HRM635 Human Resource Management: Training And Development Project A And B

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HRM635 Human Resource Management: Training And Development Project A And B

Unit 3 Project A

The course project is a series of elements where you will examine the current standing of an organization’s(Amazon) training system as it relates to a single training topic(the topic is Workers’ Compensation). In the final element of the training program, you will provide recommendations to the organization on how this training system can be improved.

*Develop a training needs analysis including task analysis, personal analysis, organization analysis.

*Evaluate the different methods and sources for performing a needs analysis.

*Evaluate relevant scholarly research and synthesize research to complete required assignments.

Directions

To conduct an analysis on the current state of the training program of an organization (Amazon).  You should be writing about the training needs analysis process for Amazon. The training needs analysis process analyzes the organization, task, and person analysis. HRM635 Human Resource Management: Training And Development Project A And B.

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Submission Requirements

  • The body of the paper will be 4-5 pages. This does not include extraneous pages like title page, reference page, appendices.
  • APA formatting (7th ed.) standards are required.
  • A minimum of 5 scholarly resources needs to be used. An example of a scholarly resource can be an interview with an HR professional or a peer reviewed article from a Park University Library Journal Database. Course materials and personal experience do not count.
  • A formal third person tone is required.
  • Supplemental information (e.g., worksheets that are currently being used) can be presented in Appendices but do not count toward the body of the paper.

Unit 5 Project B

Directions

This is a continuation of Project A.

It is a continuation of the training needs for that organization (Amazon) as well research and discussion of training methods and delivery which includes on-the-job training, off-the-job training, the technology used, delivery methods used, and transfer of training analysis. The body of the paper will be 4-5 pages. This does not include extraneous pages like title page, reference page, appendices; APA formatting (7th ed.) standards are required, and a minimum of 5 scholarly resources are needed.

  • The body of the paper will be 4-5 pages. This does not include extraneous pages like title page, reference page, appendices.
  • APA formatting (7th ed.) standards are required.
  • A minimum of 5 scholarly resources needs to be used. An example of a scholarly resource can be an interview with an HR professional or a peer reviewed article from a Park University Library Journal Database. Course materials and personal experience do not count.
  • A formal third person tone is required.
  • Supplemental information (e.g., worksheets that are currently being used) can be presented in Appendices but do not count toward the body of the paper HRM635 Human Resource Management: Training And Development Project A And B.

 

Management ( Decision Making And Problim Solving ) – 2

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Management ( Decision Making And Problim Solving ) – 2

Critical Thinking Case studies:

It came to the attention of the Mr. Faisal Al Qarni, CEO of a Alqarni company (A small Jeddah based company) that there was a difficulty between two employees who had been working together for some time but recently appeared to have major differences that were affecting their entire department.

Two employees Amal and Haifa had been working together for a few years. They were in the same department and reported to the same departmental manager. Amal had been at the company longer and was senior to Haifa.

Mr. Faisal was being approached by both Amal and Haifa at different times. They complaint against each other about the harassment and bullying. Mr. Faisal asked HR Manager to listen their issues and try to resolve as soon as possible. HR Manager has spent increasing amounts of time speaking to them, taking notes of their points and comments, meeting with their department manager.

Haifa had felt under pressure from Amal since she joined the company. She raised the issue with her departmental manager; however, she felt that nothing had changed. Both the parties were accusing the other of bullying and harassment.

Amal had a no-nonsense approach and felt that some aspects of Haifa’s work needed improvement. She had asked for these changes in ways that she felt had been clear and fair. Haifa kept going to management with the allegation of bullying by Amal.  Management ( Decision Making And Problim Solving ) – 2

Haifa felt her work performance had been made subject to very public comment in team meetings and she felt embarrassed and singled out. She felt she could do no right as far as Amal was concerned. She liked her job. It was close to her home so she was able to take her children to school and pick them up on her way home.

Both parties were thinking about leaving if the situation could not be worked out. They reluctantly agreed to mediation but neither wanted to change jobs.

Consider yourself as HR Manager and resolve the entire issue.

Assignment Question(s):      (Marks 05)

  1. What are the main problem and subproblems of the case?  Based on the following technique, identify the causes of problem?    [Marks 2]
  2. Cause of the problem- 5 Why Technique
  3. Why-1
  4. Why-2
  5. Why-3
  6. Why-4
  7. Why-5
  8. Develop a Cause-and-Effect Diagram
  9. What information should you gather, that would be helpful to know before making a decision?         [Marks 0.75]
  10. Develop a mind map to generate several choices of your decision. As HR Manager, what will be your decision to resolve this issue?   [Marks 1.5]
  11. HR Manager may face Ethical dilemma in resolving the issue and finding solutions. What could be possible ethical issues in the above case?    [Marks 0.75]

Assignment 3: Country Selection and Marketing Mix Strategies

The purpose of the assignment is to select a market that fits your product as you go international with it, and decide what marketing strategies to follow.

Step #1.  Product Selection. Select a product that you want to sell internationally.  It can be a product from your place of work, or any product that you are knowledgeable or interested about.  Try selecting a product that is currently only sold in the United States and that you can envision selling in another country.  

Step #2. Country Selection (10 points). Select a market based on your market screening.  Following the steps for market screenings for a country that you read about in chapter 12, explain what factors would be important in your market (country) screening.  Go through each of the first four steps in the screening process and describe what kind of criteria would be desirable for your product in terms of: Basic needs potential, Financial and economic forces, political and legal forces, and cultural forces.

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Step #3. Select a mode of entry (10 points).  Review the advantages and challenges of the different modes of entry and select the most appropriate for your type of product and country you selected. Explain why you are choosing that mode of entry over others.

Step #4.  Marketing Strategies.  Based on the information above, and your knowledge of the product, explain how you would modify the product so that it fits better in the new market.  You should focus on the following marketing strategies:

  1. PRODUCT (10 points) – How or what would you change about the product to better fit this new market? Explain your answer.
  2. PROMOTION (10 points) –
    1. Would you use the same message to promote your product or would you change it? What would be the new message intention or theme?   Explain.
    2. What form of promotion would work best for the type of product and new market conditions? Select only one of the following and explain why you are selecting it: advertising, personal selling, sales promotion (discounts, coupons…), or public relations. (hint: review the advantages and disadvantages of each type of promotion and see which one fits your product best)
  3. PRICE (5 points) – what would be the best pricing strategy to follow and why?
  4. PLACE (Distribution) (5 points) – can you use a similar approach to getting the product to your customer as it is used in the U.S.A. or do you want to modify the distribution of the product. Do some research of the new country’s infrastructure and availability of channels of distribution? Explain your decision/answer. Management ( Decision Making And Problim Solving ) – 2

 

Grading Rubric: See the point distribution for each question for a total of 50 points.  The quality of your answer will be awarded points according to the scale in this rubric.

 

For questions worth 10 pts:

For questions worth 5 pts:

Good:

10

5

 Fair:

8

3

 Poor:

5

2

 Unacceptable

0

0
Country Selection (10 pts)        
Mode of entry (10 pts)        
Product strategy (10 pts)        
Promotion strategy (10 pts)        
Price strategy (5 pts)        
Place strategy (5 pts)        
TOTAL POINTS EARNED:        

Critical Thinking Case studies:

It came to the attention of the Mr. Faisal Al Qarni, CEO of a Alqarni company (A small Jeddah based company) that there was a difficulty between two employees who had been working together for some time but recently appeared to have major differences that were affecting their entire department.

Two employees Amal and Haifa had been working together for a few years. They were in the same department and reported to the same departmental manager. Amal had been at the company longer and was senior to Haifa.

Mr. Faisal was being approached by both Amal and Haifa at different times. They complaint against each other about the harassment and bullying. Mr. Faisal asked HR Manager to listen their issues and try to resolve as soon as possible. HR Manager has spent increasing amounts of time speaking to them, taking notes of their points and comments, meeting with their department manager.

Haifa had felt under pressure from Amal since she joined the company. She raised the issue with her departmental manager; however, she felt that nothing had changed. Both the parties were accusing the other of bullying and harassment.

Amal had a no-nonsense approach and felt that some aspects of Haifa’s work needed improvement. She had asked for these changes in ways that she felt had been clear and fair. Haifa kept going to management with the allegation of bullying by Amal.

Haifa felt her work performance had been made subject to very public comment in team meetings and she felt embarrassed and singled out. She felt she could do no right as far as Amal was concerned. She liked her job. It was close to her home so she was able to take her children to school and pick them up on her way home.

Both parties were thinking about leaving if the situation could not be worked out. They reluctantly agreed to mediation but neither wanted to change jobs.

Consider yourself as HR Manager and resolve the entire issue.

 

 

Assignment Question(s):                                                                   (Marks 05)

 

  1. What are the main problem and subproblems of the case? Based on the following technique, identify the causes of problem?                                                [Marks 2]
  2. Cause of the problem- 5 Why Technique
    1. Why-1
    2. Why-2
    3. Why-3
    4. Why-4
    5. Why-5
  3. Develop a Cause-and-Effect Diagram
  1. Causes of the problem – 5 Why Technique:
  2. Question: What is the problem?

Answer: Disputes between Amal and Haifa due to which the working of entire department is getting affected.

  1. Question: Why are disputes there between Amal and Haifa?

Answer: Both are alleging that the other person is harassing and bullying them.

  1. Question: Why are they hurling such allegations against each other?

Answer: Amal feels that Haifa’s work is not up to the mark and needs improvement and in absence of such improvements, Amal being her senior is expecting better work from her. While Haifa feels that she has been singled out by Amal and because of that she feels embarrassed and under pressure.

  1. Question: Have they discussed their issues with each other so that both can meet each other’s expectations?

Answer: They have discussed the issue with Mr. Faisal in the form of a complaint against each other, but it seems like they have not discussed the same with each other.

  1. Question: How to fulfill each one’s requirement and resolve the conflict?

Answer: The root cause is with the expectation of each other from one another. On one hand, Amal is expecting better quality work, Haifa is expecting respect and good conduct from her co-workers. Both of them should be counselled together and in discussion with Amal, training sessions shall be conducted for Haifa so that her performance can improve while for Amal, interpersonal and leadership sessions shall be conducted.

 

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  Cause and effect diagram shall be as follows:

  1. The useful information before making a decision is the bottlenecks in Haifa’s learning which is preventing her from performing as per Amal’s expectations and also the counselling requirements of Amal through which she can be a better leader and manage her team members better. Management ( Decision Making And Problim Solving ) – 2

B –

Cause and effect diagram of the case of Amal and Haifa, two employees who have interpersonal issues in their relations, which is impacting the department and organization.

The cause and effect diagram used is – Fishbone or Ishikawa diagram, which separates the causes into fishes’ bones and head of the fish is effect or the problem.

The bones are classified into following categories –

Man –

Lack of interest of HR Manager

Lack of managers intervention

Lack of mutual respect between employees

Material-

Lack of detailed history of case with HR

Lack of evidence for instances and actual incident details

Measurement –

Lack of employees behavioral monitoring

Lack of review of managers abilities

Machine –

Lack of system for communication of and on employee interpersonal conflicts

Lack of system for recording instances of employee interpersonal conflicts

Method –

Lack of process for manager to manage employee conflict

Lack of code of conduct for employee

Lack of employee grievances handling process

Environment

Lack of monitoring of organizational behavior

 

  1. What information should you gather, that would be helpful to know before making a decision?                                                                                           [Marks 0.75]

 

Before making or come to any decision on their disputes ,I will gather some of the information such as:

  1. Talk with their close calluges of the organisation : As HR manager of the company before making any decision I will like to talk to the other member of the organisation and collect information about them and know their nature as person. For fair decision I will go through all the situation that can be happend .
  2. Check the cctv footage or camera: I will chech the cctv footage of recent days and try to understand the problem between them if it presents. Whoever found guilty will be fired.

3.check their work that it is efficient or not : If they are doing any other work other than the given work then I will take the strict action against them.

After gathering all these information about them I will come to any decision and if anyone found guilty then they will be fired from the organisation.

There is also the possibility of misunderstanding between them, if this happens then I would speak to them and make them understand about the situation.

  1. Develop a mind map to generate several choices of your decision. As HR Manager, what will be your decision to resolve this issue?             [Marks 1.5]

As HR Manager I will have the following three choices that one can choose from with valid reasons:

  1. HR manager should take the charges of the harassment from Haina against her senior Amal very seriously and should fire Amal for promoting workplace harassment in the organization.
  2. HR manager should take the charges of the non-performance seriously by confirming the same with the department and should fire her on the spot for being non-consistent and disturbing the whole organization company.
  3. the Third option will be to clear out the employees’ differences with the help of mediation techniques and it should be the target of the HR manager to keep both the employees and also take commitment from their side for not creating such issues in the future as well otherwise it may lead to the consequences because it is disturbing the company working environment.

As the HR manager, I will choose the third option to act as a mediator and clear out the differences between both the employees and improve the working environment, and promote the idea of clearing out the differences of the employees rather than firing anyone.

 

Another answer:
As an HR manager, I will have the following three choices with valid reasons to choose from:

  1. The HR manager should take Haina’s allegations of harassment against his senior Amal very seriously and should fire Amal for encouraging workplace harassment within the organization.
  2. The human resources manager must take allegations of non-compliance seriously by confirming them with the department and must immediately fire him for being inconsistent and disturbing the entire company. organization.
  3. the third option will be to eliminate the differences between the employees using mediation techniques and the objective of the human resources manager should be to keep both employees and also to make an effort on their part to not creating such problems otherwise even in the future can have consequences as it disrupts the working environment of the company.

As an HR manager, I will choose the third option to act as a mediator and eliminate differences between employees and improve the working environment, promoting the idea of ​​eliminating differences between employees rather than fire anyone. Management ( Decision Making And Problim Solving ) – 2.

 

  1. HR Manager may face Ethical dilemma in resolving the issue and finding solutions. What could be possible ethical issues in the above case? [Marks 0.75]

There are a few ethical issues in the above case that include Haifa facing pressure from Amal, as he is raising concerns with her work in the team meetings or in front of the team members. Haifa feels she is bullied, harassed, and degraded by Amal due to these actions. While Amal has the right to raise concerns about Haifa’s work issues, he cannot raise such issues in front of the other team members or the team meetings. He can have a face-to-face meeting and give feedback to Haifa. There are no serious issues between both these employees, but they are making them serious. Haifa is not liking the intervention of Amal in her work, and Amal is not happy with Haifa’s work.

As an HR manager, I believe they should be called for a one-on-one meeting individually to understand each other’s concerns. Then, they must be called together to sort out the differences and be allowed to work for another three months to check the progress and if they have resolved their conflicts. If they have sorted out and worked collaboratively, then the problem is solved. But if they are continuing the same behavior and indulging in similar conflicts. I would suggest offering them internal movements in other departments where they must be reporting to different managers and not connected with each other’s departments.

But if there is no such option to offer them different roles within the organization, they must be asked to report to different managers with the same positions. If they still come up with concerns, then, it is better to terminate them and replace them with other employees as their behavior and issues will impact the entire team and other employees.

Other answers:

The main problem, in this case, is the potential leaving of the job of two employees (Amal and Haifa)The subproblems can be identified by the use of the 5 why technique.

Based on the case, these are the 5 why’s that we can derive from the situation and these are as follows:

  1. Why did Amal and Haifa can’t get along with each other?
  2. Why did the two employees feel that each of them bullied and harassed each other?
  3. Why did Haifa feel under pressure from Amal?
  4. Why did Haifa feel embarrassed and singled out?
  5. Why did Haifa and Amal did agree to mediation but neither wanted to change jobs?

The Fishbone Diagram can be used to present the cause and effect of the problem in the case study.

According to wikihow.com, here is the information needed that can be helpful before making a decision regarding the problem, (1) collect as much information as possible, (2) point out the parties involved, (3) determine the ethical issues,(4) reassess the company’s standard procedure, (5)list and analyze options, (6) implement the best option, and (7) keep a record as you monitor the result.

A mind map is an illustration used to visibly organize information . This can be used to generate ideas that can be useful in the decision-making of this case.

The ethical issues concerning this case are discrimination and harassment, toxic workplace, unethical leadership, lack of teamwork, low employee morale, unhealthy relationship.

The main problem in this case study is the potential leaving of the job of the two employees namely Amal and Haifa. The 5 why’s technique was used to point out the subproblems stated above.

FISHBONE DIAGRAM ON CAUSE AND EFFECT OF THE PROBLEM

In making decisions to resolve ethical issues in the workplace the following must be done:

  • Collect as much information as possible- gather all the relevant facts and scrutinize all the possible pieces of evidence
  • Point out the parties involved-find out who are involved in the issue whether direct or indirect
  • Determine the ethical issues- asking yourself which ethical principles are violated
  • Reassess the company’s standard procedure-reviewing company manuals, employee handbook, and company’s policies
  • List and analyze options- think of every possible option available to you whether it has a positive or negative outcome
  • Implement the best option- after reviewing all the options, the best option will be selected
  • Keep the record as you monitor the result-carefully observe the progress of the issue and make sure it is properly resolved

MIND MAPPING OF POSSIBLE SOLUTIONS   

   Mind mapping helps users to comprehend concepts to break them down into parts to better understand the existing information.

The ethical issues presented in the diagram can be solved through training and seminars, team building activities, reviewing of employees’ code of conduct, leadership training for supervisors and higher positions, and proper communication channels for addressing and solving grievances. Employees’ rewards and recognition must also be given attention to boost employees’ morale. Reorientation and retraining of low-performing employees can also be helpful to make them perform well in their ob. Management ( Decision Making And Problim Solving ) – 2

Performance Management For Maternal Health Director/ Administrator

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Performance Management For Maternal Health Director/ Administrator

Using the American association of maternal and child health, please fill out to the best of your ability for the performance management assignment.

-. Identify at least 5 links between the description of the job and the organization’s goals, objectives and strategic plan.

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-. Develop an outline of at least 5 tasks or deliverables to be completed, the expected results and the measures or standards that will be used to evaluate performance.

FYI:  There is no specific form or method of doing this.  HR departments use HR software now,  There is one resource in the Performance Management Resources above that has a table you can use, but that was all I could find.

-. Identify the critical areas that will be key performance objectives. The choice of areas may be determined by the organization’s strategic plan, by the employee’s desire to improve outcomes in a certain part of his/her job or by a need to emphasize a particular aspect of the job. Performance Management For Maternal Health Director/ Administrator

Once identified, briefly explain how the critical area links to the organization’s strategies plan by the employee’s desire to improve outcomes in a certain part of his/her job or by a need to emphasize a particular aspect of the job. (i.e. this is a critical area because……)

-.  Refer back to the Training and Development modules and identify 5 training objectives that will help the employee in this position grow in skills, knowledge and competencies related to the work.

-.  If possible, identify career development objectives that can be part of the longer-term career planning.  In other words, what steps can be taken in this position to prepare to move to the next position? Performance Management For Maternal Health Director/ Administrator

Biz Mgt Week One

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Biz Mgt Week One

Introduction to Information Systems by Patricia Wallace

  1. How is data different from information? How is information different from knowledge? How knowledge is different from experience? What are examples of each?

 

  1. Consider the many types of computer input/output devices available today. List several input/output devices that you own. Which is your favorite? Why? Which are your least favorite? Why? Biz Mgt Week One.

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  1. Choose one of the following case studies to elaborate. Write two to three paragraphs describing the background of the case.  This document should include a cover page. Repeat the questions from the case study in bold and then provide your answers. In addition to the textbook, other scholarly papers should be used and referenced. APA format must be strictly followed.
  • 26: Nasdaq Information Challenges: Facebook’s Botched Public Opening and High-Frequency Trading.
  • 28: Breaking News-Twitter’s Growing Role in Emergencies and Disaster Communications.
  • 57: Can GameStop Survive with s Brick-and-Mortar Stores?
  • 58: The Battle for Net Neutrality.
  • 90: Goggle Glass & Wearable Technologies
  • 91: Rolling out Its 4G Network, Sprint Corporation Competes with Rivals. Biz Mgt Week One.

 

 

 

Human Resource Management homework help

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List your company’s – APPLE strategy and two major strategic objectives and measurable goals for sustainable competitive advantage. Explain why.

 

This discussion forum is designed to get you to use what we know about stress and coping to decide whether mindfulness training is a fad or something likely to be an effective form of stress management at work.

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Stress is a pervasive and potentially costly fact of work life. Stress is defined as a psychological response to demands that tax or exceed the person’s capacity or resources. Coping refers to the behavioral and cognitive strategies people use to manage stressful demands and the emotions that come with them. Research shows that coping strategies can be problem-focused or emotion-focused and behavioral or cognitive in nature. One approach to managing stress is mindfulness training.Human Resource Management homework help.  Follow the link below for more information on mindfulness training at work. You will be able to find plenty more information with your own google search which you can share with your discussion group.

The question is, do you think companies (such as your own) should sponsor mindfulness training as an employee benefit at work? Using the coping strategy framework, identify the type of coping strategy mindfulness meditation represents, identify drawbacks of such an approach, and evaluate the level of effectiveness you expect relative to other types of supportive policies the company might provide at similar expense. Human Resource Management homework help.

Human Resource Management homework help

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discussion titled discussion with reference after it PLEASE

  • Discipline Plans- Read and analyze either Ms. Sund’s third-grade discipline plan or Ms. Charles’s discipline plan for her English class. Compare and contrast your thoughts and ideas with theirs. DO you need the discipline plans???

Assignment with up to date references after it Titled What I Will Do Proactively to Prevent or Reduce Misbehavior

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Topic 5. What I Will Do Proactively to Prevent or Reduce Misbehavior (500 – 750 words) 40 pts

  • What steps will I take to prevent or limit the known causes of misbehavior that might otherwise influence my classes?
  • Specific Format : Write the question in bold print. Write the rest of the paragraph in regular print. Proactive behavior management is a crucial step in effectively managing student behavior. Take your time on this assignment.  Think through all of the misbehaviors, minor and not-so-minor, that you might prevent from happening if you have a developed plan to address these behaviors before they start. Human Resource Management homework help

Refer to the rubric for specific elements that are required for a score of 3-Proficient or 4-Advanced.

MAST90007: Statistics For Research Workers 2021

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MAST90007: Statistics For Research Workers 2021

This assignment contains three (3) questions worth a total of 20 marks. There is some general advice on the assignment at the end of this document, on page 8.

The overall requirement for this assignment is to carry out and report on data analytics that address three questions about the data from the Framingham heart study.

You may know about this study from your general knowledge; it is one of the most famous studies in epidemiology. You can learn about the study from information on Wikipedia (https://en.wikipedia.org/wiki/Framingham_Heart_Study), but also through these references:

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Levy, D., National Heart Lung and Blood Institute., et al. (1999). 50 years of discovery: medical milestones from the National Heart, Lung, and Blood Institute’s Framingham Heart Study. Hackensack, N.J., Center for Bio-Medical Communication Inc.

Mahmood, S. S., Levy, D., Vasan, R. S., & Wang, T. J. (2014). The Framingham Heart Study and the epidemiology of cardiovascular disease: a historical perspective. The Lancet, 383(9921), 999-1008.

Oppenheimer, G. M. (2005). Becoming the Framingham study 1947–1950. American Journal of Public Health, 95(4), 602-610.

You may also find your own useful references. You are not required to read these references for the purposes of the assignment. MAST90007: Statistics For Research Workers 2021

The Power Of Language To Frame Social Problems

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The language that is used to frame a social problem can affect whether the public embraces it or rejects it. As an advanced human services professional practitioner, you have the power to frame social problems in a manner that shows dignity and respect for all people. On the other hand, you can worsen a problem by framing it in terms of deficits rather than strengths. For example, referring to a group of “at risk youth” may lead people to draw their own conclusions about why this group is at risk based on their own biases or misperceptions, which may only add to the stigma. Therefore, as a practitioner, it is important to be intentional about using people-first, strength-based language to frame social problems (e.g., “youth at risk for academic failure” or “youth in an underserved school district”).

You will examine how language shapes the way the public views social problems. You will also consider the importance of using people-first, strength based language to frame a problem.

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To Prepare

  • Review the Learning Resources on using people-first, strength-based language to frame social problems.
  • Consider how message framing shapes the way the public views social problems.
  • Think about why it is important to use people-first, strength-based language to frame social problems.

Post an explanation of how language can shape the way the public views a social problem. Use a specific example of a social problem to illustrate your explanation. Then explain the importance of framing the problem from your example using people-first, strength-based language and the consequences of failing to do so. The Power Of Language To Frame Social Problems

Discussion: How Research Is Used For Evaluation

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Discussion: How Research Is Used For Evaluation

Research is an integral part of the public and nonprofit sectors. Budget analysts use research to generate revenue forecasts. Management analysts use research to determine if a program is serving citizens effectively. In nonprofit organizations, development directors use research to identify potential donors. As you can see, research occurs every day in all public and nonprofit organizations.

Research used for evaluation is especially challenging in the public and nonprofit sectors. Unlike their counterparts in the private sector, public administrators implement programs that produce “soft” and intangible results. Imagine the situation of a school administrator who implements an after-school counseling program for at-risk youth. One of the “soft” results of this program may be an increase in the self-esteem of a student. Self-esteem is a difficult concept to measure and may be measured in a variety of ways. Discussion: How Research Is Used For Evaluation

Or, consider a nonprofit organization that develops a program to help recovering addicts obtain gainful employment. While the measurement of whether or not the individual obtained a job is rather tangible and obvious, the confidence the individual gains as a result of participating in the program is intangible and much more difficult to measure. In order to measure the more challenging intangible results administrators rely on research. It is imperative for administrators to know how to conduct research in order to evaluate programs so that they can promote the values of efficiency, effectiveness, individual rights, and social equity.

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For this Discussion, select a public or nonprofit organization with which you are familiar, or choose an organization from the Virtual Community of New Harbor, Delaware. Consider how research and evaluation could benefit this organization. A good place to start is to consider a program, problem, or policy that the organization may want to address in further detail.

Post a description of how research and evaluation can be used by this organization. Explain what program, problem, or policy could be addressed by research, and how this could benefit the organization.

Human Resource Management homework help

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DB 5

OPTION ONE:  There are seven major methods to overcoming resistance to change: (1) develop a positive trust climate for change, (2) plan the change, (3) clearly state why the change is needed and how it will affect employees, (4) create a win-win situation, (5) involve employees, (6) provide support and evaluation, (7) and create urgency. Think of a situation where you would like to implement a major change with a group of individuals you work with. How would you utilize one or more of these methods to overcome resistance to your change?

OPTION TWO:  I had a student a couple of years ago that said she lied on a resume to get a position because she was a single parent who had just lost her job and was struggling to make ends meet to care for her children.  The job required someone who had “extensive” experience as a supervisor and proficiency in operating two important pieces of equipment that the employees she would be supervising used on a daily basis.  The student had never been a supervisor and felt that she knew enough of the basics of those pieces of equipment to get by.  Three weeks after starting, she made an error on one of the machines she claimed she said she was proficient in using that resulted in an employee being injured and having to miss work for two weeks.  What are your thoughts on resumes and job applications regarding telling “little white lies”?  Is it OK to do so when applying for a job?  Why or why not?  Human Resource Management homework help.

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DB 6

Option 1: No question that technology is changing almost daily and we are a society that values keeping up. Do you feel that there are times when technology detracts from personal relationships either in the workplace or at home? Why or why not? Please provide examples.

Option 2: Go into a busy restaurant during the dinner rush and just observe people sitting at the tables or waiting to be seated. Tell me what you observed and what got your attention the most. I do it frequently and one thing is almost identical each time regarding what people are doing and technology.