Human Resource

What competencies were you able to develop in researching and writing the course Comprehensive Project? How did you leverage knowledge gained in the intellipath assignments (Units 1- 4) in completing the Comprehensive Project? How will these competencies and knowledge support your career advancement in management?2. What are the important elements of strategy? Why?3. What issues may arise if your do not identify all the potential disadvantages of your plan?4. Why is it crucial to provide both proactive (during the implementation) and reactive (after completing the implementation) feedback to management?· Please reply to the presented statement(s) below.Deliverable Length: 250 words (minimum) per repl

The father of a large family owned conglomerate company based in KSA has just retired, handing over the leadership of the organization to his oldest son. Just prior to retiring the family added a new restaurant division to the conglomerate, called “International Food Experiences (IFE)”.The vision behind adding the IFE division was to create a new locally based, sub-branded group of restaurants that specialized in international varieties of food (e.g. Italian, Chinese, French, American, Fusion, etc.). Most restaurants in the Kingdom fall into one of three categories:1. Large foreign brands with foreign/international food but local ownership (e.g. franchises)2. Small local brands with regional food and local/regional ownership and3. High-end specialty restaurants located in Hotels and other VIP locations.There were few locally based brands that had expanded into other markets or had created international food offering from a locally based brand or ownership. In essence, the business strategy is to create foreign brands locally, that offer international varieties of food, that can then be franchised regionally and internationally, rather than relying upon the over saturated ‘franchised foreign brands’ market.The ‘role-model’ and genesis for this idea came from the success of a few regional hotel chains that had expanded internationally. The traditional hotel model in the region was a foreign licensed brand, owned locally, or a regional brand owned locally. In both cases, the local ownership relied heavily on the Master Franchisor to provide operational support and guidance including talent management strategies.As the new CEO, you have a team that needs to evaluate the appropriate Talent Management strategiesto achieve IFE’s vision: affordable world-class cuisine for the world’s diverse taste.Talent Management Strategy AssignmentStep One: Answer the following questions that will be used to develop the Talent Management Strategy:1) What Talent Management Philosophy (buy, borrow, build) would you recommend for populating the majority of the IFE workforce and why?2) Which IFE job positions might you propose using/implementing a different talent management philosophy and why?3) What tactics would you recommend to make the candidate experience support the overall talent management strategy?Step Two: What two or three talent metrics would you recommend be used to help keep the strategy and plan aligned?

PERSONALITY DIVERSITY IN THE WORKPLACEEmily Marsh July 11, 2018The business case for diversity in the workplace is a strong one, whatever sector you’re in. Let’s review the evidence;Research by McKinsey shows that gender-diverse companies are 15% more likely to outperform their peers, while ethnically diverse companies are 35% more likely to do the same. And a multigenerational workforce has been proven to provide a distinct advantage for companies, by bringing together a wide range of ideas and knowledge.But what about diversity in terms of the personalities of the people we recruit into our companies? Naturally, we tend to get on best with like-minded people; those who behave in the same way as us, who see the world as we do. So it’s no surprise that when it comes to recruitment, we tend to select those similar to ourselves.You might question whether this is a problem. If everyone is the same, you’ll all get on well and be highly productive, right?However, in reality, there are many reasons why, like with gender, age and expertise, we need a diverse mix of personalities in the workplace.The case for personality diversityGreater diversity of personalities means a greater balance of strengths and weaknesses, and this is important for any company.Your organisation needs different people to fulfil very different roles; to fit together like a puzzle to drive your business forward. You need risk takers to prompt you to try new things, as well as analytical people who will pay attention to the detail and keep you on the right course. Imagine if your organisation was full of highly affectionate individuals. On one hand, you’re great at making people feel valued and creating a caring environment. But what about when you have to give feedback and manage some of the more difficult people things you need to do to make your business successful?Different personalities working together also means a greater variety of perspectives on problems and situations your organisation will inevitably face. If everyone thinks the same, the opportunities for solving a problem will be limited. Ideally, you need different perspectives that can be discussed and debated to allow you to come to the best decision for the business.A broader variety of people with different strengths also means you can delegate tasks according to what makes people ‘tick’, and in doing so, improve employee engagement and productivity. For example, if someone is more analytical by nature, it may be that tasking them with data analysis will be a better fit than choosing someone who tends to focus on the big picture and less on the detail. By bringing together people with different talents, you can create a team that’s more powerful than the sum of its parts.Finally, the personalities of everyone in the workplace affects the morale and atmosphere. And if each person has something to contribute and a different perspective, it can help to create a positive work environment.Improving personality diversityFirst, you need to understand who you currently have in your organisation.By asking employees to complete a personality questionnaire, you can see where your collective strengths and weaknesses lie. By sharing this information with your teams, you empower people to understand where they need to adapt and flex to meet the requirements of the business. It also enables you to develop coaching plans to help develop people in areas they might be less comfortable, such as presenting, managing or making tough decisions.When it comes to recruitment, you can align your decision-making with the goals of your business. For example, if you have an organisation full of people who are very flexible but also very indecisive, you may consider recruiting someone who is more goal-oriented and decisive to push your business forward.However, to enable them to make an impact you need to have a culture in place that allows them to disrupt comfortably. Through coaching and development, you can work on shifting the current culture to meet new personalities halfway.A wide mix of personalities in the workplace means a greater balance of strengths and weaknesses and better quality decision-making. And it creates a stronger workplace atmosphere where everyone feels they have something to contribute. Personality profiling tools, like Facet5, provide companies with an important snapshot of the personalities that exist within their current organisation, so they can identify where the gaps lie.Article source: https://www.t-three.com/soak/insights/the-importance-of-personality-diversity-in-theworkplaceQUESTION ONE (30 MARKS)There are five general traits or personality characteristics each of which is viewed as a continuum along which every individual, or more specifically, every manager falls within. Research and discuss with the use of examples, each of these FIVE (5) characteristics that managers predominantly fall within. Ensure that appropriate and realistic information and examples are used to support your discussion.

Managerial Communication)Choose one of the scenarios below.A dealer that Post Corp. sells to has missed three payments and you will send a final notice of payment indicating that you will begin legal collection procedures in two weeks if payment is not received in full.Your company decides to run an advertisement during the Olympics for a new protein bar.The new CEO plans to condense the hierarchy within the business.You have to ask your parents to transfer money into your account while you are away at school.The cover letter sent along with your resume.Then for this discussion board, respond to each of the following questions based on the question’s relation to the scenarioWho is the targeted audience?What will their expected reactions be?What information do they need to know?What is the best medium for delivering the message? Explain your choice.

Strategy planning – APA –For this week’s discussion, read the case study found in your textbook (Case 17): HaierGroup: Internationalization Strategy.Remember, a case study is a puzzle to be solved, so before reading and answering thespecific case and study questions, develop your proposed solution by following thesefive steps:1. Read the case study to identify the key issues and underlying issues. These issues are theprinciples and concepts of the course area which apply to the situation described in the casestudy.2. Record the facts from the case study which are relevant to the principles and concepts of thecourse area issues. The case may have extraneous information not relevant to the current coursearea. Your ability to differentiate between relevant and irrelevant information is an importantaspect of case analysis, as it will inform the focus of your answers.3. Describe in some detail the actions that would address or correct the situation.4. Consider how you would support your solution with examples from experience or current real-lifeexamples or cases from textbooks.5. Complete this initial analysis and then read the discussion questions. Typically, you will alreadyhave the answers to the questions but with a broader consideration. At this point, you can add thedetails and/or analytical tools required to solve the case.Case Study Questions:1. Compare and contrast the appliance strategies used by another multinational appliance companysuch as LG, Samsung, Bosch-Siemens, Electrolux, Whirlpool, etc. and Haier.2. What is Haier’s internationalization strategy?3. Does Haier’s international strategy appear to be effective?4. Is it likely that Haier’s success and management practices can be applied outside of China? Whyor why not?

You have two options for your final paper:1. The first option is an analysis of the HRB case, Seaside Organics, in which you would respond to the following prompt:Compare and contrast the leadership of Sara Norton and Ernest Shackleton.If you choose this option, you would need to purchase the case online from Harvard Business Review ($8.95). The link is here. You can also google the title of the case: Seaside Organics. But make sure you are purchasing the case and not something else, i.e. make sure it’s from HBR and that it’s $8.95.2. The second option is to use the Correll reading to explain the Zenger and Folkman finding that when women assess their own leadership abilities, they rate themselves harshly.If you choose this option, the two readings you will need are:Zenger, Jack and Joseph Folkman. 2019. “Research: Women Score Higher Than Men in Most Leadership Skills.” Harvard Business Review, June 25, 2019.Correll, Shelley J. 2004. “Constraints into Preferences: Gender, Status, and Emerging Career Aspirations.” American Sociological Review 69 (1): 93-113.Whichever option you choose, your response should be in essay format. Your essay should have an introduction, body, and conclusion. Your paper should be 3 pages, double-spaced, 12-point font, 1 in. margins.You should proof read your writing and, if possible, ask someone else to read your essay. Writing with errors and typos will lose points. You should cite sources. Please submit your responses on Quercus by midnight EST Tuesday April 6th.

Questions:1. As discussed in class this semester, employment laws are relaxing, and more employers are open to hiring people with a criminal past. Do you believe this is a good strategy? Yes or No and Why?2. What criteria do you feel would be appropriate to for the candidate with a criminal past to meet? What criteria would automatically disqualify a candidate from being hired? Explain why you selected the criteria you selected.3. Do you feel hiring an applicant with a criminal past is a risk to an organization? Yes or No and Why? What are a couple of the possible risks?4. If you hired an applicant with a criminal past, do you feel the employee would be more dedicated and loyal to the company? Yes or No and Why?

Organisational performance and culture in practice This unit assignment explores the connections between organisational structure and the wider world of work in a commercial context. It highlights the factors and trends, including the digital environment, that impact on business strategy and workforce planning, recognising the influence of culture, employee wellbeing and behaviour in delivering change and organisational performance.C insightWorkplace technology: the employee experience (July 2020)Our research looks at technology adoption and use at work, in addition to role in supporting organisations and their workforce.The COVID-19 pandemic has thrown a spotlight on technology as an enabler of work with many organisations turning to its use for flexible and remote working. However, these circumstances have also revealed other issues such as productivity, work life balance, workforce engagement and wellbeing which must all be considered when new technology use is introduced in the workplace.Taken together with the broader theme of increasing digitisation and technical advancement, organisations and people professionals need to understand how workplace technology is impacting their workforce if they are to drive and support the best outcomes for their people and business.https://www.cipd.co.uk/knowledge/work/technology/workplace-technology-employeeTechnology and the future of work (January 2021)How artificial intelligence (AI), robots and automation are shaping the world of work, the ethical considerations and the role of people professionals.Much has been said about the potential impact of AI, robots and automation on jobs and the future of work. A common view is that many jobs are at risk of being taken over by machines, potentially leading to large-scale job losses. Our research shows that while there are risks, there are at least as many opportunities to increase the number and quality of jobs. No doubt these technologies will change the nature of work as we know it. This change needs a proper people strategy led by people professionals.This factsheet describes some of the technologies that are having an impact on the world of work. It looks at the ethical implications of using these technologies in the workplace and considers the role of people professionals in shaping the future of work forhumans.https://www.cipd.co.uk/knowledge/work/technology/emerging-future-work-factsheetLevel 5 Associate Diplom4Workforce planning (November 2020) Explores the benefits of workforce planning, the activities involved and the stages of the workforce planning process. Workforce planning is a core business process which aligns changing organisation needs with people strategy. It can be the most effec to be complicated and can be adjusted to suit the size and maturity of any organisation. It can provide market and industry intelligence to help organisations focus on a range of challenges and issues and prepare for initiatives to support longer term business goals. This factsheet examines the concept of workforce planning. It distinguishes between strategic and operational workforce planning, ‘hard’ and ‘soft’ workforce planning, which work together to generate and analyse information before planning actions. It also explores the stages of the workforce planning process and highlights key issues and action points for implementation

Need help to write a 2000 words reflective writing on the current MBA module, professional development. Please find the module information, assignment brief and sample for reflective writings. Ref in harvard style.

Q1. How do the MNCs adopt/face/respond to Industrial relations/labour relations policies of host countries they operate in, especially if the parent country and host countries have contrasting views on the role of unions? (For instance, Home country is low unionized/anti-union and Host country is unionized/pro-union and vice versa)Q2. Based on your research provide suggestion on how the MNCs can overcome the industrial relation challenges faced in host country.