Human Resource

Responsive Leadership: Motivating for ParticipationYour Responsive Leadership in Social Services textbook addresses a number of elements that have been identified through research as having a significant impact on leadership and work environments. These factors include trust, integrity, respect, empathy, and safety. Your textbook also covers other key factors in motivation and engagement, including needs, values, goals, and strengths.In your initial post, discuss how the factors of trust, integrity, respect, empathy, and safety impact organizational needs, values, goals, and strengths. Based on the scenario in the Riverbend City media presentation in the Studies for this week, explain how internal practices within the organization also influence relationships with outside agencies. What are potential challenges to building collaboration with external agencies if elements such as trust or integrity are not present in the organization internally? Use course reference material or other sources to support your discussion post.Fundraising EventFrom: Jayme Young, Executive Director, Boys and Girls’ Club RBCTo: Linda HolmeI wanted to thank you again for agreeing to spearhead our organizational efforts for the fundraising concert! I’m excited to see what you can do with this.Just to make sure all of our bases are covered, I’d like to lay out where we’re at with this, so that you have one easy place to look back to if you need any details. First off, this is all in service of our upcoming Northside Youth Rising initiative, which is intended to prevent youth violence and generally keep kids in school. Since this is such a huge undertaking, we’ll be partnering with the a couple of other Riverbend City nonprofits, the Riverbend Services Consortium and Second Chance Riverbend; outside of the nonprofit community, the coalition will include Elm Creek Lutheran Church, St. Francis Borgia Catholic Church, Crandall Manufacturing, Franzen InterTech, and liaisons from the Riverbend City school system and the Hennsey County juvenile justice system. Needless to say, that’s a lot of moving parts to manage.Kicking this all off will be the Northside Blues Blowout fundraising concert; that’s where you come in. We’ve never tried anything at this level of size or complexity before, and I want to make sure we’re ready. I have absolute trust in your ability to project-manage the concert. However, I do worry about our ability as an organization to all pull the oars at the same time, if you catch my drift. We’re not going to be able to coordinate very well with a bunch of external entities if we’re not functioning as a team. To that end, I’d feel a lot better about this if you could do sort of an informal stakeholder survey, just talk to people around the hall and see if people seem like they’re in the right frame of mind to do this. After you’ve done this, I’d love to get your read on what people are saying and what kind of situation this all adds up to.

Data ExaminationExternal environment of your selected organization/facility:City/geographical demographics: Using City-Data online (http://www.city-data.com/) categorize the following:Population (Total population, male population, and female population).Median age rangeMedian household incomeRacial demographicsSearch the internet and gather relevant general information regarding:Common medical conditions in geographical area:Rationalize how your organization will cater to the medical conditions within the given area.Number and type of existing health care organizations and facilities in the area:Identify how your organization will differ from the organizations currently present in the area.Surrounding Cities/Towns:Create a table to compare and contrast 2 adjacent cities/towns with the city/town your organization is located in. The table should compare and contrast the same components as your selected organization/facility (Section 2a).

Respond to the following in a minimum of 175 words:What are some strategies to consider when delivering performance appraisals to health care employees?What strategies have or have not worked for you in the past, either as a manager or as an employee receiving a performance appraisal?

Imagine you have been hired to oversee the human resources department of a large hospital system. The hospital board of directors has requested that you provide a presentation to them on the strategies you want to implement in the human resources department that would benefit the hospital system as a whole.Create a Microsoft PowerPoint presentation with a minimum of 15 slides addressing human resources strategies within the health care industry for effective employee recruitment, selection, training, development, and performance appraisal.Include the following in your presentation:Section 1Identify five recruitment strategies or methods.Indicate whether the strategy is internally or externally focused.Describe the strategy and why it is appropriate to health care.Section 2Create a graphic differentiating between the following:Job analysisJob descriptionJob specificationsExamples of a graphic include flowcharts, Venn diagrams, graphs, and slides. There are a variety of tools in the Microsoft Office© Suite suitable for creating graphics. Additionally, .pdf, .jpg, and other file formats are acceptable.Section 3Explain why training and education are vital in health care.Explain the importance of measuring competencies.Describe the process for tracking and evaluating training effectiveness.Describe performance appraisal standards within the health care industry.Identify guidelines for effective performance appraisals.Include possible barriers and their effect on the appraisal process.Describe the due diligence of progressive discipline of employees within the health care field.Include detailed speaker notes of at least 100 words per slide.Cite at least 4 references according to APA guidelines.

Week 4 Assignment – Health Care Human Resources ManagemenOverviewCompany mergers are very busy and challenging times for corporate leadership. The role that HR plays during a merger is often complex and far reaching. In this assignment, you write an executive brief that considers aspects of how an HR department might prioritize and operate to support the union of two companies.PreparationHow to Brief an ExecutiveThere is no single correct way to brief an executive or other stakeholder. The final deliverable is your choice, but effective briefs have common elements; they should be clear, concise, relevant, well-structured, and provide decision-making information. Here are a couple of resources you may use to get started:· How to Brief an Executive: A podcast from the Communications Guys.· How to Write a Formal Business Report (With Examples): Hints from Indeed.ScenarioImagine that Anchor Hospital, a 250-bed medical center, is merging with the similar-sized Saint Mary’s Hospital to better serve the needs of their metropolitan community. An administrative board has been formed to guide all aspects of the merger. They have asked all departments to submit an executive brief that states their roles, intended model of operations, and initial steps to build interdepartmental relationships.The board’s primary concern for HR is how it will manage the merging of the workforces into a single, cohesive, and effective team. They want to understand HR’s primary role, guiding principles, and application of current practice. Specifically, they want your vision for the following:· A merger-related current best practice or trend that is being successfully employed by HR departments.· HR’s primary role in assimilating the workforces for the two hospitals.· The HR management model to be followed.· How to foster relationships between HR and department managers.InstructionsWrite a 3–4-page executive brief that address the following merger-related items:1. Recommend a relevant HR trend or practice that would be useful to consider as part of this merger. Justify your recommendation.2. Analyze HR’s primary role(s) as a strategic corporate partner in merging the workforces of the organizations.3. Recommend an HRM model that would effectively steer the joining of each organization’s employees into a single, cohesive workforce. Justify your recommendation.4. Recommend two initial steps that HR should initiate to develop an effective relationship between HR and management. Justify your recommendation.Additional Requirements· Resources: Use four sources to support your writing. Choose sources that are credible, relevant, and appropriate. Cite each source listed on your source page at least one time within your assignment. For help with research, writing, and citation, access the library or review library guides.· SWS: 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. Check with your professor for any additional instructions.The specific course learning outcome associated with this assignment is:· Determine strategies for HR operations including defining organizational roles and relations with leadership.

Write a 5–7-page recruitment and selection plan based on best practices and approaches for either Java Corp. or an organization of your choice.Attracting top talent that fits the organization is of considerable importance. The ability to recruit and select talented people isRecruitment and SelectionHeadworth, A. (2015). Social media recruitment: How to successfully integrate social media into recruitment strategy. London, UK: Kogan Page.Chapter 2, “Recruitment Using Social Media.”Lundqvist, S. (2018, May–August). Focus on the most critical demands in IT project manager recruitment. Journal of Modern Project Management, 70–77.Miller, T. (2017). Successful interviewing: A talent-focused approach to successful recruitment and selection. New York, NY: Business Expert Press.This e-book features interviewing techniques to select the best talented people.Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2020). Fundamentals of human resource management (8th ed.).New York, NY: McGraw-Hill. Available in the courseroom via the VitalSource Bookshelf link.Chapter 5, “Planning for and Recruiting Human Resources.”Chapter 6, “Selecting Employees and Placing Them in Jobs.”Nursing – advanced nursing; studies in the area of advanced nursing reported from Ghent University (Recruiting nurses through social media: Effects on employer brand and attractiveness). (2017, June 30). Health & Medicine Week.Sackett, T. (2018). The nuts and bolts of a great recruiter. HR Magazine, 63(5), 83–85, 87, 89. one of the foundational skills for any human resource (HR) professional and one that will be utilized throughout your career.For this assessment, research the topics of recruitment and selection. Using one of the scenarios below, analyze best practices and approaches for these key HR functions. A minimum of three resources are required to support your work.Option 1You are the new HR manager for Java Corp, which specializes in cold coffee and iced tea. Java Corp. is small but quickly growing. There are 300 employees in the company and the organization has a history of a stable workforce with very limited turnover. Recently, the company gained over 200 employees and there are a number of supervisory and managerial positions that need to be filled. The CEO has asked you to work with her to fill positions based on an organizational structure she has just created.New supervisors and managers are needed in IT (one), marketing (one), operations (two), and security (one). Each of these areas has seasoned internal employees eager to compete for jobs, though some may not be as qualified as external candidates. Develop a recruitment and selection plan that is best suited for this situation and make appropriate recommendations to the CEO.InstructionsFor this assessment, develop a recruitment and selection plan for the chosen organization. In your plan:Analyze the role of the recruiter.What unique opportunities and challenges are present for the selected company?Outline a recruitment process to meet organizational objectives for the selected company.Include a step-by-step process for the selection of supervisors and managers.Include the best practices that support your recommended best recruitment plan. Consider the use of social media, types of employment tests, and how to conduct effective interviews, for example.Include policies that make the positions more attractive.Explain an organization’s legal considerations for recruitment and selection functions.Analyze how to measure success of the chosen selection method for the selected companyWhat metrics would you use for your selected company?

Your organization (Central Community College) is changing to a new online HR/Payroll system that is offered by the firm AtWork.com. As a member of the project team, you have been asked to oversee the stakeholder management aspects of this project. Identify some of the key stakeholders at Central Community College (CCC) and describe how you plan to keep them engaged during your year-long project. Be sure to include the appropriate methods since not all of your stakeholders are located at the HQ office of CCC.

Compensation SystemsPay StructuresDiscussion Questions:Before beginning work on this discussion forum, please review the link “Doing Discussion Questions Right” and any specific instructions for this topic.By the due date assigned, begin commenting on at least two of your classmates’ responses. You can ask technical questions or respond generally to the overall experience. Be objective, clear, and concise. Always use constructive language, even in criticism, to work toward the goal of positive progress. Submit your responses in the Discussion Area.Introduction:There are three discussion questions listed below. You may choose any one of the questions. By the due date assigned, respond to one of the discussion questions and submit your response to the Discussion Area below using the lessons and vocabulary found in the reading. Support your answers with examples and research and cite your sources using the APA format.Tasks:Choose one of the following discussion questions:A new employee has just been hired by your department. Provide a definition of the person-focused pay plan and design a performance plan for the employee using the person-focused concept.Provide a definition of a market-based evaluation. Describe how it is used in the organization.Explain how the HR professional can benefit from using the Occupational Information Network (O*NET).To support your work, use your course and textbook readings and also use the South University Online Library. As in all assignments, cite your sources in your work and provide references for the citations in APA format.

Question #5 page 154 – Due Sun, 11;59pm CST Students are expected to use the materials from the text and external resources to support responses. (minimum 250 words). Be sure to provide thorough responses to all questions.5. Why should upper-level managers be included in the needs assessment process?

Knowledge, Skills, and Abilities Required:Knowledge of chemical properties, time and situations of use, composition and reaction to skin. Ability to meet and exceed quality and customer satisfaction standards. Foundational Cosmetologist/Hairstylist knowledge as usually obtained through the completion of technical/vocational training and 1 to 3 years of experience.THE SITUATION: Janice VonDane is currently a cosmetologist/hairstylist for Curl Up & Dye, one of the top hair salons in Washington, DC. Janice has just begun her employment and is only in her second month at this salon. One Wednesday morning, Janice received a walk-in customer who had never been to the salon. This customer did not know what she wanted to do with her hair, so she gave Janice free rein and only told Janice to make her look beautiful. Janice performed the service and told the woman the service performed would be a total of $85. In review of the hair style, the customer became very upset and said the hair style made her head look big. This customer refused to pay and stormed out of the salon. The owner/manager of the salon had a meeting with Janice to discuss the issue. In this meeting, the owner/manager brought up the fact that this is the third time since Janice began working there that a customer was not satisfied. “I have asked you to review our stance on customer service,” said the owner/manager, “and yet there appears to be little change in your performance.” Janice responded and said there was nothing wrong with her customer service in this situation, or any other situation. She cited her previous performance in other salons and the fact that she graduated at the top of her class in cosmetology school, suggesting that these customers were trying to get out of paying. Simultaneously, the angry customer called the salon and informed the owner/manager that Janice did not tell her what she was going to do, claiming if Janice had told her that is what she was going to do to her hair, she would have never agreed. Armed with this information from the customer and now hearing Janice’s version of the situation, the owner/manager decided to terminate Janice’s employment. The owner/manager stated that Janice did not perform her duties as identified in her job description.Questions:1. Explain if this a good or bad job description as it applies to this situation?2. Was the owner/manger’s action justifiable as applied against the job description? Provide justification for your answer.