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Assignment 4 : Human Resource Business Partner (HRBP) Development 
Due Week 10 and worth 250 points 

Your previous contributions addressing a variety of important topics outlined in all previous assignments for this course are deemed essential in supporting the business’ overall organizational structure and competitive advantage strategy. It is now time to consider developing your own HR department team to ensure they have the requisite skills and competencies necessary to perform at high levels over time. Effective and motivated HR business partners (HRBP) will be the key to translating HR and business strategy into action. The Society for Human Resource Management (SHRM) Body of Competency and Knowledge (BoCK) can be an invaluable resource to help develop and certify HR professionals. You must now explain to the management team the components of this model and how it can be leveraged to achieve operational success for the HR department. A 1-hour meeting has been scheduled and the CEO will be in attendance. 

Create a 20-slide minimum PowerPoint presentation with your script/discussion/commentary in the Notes section of each slide in which you: 

1. Include cover, presentation agenda, conclusion, and reference list slides, all of which may count toward total slide count. 
2. Provide a slide with an overview on the importance of having a highly-developed staff of HR business partners. Be clear with your position. HINT: http://www.scottmadden.com/wp-content/uploads/userFiles/misc/8d0d88c7547b6e2b8f6f6fcba6a9d6b3.pdf 
3. Provide 1-4 slides introducing the SHRM BoCK model and its components. Be sure to highlight each of the areas of the model. NOTE: It is highly recommended to insert an image the actual SHRM BoCK model into the presentation. 
4. Include in the remaining slides the following required presentation information: 
   • Provide a minimum of three (3) to four (4) bullet points (more if needed) of information or discussion describing specifics on the SHRM-BoCK’s “Behavioral Competencies” 
   • Provide a minimum of three (3) to four (4) bullet points (more if needed) of information or discussion describing specifics on the SHRM-BoCK’s “HR Expertise; Domains 1 & 2” 
   • Provide a minimum of three (3) to four (4) bullet points (more if needed) of information or discussion describing specifics on the SHRM-BoCK’s “HR Expertise: Domains 3 & 4” 
   • Provide a minimum of three (3) to four (4) bullet points (more if needed) of information or discussion describing specifics on certifying your HRBP’s. 
   • Reminder – good PowerPoints have very few words on the slides themselves—almost all of the information you need to include should be in the Notes.  
5. Use at least four (4) 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 instructor. 

Your assignment must follow these formatting requirements: 

• Select any one of three professional PowerPoint templates provided by the instructor (Required). 
• Have headings for each section with all bulleted information aligned properly and using the same font and size. Images may be used but must be professional and relevant to the topic. The source(s) of all images must be credited with both citation and reference. Check with your professor for any additional instructions. 
• Include citations and references for all information received from other sources. 
• All bullet point information in the Notes sections must be descriptive and have a minimum of 3-4 full sentences. 

The specific course outcomes associated with this assignment are:  

• Defend the importance of having a highly-developed staff of HR business partners 
• Convince stakeholders of the value in using the SHRM BoCK model to achieve HR operational success. 

Respond to the following:

Analyze, Design, Development, Implement, Communicate, and Evaluate comprise the six steps in the creation of a total rewards program.

• Devise a visual or graphic representation of these steps—circular, linear, or another type of figure—and justify how the model fits that visual representation.

you will define the research objectives and develop the research questions and hypotheses to set the stage for the Sun Coast Remediation research project. The research objectives should relate to the problems that have been identified in the ”statement of the problem” section. See attachment and look at statement of the problem section. 

You will utilize this unit II template to complete the Unit II assignment.

Be sure to include the following sections in your submission, and remember to use APA-formatted section headings and subheadings.

• Introduction
• Research problems
• Research objectives: Refer to the Introduction and Statement of Problems sections provided in the Unit II Assignment Template to make explicit statements as to the objectives of this study. For example, “One objective of this research study is to determine the direction (either positive or negative) and the strength of relationships between ABC Company’s various consumer promotions and sales revenue. This objective is intended to determine which promotions may be more effective and strategically important.” Research objectives should be discussed for each problem identified.
• Research questions and hypotheses: Provide research questions and null and alternative hypotheses that align with the research objectives and problems. For example:
  • RQ1: What is the relationship between Promotion 1 and sales revenue?
    • Ho1 (null hypothesis): There is no statistically significant correlation between Promotion 1 (independent variable) and sales revenue (dependent variable).
    • Ha1 (alternative hypothesis): There is a statistically significant correlation between Promotion 1 and sales revenue.
  • RQ2: What is the relationship between Promotion 2 and sales revenue?
    • Ho2: There is no statistically significant correlation between Promotion 2 and sales revenue.
    • Ha2: There is a statistically significant correlation between Promotion 2 and sales revenue.
  • RQ3: Are there differences in return on investment (ROI) between the various promotions?
    • Ho3: There are no statistically significant differences in ROI between Promotion 1 and Promotion 2.
    • Ha3: There are statistically significant differences in ROI between Promotion 1 and Promotion 2.

The title and reference pages do not count toward the page requirement for this assignment. This assignment should be a minimum of two pages in length, follow APA-style formatting and guidelines, and use references and citations as necessary.

1.Check all of the following tangible benefits of well-crafted visions that are primarily cognitive components: Underline all that apply 

A. Great profits and dividends 

b. Provide road maps, direction 

c. Enable sounds strategic planning 

d. Recruit talent- provide feeling of engagement 

e. Develop distinctive competencies 

f. Aspiration 

g. Inspiration 

2. Which of the following statements explains why a vision is more critical to change than a mission statement? 

A. a mission statement focuses on what an organization is and does. A vision focuses on the possible future scenario a change can bring. 

B. a mission statement imagines a new future the change will bring. A vision is a dream that will never be real. 

c. a mission statement explains who we are now. A vision focuses on where we are going. 

3. which of the statements below are Pendlebury’s three components of vision that are key to change management. Check all that apply.  

A. why the change is needed 

b. the mission of the organization 

c. the aim of the change 

d. a stringent plan and budget 

e. the change actions that will be taken 

4. Match the approach for crafting a vision to when it is used. 

1. Tell       2. Co-create    3. Consult      4. Test      5. Sell 

Match each of the options above to the items below. 

Involvement is not seen as important 

Chief executive is attracted to the vision and wants others to adopt it 

Chief executive wants to see which aspects of the vision find support 

Chief executive needs to help develop the vision 

Chief executive wants to identify shared visions throughout the organization 

5. To what extent do stakeholders influence a plan and subsequent implementation of organization restructuring that accommodates change? 

1. Stakeholders are incidental to the change process. 
2. Stakeholders are not decision makers and cannot influence the potential outcome of organizational restructuring. 
3. Stakeholders expertise in managing change is very limited, and should not be considered by change leaders in the planning of adaptable organizational structures. 
4. None of these 

6. Barbara, a change manager, has good political skills. She has built a range of relationship across and outside the organization. These characteristics of Barbara are an example of ______________  dimension of political skills. 

1. Networking ability 
2. Apparent sincerity 
3. Interpersonal influence 
4. Social astuteness 

7. Sam, a change manager, has many competencies. One particular strength is his ability to gather meaningful data through interviews, surveys, and observations. These characteristics of Sam are an example of the _______________ skill of a change manager. 

8. An important CMI change manager competency includes personal responsibility, prioritizations and time management, resilience, flexibility, and emotional intelligence. This competency is best described as: 

1. Strategic thinking 
2. Self-management 
3. Coaching for change 
4. Scouting 

9. Which of the following are the undesirable characteristics of a change manager? Check all that apply. 

1. Recognizes and deal with office politics 
2. Accepts risks and challenges 
3. Has high need for praise and recognition 
4. Impatient and lacking persistence 

10. When coaching for change, it is important to have a good grasp of (check all that apply) 

1. Adult learning principles 
2. Why the change is needed 
3. Role models 
4. Cost management 
5. Complex research models 

11. The ability to market your skills and persuade internal customers to use your services is an example  of : 

1. Initiation skills 
2. Diagnostic skills 
3. Implementing skills 

 Consider the examples of William Bratton and the NYPD and John James at the Minnesota Department of Revenue. What tracking and evaluation routines could be designed or put in place to let you know whether the actions of William Bratton or John James are succeeding? Offer one example of each and a brief explanation of why you think it would work. 

150 -200 words

 FOR supporting points: The NLRB acted properly, protecting employees in Washington state from unfair competition with workers in North Carolina. 

i need ppt 8 sildes with overview, summary

You are a Human Resources (HR) program of one. Based on information learned in this course, create a Human Resources plan of the steps needed to create a one-person HR department. The design of the HR department must correspond to the various dimensions of the organization. For example, if there are multiple customers, products, or locations, then HR needs to support them all. 

In your paper:

1. Provide a clear and concise summary of the business (name, industry, number of people, etc.).
2. Create a detailed plan by completing the following: 
   1. Develop a recruitment and selection plan.
   2. Design a training and development plan.
   3. Design a compensation package for the people hired.
   4. Discuss legal issues the company should consider (e.g., the U.S. Equal Employment Opportunity Commission).
   5. Develop a performance appraisal system.
3. Provide support from scholarly sources in regards to the decisions made in the creation of the HR department.

Writing the HR Plan
The HR Plan

• Must be eight to ten pages in length (not including the title and reference pages) and must be formatted according to APA style as outlined in the Ashford Writing Center. Any exhibits or appendices are also not included in the paper length.
• Must include a title page with the following:
  • Title of paper
  • Student’s name
  • Course name and number
  • Instructor’s name
  • Date submitted
• Must begin with an introductory paragraph that has a succinct thesis statement.
• Must address the topic of the paper with critical thought.
• Must end with a conclusion that reaffirms your thesis.
• Must use at least five scholarly sources
•  Must document Must include a separate references page that is formatted according to APA style   all sources in APA style 

400 words with references

Question A

Explain three areas in which employee rights and employer responsibilities could result in conflict. How might this conflict arise? 

Question B

Describe what it means for HR managers when employees win an election to unionize? What can HR do at this point to make sure the employee’s and company interests align?

The human resource manager must be skilled and knowledgeable and have the ability to respond appropriately to many different situations. While it is important to be tactile in hard skills, it is also important to be well versed in soft skills. Often, soft skills are mistaken as weak or secondary to the important strategic behaviors required of a manager in a successful organization; however, soft skills have a specific role in engaging and empowering employees.

Define the various soft skills that would facilitate the empowerment and engagement of the employee. Think back to the components of the job analysis and job description, and consider how to use soft skills to put the contents into actions and behaviors. How do soft skills move the employee to a place of value and ownership? Will the same soft skill behaviors work for all position types?

Trait Theory suggests certain individuals have innate characteristics or traits that may assist in particular leadership situations. Researchers in the field have identified specific traits necessary for effective leadership. As a future leader in health care administration, it is important to know how particular traits may impact effective leadership. 

For this Discussion, review this week’s Learning Resources to highlight the strengths and limitations of Trait Theory of leadership. Select an effective leader/health care administrator to use for this Discussion. Think about the traits of the leader you selected. Consider how useful Trait Theory is in assessing the leader’s effectiveness.

Post a brief description of the leader you selected and two of his or her essential leadership traits. Then, describe two strengths and two limitations of Trait Theory. Finally, explain the usefulness of Trait Theory in assessing the effectiveness of the leader you selected.