Week 4 Assignment – Supporting Document 1: Memorandum to the CEO
Using the same scenario from Identifying the Organizational Learning Issue, as the vice president of human resources, you must create a memorandum to the CEO on the issues you discovered from the research. This memorandum serves as your communication to share the discovered problems and request permission to continue researching future solutions.
Write a 1–2 page memorandum in which you:
Identify the issues you discovered in the organization’s mystification from individual learning to organizational learning using the examples that you provided in Identifying the Organizational Learning Issues assignment.
Explain the significant barriers that you discovered impact the process of learning within the organization’s culture. Provide a brief descriiption of the selected OLM (such as, Off-line/Internal, Online/Internal, Off-line/External, or Online/External) that will be most suitable for this transition. Justify the selection.
Propose two actions that management can take to raise the level of trust as part of their strategy to create psychological safety. Justify your suggestions.
Use Microsoft Word or other equivalent software to select a memorandum template for this supporting document.
Use at least two quality academic references in this assignment. Note: Wikipedia does not qualify as an academic resource

Week 6 Hrmn 400

Discuss the benefits, challenges and tradeoffs of pay-for-performance, or merit pay. How would a pay-for-performance policy support the organization’s strategic goals? What factors should be considered in evaluating the effectiveness of this practice?
b) Select three methods for conducting an evaluation of an employee’s performance and discuss the advantages and disadvantages for each method. Discuss what level of employee (management, administrative, clerical, laborer, etc.) you would use each method to evaluate.
Be sure to provide the references for the sources of the information you used including the material provided in the classroom.
Discussion Two: Application
Read the Module 4 Case and scenario 1. After reviewing the module material, answer the following taken from the module:
The acting head of software development advises you that she wants to develop an effective performance appraisal system for her department. She remembers, from having taken a human resource management class as an undergraduate, that there are a number of different ways to measure performance and she wants your guidance in selecting one.
She also wants to make sure that the method chosen to measure performance fits the technical nature of the workers she supervises who work in teams. Knowing what an individualistic society the USA is, she suggests there be an individual and a team component.
a) Discuss the different alternatives that you recommend as the most effective for measuring the performance of software developers working in teams. Share at least three alternatives with the pros and cons of each alternative you suggest.
b) Answer/discuss the following: 1) What information will need to be gathered to develop the new appraisal system; 2) How you will make the performance appraisal job-related and valid; and 3) How you will mitigate the risk of rater errors when evaluating performance.
Be sure to provide the references for the sources of the information you used including the material provided in the classroom.
Make sure to also respond to two students with thoughtful comments.

Human resource mangement

Read the article, provide a summary and answer the questions.When responding to the questions please write as if you are a male and your friend “Ryan” is a male too

Organizational Culture Change Training

You are the Manager of Learning & Development in the Human Resources Department of a publicly traded company. Your organization has just hired a new CEO who wants to change the strategic direction of the company drastically. Such a drastic change means that the culture of the organization will need to change to support the new strategic direction.
As the HR Department prepares to support the new change initiative, you have been directed by the VP of HR to create a training manual for the mid-level managers. This training manual should be designed to help the mid-level managers understand the impact of organizational culture change in the change initiative.
-Review the attached document for reference and further instructions (this will help a lot in regards to key information and how to build out the manual in sections)
-APA Format
-Include 4-5 Scholarly citations that are relevant and not outdated
-The training manual should be formatted with bulleted points for each topic; discussion prompts, and include the amount of time needed to cover each topic. This training manual should also incorporate an exercise in which mid-level managers would brainstorm behavioral descriiptors for each new cultural value and articulate how those would translate into actionable behaviors.
Prepare a training manual that:
-Distinguishes the cultural variables that inhibit or support change.
-Discusses principles of change and how organizational culture develops through the stages of change.
-Details how the organizational culture change can be both radical and incremental to support business strategy.
-Explains the importance of aligning tangible and intangible employee rewards with change efforts.
-Includes an exercise to brainstorm that identifies behavioral descriiptors for each new cultural value and articulate how those would translate into actionable behaviors.
-Provides attribution for credible sources used in the training manual

HR400M1-1: Plan the steps involved with the recruitment and interview process.

Recruitment and Interview Process Steps
This competency assessment assesses the following Outcomes:
HR400M1-1: Plan the steps involved with the recruitment and interview process.
GEL-2.02: Interpret data as they apply to a discipline specific situation.
Before starting this assessment, review the checklist below. Then, in a Microsoft® Word® document, compose a 3–4-page paper based on the following scenario: You are the hiring manager at a major food retailer and need to hire a night shift supervisor at various locations across the Southern U.S. including Georgia, Alabama, and South Carolina. The company is being held up to scrutiny after several lawsuits alleged discrimination in hiring. Therefore, you know you need to make sure you can document non-discrimination and diversity in your hiring practices. Applicants should have retail business experience, preferably with a food retailer, experience with automated inventory control, and at least some supervisory experience. You are looking for someone to fill the third shift from 11 p.m. – 7 a.m. Your company offers the industry standard for salary, benefits, and growth opportunities.
Develop the process to recruit for the scenario position that includes the following elements:
Visit the United States (U.S.) Bureau of Labor Statistics website. At this site, Labor Force Projections, review the data table for the labor force “age, certifications and licenses, disability, educational attainment, …”, etc. (U.S. Bureau of Labor Statistics, 2021).
Analyzing the data from the above website, (a) describe at least three specific demographics regarding how the U.S. workforce demographics are changing, and (b) at least three specific demographics that might impact the organization’s recruitment strategies and methods.
Explain how diversity and inclusion can be improved in an organization.
Plan the steps in the recruitment and interview process by addressing the steps below:
Step 1: Conduct a job analysis. Include at least 5 duties and responsibilities, education and prior experience, work environment, and growth opportunity sections in your job analysis.
-Explain how the information in the job analysis would be a useful tool in preparing for the interview process.
Step 2: Describe how employment applications and resumes will be assessed. Include at least three key areas that will be considered.
-Describe how you will use electronic recruitment methods in the recruitment process.
Step 3: Report how time will be allocated by addressing interview length and scheduling recommendations.
Step 4: Plan for the appropriate environment by identifying and explaining three factors that create an optimal environment.
Step 5: Address the importance of prepared questions, including at least three guidelines to be followed as questions are prepared.
U.S. Bureau of Labor Statistics. (n.d.). Employment projections.

You are the global talent manager at amazing foods, a global food distribution company.

You are the Global Talent Manager at Amazing Foods, a global food distribution company. Amazing Foods has an organizational goal of creating a culturally intelligent and competent global workforce. One organizational strategy to meet this goal is to develop and retain global employees. You have conducted an assessment of your performance management process and determined that there are gaps, which impact the engagement and retention of employees in your global environment. As you discuss this with the HR Director, Mr. Steve Kirkowski, he suggests developing a strategic plan focused on engagement and retention of host country nationals, expatriate, and repatriated employees to close these gaps.
-APA Format
-5 or more scholarly citations
-Refer to the rubric to ensure that you are discussing what is expected (attached)
-Design a strategic plan for the engagement and retention of host country nationals, expatriates, and repatriates that accomplishes the following goals:
• Examines the challenges of performance management processes both in the U. S. and globally.
• Recommends the use of a cultural intelligence assessment as part of the performance management process.
• For host country nationals, expatriates and repatriates:
• Provides a process for the development of performance goals
• Recommends performance measures ( 2-3)
• Develops a policy regarding the frequency (annually) and content of regular performance assessment
• Develops a uniquely crafted employee engagement strategy
• Designs a uniquely crafted employee retention strategy
• Details how the engagement and retention strategic plan will be implemented both in the U. S. and globally.
• Ties the strategic plan to the organizational goal of creating a culturally intelligent and competent global workforce.
Be sure to provide proper attribution for credible sources used in the strategic plan.


Read the following scenario and respond in a minimum of 250 words Microsoft® Word® document concerning the following:
A cashier employed for 18 years ate a bag of potato chips without buying them while at work. She paid for the bag as soon as her shift ended. She was fired. The employee ate the chips because she was diabetic and was concerned that her blood sugar was getting too low. Later, the EEOC sued the employer on her behalf and claimed the employer discriminated against her because of her disability.
• Conduct some research and determine which of her human rights were violated.
• How should the employer have responded? Explain.

Select two case studies and present a defense strategy as if you were the hr representative for the company that potentially violated eeoc guidelines.

Read “Selected List of Pending and Resolved Cases Under the Age Discrimination in Employment Act (ADEA).”Links to an external site. Select two case studies and present a defense strategy as if you were the HR representative for the company that potentially violated EEOC guidelines. Try to explain why the company may be in compliance, or defend the company in lieu of a potential lawsuit. In order to provide a thorough analysis, please use at least two other sources in addition to the official EEOCLinks to an external site. website

Provide a brief overview of how the demographics of the world, and us, workforce has changed (percent of women in the workplace and average age, for example)

Please follow the instuctions carefully. Please do not use scholarly references older than 5 years. Please provide in-depth and detailed information reflecting your expertise on the subject. After reading the background (included on the attachement) please address the following. Thank you!
Provide a brief overview of how the demographics of the world, and US, workforce has changed (percent of women in the workplace and average age, for example)
Discuss how managing a homogeneous workforce differs from managing a heterogeneous workforcbcie, both nationally and globally.

Choose a uk company listed in ft100.

Choose a UK company listed in FT100.
In this plan, you need to:
a) describe what issues and challenges, but also opportunities the company might be facing,
b) what do you think the company should do about talent management to address these issues and challenges and opportunities and,
c) why should they take these measures? [In this section, you are expected to analyse in detail what challenges the company may face in the
next 5 years, what specific suggestions you are proposing, as well as the logic behind these suggestions. These suggestions should be based on what
you learned from lectures and theory. You are also encouraged to propose new ideas beyond what lectures have covered]
Indicative structure:
• An introductory part (approximately 500words) that in short describes the case study company as well as the concept definitions and frameworks
used. This part should also indicate the case to be argued, i.e. the rationale behind the critical analysis.
• A literature review part (up to 1000 words) that describes the views from the relevant theories and approaches chosen to analyse the topic of talent
management, including both the favourable and the counterarguments. Also provide evidence, if available, regarding the case study company and
their talent management approach or lack of it.
• The 5-year Talent Management Plan and critical analysis part (up to 1000 words) should be the focus of this assignment. This part should include a
5-year Talent Management Plan and a critical discussion of the academic theories and approaches when applied to the case study company.
• Conclusion (up to 300 words) includes the conclusions of the 5-year Talent Management Plan and a critical discussion of it, including the limitations
of the plan.
• Totbcial 2800 words excluding the references/bibliography.