Category: Human resources

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.

Module 2 – SLP
ACQUIRING AND RETAINING TALENT
Overview
Signature Assignment: Written Communication, Reinforced level
In this assignment, your written communications skills will be assessed. The written communications rubric will be useful for this purpose. In the course MGT302, written communication skills were assessed at the “introduced” level. In MGT407, they will be assessed at the “reinforced” level. Finally, in MGT491 your written communication skills will be assessed at the “mastered” level. The grading rubric for written communication at the undergraduate level has been developed to measure student success in meeting the MGT407 Case 3 expectations. Rubrics for the other two courses are included in their respective assignments.
In an interview with Dr. Edward Hallowell, Harrison (2011) discussed Hallowell’s Cycle of Excellence as a five-step process that managers can use to foster high performance in their organizations.
According to Hallowell, to manage employees, managers must first employ them, which is the first step—(1) Select.
(2) Connect is the next is to determine if a new employee fits into the organization.
The next two steps, (3) Play and (4) Grapple and Grow, go together because they are actions taken by employees along with their managers. These growth opportunities go a long way to increase job satisfaction and productivity levels.
The final step, (5) Shine, occurs when managers recognize employees for a job well done. 
Reference: Harrison, J. (2011, March). Interview with Edward M. Hallowell, MD, author of Shine: Using brain science to get the best from your people. Human Resource Management International Digest, 19(4), 43-45. Available in the Trident Online Library. 
Use the following search terms in the library search box: Human Resource Management International Digest Interview with Edward M. Hallowell. The article should appear. Click on either ‘full text” or “Full text-PDF”).
Assignment
Draw on the material in the background readings and conduct additional research to prepare a magazine article in which you:
Briefly analyze the five steps of the Cycle of Excellence and use it as a springboard to create your own cycle of excellence.
Develop your own cycle of excellence and explain its steps. Your cycle should show creativity and critical thinking and consideration for diversity/equity/inclusion.
Discuss how the cycle of excellence you have developed is the optimum approach for managing human capital.
The magazine article you are writing should be similar to an article you might find in TD: Talent Development (magazine of the Association for Talent Development) or in HR Magazine (magazine for the Society for Human Resource Management, SHRM). Both are found in the Trident Online Library, and samples found on their respective websites.
Utilize at least three other reference sources to build your article. Cite sources within your paragraphs and include them in a references list at the end of your article. (Note: Even though practitioner magazine articles at times do not cite sources or have a reference section, they are needed for our academic purposes. See the Introduction to APA 7th Edition for additional information.
Include a cover page and a reference page. 
Note that the deliverable for this assignment is not an essay paper, but rather a journal article formatted like other published journal articles. (Most articles are written in columnar form, with some color and graphics to provide visual appeal. The more interesting the article is the better.)
Citation and reference style instructions are available at https://owl.english.purdue.edu/owl/resource/560/10/. Also see Trident University’s Introduction to APA 7th Edition
You will find the following useful as you critique sources:
Cornell University. (2015). Critically analyzing information sources: Critical appraisal and analysis. Retrieved from http://olinuris.library.cornell.edu/ref/research/skill26.htm
Cornell University. (2014). Evaluating Web sites: Criteria and tools. Retrieved from http://olinuris.library.cornell.edu/ref/research/webeval.html
Submit your 3- to 4-page paper (not counting the cover page and reference page) to the drop box by the Module 2 due date.

Module 2 – Case
ACQUIRING AND RETAINING TALENT
Signature Assignment: Information Literacy, Introduced level
In this assignment, your information literacy skills will be assessed at the “introduced” level. The information literacy rubric will be useful for this purpose. In MGT411, they will be assessed at the “reinforced” level. Finally, in MGT491, your information literacy skills will be assessed at the “mastered” level. The grading rubric for information literacy at the undergraduate level has been developed to measure student success in meeting the MGT407 Case 2 expectations. Rubrics for the other two courses are included in their respective assignments.
Assignment Overview
Taking a strategic approach to HR, managers anticipate the future supply of and demand for employees and the nature of workforce issues, including the retention of employees. These factors are considered when recruiting applicants for job openings and making the best selection decisions possible.
Being able to recruit and retain the “best” employees has been a challenging task for HR managers. The “best” employees are not necessarily the most qualified individuals (e.g., those with the most education or work experience); they are the individuals who provide value to an organization, complement the organization, understand and embrace the organization’s mission, help build an inclusive workforce, and fit the culture of the organization. This quandary is a result of a number of different variables such as job satisfaction, organizational commitment, job performance, motivation, and workplace compatibility.
Furthermore, contemporary HR managers are also tasked with contributing to peak performance initiatives because of escalated global demands and competition.
Another important function related to staffing that should also be considered is building a diverse, inclusive, and equitable workforce.
Case Assignment
In this assignment, assume you work for a consulting firm and have been tasked to help fill a position for a client company. The company is a private-sector business located in your home state. (You may choose a position that is most interesting to you to write about.)
Seek out the latest edition of the Occupational Outlook Handbook (https://www.bls.gov/ooh/ ) or Indeed.com and research your chosen position. Assume that this is the position you need to fill for this assignment.  
After you have identified a position of your choice, review each of the sources listed below:
Roberts, M. (2020). How to post a great job listing. The Balance Careers. https://www.thebalancecareers.com/what-information-is-included-on-a-job-posting-1669554
Rozsa, Z., & Machova, V. (2020). Factors affecting job announcement competitiveness on job listing websites. Journal of Competitiveness, 12(4), 109-126.  
Also review parts 2.3, 2.4, and the Conclusion regarding the content of job announcements and the job pursuit intentions of candidates. Available in the Trident Online Library.
Create a one-page recruitment flier to announce the industry-specific opening for the position you are examining. The recruitment flier you prepare should be high quality with zero errors. Creatively match the flier design to the client’s industry (include color and graphics for a visual appeal).
You will also be preparing a 3- to 4-page essay, not counting the cover page, references page, or fliers in the appendices.
Appendix A: Provide your newly created recruitment flier as Appendix A in your essay and give your appendix a customized title. Cite its reference information on the same page. Appendices should follow the references page.
Include the following sections in your essay:
Introduction: Provide a good introduction of what your paper will cover. Include an assignment title at the top of the page (as well as the same title placed on the cover page). However, do not include a heading for the introduction section.
Comparing Recruitment Fliers: (provide a heading of your choice).
Next, after you have created your own job flier, go to the latest edition of the Occupational Outlook Handbook (https://www.bls.gov/ooh/ ) or the Indeed website and research the same or a very similar position. Note in a compare and contrast fashion the differences and similarities of the two job announcements/recruitment fliers in your paper. Use a table created in Word for your compare and contrast section. Refer to the table discussing the contents. 
Identify characteristics of each:
Critique how diversity, equity, and inclusion is addressed in your own recruitment flier as compared to the job announcement you found. Should diversity, equity, and inclusion be built into a recruitment flier? If so, how?
What other characteristics are in the announcement you created, but not in the one you found?
What other characteristics are in the one you found but not in the one you created?
Would you change your own announcement to incorporate any of the differences? Why or why not? Be specific.
Appendix B: Submit a copy of the job announcement you found (from either OOH or Indeed) as the second appendix of your essay. Give your appendix a customized title and cite its reference information on the same page. Appendices should follow the references page.  
Recruiting Strategy: (provide heading of your choice).
Explain what recruiting strategies you would employ to find candidates qualified for this opening for your client company. 
If your recruiting flier failed to turn up an acceptable number of qualified candidates for your client, would you implement an additional recruitment strategy to accompany your recruitment flier? Explain in detail what you would do to improve the number of qualified candidates who expressed interest.
Selection Characteristics: (provide heading of your choice).
Describe the three most important characteristics an individual must have in order to be hired for this job. Explain why.
Conclusion: Wrap up your essay with a few summary statements of findings you discovered while completing this assignment.
Support your work by using at least two high-quality references from the Trident Online Library not listed in this course.
Note: 
The grading rubric for information literacy at the undergraduate level assesses student success in meeting the MGT407 Case 2 expectations related to information literacy.
Visit Trident’s Introduction to APA 7th Edition for instruction on writing papers, citing sources, and proper referencing.
Submit your 3- to 4-page essay in the drop box by the Module 2 due date. (This page count does not include the cover page, reference page, or fliers in the appendices.)

Purpose
To assess your ability to:
Analyze the intricacies of workplace privacy.
Examine the proper monitoring and surveillance of employees.
Analyze the process for investigating employee conduct.
Action Items
Review the guidelines for discussions from Module 2 Discussion.
Based on the first letter of your last name, research your assigned topic.
A-H: Scenario. Read Chapter Question 3 on page 632 and answer the questions at the end.
I-P: Privacy. Read Chapter Question 6 on page 633 and answer the questions at the end.
Q-Z: Workplace Privacy. Read Chapter Question 11 on page 634 and answer the questions posed.
Prepare a response to your assigned topic. Your response is to be 200-300 words in length and include at least two references.
do Q-Z workplace privacy