Human Resources Management

At least 3 paragraphs Thank you! Directions: For this assignment, you will be required to participate in a  group round table  (it is preferred you turn-on your video camera during the conference) with other students who were randomly assigned by CANVAS to your group (you can find this under the People tab).  Once you have determined who has been assigned to your group, please complete the following steps: Email the group members and schedule the round table with the other group member When setting-up your conference please ensure to include the name of each participant within the conference title.  Directions for setting up a conference can be found by opening this link: https://community.canvaslms.com/docs/DOC-12687-415241306  (Links to an external site.) For the conference, please discuss: how flexible help employees and/or organizations work-life integration? identify what is flextime and outline how you are managing or would manage a flextime schedule? how has COVID-19 affected telework for your organization and other organizations across the United States? identify ways that organizations can utilize technology to promote flexibility and work-life balance into the workplace? Open discussion on topic. The round table should last a minimum of 10 minutes per team member and needs to be recorded. Please send an email to your instructor outlining the conference is complete and who participated. The group must combine notes and have one team member upload the combined notes from the round table. For more information on Flexibility read this: https://en.wikipedia.org/wiki/Stiffness#Compliance

In a 4 – 6 page paper based on your internship course experience and the learning objectives achieved during the course, review your internship experience successes and challenges leading to growth. You should demonstrate in your paper a description of your professional portfolio and include any evidence of accomplishment and skill development or recognition that you have acquired this session and how it will contribute to your portfolio. Provide at least two (2) peer-reviewed sources 1. Explore various career possibilities.  2. Combine classroom knowledge with an opportunity to learn those disciplines, skills, and attitudes which can best be learned on the job; such as: self-discipline, teamwork, responsibility, and initiative. 3. Develop practical skills in a real-world context  4. Enhance a portfolio or resume with practical experience and projects. 5. Cultivate a learning experience, which can lead to job opportunities within the workforce. My internship position:     Project management/Business analyst. For more information on Internship  read this: https://en.wikipedia.org/wiki/Internship

video and “Housecleaning, Then Dinner? Silicon Valley Perks Come Home”  (http://www.nytimes.com/2012/10/20/us/in-silicon-valley-perks-now-begin-at-home.html?pagewanted=all (Links to an external site.))  highlight companies that are rapidly redefining non-financial incentives with their outside-the-box approaches.   In today’s increasingly competitive marketplace, why are non-financial incentives becoming an important tool for recruiting and retaining talent? As a human resource manager, what specific “perks” might you encourage your organization to adopt? Why https://youtu.be/_QqT38QRA84 For more information on Human Resource Manager read this: https://en.wikipedia.org/wiki/Human_resource_management

Write a 525- to 700-word paper in which you complete the following: Compare at least three possible components of background checks. Recommend elements that should be included in the hiring process. Summarize legal concerns that should be considered for each element. Cite all sources according to APA formatting guidelines. For more information on Background Checks read this: https://en.wikipedia.org/wiki/Background_check

What’s in a Name? In the Afterword, Laszlo Bock describes how Google renamed his position from VP of Human Resources to VP of People Operations. The HR function in today’s workplace has been rebranded with many names: e.g., Human Resources, People Operations, Talent Management, Human Capital, Employee Engagement, Team Member Services, etc. In your opinion, which of the above names for the HR function best describes the role, and why? How has your understanding of the role of an HR professional changed as a result of taking this course? Post your initial response by Wednesday, midnight of your timezone, and reply to at least 2 of your classmates’ initial posts by Sunday, midnight of your timezone.? 1st Person, to respond to  RE: Week 10 DiscussionCOLLAPSE Hi Dr. John and Fellow students What is in a name?  According to Bill Conaty, ” HR leaders have an obligation to balance their strong business partnering role with their employee advocacy role”  This is not as much the question about the name or the title, as Bock wanted it to be when he became the CEO at Google. Titles have an ideology with which people tend to identify themselves with rather than the role they play. It does not matter what a title is; one knows what is being expected of him about their role. Therefore, a title does not matter as long one can be content, have a positive self-image, and trust the people that one works with so that the working environment becomes fulfilling to both the leader and the team members. How has the role of an HR professional changed as a result of this course? This is the one course that I believe should be taught from an early age in life. In fact, it has to be part of the school curriculum from primary education. From the grade three-level, when the learners are taught Life Skills, this should be included. As managers and leaders, one is actually thrown into the deep end because one is focused on getting a higher title, which comes with incentives in monetary rewards. Some people become big-headed and quickly lose their prospective roles in the work-place. Through this course, I have learned to recruit, retain, reward, develop, and assess takes more than a humanitarian principle, which is based on truth, honesty. And love. Each of us needs to view ourselves as founders in any work we are being placed in. And then build a culture based on each one’s calling, a vision, and a mission statement. This gives each of us the latitude to trust others, freedom, and a sense of authority. In this way, the work environment becomes fulfilling for everyone. I would surely recommend this course to anyone in a management position, especially within the department of education, as one has to multitask with little or no knowledge. References: 1.JWMI 521. Week 10 Lecture Notes 2. JWMI. 521 Week 10 Videos 3. Bock, Laszlo, Work Rules. 2017 2nd classmate to respond to RE: Week 10 DiscussionCOLLAPSE Hello Prof. and Classmates I choose Human Capital as the name for the HR function. The word “capital” conveys the image that people within the organization are considered as an asset and not a liability. On the contrary words “ resources” conveys a consumable or reusable source for some purpose. “operations” means processes, actions, or procedures to move from one end to the other (e.g. logistics and distribution) or convert raw material into finished goods ( manufacturing). The right mix of people within an organization has the potential to increase the valuation of the business. Investment of time and money (coaching, mentoring, development) in the right set of people is likely to yield higher return either in terms of productivity or business revenue. After taking this course, I have realized that an HR professional’s role is not just to recruit, assess, develop, reward, and retain. It is beyond it. HR professionals shall strive to provide an environment with sense of purpose and empowerment to employees. Create a purpose-driven culture within an organization, which will drive employees to perform better and be more productive. It is not only about financial rewards, but its also about meeting the employee’s non-financial needs as per Maslow’s hierarchy theory and Hertzberg’s Motivation hygiene theory References Bock, Afterword for HR Geeks Only: Building the World’s First People Operations Team O’Donnell, “Why career frameworks are becoming a must-have” Patty McCord: “Presentation at the 2018 Code Conference” EOV Patty McCord – Retention For more information on Rebranding read this: https://en.wikipedia.org/wiki/Rebranding

Discuss how the concepts in this course can be applied to real-world situations and increase your chances of career or life success. Optional: Research suggests many expatriate employees encounter problems that limit both their effectiveness in foreign assignments and their contributions to the firm once they return home. What do you see as the primary causes and consequences of these problems? What can a firm do to reduce the occurrence of such problems? Your journal entry must be at least 200 words. No references or citations are necessary.  For more information on Expatriate, Employees read this:  https://en.wikipedia.org/wiki/Expatriate 

 Assignment 4: Keeping the Talent Part I – Slide Deck (Weight: 15%) Due Week 9, Day 7  Part II – Zoom Presentation (Weight: 10%) Due Week 10, Day 7 INTRODUCTION Recruiting and retaining top talent is a key strategic goal for any organization. A strong company brand, effective leadership, and a positive workplace culture are important elements in attracting and retaining top talent. How can HR contribute to building an organization that attracts and retains top talent? ASSIGNMENT 4, PART I INSTRUCTIONS (Slide Deck) Your company has a new CHRO, who has been in the position for 6 months. One of the areas he is tasked to improve is retention of top talent. Employee turnover has been high in recent years and it is negatively affecting the company’s profitability and competitiveness. You are the VP of Talent and the CHRO has asked you to help him prepare a presentation to the Board, outlining a vision for changes to increase retention. The CHRO previously worked for Google and he subscribes to their model of a “high-freedom” company. He wants to use ideas from Bock’s Work Rules, from his book of that name, as the basis for his presentation. As a reminder, the ten Work Rules are 1. Give your work meaning. 2. Trust your people. 3. Hire only people who are better than you. 4. Don’t confuse development with managing performance. 5. Focus on the two tails. 6. Be frugal and generous. 7. Pay unfairly. 8. Nudge. 9. Manage the rising expectations. 10. Enjoy! And then go back to No. 1 and start again. Research the topics in the list above, in relation to your workplace, or a company that interests you. Based on your findings, select the four topics where you believe that change would be most impactful. Develop recommendations for implementing changes in those four areas. Identify how the changes you are proposing will attract and retain top talent. Consider how success will be measured for each topic. Consider the most likely challenges and resistance to the changes you are proposing, and identify ways to manage and mitigate those issues.  For more information on Implementing Changes read this: https://en.wikipedia.org/wiki/Implementation

This assignment requires the student to read and review a book pertaining to the course, and also respond in a scholarly way to at least 2 other student’s book reviews Following are specific criteria:•          The book must be at least 50 pages unless the instructor approves otherwise.•          The book must focus on productivity, Lean, Six Sigma, or Lean Six Sigma in general•          The book should have a global focus or clear global applicability•          The book must either be of an enduring foundational nature or be less than 5 years old and viewed as cutting edge. Either one of these stances must be justified with a rationale.•          In your review you are to summarize the book and focus on how the book relates to course goals. In essence, you can let the book be the basis for a  one-source review of the literature.•          The review must be at least 10 pages long (double space).•          APA is required.•          You are encouraged to relate the book review to other assignments (courses, group project, etc.) and vice versa.  You cannot use a textbook. Each student will post a brief message (2-3 paragraphs) The message must include: 1)      Book title and author, name of a publishing company, and year of publishing.2)      A paragraph explains what this book is about and how it relates to the course.3)      The reason for your book selection Your book review format may be different from others, but these are suggested items:1)      About the book (title, author and publisher, publisher address, ISBN, date and page counts.2)      Abstract3)      Reasons for reviewing this book4)      Brief review5)      Book discussion (or book critique). This section is from your opinion/point of view.6)      References For more information on Productivity read this: https://en.wikipedia.org/wiki/Productivity

In an organization that wants to use work experiences as a method of employee development, what basic options are available? Which of these options would be most attractive to you as an employee? Why? 300 words

Before beginning, this discussion read 20 Common HR Metrics and Their Formulas (Links to an external site.). Human resources (HR) departments are becoming more data-driven in order to justify larger budgets and make recruiting more effective. Measuring the effectiveness of recruiting activities is important to ensure the organization is as informed as possible as to how the HR department doing relative to talent management. In preparation for this discussion, research HR metrics and their importance to the organization. Identify and define five to seven HR metrics. Rate three to five of the most important HR metrics and justify why they are the most important. Explain how HR departments, large or small, should leverage HR metrics. Your initial post must be a minimum of 300 words. Support your plans with the discussion article and at least one other scholarly and/or credible source. The Scholarly, Peer-Reviewed, and Other Credible Sources (Links to an external site.) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment. For more information on Human Resources Metrics read this: https://en.wikipedia.org/wiki/HR_Metric