Category: Human Resource Management

Onboarding Assignment (Job Descriiption)
You are the hiring manager at a major home improvement retailer, Home Improvement Center, and need to fill a position for an exempt-status night shift supervisor. The applicants should have retail business experience, preferably in housewares, and at least some supervisory experience. You are looking for someone to fill third shift from 10 P.M.-6 A.M. There may be heavy lifting involved. Your company offers the industry standard for salary, benefits, and growth opportunities.
Write a comprehensive job descriiption for this position that will help you prepare for the interview process and address any questions you might receive from applicants. Be sure to apply the guidelines for writing job descriiptions you learned in your readings. You are also encouraged to conduct your own outside research on a major home improvement center and O*Net to help you complete this activity.
To successfully complete the assignment, you must meet the following minimum requirements:
Write a comprehensive job descriiption using the information provided.
Apply the guidelines for writing job descriiptions, as presented in your reading assignments this week.
Conduct your own outside research to help you create a more realistic job descriiption.
Include a reference page to give credit to your sources.
Tips for Project Success
Make sure that you include all basic categories for the job descriiption. Research for the industry will be required. Your job descriiption needs to be realistic! Please note this is NOT a job advertisement. Cite and reference sources at the end of the document.
Instructions:
This job descriiption should not exceed 3 pages in length including the reference page. (Format: 12 point, single space, Times New Roman font).
Consult the posted rubric for more details.

This assignment will bring together the information from the previous three assignments to create a presentation to your senior management team. Integrating the HR data elements, using the communication plan, and following the process map will create a presentation that will validate your recommendations concerning the recruiting resources for the organization.
Using previously established data analysis, communication plans, and the project process map, create a presentation to the senior leadership team that will make a case for increasing, decreasing, or keeping stable the recruiting resources of the organization.
Your presentation will need to include the current situation, provide the supporting data in numbers as well as graphs, and make your recommendation again supported by data and graphs. Costs are important and must be supported by your data and graphs. Remember, you are selling these recommendations to the leadership team.
The presentation must include:
The problem to be solved, why the problem exists, and the impact on the organization
The data that supports the problem. Typically this shows current historical (year over year, quarter over quarter) data
Predictive data to show the future
Recommendations and solutions supported by data and graphs
PowerPoint is the medium typically used to present this type of information and is the required format for this assignment. The presentation should consist of 10 to 12 slides with a minimum of six data graphics.
I will attach more files for your reference. Let me know if you have any questions. You need to use the Assignment 2 file for data points for this presentation. Just follow the instructions.

Please review the attached case study and answer the following questions:
1. Should the company’s treatment of the grievant for the first two “sleeping on the job” incidents influence the outcome in this case? Explain.
2. Did the Company have just cause to dismiss the grievant for violating safety rules when in each instance cited, the truck was out of gear with the safety brake on?
3. Is the union’s argument that the grievant just appeared to be “sleeping” creditable in the absence of any testimony of support by the backhoe driver, a fellow union member?
Response should be a minimum of 275 words per question. Thanks.

Do your independent research and give us a 1-3 page analysis on the topic:
“Using Strategic Goals to Drive Diversity” . ( Word doc )
Then….within the 1-3 pages, give us 3 companies who have done, as what you have just analyzed, who have done it well.

Prepare an individual report demonstrating that you a) understand the key ideas presented in the assigned and recommended readings for Week 1 and b) can analyze critically the extent to the Defense contract management agency. Your report should be 800-1000 words and must cite supporting evidence from the readings. Your report should be double-spaced and you should use an appropriate writing style (APA) The title page, reference list, and any appendices are not included in this suggested word count. You do not need to include an abstract. The questions your report must address are: What business model does your company use? What is your organization’s vision and mission? What objective evidence is there that your organization’s vision, mission, and objectives is helping it gain a sustainable competitive advantage. Only briefly touch on what objective evidence, using the Three Tests of a Winning Strategy, is there that your organization’s vision, mission, and objectives support its strategy? (We will address the three tests in more detail later) Be sure to introduce your argument, explain your understanding of key terms, present your reasoning, and include independently verifiable supporting evidence.
Week 1 readings
https://saylordotorg.github.io/text_mastering-strategic-management/s05-01-defining-strategic-management-.html
https://saylordotorg.github.io/text_mastering-strategic-management/s05-04-understanding-the-strategic-ma.html
https://saylordotorg.github.io/text_mastering-strategic-management/s06-01-vision-mission-and-goals.html
http://ezproxy.umgc.edu/login?url=http://sk.sagepub.com.ezproxy.umgc.ehttp://ezproxy.umgc.edu/login?
url=http://sk.sagepub.com.ezproxy.umgc.edu/reference/hdbk_strategymgmt/n3.xmldu/reference/management/n92.xml

This is an individual assignment
Write a short case analysis report (Minimum 500 words), In MS Word, double spaced, 12-point font, APA standards.
Not allowed to use any AI tool in this assignment

Week 2 Key Assignment
Instructions
In accordance with the requirements of our Key Assignment (Due in Week 7) in this course, please review the following list of potential problem/situations and choose one for your final assignment, Strategic HR Plan. You can write your paper as if you were employed at a Fortune 500 company, a current organization that is in the news, or a past or present employer.
Below is the list of potential problems or situations from which you can select, choose one to research for your final project:
Rollout of a change management initiative.
Creation and implementation of a new compensation and benefits package.
Creation and implementation of a new performance appraisal system or method of conducting performance appraisals.
Creation and implementation of an effective recruiting and retention program to enhance the quality of employees and management within the organization.
Creation and implementation of a succession plan.
Technological changeover from one computer system to a newer computer system (HRIS – include possible conversion problems).
Creation and implementation of a revised policy to replace a current policy, which is not working (and lawsuits have resulted from the current, for example – a poorly written disciplinary policy).

Choose your problem/situation from the list above for your strategic HR plan. Include a paragraph or two on the importance of the topic and your rationale for selection. Please submit via MS Word in the appropriate drop box for Week 2 Assignment.

Behaviorally anchored rating scales (BARS) directly assess performance behaviors. The BARS method depends on critical incidents or short descriptions of effective and ineffective behaviors that ultimately produce a number value. The assessor is responsible for rating the specific behaviors of an employee based upon the behavioral expectations that are provided as anchors. When rating the employee, most employers prefer to also provide written feedback for why the employee received a specific rating.
“Typically, supervisors rate several performance dimensions using BARS and score an employee’s overall job performance by taking the average value across all the dimensions” and “because the critical incidents convey the precise kinds of behaviors that are effective and ineffective, feedback from BARS can help an employee develop and improve over time.”
Source of the quote above: Colquitt, J.A., Lepine, J.A., & Wesson, M.J. (2011). Organizational behavior (2nd ed.). New York: McGraw-Hill. (Note: This textbook is not available from the Trident Online Library).Behavioral Anchored Rating Scales (BARS)
Two Assessment Area Examples:
Oral Communication: Organizes thoughts and expresses them in a clear and logical manner, quickly comprehends another’s meaning, uses appropriate vocabulary, correct grammar, and appropriate non-verbal communication (gestures, etc.).
Expresses ideas clearly and concisely.
Answers questions completely and precisely. Speaks with a voice that exhibits an appropriate command presence.
Relates thoughts in an organized manner. Gives concise answers to questions. Demonstrates effective active listening behaviors (e.g., leans forward, nods in agreement, repeats statements back, verbalizes understanding).
Clearly enunciates words. Attentively leans forward.
Voices ideas randomly or several at a time.
Interrupts others inappropriately. Excessive use of filler words, phrases (umm, like I said, etc.)
Fails to listen to questions asked by role player(s). Uses incorrect words or grammar in responding to questions.
Takes too long without making a point.
Uses profanity.
Problem Analysis & Resolution: Ability to critically evaluate a situation, gather and analyze relevant information, identify underlying issues, assess alternative solutions, and to consider the implications of problems and potential solutions.
Identifies possible resources to resolve problem. Deals with problems before they worsen.
Ensures a follow up plan is established. Develops alternative approaches to deal with the problem. Verbalizes the impact on the organization as a whole (morale, operations, budget, etc.). Thoroughly considers relevant information.
Provides feasible solutions; considered feasibility of alternatives. Makes suggestions for resolving the problem.
Assures adherence to standards.
Is unable to support conclusions with facts or logic.
Fails to consider alternatives.
Considers only a portion of the available information. Abdicates responsibility, blames others.
Waits until a problem has worsened before dealing with the problem.
Fails to act.
Source of the above examples: The City of Columbus, Civil Service Commission. Behaviorally anchored rating scales (BARS). Slide presentation retrieved from http://www.ipacweb.org/Resources/Documents/conf13/reed.pdf.
SLP 2 Assignment:
Following the examples above, create a similar BARS instrument (based on your current position) with at least FIVE different areas of assessment. Meet with a colleague or supervisor to have him or her evaluate your behaviors. Discuss the results with your colleague/supervisor to figure out where you scored highest and where you scored lowest.
Write a paper discussing the following issues:
Your results
The process you went through
How your instrument can be adjusted for optimal results
What the strengths and weaknesses of BARS are
How the feedback from the BARS can help an individual improve over time
How BARS compares to two other performance appraisal processes
Other recommendations you may have
This pragmatic approach will help you get into the routine of continuously being evaluated. You will submit both the BARS instrument that you created and the paper.
Bring in at least 2 library sources to help strengthen your discussion.
Your paper should be at least 2-3 pages, (not including the cover sheet and reference list). Deal with these issues in an integrated fashion, not as a series of individual questions.
Please upload your submission by the module due date. Please note that the links below labeled ‘LinkedIn Learning’ will open in a new window and may require activation of a LinkedIn account on the first attempt. Trident students may use their student email address to access this free subscription to LinkedIn Learning as a part of this course.
Required Material
Davenport, T. H. (2012). Case study: Social media engages employees. FT.Com, Retrieved from the Trident Online Library.
Wilkie, D., & Wright, A. (2014). Balance risks of screening social media activity. HR Magazine, 59(5), 14. Retrieved from ProQuest in the Trident Online Library.
Wright, A. (2014). How Facebook recruits. Retrieved from https://www.shrm.org/ResourcesAndTools/hr-topics/technology/Pages/How-Facebook-Recruits.aspx
Optional Material
Social Media for Working Professionals – LinkedIn Learning
Segal, J. A. (2014). The law and social media in hiring. HR Magazine, 59(9), 70-72. Retrieved from ProQuest in the Trident Online Library.
Segal, J. A., & LeMay, J., (2014). Should employers use social media to screen job applicants? HR Magazine, 59(11), 20-21. Retrieved from ProQuest in the Trident Online Library
Swain, K. (2017). The impact of social media in the workplace pros and cons. Retrieved from http://work.chron.com/impact-social-media-workplace-pros-cons-22611.html
Walden, J. A. (2016). Integrating Social Media Into the Workplace: A Study of Shifting Technology Use Repertoires. Journal Of Broadcasting & Electronic Media, 60(2), 347-363. Available in the Trident Online Library.
Wright, A. D. (2014). More states prohibit social media snooping. HR Magazine, 59(10), 14. Retrieved from ProQuest in the Trident Online Library.
Behaviorally Anchored Rating Scales
Required Material
Behaviorally Anchored Rating Systems—BARS. Retrieved from http://performance-appraisals.org/appraisal-library/Behaviorally_Anchored_Rating_Systems_-_BARS/
Optional Material
Behaviorally Anchored Rating Scale (BARS). Example. Retrieved from www.in.gov/spd/files/bars.doc Simulation Training
Required Material
Abernathy, D., Allerton, H., Barron, T., & Salopek, J. (1999). Everyday simulation. Training & Development, 53(11), 37. Retrieved from the Trident Online Library.
Virtual Tours: Video, Photo, and VR – LinkedIn Learning
Optional Material
Catling, C., Hogan, R., Fox, D., Cummins, A., Kelly, M., & Sheehan, A. (2016). Simulation workshops with first year midwifery students. Nurse Education in Practice, 17, 109-115. Available in the Trident Online Library.
Lambert, C., and Lloyd-Jones, H. (2014). Run simulation in your workplace. Education for Primary Care. 25(6), 357-359. Retrieved from EBSCOHost in the Trident Online Library.
McMaster, S., Ledrick, D., Stausmire, J., & Burgard, K. (2014). Evaluation of a simulation training program for uncomplicated fishhook removal. Wilderness & Environmental Medicine, 25, 416-424. Available in the Trident Online Library.
Uptick in simulation training. (2013). Air Force Time, 3. Retrieved from the Trident Online Library.

Part 1:
This assignment measures your mastery of ULOs 1.1, 2.1, 3.1, 4.1, 8.1, 8.2, and 8.3. Part 1:
You are voluntarily leaving your position. (This can be a position you currently have, one you have had in the past, or one that you would like to have.) Your supervisor has asked you to create recommendations the organization can use when filling your position. *Use HRM as the position*
In your response, explain how your position fits in with the overall objectives of your organization. Describe how effective filling of this position will support the organization’s success.
For your response, provide recommendations on the following:
– Job Analysis: List each of the five job analysis methods explained in Chapter 4 of the textbook in the Job Analysis section and for each method discuss why you would or would not recommend the technique be used to analyze your job. 
– Realistic Job Preview (RJP): After reviewing the information about RJPs in Chapter 5 in the Evaluation of Recruiting Programs section, create a realistic job preview for your job to present to candidates.
– Structured Job Interview: Develop a 10-question structured interview to be used to select someone to fill your job. Keep in mind the general guidelines that questions should be job related. Also, keep in mind the information in Exhibit 6.2 in Chapter 6 in the Applications and Preliminary Screening section of the textbook, regarding what types of questions are legal.
For Part 1, support your response with a minimum of one source, which can include your textbook.
Part 2:
We know discrimination is illegal. But diversity is not law, nor necessarily even policy within organizations.
Does your present employer’s workforce or a past employer’s workforce mirror the community around you? What benefits and challenges do organizations derive from a more diverse workforce?
What policies can organizations enact to increase diversity?
For Part 2, support your response with at least one external source.
For your submission, including both Parts 1 and 2, you must have a minimum of three pages, which does not include the title page or reference page. Adhere to APA Style when creating citations and references for all sources used in this assignment.

This assignment will bring together the information from the previous three assignments to create a presentation to your senior management team. Integrating the HR data elements, using the communication plan, and following the process map will create a presentation that will validate your recommendations concerning the recruiting resources for the organization.
hat will make a case for increasing, decreasing, or keeping stable the recruiting resources of the organization.
Your presentation will need to include the current situation, provide the supporting data in numbers as well as graphs, and make your recommendation again supported by data and graphs. Costs are important and must be supported by your data and graphs. Remember, you are selling these recommendations to the leadership team.
The presentation must include:
The problem to be solved, why the problem exists, and the impact on the organization
The data that supports the problem. Typically this shows current historical (year over year, quarter over quarter) data
Predictive data to show the future
Recommendations and solutions supported by data and graphs
PowerPoint is the medium typically used to present this type of information and is the required format for this assignment. The presentation should consist of 10 to 12 slides with a minimum of six data graphics.
I attached some of my past assignments in case you need to reference it