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Create a initial post to the attached questions. 300 words, APA format, 3-4 references.

Read the following scenario about an Arab American family and their various challenges upon arrival in the United States:

           A recently resettled refugee family from Iraq has several challenges that need to be addressed by their caseworker upon arrival in the United States. First, the father and traditional primary breadwinner for the family was an orthopedic surgeon at home, but he has been imprisoned for several years because of his support for an opposing political party. Because of language barriers and educational requirements, he is unable to practice his previous job in the United States and is showing resistance to his new job as a factory worker at a plant that manufactures lamps. Upon intake, psychologists have also pointed out that he appears to be suffering from post-traumatic stress disorder due to his prior imprisonment experience.

           Meanwhile, the oldest child in the family is wheelchair-bound and, at seven years of age, has never attended school because of physical barriers to access despite no apparent mental disabilities. Finally, the mother of three young children has never worked, speaks no English, and has received only an eighth-grade education. She is expressing some reticence to her job placement at a mixed-gender bakery due to her cultural and religious beliefs that women and men should not work side by side, and that she should be at home to watch her two youngest children, who are not yet old enough to attend school.

1. Consider what the role of assimilation and acculturation might play in this family’s case.
2. Which (if any) of the family’s challenges should be addressed first, and how might this affect the prescribed case management goals? For example, should the parents’ economic self-sufficiency and employment be addressed first, prior to any psychological treatment or efforts toward language learning and cultural assimilation?
3. a.) Consider how to involve the family in the case management process. Which challenges presented by this Arab American family are best addressed holistically as a family, and which might be better left to just the individual caseworker and client?

b.) Do the benefits of family support and mutual understanding override the need for client confidentiality? How can both of these issues be successfully addressed in the case management approach for this family?

1. How can a caseworker establish important goals and interventions for this family within the clients’ cultural context?

Healthy People 2020 targeted the identification of social factors as a priority in its national health promotion campaign. In your opinion, how effective has this campaign been in communicating the role of social justice as part of its mission? Share your opinion with class members. 

ANSWER THE ABOVE DISCUSSION AND THEN REPLY TO MY CLASSMATE’S RESPONSE TO THE ABOVE QUESTION AND EXPLAIN WHY YOU AGREE? (A MINIMUM OF 150 WORDS or MORE)

                                                     CLASSMATE’S POST

I believe the initiative the Healthy People 2020 have consistently benefited the general public from several points of view. The first is the way that they permit to bring issues to light for many people. It tries to connect individuals with different social orders and social spaces together as a single element and get together. It shows us the different philosophies that we could follow to remain fit and healthy. It also raises worry about the possible risk that will bypass us in a long run on the off chance that we do not repair our approaches as well as could be expecting and understanding. It has been promoting these projects to be carried out more regularly, and its goal is to make the public aware of possible danger and preventive measures.

There will be “No” negotiation with price and no plagiarism! Please read the following details because this is a PowerPoint presentation:

PowerPoint presentation consisting of 15-20 slides. Please ensure to provide a title and reference page which are not included in the 15-20 slide count:

Project will highlight two companies within the same industry regarding the best practices of HRM. Discuss issues that the company management in each company faced in the past, and how they mitigated those issues. You will discuss the following areas:

1. Onboarding

2. Employee Retention

3. Training

4. Diversity training

5. Performance Management and Appraisal

List the 5 stages of human growth

Create a Power Point presentation analyzing the future of Federal and state laws that deal with discrimination. Analyze these laws and regulations from both a domestic and global perspective. From your analysis, select five major developments that may occur in the next 10 years or so. Find five current references from research articles or publications that address potential future developments. You can select a state and country of your choosing as a reference point for this presentation.

Support your conclusions with references from a minimum of five (5) journal articles or publications.

Incorporate appropriate animations, transitions, and graphics as well as “speaker notes” for each slide.

Create a PowerPoint slide set. Think about who your target audience is and how your topic affects them.

The required length of the PowerPoint Presentation option for this assignment is 12-15 slides (with a separate reference slide). Your presentation MUST include notes containing 150-200 words per slide (this is your script). Be sure to include citations for quotations and paraphrases with references in APA format and style.

Save the file as a PPT file with the correct course code information in the name.

Introduction

Term Paper

The purpose of the Term Paper is to analyze the student’s ability to articulate key course concepts in relation to a professional organization. Each student will write a position paper that takes a clear position on how the organization’s development of employees enhances or detracts from the competitive advantage of the organization.  The paper should include an analysis of the following:

• The Organization and its mission
• How the organization develops employees
• Link the development of employees to the accomplishment of organizational goals and the competitive advantage

Directions

The paper format will be:

1. 8–12 pages (not including the reference and title page)
2. Formatted in APA Style (all course assignments are in APA Style)
3. Include at least five (5) sources
4. Double-spaced

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

Respond to this

  Place yourself in the role of an employee named Tyler Cahill, whose annual evaluation has just been completed. As you review the annual performance evaluation, you believe that it was partly based on judgment and not evidence. However, you realize there are some gaps in your performance. Up to this point, you felt like you had a good working relationship with your manager. 

 Employee: Tyler Cahill 

Job Title: Production manager Review period start: 1/1/13

 Review period end: 12/31/14

 Reviewer: Jan Tomlinson Production manager competencies:

 All competencies are rated on a scale from 1–5 1= not meeting requirements, 5= exceeding requirements Communications 3.00 Meets requirements

 Tyler seems to display very good verbal skills, communicating clearly and succinctly although his Southern accent is somewhat off-putting and leaves people with the impression that he is not smart. He exhibits good listening skills and appears to comprehend situations and complex problems well. His written communications skills meet the requirements of his position, and he keeps others adequately in the loop when needed. However, sometimes it’s questionable whether Tyler always selects appropriate methods of communication for the situation at hand.

Team Management 3.50 Meets requirements According to Tyler’s team evaluations, he sets well-defined goals for the team. His team’s evaluations also indicate that he collaborates well with his team. He gives the impression that he provides fair and valid performance feedback. He shows commitment to enhancing the skills of his team. Tyler includes team members in most planning, but he assumes responsibility for final production quotas. However, I think there have been times when he did not make himself available enough to team members.

 Leadership 2.40 Needs improvement Tyler displays a strong leadership role when action is needed up to a point. At times, he has reacted poorly in pressure situations. He would command more authority if he dressed better. His style is somewhat sloppy. Additionally, Tyler seems to come to work late and shows up for meetings late, which sets a bad example for his team.

 Teamwork 4.00 Exceeds requirements Tyler’s team has shared that he provides helpful feedback to team members and, in turn, actively seeks feedback from them, but I have not witnessed that. He has excelled in building team loyalty to the company. Team success is paramount to Tyler. I have heard that he and his team go out drinking together.  

 What are some examples in the performance evaluation document that are based on judgment and not evidence? In a forthcoming meeting with your manager, what is your plan to address that you believe part of the evaluation was not based on evidence? How will you explain to your manager why it is important for a manager and employee to agree on performance gaps based on evidence? Use the information from the readings for this module to support your plan. 

Please answer all questions and follow directions. Please make sure that I am able to read and comprehend the assignment, in other words make it make sense. Points will be deducted if directions are not followed. 

Part 1: Research

Conduct  some independent research. Using Rasmussen and other resources, locate  articles, journals, blogs, and websites that identify communication strategies  to build and maintain professional boundaries within a helping relationship.

Part 2: Reflect

For this assignment,  you will create a PowerPoint presentation that focuses on communication  strategies and professional boundaries.

In a minimum of 7-slides (not counting the title slide and  reference slide) address the following:

• Identify at least  four (4) specific communication strategies to be used within a helping  relationship.
• Explain at least four  (4) ways professional boundaries should be set and maintained with clients. 
• Include examples that  consider the client’s diversity, needs, cognitive abilities, and reality when  detailing communication strategies for professional boundaries. 
• Incorporate two (2) credible resources to support your  communication strategies. Cite source used. 

Additional requirements:

• Use bullet  points or phrases to capture the audience’s attention.
• Explain slide  information in the Notes section of the PowerPoint slides.