Category: Essays

Several organizations have prepared workbooks to guide their employees individually through systematic self-assessment of values, interests, abilities, goals and personal development plans. Employees should be encouraged to assume responsibility for their own careers. Knowing which career you want to pursue is an important first step to tackling your job search and career goals. However, simply identifying an ideal position will not propel you to achieve these goals. A career workshop can help you do just that. It can also help you learn how to make career decisions, set career goals, create career options, seek career planning information, and at the same time build confidence and self-esteem.

Ask peers and acquaintances about their career plans; also ask them how they arrived at their career goals.

Consider the responses, as well as your own career plans and information gleaned from your textbook. In your initial post:

Discuss at least three issues that Human resources must include in a workshop on career planning.
In your discussion, state why you feel these issues are critical in developing effective career strategies.
Provide specific examples.

DQ 2

Identifying and developing global leaders is a key concern for international companies. Compare and contrast the skills and context of the traditional, national manager with that of the international manager. Your original response to this discussion question should be 150-200 words.

HR planning should be focused on helping the organization achieve its strategic intent, which derives from its vision. These strategies need to both service the short-term, operational concerns (business planning) and the slightly longer-term strategic (business/corporate planning) cycle. Select a company you are familiar with and detail one short-term and one longer-term strategy, and then discuss how the role of human resources can provide valuable advice and counsel in the achievement of those strategies.

DQ 2

Recruitment is of little use if an organization cannot retain key employees. Therefore, it is critical that organizations properly motivate and reward their employees. Discuss the factors that affect employee motivation and how a proper reward system can affect an employee’s motivation

Data Description” (Note: Please respond to one [1] of the following two [2] bulleted items)

From the e-Activity, the table shows Average Insurance Costs by State. Select two (2) states that are of interest to you. Next, speculate on three (3) possible reasons why the states you have chosen would have a difference in average insurance costs. Remember you must relate your comments to a topic related to the class.
From the e-Activity, select ten (10) states and calculate the mean and standard deviation for average insurance costs. Next, calculate the mean and standard deviation for average insurance costs for all 51 states. Compare and contrast the means and standard deviations for the ten (10) states you selected and all fifty one (51) states. To get a better understanding of the topics this week, you need to select the 10 states randomly and explain how you chose them. Do not simply choose the first 10 states on the list, the last 10 states on the list, etc

Weekly tasks or assignments (Individual or Group Projects) will be due by Monday, and late submissions will be assigned a late penalty in accordance with the late penalty policy found in the syllabus. NOTE: All submission posting times are based on midnight Central Time.

View problem scenario B to learn more about regulatory challenges. This scenario provides key information in helping formulate answers for assignments in Phases 3 and 4.

Note: All character and company names are fictional and are not intended to depict any actual person or business.

During the preparation for your meeting, you discover that UWEAR and PALEDENIM do not currently have any policies in place to provide whistleblower protection as outlined in the Sarbanes-Oxley (SOX) Act, Section 806. Because UWEAR is a publicly-traded company, as will be PALEDENIM, you recommend that they immediately implement a policy to address this issue.

You schedule a meeting with the two executives responsible for the policy decisions in human resources (HR): Sharon Reese, the HR manager for UWEAR; and Marcia Henry, the HR manager for PALEDENIM.

“Thanks for meeting with me today, Sharon and Marcia,” you say as you shake their hands across the table in the small conference room. “As you both may be aware, we have many challenges that are facing us during this transition period of the merger.” Watching their body language, you see that they are wondering what you want from them. As a strategic manager for a consulting firm, you have been in this situation before. You are an outsider who is trying to help a company and their employees change, and you have found that nobody likes change.

“Because we haven’t had the opportunity to work together up to this point, I was hoping that you could share with me some of your philosophy about management and tell me about your management style,” you say. “How do you like to manage?”

“I guess I’ll start,” says Sharon. “I’ve been an HR manager for over 17 years with UWEAR and have seen this company grow and change quite a bit in that time. I took this job right out of college after getting my B.A. in human resources management. I feel that I am successful because I make things happen. If something needs to be done and needs to be done quickly, people always come to me. I have a very intuitive management style, and I get a real feel for people and situations. I inherently know what needs to happen to get the job done. Also, I don’t think it’s necessary to create huge project plans with long implementation timelines. If you want something done, I’ll get it done for you. People who invest all of their time in planning and strategizing take too long to get things accomplished. Time is wasted, and the team loses momentum.”

“Thanks for sharing that information, Sharon,” you say. “I get a feeling that you are someone who can really make things happen, and I can appreciate that. Marcia, how about you?”

Marcia starts, “I have been the HR manager for PALEDENIM for the past 3 years. I have about 20 years of experience in the HR field and have an MBA. I feel that I’m an effective and trusted manager. I seldom interact with my vice president because she trusts me to do the job that I was hired to do. I don’t get much glory, but I don’t get much grief. My goal is to bring my projects in on time and at or below budget. Sometimes it is necessary to request additional resources to meet time lines if plans don’t go off as scheduled, but I am not afraid to speak up and make that request. My projects are planned and laid out prior to implementation. I partner with my team to make sure they are successful and, in turn, I am successful.”

Answer the following in a paper of 2–3 pages:

What do you feel are the strengths and weaknesses of each manager’s approach to management?
How will you tailor your approach to each manager based on your knowledge of each of them?
What do you feel will be the challenges faced by each manager in formulating and implementing a policy within a relatively short time line?
How do you need to advise each manager to ensure that they formulate and implement the policy?

As the new human resources manager, you are now ready to complete the next phase of diversity training materials that are targeted at making your workforce supervisors more aware of current racial diversity issues (e.g., the dramatic increase in the Hisp

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Type: Individual Project
Unit: Racial Issues & Discrimination
Due Date: Sun, 1/17/16

Deliverable Length: 3-4 pages (body of paper)

Diversity Training Materials

As the new human resources manager, you are now ready to complete the next phase of diversity training materials that are targeted at making your workforce supervisors more aware of current racial diversity issues (e.g., the dramatic increase in the Hispanic percentage of the workforce) and how the supervisors should address them. The goal is to reduce potential tensions in the workplace among employees of different races.

This second phase of training will be titled, Historical Issues of Different Races in the Workplace and How to Handle Them.

The Diversity Training Materials for this phase should discuss the following:

Different races now or likely to be in the workforce of the future, based on the U.S. populations racial demographic changes
Particular issues that create tensions among the different groups
How supervisors need to address these issues that could potentially cause tensio

Read Chapters 1 and 2 in the textbook. Choose ONE of the following processes that you frequently encounter as a college student:

a) enrolling in classes

b) taking a class

c) buying a ticket for a concert or game

Describe each process and its inputs, activities, and outputs. What is being converted or transformed in the process? Who are the customers, suppliers, and stakeholders for the process?

Required Textbook(s) and Resources:

Swink. (2014). Managing operations across the supply chain (2nd ed). McGraw-Hill Publishing. ISBN: 9780078024030

U.S. Diversity Law and Organizational Compliance

In the United States, companies of all sizes, especially those with more than 15 employees, must adhere to nondiscrimination practices. Even if the company is so small that some of Title VII doesn’t apply, it is incumbent upon the manager to be familiar with federal antidiscrimination laws, including those relevant to gender, race and ethnicity, religion, sexual orientation, age, and disabilities.

Instructions:

Research and evaluate this case

Otiz v. CVS Caremark Corporation et al. (2013)

In a well-written paper, answer the following about the case:

1. Describe the nature of the case. Describe the parties involved and provide a summary of the facts in the case.

2. Identify which of the antidiscrimination laws was violated in the case, such as Title VII of the Civil Rights Act, ADEA, EPA, IRCA, ADA, or GINA.

3. Evaluate the seriousness and scope of the discrimination.

4. What could have been done to prevent the discriminatory practices in the first place? Provide specific action steps you would recommend.

5. Explain the relevant law in light of its historical context and why it was enacted. How does the law protect the offended workers in this case?

Paper Requirements:

Your paper should include an introduction and a conclusion and should be 3-4 pages long, not including the required title and reference pages.

Incorporate two scholarly references that are not required readings for this module

Corporate Business Structures

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Watch the “Your Business Structure” and “Corporate Business Structures” videos

Identify the different business structures.

Write a 350 to 700 word explanation of how each business structure might and might not be advantageous.

An elevator speech is an excellent way to convey your skills while networking and seeking employment. Typically, an elevator speech is a one-minute summary of who you are, why you are qualified, and what you have to offer the organization or industry. A brief sales pitch will ensure that you are prepared to discuss your career goals whenever the opportunity presents itself. Some examples of where you could use your elevator speech are at a networking event, during a job interview, or in a social setting.

Watch The Elevator Pitch Career Spots video (3:25 minutes) as an example. (Trasncript is attached to this assignment)

The role of HR is to help make business successful through great people and people management. In an Powerpoint elaborate on the key skills required to be an effective human resource professional, as well as some of the challenges in acquiring those skills.

DQ 2

Mergers, globalization, and the desire to bring the right people together to work on the right projects are just some reasons employees are increasingly likely to be required to work beyond their own departmental or organizational boundaries. Discuss the challenges of working across boundaries and how human resources can prepare employees to thrive in a boundary-less organization

Suppose you are the CISO at a large company and are trying to convince the Board of Directors that there is a business need for a system forensics department and lab, and substantial funding is needed.

Write a four to five (4-5) page paper in which you:

Develop a compelling argument that you would present to the Board, making a case for creating a system forensics department and building a functional lab.
Describe the difference between corporate investigations and law enforcement investigations and determine why corporate investigations are an integral part of an information security program.
Explain the importance of employing dedicated system forensics specialists who are familiar with multiple computing platforms and the negative affect the lack of familiarization can have on an investigation.
Compare and contrast public laws and company policy in terms of computer forensics and identify the role each plays in an investigation.
Analyze the importance of using forensic specialists and professional conduct in an investigation and the affect this has in a court case and / or corporation investigation.
Use at least three (3) quality resources in this assignment. Note: Wikipedia and similar Websites do not qualify as quality resources.

Your assignment must follow these formatting requirements:

Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:

Identify the computer forensics investigation process.
Outline system forensics issues, laws, and skills.
Use technology and information resources to research advanced issues in computer forensics.
Write clearly and concisely about topics related to computer forensics planning using proper writing mechanics and technical style conventions