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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.

I have a written assignment due. I will attach the requirements needed to complete this assignment. Please be advised that there is a 400 word minimum for this assignment. Must use required reading for in text-citations. Must use APA formatting.

Note: Only up to 20% of content in the written assignment can be quotes from third parties. 

Imagine a scenario where you are a senior HR leader and have been asked to present to the executive team on human resource management, talent management and its connection to strategy.

Purpose

· Apply the models and theories of Human Resource Management at both the strategic and operational level to improve overall organizational competitiveness.

· Synthesize business competencies to align the human resource functions to support the organization competitiveness and strategic initiatives.

· Apply human resource theory by creating the need for Human Resources Management inside an organization.

· Show how HRM practices contribute to HR models.

Description

· This assignment requires you to create a PowerPoint slide deck of 20 slides with narration (approximately 30-45 minute presentation).

· Your presentation should advocate for the need for HRM. The first two chapters of Slitzer and Dowell (2009) should assist in the creation of this presentation.

You should also include reference to the models within the textbook (specifically Figure 1.2) and explain how the different HRM practices contribute to the model. 

Compare and contrast job descriptions and job specifications.

I need a sentence outline that is due by Sunday, June13, 2020. I also need a paper that is due on a later date. I have to submit the sentence outline beforehand.

A sentence outline is much like a regular outline, but uses complete sentences in place of short phrases and terms.  Sentence outlines are ideal for organizing papers that contain many details or concepts because the details and concepts can be more easily embodied in the sentences.  Also, each sentence in the outline can represent a complete paragraph, which typically consists of a single concept, thought, or idea spanning 3 to 5 sentences in the paper.

Writing a sentence outline is relatively straightforward; however, prior to starting your sentence outline, you will need to: 

1) Determine the purpose of your paper–what are you trying to tell your readers, or get them to understand?

2) Who is your audience?  Your audience will help determine how you write your paper.  NOTE: Your instructor is NOT your audience.

3) What is your thesis–the overarching topic of your paper? 

Once you have determined these 3 items, you can begin organizing your thoughts.  In the not-so-distant past, people often used 3×5 notecards for this step, but you can find a wide variety of free note card apps for your smartphone or tablet, if that is more appropriate for you.  Regardless of your approach to organizing your thoughts, follow these steps:

1) BRAINSTORM: List all of the ideas you need and want to include in your paper.  Use one note card per idea.  These ideas should be based on and supported by research.  You should also include any relevant citations on the card (e.g., on a card about cognitive development theory, you might cite: Piaget, 1936).

2) ORGANIZE: Group related ideas together by grouping and/or categorizing the note cards (use stacks for physical note cards, and consider categories or groups if using digital cards).  Consider a logical organization, such as from general to specific, or abstract to concrete, or perhaps from the unknown to the known.

3) ORDER: Arrange the notecards so the ideas flow logically within each stack or category, and also from stack to stack, or group to group.  The goal here is to establish a logical flow of information from start to finish.

4) LABEL: Once you have ordered your cards, create main and sub-headings for each group.  These would equate to your Level 1 and Level 2 headings in APA 6 (see Sections 3.02 and 3.03 in your APA 7 manual).  You might consider each stack, group, or category as a Level 1 heading, and the sub-headings within each stack, group, or category as your Level 2 headings.  Although APA 6 provides 5 heading levels, you will likely only need Levels 1 & 2, with perhaps an occasional Level 3, depending on how detailed your paper is written.

ASSIGNMENT:

Using the guidelines above, construct a sentence outline for your Theory Case Paper. 

BE SURE TO USE COMPLETE SENTENCES!! also need a essay that I due on later date.

Overview

Read the details of the Larson Property Management Company case  scenario on pages 114–115 of the textbook. The Chief Executive Officer,  Mr. Larson, and the Chief Financial Officer, Ms. Johnson, would like to  increase the efficiency and effectiveness of the HR functions, as well  as reduce overall HR costs. Mr. Larson and Ms. Johnson would like you,  the HR Director, to serve as the change agent of the project. In this  assignment, you will develop a plan and analysis (the planning and  analysis phases of the systems development life cycle [SDLC]) of the  current business based on the details of the scenario.

Instructions

Write a 2–3 page proposal, in which you do the following:

Introduction and Plan

1. Detail the current situation for the company, focusing on the  issues that the organization is currently facing from using a legacy  HRIS. Explain your plan for moving forward to address these issues.

Needs Analysis

1. Based on the issues the organization is currently facing,  identify the new system needs. Identify change team members who will  help identify system need, and specify their role and responsibilities.

Interview, Questionnaire, Observation, or Focus Group

1. Determine how additional data will be collected regarding  system needs. Determine how the change management team will collect data  during the exploration phase. Specify whether team members will use  interviews, questionnaires, observations, and/or focus groups to collect  data from end users. Provide at least five essential questions that  will be asked of end users via interview, questionnaire, observation, or  focus group.

Conclusion

1. Explain two to three reasons why the company would benefit  from adopting an HRIS. Focus on how the HRIS would address the current  HR needs of the organization.

Resources

1. Use at least two quality academic resources in this  assignment. Note: Wikipedia and similar websites do not qualify as  academic resources.

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.

The specific course learning outcome associated with this assignment is:

• Develop a plan for conducting an HRIS needs analysis.