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Human Resource Management

Discussion Question Assignment Identify two factors that can distort appraisals.

Discussion Question Assignment
Identify two factors that can distort appraisals. Compare and contrast the two factors and their impact on the performance appraisal. How would human resource professionals advise management to counter these factors?

Categories
Human Resource Management

Read Best Practices of Total Quality Management Implementation in Health Care Se

Read Best Practices of Total Quality Management Implementation in Health Care Settings, which discusses the six outcomes related to the implementation of Total Quality Management. Of the six, identify the one that you would think would be the most beneficial to the organization as a whole, and explain your rationale.
Need one initial posting & two separate peer replies (peer posts are attached)

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Human Resource Management

Read Best Practices of Total Quality Management Implementation in Health Care Se

Read Best Practices of Total Quality Management Implementation in Health Care Settings, which discusses the six outcomes related to the implementation of Total Quality Management. Of the six, identify the one that you would think would be the most beneficial to the organization as a whole, and explain your rationale.
Need one initial posting & two separate peer replies (peer posts are attached)

Categories
Human Resource Management

Reassessment/Adjustment Portion: Read the material at the sites listed in the We

Reassessment/Adjustment Portion: Read the material at the sites listed in the Week 6 and 7 Content Section to help guide your reassessment and adjustment of the solutions, risks, and impact on your client in relation to the management problem you are exploring. Complete a 1 or more page paper indicating if you are making any adjustments or modifications to your solutions based on your reassessment. If you are making modifications, be specific about what solution/s you need to modify.
Combining Final Paper:
This week you will assemble your work into one comprehensive management report for the client. The report should include all work from the previous six weeks. When compiling your work into one report for this assignment, do NOT condense the report. The report should include the entire body of work you have completed for the first six weeks of this class. Add an introduction to tell the client what you studied and a conclusion to tell the client your conclusions.
The simplest way to do your Week Seven report is to set up your document and add to the report each week as you complete your weekly papers.
You can copy and paste your Week 3 and 5 papers into your Week Seven document but be certain to write a transition paragraph at the beginning of each of the sections so that the Week Seven Final Report flows properly.
You also should copy and paste all of your past references into the final Week Seven document references section.
You can use section titles and subtitles to make your report more visually appealing and facilitate communicating your message.
Turn in: Your complete report in a word document, submitted to your Week Seven Assignment folder in the classroom. This is due by midnight on Sunday of Week Seven.

Categories
Human Resource Management

360-Degree Appraisal The 360-degree appraisal approach entails collecting perfor

360-Degree Appraisal
The 360-degree appraisal approach entails collecting performance information from several workers who interact with the employee being evaluated. For example, information can be collected from supervisors, subordinates, customers, and peers. In some situations, employees also evaluate their own work as a part of the 360-degree appraisal process. The 360-degree appraisal is designed to provide a comprehensive perspective on an employee’s performance. Some organizations use the 360-degree appraisal process mainly for developmental purposes because the results can be contradicting. The 360-degree appraisal process is a helpful foundational step to learning an employee’s strengths and weaknesses and then using that information for generating goals for MBO. Most employees prefer the 360-degree appraisal process because of its comprehensiveness and the amount of information that emerges from multiple sources. The following image is an example of different individuals who could potentially evaluate an employee during a 360-degree appraisal.
Potential Individuals Involved in a 360-Degree Feedback Appraisal Process
creativecommons.org cc by
Assignment
Create a slide presentation that you will be presenting to your entire organization relating to the implementation of a 360-degree feedback appraisal process. Prepare 10-15 slides with detailed notes to go along with each.
Make a persuasive presentation. As the VP of HR (known for being creative and intelligent), your task will be to define this unique performance management appraisal tool, how it will be implemented, the added value to each employee of using this type of system, and what the consequences might be of an employee receiving a low rating.
BACKGROUND MATERIAL:
Custom Insight (2018). What is 360 Degree Feedback? Retrieved from https://www.custominsight.com/360-degree-feedback/what-is-360-degree-feedback.asp
Hudson Global (2018). What is 360 degree feedback? Retrieved from https://www.youtube.com/watch?v=eT4tohLWeUw.
(Hudson Global, 2018)
Performance Experts (2017). 360 Degree Feedback. Retrieved from https://www.youtube.com/watch?v=FDgtrg7k8Y4.
(Performance Experts, 2017)

Categories
Human Resource Management

Donald Kirkpatrick’s Four level Evaluation Model, devised in the 1970s and a sta

Donald Kirkpatrick’s Four level Evaluation Model, devised in the 1970s and a standard tool in training circles evaluates the value and limitations of the model in practice. Find an article or webpage that offers updated information on Kirkpatrick’s model. Discuss the changes in the model since 1970. Are the improvements significant? Why or Why not? How would application of such a model improve training in your organization? What ways could you evaluate results if you were devising a training program? (Please remember that this question should be related to the company you are writing your Capstone project about.) Present your views in 200 words or more in your discussion post. Use at least one scholarly source in your reply in addition to the article in addition to the Kirkpatrick article. Respond to at least two of your classmates’ posts. Remember to properly cite your sources.
My Capstone Project is The Logistics Company.

Categories
Human Resource Management

360-Degree Appraisal The 360-degree appraisal approach entails collecting perfor

360-Degree Appraisal
The 360-degree appraisal approach entails collecting performance information from several workers who interact with the employee being evaluated. For example, information can be collected from supervisors, subordinates, customers, and peers. In some situations, employees also evaluate their own work as a part of the 360-degree appraisal process. The 360-degree appraisal is designed to provide a comprehensive perspective on an employee’s performance. Some organizations use the 360-degree appraisal process mainly for developmental purposes because the results can be contradicting. The 360-degree appraisal process is a helpful foundational step to learning an employee’s strengths and weaknesses and then using that information for generating goals for MBO. Most employees prefer the 360-degree appraisal process because of its comprehensiveness and the amount of information that emerges from multiple sources. The following image is an example of different individuals who could potentially evaluate an employee during a 360-degree appraisal.
Potential Individuals Involved in a 360-Degree Feedback Appraisal Process
creativecommons.org cc by
Assignment
Create a slide presentation that you will be presenting to your entire organization relating to the implementation of a 360-degree feedback appraisal process. Prepare 10-15 slides with detailed notes to go along with each.
Make a persuasive presentation. As the VP of HR (known for being creative and intelligent), your task will be to define this unique performance management appraisal tool, how it will be implemented, the added value to each employee of using this type of system, and what the consequences might be of an employee receiving a low rating.
BACKGROUND MATERIAL:
Custom Insight (2018). What is 360 Degree Feedback? Retrieved from https://www.custominsight.com/360-degree-feedback/what-is-360-degree-feedback.asp
Hudson Global (2018). What is 360 degree feedback? Retrieved from https://www.youtube.com/watch?v=eT4tohLWeUw.
(Hudson Global, 2018)
Performance Experts (2017). 360 Degree Feedback. Retrieved from https://www.youtube.com/watch?v=FDgtrg7k8Y4.
(Performance Experts, 2017)

Categories
Human Resource Management

Donald Kirkpatrick’s Four level Evaluation Model, devised in the 1970s and a sta

Donald Kirkpatrick’s Four level Evaluation Model, devised in the 1970s and a standard tool in training circles evaluates the value and limitations of the model in practice. Find an article or webpage that offers updated information on Kirkpatrick’s model. Discuss the changes in the model since 1970. Are the improvements significant? Why or Why not? How would application of such a model improve training in your organization? What ways could you evaluate results if you were devising a training program? (Please remember that this question should be related to the company you are writing your Capstone project about.) Present your views in 200 words or more in your discussion post. Use at least one scholarly source in your reply in addition to the article in addition to the Kirkpatrick article. Respond to at least two of your classmates’ posts. Remember to properly cite your sources.
My Capstone Project is The Logistics Company.

Categories
Human Resource Management

Preface: Compensation is a recurring topic of debate and there is an abundance o

Preface:
Compensation is a recurring topic of debate and there is an abundance of economic challenges to consider. Global competition for talent continues to force organizations to review their current compensation plans while the global pandemic has pressured companies to develop innovative ways to retain high performers. This includes legal and discretionary benefits along with bonuses that are often referred to as Total Rewards. While exempt employee compensation is frequently tied to organizational performance, non-exempt employees are typically compensated based on individual metrics. Unfortunately, current compensation packages may not always consider the contributions of part-time, temporary, and on-call staff that are relied on to perform essential business functions.
Guidelines:
Consider current global economic issues that have challenged traditional compensation plans. As the Human Resources professional for your company, you have been tasked with establishing a Total Rewards strategy. With a staff that is comprised of exempt and non-exempt workers, you will have to consider how employees that must work on-site perceive how they are paid compared to those that can work remotely. While conducting your research, consider how Total Rewards can include employee recognition, flexible schedules, bonuses, and tuition assistance.
Analysis:
How can a company determine what the starting wage should be for any given position?
What factors should be considered for compensation to be considered equitable?
Which mandatory and discretionary benefits should be included and why?
Will benefits and compensation details be kept private or made public?
Expectations:
Embed at least one reference per paragraph.
2 pages in length with sufficient research information.
Use 3rd person, proper grammar, punctuation, and spelling.
Follow proper APA format, including title and reference pages.
Construct complete paragraphs that are 4-6 sentences in length.

Categories
Human Resource Management

Culture is a term which encompasses language religion, education, and communicat

Culture is a term which encompasses language religion, education, and communication. As businesses expand beyond American borders, how can Human Resource departments prepare their employees to address cultural conflict and culture shock as a means to increase the likelihood of a successful integration?
Please no international sources