...In 2011, I was a recent graduate and working at a job that offered me the potential of long term employment. Ironically, I experienced several life changing events during this time. I had been working for this company since 2010, which was my main source of income. This company was going through a downsize in 2011 and I was affected by it. I was switched to a different position within the company and my hours were abruptly cut to less than 30 hours per week. This happen during the same time period I became a newlywed and relocated. Furthermore, there was a mix up with where my mail was being delivered. Some of my mail, including my student loans were being delivered to a previous address. I was unaware that my student loans had become delinquent. I was made aware of this by means of my college contacting me. I then immediately took action and contacted my loan providers when I found out I had a lapse in payment. I explained the situation to the loan providers and was granted a forbearance due to my hardship....
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...of the entire sales (Kroger, n.d.). Kroger employees belong to the United Food and Commercial Workers union. In UFCW, the people form the union. They come collectively with their coworkers, and they put forward and choose by ballot union officers. They also establish the working circumstances and apprehensions bargained in an agreement, and they are part of a bigger movement to advance the lives of employees in the workplace and in their neighborhoods. The more employees who unite collectively, the more management will listen to what the workers have to say. In union there is momentum and without, “union employees have only a small number of rights such as minimum wage, overtime after 40 hours, and unemployment insurance” (Kroger, para. 2). With a union, one enjoys many other benefits ensured in a union agreement, such as, “negotiated wages, health care and retirement plans, defined work schedules, grievance procedures, reasonable workload requirements, protection from unfair treatment and favoritism by the boss, job security and seniority rights and a voice on the job to bargain for other benefits.” (About UFCW, 2011, para. 1)....
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...Information: Eric James Erlur W/M 10/3/74 and his wife Cindy Lou Who W/F 1/1/90 and Derek Christopher Reed W/M 2/5/79 were walking home from the bar. As they were walking home Eric suggested that he is going to pick up more alcohol at the liquor store. While Cindy and Derek were going to walk back to the trailer where all three of them are currently living. Eric walked into the trailer from the liquor store. While Eric was coming home from getting more alcohol he found Cindy and Derek rushing out of the bedroom and putting their cloths back on when Eric walked in. Once they both got out of the room Eric started yelling “what the fuck did you guy just have sex?” Cindy then say’s “not sleeping with him for today anyway.” Both Derek and Cindy were both complaining because it was approximately 100 degrees outside and the only room that was cool in the Trailer was in the bedroom. When I arrived on the scene I walked up to the door to...
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...1. According to the personality assessment portion of the TypeFocus Database, the three letters describing my personality type are ESTJ. 2. Given that the three letters describing my personality are ESTJ, the general description for my individuality states; one who is logical and pays great attention to detail so that a particular goal or task is met or completed. Apart from being disciplined towards a goal and wanting those goals to become a reality, individuals possessing a personality described by the letters ESTJ are also great leaders, given that they work well with others and have the ability to communicate their ideas and plans when working together with others in a group. 3. According to the TypeFocus Database, the Summary of careers for my personality type is careers...
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...with respect to Exhibit B, fewer details are better. We recognized that broad authorizations would give wide discretion to your successor trustee to carry out your wishes but that was preferable to having a formal list in your trust that would be binding and require more formalities to make changes such as amendments to the trust. With regard to the veterinary technicians, we discussed the two possible approaches. The first is to keep your list evolving with wide discretion in your successor trustee. The second is to create a specific list of individuals. A list in a formal letter would have a more binding effect than an informal, non-binding list that changes regularly (although it would be kept in your estate-planning file). Please decide which type of approach you prefer and we shall proceed in that manner. In the event you decide that you would like create a memorial opportunity to yourself by bringing key individuals to wherever you reside at your death in order to pick from your things and celebrate your life, then we ought to consider leaving binding instructions to that effect in a letter to your successor trustee. In the trust, once again, we would direct the successor trustee to execute the plan that you shall leave. Finally, we discussed the need to create a care taking plan for your pets. The pets might be handled in a manner similar to veterinary technicians and the final memorial arrangements, through a formal letter that would have a more binding effect...
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...Group Overview Within the first few weeks of class we were assigned a class project. We were to divide into groups and pick a fictional company, and give a few brief details about business policies about our company. Our first group meeting was pretty much just a brainstorm session. We met in class and discussed what would be an interesting company to create, and what sort of ideas we could bring to the table to try to provide an entertaining and educational experience for the entire class. As a group, we all agreed it would be fun to make a T-Shirt company and we would play around with the name “A Tee L T-Shirts” We continued to meet up in class and talk about what we could do to make our project better. We agreed it was a no-brainer that we needed to bring in a T-Shirt to show to the class. We would give it to our awesome teacher, and we even get it custom made just for her. It’s the least we could do....
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...organization. The Health Trails prizewinner would be my initial priority because he is a customer in need of assistance. Along with being a customer, he has also been to the office several times to claim his prize. Although I am unaware of where the prizes are located, I would take a few minutes to look for the list and prizes. If I was unable to find either of those items, I would apologize to the individual and explain how I am not sure where the prizes are located, and everyone is out of the office. Then, I would make sure to tell him the hours the office is open and exchange contact information. After exchanging information, I would ensure the individual that I would contact him when the prizes were located and ensure someone could be in the office to give him the award....
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...Delegation basing on: Knowing competencies of me personally along with others i work with. Understanding the difference between difference and diversity. acceptance and respect. It means understanding the uniqueness of each individual along with recognising the individual differences. Mutual trust. reliability and consistency. If I have a member who can do it as well as I can then hand it over to them so i have more time to focus on another task at hand. Don't have the mindset that the only way to get A job done is if I do it - though this may well be the case with other situations. I should recruit and delegate to people I know are better at particular tasks then my self.. This will also allow myself more time to focus on other goals and priorities that need to be achieved. Learning to say "NO": If I lack this skill to say no people will take advantage of this and proceed to give me extra tasks and stress for me to add to the list of tasks and duties i already have to get through...
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...Job Analysis MBA 531 Introduction Exceptional abilities and training lead to the right the solution. The capacity to maintain internal and external relations and to develop capacities within a organization including the planning phase is extremely necessary. Salesman’s need to be experts on their subject, they need to have full knowledge of the equipment in order to reach optimal operation. The number of anticipated people to be available is based on characteristics of the labor market, required abilities, and supply of internal and external manpower. Training and development Studies have found organizations to be more profitable and expert in the work they do than to do the work competent. InterClean will introduce the money and resources to the selection. The company will trust enough to provide the necessary training of employees of high-capacity, because of the greater increase in the productivity with the employees of the under-capacity. The time and the costs of training will be less and the net effectiveness of the training will be higher with a highly valid process of personal selection. The goals of the team are to adjust to the new strategic axis of the company obtaining the objectives of the department. This department will acquire new accounts that require cleaning solutions of full-service to increase the presence of the market and growth of the yield whereas it promotes the sales of cleaning products. Methods of Selection Aspirants...
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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 A+ Graded Tutorial Available At: http://hwsoloutions.com/?product=hrm-531-week-6 Visit Our website: http://hwsoloutions.com/ Product Description HRM 531 Week 6, HRM 531 Week 6 Recruitment and Selection Strategies Recommendations Recruitment and selection strategies are critical to success of any business. It is especially important in a new business as resources would be required to carry out operations. The limousine business is also starting up in Austin, Texas; hence it would need to build the right team in right time. However the process of finding and selecting right people is dependent on the geographic location where the business is based. The company needs to meet the challenge of being based in Austin. This means that staff has to have their base location as Austin. Using strategies that fail will lead to wastage of time and resources, due to which it becomes extremely important to plan well, search creatively and select wisely. Recruitment and Selection Strategies Recommendations The first stage of recruitment and selection is management of applicants and welcoming the applicant to the business. Recruitment and selection are typically measured as one method. Though, the distinction will be made here between the first actions and concerns when preparing staff recruitment and the procedure of selecting an applicant from a group of candidates (Cascio, 2013). Recruitment needs to be sensibly planned to attract the correct employee’s to Landslide...
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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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...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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...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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