I need a discussion done for week 3 for my 521 Recruit, Retain, Reward and Develop and a response to 2 Classmates

 Week 3 DiscussionCOLLAPSE

Assessment Techniques

In Chapter 5, Bock describes his preferred interview process, which involves “combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership.” Give two reasons why you agree or disagree with his position on candidate assessment. 

Post your initial response by Wednesday, midnight of your time zone, and reply to at least 2 of your classmates’ initial posts by Sunday, midnight of your time zone.​​

Respond from Daneille,

 

Bock’s Interview Process – Candidate Assessment

Bock describes his preferred interview process, which involves “combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership.” 

Question

Give two reasons why you agree or disagree with his position on candidate assessment.

Response

 Candidate assessment is critical in hiring the right candidate for the job. It is the evaluation of listed candidates for an interview to determine who meets all the required criteria to be hired in a company. Effective candidate assessment requires a structured interview process guided by principles drawn from the organization’s culture and policies. Therefore, I agree with Bock’s interview process of “combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership” because it is critical in hiring the desired candidate for various positions in a company. 

 The first reason I agree with Bock’s position on candidate assessment is because behavioral and situational structure interviews provide the needed framework to identify and hire the right candidate who can complete the jigsaw puzzle for winning teams in an organization. Behavioral and situational structure interviews enable the interviewers to accurately determine a candidate’s ability and energy in executing the required duties and responsibilities in the position the candidate is to fill in the company. According to Ursal (n.p), candidates with energy can articulate the company’s mission and steer them towards achieving the company vision. Ursal (n.p) further points out that candidates with ability and energy can motivate others to perform and are likely to have the skills and passion in their job. 

 The second reason I agree with Bock’s position on candidate assessment is because assessing the candidate’s cognitive ability, conscientiousness, and leadership abilities are primary in hiring a candidate who fits in every organization. The cognitive ability helps determine whether the candidate can execute all tasks from the simple to complex tasks in their positions. Poindexter (n.p) points out that cognitive ability, conscientiousness, and leadership abilities are key indicators of a candidate’s quality. Smith (n.p) also acknowledged cognitive and leadership abilities as strategic elements that form blueprints for hiring suitable candidates. According to Smith (n.p), Bock’s interview process is also helpful in determining candidates’ ability to improve in their various positions of work. 

Poindexter, Jacqui Barrett. “15 Interview Questions to Ask Candidates: Glassdoor for Employers.” US | Glassdoor for Employers, 2 May 2020, www.glassdoor.com/employers/blog/15-interview-questions-ensure-candidate-quality/.

Smith, Carlie. “7-Step Hiring Blueprint That Built Netflix: OpenView Labs.” OpenView, 8 Apr. 2015, openviewpartners.com/blog/netflix-hiring-blueprint/.

Ursal, DJ. “The 4E’s and 1P – Live with Jack Welch.” LinkedIn, 14 Jan. 2016, www.linkedin.com/pulse/4es-1p-live-jack-welch-dj-ursal/.

2nd Response

 Motlalepula Mojela RE: Week 3 DiscussionCOLLAPSE

Hi Dr. John and Fellow Students

Bock describes his interview process which involves combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership.

  • Give two reasons why you agree or disagree with his position on candidate assessment.

An interview process involves people who believe in themselves that they qualify to apply for a position, based on their expertise, educational background as well as experience within the specified field. As individuals, Jack Welch mentions factors such as positive energy, ability to energize others, the courage to make tough decisions, be able to get the job done, and to have passion for what one is doing. As human beings no one is a perfect being, we are all prone to mistakes but learn from such mistakes as well so that one does not repeat the cycle.

Within the education fraternity, the minimum requirement used to be a three- year Teacher’s Diploma, nowadays, it has to be a four- year  Bachelor’s degree, but nothing prepares one for a job interview, as it is only then that one is faced with a real-life situation that can determine success or failure in one’s career path. As managers in HR and or driving force towards hiring it is important to determine our expectations first before coming to the interview table. Most of the teachers, including H.O.D’s and Principals, bring some vague ideas when it comes to hiring. It is worse in a situation where one gets hired because of nepotism, bribery, and certain expectations, as it has been the norm in our country. There are very few institutions where one gets an honest interviewing panel and eventually gets hired. Maybe, through luck or the grace of God. 

Bock’s ideas of behavioral and situational structured interviews should be the foundation of any organization that is willing to build leaders through support, encouraging debate within the organization, and allows everyone to have a voice. A place where everyone feels welcomed and one is able to contribute towards the success of the company. Behavioral and situational structured interviews should be the doorway in which credibility, gaining trust and candor are at the forefront of any organization.

Bock states that “hiring is the most important people function that you have, and most of us aren’t as good at it as we think.” This means that as HR personnel one should be forever on a learning curve, to improve as well as to understand those who might be on one’s interview panel. This would include embracing diversity and inclusion.

What Bock is giving us, is a guideline not only for those we are interviewing but also as a personal self-reflection to those who are part of the interview panel. This will create a match for the best possible candidate as well as finding a common ground for the success of any organization.

Combining behavioral and situational structured interviews should be the yardstick for every organization, well-established companies as well as educational institutions within the HR and also be included as one of the courses to be mastered at the undergraduate level so that it prepares the candidates for the world of work.

References:

1. Ursal, DJ. “The 4E’s and 1P- Live with Jack Welch ” LinkedIn,14 Jan 2016.www.linkedin.com/pulse/4es-1p-live-jack-welch-dj-ursal

2.Poindexter, Jacqui Barrett. “15 Interview Questions to ask candidates: Glassdoor for Employers, 3 May 2019. www.glassdoor.com/employers/blog/15-interview-questions-ensure-candidate-quality/.

3.JWI 521. Week 3 Lecture Notes 2020

Discussion question 150 words min with reference

Assume the role as the chair of the Recognition and Rewards Committee for an organization of 50 employees. Prepare a recommendation from your committee on how to allocate the $5,000 annual budget to maximize employee engagement and motivation. (Hint: Don’t forget that non-monetary means of recognition and rewards can be just as effective as monetary means.)

8 p1a

Assume you are the local emergency manager for your community. You have conducted a risk analysis and identified a hazard that presents an imminent threat to your community.

Draft a proposal of an emergency operations plan for your mayor or commissioners that covers preparation, mitigation, response, and recovery for the identified hazard. Your plan should include, at a minimum, the following information:

  • an overview of the hazard and your analysis of the threat;
  • the sequence of events, resources, and any participants that you and the planning committee would include in the emergency operations plan;
  • how to share this plan with city/county officials, response organizations, and the public and if there be opportunity for feedback;
  • the identification of specific roles in the plan; and
  • whose buy-in and support you need to ensure the effectiveness of the plan and how you propose to secure it.

You should ensure your plan presents a clear argument based on your analysis of the situation. You should use a minimum of five sources of evidence to support your analysis and plan. These sources may include applicable federal, state, or local laws, as well as research or other sources relevant to your analysis and plan.

Your proposal should be a minimum of three pages, not including your title and reference pages. All sources used must be properly cited. Your proposal, including all references, should be formatted in APA style.

Assignment #013

elect a company that has violated an HR law.
Imagine that you are an HR manager within that organization. You have been tasked with developing training to help prevent future violations of the HR law. 
Compile research and information to include in your training. 
Address the following in 900 words from your research:
Summarize the situation, explaining key HR law considerations should take place and the impact on the organization by explaining objective details.
Discuss the law’s requirements. Include information regarding what the law does, how it is executed, and the execution gaps of your selected organization.
Recommend three steps that organizational leadership should take in order to avoid challenges such as this one from happening in the future.
Cite your sources with APA formatting. Provide at least two terms, or concepts or best practices per page; Provide at least two citations per page; Provide two peer-reviewed references from the weekly reading only, that support citation.

project management

i need you to help me write down some parts of the report on a second wave of Covid-19 for Icelandair airlines. Me and my team already did an excel sheet, and my team assign me to write down some of the objective of the report. the objectives that I’m responsible for ,which you can find it in the excel sheet, are:

1- communication plan (which I already did it in excel sheet, but it needs to be written in a paragraph)

2- Business Need / Justification

3- Current Short Comings (which I have the bullet point, and i need you to expand it in details)

4- Project Constraints  

5- Objectives of the project ( the objective is to find a response for a second wave of Covid-19 that can help Icelandair airlines.)

6- Competitor Analysis ( for this I need you to compare the companies with Icelandair airlines, and label each company if they are doing good job or poor job. there is an example picture of it in the excel sheet).  

I need you to write me a one or two paragraphs for each of these points. Finally, could you please site everything APA format.

Thank you

MGT312T Week 1 Discussion

  

Identify an ethical problem that you have or are facing at work. Apply the 3-Step Problem-Solving Approach to resolve this dilemma. Do you find this approach to be effective in solving the ethical problem? Why or why not?

Human Resource Management and Project Management

 you are a project manager for a large hospitality firm (e.g., Marriott  International) who will be in charge of the firm’s HQ office relocation.  You have been asked to speak to the HR staff about the move, as many of  them have very little understanding of project management. Also, they  are fearful that this project will end up being a failure because other  projects have failed at the firm. Explain to them the key elements of  project management and its relationship to human resources management  (HRM). Be sure that your explanation curtails their fears of project  management 

Compensation Benefits VII

VII Journal

Instructions

In preparing a compensation plan, an organization must consider all the laws and regulations associated with the pay of special groups (i.e., supervisors, corporate directors, and executives). However, do you think compensation for special groups is excessive? If so, why? Address a law or regulation that is specifically related to special groups that you think is vital. Why is it so important to you?

Your journal entry must be at least 200 words in length. No references or citations are necessary.

Part 2.

QUESTION 1

  • Explain alternative rewards systems for unions and their purpose. 
  • Your response must be a minimum of 200 words in length.

QUESTION 2

  • Address how Employee Retirement Income Security Act of 1974 (ERISA) plays a role in executive benefits.
  • Your response must be a minimum of 200 words in length.

QUESTION 3

  • Summarize and explain the influence that three of the following laws or regulations play in special group compensations:
    • Davis Bacon Act of 1931
    • Walsh-Healey Act of 1936
    • Equal Pay Act of 1963
    • Lily Ledbetter Fair Pay Act of 2009
  • Your response must be a minimum of 200 words in length.

QUESTION 4

  • Address the role of unions in wage and salary policies and practices. 
  • Your response must be a minimum of 200 words in length.

HUMAN RESOURCE ASSIGNMENT #2

Assignment 2

Please read ALL directions below before starting your assignment. You may find it helpful to print a copy and cross off or highlight as you complete each expectation. Good luck! 

HRMN300 Assignment 2 – Summer 2020

INSTRUCTIONS: 

  • Please submit your assignment as an      attachment in your assignments folder. 
  • Your assignment cannot be accepted via      messages, email or conferences. 
  • You must submit to the assignment link by      the due date stated in the syllabus for credit. A missing assignment will      be assigned a 0. 
  • Respond to all three questions below on a      new, blank word processing document (such as MS Word). 
  • Develop each answer to the fullest extent      possible, discussing the nuances of each topic and presenting your      arguments logically. 
  • In addition, include citations from the      class content resources in weeks 1-6 to support your arguments. 
    • Each answer should be robust and developed       in-depth. 
    • You are expected to demonstrate critical       thinking skills as well as an understanding of the issues identified. Some       questions may also require personal reflection and practical application       Your responses will be evaluated for content as well as grammar and       punctuation. 
    • All writing must be your original work. PLEASE do not copy or quote anything. Sources are just that, a reference. Once you locate       the information, read and interpret the data. What does it mean to you?       Type your own thoughts and own words. Then, include in-text citations       to support your ideas. This is       not a research paper.  

FORMAT: 

o Include a Cover Page with Name, Date, and Title of Assignment.

  • Do not include the original question, only      the question number.
  • Each response should be written in complete sentences, double-spaced      and spell-checked. Use 12-point Times New Roman font with 1-inch margins      on all sides. Include page numbers according to APA formatting guidelines.      
  • In addition, you will want to include      citations in APA format at the end of each answer. Include a      minimum of 3 references for each answer. References must be from class      materials. 

Question 1:

Developing employees is different than training employees, though human resource functions often tend to group these activities together. Training and development are not always mutually exclusive, though they do have a different focus. Though training programs tend to be focused on improving employee performance in a current job, they may also be preparing employees for future assignments/jobs. In your own words, describe and provide at least one example of each of the following: 

a) the difference between employee development and training programs; 

b) how training programs can be used to support employee development; 

c) how training and development support career planning.

Question 2:

A) Imagine that you are preparing for your first performance feedback session with your employee. You want the session to be effective for the employee, so he/she will have the motivation and knowledge to improve performance. You also want to provide a valid, accurate evaluation of the employee’s performance. What are the steps that you would take to prepare for the session? What sources of data would you consider? Be specific and complete…I am looking for a detailed plan and not just a couple of quick sentences.

B) Assume the role of the employee. How would you need to prepare for your performance evaluation meeting? 

Question 3:

A) Define and discuss in detail the two types of sexual harassment found in the workplace. Your answer should include the actions employers can take to create a legal defense and the actions a person subject to this type of treatment or who witnesses these actions can take. 

B) Evaluate the sexual harassment policies of your organization and the role of the human resource manager. How were they communicated? How were employees trained? Discuss three ideas to improve effectiveness in reducing cases of sexual harassment. 

I have to use course material. Below are the ONLY links I can use. 

Recommended

Recommended readings:

Recommended readings:

Discussions & Learning ActivitiesContains unread posts

 

Question 1: HR Professional Ethics

Part A: Read the SHRM Code of Ethics.  Review the guidelines under the category of Professional Development.  Propose and discuss a learning opportunity that you will pursue to achieve one or more goals related to these guidelines.

Part B: Discuss three examples of ethical challenges that HR professionals may encounter as they apply to modern organizations. Discuss how you would address each situation (not necessarily the solution, but how you would approach the problem).  Use the resources provided to support your ideas.

Question 2: Emerging HR Trends

Discuss three current or future trends impacting the HR profession.  What opportunities and challenges might these trends present for HR and for the organization? As a human resource professional, what new skills and/or competencies would you need to further develop to adapt to these trends and to continue to be successful in your role? Use the resources provided to support your ideas.