...MGT 431 ENTIRE COURSE A+ Graded Tutorial Available At: http://hwsoloutions.com/?product=mgt-431-entire-course Visit Our website: http://hwsoloutions.com/ Product Description MGT 431 ENTIRE COURSE, MGT 431 ENTIRE COURSE http://www.homeworkproviders.com/shop/mgt-431-entire-course/ MGT 431 Week 1 DQ 1.docx MGT 431 Week 1 DQ 2.docx MGT 431 Week 1 Individual Assignment HR Roles and Responsibilities.doc MGT 431 Week 2 DQ 1.docx MGT 431 Week 2 DQ 2.docx MGT 431 Week 2 Team Assignment Staffing Plan Paper.doc MGT 431 Week 3 DQ 1.docx MGT 431 Week 3 DQ 2.docx MGT 431 Week 3 DQ 3.docx MGT 431 Week 3 Individual Assignment Incentive Plans Paper.doc MGT 431 Week 3 Team Assignment – Development and Training Paper MGT 431 Week 4 DQ 1.docx MGT 431 Week 4 DQ 2.docx MGT 431 Week 4 DQ 3.docx MGT 431 Week 4 Team Assignment Compensation Methods Paper.docx MGT 431 Week 5 DQ 1.docx MGT 431 Week 5 DQ 2.docx MGT 431 Week 5 Team Assignment HR Trends and Challenges Paper.doc MGT 431 Week 5 Individual Assignment – Labor Relations Paper MGT 431 ENTIRE COURSE http://www.homeworkproviders.com/shop/mgt-431-entire-course/ MGT 431 Week 1 DQ 1.docx MGT 431 Week 1 DQ 2.docx MGT 431 Week 1 Individual Assignment HR Roles and Responsibilities.doc MGT 431 Week 2 DQ 1.docx MGT 431 Week 2 DQ 2.docx MGT 431 Week 2 Team Assignment Staffing Plan Paper.doc MGT 431 Week 3 DQ 1.docx MGT 431 Week 3 DQ 2.docx MGT 431 Week 3 DQ 3.docx MGT 431 Week 3 Individual Assignment Incentive Plans...
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...Marketing University of Phoenix Environmental Factors of Global and Domestic Marketing MKT/421 February 21, 2011 Environmental Factors of Global and Domestic Marketing Trying to market in a foreign country can be much more difficult than one might think. Oftentimes the response you are hoping for just do not happen, and unexpected negative responses can result instead. With the introduction of the internet it is very important not to compare characterizations of 20 or 30 years ago. People can now easily communicate by just a couple of clicks on a computer keyboard and the world has become accessible for almost all of us. However, even now in our digital age, with the world essentially at everyone’s fingertips, it is still crucial to carefully research the foreign market you wish to enter, as cultural, and ethical differences still very much exist and must still be considered and respected for successful marketing (Osaki, T. (2008). Influence of Global Economic Interdependence Global trade and interdependence is extremely important for every country in the world. When a country is involved with global trade it opens the doors for improving local conditions by providing employment and providing better opportunities for the people. On its own a country cannot function independently with absolutely no involvement from others, and to be successful, a country must be have some kind of trade and commerce relationship with other countries. (Armstrong, G., Kotler, P. 2009)...
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...Training and Development Plan Training and Development Plan Maria Correia Lange, Terry Billow, Marco Mendoza & Michael Grant II MGT/431 Human Resources Management Dr. Penny Wilkins March 15, 2010 Organizations big or small have a leader who helps create a vision and carry out the company goals. Leaders have the ability to simply influence others. “They are the painters of the vision, architects of the journey.” ((Bateman & Snell, 2009) they are the creators of mental images for the future. They set the standards of excellence and clear choices of possible values and inspire pride. Introduction SMC is a manufacturing company that specializes in ergonomic office equipment. SMC is located in a small town in the Midwest with a population of 30,000 people. Although currently faced with unemployment rates of 2.2%, along with other local companies experiencing recent activity in labor organizing. SMC is determined and committed to staying local. SMC has a CEO, five directors and a female supervisor in customer service with a minimum education of a high school diploma. Without a formal development plan the increase in business will likely fail. Team Creatives Management Group is the outside contracting firm that will be responsible for evaluating SMC and design a formal training and development plan to help this company succeed. Included in the development plan will be an instructional design, a development and implementation plan, evaluation and lastly, reinforcement...
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...• What is the new strategic role of human resources (HR)? How does this role affect you in your current position? Is this effect positive or negative? Why VARIANT 1 The role of human resources is a large responsibility to take on. It not only involves the hiring, training and evaluation of employees but takes entire control of the human capital within an organization. Human resources has all the responsibility to monitor the basic operations of a company. From design of work to recruiting all the way to working with supervisors and supporting the organizations strategy. Ensuring that the Human Resource department is critical yet ethical can help a business become a success. At my place of work, it is so small that we do not have a human resources department. The President of the company oversees all the responsibilities of the company. I believe that putting in a human resources department would help even the owners of the company stay honest and ethical in the decisions that are being made throughout the company. Is Human Resources positive or negative? If a human resource representative holds all the attributes of human relations, decision-making, leadership and technical skills then he or she would be a great benefit to a company. They would be able to oversee if any wrong-doing is going on in the organization and stop it immediately. Also, the human resource representative can ensure that all the recruits to the company are well qualified and trained to ensure...
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...PROFESSIONAL DEVELOPMENT |3 |07/31/2001 | |08/28/2001 | |TIMOTHY COLLINS |A- | | |MGT/330 | |MANAGEMENT: THEORY,PRACTICE, APPLICATION |3 |09/04/2001 | |10/02/2001 | |LEE HOFFMAN |A | | |MGT/331 | |ORGANIZATIONAL BEHAVIOR |3 |10/09/2001 | |11/06/2001 | |NORMAN ANDROSS, II |A | | |MGT/436 | |CRITICAL THINKING AND DECISION-MAKING |3 |02/12/2002 | |03/12/2002 | |ROBERT STRETCH |A- | | |MKT/421 | |MARKETING |3 |05/28/2002 | |06/25/2002 | |BARBARA CHRONOWSKI |A- | | |FIN/324 | |FINANCIAL ANALYSIS FOR MANAGERS I |3 |07/02/2002 | |07/30/2002 | |JOHN BUSHBY |B+ | | |FIN/325 | |FINANCIAL ANALYSIS FOR MANAGERS II |3 |08/06/2002 | |09/03/2002 | |STEVEN HARRIS |A | | |QNT/321 | |STATISTICS IN BUSINESS I |3 |09/12/2002 | |10/10/2002 | |DONALD STELL |B+ | | |QNT/322 | |STATISTICS IN BUSINESS II |3 |10/17/2002 | |11/14/2002 | |DONALD STELL |A- | | |ECO/360 | |ECONOMICS FOR BUSINESS I |3 |04/15/2004 | |05/13/2004 | |GEORGE SHARGHI |B+ | | |MKT/438 | |PUBLIC RELATIONS |3 |05/20/2004 | |06/17/2004 | |BARBARA CHRONOWSKI |A | | |CIS/319 | |COMPUTERS AND INFORMATION PROCESSING |3 |07/14/2004 | |08/11/2004 | |KENNETH POORMAN |A | | |MGT/431 | |HUMAN RESOURCES MANAGEMENT |3 |08/31/2004 | |09/28/2004 | |MICHAEL REILLY |A | | |MGT/448 | |GLOBAL BUSINESS STRATEGIES |3 |01/11/2005 | |02/08/2005 | |JAMES LANE |A | | |MGT/449 | |QUALITY MANAGEMENT AND PRODUCTIVITY |3 |02/15/2005 | |03/15/2005 | |PAUL HENNESSY |A | | |MGT/434 | |EMPLOYMENT LAW |3 |03/31/2005 | |04/28/2005 | |RICHARD RADOSH |A- | | ...
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... |FIN 604 Fin. An. & Control |Sec-A |Prof. Dr. Md. Rafiqul Islam |B/303 | | |FIN 604 Fin. An. & Control |Sec-B |Ms. Pallabi Siddiqua |A/308 | | |HRM 602 Industrial Relations |Sec-A |Mr. Dipak Kanti Paul |A/312 | | |MGT 431 Business Communication |Sec-A |Mr. Sahin Ahmed Chowdhury |A/501 | |SUNDAY |MGT 432 Organizational Behavior |Sec-A |Ms. Nahid Sultana |B/307 | | |MGT 432 Organizational Behavior |Sec-B |Mr. Akbor Ali |B/303 | | |MGT 432 Organizational Behavior |Sec-C |Prof. Dr. Nazrul Islam |B/301 | |...
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...February 04, 2015 IUBAT–International University of Business Agriculture and Technology Spring Semester January 05-April 08, 2015 Day Section Class Schedule 8:30-9:30 CSC 103 (Sec-A) SM #402 CSC 103 (Sec-B) MSS #407 CSC 103 (Sec-C) KD #408 CSC 103 (Sec-D) GM #421 CSC 103 (Sec-E) DAS #501 CSC 103 (Sec-F) PB #502 CSC 103 (Sec-G) DMAH #503 09:3510:35am CSC 103 (Sec-B) MSS #407 CSC 103 (Sec-C) KD #408 CSC 103 (Sec-D) GM #421 CSC 103 (Sec-E) DAS #501 CSC 103 (Sec-F) PB #502 CSC 103 (Sec-G) DMAH #503 CSC 103 (Sec-H) HR #606 ENG 101 (Sec-A) SR #607 ENG 101 (Sec-I) NZM #504 ENG 101 (Sec-J) ENG 101 (Sec-I) NZM #504 ENG 101 (Sec-J) ART 102 (Sec-N) KK #506 ART 102 (Sec-S) MAH #507 ART 102 (Sec-O) SAC #508 ART 102 (Sec-U) NKD #402 CSC 103 (Sec-H) HR #606 ENG 101 (Sec-B) SR #607 ENG 101 (Sec-D) ATMSA #405 ENG 101 (Sec-H) NF #603 ENG 101 (Sec-G) SR #607 ENG 101 (Sec-C) LAM#604 ENG 101 (Sec-D) ENG 101 (Sec-F) JU 10:40-1 ll:45l:40am 12:45pm CSC 103 CSC 103 (Sec-A) SM (Sec-I) #323 MSS#402 CSC 103 (Sec-J) MMR #520 CSC 103 (Sec-K) PB #521 CSC 103 (Sec-U) PPP #601 CSC 103 (Sec-T) DAS #602 2:00-3: 00pm CSC 103 (Sec-I) MSS #402 CSC 103 (Sec-J) MMR #520 CSC 103 (Sec-K) PB #521 CSC 103 (Sec-U) PPP #601 CSC 103 (Sec-T) DAS #602 ART 102 (Sec-H) MMI #403 ENG 101 (Sec-H) NF #603 ENG 101 (Sec-C) LAM #604 3:05-4: 05 pm ART 102 (Sec-A) NKD #403 ART 102 (Sec-B) KK #401 ART 102 (Sec-C) MMI #507 ART 102 (Sec-T) SAC #508 ENG 101 (Sec-N) SI #621 4:105:10pm CSC 103 (Sec-L) MAH #502 CSC 103 (Sec-M) MAB#503 CSC 103...
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...Development and Training Maria Gonzales MGT/431 June 29, 2010 Development and Training An organization faces many issues daily. The responsibility of the organization and its human resources (HR) department is to develop programs and training exercises to battle these issues to eliminate either lesson, or deal with them effectively when the issue does arise. In this paper, Team B will be discussing the issue of sexual harassment in the workplace at Kaiser Permanente. As Kaiser is such an immense organization with an incredibly diverse staff, this is an issue that Team B believes can be improved by developing a training program and implementing it with all staff members. Assessments The first step in this process is to assess the needs of the organization and in what context the training will take place (Noe, Hollenbeck, Gerhart, & Wright, 2007). As Kaiser is an ever-growing corporation, and the customer base is broad, training programs are inevitable. Any program implemented however, will also need the support of the department managers. Sexual harassment is a problem seen worldwide and in every organization big or small. Sexual harassment in the workplace can produce poor employee morale, low productivity, and litigation (Compliance Training Group, 2011). Fortunately, as Kaiser is such a vast corporation, they should be able to find the time and have the budget to execute a training program of this magnitude. The training needs should encompass the...
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...Ethical Dilemmas Article MGT/431-Directed Study May 31, 2000 Summary Teaching workers to just say “No” to ethical dilemmas did not require special training, psychological understanding or in-depth problem solving skills. Can human resources managers learn something from the “Just Say No” campaign when it comes to teaching workplace ethics? Most ethical dilemmas are not that cut and dried. It is relatively uncommon that workers find themselves in the middle of an ethical dilemma as blatant as a street corner drug pusher. Just saying no can be a simple, effective response to an unethical request. In going beyond teaching employees to say “No”, human resources managers should teach employees the following principle of communication to equip workers for the various ethical situations that arise: Develop a regular routine of open, honest communication. This is the most effective preventive medicine for the ethical dilemmas. The ethical dilemma may be a catalyst for genuine change in the workplace. Turn a sticky situation into a problem-solving opportunity. Workers receive technical training, sales training and myriad of other training experiences, but often lack ethics training. Companies shouldn’t let workers fight out ethical dilemmas on their own because just saying “No” may take the place of healthy communication and problem solving. Ethical Dilemmas The “Just Say No to Drugs” campaign by First Lady Nancy Reagan demonstrated the true power of simple, black...
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...Assignment 2 Course Code: MGT 431 Course Name: Managerial Accounting Due Date:15th November, 2015 General Guidelines SUBMISSION OF ASSIGNMENTS i. Clearly indicate your NAME, ROLL NUMBER and COURSE MODERATOR NAME (i.e.AmeenaArshad) on the final document. ii. This is an activity based assignment DO NOT Cut, Copy, Paste lengthy theory. iii. The due date for assignment is 15th November, 2015 SUNDAY. Unless advised otherwise by the course moderator, all work is to be submitted to the LMS, no later than 5 pm on the due date. iv. When submitting an assignment, always ensure that you retain a copy and keep this until your assignment is returned to you. v. Assignments shall not be submitted via email or mail. LATE SUBMISSION OF WORK i. All assignments which are officially received after the due date, and where no extension has been granted by the course tutor, will incur a deduction of 5% for the first day, and 1% for each subsequent day including the actual day on which the work is received. Weekends and public holidays are included. FORMATTING i. Font: Times New Roman ii. Font Size: 12 iii. Single Line Spacing iv. Header - Mention Your Name and Student ID in the header of EVERY PAGE. v. No colorful text or images. vi. Add Page Numbers RESULTS i. Results will not be released individually over the phone or email. Result will be visible to all students via LMS on a date that will be announced soon. GOOD LUCK...
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...The Performance Appraisal Process: Three Key Aspects and Company Examples Terry Student MGT/431 February 1, 2010 (BOLDING – red print done to highlight APA issues) The Performance Appraisal Process: Three Key Aspects and Company Examples In most organizations, periodic performance appraisals are a formal method of evaluating employee work and determining merit increases. Noe, Hollenbeck, Gerhart and Wright (2003) suggest there are three key aspects of the performance appraisal process: (1) establishing mutual goals and objectives, (2) using a valid and objective measurement method, and (3) linking employee performance to compensation. This case study will define the performance appraisal process, these three aspects of performance appraisals, discuss their importance, and illustrate their general impact upon the organization. Finally, specific company examples will be offered to demonstrate how these appraisal steps are practiced at Hewlett-Packard, New York Life Insurance, and IBM. Establishing Mutual Goals and Objectives at Hewlett-Packard According to Noe et al. (2003), many companies establish goals and objectives as a means of communicating desired employee performance targets. The authors suggest that company interests can only be achieved when those interests are aligned with the skills and energies of the individual employee. A process of negotiation and compromise must occur between management and the employee in order to define specific standards...
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...Degree Requirements Students must complete a minimum of 140 credits to graduate. After the third year, each student is required to devote at least five weeks to the summer internship prior to graduation. Each student is required to complete, over a two-course sequence, a senior design project in the fourth year. All industrial engineering students are required to take a comprehensive assessment examination during their senior year. Students seeking the BSIE degree must satisfy the following requirements: General Education Requirements (minimum of 44 credits) • a minimum of 18 credits in courses meeting the core general education requirements: - history and culture of the Arab world requirement: three to six credits - culture in a critical perspective requirement: three to six credits - arts and literature requirement: three to six credits - human interaction and behavior requirement: six to nine credits • natural and physical sciences requirement: CHM 101, PHY 101 and PHY 101L • mathematics requirement: MTH 103 and MTH 104 • statistics requirement: satisfied through NGN 111 • communication requirement: a minimum of 12 credits in 100-level or above writing (WRI)/English (ENG) courses, including ENG 204 and ENG 207 • ethical understanding requirement: satisfied through INE 490 • discipline-specific writing intensive course requirement: satisfied through INE 491 • oral proficiency requirement: satisfied through INE 491 • information literacy requirement: satisfied through WRI 102...
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...Incentive plans paper Marques King MGT/431 October 18, 2011 University Of Phoenix Tracy Garmer Incentive plans paper In this essay I will discuss how organization’s incentive plans relate to organizational objectives. Second, I will evaluate how the incentive plans do, or do not help the organization to achieve its goals and objectives. Along with wages and salary, many organizations offer incentive pay which is designed to energize, direct, or control employee’s behavior. Incentive pay is effective, because the amount paid is linked to certain behaviors or outcomes (Noe, R. A. Hollenbeck, J. R., Gerhart, B. & Wright, P. M. 2007). The way to integrate employee incentive plans with organizational objectives is to focus on incentives the activities that are relevant to achieve the desired objectives, rather than basing it things such as seniority or organizational politics (Ingram, D. ehow contributor 2011). There are many reasons why an employee incentive plan was created such as, employee recognition, cash or non-cash incentives, eligibility, and performance measures. Some incentive plans only offer positive recognition for employees who can reach their goals under the plan. This type of incentive plan will not motivate most people to want to reach their goals. A study from People Performance Management and Measurement found that most managers use employee recognition as their incentive plan. Managers can also design a special program to achieve...
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...Incentive Plans Paper Danyiel Brown MGT/431 University of Phoenix March 29, 2012 Demetrius Holt Incentive Plans Paper Incentive plans are reward plans that are used to motivate employees to perform past the common values of their company and increase their productivity created by their company. . There are three types of incentive plans recognized by the experts in the HR and development field; they are enterprise, group and individual. One of the incentive plans that most organizations provide these days is merit pay. Merit pay is determined by the employee’s work performance and achievements set forth by the organization’s standards. “Merit raises can serve to motivate if employees perceive the raise to be related to the performance required to earn it” (Al-Nsour, 2012). There can be a downsize to providing employees with merit raises because over years the employees performance may decline but they will still feel that they are obligated to receive the raised whether they performed or not. There are other issues that can occur with merit pay incentives such as no rules put in place for managers to calculate work performance, not enough funds obtainable to increase the base pay for the entire staff and some employees may assume merit pay has nothing to do with their work performance and overall productivity. Merit pay sometimes does not motivate employees of an upper level because of the lack of honesty on both the managers and supervisors and the employees which...
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...HR Roles and Responsibilities Jennifer Hoff MGT/431 June 27, 2012 RALPH APUAN HR Roles and Responsibilities “Human resource management is critical to the success of organizations because human capital has certain qualities that make it valuable.” Employers put a great deal into recruiting, interviewing, training, and retaining their staff. Employee training, compensation, and retention are important to have a stable and safe workplace. However, as times have changed employers have changed the way employees are managed and retained. In the age of all the new technology and how employers interact with employees and how employees interact with one another. Take Google and Facebook for example integration of working teams has become a large if not the main workplace culture. Both global companies offer a service worldwide, social networking and a search engine tied together with social networking has become genius for the founders and teams of both companies. It used to be 10 or 15 years ago the boss or the human resources manager placed and advertisement in the paper or online to recruit for a job opening, candidates would come in to the office, make a phone call, or fax in their resumes and applications. How times have changed; those days seem to be long gone. Present day recruiters and HR managers place adds on job boards and the internet through various networking and internet sites to reach the most qualified candidates. Google and Facebook are alike in many ways;...
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