Human Resource

Renewable Energy CorporationYou have been tasked to help craft a strategy for the company. Use the Renewable Energy Corporation case (from Harvard) to research the company’s business model, internal resources, external environment, competitive landscape, and prior growth strategies in order to come up with your own recommendations. You may want to augment the information in the case with your own research to create a current state that will form the beginning of your future state, but it is not required. Based upon your analysis develop a set of recommendations for the company to pursue.Paper OutlineIntroductionExternal Environment (PESTEL and Industry Structure)Internal Analysis (VRIO analysis)Competitive Landscape (Competitor Analysis, Competitive Rivalry, Competitive Analysis)RecommendationSummaryBibliographyAppendixSubmission must not exceed 2000 words, be no more than 4 pages in length, excluding the appendix.Single-spaced and a font of 12 points, with normal margins.Please save it as a word document file (either .doc or .docx format is fine) before posting.APA Format with Bibliography

Question 4 Explain in 20 words or more your organisation’s mission, goals, objectives and operations and how projects relate to each of these. If you do not have an organisation that has mission, goals, objectives and operations, please source an organisation through the internet and explain their mission, goals and objectives and operations and how projects would relate to each of these. Include in your explanation what would happen if a project did not align with an organisation’s mission, goals, objectives and operations.

1. Define and provide a workplace example for each of the four management functions described by Henri Fayol.

Creating a Career Development ProgramAs the director of learning and development, you have been tasked with creating a career development program for the senior sales team of your organization. You currently support five individuals on the senior sales team. Each team member has aspirations of becoming either a senior sales manager, sales director, or vice president of sales. None of the team members have any experience in leading a team, but they show some potential for management. Choose one of the roles above (i.e., senior sales manager, sales director, or vice president of sales), and create a PowerPoint presentation outlining a career development program for the employee. In your PowerPoint, please include the elements below.Describe skills needed to be successful in the desired role.Discuss three to four training and developmental interventions needed to gain the skills to be successful in the desired role, and provide a timeframe of completion for each intervention. For example, a job rotation program should be completed in 60 to 90 days, and an apprenticeship should be completed in 2 years.Explain the outcomes of each developmental intervention. For example, “Through this job rotation exercise, you will be able to effectively manage a virtual team.”Your presentation must be at least 10 slides in length, not counting the title and reference slides. You are required to use at least one outside source and to utilize the notes section within PowerPoint. Within the notes section, include additional explanations for each slide. As you create your presentation, keep in mind that you are presenting for executives at your organization. All sources used, including the required unit resources, must be cited and referenced according to APA guidelines.

Your organization (Central Community College) is changing to a new online HR/Payroll system that is offered by the firm AtWork.com. As a member of the project team, you have been asked to oversee the stakeholder management aspects of this project. Identify some of the key stakeholders at Central Community College (CCC) and describe how you plan to keep them engaged during your year-long project. Be sure to include the appropriate methods since not all of your stakeholders are located at the HQ office of CCC.

Imagine you have been hired to oversee the human resources department of a large hospital system. The hospital board of directors has requested that you provide a presentation to them on the strategies you want to implement in the human resources department that would benefit the hospital system as a whole.Create a Microsoft PowerPoint presentation with a minimum of 15 slides addressing human resources strategies within the health care industry for effective employee recruitment, selection, training, development, and performance appraisal.Include the following in your presentation:Section 1Identify five recruitment strategies or methods.Indicate whether the strategy is internally or externally focused.Describe the strategy and why it is appropriate to health care.Section 2Create a graphic differentiating between the following:Job analysisJob descriptionJob specificationsExamples of a graphic include flowcharts, Venn diagrams, graphs, and slides. There are a variety of tools in the Microsoft Office© Suite suitable for creating graphics. Additionally, .pdf, .jpg, and other file formats are acceptable.Section 3Explain why training and education are vital in health care.Explain the importance of measuring competencies.Describe the process for tracking and evaluating training effectiveness.Describe performance appraisal standards within the health care industry.Identify guidelines for effective performance appraisals.Include possible barriers and their effect on the appraisal process.Describe the due diligence of progressive discipline of employees within the health care field.Include detailed speaker notes of at least 100 words per slide.Cite at least 4 references according to APA guidelines.

Knowledge, Skills, and Abilities Required:Knowledge of chemical properties, time and situations of use, composition and reaction to skin. Ability to meet and exceed quality and customer satisfaction standards. Foundational Cosmetologist/Hairstylist knowledge as usually obtained through the completion of technical/vocational training and 1 to 3 years of experience.THE SITUATION: Janice VonDane is currently a cosmetologist/hairstylist for Curl Up & Dye, one of the top hair salons in Washington, DC. Janice has just begun her employment and is only in her second month at this salon. One Wednesday morning, Janice received a walk-in customer who had never been to the salon. This customer did not know what she wanted to do with her hair, so she gave Janice free rein and only told Janice to make her look beautiful. Janice performed the service and told the woman the service performed would be a total of $85. In review of the hair style, the customer became very upset and said the hair style made her head look big. This customer refused to pay and stormed out of the salon. The owner/manager of the salon had a meeting with Janice to discuss the issue. In this meeting, the owner/manager brought up the fact that this is the third time since Janice began working there that a customer was not satisfied. “I have asked you to review our stance on customer service,” said the owner/manager, “and yet there appears to be little change in your performance.” Janice responded and said there was nothing wrong with her customer service in this situation, or any other situation. She cited her previous performance in other salons and the fact that she graduated at the top of her class in cosmetology school, suggesting that these customers were trying to get out of paying. Simultaneously, the angry customer called the salon and informed the owner/manager that Janice did not tell her what she was going to do, claiming if Janice had told her that is what she was going to do to her hair, she would have never agreed. Armed with this information from the customer and now hearing Janice’s version of the situation, the owner/manager decided to terminate Janice’s employment. The owner/manager stated that Janice did not perform her duties as identified in her job description.Questions:1. Explain if this a good or bad job description as it applies to this situation?2. Was the owner/manger’s action justifiable as applied against the job description? Provide justification for your answer.

Question #5 page 154 – Due Sun, 11;59pm CST Students are expected to use the materials from the text and external resources to support responses. (minimum 250 words). Be sure to provide thorough responses to all questions.5. Why should upper-level managers be included in the needs assessment process?

Write a 5–7-page recruitment and selection plan based on best practices and approaches for either Java Corp. or an organization of your choice.Attracting top talent that fits the organization is of considerable importance. The ability to recruit and select talented people isRecruitment and SelectionHeadworth, A. (2015). Social media recruitment: How to successfully integrate social media into recruitment strategy. London, UK: Kogan Page.Chapter 2, “Recruitment Using Social Media.”Lundqvist, S. (2018, May–August). Focus on the most critical demands in IT project manager recruitment. Journal of Modern Project Management, 70–77.Miller, T. (2017). Successful interviewing: A talent-focused approach to successful recruitment and selection. New York, NY: Business Expert Press.This e-book features interviewing techniques to select the best talented people.Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2020). Fundamentals of human resource management (8th ed.).New York, NY: McGraw-Hill. Available in the courseroom via the VitalSource Bookshelf link.Chapter 5, “Planning for and Recruiting Human Resources.”Chapter 6, “Selecting Employees and Placing Them in Jobs.”Nursing – advanced nursing; studies in the area of advanced nursing reported from Ghent University (Recruiting nurses through social media: Effects on employer brand and attractiveness). (2017, June 30). Health & Medicine Week.Sackett, T. (2018). The nuts and bolts of a great recruiter. HR Magazine, 63(5), 83–85, 87, 89. one of the foundational skills for any human resource (HR) professional and one that will be utilized throughout your career.For this assessment, research the topics of recruitment and selection. Using one of the scenarios below, analyze best practices and approaches for these key HR functions. A minimum of three resources are required to support your work.Option 1You are the new HR manager for Java Corp, which specializes in cold coffee and iced tea. Java Corp. is small but quickly growing. There are 300 employees in the company and the organization has a history of a stable workforce with very limited turnover. Recently, the company gained over 200 employees and there are a number of supervisory and managerial positions that need to be filled. The CEO has asked you to work with her to fill positions based on an organizational structure she has just created.New supervisors and managers are needed in IT (one), marketing (one), operations (two), and security (one). Each of these areas has seasoned internal employees eager to compete for jobs, though some may not be as qualified as external candidates. Develop a recruitment and selection plan that is best suited for this situation and make appropriate recommendations to the CEO.InstructionsFor this assessment, develop a recruitment and selection plan for the chosen organization. In your plan:Analyze the role of the recruiter.What unique opportunities and challenges are present for the selected company?Outline a recruitment process to meet organizational objectives for the selected company.Include a step-by-step process for the selection of supervisors and managers.Include the best practices that support your recommended best recruitment plan. Consider the use of social media, types of employment tests, and how to conduct effective interviews, for example.Include policies that make the positions more attractive.Explain an organization’s legal considerations for recruitment and selection functions.Analyze how to measure success of the chosen selection method for the selected companyWhat metrics would you use for your selected company?

Responsive Leadership: Motivating for ParticipationYour Responsive Leadership in Social Services textbook addresses a number of elements that have been identified through research as having a significant impact on leadership and work environments. These factors include trust, integrity, respect, empathy, and safety. Your textbook also covers other key factors in motivation and engagement, including needs, values, goals, and strengths.In your initial post, discuss how the factors of trust, integrity, respect, empathy, and safety impact organizational needs, values, goals, and strengths. Based on the scenario in the Riverbend City media presentation in the Studies for this week, explain how internal practices within the organization also influence relationships with outside agencies. What are potential challenges to building collaboration with external agencies if elements such as trust or integrity are not present in the organization internally? Use course reference material or other sources to support your discussion post.Fundraising EventFrom: Jayme Young, Executive Director, Boys and Girls’ Club RBCTo: Linda HolmeI wanted to thank you again for agreeing to spearhead our organizational efforts for the fundraising concert! I’m excited to see what you can do with this.Just to make sure all of our bases are covered, I’d like to lay out where we’re at with this, so that you have one easy place to look back to if you need any details. First off, this is all in service of our upcoming Northside Youth Rising initiative, which is intended to prevent youth violence and generally keep kids in school. Since this is such a huge undertaking, we’ll be partnering with the a couple of other Riverbend City nonprofits, the Riverbend Services Consortium and Second Chance Riverbend; outside of the nonprofit community, the coalition will include Elm Creek Lutheran Church, St. Francis Borgia Catholic Church, Crandall Manufacturing, Franzen InterTech, and liaisons from the Riverbend City school system and the Hennsey County juvenile justice system. Needless to say, that’s a lot of moving parts to manage.Kicking this all off will be the Northside Blues Blowout fundraising concert; that’s where you come in. We’ve never tried anything at this level of size or complexity before, and I want to make sure we’re ready. I have absolute trust in your ability to project-manage the concert. However, I do worry about our ability as an organization to all pull the oars at the same time, if you catch my drift. We’re not going to be able to coordinate very well with a bunch of external entities if we’re not functioning as a team. To that end, I’d feel a lot better about this if you could do sort of an informal stakeholder survey, just talk to people around the hall and see if people seem like they’re in the right frame of mind to do this. After you’ve done this, I’d love to get your read on what people are saying and what kind of situation this all adds up to.