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Purpose:  

The purpose of the Environmental Scanning Article Review Assignment is to help students synthesize their understanding of the HRM3150 course outcomes to the current, real-world, HR environment of business.

Instructions:

• Research a current event article related to the assigned topic. Students should focus their research on relevant HR trade publications such as HR Magazine and Workforce Magazine.o Topics:▪ Article Review 1 – Legal and Ethical Issues of Performance Management▪ Article Review 2 – Measurement Tools for Performance Management▪ Article Review 3 – Rater Errors in Performance Management▪ Article Review 4 – Coaching to Improve Work Performance• Prepare a two-three paragraph summary of the article.• Explain in an additional two-three paragraphs your understanding of the article as it relates to the assignment topic.• Explain in an additional one-two paragraphs whether you agree or disagree with the author and why.• Explain in the final one-two paragraphs how knowledge of this topic will help you in your future HR career.

Format:

The completed assignment must be prepared in APA format, including the title page, reference page, and in-text source citations. The Article Review will consist of 6-10 paragraphs of body – approximately 1000-1500 words total, not including title and reference pages.

for the final exam use your own workplace and/or experience as a case.

For the final exam, you are asked to read the case and answer the following:

a. How does leadership’s approach to change align with either ACMP’s Standard or Kotter (1995)?

b. How might HRM have better supported the change initiative?

c. In your answering the above questions, be sure to identify any observed resistance or other concerns. Your grade will depend on how well you analyze the case. Should be 800 words.

1. trategic Value of Employee Benefits Programs
   Instructions
   To attract, motivate, and retain good workers, companies need to define what an employee wants from the employment relationship. One way to define employee needs is to consider “total rewards,” which are everything an employee perceives to be of value resulting from working for the company. Benefits are a core element of total rewards and the ever-growing package of offerings have evolved. You must now work with the company to define precisely where the various programs will be categorized. 
   Write a six- to seven-page paper in which you do the following: 
   • Identify and discuss at least three important variables that almost always should be considered by organizations when providing employee benefits programs. Be sure the response is specific and relevant.  
   • Compare and contrast income protection programs and pay for time not worked programs, both of which are usual elements of benefits programs. How are the programs similar? Are they mandatory? 
   • Research and discuss at least four to five of what may be referred as “Other Benefits” that you could recommend to the management team as necessary elements for the benefits package. Hint: Flextime and product or service discounts are good examples. 
   • Develop an employee benefits package for any exempt or non-exempt position level of your choosing, making sure you support the selection of your program elements.
     • Note: The preferred method for presenting your benefits package information is using a table or exhibit, but either approach is not mandatory.
     • Examples: US Bank Benefits at a Glance and UW-Madison New Employee Benefits Summary.
   • Use at least four quality academic resources in this assignment. Note: You may only use the resources listed in the Course Guide and those that are specifically provided by the professor.
   • This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course. Check with your professor for any additional instructions.
     The specific course outcome associated with this assignment is:
   • Design a strategic employee benefits package for an exempt or non-exempt position.
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Sowards (Appellee) v. Norbar, Inc. (Appellant)

Issue:               

Appellee was terminated for missing stops on 2 separate days that Appellant stated Appellee was aware of and this was considered to be a refusal to do the job, which Appellant alleges is grounds for immediate termination. 

Appellant searched a motel room that the Appellee stayed at, but was rented by the Appellant, for a missing permit book. 

Rule:               Breach of Contract 

Invasion of Privacy

Analysis:         Appellee contends that the additional stops were not communicated to him. With no proof of receipt, it cannot be proven that the stops were communicated to Appellee by Appellant. Also, without proof that the stops were communicated, it cannot be shown that Appellee refused to do the job, which, based on the employee handbook, does not warrant immediate termination, and the Appellee should have received a written warning. 

                        Appellee contends that the Appellant searched the motel room for a missing permit book that the Appellee uses while on the job and has a key to. Appellant keeps the room on retainer and contends that since they are paying for the room, they have the right to enter the room without permission from Appellee. 

Conclusion:    From the analysis of this case, Appellant did breach the contract as well as invaded the privacy of the Appellee. 

An effective employee handbook reduces litigation costs within an organization in many ways. As Deschenaux explains, “Providing workers with a handbook will foster better employer-employee relations and inform employees of what is expected of them. Moreover, a handbook will help companies avoid legal claims down the road and help them defend against such claims if they arise” (2013).  By making sure that the policies can be easily accessed by the employees, and that they received the policies, the company is better protected against future litigation.

            It is very important for the HRM professional to understand the mission and function of an organization, as it is necessary to have this information to align HR goals with the organization’s mission and function. Without this information, policies that are needed may not be created or may be incorrectly handled within the departments. 

            The employee handbook should be updated when policies change or laws are updated, added, or changed. Any time there is a change to a policy or law, the handbook needs to reflect that change so the employee has the correct and updated information. If the employee does not have the correct information, they cannot be held accountable for not following the current policy or law, and this can cause issues within the company. 

            When creating a handbook, HR, Senior Management, and Attorneys need to be involved. Any law or policy that requires mass distribution, benefits the employee may be eligible for, and disciplinary action process need to be contained within the handbook. Because this is being given to the employees, it should be written in language that is easy for the employee to understand and it should avoid overreaching language.

References:

Sowards v. Norbar, Inc., 605 N.E.2d 468, 474-75. Retrieved from https://heinonline-org.library.capella.edu/HOL/LuceneSearch?cited_by=true&other_cols=yes&terms=((%2278%20Ohio%20App.3d%20545%22%20OR%20%22605%20N.E.2d%20468%22))&collection=journals&searchtype=advanced§ions=any&submit=Go&sortby=cited_by&cite_count=19

In developing documentation for the risk management plan, project teams determine early warning signs or triggers, which help with risk monitoring.

1. Identify a project with which you are familiar, a case study, or a project/case study from your textbook, and develop a set of at least four early warning signs. Categorize the triggers in terms of their impact on the quality of work performed, the schedule, and/or the budget. (Note: Chapter 7 in your textbook may be helpful to you.)
2. Support your positions with at least one current (no older than five years) scholarly source, beyond the course materials and textbooks.

-SAMPLE RESPONSE ATTACHED – 

1. Pick one of the four schools of thought of “the labor problem (mainstream economics, human resource management, industrial relations, or critical (or Marxist) industrial relations)” and tell us what that school thinks is the basic cause of the labor problem and their solution. Which school did you select and why? (ULO 3)

1. Watch the following two videos from the LinkedIn Learning course Relational Database Fundamentals with Adam Wilbert.
   • “Database Management Systems (DBMS)” (4m 36s).
   • “Relational Structures” (3m 57s).
2. Review Figure F2.1 Database, Database Management System, and  Business Applications on page 28 of the textbook. Based on the  videos and your readings this week, please do the following:
   • Choose a set of data from the database list (e.g., Performance data).
   • Next, select the appropriate application program that the data  interfaces with via the database management system (i.e., Performance  program).
   • Now, explain how information from the application and system are displayed on your computer screen as the user.
   • Explain how you use the program and what functions are available to you.
   • Provide recommendations you would make to improve the program’s functionality to make it easier for end users.

Discuss judgmental and mechanical methods used to determine an overall performance rating. If you had to select which method to use in your organization, which would you choose and why?

Choose your controversial topic and submit to your faculty member for approval. (Prostitution) 

It is important that you answer all questions are you will lose major points that would effect your grade. Please follow all directions as indicated in the text.

Within your community or online locate sex education materials on this topic that may be a resource for someone looking to learn about the topic.

Complete a 1 page evaluation of the materials in terms of adequacy of information presented. Include at least two reasons why you choose this topic.

What age group would most benefit from the material? What alternatives might you propose?

Paper should be in APA format, if using in-text citation please reference as well.

Please answer three discussion questions below; I will be checking for spelling and grammar mistakes. 

  Five Discussion Readiness for Training:

To improve product quality, a company is introducing a computer-assisted manufacturing process into one of its assembly plants. The new technology is likely to result in substantial modification of jobs. Employees will also be required to learn statistical process-control techniques. The new technology and push for quality will require employees to attend numerous training sessions. Over 50 percent of the employees who will be affected by the new technology completed their formal education over ten years ago.

What should management do to maximize employees’ readiness for training?

Six Discussion I: Ethical Dilemma

Johnson & Johnson Health Management Inc., which sells wellness programs to companies, estimates that 15 to 25 percent of corporate health-care costs stem from employees’ unhealthy lifestyle conditions. As a result, individuals may not be hired, might even be fired, and could wind up paying a monthly penalty based on their after-hours activities.
 

Here are some examples:

· Texas Instruments has imposed a $10 monthly surcharge on health insurance for employees and dependents who smoke.

· Turner Broadcasting has had a policy not to hire smokers.

· U-Haul International has imposed a biweekly $5 charge for health insurance for employees who smoke or chew tobacco or whose weight exceeds guidelines.

· Multi-Developers has had a policy to not hire anyone who engages in what the company views as high-risk activities: skydiving, piloting a private aircraft, mountain climbing, or motorcycling.

Existing civil rights laws generally do not protect against “lifestyle discrimination” because smokers and skydivers are not named as protected classes. Should employers be able to implement “lifestyle policies”?

Seven Discussion: Discipline

Employee Doris Sims has received two warnings for absenteeism. In keeping with the progressive discipline guideline, the first warning was oral and the second written. Next, Doris arrived at work late.
 

Is this a new offense by Doris?
 

Is the third step appropriate or should her manager start a new procedure with step one? How about time?
 

If Doris misses no additional work days for six months following her second warning, should she receive a third step layoff on her next absence or should the process begin again at step one?