide your name, title of assignment, course and section number, and date.
Body: Answer all the questions in complete sentences and paragraphs.
The assignment must be written in Standard English and demonstrate superior organization, including a highly developed viewpoint and purpose.
The communication of your thoughts must be highly ordered, logical, and unified, displaying exceptional content, organization, style, and mechanics (including the use of correct grammar, punctuation, and sentence structure).
Reference page: Sources listed in current APA format.
In addition to the APA Ethics Code, include a minimum of two scholarly or academic sources from the PG Library to support your responses and conclusions.
Use Arial or Times New Roman 12-point font, double-spaced, left-aligned.
Use current APA formatting and citation style

Remember – your answers must be founded (and based on/cited to) the readings or your other research.
You may use that informa�on to inform your answer but, remember, this is a writen research-based paper
and NOT an opinion piece or essay in the absence of research.
You’ll answer each of the 4 items below as writen paragraphs with their own sec�on headers. Each answer
should be no less than one page, and more than two pages, of writen (double-spaced) text – excluding
any graphics or tables you may (or may not) choose to add. See the instruc�ons for addi�onal informa�on
on the wri�ng style and forma�ng requirements.
Do NOT write this as a Q&A.
As a paper, it will consist, of course, of a �tle page, an Introduc�on sec�on and wri�ng, a Conclusion sec�on
and, in between, addi�onal wri�ng around the various content and its sec�on headers. References go at
the overall end. All these topic headers are bold and centered. And everything is double spaced. See the
Doc and PDF paper templates/examples under Addi�onal resources.
And as always, be sure to have your name on the le� side of the file name before uploading, and on the
�tle page, and a low turn it in score. 

Introduction
Human resource leaders
have the unique title and role in an organization. One important way to learn
about leadership is to learn from conversations with, and observations of,
practicing leaders. This balances academic theory with the practical applications
of experienced human resource leaders.
Learning from others is
a key tool in the development of leaders. While textbooks and publications can
advise you, they cannot replace the experiential information from others. The
focus of this assignment is understanding leadership from the human resource
perspective. In this assignment, you will conduct an informational interview
with a human resource professional and write a paper discussing your findings
from that interview. The assignment focuses on understanding your interviewee’s
perspective on the human resource leadership role and evaluating the
information obtained from this interview as you consider your approach to human
resource leadership.
Scenario
You work in the Human
Resources department and your goal is to be promoted to higher levels of
leadership in the human resource profession. In order to understand how you
need to develop your skills for advanced leadership positions, you decide to
conduct an informational interview with a human resource leader.
Leadership Development Challenge
For this leadership
development challenge, you will conduct an informational interview that focuses
on a human resource leader whose primary role is being a strategic partner to
people and organizations from a human resource capacity. This interview will
balance the academic theories addressed in your Week 2 assignment with the
practical applications of experienced human resource leaders.
Your quest for the
practical side of human resource leadership should include the following
elements:
·      
Learn about a human resource leader’s role and the challenges and opportunities
they face as a leader and as a manager.
·       Analyze the ways in which a
leader influences people and organizations as a strategic partner.
After
conducting your interview you will summarize your findings and incorporate
ideas from your interview into your personal understanding of leadership.
Instructions
Conduct
an informational interview with a human resource professional in which you
explore the leadership side of human resources.
Write a 4–5 page paper
which outlines your informational interview with a human resource leader.
Explain the leader’s role and unique perspectives of human resource leadership.
You will also analyze how this advises you on your own perspectives of being an
effective human resource leader. Your paper should be well organized and cover
the following elements.
·      
Introduction.
·      
Describe the leader’s
position and role in the human resource function.
·      
Examine the leader’s
philosophy and approach for being an effective leader and strategic partner. Be
sure your interview covers the following facets of leadership and management:
o  
The challenges and
opportunities of the interviewee as a human resource leader, and how that
differs from their role as a human resource manager.
o  
The leader’s approach to
influencing people and organizations as a strategic partner.
o  
The leader’s advice for
being an effective leader.
Analyze how the leader applies leadership theories to support human
resource outcomes. Be sure to cover the following elements.
How theories of leadership did or could apply to the interviewee’s
role and responsibilities.
How theories of leadership resonate with you after the interview.
Analyze how key interview findings inform your own personal
philosophy of human resource leadership.
How do insights from the interview connect to your own leadership
behavior?
How do insights from the interview impact your leadership
development journey?
Conclusion.
Additional Requirements
·       Length: 4–5 typed,
double-spaced pages, plus the cover and resources pages.
o   The first page should be a
cover sheet with your name, the course number, assignment title, and date. No
other information is required on this page.
o   The last page should be the
reference list.
·       Organization: Make sure your
assignment writing is well organized, using headings and subheadings to
organize content for the reader.
·       Resources: Use 2–3 references
and include both trade publications and peer-reviewed articles to support your
assertions with data and in-text citations.
·       APA formatting: Resources and in-text
citations are formatted according to current APA style and formatting.
·       Written communication:
Develop flow with organizational tactics which recognize
relationship between the main topic and subtopics.