A LETTER OF JOB OFFER     

Question hannon Albright has an accounting degree from a U.S. accredited university. She also became certified as a CPA (certified public accountant). Upon graduation, she was offered and accepted an entry-level accounting position at a firm in Atlanta, GA. She has been gainfully employed with this firm for the last 5 years. Recently she interviewed with your firm, which is located in Boston, MA. You, working for the human resources department, want to hire Shannon for your organization's financial accountant position.   You know Shannon is a strong candidate, and you want to develop a competitive offer that will attract Shannon yet still fit within the company's budget and compensation structure (i.e., considering both internal and external equity). With this in mind, you are asked to prepare the offer for Shannon. The following will be included in this package and should be specific to Shannon and this situation: Compensation package: What pay rate will you offer (using salary survey research as support)? What else may...
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 PERFORMANCE MANAGEMENT  

Question You and the other members of the HR team have conducted an analysis of your organization and found that performance management processes are highly inconsistent among departments. Some departments have a process of a formal annual appraisal, while other departments do not provide employees with any documented feedback on their performance. Also, some departments have a process of documenting employee performance issues; others seem to follow a process of no documented warnings before recommending termination. Your team recognizes the benefits of establishing a developed performance management program and will present its plan to the CEO next week. Individual deliverable (1–2 page Word document): (50 points) Using the Internet and the library, locate information on performance management systems. Choose one type of program and describe it for your colleagues. Include a real-life example of an organization that currently uses or has used this type of program. Be sure to include how this program handles performance appraisals and the disciplinary action and performance coaching processes. Answer  PERFORMANCE MANAGEMENT   For...
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Describe at least 3 methods you could use to measure employee morale.

Question As the new HR Manager, you have put together some preliminary reports for the CEO. One of the reports you compiled focuses on employee turnover. The company you work for is an organization with aggressive expansion goals. In the last 2 years, it has continually hired new employees, yet it has not achieved the staffing levels it desired. The company knew that some employees had left the organization, but turnover rates had not been formally tracked. After your preliminary fact-finding, you were surprised to discover that the turnover rate for the past year was 38%. You know the CEO will not be pleased with this turnover rate, and you have made the decision to prepare yourself more before presenting the report to the CEO. Because turnover presents a significant cost for an organization, you recognize that this will be an opportunity for you to demonstrate how you can partner with the executive team to turn this situation around and help the...
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Human Resource Law, Job Analysis

Question Your organization has recently experienced growth in the number of employees on its payroll. In response to this, you are beginning the recruitment process for an additional payroll clerk. You would like to create a job analysis before writing any job advertisements. As part of the information gathering process, you have decided to create a job questionnaire that the current payroll clerk will complete. You will then conduct Internet research to develop a list of performance expectations for this position. Finally, you will draft ideas for meeting Equal Employment Opportunity guidelines during the recruitment process. Part I: Create a job questionnaire (1-2 pages) You may refer to the U.S. Department of Labor's Occupational Outlook Handbook for job description information that can help you form your questions. The questionnaire should be directed to the employee (e.g., What do you...). At a minimum, your questionnaire should elicit information about the following: Duties performed Special qualifications Equipment used Working conditions Interaction with others Supervisory responsibilities Decision-making responsibilities Part 2: Performance Expectations List (1 page) Use the...
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Outline the arguments for and against the policy of multiculturalism

Question ANSWER ANY ONE OF THE FOLLOWING QUESTIONS How should Canadians respond to the environmental challenges we are facing? Develop an argument for or against a policy that would restrict our capacity to be the most active and dangerous agents of environmental change. Why is Canada a “troublesome” country to govern? What role does geography play in this? Is it possible to have “one country, two visions”? How should the question of Québec’s place in Confederation be resolved?  Describe the future geography of Canada based on your resolution of the Québec issue. Outline the arguments for and against the policy of multiculturalism. What are the advantages and disadvantages of officially promoting multiculturalism? What are the advantages and disadvantages of the Canadian economy being so intricately tied to the American economy? Develop an argument for or against the view that Canada should take steps to decrease its reliance on the American economy. Outline the arguments for and against a policy that would encourage greater diversification of Ontario’s secondary...
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UNIT 5: Individual Development Plans

Question UNIT 5: Individual Development Plans You have been asked to speak to your local training and development group on individual development plans (IDPs). Specifically, you are focusing on the following: How to create effective IDPs How to evaluate IDPs The importance of IDPs Use the library, Internet, and course materials to research this topic and back up your recommendations for creating and evaluating IDPs. Write the full text of your speech as a Word document of 3 pages with citations in APA format. Answer UNIT 5: Individual Development Plans It is the dream of every employee to have a successful career and moreover, to make progress in his career as well as gaining promotion from time to t time. As a result, the employees may use different methods and channels just to ensure they do not stall their career progress. At times, they are forced to go back to study while others take refresher courses from time to time just to ensure that they remain sharp....
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  Training and Development

Question Conduct a phone or personal interview with a Training Manager. Ask them to describe the role that training and development plays in their company utilizing the following questions: Who conducts the training and how often is it delivered? Who receives the training in the organization and what are the topics? What are the typical steps in the training process in your organization? How are your training efforts evaluated for effectiveness and efficiency? answer   Training and Development   Abstract This document contains the findings that were as a result of an interview with a training manager in a reputable organization on training and development. It covers the impact that training and development has in an organizational setting. These roles are discussed in the context of who is required to conduct the training, the beneficiaries of the training and the topic they are to be trained on, the steps followed in the training process together with the evaluation methods so as to enhance efficiency and effectiveness. It is therefore important to...
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Training, Evaluation and Validation

Question Barbara Maddock, the Director of Information Technology, stopped you on your way to lunch to inquire about ways to evaluate some training. She is planning some training in the area of providing better customer service in the technical support center. You had to rush off to a meeting, so you told her that you would send her a memo outlining some ways to evaluate the training.   Write a brief memo explaining the major concepts of evaluating and validating training to the Barbara Maddock, the Director of Information Technology.   Be sure to explain the concepts in such a way that someone without a comprehensive background in training will understand the ideas and be able to apply them. (If you must use training jargon, be sure to provide an explanation). Address the 4 levels of evaluation Answer Training, Evaluation and Validation Memo To: Barbara Maddock, Director of Information Technology From Cc: Customer care team, Information Technology Team Date: September 16, 2016 Ref: Major concepts of evaluating and validating training As I had earlier agreed...
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Training Design and Development ( UNIT 2 )

Question The Director of Sales, Jorge Muñoz, has approached you to recommend training for new sales representatives. In the form of an e-mail (placed in a Word Document), complete the following: Identify the training objectives What will the trainee know and be able to do upon completion of training? Include the quality of performance and the conditions under which performance occurs. Write up an audience analysis that includes the following: Skills, needs, and interests of the target training group Relevant background knowledge When, where, and how the training should be delivered Any additional information you think is important to include Direct your recommendations to Mr. Muñoz To help you identify the type of work sales representatives perform, check out the Occupational Outlook Handbook published by the U.S. Department of Labor – Bureau of Labor Statistics (using the resources in course materials). Perform your search by job title or by using an alphabetical search. Answer Training Design and Development   From: TO: Mr. Munoz Cc: Human Resource Management Team Subject: Recommendations on Training of Sales Representative Dear Mr. Munoz This is in...
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Nursing Sensitive Indicators

Question Introduction: National initiatives driven by the American Nurses Association have determined nursing-sensitive outcome indicators that are intended to focus plans and programs to increase quality and safety in patient care. The following outcomes are commonly used nursing-sensitive indicators: •  Complications such as urinary tract infections, pressure ulcers, hospital acquired pneumonia, and DVT •  Patient falls •  Surgical patient complications, including infection, pulmonary failure, and metabolic derangement •  Length of patient hospital stay •  Restraint prevalence •  Incidence of failure to rescue, which could potentially result in increased morbidity or mortality •  Patient satisfaction •  Nurse satisfaction and staffing Scenario: Mr. J is a 72-year-old retired rabbi with a diagnosis of mild dementia. He was admitted for treatment of a fractured right hip after falling in his home. He has received pain medication and is drowsy, but he answers simple questions appropriately. A week after Mr. J was admitted to the hospital, his daughter, who lives eight hours away, came to visit. She found him restrained in bed. While Mr. J was slightly...
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