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Global versus National Talent Management and the Talent Management Process”  Please respond to the following:

• Differentiate between talent management for global versus national efforts and how your organization would address the creation of a global effort if one is not already in existence.
• Go to the Chief Learning Officer’s Website to read the article titled “Learning a Key Piece in Talent Management Process”, and then access “Diving into Learning and Talent Management”. Next, using Google as a company needing a global taxonomy, competencies identified, and certification requirements, develop a rationale for a global taxonomy and certification for three key positions for which Google would likely need to develop talent. Explain why this type of talent development would be necessary and beneficial to Google.  

Unit 1 Case study : Nike (pp. 30–31) 

1. How has the industry in which Nike resides been doing over the last 5 years? 

2. What are the pros, cons, and risks associated with Nike’s core marketing strategy? How have they managed to develop a strong customer relationship with their target market? 

3. Who are the top three competitors of Nike, and what are their advantages/disadvantages with respect to their product/service development? 

4. Looking at the competitors you discussed in question #3,what would you recommend as being the next steps for these competitors and, subsequently, the next steps for Nike to combat these competitors?

In formatting your case analysis, do not use the question-and-answer format; instead, use an essay format with subheadings. Your APA-formatted case study should be a minimum of 500 words in length (not counting the title and reference pages). You are required to use a minimum of three peer-reviewed, academic sources that are no more than 5 years old (one may be your textbook).All sources used, including the textbook, must be referenced; paraphrased material must have accompanying in-text citations.

I have a HR test which included 7 short answer questions and 16 multiple choice questions, and the time is one hour and 30 minutes

Answer the questions 

DeVito, J. A. (2016). The interpersonal communication book (14th ed.). Retrieved from https://content.ashford.edu

• This text is a Constellation™ course digital materials (CDM) title.

As the saying goes, “With great power comes great responsibility.” For human services professionals, a high degree of care must be exercised when it comes to engaging with others, particularly as it relates to being mindful of the power dynamic that exists between the worker and client. In this final discussion forum, you will consider the course text and the ethical principles of the National Organization for Human Services in recognizing positive and negative elements of power you possess in a fictional or actual human services scenario.

Read Chapter 12 from The Interpersonal Communication Book and answer the six statements related to your interpersonal power (p. 311-312); read the National Organization for Human Services Ethical Standards for Human Service Professionals (Links to an external site.) and consider the issue of power and influence in human services. Then, review your answers to the six statements and consider the degree of interpersonal power that you believe you possess.

Initial Post: Please prepare a 300-word minimum post that sufficiently addresses each of the items below. Don’t forget that it is critical to cite your sources of information, including the textbook, using APA formatting.

• What would you identify as some of your personal communication strengths with respect to how you exercise power?
• What would you identify as some of your personal communication growth areas with respect to how you exercise power?
• If you were to imagine (or if you are currently) a human services professional working with a client population of your choice (e.g., children and families, the mentally ill, the homeless, etc.), how would (or do) you use your knowledge of your strengths and limitations, in addition to the ethical standards for human service professionals, to reduce the presence of negative power and influence that you might have in a situation with a client?

Lesson 2 Discussion Forum 1:  350 Words

Discuss some of the protected characteristics covered by equal employment opportunity laws and why they are important in today’s employment setting.Your discussion is to be submitted in 12-point Times New Roman font using APA format.  You must have a minimum of two sources to support your answer.  

Reply to Post:  200 Words
Equal Employment Opportunity Act LawEqual employment opportunity provides equal chances in employing workforces in a company without discrimination such as race, sex, religion, color, or ethnic group. For the strategy to be accomplished, the United States Equal Employment Opportunity Commission, set to play an essential role in protecting workforces from discrimination, established the Civil Rights Act. The strict rules have been set to ensure the regulations are followed in each state, national, or private company (Kmec & Skaggs, 2014). Equal employment opportunities also employ or promote workers according to their skill instead of discriminated based, sex, religion, among others.  Various managers have paid vast amounts for violating the laws because of inadequate knowledge or ignoring the rules.The employment reflections against persons with disabilities without reasonable accommodation to execute the job have been forbidden in the companies. Based on the act, any person with disabilities who can implement their vital job functions should not be prejudiced. This implies that any work that a person living with a disability can carry out; they should not be prejudiced from others (Rush, 2012). It similarly forbids the use of pre-employment medical tests, apart from the drug tests, while waiting for a provisionally offered job. Even with the several Civil Rights Acts as well as Equal Employment Opportunity Acts, ethnic discrimination in workplace settings carries on. The companies and the employers are responsible for protecting the laws at the workplace and when employing the workforces. This can only be attained by allowing strict regulations within the company and providing a flexible and relaxed environment for individuals with specific disabilities. Apart from places where a lot of energy is needed, for instance, raising heave loads for an extended period, gender discrimination is not allowed. In this case, men are generally preferred because of their physical features that are more required. Jobs like these can be exempted because of their specific job requirements. 

 Describe a current global trend example  social media, aging workforce, virtual workplace, global office, that might impact   McCormick & Company  and specifically its Human Resources Department/ or Division’s HR strategies. 

Theresa and Mike understand that building the culture they envision requires effective communication, collaboration, and participative problem solving. They envision creating an organization such that Joe and other employees will know exactly what to do when faced with choices that involve ethics. As the first step in embedding clear ethical processes in the organization, they realize they need to devise a code of conduct. Both companies have operated with an unwritten code that was never formalized. The consultant is asked to help them understand the purpose and content of an excellent code of conduct and how they should go about developing it. 

Review the scenario for this course and answer the following questions:

• What is the purpose of a code of conduct?
• Evaluate the code of conduct of Levi Strauss and describe ethical principles it includes.
• In your own work experience, have you seen similar ethical principles used in organizations and, if so, which ones?

400 Words – 2 References

 A key tool utilized by strategic Human Resources professionals is known as a PEST analysis (political, economic, social, and technological). This tool provides a framework to think about over-arching macro-environmental factors. These factors impact the organization, the Human Resources Department and, ultimately, the employees. This acronym has recently been broadened to PESTLE to include legal and ecological (i.e., climate, weather) considerations. All six macro-environmental factors are clearly interrelated and important. 

post   analysis of which one or two macro-environmental factors are most likely to impact or challenge the strategies of an organization’s Annual Human Resources Operating Plan and why. 

Attached word document contains 5 references, please make this into an annotated bibliography