Human Resource Management

I included both the term paper guidelines as well as the chapter notes which includes a summary on my topic I am wanting to do. The paper subject is a in-depth report on Drug Testing in the workplace.

In Module 3, you completed the “This isn’t Monkey Business” activity, which allowed you the opportunity to practice.  In Module 4, the Survey Questionnaire Review outlined the requirements needed to develop a qualitative survey questionnaire. Now, it’s time to apply that knowledge by creating a survey questionnaire as outlined in Module 4.Overview:Using the skills obtained this week, you will design a short survey qualitative questionnaire (no more than 2 pages). The survey questions should focus on your topic of interest and include questions that could be used as variables for analysis in a qualitative research study. This is a survey questionnaire for practice only and will not be implemented in any human subject’s research project.Requirements:Your survey questionnaire must:•    have at least 5 questions, not including screening and demographic questions.•    be no more than 2 pages in length.You may have screening questions to be sure the respondent meets the criteria for inclusion in your study. Demographic questions include age, race, gender, sexual orientation, etc. You will need to include those if it relates to your topic. Remember you are NOT going to implement this survey.

You will create this assignment following the Assignment Detail instructions below.Review the tutorial How to Submit an Individual Project.Assignment DetailsHuman resource managers are largely responsible for creating and managing the workforce policies and guidelines of an organization. By encouraging both the leadership of an organization and employees, they acknowledge and comply with the organizational policies. Additionally, the human resource management (HRM) team ensures that the organization’s workforce policies align with the corporate mission and goals, ultimately resulting in the organization’s ability to attract and retain a diverse workforce.Imagine you have just started working as the HR manager for a new start-up company. You have been asked by the president of the company to create an employee handbook. Watch the following video:Creating an Employee HandbookOnce you have watched the video, write a minimum 3-page analysis that answers the following questions and supports your plan for creating an employee handbook for your organization.Identify in your plan a minimum of 3 points from the questions answered that support your strategy.Deliverable Requirements: 10 questions from the videoWhy is it a good practice to have an employee handbook?Can an employee handbook be considered a risk management tool? Why or why not?What is a culture-first employee handbook and should that type of handbook be considered in your plan?Define the term code of conduct.Which type of conduct rules in an employee handbook are most frequently challenged by the National Labor Relations Board (NLRB)?Are employee handbooks meant to deal with contractual or legal employee privileges? Explain your response.What is the most commonly litigated wage and hour violations and why?Who do you recommend within the organization assist with the final development and creation of the employee handbook and why?How do you plan to bring your handbook to life to your employees?Why is it an advantage to have an online version of your employee handbook?Submitting your assignment in APA format means, at a minimum, you will need the following:Title page: Remember the running head. The title should be in all capitals.Length: 3 pages minimumAbstract: This is a summary of your paper, not an introduction. Begin writing in third person.Body: This begins on the page following the title page and abstract page and must be double-spaced (be careful not to triple- or quadruple-space between paragraphs). The typeface should be 12-pt. Times Roman or 12-pt. Courier in regular black type. Do not use color, bold type, or italics, except as required for APA-level headings and references. The deliverable length of the body of your paper for this assignment is 3 pages. In-body academic citations to support your decisions and analysis are required. A variety of academic sources is encouraged.Reference page: References that align with your in-body academic sources are listed on the final page of your paper. The references must be in APA format using appropriate spacing, hanging indent, italics, and uppercase and lowercase usage as appropriate for the type of resource used. Remember, theReference page is not a bibliography but a further listing of the abbreviated in-body citations used in the paper. Every referenced item must have a corresponding in-body citation.Assignment ObjectivesExamine the role Human Resource Managers (HRM) play in the development and implementation of employee policies within an organization.

You are a HRIS consultant working for one of Big Four Accounting firms in their Human Capital Consulting Practice. Your client is a mid-level bio-tech company. Your company is a threshold technology company in the biotech industry. Your current workforce consists of: Executive Management and Senior Management 30 Professional / Technical Personnel 265 Scientists 20 Professional / Administrative Personnel 152 Manufacturing Personnel (non-exempt) 275 Non-manufacturing personnel (non-exempt) 75 Total workforce: 817 You have been retained by the Vice President (VP) of Human Resources (HR) of this company to recommend to the company an optimum (the Best Fit) HRIS and Payroll system that would be appropriate for the concerned company. This company is currently using ADP as the outsourced payroll service and a paper based model for all their HR administra­tive process. The VP of HR would like your expertise to recommend to the company an integrated Payroll and HRIS system that would be appropriate for the company and fit the company’s needs. The company does not want to outsource any Payroll to HR Administrative Processes. Your task in this consulting assignment is to recommend to the VP of HR two to three HRIS/Payroll integrated systems that the VP can include in her final due diligence before she selects the “right” system for the company. The specifications and features that are her musts are the following: – Automation of HR Administrative processes. – A Compensation Administration module. – A Benefits processing module. – A Performance Management processing module. – A Training and Development Administration Module. – An Applicant Tracking Module. – Payroll processing with a HR Integration Interface. – A Time and attendance tracking module. – An appropriate report generation feature with both custom reporting and standard reporting features. In summary, she wants to find a single system that fulfills the company’s payroll processing needs and also satisfies the HR department’s needs for automating all regular HR administration processes. Your task as a consultant is to do a thorough web based research study to find and recommend to the VP two off-the-shelf purchasable turn-key hybrid Payroll/ HRIS system suitable to satisfy the wants of this company The paper should be written as though you were giving it to the VP of HR. It should be clear, concise and well researched. Writing should be professional and clean without the use of unexplained acronyms or slang terms. Remember in your project work you have address the cost of purchase which should include the cost of customization to convert the off-the-shelf purchased system into a ready to use turn-key HRIS/Payroll integrated solution for the company. Also, training costs of current employees in the use of the new system should be included. There are hundreds of systems in the market and therefore the VP of HR needs your help to narrow down the options to TWO short-listed HRIS / Payroll vendors that would provide your client the highest value and return on investment. Start your web research by using the search term “HRIS” on a search engine such as Google and review the findings. You will find other sources in the Course Research page. Use the link to HRIS Vendors found in Webliography and research different HRIS vendors. Remember, the VP of HR must justify the purchase and implementation of the HRIS system to her boss – the CEO. This justification must be done using the Return on Investment (ROI) logic. The ROI of HR programs usually explains the financial return for investing in a program, process, or initiative. ROI is usually developed for HR Initiatives by calculating the benefit (return) of an investment and dividing by the cost of the investment. The result being expressed as a percentage or ratio. So, the ROI Calculation can be done by the following formula. ROI = Net Project Benefits divided by Project Costs. So, say the Cost of project is $250,000 and Benefits of project (1st year) $310,000. Then the ROI will be equal to, $310,000-$250,000/$250,000 = 0.24 x 100 = 24%. It is understood that most of the benefits of a HRIS system is in the following, 1) processing time saved, 2) increased productivity, 3) savings in staff costs and 4) increased employee satisfaction. The cost of investment can be calculated direct by recognizing the, 1) cost of the software, 2) the cost of implementation consulting and 3) the cost IT staff who will be engaged to customize the software for the company. It is also understood that some of dollar value of the benefits is not easily quantifiable. To summarize, your task for this Project is to research the literature on the ROI HRIS Investments. There is a lot of material on this subject on the web. After you have done the research you need to write a paragraph and some rationale that the VP of HR can use to justify this HRIS investment to the CEO who would have to approve this cost outlay. Please review the grading rubric below to ensure you meet all of the criteria to maximize your final grade.

Please answer the following questions. Students will provide a summary of the key lessons learned during the negotiating process of this course as well as a reflection on the other course outcomes. Below are specific points to include in the paper:Questions to answer•    What is the role of management and unions in society today? How has this changed in the last 100 years?•    How does the history of unions and the collective bargaining process impact negotiations today? What are some of the current trends or problems in labor relation practices?•    Would this negotiation process differ if it involved a public compared to a private-sector union? Please explain.•    How has this exercise increased your understanding of the collective bargaining process?What is your assessment of the value of mediation and arbitration in this process?•    Explain the value of the various organizational leadership competencies (communication, problem solving, teamwork, analytical skills, legal and ethical practices, strategic approach, and research) that are important to be successful in this type of negotiating process.

In this assignment you have the opportunity to look at employee voice and protections and restraints on that voice.Prepare a PowerPoint presentation (10-12 slides, not counting the cover slide or the references slide). Your presentation should include at least two of the following: tables, charts, pictures, drawings, or other visuals. (For example, you may want to include two tables, or one table and a pie chart.) These visuals should provide important information to significantly enhance your presentation. Be sure to explain the visuals to your audience. The presentation is being conducted on the shop floor and is being specifically directed to first-line supervisors and must stipulate what employees can and cannot openly say about their coworkers, supervisors, and employer. Cover how the term “protected concerted activities” affects workplaces.You may choose which is more effective for your presentation— provide speaker notes (at the bottom of each slide), or record your actual voice over the slides.Include at least 4 additional sources to help strengthen your discussion.Please upload your paper by the module due date.Assignment ExpectationsDemonstrate critical thinking and analysis of the relevant issues and HRM actions, drawing on your background reading and research.Information Literacy: Evaluate resources and select only library/Web-based resources that provide reliable, substantiated information.Give authors credit for their work. Cite sources of borrowed information in the body of your text as footnotes or numbered end notes, or use APA style of referencing.

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 placed in the Dropbox by the assignment deadline. Quoted material in this assignment should be <5%.Assignment Description/ScenarioConsider yourself to be the Human Resource Systems Manager for a Global Corporation with about 15000 employees across various countries. Your company has 10000 of those 15000 employees in the U.S. You have been approached by the Corporate Compensation Manager asking your help to find specific Compensation Administration productivity tools for the US operations only.The Compensation Department regularly must do some data intensive tasks such as:1. Participating and analyzing specific salary surveys to compare your company's compensation data with those of similar companies in similar or related industries. The compensation analysts must go through an annual exercise of benchmarking jobs and then inputting your company's data into external salary surveying systems. After that the Compensation Analysts will engage in analyzing and comparing benchmarked survey data to internal data in the effort to update salary ranges for a Salary Ranges based Compensation System or do market pricing for a Market Based Compensation System.Also, the compensation department must work with line HR managers and HR Reps. during the annual salary planning and budgeting process working in conjunction with the Finance Department.The Compensation Manager wants to automate these tasks which are now done by Compensation Analysts by hand. So, the Compensation manager wants your help in finding automated Compensation Administration Tools.Tools such as a Salary Survey Analyzer to automate the entire Salary Surveying process, 2) Salary Range Developer to automate the number crunching steps in updating Salary Ranges and Merit Matrices and 3) a Salary Forecasting and Budgeting Tool to automate this other annual number crunching process.The AssignmentYour job as the Human Resource Systems Manager is to search the web, do library research and find appropriate tools that can interface with your current HRIS system. Review the HRIS Tutorial found in the Week 3 Lesson.In this written Assignment your task is to research various tools available in the market and write a 7-page maximum paper summarizing for the Compensation Manager what appropriate standalone tools are available in the Market which the Compensation Manager might be able to adopt in their companies.The best way to go about writing this paper would be to find who the major Compensation Consulting companies are and then search their websites of what they offer by way of these tools. Hint: Radford Associates. You will also find material for this assignment in Lesson Section of Week 3.The following information must be included in your completed paper. Use the headings outlined below for your paper.Introduction - Introduction provides sufficient background on the topic and previews major points.Elaborate your understanding of the specific tools in question - Explain in a comprehensive manner the specific tools the Compensation Manager is looking for. What is importance of these tools? Why is it important to automate these tasks? What is the difference between the Compensation Systems discussed in Assignment Description? Do you need to assist in the application of these tools by building various interfaces between your HRIS system and the outside party? For example, in order to automate Salary Surveying how to upload your company's salary data with the automated salary surveying process of the Survey company.Report on the available tools that are available in the marketplace. - Review the tools you would recommend to the Compensation Manager. Explain why you chose these automated tools. Describe and explain the vendors who are providing these tools. Explain how these automated tools can be integrated into the HRIS systems. Be sure to fully explain your reasons for selecting these tools. Be sure to properly cite your sources!Conclusion - Conclusion is logical, flows from the body of the paper and reviews the major points.

Prepare a 3–4-page plan that states your recommended course of action and analysis to leadership for selecting a performance appraisal system in the provided scenario.Documents attachedThe seven performance appraisal methods under consideration are the following:Paired comparison method.Forced distribution method.Critical incident method.Narrative forms.Behaviorally anchored rating scales.Management by objectives.Appraisal in practice.

This assignment will involve the creation of a simple wage and salary program. You will complete this assignment utilizing Excel. You will find the grading rubric for this assignment following the case study.Case Study:This organization has 10 different positions; due to the lack of having an HR professional who understands compensation issues, it is without any salary structure for the employees.The job titles are:OperatorMechanicElectricianSupervisorAdministrative AssistantSales ProfessionalSales ManagerHR ManagerOperations ManagerPresidentYour task is to identify the ranking order of these jobs in the business based on least to most value to the organization.This is accomplished by the following:1. You will need to do some research at https://www.salary.com and benchmark these positions using regional data or national data and rank the salaries of the employees.2. You can use an objective point system to assign points, using compensable factors for the jobs as well.3. Next, you will tally the points for each position and assign these jobs to specific pay grades.Now you have created an example of how a compensation professional creates pay grades for internal consistency and external competitiveness.

In this module you looked at employment law and ethical considerations. In reviewing the relevant laws discussed from past to present, how would you say American culture is evolving in terms of workplace expectations? Which do you believe evolves more quickly, ethics or the law? What problems might this lead to? Explain your answer with examples.