Category: Human Resource Management

P‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍lease write according to the Chapter 1 Structure format provided. Attached is the Research Proposal with Examiner comments, so need t‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍o work according to the comments as well as for improvement requirements. Some reference journals are attached for your information‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍.

Your PowerPoint presentation must be a minimum of 14 slides in length, not counting the title or reference slides. You must utilize the slide notes function in PowerPoint to add speaker notes to each slide; these notes should be used in order to explain or expand on slide content as if you were actually presenting this to your audience.
6 lines
7 words per line
APA 7th edition

I‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍nstructions: This week you are to write a research paper regarding an actual organization ( in the United states) of your choice that is either contemplating using and/or has already implemented the use of a team-based approach to increase productivity and reduce costs. What training issues would the organization be likely to face? How could the organization address these issues utilizing accepted HRD practices? Be sure to conduct research into similar organizations (i.e., benchmark against similar organizations) to uncover the specific areas that might be relevant to your chosen organization and their training needs. Reminder: Please ensure that you review the grading rubric (select on checkerboard under grade details above) for this assignment carefully, to ensur‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍e that you receive the highest possible grade for your work! Read the instructions in detail before beginning this assignment. Please ask questions if necessary. Submission Instructions: IMPORTANT!! Submit your work as an MS WORD ATTACHMENT in either a .doc, .docx, or .rtf format. Please support your ideas, arguments, and opinions with independent research, include at least three (3) supporting references or sources (NOT Wikipedia, unknown, undated, or anonymous sources), format your work in proper APA format, include a cover page, abstract, and a minimum of 3 FULL pages of written content; double space all work, include a reference section, and cite all listed references properly in text in accordance with the 7th edition of the APA manual, chapters 6 & 7‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍.

TITLE: The Effect of Quality of Work-Life and Employee Job Satisfaction on Job Performance in Germany: A Study of Information Technology Professionals
Table of Content
Total pages: 5 pages
• Background of the study: 4 Pages
• Research gap:1 page
Note: Please stick to all what is here
• APA; The current version is the 7th Edition
• Citations for quotations and paraphrases include the last name of the author(s), the year of publication and the page number
• The thesis must be written in Arial type size 11
• The margins, as demonstrated in this document, must be exactly 2 cm on all edges.
• The line spacing should be 1.5 and use justification and hyphenation. Titles can be centred.
• Footnotes should be written in Arial font size 10 and justified
• Figures must be marked accordingly and numbered consecutively throughout the entire paper. Figures must bear the name of their contents as a headliner (font size 11). At the beginning, the word “figure” is written out with the respective number and the title of the figure. The source (font size 10) is given below. If the original image was changed, this is emphasized by “Adapted from:”. Use of screenshots is not recommended; rather, images should be recreated independently. Consult your supervisor if you want to use screenshots
• The word “Table” is above each table (heading, font size 11) with the respective number and the title of the table. Tables must be numbered consecutively throughout the entire work and be completely framed. References to sources must be given under the table (font size 10) with the word “source” or “sources” in front. If the original table was changed, this is noted by “adapted from:”. Self-created tables are marked with “own illustration” in the source information. Again, use of screenshots is not recommended; rather, tables should be recreated independently. Results of own empirical research are marked as “own results”

A‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍nswer ONE of the following questions: 1. Prior to COVID-19 Pandemic, a company of 100 employees had a vision of quadrupling its operation in the following 10 years. However, the overall demand for its products and services has reduced by 50%. At the same time, the demand for one line of the company’s products has hit the roof. Yet it does not have the human resources in sufficient quality to meet the demand of its customers. Discuss the stages and process the company can go through to achieve its human resource needs and the challenges it might face in the process. Use a minimum of 10 references as well as examples to illustrate your points. 2. Critically evaluate the stages of recruitment and selection as one of the core elements of HR practice. You are expected to highlight the challenges an organization might face at every stage of the process and how it can mitigate them. Use a minimum of 10 references as well as examples to illustrate your points. 3. You are an HR manager in a large organization. You have been asked by your CEO to design an orientation training programme for a group of five (5) young MSc graduates from the University of Manchester. These graduates have limited or no working experience.‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍ Using systematic training model, demonstrate how you will undertake this task. Use a minimum of 10 references as well as examples to illustrate your points. 4. As an HR manager of a high-flying company. You have been approached by various line managers complaining that they are unable to attract and keep highly talented employees. Your task is to develop an effective reward system that will attract and keep talented employees that will meet the needs of the line managers. Feel free to use any reasonable scenario to back your proposal for the effective reward system. Use a minimum of 10 references as well as examples to illustrate your points. 5. You have just been hired by a new organization which is barely one year old. As an HR expert, you are charged with the task of developing the organization’s HR policies. Choose one policy area and produce a detail policy to guide line managers. Provide rationale for your suggestions. Feel free to use any reasonable scenario to back your proposal for the chosen HR policy. Use a minimum of 10 references as well as examples to illustrate your points. please tell me which topic you will choose before writing the whole essay, thank you. I will upload some important docum‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍ents.

t‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍his is an open topic assignment. please select a good topic for case study with a proper analysis. ‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍please follow all the guidelines mention in the file. As it’s the final assignment for the module‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍.

W‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍e all know that mortality can be uncomfortable to think about, but it can be frightened as it may be for us as individuals, it can have a significant impact on our loves one, family and community. Our love one can leave a financial burden to family or community. We the Acholi people don’t believe, or we don’t want to talk about death. it’s taboo; however, we are living in the western world. We are all required by law to have insurance when driving car and so we panyikwara should have insurance for our lives too. I am chairman (Charles Taban) here by to ask all of panyikwara to have burial insurance, life insurance, or panyikwara lives insurance to cover for our death. We are to issue all panyikwara member to have burial insurance which is type of life insurance, but it’s designed specifically to cover funeral and burial costs. Burial insurance generally has both lower premium and smaller death benefits than other li‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍fe insurance. Under these policies cover either for individuals or entire families. The average cost of a funeral in the U.S is around $7,000 to $10,000. If you don’t like the burial or life insurance from other company. Then you much have panyikwara life insurance, and for every panyikwara person to pay monthly amount of $20. This polices apply to a person from age of 18 and above who is working. For those who are not working, and they have underline condition community know them this polices don’t apply to them. Children under 18years old this polices don’t apply to them and they are cover under their community polices. The children much be a son or daughter panyikwara. For the elders from 75 years old community will cover their death. This polices will start on January 1, 2022 to all panyikwara in North American. If you fail to pay or make a payment when you die, we payikwara community will not help cover your bur‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍ial or funeral.

Need a research paper outline on the above topic. Research paper outline guide is attached. Research paper outline needs to be able to support a 8 to 10 page research paper that will come later. Also needs to have at least 5 references not wikipedia. Guidelines are attached please let me know if you have any questions. APA Format

Please add a citation to each key word on page 10. And add additional content to the highlighted portion of page 12. Grazie!

Prepare a 3–4-page report on how you plan to approach employee talent development, employee success, retention, and the employee experience issues with viable recommendations for solutions.
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Assessment Introduction
What is the employee experience from the employee’s perspective? The employee experience is when an employee considers their work more than just a job. Employers hope for that possibility, even though it is unlikely every employee in the organization will attain a high level of enjoyment from their work and their work environment. The employee perspective means pride in their employment and a passion for what they do, whom they do it with, and respect for their organizational leadership.
We have arrived at a time in history where talent matters and retaining that talent is not a simple or inexpensive process. Employees today desire a great deal more than employees have in the past. Work has become more important to employees than ever before. Expectations for dynamic, interesting work and a work environment that enhances the process of work grows ever greater each year. The workplace takes up the vast majority of an employee’s life, and this previously accepted tradition of work not being fun or even tolerable has been rejected. In addition, the idea that an employee’s career is for them to manage may be true, but management can make that a great deal more exciting and productive if the pathways to success are clear and available.
Scenario
You are an HR professional at a large teaching hospital with responsibility for the areas of employee talent development and employee experience (sometimes called employee perspective). The hospital’s mission is to integrate a broad spectrum of clinical care, teaching, and research, with special emphasis on the health of children and their families, for two states on the east coast of the United States.
Recently, you have observed high rates of turnover across a number of occupations. Licensed practical nurses, radiologist technicians, surgical technicians, pharmacy technicians, medical assistants, laboratory technicians, and dietitian assistants are at the top of the list of people your hospital cannot keep. You have been conducting exit interviews and talking to current employees about what the areas of concern are that could be influencing the high rate of turnover.
As it turns out, another hospital in the area that has been aggressively recruiting new employees. The hospital is associated with a medical school and an external physician assistance program. They are using a completely new employee experience approach that includes:
Advancement opportunities through joint university and technical certification programs.
Cross-field rotations.
Tuition assistance.
Scholarship programs for entry into the physician assistant program.
Work time for physical fitness.
Co-located complimentary daycare for second and third shift staff.
A gourmet cafeteria.
These benefits are part of what the private hospital calls a comprehensive work-life career-investment program for employees. Your institution has a legacy cafeteria and nothing that mirrors the other hospital’s employee experience program. Additionally, recent engagement surveys indicate that employees are not getting the career guidance from team leaders and supervisors that they think they should. Several surveys of employees found that they felt they are not valued or considered part of the organization and that “only doctors and RNs really mattered.”
Your Challenge
This assessment examines how to assess the effectiveness of employee talent development and employee experience (employee perspective). Consider the challenging conditions that you would face in the situation presented.
What would your next step be in confronting the HR challenge faced by the hospital from a competitive standpoint? Should you present the differences between your hospital and its competitor’s programs to your supervisors or even the hospital director? If yes, why, and how would you go about that? If not, what would your rationale be for your decision?
What research would you do? Making the type of changes that the other hospital made is a major effort in cost and from an organizational culture and employee-valuing perspective.
What challenges might you face from your own HR director? From medical staff leaders and others? The cost of current turnover is coming close to 15% of yearly salary for some positions, and the loss of institutional knowledge is affecting treatment quality, according to a panel of physicians and nursing staff.
What new and different programs might be introduced into the organization to improve the employee experience considering the scope of challenges that were discussed in the introduction?
Your job in this assessment is to use the guidance from above to prepare a report for your supervisors on how you plan to approach the employee talent development and employee experience (employee perspective) problems with viable recommendations for solutions. Please provide at least six academic, scholarly, or professional resources from the Capella University Library.
Assessment Instructions
Prepare a 3–4-page report that states your recommended course of action. Along with your recommendation, include the following:
Analyze, from a competitive standpoint, how proposed recommendations address the HR challenge faced by the hospital.
What is the scope of the differences between your hospital and its competitor?
What would it take to emulate the competitor’s programs?
Describe key factors considered to support the major effort and cost it would take to enact changes in organizational culture, which could be embraced by employees.
What challenges would be faced by trying to emulate the competitor’s programs?
What would the risks be by not addressing the differences between your hospital and its competitor?
Explain how to mitigate cost of current turnover and the loss of institutional knowledge that is affecting treatment quality.
What is causing the turnover?
What actions can you take to address the issue?
Describe programs you would introduce to improve the employee experience.
What are the different parts of your programs?
What are they intended to do?
Review the HR Challenge: The Employee Experience – Pathways to Employee Success and Retention Scoring Guide to see the criteria by which your assessment will be evaluated. Before submitting your assessment for evaluation, review your draft in Turnitin to check your use of source material.
Submission Requirements
The deliverable for this assessment applies professional skills in Human Resources Management (HRM) to workplace situations which you will likely encounter in your day-to-day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace. Your assessment should meet the following additional requirements:
Length: Your plan should be 3–4 typed, double-spaced pages, not including the cover and resources pages.
The first page should be a cover sheet with your name, the course number, assessment title, and date. No other information is required on this page.
The last page should be the reference list.
Organization: Make sure that your assessment writing is well-organized, using headings and subheadings to organize content for the reader.
Font and font size: Times New Roman, 12-point font.
Resources: Use a minimum of six references from academic, scholarly, or professional publications.
Evidence: Support your assertions with data and in-text citations.
APA formatting: Resources and in-text citations are formatted according to current Evidence and APA guidelines.
Written communication:
Support main points and recommendations with relevant and credible evidence.
Address the appropriate audience, using familiar, discipline-specific language and terminology.
Use spell-check and other tools to ensure correct spelling and grammar.
Consider adding this assessment to your ePortfolio.
Competencies Measured
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies:
Competency 1: Develop strategic recruiting approaches and selection methods to support an organization’s talent goals.
Analyze, from a competitive standpoint, how proposed recommendations address the HR challenge faced by the hospital.
Describe key factors considered to support the major effort and cost it would take to enact changes in organizational culture, which could be embraced by employees.
Competency 2: Apply talent mobility practices for an organization.
Describe programs you would introduce to improve the employee experience.
Competency 3: Examine approaches to workforce planning to determine present and future talent needs.
Explain how to mitigate cost of current turnover and the loss of institutional knowledge that is affecting treatment quality.
Competency 5: Communicate clearly, accurately, and professionally for the HR field.
Support main points and recommendations with relevant and credible evidence.
Address the appropriate audience, using familiar, discipline-specific language and terminology.