Visit the following website: http://www.wolfmotivation.com/programs/creating-a-culture-of-recognition-total-rewards-recognition-initiative and review the information. After understanding the information, make your case (be specific and relevant) why organizational culture must be considered when developing a winning total rewards system aimed at talent success.
NO PLAGARISM
WILL BE CHECKED THRU TURNITIN AND SAFEASSIGN
Imagine your company is being considered for subcontracting the management of a project because of your firm’s excellent human resource and quality management skills. However, you find that you must first convince the contracting company that your company is worthy of the position. Recommend a plan that centers on total quality management (TQM) that highlights your firm’s experience with TQM and human resources.
For this small group discussion, assume the role of an HR professional who has been assigned the task of improving the success rate of your organization’s expatriate program.
Using what you read on pp. 11–13 of “Keys to Expatriate Success: A Toolkit for Diversity Management,” create a data-gathering tool you would use to audit the organization’s current expatriate process. This data would be used to develop recommendations for change to improve the success of the process.
Evaluate the leadership of Jeff Bozos using at least 5 theories of motivation keeping in view the corporate progress of Amazon.
Application: National, State, and Community Asset Mapping
It is essential to be aware of and develop relationships with crisis responding organizations and service agencies in your local area or community. National organizations partner with their local and state affiliates to provide direction and communication from outside the disaster area. When there is no national affiliate for a local organization, the national and state governments take on a greater role. Depending on the scope of a disaster, crisis response is not always a local endeavor. When a crisis affects communication, outside agencies become a vital link.
To prepare for this assignment:
The assignment: (3–6 pages)
Support your Application Assignment with specific references to all resources used in its preparation. You are required to provide a reference list and to appropriately cite, APA style, all references used within your assignment.
Please follow directions and answer all questions!
Discussion 1
Do you agree with philosopher Plato’s definition of justice? Why or why not? Does our modern government apply justice appropriately given your definition of justice? Give at least one example to support your opinion.
Discussion 2
Friendship and religion seem to be compatible. Discuss how these concepts apply to modern society while still upholding the idea of the separation of church and state. Provide at least one example to support your position.
Respond: Do you think the trends described are beneficial or harmful to society ?
How can we use technology and legislation to prevent workplace discrimination?
To help prevent workplace discrimination from the start, at the application stage, we can use technology and legislation to mandate the use of anonymous C.V. or resume submission. “A procedural rule mandating an anonymous application process offers a good balance between an employee’s right to private life before hiring and the prerogative of the employer to freely select employees” (Katsabian, 2019). We can also use technology and legislation to prevent workplace discrimination by making sure that our electronic application is only asking for job relevant data and is complainant with legislation such as the Genetic Information Nondiscrimination Act.
How should the HR professional approach privacy issues in the workplace?
An HR professional should work with leadership to develop clear expectations and policies for privacy issues. For example, an e-mail policy for e-mails sent from employer work devices. It is important that these are clear for both the employees and leadership and to provide regular training to maintain awareness. An HR should also help leadership think “about the implications of having and storing electronic data about your workers” (Schifter, 2019), such as a data breach.
Why are clear expectations important?
Clear expectation allows for individuals to “adjust their behavior in the workplace and outside of it, online and offline” (Katsabian, 2019) before as issue arises. It also gives leadership direction on how to consistently handle violations and to know what employee information is protected. “Organizations have legitimate reasons for wanting to keep tabs on employee data, but employees also want some measure of protection from prying eyes. Evolving expectations on both sides are changing where employees, and their employers, draw the line” (Sheth, Wasti, & Smith, 2016). By having clear expectations applicants can decide if they are willing to work with in a company’s privacy expectations or if they would prefer to work for a different organization that aligns better with their personal expectations.
What added considerations might HR have in the health care field?
HR will also need to make sure that HIPPA is considered in their privacy policies.
By the end of the course, you will be submitting your finalized grant application for grading by your professor. Your work doesn’t stop after submission, however. Once you receive a response from your grant application, you have some decisions to make.
In preparation for this Discussion, review this module’s Learning Resources. Consider how you might respond if your grant is approved, or if your application is rejected. With this in mind:
Address the following in a Discussion board post:
Be sure to support your analysis and conclusions with citations and references in APA format from the Learning Resources and your own research.
Looking for (2) text books. Must be PDF, clean copy, and searchable text.
1. Employment Law for Business 9th Edition
a. Authors- Bennett-Alexander, Dawn D. / Hartman, Laura P.
b. ISBN (or similiar) 978-1-259-72233-2
2. Solutions Manual for Employment Law for Business 9th Edition Bennett-Alexander
Write a short paper addressing job analysis and job evaluation as they relate to employee compensation. Begin by thoroughly reading Chapter 6 the case study “Internal Consistency at Customers First” at the end of the chapter.
Internal Consistency at Customers First Case Study :
After 3 months in her new role as Director of Human Resources (HR) at Customers First, Deborah Ketson feels confident she has identified the significant HR issues at the company. She has prioritized the issues and is meeting with company president Joan Bates to make her recommendations. Deborah is prepared to discuss her top priority, which is to conduct an organization-wide job analysis and job evaluation project in order to start building a more internally consistent pay structure.
Customers First is a company that provides customer service for other companies. Small-to-medium-sized companies outsource their customer service function to Customers First, which manages all customer service for their clients through a call center and also via an online customer service center. The company works with a diverse group of clients ranging from small retail stores to larger online retailers. Customers First has grown quickly in the 5 years since Joan started the company, and now employs more than 150 customer service representatives (CSRs) and other support staff.
The company’s quick growth has led to several problems with its compensation structure. Much of the company’s hiring has occurred in response to a new contract, and pay was set based on the current market rate for CSRs in order to attract the right talent. For example, an early client was a small retail store that needed fairly simple customer support. Four CSRs were hired and their pay was set at just slightly above minimum wage. In comparison, a more recent client required hiring 18 CSRs. The labor market was competitive at the time, and the company hired these 18 new employees at a pay rate well above what others at the company were paid. Such variance has occurred often in the hiring process, resulting in groups of CSRs at much different levels of pay for doing substantially similar work.
Deborah has heard many complaints from the supervisors about inequities in the pay of the CSRs. The supervisors are concerned that the inequities may lead to turnover among some of the staff. Deborah has examined the pay rates of the CSRs across the organization and agrees with the supervisors that there are some concerns. One particular concern is that the lowest paid group of CSRs is primarily female, while the highest paid group includes all male employees. By talking with the supervisors, Deborah has learned that there are some CSRs with different levels of responsibilities and skills, but they all hold the same job title. Deborah believes that an organization-wide job analysis and job evaluation is necessary to build an internally consistent compensation structure.
However, when she shared her recommendation with Joan, she did not receive the response she expected. Joan is resistant of the job analysis and job evaluation process as she thinks that having such a structured compensation system will limit the company’s ability to be flexible in the marketplace. Often hiring happens quickly in response to a new client contract, and they must hire the right skill set, which might vary based on the current market rates. Further, Joan suggested the entire project would be too time-consuming for Deborah and the other staff that would need to be involved. She felt their time would be better spent on other concerns such as recruiting new staff.
Then write a short paper that adequately answers the following questions:
Guidelines for Submission: Your paper must be submitted as a 2- to 3-page Microsoft Word document (in addition to a cover page and references) with double spacing, 12-point Times New Roman font, and one-inch margins. Use at least three sources, which should be cited according to APA style.
