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In business, a main set of activities are focused on predicting behavior of customers and employees. Organizations perhaps have some loose idea of the behaviors desired from employees and in most cases, the desired behavior from customers is a purchase. However, as we have been learning, everything that transacts between a company and customers, separate from the product or service, depends on human transactions. Measuring human behavior is a big deal in business organizations, however there are problems with utilizing past behavior and data, which is what measurements do, and predicting future outcomes. What are some of the inconsistencies in predicting future behavior using historical data and how might HR address these issues?

* Your initial post (approximately 200-250 words) should address each question in the discussion directions
* Please use at least two appropriate scholarly references formatted in the most current APA format.

I have updated our group conference to be a discussion.  Please note that instead of a 20 point group conference, that our discussion will be worth 10 points instead.

For this discussion regarding worker protection, please discuss:

• the 2020 COVID-19 pandemic has been and continues to be a health issue in the workplace.  Please research how organizations have responded to this health issue.  Please utilize a scholarly source you found when sharing your information.
• the workplace security concerns, select one of the workplace security concerns, then research how organizations are mitigating these concerns. Please utilize a scholarly source you found when sharing your information.
• the nature and importance of a disaster plan for organizational assessment, human impact planning, and disaster training.

Discussion Board Directions:

• You will not be able to view your classmate’s posts until you post.
• Your initial post should be 2-3 paragraphs in length.
• Your initial post is due by Thursday. This allows you and your classmates time to read and reply.
• Make sure to demonstrate critical thinking and analysis by using research and personal work experiences.
• For full credit, you are required to respond to a minimum of two classmates. Please begin your reply by addressing the student by name. Your responses must be completed by Sunday at midnight.   
• Please refer to the rubric for the grading requirements. You can view the rubric by clicking on the wheel in the upper right corner and selecting “show rubric.”  

Stereotypes about the elderly and older adults persist on television, in movies, and in advertisements. We read about older adults in books and in print media, hear about them in jokes, and see how they are depicted in greeting cards.

Research three mediums that depict older adults. You may consider television, movies, the greeting card industry, or newspapers as a few examples. Look for stereotypes, including examples of ageism.

Write a 700- word analysis of your findings.

Include an explanation of ageism and how misconceptions and misinformation play a role in it.

Format your assignment according to APA guidelines.

If managers could have just one wish, many would ask for a crystal ball. With this tool, there would never be any worry about risk. The manager could look into the crystal ball and know exactly what will happen with each decision. Unfortunately, we do not have this luxury and must use other tools and techniques to determine the risks we face for the decisions we make. Understanding the types of financial risks will be the focus of this week’s discussion question.

For this discussion question, you will prepare a 3–5 slide narrated PowerPoint presentation that addresses different types of financial risk. You will also discuss the implications for decision-making in healthcare organizations.

Use these questions to guide your development of the presentation:

• What is risk?
• What is financial risk as it relates to required return?
• What is stand-alone, corporate, and market risk?
• What is the relevance of risk measures in the financial decision-making process?

Instructions:

1. Your initial post must include your presentation attached.
2. Provide constructive feedback to each of your response posts. 

Discuss how Equal Employment Opportunity (EEO) laws affect both recruiting and the information requested on job application forms.

1. What can  ROI (Quantitative) metric demonstrate? What is its importance to HRM and strategic decision-making?
2. What would be learned from statistics derived from  ROI (Quantitative) metric?
3. Where might one find (or collect) the raw data for  ROI (Quantitative) metric? How would you implement tracking this metric in an organizational dashboard/balanced scorecard?
4. What, if any, potential difficulties might create challenges in tracking  ROI (Quantitative) metric?
5. Provide an example of a calculation of  ROI (Quantitative).

Assessment and Case study on separate word document 

Unit VI Assessment

Assessment questions don’t need a refrence

1. What are the key issues in an employee alcohol- and drug-testing program? Identify the types of drug testing used by employers, and explain the general steps followed when performing drug tests. Discuss the employee’s attitudes toward drug testing. Your response should be at least 400 words in length. 

2. Describe how NLRB rulings have impacted job security and workplace seniority? Your response should be at least 400 words in length.

Unit VII Case Study

Instructions

Read Case Study 11-2, “Sleeping on the Job,” on pages 426-427 of your textbook. Then, answer the following questions: 

1. Should the company’s treatment of the grievant for the first two “sleeping on the job” incidents influence the outcome in this case? Explain. 
2. Did the Company have just cause to dismiss the grievant for violating safety rules when in each instance cited, the truck was out of gear with the safety brake on? 
3. Is the union’s argument that the grievant just appeared to be “sleeping” creditable in the absence of any testimony of support by the backhoe driver, a fellow union member? 

Your response should be a minimum of 150 words per question. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations, and cited per APA guidelines.

Labor Relations and Collective Bargaining, 10th Edition

Christina Heavrin, J.D.; Michael R. Carrell

Case Study 11-2 

Sleeping On the Job The grievant has been employed by the Company as a truck driver of an all-wheel drive, articulating dump truck which he operated in conjunction with other pieces of equipment. While sitting in a loading area at the preparation plant he was being loaded by a long-armed loader; he was observed by a supervisor leaning back with his head against the box behind the seat with his eyes closed and his mouth open. The truck was running, and it was out of gear with the safety brake on, as prescribed by the safety procedures. He was suspended in compliance with the labor agreement—a 24–48-hour meeting was properly held, and he was terminated on March 11, 2009, for sleeping on the job. The Company contended that this was the third such incident involving the grievant. In the previous summer, the supervisor found the grievant asleep while sitting in his truck as it was being loaded. The motor was running, it was out of gear, and the safety brake was on. The supervisor had the loader bump the truck, and when the startled grievant eyeballed the supervisor, the supervisor shook his finger at him and shook his head to let him know he was caught sleeping and that it was not permitted. On September 17, 2008, the grievant was observed sleeping for an extended period of time while being loaded by a backhoe. In this instance the supervisor physically mounted the truck and opened the cab door to a very startled awakened employee. Again, the motor was running, it was out of gear, and the safety brake was on. A written safety observation card which stated “EMPLOYEE WAS ASLEEP” was issued to the grievant. In addition, a counseling session was held with the grievant and his Union Steward. The Company and the Union Stewart informed the grievant that if he were caught asleep again, he would be discharged. The Company informed him if he had physical problems, he should get a doctor’s excuse and he stated he had no problems. A third occurrence of the grievant being found sleeping on the job was evidenced on March 3, 2009, as the supervisor was walking past the grievant’s truck while it was being loaded. The supervisor had walked completely around the truck and was not seen or noticed by the sleeping grievant. The cab of the truck has a clear 180-degree open view through its windows. The supervisor and the backhoe operator observed the grievant asleep for several minutes. The Supervisor reported the incident to Management, and the grievant was discharged for sleeping on the job. The Company argued that a third sleeping on the job violation, while in the cab of a running piece of heavy equipment, is more than just cause for termination. This is a work area where there is high foot traffic and is frequented with numerous smaller vehicles and other equipment that is constantly on the move. Sleeping on the job is a very dangerous act. The Union argued that there was no record of the first “sleeping on the job” incident reported by the supervisor. The supervisor’s statement that he believed it occurred sometime in the summer is insufficient to establish occurrence. If this is such a critical incident, which warrants immediate discharge, it seems unreasonable that in one instance it would be treated with just the shaking of a finger. This incident is unrecorded and should not be considered as evidence against the grievant. There is no denial of the second incident as the grievant states he does not know if he was asleep or not. He was startled by the supervisor jumping on his truck and became disoriented as a result. He was arguably asleep, however, and was counseled by his Steward to be extremely careful in the future. It is easy to shut your eyes and relax for a few minutes while your truck is being loaded. The truck was locked out with the parking brake and cannot move; thus there is no immediate danger of any kind. In the incident of March 3, 2009, the truck was parked at an odd angle with the left front of the truck angled down. In order not to slide off the seat, the grievant had to totally extend his left leg and brace it against the corner of the bottom of the left door. This put him in a reclining position forcing his head back against the black box mounted behind the seat. One must remember the seat in this vehicle is in the middle; thus the downhill angle of the truck forced the grievant to appear to be lying back in a reclining position. Appearance of asleep is not asleep as charged. Furthermore, the Union noted that the Company’s treatment of the grievant for the previous similar incident was only a safety observation and counseling; no discipline was involved. The Union did not have the backhoe driver testify at the hearing. Source: Adapted from Dickenson-Russell Coal Company, LLC and United Mine Workers of America, Local Union No. 7950, 126 LA (BNA) 517 (2009).

Respond to classmate initial post. 275 words, 

First of all — DO NOT just write “yep, I agree” — that’s not helpful.

Be very careful with phrases that mean “I feel” — feelings are real, and usually based on something — so, when you start with “I feel” — continue with “because …..” Chances are pretty good that you’ll see the “I feel” part isn’t necessary.

 When you say “I agree” — follow it up with a clause beginning with “because” — that will further explain your position.

Don’t shy away from conflict or objections in your responses — that’s what’s interesting.

I’m looking for your original thoughts — that means that I want to see what else you think on the topic. So, extend your ideas a bit — push the envelope, take risks, try out ideas that you don’t believe in. This also means that you can’t just copy and paste stuff.

Also, include references and citations. APA Format.

If a supervisor reviews the job analysis information provided by an employee and says the job duties and responsibilities have been inflated, but the employee says that the supervisor does not really know what the job entails, how can a decision be made about what information is accurate? 

Pages required 2. 

Need in couple hours. 

MUST BE FROM TEXTBOOK : HUMAN RESOURCE MANAGEMENT CANADA 13th EDITION – DESSLER & CHHINZER. ISBN: 9780134005447

Instructions

MediaRite.com has decided to establish a location in another country. You are responsible for designing a total compensation/total rewards plan in preparation for this location. The location will include both individual and special groups discussed earlier in the course. In addition to designing a total rewards plan (that includes both compensation and benefits), you will need to research and choose the relocation country and draft a relocation policy.

• Find peer-reviewed articles or use business journals/articles.
• You must include a minimum requirement of 10 full pages of content (this does not include the title, abstract or reference pages) and a minimum of 10 scholarly resources in APA format (refer to the APA manual for specific details).
• You must present full pages of content.
• Extra info:
• Book being used: 
•  https://www.erieri.com/dlc/onlinetextbook/relocating-employees