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Which party (union or management) would likely be in a stronger position to bargain for its preferred wage outcome under the following conditions, and why? 

• high profits, an expanding market share, a healthy economy, and the cost of living rising less than two percent per year 
• low profits, stagnant sales growth, uncertain economic conditions, and a projected four percent annual rise in cost of living 

Your response to these questions should be a minimum of 1 page in length. Use APA format to cite and reference all quoted and paraphrased material, including your textbook. Please be sure to include your reference list on a separate page.

Part 1

Carol Creedence, the plant manager of the Clearwater Company’s Revival plant, has prepared the following graph of the unit costs from the job cost reports for the plant’s highest volume product, Product CCR.  ( The Graph is attached to this question)

Job costing 

Instead of writing a memo to Carol, is to research on the differences between job order costing and process costing and the effects on unit costs on them.

Part 2

Strategic Planning:

Draft a strategic plan for your company from scratch (do not use any resources) you like to run (Grocery Store is my chosen company i like to run), Then research articles and other resources to improve your strategic plan (cite your resources), finalize your strategic plan.

Write 7-page single space using the executive summary below, and  reference the attached materials. You may have attachments in the  addendum (create a salary grid from a reputable job, or a job  classification family table. You may use APA or MLA format for citation.  TURNITIN IS USED FOR PLAGIARISM. 

EXECUTIVE SUMMARY

Identify the Problem and Stakeholders

Job classification is the process of placing one or more jobs into a cluster or family of similar jobs. The jobs family is based on lines of authority, duties, and responsibilities of the work or behavioral requirements of the job. Job classification can be important for setting pay rates and selecting employees. Small companies are facing challenges more than ever before. Small companies used to serve local community in the past and that was kind of sufficient for those companies to survive. Nowadays, massive companies are dominating the market and extending to even small neighborhoods that used to be served by small companies. There is then a challenge for those small companies to recruit highly talented employees and create a job classification system in which they can compete with other larger companies. HR professional play a crucial role in creating the job classification systems that those small companies need. Position classification is the foundation document used to assign a position’s title, job duties, compensations, and grade level. Since small companies do not have a wide range of job that can be classified under the same jobs family, they face challenge as each job maybe considered a unique job. 

The impact of this touches employers and employees together as they each need to have a well-defined list of duties and responsibilities. The job classification sets the expectation for both parties and allows for a smooth task to be carried in workplace. 

The paper will finally discuss in details those challenges and how small companies can classify their jobs in order to compete with larger companies who have a more designed system for job classification. 

Research Methodology

For the purpose of this research, two methods, questionnaire and interview will be the first methods to use. Market research about small companies challenge to create job classifications comes third as well as journals from human resource subject will compliment the information needed for the entire research. 

Different Alternatives

Job analysis will be conducted in order to determine what can classified as family job and hence have the chance to create a classification system for those jobs. Also, standardizing the classification based on the job requirements and automate most of the tasks will make easy to classify a job and list the requirements. The use of duties as a mode of analysis may be helpful for such functions as job evaluation and classification or creation of job families. Small companies should strive to create a classification system that simultaneously treats the essential attributes of both jobs and people. Other alternatives based on market research will be in the paper as well.

Review Alternatives

The feasibility of the alternatives will be reviewed in the paper, and each will be given a weight as to how easily it can be implemented. The information used to evaluate the alternatives will be based on researching the market and finding more about how small companies deal with job classification and how they can create a reliable system for the same. 

Final Recommendation

The final recommendation is choosing one of the alternatives as the most appropriate method or creating a job classification based on using information from all alternatives presented. 

Assignment Content

Format your assignment according to APA guidelines. 

Include detailed speaker notes and at least 2 references. 

Imagine you are a consultant and are advising a group about their new health care startup. They have asked you to present training and education in a health care organization.

Create a 10- to 15-slide presentation about training and education in health care in which you:

• Explain why training and education are vital in health care.
• Explain the importance of measuring competencies.
• Describe the process for tracking and evaluating training effectiveness.

Paragraph Breakdown

l Introduction

l Overview of why training and education are vital in health care (please add 3examples/bullets with paragraph)

l 3 examples, one paragraph each, of explaining why training and education are vital in health care.

l Explain the importance of measuring competencies (please bullet key points)

l Overview of the process for tracking and evaluating training effectiveness (please include bullets)

l One separate paragraph for each process for tracking and evaluating training effectiveness

l Conclusion.

This is an essay. attached is what needs to be done.

Tutorjass?

Must be a substantive response. Please further the conversation.

APA format

175 Word minimum

At lease 1 reference

Respond to the following:

Melissa Nelson

8:25 AM

Organizational ethics is what creates the rule book or guidelines used in medical offices. I was the safety officer at one of our facilities and we had 13 county binders of these rules. Whenever protocol was breached the binder came out. These regulations were put in place to keep the client and all abiding staff safe. Even when these ethics are in place you cannot make an individual follow them. As the safety officer it was my job to hold meetings and go over what was morally and ethically acceptable in the eyes of the county. We would do an open floor discussion and I would take the minutes. We would then follow up the with the head safety officer to go over feedback and situations. Even though Organizational ethics tend to be effective in health care if you are not on the line you really do not know. We conducted these meetings because the standards were coming from the main office. They were not at our live-in site with 105 residents of level 2 and 3 clients. Communication is especially important in organizational ethics especially if it is going to be a standard county regulation. 

Step 1 – Read the Information Below

We have all worked in a group or team at some point in our careers. A team is brought together to achieve a common goal. The team needs to have members who have complementary skills and who are committed to a common purpose to achieve performance goals. However, teams don’t move immediately toward performing, but instead evolve over time. There are five stages of group and team development:

1. Forming: Getting oriented and getting acquainted. High degree of uncertainty as members as they try to figure out who is in charge.
2. Storming: Personalities start to emerge, along with roles and conflicts within the group.
3. Norming: In the third stage conflicts are resolved, relationships developed, harmony and unity surfaces.
4. Performing: The members concentrate on solving problems and completing the assigned task.
5. Adjourning: Members prepare to disband. Some members may be reassigned, terminated from the group or the group is resolved.

Think about a time when you joined a new group—it could be at work, in a family setting or with a social group.

Step 2 – Post a Response

Respond to the following:

• Which of the five stages was the most challenging for the group to work through, and why?
• How might you have helped the group work through that stage differently based upon what you know now about the five stages of group and team development?

Total Rewards Knowledge 8: Culture and Total Rewards

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.

The four key functions of human resource management consist of planning, acquisition, development, and sanction (PADS). Every function plays a crucial role in recruitment, retention, and separation. Planning involves “budget preparation” and “workforce planning” such as “performance management, job analysis, and pay and benefits” (Klinger, Nalbandian, and Llorens 2018, 3). Planning function is “necessary to timely and properly manage the human resource to achieve the organizational needs” (Maharjan 2018). Acquisition denotes recruitment and selection of employees. This function “makes availability of right person in right number at right time at right job” (Maharjan 2018). Development deals with training, performance evaluation, and motivating employees. Development function enables “individuals in organizations to perform current and future jobs through planned learning activities” (HR Software Solutions 2017). Sanction maintains expectations and obligations of employer and employees through rules, regulations, rights, and laws. Sanction function regards “discipline, grievances, health and safety, and employee rights” (Klingner and Sabet n.d., 4). In addition to its roles in recruitment, retention, and separation, all four functions are necessary in pursuit of human capital management, which is the key to maximize productivity in the contemporary human resource management. Another important element which human resource managers must consider is traditional values: political responsiveness and representation, efficiency, employee rights, and social equity. Human resource managers need to ensure that PADS would meet these values. Human resource management “in the United States may be described as a dynamic equilibrium among these competing values, each championed by a particular personnel system, for allocating scarce public jobs in a complex and changing environment” (Klingner and Sabet n.d., 3). The more category of employment diversifies, the more complex human resources management’s consideration of values becomes. Nonetheless, “’public administration’ requires balancing the values in legislative work, implementation, and even in the judicial arena” (Klinger, Nalbandian, and Llorens 2018, 348). PADS are “the core of administrative processes and values” (Klinger, Nalbandian, and Llorens 2018, 350). Further, PADS are imperative in order to create, maintain, and improve a reliable and effective workforce and to achieve human capital management. Therefore, all four functions are equally important.

References

Human Resources Software Solutions. 2017. What is Human Resources Development (HRD)? http://hrssolutions.com/human-resources-development-hrd/

Klinger, Donald E., John Nalbandian, and Jared Llirens. 2018. Public Personnel Management 7th Edition. New York: Longman.

Klingner, Donald E., and Mohamed Gamal Sabet. n.d. Contemporary Public Human Resource Management System: Patronage, Civil Service, Privatization, and Service Contract. Encyclopedia of Life Support Systems. https://www.eolss.net/Sample-Chapters/C14/E1-34-05-01.pdf

Maharjan, Palistha. 2018. “Functions of Human Resource Management.” Businesstopia. https://www.businesstopia.net/human-resource/functions-human-resource-management

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