...Nevertheless, the resources highlighted in this course have eased my transition. Taking advantage of these resources has provided me with the support I need to be more confident in this writing-based program. Some of the resources addressed in this course are as follows: EasyBib, Smarthinking, paperrater.com, your facilitator, and your academic advisor. EasyBib is a website that provides the necessary references you need to credit work that you use for research. Smarthinking and paperrater.com are both tools that give you "an extra set of eyes" to look over your work for mistakes that you may have overlooked, and to help with literary suggestions (Chambers, 2015). If you are having a difficult time understanding the material or the assignments required of you, your facilitator is just a message or call away from giving you direct guidance. Also, you can go to your academic advisor for guiding your future plan of study to help strengthen any problem areas you have accordingly....
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...HRM 531 , HRM 531 Phoenix, HRM 531 Uop help, HRM 531 Week 3, HRM 531 Individual Assignment , HRM 531 Learning team Assignment, HRM 531 Product, HRM 531 A Graded , HRM 531 Summary, HRM 531 Study Guide, HRM 531 Questions , HRM 531 Answered , HRM 531 Solution, HRM 531 Final Guide, HRM 531 Final Exam, HRM 531 A++ Work, HRM 531 A Graded, HRM 531 Homework, HRM 531 help, HRM 531 week 1 DQ, HRM 531 week 2 DQ, HRM 531 week 3DQ, HRM 531 week 4 DQ, HRM 531 week 5DQ, HRM 531 week 6 DQ, HRM 531 week 1 Assignment, HRM 531 week 2 Assignment, HRM 531 week 3Assignment, HRM 531 week 4 Assignment, HRM 531 week 5 Assignment, HRM 531 All Individual and Learning Team Assignments, HRM 531 Full Course , HRM 531 Whole Class HRM 531 Entire Solution, HRM 531 University of Phoenix Learning Team Assignment, HRM 531 Checkpoint, HRM 531 All Weeks , HRM 531 Week 1-5, HRM 531 Axia College, HRM 531 online class, HRM 531 week 3DQ, HRM 531 week 4 DQ, HRM 531 week 5DQ, HRM 531 Syllabus, HRM 531 Version, HRM 531 Week 1, HRM 531 Week 2, HRM 531 Week 3, HRM 531 Week 4, HRM 531 Week 5, HRM 531 week 1 DQ, HRM 531 week 2 DQ,, HRM 531 Assignment 1 , HRM 531 Assignment 2, HRM 531 Assignment 3 , HRM 531 Week 1-6, HRM 531 Assignment4 , HRM 531 DQs, HRM 531 Dq 1, HRM 531 DQ 2, HRM 531 Complete Course, HRM 531 Entire Class, HRM 531 Whole Tutorial, HRM 531 Work, HRM 531 final Project, HRM 531 Material, HRM 531 tutorial, HRM 531 Complete...
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...HRM 531 WEEK 2 EMPLOYMENT LAW COMPLIANCE PLAN To purchase this, Click here http://www.activitymode.com/product/hrm-531-week-2-employment-law-compliance-plan/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 531 WEEK 2 EMPLOYMENT LAW COMPLIANCE PLAN HRM/531 Human Capital Management Complete the Employment Law Compliance Plan task as described in the message from Traci on the Atwood and Allen Consulting Page. Individual Assignment: Employment Law Compliance Plan Purpose of Assignment For this task, Traci has asked you to develop an employment law compliance plan for your chosen client. This task will help you gain a better understanding of employment laws at the city, state, or national level. It is also important for you to understand how to be compliant with the applicable laws, and what the consequences are of noncompliance. Knowing laws that are applicable to employment in various business situations is essential starting and maintaining a successful business. Lists at least 3 employment laws the client must be concerned about Includes brief summary of each law Includes consequences of noncompliance with laws Includes recommendations for compliance with identified laws The paper is no more than 1,400 words in length. Format your paper consistent with APA guidelines. Use at least two (4) references from the reading assignment, Internet articles, Electronic Reserve Readings articles, or HR journal articles to support your paper. At least one(1) in-text citation must...
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...HRM 531 WEEK 6 LEARNING TEAM ASSIGNMENT To purchase this visit here: http://www.activitymode.com/product/hrm-531-week-6-learning-team-assignment/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 531 WEEK 6 LEARNING TEAM ASSIGNMENT Complete the Recruitment and Selection Strategies Recommendations task, as described in the Email from Traci, located on the Atwood and Allen Consulting page. Individual Assignment: Recruitment and Selection Strategies Recommendations Presentation: You currently work as a human resource management consultant, and you have scheduled a presentation to pitch your organization's value to a company that you have worked for in the past. Prepare a 12-15 slide Microsoft® PowerPoint® 15-20 minute presentation that will be used to present your assignment. Include the following components in your presentation: Purpose of Assignment For this task, Traci has asked you to develop some recruitment and selection strategy recommendations for your client. It is important for you to understand the relationship between the business strategy and the recruitment and selection strategies. Having appropriate alignment and clear goals helps to ensure that a business is recruiting and selecting the right candidates. It is also important that you examine the importance of a diverse and inclusive workforce in today's global economy. This includes diversity in the recruitment and selection strategies. Resources Required Week Six e-mail from Traci and Week Six client...
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...HRM 531 WEEK 5 LEARNING TEAM ASSIGNMENT To purchase this visit here: http://www.activitymode.com/product/hrm-531-week-5-learning-team-assignment/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 531 WEEK 5 LEARNING TEAM ASSIGNMENT Complete the Training Plan task as described in the Email from Traci on the Atwood and Allen Consulting page. Learning Team Assignment: Training Plan Purpose of Assignment For this task, Traci has asked you to develop a training plan for your client. This task requires you to develop an effective learning process that aligns with the chosen business's organizational strategy. You also consider how to use a needs assessment to identify areas of learning opportunities, and then select the appropriate training methods to optimize training effectiveness. You also need to explore strategies for evaluating employee training and development activities to ensure they are achieving the intended purpose. Developing a training plan, from needs assessment through the evaluation strategies, is important to ensure your workforce is receiving the knowledge and skills necessary to best perform its duties. Resources Required Week Five e-mail from Traci and Week Five client communications Includes a plan for needs assessment, which may involve the following:Environmental analysis Organizational analysis Demographical analysis Operational analysis Individual analysis Includes a plan for training methods, which may involve the following:Types of media Learning...
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.../531 Human Capital Management Final Exam Progress: (0/36) 1) ____________ are internal states that focus on particular aspects of or objects in the environment. A. Concepts B. Abilities C. Attitudes D. Values 2) Inventory shrinkages and accidents pertain to which component of direct costs associated with mismanaged organizational stress? A. Communication breakdowns B. Loss of vitality C. Performance on the job D. Participation and membership 3) Distrust, disrespect, and animosity pertain to which component of indirect costs associated with mismanaged organizational stress? A. Communication breakdowns B. Performance on the job C. Participation and membership D. Quality of work relations 4) Title VII is most relevant to the employment context because it __________on the basis of race, color, religion, sex, or national origin in all aspects of employment. A. prevents layoffs B. eliminates nepotism C. prohibits discrimination D. encourages advancement 5) Thousands of equal-pay suits have been filed, predominantly by ___________ since the Equal Pay Act of 1963 was passed. A. Americans with disabilities B. the elderly C. African Americans D. women 6) The Thirteenth Amendment A. prohibits each government in the U.S. to stop a citizen from voting based on race B. prohibits the denial, termination, or suspension of government contracts C. prohibits slavery and involuntary servitude D. guarantees equal protection of the law for all citizens 7) Which of the following would you associate...
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...Assignment 1/Memorandum Tahanni Ragland University of Phoenix HRM 531 CERTIFICATE OF ORIGINALITY: I certify that the attached paper is my original work and has not previously been submitted by me or anyone else for any class. I further declare I have cited all sources from which I used language, ideas, and information, whether quoted verbatim or paraphrased, and that any assistance of any kind, which I received while producing this paper, has been acknowledged in the References section. I have obtained written permission from the copyright holder for any trademarked material, logos, or images from the Internet or other sources. I further agree that my name typed on the line below is intended to have, and shall have, the same validity as my handwritten signature. Student's signature (name typed here is equivalent to a signature): ______Tahanni Ragland ____________ ___ to: Merger Supervisory Team, Interclean, Inc. FROM: TAHANNI RAGLAND SUBJECT: MANAGEMENT BEHAVIOR MEMORANDUM DATE: NOVEMBER 29, 2010 CLASS: HRM/531 GROUP: MBAA0KZ1X9 DUE TO THE RECENT RUMBLINGS AND RUMORS FLOATING AROUND CONCERNING THE UPCOMING INTERCLEAN-ENVIRO TECH MERGER, I FELT THAT IT WAS NECESSARY TO DRAFT THIS MEMO ABOUT WHAT SHOULD AND SHOULD NOT TAKE PLACE. IT IS IMPERATIVE THAT THE SUPERVISORY STAFF EXHIBIT COMPLETE DISCRETION AND REMAIN SUPPORTIVE DURING THIS TRANSITION. AS MANAGEMENT, YOU MUST BE A POSITIVE EXAMPLE TO OUR STAFF DURING THIS PROCESS. AS THE...
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...LEARNING TEAM CHARTER | | | | | |Course Title |HRM/531 | |All team members participated in the creation of | | | | |this charter and agree with its contents □ (Please| | | | |check) | |Instructor |Debbie Long | | | |Course Dates | | | | | | | | | | | | Team Members/Personal Information |Name | |Phone | |Fax | |Email | | | | | | | | | | ...
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...Career Development Plan Part 2 Individual Assignment: Career Development Plan Part II – Development of a Training and Mentoring Program. Sherry Martin HRM/531 Example #1 Running head: CAREER DEVELOPMENT PLAN PART 2 Career Development Plan – Part 2 The second part of the development plan will address the training needs for each individual chosen to be a member of my team that will help them achieve the strategic goals for the company. To assess training needs and develop a plan to meet those needs, an analysis needs to be performed on four levels. Analysis needs to be done organizationally to determine what training is needed by employees to accomplish the strategic goals of the company. The next analysis is done on the demographics of the workers. This analysis will ask the question, are there any groups of employees that need specialized training to help them meet the goals. The next analysis should be done on the operation. This aspect will help assess what job specific requirements the employees need to be trained on. The final analysis is done on the individual level and will assess how each individual performs their job and what specific training may be necessary to help them do the job better (Casio, 2005). Organizationally, the strategic goal for InterClean is to become a global leader in providing products and solutions for all their customer’s sanitation needs. For the demographics portion of the analysis, there is no group that needs specialized...
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...Analyzing a Job assignment University of Phoenix Human Capital Management HRM/531 October 28, 2012 Analyzing a Job assignment Telemarketing advertising technique is known in every household across America ("Tips," n.d., para. 1). This is because although not always appreciated, telemarketers are effective at getting product names and information to the customer. The owner of a small business may gain several benefits by enlisting the talents of a reputable telemarketing agency to provide service for incoming and outgoing calls ("Tips," n.d., para. 1). Two kinds of services comprise telemarketing, inbound, and outbound. They have many differences, but achieve the same goal: to garner sales and provide service to customers. Telemarketing is the fastest growing industry today and companies are using this in an effort to effect sales. Inbound telemarketing refers to the manner in which a company accepts calls from consumers. These calls are answered with the customer sales order, or any other information, saved. Telemarketers find inbound telemarketing is simpler to do than outbound telemarketing because they already know the questions they will be asked about the products they are selling ("Telemarketing," n.d., p. 1). Telemarketers are responsible for prospecting using automated phone dialer and uncovering sales leads for clients, placing outbound calls to businesses, evaluating, and understanding the prospect's needs, and fulfilling clients orders for sales leads...
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...HRM 531 Week 4 Knowledge Check Correct answer in Capital Letter 1. The level of training needs analysis that focuses on identifying whether training supports the company’s strategic direction is called _____ analysis. a. individual b. environmental c. operations D. organization Organization analysis determines the overall needs of the company so that training can be designed to focus on strategic goals. 2. _____ analysis is helpful in determining the special needs of a particular group, such as older workers, women, or managers at different levels. a. Individual b. Operations C. Demographic d. Organization A demographic analysis can assist in designing training and selecting appropriate training methods. 3. The level of training needs analysis that attempts to identify the content of the training is _____ analysis. A. operations b. individual c. environmental d. organizational The operations analysis tries to break down the job and determine the specifics tasks that the employee needs to learn. 4. ____ refers to the material that is rich in association for the trainees and is therefore easily understood by them. A. Meaningfulness b. Pygmalion effect c. Orientation d. Training paradox To structure training for meaningfulness, provide an overview of the material at the start of training. Use real-life examples and build from simple skills to more complex as you go. 5. Which theory...
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...|[pic] |Course Syllabus | | |School of Business | | |HRM/531 | | |Human Capital Management | Copyright ©2011 by University of Phoenix. All rights reserved. Course Description This course prepares students to address the concepts of personnel development as managers. Students learn criteria for developing effective job analysis, appraisal systems, and appropriate career development plans for employees. Other topics include personnel selection, employee compensation, benefits, training, workplace diversity, discipline, employee rights, unions, and management behaviors. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies...
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...| |Instructor Policies | | |HRM - 531 | | |Human Capital Management | | | | |Campus: WEST LOOP LEARNING CENTER |Schedule:03/17/2011 - 04/21/2011 | |Class Hours: 6:00 – 10:00pm | | |Facilitator Information | | | |Dr. Don Wicker | |dwnee@email.phoenix.edu (University of Phoenix | |dwnee1234@aol.com (AOL) ...
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...Career Development Plan Kim Stacks HRM 531 June 27, 2010 Patrice Cloutier Career Development Plan This Career Development Plan is to help assist employees in achieving work related goals. The plan and process will benefits many factors within the organization including the likelihood of employee retention. Employees will see the organization and managers pursue and encourage him or her to seek and pursue career and education goals for the organization, establishing retention and seeking happy employees who may seek these goals with another organization. This training and mentoring plan will guide employees set realistic expectations of career growth with specific time frames for each milestone to happen such as noting education and learning in areas that employees need to develop to be eligible for their next career milestone such as a promotion. However, noting Career Development Plans are just that; a plan and are not commitments to the employee from the organization or the manager proposing this plan. Workplace Training Because of the merger, restructuring, and the addition to the focus of the InterClean and EnviroTech sales team, it is vital that each individual as well as the team collectively obtain the knowledge to be prepared to embrace the challenge of the new structure. The new sales team is a mix of employees from both InterClean and EnviroTech. The new sales force has four members moving in from EnviroTech, who all have superior customer service relations...
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