Category: Management Study

HRMN300 Assignment 1 – 2023
INSTRUCTIONS:
Please submit your assignment as an attachment in your assignments
folder.
Your assignment cannot be accepted via messages or email.
You must submit to the assignment link by the due date stated in the
syllabus for credit. A missing assignment will be assigned a 0.
Respond to all four questions below on a new, blank word processing
document (such as MS Word).
Develop each answer to the fullest extent possible, discussing the
nuances of each topic and presenting your arguments logically.
In addition, include citations from the class content resources in weeks
1- 4 to support your arguments.
o Each answer should be robust and developed in-depth.
o You are expected to demonstrate critical thinking skills, as well as
an understanding of the issues identified. Some questions may
also require personal reflection and practical application. Your
responses will be evaluated for content as well as grammar and
punctuation.
o All writing must be your original work. PLEASE do not copy or
quote anything. Sources are just that, a reference. Once you
locate the information, read and interpret the data. What does it
mean to you? Type your own thoughts and own words. Then,
include in-text citations to support your ideas. This is not a
research paper.
FORMAT:
o Include a Cover Page with Name, Date, and Title of Assignment.
o Please include the original question, and the question number.
o Each response should be written in complete sentences,
double-spaced and spell-checked. Use 12-point Times New
font with 1-inch margins on all sides. Include page numbers according
to APA formatting guidelines.
o In addition, you will want to include citations in APA format at the end

of each answer. Include a minimum of 3 references for each answer.

–
Question 1:
A) Discuss how an organization’s culture can impact policies and practices
related to diversity and multiculturalism.
How can HR influence organizational culture to support
diversity and multiculturalism?
Discuss at least three policies or practices that HR can
propose.
How can HR work with leaders to implement these policies
or practices?
B) Evaluate and discuss the diversity practices and policies of your own
organization or one you have worked for in the past. How does the
organizational culture influence diversity and multiculturalism? Provide
specific examples, but do not name the organization.
Question 2:
Consider a job where you are currently employed, or a prior job.
A) Perform a job analysis on that job. What tasks are required? What
knowledge, skills, and abilities are necessary to perform those tasks?
B) Prepare a job description based on your analysis.
C) Assuming the role of a human resource manager, how does a job
analysis help protect the organization from legal issues? How can a job
analysis be used to support recruiting and compensation decisions?
Question
A) Why is retention such a major focus for human resource managers?
How does focusing on retention add strategic value to the organization?
B) How would you go about developing an employee retention program for
your organization?
Be specific in terms of what steps you would you take.
What might be your biggest challenge and why?
What type of metrics would you need to obtain? Discuss at least two.
Why did you select these metrics?
Question 4:
A) What is the difference between job satisfaction and employee
engagement? How are motivation and employee engagement related to
employee retention? What factors (personal, organizational) might
contribute to job satisfaction and engagement? Explain your answers.
B) Think about a job where you have been employed for many years.
Evaluate your level of satisfaction versus engagement.
What factors influenced your job satisfaction
What was your level of engagement in your work? What factors
influenced this?
What factors influenced your retention and why?
C) Consider a job where you had a shorter tenure. What factors
contributed to your resignation and what factors could have made you
stay? Which (if any) were within the organization’s co

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Every workplace can be enjoyable or feel unwelcome. Most people have to work for a living. Understanding about organizational culture and climate can help you find more joy in your world and help create a workplace you love.

(Part 1) Due WEDNESDAY: Copy and paste the BOLDED discussion questions (below) INTO your discussion answer. Make the discussion questions bold and your answers NOT bolded. Please show you understand the concepts of chapter 11 in your own words. Discussion questions are always due on Wednesday of the week assigned. After carefully studying chapter 11, in 250 words or more:

(a) Define and thoroughly describe organizational climate.

(b) Why is organizational climate important?

(c) How can you positively affect organizational climate in the future?

(d) What is YOUR SPECIFIC plan to ensure you positively affect your workplace organizational culture and climate?

(e) How can you change your personal life by applying the concepts of Chapter 11?

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5316 Unit 8 Assignment. Recommendations
Introduction
So far, for your course project, you have identified a problem and analyzed data to understand that problem better. Now the question is: what should be done? This is the
the decision-making part of data analytics.
Instructions
Working independently (without your group members), propose three to five
recommendations based on what you have found. Your recommendations should be
clearly identified, and you must provide a rationale for each recommendation.
Include the following sections in this assignment:
● Identification of the Problem:
○ Summarize the problem in no more than one paragraph.
● Summary of Data Analysis:
○ Summarize the quantitative analysis (what was done and the findings) in
one paragraph. (No tables or charts should be presented here.)
○ Summarize the qualitative analysis in one paragraph.
● Recommendations:
○ Clearly identify each recommendation.
○ Provide a rationale for each recommendation.
This assignment should be 3–5 pages long. It should be well-organized and free of
mechanical errors (errors in grammar, punctuation, and APA format).

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Analyze the relationship between effective Human Resources strategies and organizational outcomes.

Organizational practices can have a significant impact on the implementation of Human Resources (HR) decisions. The way an organization operates, its culture, structure, and management style, can influence how HR decisions are executed and their effectiveness. Here are some key aspects to consider:

1. Organizational Culture: The culture of an organization shapes how HR decisions are received and implemented. A positive and supportive culture that values employees and encourages open communication can enhance the implementation of HR decisions. In contrast, a toxic or hierarchical culture may hinder the successful execution of HR initiatives.
2. Leadership and Management Style: The leadership and management style within an organization can greatly influence HR decision implementation. Supportive and effective leaders who prioritize HR initiatives and actively engage with employees are more likely to drive successful implementation. On the other hand, poor leadership or a lack of managerial support can lead to resistance, confusion, and poor execution of HR decisions.
3. Communication and Transparency: Clear and effective communication is crucial for successful HR decision implementation. Organizations that prioritize transparent communication channels and keep employees informed about HR initiatives are more likely to gain employee buy-in and cooperation. Regular communication and feedback mechanisms can help address concerns, build trust, and ensure smooth implementation.
4. Training and Development: Providing adequate training and development opportunities for managers and employees is essential for the successful execution of HR decisions. Training can ensure that those responsible for implementing HR initiatives understand the rationale behind the decisions, know how to carry them out effectively, and are equipped with the necessary skills and knowledge.
5. Performance Management and Accountability: Effective performance management practices can support the implementation of HR decisions. Establishing clear performance expectations, providing regular feedback, and holding individuals accountable for their responsibilities can help ensure that HR initiatives are implemented in a timely and effective manner. Proper performance management systems can also identify areas for improvement and support ongoing HR decision implementation.
6. Organizational Structure and Processes: The structure and processes of an organization can impact HR decision implementation. If the organization has well-defined roles, clear reporting lines, and streamlined processes, it can facilitate the execution of HR decisions. On the other hand, a complex or bureaucratic structure, or inefficient processes, can hinder implementation efforts and cause delays or confusion.
7. Employee Engagement and Involvement: Involving employees in the decision-making process and seeking their input can increase their commitment to the implementation of HR decisions. Engaged employees are more likely to embrace changes, contribute ideas, and support the organization’s goals. Organizations that foster employee involvement and empowerment are better positioned to successfully implement HR initiatives.

In summary, organizational practices such as culture, leadership style, communication, training, performance management, structure, and employee engagement can significantly impact the implementation of HR decisions. Organizations that prioritize these practices and create an environment conducive to effective HR decision implementation are more likely to achieve their intended outcomes and positively impact the workforce and overall organizational performance.

Analyze the relationship between effective Human Resources strategies and organizational outcomes.

Effective Human Resources (HR) strategies play a crucial role in shaping organizational outcomes. When HR strategies align with the goals and objectives of an organization, they can positively impact employee performance, engagement, productivity, and overall organizational success. Here’s an analysis of the relationship between effective HR strategies and organizational outcomes:

1. Talent Acquisition and Retention: HR strategies related to talent acquisition and retention can significantly impact organizational outcomes. Effective recruitment practices that attract and select the right candidates with the required skills and cultural fit contribute to building a high-performing workforce. Retention strategies, such as career development programs, competitive compensation packages, and a positive work environment, can reduce turnover, enhance employee satisfaction, and maintain continuity in the organization.
2. Employee Engagement and Productivity: HR strategies that focus on employee engagement and productivity can lead to positive organizational outcomes. Engaged employees are more committed, motivated, and productive. HR initiatives that promote a positive work culture, provide opportunities for growth and development, recognize and reward performance, and foster effective communication and collaboration can enhance employee engagement and drive productivity, ultimately benefiting the organization’s performance.
3. Performance Management and Development: Effective HR strategies related to performance management and development can contribute to organizational outcomes. Clear performance expectations, regular feedback, and performance evaluation systems that link individual goals to organizational objectives can improve employee performance and align it with organizational goals. Additionally, HR strategies that support employee development through training, coaching, and career advancement opportunities can enhance employees’ skills and competencies, contributing to organizational success.
4. Compensation and Benefits: HR strategies related to compensation and benefits can impact organizational outcomes in various ways. Competitive and equitable compensation packages can attract and retain top talent, motivate employees, and foster a positive work environment. Well-designed benefit programs that address employees’ needs, such as healthcare, retirement plans, and work-life balance initiatives, can enhance job satisfaction, well-being, and productivity, ultimately benefiting the organization.
5. Organizational Culture and Change Management: HR strategies that focus on fostering a positive organizational culture and effective change management can influence organizational outcomes. A strong culture that aligns with the organization’s values and promotes collaboration, innovation, and adaptability can drive employee engagement, retention, and performance. Similarly, effective change management strategies that support employees through transitions and facilitate smooth organizational change implementation can lead to successful outcomes and mitigate potential disruptions.
6. Diversity and Inclusion: HR strategies that promote diversity and inclusion can have a positive impact on organizational outcomes. By fostering a diverse workforce and creating an inclusive work environment, organizations can tap into a wider range of perspectives, experiences, and ideas. This can enhance innovation, problem-solving, and decision-making processes, leading to improved organizational performance and competitiveness.

In summary, effective HR strategies that address talent acquisition and retention, employee engagement and productivity, performance management and development, compensation and benefits, organizational culture and change management, and diversity and inclusion can significantly influence organizational outcomes. When HR strategies are well-aligned with the organization’s goals and effectively implemented, they can create a positive work environment, maximize employee potential, and contribute to improved overall organizational performance and success.

Competency  2

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Overview

Hiring, compensation, and performance appraisal policies and practices are critical HR functions and are important in defining an organization. Making sound choices in these areas builds a foundation for an organization’s success. In this assignment, you prepare a presentation for hospital department managers focused on specified processes and practices topics.

Scenario

Imagine that it has become apparent that staffing changes will be required in the wake of the merger. The VP of HR has decided it would be good to create a presentation for department managers that outlines approaches to facilitate some of these changes.

Preparation

PowerPoint Essentials

Visit the following LinkedIn Learning resources if you have not mastered the essentials of PowerPoint.

· Slide Design: For information on creating effective presentations, visit  PowerPoint for Teachers: Creating Interactive LessonsLinks to an external site. . Go to the section ” Five Essentials for Designing Effective SlidesLinks to an external site. .”

· Speakers Note: ” Use Speaker Notes in PowerPointLinks to an external site. .”

Instructions

Create a PowerPoint slide presentation (approximately 5 minutes to deliver orally), for departmental managers that does the following:

1. Analyzes two areas of critical importance for collaboration between HR and managers when making staffing decisions.

2. Recommends a process and elements for creating effective job descriptions.

3. Explains two prominent considerations for developing fair and competitive compensation and benefit plans.

4. Justifies your recommendation for an appropriate employee performance appraisal methodology.

Additional Instructions

· Resources: Use four sources to support your writing. Choose sources that are credible, relevant, and appropriate. Cite each source listed on your source page at least once within your assignment. Access the library or review library guides for help with research, writing, and citation.

· PowerPoint: 6-8 slides, not including the required title, purpose, conclusion, and references slides. Include detailed speaker’s notes to elaborate upon complex ideas or issues. A viewer should be able to get a solid understanding of your presentation by viewing the slides and the notes.

· SWS: This course requires using Strayer Writing Standards (SWS). The library is your home for SWS assistance, including citations and formatting. Please refer to the  Library site  for all support. Check with your professor for any additional instructions.

The specific course learning outcome associated with this assignment is:

· Propose HRM policies and procedures related to manager training, hiring practices, compensation and benefits, and employee performance.

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Informational interviews are helpful for learning about different career positions available for a company or department you would be interested in working for long-term. A person’s rank does not matter, but you should aim to talk with someone with enough experience to give you informed insights. Because there is no job on the line and no immediate professional risk to you, you can ask candid questions about the position and learn if that is something you want to do (or somewhere you would like to work). Still, you are making an impression on them, and they are sharing their time with you, so do your research. Ask informed questions and indicate a serious interest in their work. Later, they might remember you for a position, and you get a job!

For this work, you will find a prospective contact with a job you might like to have later in your professional career and get a 30-minute informational interview. Please see the rubric for a full list of the required elements, and see https://www.wikihow.com/Write-a-Reflection-Paper for some guidance about writing.

My work should be in: Urban planning

Try to prove that you did meet a professional person in urban planning.

And now I will write the instructions for this paper.

Contact –  Explain how you made contact and provide visual proof 

 Relevance –  Explain clearly how this person has a job that is of interest to your interests 

 Interview format – in-person, or Zoom, or via email

 Method of connection –  Stranger through “cold call” (e.g., email, LinkedIn, etc.) 

 Questions – List of prepared questions and notations indicating which ones you discussed in the interview 

Research –  Explain what you found out about: (1) the company AND (2) the person you are interviewing 

Interview –  Describe 5 out of 5: (1) Where you met; (2) What you learned; (3) If it comfortable; (4) What you think you gained; (5) How timely was the meeting 

 Follow-up –  Proof of follow-up thank-you note 

Length –  2 to 3 pages (excluding questions, and proof of follow-up) 

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