HRM 498 Entire Course
uophelp.com is now newtonhelp.com www.newtonhelp.com
Please check All Included Tutorial Below
HRM 498 Week 1 Strategic Plan (2 Papers) HRM 498 Week 2 Organizational Effectiveness Evaluation HRM 498 Week 2 Employee Profile Case Study (2 Papers) HRM 498 Week 3 Company Profile Analysis (2 Papers) HRM 498 Week 5 Strategic HRM Plan (2 Papers) HRM 498 Week 1 DQ 1 HRM 498 Week 2 DQ 1 HRM 498 Week 3 DQ 1 HRM 498 Week 4 DQ 1 HRM 498 Week 5 DQ 1 =======================================
HRM 498 Week 1 DQ 1
uophelp.com is now newtonhelp.com www.newtonhelp.com
What are five challenges facing HRM? What makes these challenges important? Why are these challenges important to consider as a strategic partner?
Please remember to:
Take a position on the issue (that is, answer the question directly)
Define the theories and concepts
Practical applications/examples
Please don't forget text citations and a reference page for any material you directly quote or borrow from another source. Remember to define terms/concepts and include practical applications from your work experience or the real business world. ======================================= HRM 498 Week 1 Strategic Plan (2 Papers)
uophelp.com is now newtonhelp.com www.newtonhelp.com
This Tutorial contains 2 Papers
HRM 498 Week 1 Strategic Plan
Create a 1,050- to 1,400-word strategic plan for your place of employment or a company with which you are familiar.
Include the following in your plan:
§ Mission, vision, core values
§ Environmental analysis
§ Internal or external industry trends and economic factors
§ Legal and legislative issues
§ Internal or external technological changes
§ Demographic or labor trends
ยง Social concerns, such as education, family or sustainability factors
ยง Objectives
ยง Financial
ยง Strategic (Long-term/short-term goals)
Cite any sources according to APA formatting guidelines.
Click on the Assignment Files tab to submit your plan. ======================================= HRM 498 Week 2 DQ 1
uophelp.com is now newtonhelp.com www.newtonhelp.com
What is the difference between a general and core competency? Provide specific examples.
Please remember to:
Take a position on the issue (that is, answer the question directly)
Define the theories and concepts
Practical applications/examples
Please don't forget text citations and a reference page for any material you directly quote or borrow from another source. Remember to define terms/concepts and include practical applications from your work experience or the real business world. ======================================= HRM 498 Week 2 Employee Profile Case Study (2 Papers)
uophelp.com is now newtonhelp.com www.newtonhelp.com
This Tutorial contains 2 Papers
HRM 498 Week 2 Employee Profile Case Study
Read the following employee profiles:
Employee #1
Jimmy Brown is a manager with Solomon Industries, Inc., (SII) a supply company in South Carolina. SII serves as a warehouse for other companies that deliver and store their goods using SII’s facility as temporary storage. Jimmy was born in 1955 and spent 20 years in the military. Upon retiring, he was hired as a production supervisor for SII. Originally from SC, he is the night shift supervisor working 12 hour shifts from 7:00 pm to 7:00 am Monday through Thursday supervising 12 employees. Jimmy is a traditional Baby Boomer as he grew up in the 60’s, his dad worked, his mom stayed home, and he is the oldest of
three children; a brother and a sister 2 and 4 years younger, respectively. Jimmy received his bachelor of arts degree while in the military in chemical engineering. Turnover is pretty high at SII as Jimmy is constantly training new employees. He had the option of moving to the day shift but he worked nights his whole military career and likes this shift so he asked to continue working this shift. His present staff consists of 1 employee over the age of 50 and the rest of the employees range from 2040 years of age.
Employee #2
Michael Johnson was born in 1976 in Ohio. He has a technical background graduating in 1997 in computer science and moved to SC in 2010 with his new bride. Michael’s parents divorced when he was 2 years old and he rarely saw his biological father. His mom worked two jobs almost 7 days a week until she remarried when he was 10. His step dad travelled often with his job and had two daughters from a previous marriage. Their mom died 3 years before he married Michael’s mom. Michael applied for the Information Technology position but at the last minute the position was closed because the employee decided not to leave the company so Michel took on the responsibility of being the day shift supervisor. He works 7:00 am to 7:00 pm Monday through Thursday with Solomon Industries, Inc., (SII) a
supply company in South Carolina. SII serves as a warehouse for other companies that deliver and store their goods using SII’s facility as temporary storage. Turnover is not as high as his night shift counterpart, but still has some turnover. The company allows tenured employees to move to the shift they desire if positions are available. Michael manages 15 employees, 8 are over the age of 50, 2 are new employees under 21 years old, and the remaining are between 21-50 years of age.
As a manager, you are tasked with creating a 350-word performance management plan for Employee 1 and Employee 2.
§ Include how your management approach would change to fit the employees needs
§ Assess the approaches you would use to monitor the behavior of each employee
§ What are the legal implications?
§ How would you evaluate the effectiveness of your approach?
Click on the Assignment Files tab to submit your plan. ======================================= HRM 498 Week 2 Organizational Effectiveness Evaluation
uophelp.com is now newtonhelp.com www.newtonhelp.com
HRM 498 Week 2 Organizational Effectiveness Evaluation
Select a company that interests your team. It can be your current organization or an organization that you are familiar with to complete the following assignment.
Research the company’s HR website for internally and externally disseminated documents, mission and vision statements, and the company’s core competencies.
You have been hired as an outside consultant to help this organization in evaluating and measuring their organizational effectiveness.
Write a 350-word assessment that answers the following:
§ Identify the organization’s primary product or service
§ What is the companies overarching goal?
§ What are some tools and resources you would suggest the company use to evaluate and measure its effectiveness?
Click on the Assignment Files tab to submit your evaluation. ======================================= HRM 498 Week 3 Company Profile Analysis (2 Papers)
uophelp.com is now newtonhelp.com www.newtonhelp.com
This Tutorial contains 2 Papers
HRM 498 Week 3 Company Profile Analysis
Resource: Delta Corporation Company Profile
Read the Delta Corporation Company Profile.
You are an HR representative at Delta Corporation. Your manager has asked you to analyze the company profile and address the following in 525 to 700 words:
ยง Assess the current company profile and identify any current or potential diversity issues
ยง Evaluate why diversity is an issue
ยง Create a strategy for recruiting a competent and diverse workforce for your company.
Click on the Assignment Files tab to submit your analysis.
======================================= HRM 498 Week 3 DQ 1
uophelp.com is now newtonhelp.com www.newtonhelp.com
What are ethics? How do you mediate personal ethics when they differ from a company’s ethics? What are some methods for exploring and researching a company’s ethics and values?
Please remember to:
Take a position on the issue (that is, answer the question directly)
Define the theories and concepts
Practical applications/examples
Please don't forget text citations and a reference page for any material you directly quote or borrow from another source. Remember to define terms/concepts and include practical applications from your work experience or the real business world. ======================================= HRM 498 Week 4 DQ 1
uophelp.com is now newtonhelp.com www.newtonhelp.com
What are some key elements to assessing a domestic culture? What are some keys to assessing a foreign culture? How does HR ensure the assessment is successful? What steps must be taken to move from assessing a culture to evaluating its integration in a company?
Please remember to:
Take a position on the issue (that is, answer the question directly)
Define the theories and concepts
Practical applications/examples
Please don't forget text citations and a reference page for any material you directly quote or borrow from another source. Remember to define terms/concepts and include practical applications from your work experience or the real business world. ======================================= HRM 498 Week 5 DQ 1
uophelp.com is now newtonhelp.com www.newtonhelp.com
What is the best strategy for addressing issues that may arise when a strategic plan is implemented? Should stakeholders be involved? Should changes be made during a strategic plan’s
initial unfolding if problems arise? Should this be staved off in favor of data collection?
Please remember to:
Take a position on the issue (that is, answer the question directly)
Define the theories and concepts
Practical applications/examples
Please don't forget text citations and a reference page for any material you directly quote or borrow from another source. Remember to define terms/concepts and include practical applications from your work experience or the real business world. ======================================= HRM 498 Week 5 Strategic HRM Plan (2 Papers)
uophelp.com is now newtonhelp.com www.newtonhelp.com
This Tutorial contains 2 Papers
HRM 498 Week 5 Strategic HRM Plan
American Plastics had fared rather worse than its competitors during the economic downturn. With revenue, quality, and productivity down, management set several goals to reverse the company’s fortune. One area in need of improvement was human resources and “Janet,” the newly appointed HR Director faced a daunting challenge: to quickly re-invent the Human Resources function, reposition it a strategic partner to the business, and improve employee perceptions of her department. Her predecessor retired after leading a major reduction in force causing a significant exodus of key talent, some unexpected. Janet was charged with finding a way to retain top talent and develop a steady but highly-qualified stream of candidates to fill regular as well as critical positions. The CEO agreed with her that differentiating the human resources function was essential for the company’s strategic plan to succeed.
In her first two weeks on the job Janet discovered:
§ Job descriptions were inconsistent, long but vague lists of high level “duties and responsibilities” and qualifications
§ Job titles didn’t reflect the work people did, used instead as a framework for budgeting and compensation as many were doing unique work requiring different knowledge and skills.
§ Aside from providing a coordinating function, human resources had outsourced recruiting to third parties who presented candidates based on their internet postings and other sources. No matter the level or criticality of the open position, human resources rarely conducted interviews or assessments before or after handing over the third party resumes to the hiring organization and would get involved again only when a candidate was selected.
§ HR’s participation in the onboarding process of new employees was limited to having them attend a half-day orientation session where, between a video and a slide
presentation about the company, they filled out benefits-related, payroll, ID and other paper forms.
§ Training and Development (T&D) had largely been outsourced to several companies that provided generic on-line courses.
§ The recent departure of several mission-critical employees disclosed no systematic means of capturing expertise from employees; when they left, their knowledge left with them.
§ The Performance Employee Evaluation Program didn’t align with anything, was viewed by managers and individual contributors alike as a burdensome annual chore that interfered with people’s “real jobs.”
The management of talent is one of a handful of strategic services human resources can offer. The decline of traditional HR functions through automation, self-service, and outsourcing demands a “culture change” within human resources: adopt a business focus by an organization still structured largely around benefits administration, time and attendance reporting, labor cost processing, and similar transactional operations.
Write a communications plan not to exceed 1,050 words to support the strategy of American Plastics.
Justify why they were important for your strategic HRM planning process.
Recommend how to address these considerations.
Focus on resolution of the human resource management challenges in order to support operational strategies.
Cite all sources according to APA formatting guidelines.
Click on the Assignment Files tab to submit your plan.