Category: Human Resource Management homework help

 
Prepare a 1-2-page job description and competency model that follows a specifi

 
Prepare a 1-2-page job description and competency model that follows a specified example. You will use O*Net OnlineLinks to an external site. to select the job.
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Introduction
Job analysis, job competencies, and job descriptions form critical elements of employee recruiting, selection, and organizational staffing. We must understand the job, know its nature, and describe its competencies before we can announce the position and attract quality applicants. To get to this point, the HR professional must have the skill to conduct research, including employee and supervisor interviews. These interviews will contain valuable real-life information that will describe the job to be advertised and filled. For this assessment, you will be developing a position description.
Assessment Introduction
Scenario
Job analysis, job competencies, and job descriptions form critical elements of employee recruiting, selection, and organizational staffing. We must understand the job, know its nature, and describe its competencies before we can announce the position and attract quality applicants. To get to this point, the HR professional must have the skills to conduct research, including employee and supervisor interviews. These interviews will contain valuable real-life information that will describe the job to be advertised and filled. For this assessment, you will be developing a position description.
Your Challenge
Use O*Net Online to develop a job description and competencies for any job of your choosing. The job should have five to seven competencies. Your job description and competency model should follow this example of a medical job description for a Physician Assistant:
Serves in the Occupational Medicine Program (OMP), Occupational and Environmental Medicine (OEM), and other Occupational Health (OH) services and related matters.
Advises on OH program development, management, administration, and evaluation. Formulates OH service policies and objectives as required. Advises on program requirements and procedures. Establishes criteria for OH program evaluations and assessments. Advises on the development, interpretation, and application of occupational health standards. Provides technical assistance on health conservation requirements, OH practices, and delivery of OH services that affect worker health as needed. Participates in epidemiological investigation of disease, illness, or accidents of particular importance to the OH program as required.
Plans, coordinates, and conducts OH program consultation reviews, visits, and special studies. Evaluate the effectiveness of OH programs. Analyzes and interprets data on OH programs. Resolve complex OH problems to improve OH clinical services, health education, and wellness. Researches trends and patterns. Reports on findings and conclusions, with recommendations as needed.
Reviews state and federal regulations on occupational health for organizational impact, recommending changes as needed. Develops new OH program evaluation methods and criteria. Develops standard procedures, model administrative documents, and informational material relating to the development and management of installation OH programs. Develops innovative and unique methods of problem solving and evaluation.
Reference
Department of the Army (n.d.) Army position description: Physician’s assistant. Retrieved from: https://acpol2.army.mil/fasclass/search_fs/search_fs_output.asp?fcp=zutpk3eFRtaToL2jorlGuam0buidbYGWmalTiGC7hLBmYn%2BYmKc%3D
Assessment Instructions
Prepare a 1–2-page job description and competency model that follows the example given. Use O*Net Online to select the job you will describe, and include the following:
Provide a description that includes knowledge of the content information and expertise associated with the work.

Analyze what someone in this job would need to know and be able to do.
Would they need to have special skills, training, licenses, or degrees?

Define tasks and technology skills that are aligned to the context of the environment in which the work is done.

Does the description include details on what the main tasks and skills are?
How does the work environment impact the work?

Create descriptions of work activities that match the context of the work.

Are the job elements described?
Are they consistent with job framework, setting, or expectations?

Develop a description of work that displays a clear connection to measurable elements of performance.

How are things connected and do they make sense?
Would a potential job applicant be able to read the description and understand the job expectations?

Review the HR Challenge: HR Challenge: Job Analysis and Competency Modeling Scoring Guide to see the criteria by which your assessment will be evaluated.
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 1–2 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 1–2 references from trade publications or other relevant sources.
Evidence: Support your assertions with data and in-text citations.
APA formatting: Resources and in-text citations are formatted according to current APA Style and Format 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.

Note: Your instructor may also use the Writing Feedback Tool to provide feedback on your writing. In the tool, click the linked resources for helpful writing information
ePortfolio
You should consider adding this assessment to your personal ePortfolio. This assessment demonstrates your ability to prepare a job description and competency model for measuring performance. This skill is necessary in a professional setting when you are trying to make strategic recommendations. You will want to organize your assessments to easily support future reflection and completion of your HRM capstone project as well as for showcasing your knowledge with employers after graduation. For more information on ePortfolio, visit the Campus ePortfolio page.
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.

Provide a description that includes knowledge of the content information and expertise associated with the work.
Define tasks and technology skills that are aligned to the context of the environment in which the work is done.
Create descriptions of work activities that match the context of the work.

Competency 4: Evaluate performance management systems to align with organizational needs.

Develop a description of work that displays a clear connection to measurable elements of performance.

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.

 
Scenario
For this assessment, imagine that you are the Vice President of Human

 
Scenario
For this assessment, imagine that you are the Vice President of Human Resources (VP of HR) for CapraTek. The Western sales division has had more turnover than any other part of the company. Since 2010, there have been six different sets of directors and deputy directors for the organization. In three years, the Western sales division has lost 80% of its clients. The other sales division has only lost 2% of its clients. The marketing-science office at the corporate level has been deeply involved in redesigning product development and sales processes, which have become more complicated. It has also become harder for customers to qualify for financing. These actions, while presented as quality efforts, have not led to positive outcomes. Over time, these conditions have raised prices above all competitors. While the organization’s products are of great quality, some products could be over-engineered and possibly too taste specific.
Aside from the low morale, the level of turnover at the senior ranks of the division has done harm to employees at all levels of the division. Frontline sales professionals, supervisors, support staff, support leaders, middle managers, and stakeholders are confused about quality standards and approval stages. The CapraTek CEO and COO have consistently selected sales directors and deputy directors from outside the organization, but all were soon terminated for poor performance. The next set of directors was selected internally from the sales professionals, and they were terminated after about 18 months. Additionally, the job description for this position has been studied and refined multiple times; this is not the issue or answer for this assessment.
Your Challenge
As the VP of HR, consider the following actions and for each one:
Describe whether you would execute this action.
If you would execute this action, explain how and why.
If you would not execute this action, explain why not.
Actions to Consider
Seek consulting services: Seek consulting services from a professional search firm that will take the place of the company human resources staff performing the recruiting effort. The private firm will perform the search for candidates and conduct pre-assessments and interviews before the final candidates are presented to the company. Provide evidence as to why this would be a good decision.
Hire from within: Continue to hire candidates from within the organization using the current process of allowing HR and the CEO and COO to make the selections. Provide evidence-based rationale to support your decision.
Conduct an internal Search: Begin an intense internal search within CapraTek for director and deputy director positions to be run by HR, leading to a robust list of candidates for consideration. Describe why or why you would not take this course of action.
 
Prepare a 3–4 page analysis that states how and why you would take each course of action, or if you would not take a specific action, explain why not. All three Actions to Consider must be addressed. Along with your recommendations, include the following:
Analyze options available for addressing issues with employee turnover, product development and the sales process, rise in product prices, and operational morale.

Weigh the pros and cons of taking each action.
Determine whether you would take each action.

Explain how available options could be executed.

Explain briefly what steps you would take to accomplish any of the actions you would choose to take.

Provide the rationale for each decision to either take or not take a course of action.

Describe key factors that influenced your decision.
Include material from your references to support your conclusions.

 
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.
Length: Your plan should be 3–4 typed, double-spaced pages, not including the cover and resources pages.

The cover sheet should include your name, the course number, assessment title, and date. No other information is required on this page.
Each of the three Actions to Consider should be addressed.
The resource pages (reference list) should be the last page or pages.

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.
Resources: Use at least two scholarly or academic sources.
Evidence: Support your assertions with data and in-text citations. Use current APA format for in-text citations and create a reference list at the end of your documents.
APA formatting: Resources and in-text citations are formatted according to current APA Style and Format guidelines.
Written communication:

Convey purpose, in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards.
Write for a specific audience, using the vernacular of the profession.
Use spell-check and other tools to ensure correct spelling and grammar.

Note: Your instructor may also use the Writing Feedback Tool to provide feedback on your writing. In the tool, click the linked resources for helpful writing information.
ePortfolio
You should consider adding this assessment to your personal ePortfolio. This assessment demonstrates your ability to analyze issues with employee turnover and selecting the right candidate. This skill is necessary in a professional setting when you are trying to make strategic recommendations. You will want to organize your assessments to easily support future reflection and completion of your HRM capstone project as well as for showcasing your knowledge with employers after graduation. For more information on ePortfolio, visit the Campus ePortfolio page.
 
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 options available for addressing issues with employee turnover, product development and the sales process, rise in product prices, and operational morale.
Provide the rationale for each decision to either take or not take a course of action.

Competency 2: Apply talent mobility practices for an organization.

Explain how available options could be executed.

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.

Prepare a 3-4-page report on how you plan to approach employee talent developme

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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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.
Assessment Introduction
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.
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 APA Style and Format 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.

Note: Your instructor may also use the Writing Feedback Tool to provide feedback on your writing. In the tool, click the linked resources for helpful writing information.
ePortfolio
You should consider adding this assessment to your personal ePortfolio. This assessment demonstrates your ability to analyze employee talent development, employee success, retention and the employee experience. This skill is necessary in a professional setting when you are trying to make strategic recommendations. You will want to organize your assessments to easily support future reflection and completion of your HRM capstone project as well as for showcasing your knowledge with employers after graduation. For more information on ePortfolio, visit the Campus ePortfolio page.
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.

 
Prepare a 10-12 slide presentation to persuade the company’s owner of the many

 
Prepare a 10-12 slide presentation to persuade the company’s owner of the many positive changes that support the employee experience and the value of performance management. Each slide should include speaker notes that flesh out the information listed on the slide.
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Introduction
The employee’s life and performance in the workplace are viewed through a very different lens than they once were—and the “once were” was not very long ago. New employees are coming to organizations with a higher set of expectations across a myriad of different person-to-organization touchpoints. From the pre-joining brand attraction phase to onboarding and required early career training, a smooth, professional, and engaging process is expected. For this assessment, you will be creating a presentation that is intended to convince your company’s owner—you work in a founder-based organization—-that a modern employee experience is of value. Key areas such as employee engagement, communication, and performance evaluation should all be aligned. Employees should be encouraged through robust learning programs linked to both pay and awards of individual and team recognition rich with meaning and symbols. Lastly, employees should receive meaningful performance feedback that focuses on their successes as well as challenges. Feedback should be presented in a way that encourages the employee and reduces the traditional stress associated with the performance appraisal process.
The HR concept of the employee experience comes from the field of marketing and seeks to provide HR professionals and their clients a very different perspective of work and the workplace. This means many different things to different people. It may mean well-conceived and executed onboarding processes, access to good cuisine, an accommodating place to work, opportunities for advancement, work rotations, or personal growth. The challenge is to create the best possible experience for the employees in the organization, which will attract employees with high potential to make valuable contributions. Determining what makes work a positive experience by a significant majority is similar to benefits programs but from the view of demographic influences, and there will be generational differences and lifestyle-oriented preferences.
Assessment Introduction
Scenario
This assessment examines how to assess the effectiveness of a performance management process and how to design and manage the employee experience (organization perspective) in a legacy architectural engineering company.
You work in a founder-based organization. The company designs large bridges for locations all over the world. It is located in a small town and is the largest employer in the area. The company has a great technical reputation in the business, but they have not had a human resources professional working in the organization until you arrived. The company has a tough, somewhat dated, approach to many things.
There is no on-boarding process; employees are expected to start work day one of their employment.
There are no performance appraisals at the end of the year, and employees who have performance problems are separated and never get a chance to grow and reach their full potential.
There are no recognition programs and employees seem confused about how to move up in the organization.
There are promotions, but there does not seem to be any rhyme or reason as to how people are selected for advancement.
While design and engineering work is detailed and complicated, no employees have an office. Cubicles are very small and very close to each other.
Current employees complain they have nowhere nearby to eat.
For this assessment, you will be creating a persuasive presentation that is intended to convince your company’s owner that a modern employee experience is of value. Key areas such as employee engagement, communication, and performance evaluation should all be aligned. Employees should be encouraged through robust learning programs linked to both pay and awards of individual and team recognition rich with meaning and symbols. Lastly, employees should receive meaningful performance feedback that focuses on their successes as well as challenges. Feedback should be presented in a way that encourages the employee and reduces the traditional stress associated with the performance appraisal process.
Your Challenge
Prepare a PowerPoint presentation, including speaker notes for each slide, to persuade the company’s owner of the many positive changes that support the employee experience and the value of performance management. In the process, consider the organizational challenges you will face. Also, discuss the potential negative impact associated with change. How can you make employees feel valued, ensure they have opportunities for future growth with the organization, and encourage them to commit to a long-term professional relationship? What can be done to provide employees valuable performance feedback in a professional and effective manner that is both fair and objective?
Assessment Instructions
Prepare a 10–12 slide presentation that states your recommended course of action. Each slide should include speaker notes that flesh out the information listed on the slide. Along with your recommendation, include the following:
Present an analysis of the organization’s dated approach to performance feedback and propose alternatives.

Provide a description of the current state.
What are the issues, and what impact are they having?

Describe approaches to resolve the issue of the company not having any employee rewards and recognition programs.

Determine what courses of action should be used.

Explain what recommendation you would make to respond to the absence of an onboarding program, its implications, and how to mitigate issues.

Explain why you selected the course of action.

Describe how you would provide consulting services to organizational leaders to recognize the value of employee engagement.

Explain the benefits.
Identify the risks of low employee engagement.

Define a plan to implement and support employee engagement.

What are the purpose and intent?
What steps would you take?
How will you ensure success?

Review the HR Challenge: Performance Management and the Employee Experience (Organizational Perspective) Scoring Guide to see the criteria by which your assessment will be evaluated.
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 include 10–12 presentation slides, not including the cover slide, title slide, and resources slide.

The cover slide should include your name, the course number, assessment title, and date. No other information is required on this slide.
The title slide should include the title of the presentation, and a subtitle, if needed.
Each content slide should include speaker notes expanding on the slide’s content,
The resource slide (reference list) should be the last slide.

Organization: Make sure that your assessment writing is well-organized, using headings and subheadings to organize content for the reader.
Font and font size: Arial or Verdana.

Keep font size at 24 point or above for slide titles.
Keep font size at 18 or above for headings and explanatory text.

Resources: Use at least six scholarly or academic sources.
Evidence: Support your assertions with data and in-text citations.
APA formatting: Resources and in-text citations are formatted according to current APA Style and Format 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.

Note: Your instructor may also use the Writing Feedback Tool to provide feedback on your writing. In the tool, click the linked resources for helpful writing information.
ePortfolio
You should consider adding this assessment to your personal ePortfolio. This assessment demonstrates your ability to examine sourcing and managing talent and its impact on performance management. This skill is necessary in a professional setting when you are trying to make strategic recommendations. You will want to organize your assessments to easily support future reflection and completion of your HRM capstone project as well as for showcasing your knowledge with employers after graduation. For more information on ePortfolio, visit the Campus ePortfolio page.
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.

Describe approaches to resolve the issue of the company not having any employee rewards and recognition programs.

Competency 2: Apply talent mobility practices for an organization.

Explain what recommendation you would make to respond to the absence of an onboarding program, its implications, and how to mitigate issues.

Competency 3: Examine approaches to workforce planning to determine present and future talent needs.

Describe how you would provide consulting services to organizational leaders to recognize the value of employee engagement.
Define a plan to implement and support employee engagement.

Competency 4: Evaluate performance management systems to align with organizational needs.

Present an analysis of the organization’s dated approach to performance feedback and propose alternatives.

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.

Instructions:
As the Human Resource Manager at GreenTech Ltd., you are ready to

Instructions:
As the Human Resource Manager at GreenTech Ltd., you are ready to prepare your
next report. You will review, assess, and analyze a topic, event, or case, and based on
your findings, you will share a written report with your supervisor, the Chief Human
Resources Officer (CHRO). Your report will summarize the topic, event, or case and will
include a recommendation for improving HR practice at your company.
Unit 6 Topic:
Read the R. Williams Construction Co. v. OSHRC case study found in Chapter 14
of your textbook readings this week.
Based on your review of the case study, consider the following:
The court ultimately found that the Williams Construction Co. failed to instruct its
employees in proper safety measures and made no effort to ensure that employees did
not enter the trench on the day of the collapse. Consider the determining factors that led
to this conclusion. Consider any specific OSHA violations that were referenced in their
HRM341 – Employment Law
Unit 6 Assignment Forum
ruling. The Occupational Safety and Health Act (OSHA) impacts a variety of businesses
and industries. Evaluate how OSHA regulations impact your practice as a Human
Resources Manager.
Based on your review of the case study, address the role of safety requirements in the
workplace and the employer’s responsibility to ensure a safe work environment for
employees.
Part 1
• Summarize the law or legal principle involved. (This can generally be done in one
paragraph.)
• Summarize the case or event. Share the important facts and highlights that are
important from a Human Resources practice perspective. (This can generally be
done with one or two short paragraphs.)
• Explain why the facts and highlights you chose were important for the practice of
HR.
Part 2
• List at least five ways this case or event might impact the practice of HR. (This is
a brainstorming activity. A bulleted list is fine for this.)
• Identify which of the five items is most important to HR. Provide an assessment
and analysis of that item, along with one directly related specific recommendation
for the HR team. The recommendation must be actionable, must be explained,
and must be supported with evidence from your readings and research.
(Keep in mind generic statements, broad ideas, unsupported personal opinions, and
merely repeating what is in this assignment description do not satisfy the assignment
requirements.)
This assignment is your opportunity to demonstrate your understanding of the law or
legal principles based on the case or event reviewed as it relates to the practice of HR.
This assignment is also your opportunity to demonstrate your critical thinking and
analytical skills by using the case or event as a catalyst to explore how HR practices
can be improved.
The goal of this assignment is not to do as much writing as possible but to do as much
focused and thoughtful idea-sharing as possible.
Make sure you use evidence and support for each section of your response.
The ideal assignment will include the following:
• Introduction
• Response to Part 1 (with citations linked to a reference)
• Response to Part 2 (with citations linked to a reference)
• Conclusion (with citations linked to a reference)
• References (with a minimum of three references)
Requirements:
• Submit your assignment in the text box of the designated Unit Assignment
Forum. APA format is not required for any assignment forum submission.
However, all assignments should be well-organized and include an introduction
and conclusion.
• Support your answers with evidence from at least three resources (text, readings,
research, etc.) using citations and references.
• The required length of your entire response is approximately four to five
paragraphs (summary, evaluation, comparison, opinion).
• Review one to two classmate’s postings after posting your submission to the
assignment forum. Use the RISE model of peer feedback to provide your
classmates with constructive feedback that they may consider when finalizing the
final project later in the semester.
Be sure to read the criteria below by which your work will be evaluated b

Influence of Politics and Power:

Describe the importance of unders

Influence of Politics and Power:

Describe the importance of understanding the dynamics of power and politics within the organization.
Explain how politics and power may influence the organization’s culture.

Sources of Power:

Discuss at least one source of power that could be applied to influence the department and improve organizational performance.

You will select and research one source of power to formulate your individualized approach to this question.
Do not submit the definition of all the sources of power.

Explain how management could use this influence to benefit the department and improve organizational performance.

Leadership Behavior and Culture:

Propose recommendations that support how the study of power and politics could influence leadership behavior and improve the organization’s culture.

Leadership Influence:

Discuss the importance and complexity of leadership behavior and how it influences organizational structure and performance.

References and Citations:

Go to the Strayer University Online Library to locate at least three resources.
In-text citations are required when paraphrasing or quoting another source.
Use at least three quality resources in this assignment. Note: Wikipedia and similar websites do not qualify as quality resources. 

 In this assignment, you will discuss a personnel policy that you believe is the

 In this assignment, you will discuss a personnel policy that you believe is the most important to support employees in your program and whether you believe there are benefits or limitations to unionizing employees in your program.  

FIELD ACTIVITY: RESUME REVIEW ASSIGNMENT INSTRUCTIONS
OVERVIEW
Preparing for a n

FIELD ACTIVITY: RESUME REVIEW ASSIGNMENT INSTRUCTIONS
OVERVIEW
Preparing for a new career/position includes ensuring your resume accurately reflects your
KSAs, experience, and other characteristics relevant to securing a position. It is imperative this
document is 100% accurate and error-free. This assignment will provide you with an opportunity
to create a resume for a position you desire to hold in the future. Whether you will be a new
healthcare administrator or will be seeking a promotion in this industry in the future, this activity
is highly beneficial.
INSTRUCTIONS
The student will conduct research to identify a healthcare administrator position currently
available. The position should be one in which the student will be qualified for in the next 2-3
years (upon completion of the current degree and required experience). Then, based on the
Talent Quotient Analysis Assignment, interviews completed in the Field Activity: Interview
Analysis Assignment, and research conducted, the student will create a resume for the identified
healthcare administrator position. Be sure to review the Occupational Outlook Handbook (see
Resources section) to identify potential job growth, required KSAs, and so forth for this
position.
The student will have a current healthcare administrator review the resume and provide
feedback. Submit a copy of the job description, a summary of the professional feedback
provided, and a final draft of the resume.
Include the following in this order:
 Cover page
 Copy of the job description
 Summary of professional feedback
 The final draft of the resume
View the Field Activity: Resume Review Resources section under the Field Activity: Resume
Review page.

Upon reviewing the multiple facilities offering healthcare administration suppor

Upon reviewing the multiple facilities offering healthcare administration support and services, discuss the following:
What are the healthcare administrative/management job opportunities in these organizations?
How are these organizations interrelated?
What type of support do these organizations offer direct care facilities?
Identify one available position in which you are interested and discuss the KSAs needed to secure the position.

Describe the concepts of cultural competence and cultural humility. How do they

Describe the concepts of cultural competence and cultural humility. How do they relate to one another? Is one concept more important than the other? Why/why not?
In response to each other’s initial posts? In response to your peers, engage openly in response to the posts of your peers and respectfully comment on their perspective.