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• Explain which HRIS types your current or previous employer utilizes.
• If your current or previous organization does not utilize a HRIS,  which types would you recommend? How does the utilization of those  systems promote transformational HR activities?

Unit V Journal

Instructions

Refer back to your last performance appraisal; what did you like about the process? What would you change about the process? Do you think the performance appraisal is helpful and still needed? Please explain. If you have never experienced a performance appraisal, discuss your thoughts on the importance of a performance appraisal.

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

Part 2

QUESTION 2

• Evaluate how performance appraisals are used in pay-for-performance plans.
• Your response should be a minimum of 75 words in length.

QUESTION 3

• Discuss how performance appraisals should be conducted.
• Your response should be a minimum of 75 words in length.

QUESTION 4

• Explain whether or not pay-for-performance affects employee behavior.
• Your response should be a minimum of 75 words in length.

QUESTION 5

• Explain merit pay. Address what level of risk is associated with the employees.
• Your response should be a minimum of 75 words in length.

Assignment 4: Progress, Results, and Finalizing the HR Project

Due Week 8 and worth 145 points

Your HR project to develop a centralized model of delivering HR services has progressed through very critical stages of the project thus far. It is now time to present actionable, decision-making information to project leaders. This can be best accomplished when projects have been successfully managed, devoid of any major risks, and have been properly closed out and finalized.

Write a five to six (5-6) page paper in which you:

1. Explain what it means to successfully direct and manage project work and identify and discuss 3-4 strategies you might use to manage and sustain progress in your HR project. Be specific.
2. Identify and discuss a minimum of 3 strategies that could be used to address and resolve any risks within the control of the project. HINT: See Exhibit 14.5 in the textbook. Is any one of the strategies you selected more important than the others? Why?
3. Describe 2-3 actions a project manager may take as they begin to close out the project. Be sure to justify using the actions you discuss.
4. Review Project Management in Action: The Power of Lessons Learned (pages 518-520 in the textbook) and provide an overview to the project team on the significance of the information. Be specific.
5. Go to http://research.strayer.edu to locate at least three (3) quality academic (peer-reviewed) resources in this assignment.

Your assignment must:

• Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
• Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:

• Determine the characteristics of a successful project plan.
• Monitor the progress of a project and prepare documentation of a project’s effectiveness as measured by the stated goals.
• Use technology and information resources to research issues in managing human resource projects.
• Write clearly and concisely about managing human resource projects using proper writing mechanics.

Click here to view the rubric for this assignment. 

Discuss the various components of new employee onboarding, including new hire orientation. Which part do you believe to be most important and why? What is the human resource manager’s role in the employee onboarding process? What is the manager’s role?

How does an onboarding program benefit both new employees and the organization? In your discussion, address how effective employee onboarding can enhance employee engagement and retention.

Be sure to provide the references for the sources of the information you used including the material provided in the classroom.

Discussion Two: Application

Discuss the consequences of an ineffective, or inadequate, onboarding program from both employee and organizational perspectives. How can HR evaluate the success of an onboarding program? Discuss at least 3 important onboarding success metrics.

Evaluate the onboarding program of an organization where you are or have been employed or one you are familiar with. Do you believe it is effective in successfully integrating new employees into the organization? Why or why not?

Sources:

https://www.thebalancecareers.com/new-employee-orientation-employee-onboarding-1918195

https://www.thebalancecareers.com/employee-orientation-keeping-new-employees-on-board-1919035

https://www.thebalancecareers.com/employee-onboarding-positive-new-employee-experience-1918830

https://www.gallup.com/workplace/235121/why-onboarding-experience-key-retention.aspx

https://blog.shrm.org/blog/what-is-employee-onboarding-and-why-do-you-need-it?_ga=2.110698565.1743394787.1542496676-1232592599.1505600439

3.13 What is your evaluation of the effectiveness of the goals set by Trevor? 

3.14 What specific suggestions can you offer Trevor to make his goals more likely to be attained? 

3.15 How relevant is a program of goal setting for Mike’s company? 

 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

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.)

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.

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