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Human Relations

Many of you live in cities, and for those of you who do not, you likely visit cities for various reasons.

Many of you live in cities, and for those of you who do not, you likely visit cities for various reasons. What are some of the fundamental reasons that you live in or visit a city? Would you define these reasons primarily as economic, social, cultural, etc.?
I am currently in Toronto, Canada.

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Human Relations

This is a follow-up to the lecture on science and the christian faith from our last class.

READ THE VALK ET AL. ARTICLE ON “WORLDVIEWS AND LEADERSHIP.” THEN WRITE A 3/4 PAGE SUMMARY OF THE ARTICLE AND A THEN 1/4 PAGE OF YOUR THOUGHTS ABOUT THE ARTICLE. If your Summary is longer than one page, this is fine. 2) GOOGLE “LIST OF CHRISTIANS IN SCIENCE AND TECHNOLOGY” FROM WIKIPEDIA. Go to the Current Day and read about a current day scientist. Then write 1/3 page describing this scientist and their work. This is a follow-up to the lecture on Science and the Christian Faith from our last class. You will share about the scientist that you read about at our next class. You can put both of these parts (#1 + #2) on one document.

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Human Relations

Do you support the executive pay, why or why not

identify three publicly traded corporations while identifying the compensation of the senior leaders of that corporation. create a pros and cons argument for and against the compensation recieved by these leaders. then, draw a comparison to the earnings of notable celebrity athletes or entertainers, while considering the responsibilities of those people to the leaders of the previously selected corporations. Do you support the executive pay, why or why not

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Human Relations

Be sure to integrate terms and research associated with major cognitive theories into your analysis such as egocentrism, inductive reasoning, or fluid/crystalized intelligence.

Please use the text book along with 2 other sources for this assignment
Chapter 7 of the course textbook examines theories of cognitive development during adolescence and later adulthood. For this assignment, refer to the textbook and two peer-reviewed journal articles to compare and contrast the theories and models of two cognitive theorists with respect these stages of human development.
In your paper, account for or respond to the following:
Briefly summarize the main elements of each theorist’s analysis of cognitive development during the transition from adolescence to early adulthood.
Compare and contrast the two approaches to this critical and difficult stage of development, illustrating in what ways, and with respect to what issues, each approach provides insights and/or exhibits shortcomings.
Compare and contrast cognitive development during adolescence versus early adulthood, evaluating whether and to what extent one or the other stage is more or less amenable to one of the two frameworks examined.
Be sure to integrate terms and research associated with major cognitive theories into your analysis such as egocentrism, inductive reasoning, or fluid/crystalized intelligence.
References
Mossler, R. A., & Ziegler, M. (2016). Understanding development: A lifespan perspective. San Diego, CA: Bridgepoint Education, Inc. Chapter 7: Cognitive Development Chapter 8: Language Development Chapter 9: Intelligence

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Human Relations

An evaluation of common methods used to select a candidate

Exam Content
This internship is turning into a great hands-on learning opportunity for you. Your manager has tasked you with proposing a talent management plan for pilots at Southwest Airlines. Your proposal will be considered by the Director of HR to make a formal plan.
Develop a 3- to 4-page proposal that includes the following:
A recommendation of 3 recruitment sources that are best suited to recruit pilots. Consider the number of resumes generated, the percentage of resumes likely to result in accepted offers, the time to fill a position, and the cost to fill a position.
An evaluation of common methods used to select a candidate
Recommend 3 methods for selecting new pilots. In your evaluation, consider reliability, validity, utility, and legality.
An evaluation of common methods used to train and develop employees
Recommend 3 methods for training pilots at Southwest Airlines. Consider learning and development outcomes, cost of training and development, the effectiveness of training and development, and risks.
An evaluation of common performance management systems
Recommend 1 method for performance management of pilots at Southwest Airlines. Consider strategic congruence, validity, reliability, acceptability, and specificity.
An evaluation of common methods to minimize voluntary turnover
Recommend 1 approach to retain pilots at Southwest Airlines. Consider methods for retaining employees, meeting pilot needs, and cost.

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Human Relations

Human resources thus encourage the organization to focus on employee training and development to ensure they have the best skills to fulfill their roles.

respond to post, do not rate, expound upon the idea
Examine how human resources can add organizational value.
Human resources make an organization more valuable by offering staff members whose work helps the firm meet its short- and long-term objectives. According to Toszewska-Czerniej (2018), human capital also helps attain a competitive market advantage. Human resources thus encourage the organization to focus on employee training and development to ensure they have the best skills to fulfill their roles. The company also adds value by establishing a worthy reward system for the workers, such as deserved remuneration, bonuses, and promotions. These measures motivate the staff and make them eager to maintain the organizational culture (Ozkeser, 2019). It also safeguards the organization from lawsuits caused by issues of workplace discrimination.
Recommend two strategies that an HR department can take to become a more valuable resource/organizational department.
The Human Resource Department (HRD) is significant in any organization but can become better through various strategies. The HRD can become a more valuable organizational department through the acknowledgment and use of technology (Ozkeser, 2019). The increased use of computers is evident in Human Capital Management systems (HCMs). The HRD can leverage HCMs in centralizing all its processes, including recruitment, payrolls, staff development, and tracking occupational safety guidelines. Automating these functions so employees can smoothly make requests like leave days makes technology a helpful addition to any HRD.
The HRD can also benefit an organization by promoting employee retention through wellness programs. Introducing on-site gyms, disease screening services, healthy lunch breaks, and transit alternatives, among other employee well-being initiatives, is not only significant to the workers (Jones et al., 2019). They also assist the firm in saving up on resources likely to be used in the treatment of the staff if the company facilitates medical coverage. This improvement through the HRD is crucial specifically because healthcare costs are rapidly rising (Jones et al., 2019). Employees are most certain to opt for firms that consider holistic well-being a critical contributor to workplace performance.
References
Jones, D., Molitor, D., & Reif, J. (2019). What do Workplace Wellness Programs do? Evidence from the Illinois Workplace Wellness Study. The Quarterly Journal of Economics, 134(4), 1747-1791. https://doi.org/10.1093/qje/qjz023
Ozkeser, B. (2019). Impact of Training on Employee Motivation in Human Resources Management. Procedia Computer Science, 158, 802-810. 10.1016/j.procs.2019.09.117
Toszewska-Czerniej, W. (2018). Creating Value of Organization through Human Capital Management. Ekonomia i Prawo. Economics and Law, 17(4), 443-457. http://doi.org/10.12775/EiP.2018.032

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Human Relations

Hr must work to stay innovative in how they promote and support the desired workplace culture.

respond to the below post, do not rate, expound upon the idea/thought
How can human resources add organizational value?
The HR function is a necessary and important piece to the overall potential for success of an organization. The HR function is there to perform the routine functions of staffing, performance management, policies, compensation, training and development, retention, and workplace culture. Performance has a large correlation to company revenue and will be further detailed to showcase the value HR holds. The performance management process is traditionally used to gauge success based on manager and worker roles that together set expectations, review results, and reward performance (Al-Musadieg et al., 2018). Without the right tools or evaluation process, employees are left with limited guidance or a platform to discuss their performance, and managers are left without a system to fairly evaluate the employee.
HR adds value to the organization when monitoring the legal requirements they are expected to work within. HR can further their value when allowed to operate as a strategic partner within the organization’s leadership team. This could include factors such as new initiatives that will impact employees or an expansion of a product line and how the company will staff for that. The strategic aspect of HR is tied to the company’s actions and management of their workforce that is tied to their strategic goals and mission. When HR is not established and provided the platform to do their job, organizations can be found to not follow policies, make decisions that can lead to legal violations, or leave a workforce with an unsupportive culture. HR provides the context to drive employee motivation and performance, which in turn impacts the productivity of the organization.
What are two strategies that an HR department can take to become a more valuable resource/organizational department?
Managers in an organization are continuously looking for ways to decrease their workload and time spent on administrative factors. HR can play a valuable piece to managers regarding such with how they manage the hiring process. As Feffer (2019) states, HR can lighten the burden on managers when they are looking to fill a position by pre-screening candidates and only requiring managers review qualified applicants. During this pre-screen, the HR professional can showcase to the candidate why they should want to work for that organization, and the compensation and benefits packages available to ensure only those truly interested are moved to the manager for review. To be successful at this requires an established relationship with the manager to gain useful information and trust in capabilities to support them.
Not only does the company need to remain on the cutting edge of what customers are waiting to stay relevant and in demand, so does HR. Innovation plays a large part in how successful an HR team can be. As Al-Musadieg et al. (2018) puts it, “…innovative HR practices are positively associated with organizational performance” (p. 445). There is a level of enhancement that occurs with innovation. This impacting satisfaction, organizational commitment, empowerment, and trust within the employee and management staff (Al-Musadieg et al., 2018). HR must work to stay innovative in how they promote and support the desired workplace culture. Being aware of what employees seek for compensation, benefits, training, and so on is necessary for innovation. To gain this important information, tools such as employee surveys should be utilized to adjust HR practices to remain innovative.
References:
Al-Musadieg, M., Nuriannah, Raharjo, K., Solimun, S., & Achmad, R.F. (2018). The mediating effect of work motivation on the influence of job design and organizational culture against HR performance. Journal of Management Development, 37(6), 452-469.
Feffer, M. (2019, March 26). How to convince hiring managers to work with HR. Society for Human Resource Management. https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/how-to-convince-hiring-managers-to-work-with-hr.aspx

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Human Relations

Discuss a total rewards plan for a chosen organization and how the total rewards plan impacts quality employee selection and retention.

Good morning:
Thank you in advance for your assistance. NO cover page or page numbering is needed. Please cite any resources used and ensure
that there is no more than 1 percent cited material (via plagiarism checker).
Discussion Question:
Respond to the following in a minimum of 200 words:
Discuss a total rewards plan for a chosen organization and how the total rewards plan impacts quality employee selection and retention.
Consider the type of discretionary benefits the organization offers. Do you think the benefit plan your organization offers is well designed and meets the needs of the employees?
Note: the link below is an article about the future of total rewards. Hope this helps.
https://www.wtwco.com/en-US/Insights/2021/01/the-future-of-total-rewards
Thanks again.

Categories
Human Relations

If the company does not have part time employees; must it create a position for ernesto?

Ernesto is a 62 year old Hispanic male (non-exempt employee) whose job is a telecommunications/tech repair specialist. He is one of thirty employees of Radix Corp. His duties require him to travel to remote locations to repair computer and other electronic devices located in transmitter stations only accessible by 4 wheel drive vehicles.. These stations are small rectangular metal buildings containing the commutations equipment. He has diabetes and recently filed for workers compensation, claiming that his disease is job related. He recently had to undergo an operation to remove his left leg above the knee. He has been recovering, and his doctor has certified that he can return to work in a limited capacity. The company does not have any available part time positions.
You are the HR director: What employment laws apply? If the company does not have part time employees; must it create a position for Ernesto? What action may the company take concerning Ernesto’s disability associated with his full-time position?
If he is unable to perform the essential functions of his position with or without accommodation, what action can the company take? (Assume that the remote locations are difficult to reach and that they cannot accommodate a wheelchair.)
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Categories
Human Relations

Deep dive into the health inequity they chose (i chose disparities in minority groups, specifically hispanic).

Deep dive into the health inequity they chose (I chose disparities in minority groups, specifically Hispanic). You should conduct research utilizing, analyzing and critiquing diverse sources of information, including traditional sources such as articles, peer reviewed journals, government agency reports and webinars, news outlets, as well as non-traditional sources (e.g., digital stories and photo voice, among others). The students will identify relevant social and political determinants of health, those which contribute to the health inequities/disparities, as well as those that can be used as assets in the development of interventions/solutions and/or policy to resolve the inequity.