Human Resources Management

Career objective graduate admission essay. In human resources. For more information on Admission Essay read this:  https://en.wikipedia.org/wiki/Application_essay

Answer these questions a-What is the explanation of the paragraph? This quote describes, “leading by example.” Please share examples of personal encounters of someone who wanted you to behave a certain way, but did not do so themselves. What was your response and how did it make you feel? Did it influence your performance in any way? 3. If you were in a position of leadership and wanted to facilitate change, what do you feel are the most meaningful ways you can do so in addition to leading by example?  4. Why do you think leading by example can be so difficult? “Leaders of all kinds have a fantastic tool available to them for sending a subtle message about the behavior they are trying to encourage. They simply have to model that behavior themselves. And if they do not, the message to those around them will be loud and clear: “I’ll tell you I want you to behave in such a way, but it’s not actually that important. Otherwise, I would do it myself.”  short answer between three to four sentences  For more information on Facilitate Change read this: 

Write a 525- to 700-word paper in which you complete the following: Compare at least three possible components of background checks. Recommend elements that should be included in the hiring process. Summarize legal concerns that should be considered for each element. Cite all sources according to APA formatting guidelines. For more information on Background Checks read this: https://en.wikipedia.org/wiki/Background_check

Link for the book: https://drive.google.com/file/d/1Lho7gBgscbBQ1CFC16v6zMPSPHm2iDDV/view *** 20 paragraphs required*** Ariel 12 pt font Chapter 11 Page 1:  Discussion Question 2—Please write 4 paragraphs with each paragraph containing 50-60 words. Page 2:  Discussion Question 3—Please write 4 paragraphs with each paragraph containing 50-60 words. Page 3:  Discussion Question 4—Please write 4 paragraphs with each paragraph containing 50-60 words. Page 4:  Discussion Question 5—Please write 4 paragraphs with each paragraph containing 50-60 words. Page 5:  Slide 3—pick the 4 most important dimensions of diversity on which a Manager of Human Resources should focus.  Write one paragraph for each dimension, for a total of 4 paragraphs on this page.  Each paragraph should contain 50-60 words.  In each paragraph, (very briefly) describe the dimension and then explain why the dimension is considered important. For more information on Manager of Human Resources  read this: https://en.wikipedia.org/wiki/Human_resources

Consider a high-end hotel chain that is known for its high-quality customer service. They are always in need of enthusiastic, intelligent, and outgoing employees and generally make job offers to applicants that are in high demand. Answer the following in 350 to 525 words: Do you think it is ethical for the hotel chain to give different new hires for the same job different amounts of pay and benefits? Should the hotel chain use a low, competitive, or high job offer? Why? Should the company present a maximum job offer or leave room to negotiate? Why? What can the hotel chain do to increase the likelihood that the top candidates it recruits will accept its job offers? For more information on Hotel Chain read this:https://en.wikipedia.org/wiki/Hotel_chain

Dis 1. Identify two conflicts (i.e., interpersonal conflict [between individuals], intra-organizational conflict [within groups], or inter-organizational conflict [between organizations]) that you currently experience or potential work-related conflicts in the work environment. Based on the results below, analyze how you can anticipate and manage conflict to reduce risks from occurring. Should be at least 150 words. https://www.123test.com/disc-personality-test/ For more information on Intra-Organizational Conflict read this: https://en.wikipedia.org/wiki/Group_conflict

200-250 words Often times hiring managers to choose the best interviewee and not the best candidate for the position. Many times the selection process comes down to two candidates and the interviewers are making a decision with only a small exposure to the person. Think back to an interview that you had to interview for a job. When you finished the interview, did you think the interviewers had enough information about you to make an informed decision? Why or why not? Do you think that “good interviewees” are more likely to get a job versus the right candidate? Why or why not? Discussion Board Rubric Expectation Points PossiblePoints EarnedCommentsApplication of Learning Material Content: Post demonstrates an understanding of Learning Material content. 20 Application of Course Knowledge: Post contributes unique perspectives or insights gleaned from personal experience or examples from discipline. 20 DB Responses: Responds substantively to two posts. Responses encourage interaction in the Discussion Board and classroom community. 20 Organization: Post presents information logically and is clearly relevant to the discussion topic. 8 Professional Language: Posts contain accurate grammar, spelling, and punctuation with few or no errors. (APA formatting is not required.) 7 For more information on Interviewee read this: https://en.wikipedia.org/wiki/Interview

video and “Housecleaning, Then Dinner? Silicon Valley Perks Come Home”  (http://www.nytimes.com/2012/10/20/us/in-silicon-valley-perks-now-begin-at-home.html?pagewanted=all (Links to an external site.))  highlight companies that are rapidly redefining non-financial incentives with their outside-the-box approaches.   In today’s increasingly competitive marketplace, why are non-financial incentives becoming an important tool for recruiting and retaining talent? As a human resource manager, what specific “perks” might you encourage your organization to adopt? Why https://youtu.be/_QqT38QRA84 For more information on Human Resource Manager read this: https://en.wikipedia.org/wiki/Human_resource_management

What’s in a Name? In the Afterword, Laszlo Bock describes how Google renamed his position from VP of Human Resources to VP of People Operations. The HR function in today’s workplace has been rebranded with many names: e.g., Human Resources, People Operations, Talent Management, Human Capital, Employee Engagement, Team Member Services, etc. In your opinion, which of the above names for the HR function best describes the role, and why? How has your understanding of the role of an HR professional changed as a result of taking this course? Post your initial response by Wednesday, midnight of your timezone, and reply to at least 2 of your classmates’ initial posts by Sunday, midnight of your timezone.? 1st Person, to respond to  RE: Week 10 DiscussionCOLLAPSE Hi Dr. John and Fellow students What is in a name?  According to Bill Conaty, ” HR leaders have an obligation to balance their strong business partnering role with their employee advocacy role”  This is not as much the question about the name or the title, as Bock wanted it to be when he became the CEO at Google. Titles have an ideology with which people tend to identify themselves with rather than the role they play. It does not matter what a title is; one knows what is being expected of him about their role. Therefore, a title does not matter as long one can be content, have a positive self-image, and trust the people that one works with so that the working environment becomes fulfilling to both the leader and the team members. How has the role of an HR professional changed as a result of this course? This is the one course that I believe should be taught from an early age in life. In fact, it has to be part of the school curriculum from primary education. From the grade three-level, when the learners are taught Life Skills, this should be included. As managers and leaders, one is actually thrown into the deep end because one is focused on getting a higher title, which comes with incentives in monetary rewards. Some people become big-headed and quickly lose their prospective roles in the work-place. Through this course, I have learned to recruit, retain, reward, develop, and assess takes more than a humanitarian principle, which is based on truth, honesty. And love. Each of us needs to view ourselves as founders in any work we are being placed in. And then build a culture based on each one’s calling, a vision, and a mission statement. This gives each of us the latitude to trust others, freedom, and a sense of authority. In this way, the work environment becomes fulfilling for everyone. I would surely recommend this course to anyone in a management position, especially within the department of education, as one has to multitask with little or no knowledge. References: 1.JWMI 521. Week 10 Lecture Notes 2. JWMI. 521 Week 10 Videos 3. Bock, Laszlo, Work Rules. 2017 2nd classmate to respond to RE: Week 10 DiscussionCOLLAPSE Hello Prof. and Classmates I choose Human Capital as the name for the HR function. The word “capital” conveys the image that people within the organization are considered as an asset and not a liability. On the contrary words “ resources” conveys a consumable or reusable source for some purpose. “operations” means processes, actions, or procedures to move from one end to the other (e.g. logistics and distribution) or convert raw material into finished goods ( manufacturing). The right mix of people within an organization has the potential to increase the valuation of the business. Investment of time and money (coaching, mentoring, development) in the right set of people is likely to yield higher return either in terms of productivity or business revenue. After taking this course, I have realized that an HR professional’s role is not just to recruit, assess, develop, reward, and retain. It is beyond it. HR professionals shall strive to provide an environment with sense of purpose and empowerment to employees. Create a purpose-driven culture within an organization, which will drive employees to perform better and be more productive. It is not only about financial rewards, but its also about meeting the employee’s non-financial needs as per Maslow’s hierarchy theory and Hertzberg’s Motivation hygiene theory References Bock, Afterword for HR Geeks Only: Building the World’s First People Operations Team O’Donnell, “Why career frameworks are becoming a must-have” Patty McCord: “Presentation at the 2018 Code Conference” EOV Patty McCord – Retention For more information on Rebranding read this: https://en.wikipedia.org/wiki/Rebranding

This assignment requires the student to read and review a book pertaining to the course, and also respond in a scholarly way to at least 2 other student’s book reviews Following are specific criteria:•          The book must be at least 50 pages unless the instructor approves otherwise.•          The book must focus on productivity, Lean, Six Sigma, or Lean Six Sigma in general•          The book should have a global focus or clear global applicability•          The book must either be of an enduring foundational nature or be less than 5 years old and viewed as cutting edge. Either one of these stances must be justified with a rationale.•          In your review you are to summarize the book and focus on how the book relates to course goals. In essence, you can let the book be the basis for a  one-source review of the literature.•          The review must be at least 10 pages long (double space).•          APA is required.•          You are encouraged to relate the book review to other assignments (courses, group project, etc.) and vice versa.  You cannot use a textbook. Each student will post a brief message (2-3 paragraphs) The message must include: 1)      Book title and author, name of a publishing company, and year of publishing.2)      A paragraph explains what this book is about and how it relates to the course.3)      The reason for your book selection Your book review format may be different from others, but these are suggested items:1)      About the book (title, author and publisher, publisher address, ISBN, date and page counts.2)      Abstract3)      Reasons for reviewing this book4)      Brief review5)      Book discussion (or book critique). This section is from your opinion/point of view.6)      References For more information on Productivity read this: https://en.wikipedia.org/wiki/Productivity