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Human Resource Policy
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HUMAN RESOURCE POLICY PROJECT: ANNOTATED BIBLIOGRAPHY INSTRUCTIONS
The annotated bibliography for your 4 selected human resource topics must consist of at least 10 reputable, professional, scholarly journals and/or informational venues that deal with the content of the course (i.e., not blogs, Wikipedia, newspapers, etc.), be in current APA format, and contain persistent links so others may have instant access. Include a proper title page.
It is highly recommended that you use Liberty University’s Jerry Falwell Library online resources. A librarian is available to assist you in all matters pertaining to conducting your research, including what constitutes a scholarly article (reputable, professional and/or scholarly journals, and/or informational venues that deal with the content of the course).
The Jerry Falwell Library librarian has asked that the following be shared:
Articles in Business Source Premier have a “Permalink” you can use to post in your assignment. The permalink, in most cases, will allow anyone to access your article. Articles in Business Source Complete have a “Permalink” you can use in your assignment. The Permalink should allow anyone to access your article. To get the Permalink, look the article up in Business Source Complete and click the article title. Then click the “Permalink” link that appears in the right column.
The annotations are designed to help your classmates better understand and more easily learn about your topic. The annotation is not a normal required component of APA; rather, it is a specific additional requirement for this assignment.
Note the following regarding your annotated bibliography:
• An annotated bibliography is a list of the journals and resources you used.
• Each citation is followed by a brief paragraph (at least 150 words) that is descriptive and evaluative—the annotation.
• The purpose of the annotation is to inform the reader of the relevance, accuracy, and quality of the sources cited.
• For more information on annotations, see this link about Annotated Bibliographies.
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Human Resource Training Class
Write a four to seven (4-7) pages paper in which you:
Justify the use of a needs assessment of your company’s proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies.
Develop a customer service training implementation plan and determine the method of training (i.e., presentation, discussion, case study, discovery, role play, simulation, modeling, or on-the-job training).
Justify why you selected the training method that you did.
Propose two (2) ways to motivate an employee who has no interest in attending a training class.
Develop a survey to collect feedback from the employees who attend the training.
Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
•Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
•Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
Please include a introduction and a conclusion.
Human Resource Training
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Human Resource Training Class
Employees training is a crucial aspect in human resource management (Raheja, 2015). This is because employees are an engine of the company and they can steer the company to success or failure. Hence, constant training enable the employees to be informed of the new practices in business and as such able to upgrade their skills. When it comes to customer services, it is important to note that employees are required to be able to constantly communicate effectively to the customers so as to drive customer retention, attraction and satisfaction.
This requirement makes it relevant for customer service employees to be constantly informed on the best ways to handle customers while at the same time drive the agenda of the company. Therefore, constant training remains an essential aspect in terms of realizing and reviewing a company’s objectives (Raheja, 2015).
Justification for the Use of a Needs Assessment
It is imperative that any employee training is preceded by a needs assessment so as to ensure the efficiency and effectiveness of the training program (Lawson, 2015). It is important for an organization to evaluate the reasons of a training so as to maximize its benefits. If a training is just scheduled without a needs assessment, then the organization might lose its time and money.
An analysis will ensure that the organization trains the correct employees, at the correct time with the relevant content. Hence, a training assessment is the sure way that an organization can use to validate the need of the training, the focus, scope and approach as well as the target employees for any training (Lawson, 2015).
Secondly, a needs assessment is relevant to the organization as it helps the company to assess the competencies of its staff in line with recent development. Companies thrive on a competent workforce. However, with time, a competent workforce becomes incompetent due to the adoption of new technologies that render employee skills outdated. Hence, a needs assessment is capable of identifying the obsolete skills and hence inform on the appropriate training.
Thirdly, a needs assessment assists the organization to identify gaps in its human resource. Gaps can be represented by inadequacy in employee skills, discrepancy between practice and company policy and mismatch between present employee performance and the desired performance (Lawson, 2015).
Fourthly. A needs assessment is relevant as it can help the organization to analyze the effects of employee attitudes on the organizational culture. This is an important factors as employees are the ones who represent the company’s culture to the customers, more so customer service staff. Lastly, it is an opportunity for identification of best practices in the organization. A needs assessment can reveal the best employees in the organization who perform their duties in line with the company objectives.
This will set them apart from those who require training. Generally, a needs assessment is an important tool which will reveal the weaknesses and strengths of employees, their behaviors such as absenteeism, productivity and the available motivations. All this factors will inform the kind of training that is relevant for the employees (Lawson, 2015).
Customer Service Training Implementation Plan
Customer Needs Assessment
The first step in the training process will be to identify the needs of the customer in relation to customer service employees. This will enable the firm to understand the expectation of the customers when it comes to the organization’s employees and also to establish the general needs of the customer (Wilder, Collier, & Barnes, 2014). The main method that will be used in this training is issuing a comment card and establishing a feedback option on the firm’s website. This will enable customers to give their reviews regarding their experience on their visits to the store….
Human Resource Training
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Employee Compensation and Benefits
This assignment consists of two (2) sections: a narrative and a PowerPoint presentation.
You must submit two (2) sections for the completion of this assignment. Label each file name according to the section of the assignment it is written for.
Imagine that you have just been hired by a new company as the director of the HR department. You have been tasked to hire a new secretary for the department and to develop an employee compensation and benefits package that will be used for that position upon hire.
Develop a PowerPoint presentation to present this information to your Vice President. Go to the Bureau of Labor Statistics’ (BLS) Website, located at www.bls.gov, for information regarding organizations and pay in your geographical area.
Section 1: Narrative
Write a two to three (2-3) page paper in which you:
Choose the type of organization for which you are designing the package.
Develop an employee compensation and benefits package for this new position. Support your ideas for the compensation/benefits package.
Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.
Section 1 of your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
Section 2: Presentation
Create a twenty (15) slide PowerPoint presentation in which you:
4. Provide an overview of the employee compensation and benefits package that you developed in the narrative portion of this assignment.
5. Determine if the employee will be exempt or nonexempt and discuss how overtime will be handled.
6. Suggest other benefits that might be considered within the next few months to enhance employee performance and provide job motivation.
7. Provide information on how government regulations will influence the compensation.
8. Examine data from two (2) organizations listed in the BLS Website with packages similar to yours, focusing on salary, compensation, and benefits in order to convince upper management that your package should be accepted and implemented.
9. Describe how the competitive compensation and benefits package will align with the HRM strategy,
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Employee Compensation and Benefits
Employee Compensation and Benefits – Section 1: Narrative
This paper looks into a case scenario where the Director of the Human Resources Department has to hire a new secretary. The organization is a new enterprise, as is the Director. The Director faces a task of developing a suitable employee compensation and benefits package for the new position of secretary. The Director has to provide a comparative analysis of the proposed compensation and benefits package alongside those offered by other similar firms in the same geographical region. The focus of the assignment is on the design of a compensation and benefits package for employees, with regard to its competitiveness and alignment to the organization’s HRM strategy.
Type of organization
The organization within this case scenario is one that engages in manufacturing. The core business of the firm is in the production of goods for sale in the state and the entire country. The firm needs a new employee despite the reduction in employment rates within the manufacturing sector (Bureau of Labor Statistics, 2017). Therefore, there is a need to design a compensation and benefits package for the new position as addressed below.
New position
The organization seeks to hire a new secretary in the Human Resources department. Since the organization is new, there is a need to create a compensation and benefits package for the new position. Research on the importance of competitive compensation and benefits packages states that the alignment of HRM strategies and employee benefits produces better firm results and increases overall performance (L’Écuyer & Raymond, 2017). As such, there is a need to develop competitive packages aligned with the HRM strategies as a measure to improve the overall performance of the organization.
Developing an employee compensation and benefits package for this new position
The HRM Strategy
As observed earlier, in order to design an appropriate compensation and benefits package for the new position at the organization, the firm needs to align their HRM strategy to the compensation and benefits offered. This alignment should lead to increased performance of the individuals as well as the organization. The HRM strategy, with regard to employment compensation and benefits, is one where the firm targets to create competitive remuneration and benefits packages that are in tandem with regulations and industry standards.
In addition, the compensation and benefits offered need to be strategic, such that they are within the cost limitations of the organization, while being more inviting than those offered by other firms within the same geographical region.
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Traditional in-service training program
Instructions
As the new fire and emergency services (FES) administrator, one of your goals is to make sure you reinforce the four pillars of professional development, which are listed below.
dynamic training,
academic education,
relevant experience, and
continuing education.
You want the training program to include the fundamentals of academic education as one of your goals. You are considering a traditional in-service training program and are relying on your personnel to bring their knowledge and experience to the training. However, you realize that this could lack consistency because of the number of stations, different shifts, and personnel so you decide to create a podcast that could be reviewed.
Traditional in-service training program
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Section I
In this section, you will complete the outcomes for the second pillar—academic education. Click here to access the Goal 2 document, which does not have all of the outcomes completed. The outcomes should emphasize academic education being important within all ranks of the organization. Under the “Tactics” column, the first tactic (i.e., “Train 90% of firefighters in the four pillars of professional development in order to fully commit to a high degree of professionalism and competence”) has the outcome listed to represent what is expected for this assignment.
Compile and insert specific outcomes for the remaining tasks listed.
Section II
In this section, you will create a short podcast episode. The podcast should address how you are going to implement Goal 2 and how academic education can help FES organizations respond to current or emerging events or trends. You will need a written transcript to address the requirements set forth above.
Podcasting can be used as an effective educational tool when communicating with your personnel. Many individuals enjoy listening to their favorite podcasts while commuting to work or even while completing household chores. Podcasting allows FES administrators to broadcast engaging audio content, which firefighters can then listen to at any time and wherever they are.
You should review this unit’s lesson and readings regarding effective delivery techniques for podcasts and communicating with firefighters of the Washington Fire Department. While a podcast is shorter and more informal than a lecture, keep in mind that the use of technology must not overshadow the message.
Traditional in-service training program
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Within your podcast, include the items listed below.
Include an introduction about yourself and your agency.
Explain why academic education not only provides specific information and knowledge but also expands critical thinking skills for the individual.
Include a conclusion that discusses the academic educational component of professional development.
You will insert your audio file into a Word document, and you will then add a clear transcript of your podcast, which should be a minimum of two pages in length. The transcript is simply a written version of your audio podcast. You may find it helpful to draft the transcript first and then read it while recording your podcast.
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Functions of human resources personnel within your FES organization
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Functions of human resources personnel within your FES organization
As a fire and emergency services (FES) administrator, you must be able to forecast and plan for staffing and recruitment needs for the organization as well as use merit rules, regulations, and union contracts to provide direction to personnel. In addition, you must understand the importance and the ramifications of not delivering customer service. If you were the FES administrator in your current or past organization, choose one assertion below, and explain how you your organization should improve:
the functions of human resources personnel within your FES organization;
the legal issues that may arise when hiring personnel in your FES organization;
motivation methods that can be used to retain personnel in your FES organization; or
customer service to the community, especially in times of distress or grief that may occur after a fire or other emergency incident and result in loss of life or property in your FES organization.
Explain why you chose this assertion and how will it affect your organization.
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Nando’s HR
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Description of Assessment Requirements
As a Human Resource Management Consultant, you have been invited by a NANDOS (refer tohttps://secuforum.com/free-essays/human-resource-management-nandos-case-study-237 for a case study on Nandos but you are expected to do your own research) to advise them on the possibility of taking their HR practices to the next level in order to compete more effectively in the marketplace.
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In particular the Board of Directors would like you to address the following:
Task 1
Drawing on relevant models, analyse the approach of the company to the management of its human resources.
Task 2
Critically discuss its recruitment and selection in relation to strategic human resource initiatives.Make relevant recommendations as to how it could improve this process.
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Task 3
Discuss its approach to HRD and explain how this could be improved.
Task 4
Critically evaluate the classical theories of motivation and from your discussion of these theories propose a hybrid theory which may combine the most meaningful characteristics from a range of these theories and which you believe will have practical value in this organisation.
Task 5
In your advice to the company discuss the characteristics of effective leaders. Draw on relevant models to justify your analysis.
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2. In addition to the interview, you want to add another selection assessment to accompany the structured interview questions you designed. Select one, and give your recommendations, with support, for why it should be chosen above the others.
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Discussion: Nonprofit Employee Retention
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After reviewing the Keys to Nonprofit Employee Retention strategies, identify 2 areas that are important for a human services nonprofit agency in order to maximize employee retention. Explain why those areas are important, and provide examples supported by research.
As a rule of thumb, nonprofit organizations struggle to recruit and retain the right talent. This is an issue as human capital drives success. Talent is recognized as the most important asset in today’s knowledge economy. Further, poor employee engagement means high turnover, low morale and poor customer service (for both beneficiaries and donors). This poses a blow to your fundraising and other efforts towards achieving your mission. Lack of investment in talent can lead to high turnover and hurt organizations’ sustainability and mission impact. However, we can combat this problem by strategically investing in employee retention activities.
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• Assess practical significance of application forms, bio-data, and reference checks. (1)
• Design content valid situational and behavioral interviews (5)
• Assess practical significance of various ability tests. (6)
• Assess practical significance of integrity tests. (6)
• Assess practical significance of work sample tests. (7)
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• Appraise strategies to limit adverse impact in the interview process. (1)
• Evaluate personality testing (6)
1. Research a job position at your current organization, or an organization you prefer. Develop 2 behavioral and 2 situational questions for the interview. Include an anchored scoring system for all of the questions.
2. In addition to the interview, you want to add another selection assessment to accompany the structured interview questions you designed. Select one, and give your recommendations, with support, for why it should be chosen above the others.
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