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2 Assignments.

2 Assignments.

Assignment 1……Due Thurs. July 11 by noon CST.

First, these are the three essays you should read for this week’s assignments:

  1. Bell Hooks, “Seeing and Making Culture: Representing the Poor,” found on pages 486 to 493.
  2. Evan Kindley, “Quiz Mania,” found on pages 507 to 514
  3. Mary Aiken, “Designed to Addict,” found on pages 614 to 628

Read these essays first, and then respond to the discussion topic.

Your job in this discussion threads is to outline and define the conversation begun by the three assigned readings. This discussion unit should help you gather your thoughts for your essay due on Saturday.

In this discussion, let’s read rhetorically to understand the central claims, supporting arguments, and persuasive strategies of the authors. Anticipating this unit’s essay assignment, let’s also attempt to identify the structural plan of the essays.

In your initial post in this thread this unit, choose 1 of the assigned articles to analyze, using all of the questions below. Answer each question in 3-5 sentences.

  1. Read the brief introduction to the article. What is the context of this piece? Who is the author? When, where, why, and how was it initially published? Who was the original audience for this article?
  2. What seems to have motivated the writer to write this piece? Is there some current event, a problem, a question, or another article that seems to have inspired the article? How do you know?
  3. What seems to be the overall message or point of this article? Where does the author state this point or main claim?
  4. What evidence does the writer include to support his or her claims? What pieces of evidence do you find most persuasive?
  5. How is the article structured? What strategies has the writer used for introduction and conclusions? Why might the writer have chosen these particular strategies?
  6. How does this article “speak” to the other two assigned articles? What do they have in common? What major differences can you identify? In other words, what is the “conversation”among the articles?

Assignment 2……Due Sat. July 13 by noon CST.

In Essay #4, you will enter in conversation with other writers by writing a thesis-driven essay that responds to 3 readings selected by your instructor.

The three essays are:

  1. Bell Hooks, “Seeing & Making Culture: Representing the Poor,” pg 486 to 493
  2. Evan Kindley, “Quiz Mania,” found on pages 507 to 514
  3. Mary Aiken, “Designed to Addict,” found on pages 614 to 628

Your essay should include all of the following:

· A precise thesis, or main claim that connects at least one ide from each of the three assigned articles

· Supporting details or evidence for your claim

· A clearly defined audience

· A brief outline or summary of the “conversation” begin by the 3 assigned articles

· At least one direct reference (through quotation, summary, or paraphrase) to each of the 3 assigned articles

Guidelines for Essay #4

Length/Due Date: approximately 900-1,100 words, due Saturday midnight Central Standard Time (CST).

Style/Format: This, as all essays in EN106, should be formatted in a standard scholarly format. (Most students follow MLA or APA guidelines, which are outlined in Easy Writer.) No matter what format you follow, be sure to do the following:

Use 12 point, Times New Roman font, double-spaced.

Use 1-inch margins top, bottom, and sides.

Although no cover page is needed, you should include your name, my name, the course number/title, and date at the upper left-hand corner of the manuscript.

Research & Documentation: This essay must include formal references to the assigned articles. Use your skills of quotation, paraphrase, and summary to incorporate these writers’ perspectives, and be sure to provide in-text citations using a standard scholarly style, such as MLA or APA. And, of course, you must also provide appropriate documentation for any other sources you cite.

Works Cited/References: Your essay should include an appropriate bibliography, with an entry for each individual source you reference in the body of the essay.

Titles: Include a descriptive title at the beginning of your essay that tips your readers off to your thesis. Do not format your title with quotation marks, boldface, underlining or italics.

Cover pages: Please do not format your essay to include a cover page.

Deadline: Submit your final draft essay no later than Midnight CST on Saturday at the end of this unit.

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Prepare a presentation on developing a work climate in which grievances are a last resort and how to properly address them when they do occur

After spending some time observing the day-to-day operations of Elora Jean & Co., you have noticed a trend in employee and labor relations issues. These issues include perceived unfair treatment from managers, distress over disciplinary actions, and anxiety about new human resources (HR) policies.

Aware of the union and nonunion entities within Elora Jean & Co., you have observed that the production supervisors are unclear on the facility’s union grievance procedures, and the nonproduction supervisors are unclear on how to handle employee concerns in their offices. Employees often feel that they do not have the means to fully voice their concerns. With this level of confusion on grievance procedures, employee morale and performance has begun to decline, affecting Elora Jean & Co.’s ability to stay competitive.

As the HR consultant, you see an opportunity to educate Elora Jean & Co.’s management team on grievance practices. You decide to review guidelines on dispute resolution and grievance procedures and prepare a presentation for the company’s owner.

Prepare a presentation on developing a work climate in which grievances are a last resort and how to properly address them when they do occur. Your presentation should include the following components:

  • Include recommendations on a strategy that Elora Jean & Co. can incorporate to proactively avoid grievances. Your recommendation should include a way to create an environment in which employee issues are identified and addressed before they move into a formal grievance process. Recommendations for creating positive employee relations should be discussed.
  • Include recommendations for a dispute resolution process for the nonunion offices. Your proposal should include a sample procedure for nonunion employees to follow when complaints arise.
  • Present step-by-step guidelines for handling grievances in the production facility. Your presentation should include recommendations for investigating complaints, working effectively with union representatives, and summarizing supervisor responsibilities. Include cautions about actions to avoid when handling grievances.
  • Include a proposal for training to educate the line managers on handling grievances and avoiding grievances to ensure violations do not occur. Specifically, discuss the areas that such training should cover.

 

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differentiate between the logical and physical design of the ATS

Case Study: Vignette Continued3

Larson Property Management Company is one of the largest property management companies in California, with more than 1,000 employees. The company provides a full array of commercial management and development services. These activities include complete management services for commercial office and retail buildings and apartment complexes; construction, repair, and maintenance of commercial properties; and financial management and billing services for commercial real estate clients. The company has experienced significant expansion over the past five years in response to the growth in apartment and commercial construction in southern California, and this expansion has resulted in the need to hire a large number of employees on an ongoing basis to staff its operations.

Larson Property Management has depended on a legacy HRIS to manage its applicant and employee databases. The system runs on a client-server computer system. The system was implemented approximately 10 years ago, prior to the company’s rapid growth and when it employed fewer than 100 employees. The system’s functionality is limited to the storage and retrieval of employee and applicant data. For recruiting purposes, the system requires a clerk to manually enter basic applicant data, the results of the application test, and whether or not an offer of employment has been made. Prior to this, applicants’ files were passed around to those who reviewed the materials and were sometimes misplaced, so trying to locate a particular applicant’s file was often a problem. The current HRIS has limited file storage capability for applicant and employee records and currently has reached its storage capacity.

Larson Property Management has decided to replace its legacy HRIS. One application module in the new HRIS that the company wants is a sophisticated applicant-tracking system (ATS). The primary objective of the ATS will be to provide a paperless hiring process. The basic functions of the new system will be managing the requisition and approval of job openings, storing resumes and job applications and retrieving through query functions the names of applicants who match job requirements, tracking a candidate’s progress through the recruiting and selection process, and providing automated reporting functions. The company’s managers also want an e-HR functionality that includes the Internet posting of job openings through the company’s website and external job-posting services, application and resume submission through the Web and through kiosks at various office locations, staff ability to access and use the system remotely through a Web browser, and online resume- and application-scanning capabilities.

Part of the design phase is modeling the processes that will be used in the system for applicant tracking. For Larson Property Management, this modeling will allow the system analysts to design an efficient paperless hiring process.

Larson Property Management is well aware that the design stage of the SDLC is critical for the successful implementation of the new ATS. However, there is considerable confusion about how to proceed with this phase. The HR and IT professionals assigned to the ATS committee have been meeting to plan the new system. From their planning and needs analysis, it is clear that a new HRIS application is needed, can save considerable time, and can result in more accurate storage and retrieval of applicant data for cost-benefit and other management reports.

The company has had several vendors provide presentations, with each vendor outlining its particular approach to the design of an ATS. But these presentations were primarily focused on the physical design of the new ATS. The HR and IT committees must now begin the design process, which must be completed in three months.

Case Study Questions

  1. Based on the material in this chapter, design a three-month operational plan for the ATS.
    1. In your plan, make certain you differentiate between the logical and physical design of the ATS. Which one should be done first? Which one is more important?
    2. Describe the importance of the data view versus the process view for the design of the new ATS.
    3. Who are the important stakeholders to be considered in the design of the ATS?
    4. How will you determine whether these stakeholders need the information that the new ATS will deliver?
    5. Based on your personal knowledge of recruiting by companies, develop a DFD with at least two levels.
  2. Based on the work you have completed for Question 1, provide a brief outline of the RFP that is to be sent to the HRIS vendors.

3 Note that this is the case from the vignette, plus added material.

Industry Brief: Jeffrey D. Miller, Deloitte Consulting

The world of human resource information systems (HRIS) has shifted over the past decade. Now more than ever, organizations are driving changes in human resources (HR) and their associated system based on business needs. All industries are witnessing increased global competition, which is increasing the need to manage talent and costs of HR services. An increase in generational expansion in the workforce is driving the needs to increase focus on employee engagement. These challenges are disruptions. HR has a clear opportunity to lead through the disruptions by focusing its strategy on resolving these issues. Transitions in HR operating models, alignment of policies, and business processes are the key for HR to resolve the HR challenges facing its business.

Through all of the disruption, technology is HR’s enabler. Organizations must remember this principle. Whether the organization is investing in a custom portal and related technology, enhancing an existing infrastructure, or implementing a cloud-based solution, the same rule applies: Technology is the enabler, not the solution to the business challenges. Using new technology to drive a poorly designed policy or process will result in a bad process, employee experience, and unmet executive-level expectations.

Organizations are changing their HR service delivery model to enable a greater impact in all industries. The focus: Adapt the operating model to attend to business issues and movements in the market. This shift requires HR to look at how it operates across many facets including recruiting, career management, acquisition and divestiture management, and how its technology enables the business needs.

The same global competition in the market is propelling changes in talent management. To remain competitive, there is a dramatic shift in the focus on understanding their talent base and aligning the skill growth to expansions and shifts in the market. The right process changes driven by the right information to make decisions related to recruiting, succession planning, and learning are critical to this effort.

The generational shift cannot be ignored. Many organizations are seeing up to four distinct generations resident in their workforces. Each generation has different needs and ways of working professionally and personally. This creates a need for HR and management to be sensitive and adapt the methods of employee engagement in day to day work, performance, provisions for career trajectory and learning. This area is especially sensitive to being overly burdened with technology—relying on exchanges and messaging through technology rather than employing the technology to concentrate and foster conversations.

Selecting the right technical solution for the HR needs is significant. Most applications offered meet the majority of any organization’s requirements. The real difference is in how the applications fit in driving the HR objectives and business needs of the organization. The selection, and ongoing monitoring, is becoming more closely aligned with strategy in many organizations. The selection is not a one-time decision. It is something that has to be closely managed. Innovation in HR technology is moving at a staggering pace. This pace will continue. The world of HR technology offers multiple options and investments levels. For HR to lead through business disruptions, the monitoring and review of technology’s fit with HR business objectives must be an ongoing and formalized role in the organization structure.

In summary, to have the greatest impact, HR must focus on understanding the true business and market direction of its organization, adapt its processes and policies to contribute to meeting the business needs and then implement the model and technical solutions, which enables the right level of information to enable decisions, employee engagement, cost management, and ease of maintenance.

Student Study Site

Visit the Student Study Site at study.sagepub.com/kavanagh4e for additional learning tools such as access to SAGE journal articles and related Web resources.

 

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conduct a presentation to the management team on employment law awareness

Management Team Briefing on Employment Laws

In your new role as Chief Human Resources Officer (CHRO) for a major retail organization, you have been tasked within the first 30 days by the CEO to conduct a presentation to the management team on employment law awareness-The CEO informed you that under the previous CHRO the company experienced lack of employment law understanding, resulting in a few lawsuits that were not in the company’s favor. Avoiding similar experiences is a high priority and your thorough presentation to the management team is the first big step to success.

Prepare a fifteen to twenty (15-20) slide PowerPoint presentation in which you:

1. Include cover, agenda, conclusion, and reference list slides, all of which may count toward total slide count.

2. Provide a 1-2 slide overview of employment law based off information found in Chapter 1 of Employment Law for Human Resource Practice. NOTE: You may use your discretion to decide what information needs to be addressed as long as your overview is descriptive and relevant. ( There are 31 pages of chapter 1, I will send link and login for book in message to tutor assigned or I can print and scan pages to be used)

3. Include in the remaining slides the following required presentation information:

· Provide a three (3)-slide minimum covering at least 6 strong bullet points highlighting a discussion on who employees and employers are in determining employment relationships

· Provide a three (3)-slide minimum covering at least 6 strong bullet points highlighting a discussion on the concept of employment discrimination

· Provide a three (3)-slide minimum covering at least 6 strong bullet points highlighting a discussion on the types of discrimination

· Provide a three (3)-slide minimum covering at least 6 strong bullet points highlighting a discussion on retaliation

1. Go to https://research.strayer.edu to locate at least three (3) quality academic resources in this assignment. Note: You may only use the resources listed in the course syllabus and those that are specifically provided by the instructor. ( I will send login information as a message to tutor)

Important Notes: (1) Total number of words in the bullet points are not more important than the quality of the information.

(2) More detailed information should be included in the footnotes of the presentation.

(3) Presentations must have a business-like professional look.

 

Your assignment must follow these formatting requirements:

Text font size for headings and titles in the presentation must not exceed 36 pt. For all other text, the font ideally should not exceed 24 pt.

Presentation text must be properly aligned throughout the presentation and maintain the same line spacing and font size.

 

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identify three functional areas you believe are essential for organizational success

Prepare a 4–5-page white paper in which you identify three functional areas you believe are essential for organizational success. Explain the purpose of each functional area and how the purpose supports organizational goals. In addition, describe the organizational structure best suited for the functional areas, and explain how the functional areas support continued organizational success.

The functional areas within a business or organization contribute to the smooth and effective running of the business. Although the number and names of the functional areas vary from organization to organization, there are five that are key in almost every organization: Human Resources, Accounting and Finance, Sales and Marketing, Production and Operations, and Information Technology (IT) Systems.

Preparation

Suppose leadership in the organization where you currently work (or have worked) is considering changes to organizational structure—in particular, to the functional areas it currently has. Before making any changes, the leaders have asked several managers, including you, to develop a white paper that outlines the manager’s recommendations for three functional areas that he or she believes to be essential to the success of the company. Based on the recommendations of each manager, as well as the strength of each manager’s arguments and supporting references, leadership will make final decisions.

Use the Capella library and the Internet to research functional areas of organizations and the purpose of these functional areas with regard to organizational goals. Use 3–7 reputable resources to support your writing in this assessment.

Requirements

Select the three functional areas that you believe to be essential to the success of your organization. For each functional area, describe the primary purpose of the area and then explain how that purpose works to promote and support the organizational goals.

Your white paper should have the following sections. A template with this structure is provided in Resources for you to use to create your white paper if desired.

  • Title page.
  • Introduction.
    • Explain the type of organization the assessment is based on and its primary goals.
    • Identify the three functional areas you believe are essential to the organizational structure.
  • Functional Area 1.
    • Explain the primary purpose of the functional area of an organization and why it is essential in supporting the overall organizational structure.
    • Explain how the purpose of the functional area supports the organizational goals in terms of continued organizational success.
  • Functional Area 2.
    • Explain the primary purpose of the functional area of an organization and why it is essential in supporting the overall organizational structure.
    • Explain how the purpose of the functional area supports the organizational goals in terms of continued organizational success.
  • Functional Area 3.
    • Explain the primary purpose of the functional area of an organization and why it is essential in supporting the overall organizational structure.
    • Explain how the purpose of the functional area supports the organizational goals in terms of continued organizational success.
  • Recommended Organizational Structure
    • Describe the type of organizational structure best suited for the functional areas you selected and justify your recommendation.
  • Conclusion.
    • Explain how your recommendation will promote continued success of organizational goals.
  • Reference page.

Example assignment: You may use the assignment example, linked in the Resources, to give you an idea of what a Proficient or higher rating on the scoring guide would look like.

Additional Requirements

Based on the intended audience, your white paper should be well organized and written in clear, succinct language. Target 4–5 double-spaced pages of content. Follow APA rules for attributing sources that support your analysis and conclusions.

 

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Identify, using simple heuristics, the indicators that show that the  specific problems experienced by the three stores can be resolved  through training.

You have recently been appointed as a training manager for the  southeast region of a major supermarket chain in the U.S. Your territory  includes 15 retail stores. Your responsibility involves working  directly with store managers and other stakeholders to develop training  solutions to meet specific needs of employees in various stores. This  includes, but is not limited to, performing needs assessments,  determining appropriate instructional design and training delivery  methods, as well as implementing and evaluating training initiatives.
Three of the stores in your territory have missed sales goals for the  last two quarters. All three stores have received low customer  satisfaction scores and are experiencing increased employee turnover  rates. The high employee turnover has resulted in the store managers  hiring many new and relatively inexperienced sales associates, which  further contributes to the problem.
The senior management team of the supermarket chain believes that  training and development may help decrease employee turnover and  increase customer satisfaction. You have been asked to assess training  needs and develop a proposal to address the situation in these three  stores.
Instructions:

Use scholarly resources and your learning, address the following:

  1. Identify, using simple heuristics, the indicators that show that the  specific problems experienced by the three stores can be resolved  through training.
  2. Design a needs assessment plan and identify three specific training  initiatives you would recommend for these employees. Include the  expected outcomes for the three training initiatives in your proposal.
  3. Select one of the specific training initiatives you identified and  develop a budget of projected costs to implement this initiative.

Write a seven-to-nine-page training proposal in Word format. Apply APA standards to citation of sources.

 

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which individual article/topic do you feel was the most important in regards to the law enforcement executive?

Forum Assignment for the Week: 500 Words minimum for each question For this week’s Forum, respond to the following:  

1. From the required reading list, which individual article/topic do you feel was the most important in regards to the law enforcement executive? Be sure to address the legal, administrative and operational perspectives in your response.

 

Topic chosen for this week:

Officer Health (Stress, Fatigue, PTSD, etc)

 

General Instructions Applicable to All Forums:

enlightened Please note that the questions are comprehensive, requiring the base knowledge presented in the text before applying the analytical and critical evaluation necessary to meet program goals.

You must respond to each individual question on the forum board. The required individual response for EACH question is 500words with citations and two references in APA format . Failure to respond with an individual response of 500 words of your original work to a particular question and/or citations and two references in APA format will result in the student NOT earning maximum credit for that response. While 500 words of your original work is the MINIMUM acceptable response length, there is no maximum word limit. So you are aware, the classroom software utilized by AMU, SAKAI, automatically provides faculty with the word count in each individual response.

Copying of published material, which is plagiarism, is prohibited and any instances of it, including forum posts, will result in a zero score without an option for re-submission to recoup lost points and a report sent to the Registrar’s Office per University policy.

 

Discussion forum posts will be graded on verbal expression, critical thinking, making an effort to not just participate in but contribute to the dialog with initial and reply posts of a substantive nature commensurate with graduate level studies. Posts must have correct grammatical construction, spelling, and punctuation with no texting or other casual style language.

Reading and Resources

Lesson 1 – The Police Part 1

Avdija, A. S. (2010). The role of the police behavior in predicting citizens attitudes toward the

police. Applied Psychology in Criminal Justice, 6(2), 76-90. Retrieved from http://www.apcj.org/

Kohfeld, C. W., & Sprague, J. (1990).  Demography, police behavior, and deterrence. Criminology, 28(1),

111-136. doi:10.1111/j.1745-9125.1990.tb01320.x

Lombardo, R., & Lough, T. (2007). Community policing: Broken windows, community building, and

satisfaction with the police. Police Journal, 80(2), 117-140. doi:10.1350/pojo.2007.80.2.117

Ortega, A., Brenner, S., & Leather, P. (2007). Occupational stress, coping and personality in the police: an

SEM study. International Journal of Police Science & Management, 9(1), 36-50.

doi:10.1350/ijps.2007.9.1.36

Worden, R. E., & Brandl, S. G. (1990). Protocols analysis of police decision-making: Toward a theory of

police behavior. American Journal of Criminal Justice, 14(2), 297-318.

doi:10.1007/bf02892070

LESSON NOTES:

· Week 1: The Police – Part 1 Lesson

“Governments will always play a huge part in solving big problems. They set public policy and are uniquely able to provide the resources to make sure solutions reach everyone who needs them. They also fund basic research, which is a crucial component of the innovation that improves life for everyone.”…..Bill Gates

 

By 1984, researchers had already published the definitive works on law enforcement response time to calls for service. With the release of The Kansas City Preventive Patrol Experiment in 1977 and the 1984 publishing of “Calling the Police: Citizen Reporting of Serious Crime” researchers’ focus indicate a redirection away from this topic. When these studies which were perceived as “definitive” on the topic appeared in the research literature, further published research on this topic effectively ceased (E. Paoline, personal communication, October 31, 2005). A search for peer reviewed literature on the subject confirmed Paoline’s observation. However, while researchers appear to have abandoned the topic, law enforcement administrators did not. Administrators implemented new technologies with the goal of having positive impacts on service provision to their communities. These new technologies, as well as practices such as community policing, demand researchers reopen the topic of law enforcement response times to calls for service to determine if administrators are meeting their intended goals.

Response time, for the purposes of this project, is operationalized as the amount of time between when an officer received a call from dispatch and the time when the unit contacted the involved citizen. This time difference is displayed in the Figure 1 as the difference between T5 to T6. Studies by Kelling, Pate, Dieckman and Brown (1974) and Spelman and Brown (1984) also focused on this area of response time, the difference between T5 to T6.

 

Figure 1 – Call for Service Timeline

Crime or Incident Occurs   Citizen Discovers Crime or Incident   Citizen Decides to Report Crime or Incident   Citizen Calls Dispatch for an Officer   Dispatch Notifies Officer to Respond to the Call   Officer Arrives to Meet with Citizen
T1 T2 T3 T4 T5 T6

 

T2 to T3 has been referred to as when “dark figure of crime” can emerge. The “dark figure of crime” refers to the two thirds of all crime that occur and are not reported to law enforcement (Stephens, 2003). Reasons provided for not reporting crime included the perception that nothing would be done, the victim minimizing the incident so that reporting is not worth the effort, and the perception that the victim may receive further retaliation from the offender (Stephens).

The T3 to T4 time period has been an area of technology growth. Prior to the implementation of 9-1-1 systems, contact with law enforcement agencies occurred through individual seven digit phone numbers for each law enforcement agency in the U.S. As discussed in detail later in this work, the proliferation of cellular phones in the U.S. has created an atmosphere of instantaneous contact with law enforcement (Cellular Technology Information Association, 2005). These two technological advancements, 9-1-1 and cellular technology, had a positive impact in reducing officer response to an incident by reducing the time period of T3 to T4 (National Emergency Number Association, 2005; Cellular Technology Information Association, 2005).

When measuring citizen satisfaction with response time, as explored by Percy (1980) and the International City/County Management Association [ICMA] (1997), the time taken into consideration included time spent reporting the incident to dispatch (T4) combined with patrol unit response time (T6). Law enforcement administrators who are searching for new ways to positively impact their communities need to reexamine this topic. Researchers must reopen law enforcement response times to calls for service as a topic of exploration.

 

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What do you think are the major reasons that more organizations are recruiting a diverse workforce?

HR Headline: Facing the Workforce of the Future

The diversity of the U.S. population has changed significantly over the past decade, and more shifts are expected over the next 20 years. Some examples include: 1) construction firms are employing a large number of Hispanic/Latinos and they must adapt their recruiting, training, and safety practices to reflect this diversity in their workforce; 2) Harley-Davidson increased the number of minority and women managers and workers by 20% over the past decade which has resulted in more African America, Latino, and women customers; 3) long-haul trucking companies are focusing on recruiting and training women to counter an expected shortage of 115,000 drivers by 2018.

Questions for Discussion: Post to the Forums by midnight Thursday and respond to at least 2 members of the class by midnight, Sunday of the week using critical analysis and scholarly discussions.

1. What do you think are the major reasons that more organizations are recruiting a diverse workforce?

2. What are some ways that recruiting should be done differently to attract more African Americans? Latinos? Women?

3. What are some ways that training could be done differently for African Americans? Latinos? Women?

 

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What do you think will be some of the advantages or positive outcomes resulting from the implementation of the system?

Identifying or predicting positive and negative outcomes at Network Solutions, Inc. may be aided by the information in the text where the author identifies the characteristics of an ideal performance management system. For this discussion, read “Case Study 1-2: Performance Management at Network Solutions, Inc.” in your textbook. What do you think will be some of the advantages or positive outcomes resulting from the implementation of the system? What do you anticipate will be some of the disadvantages or negative outcomes? Why?

Be sure to support your statements with logic and argument, citing any sources referenced. Post your initial response early and check back often to continue the discussion. Be sure to respond to your peers’ posts as well.

Required

  • Chapter 1 in Performance Management
  • Chapter 1 PowerPoint slidesPerformance Management (attached)
  • Ford, R., Khoja, S., & Thomas, S. (2018, June 18). Insight: Continuing the drive for Emiratisation. Retrieved from https://www.clydeco.com/insight/article/continuing-the-drive-for-emiratisation
  • Hancock, B., Hioe, E., & Schaninger, B. (2018). The fairness factor in performance management. Mckinsey Quarterly, (2), 45-54.
  • Khoja, S. (2017, May 29). Insight: Managing an employee’s performance in KSA. Retrieved from https://www.clydeco.com/insight/article/managing-an-employees-performance-in-ksa

 

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What do you think will be some of the advantages or positive outcomes resulting from the implementation of the system? was first posted on July 8, 2019 at 8:23 pm.
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