Management

Organizational Change and Culture Project

Organizational Change and Culture Project

Change is part of the game. Leaders must set the vision and navigate the challenges of implementing change. Effective leadership requires you to harness both the minds and hearts of employees to enable change to occur and take root in the company’s culture. For this assignment, you will identify one change management need within your company or from a company you previously worked for. You will create a plan for a change initiative, describing it in your Business Brief and presenting it in your Change Vision Video. Think of your Business Brief as a summary document that could be used as a reference by the Board of Directors and think of your Change Vision Video as your pitch to the Board members to gain their support for your initiative.

Business Brief

(2–3 pages) Identify a needed organizational change and your perceived employee resistance to the change. Then utilize the first six (6) elements of Kotter’s eight-stage framework to create your plan for the change initiative. Write a Business Brief that summarizes your change initiative plan in 2 to 3 pages. It should be written in a professional format and include a cover page, as detailed in the Formatting Requirements section below. Use the prompts below to guide you:

1. Provide a brief background of the company and its culture.

2. Identify the problem you want to address and explain why it is important.

3. Describe your change initiative according to Steps 1 through 6 of Kotter’s eight-stage framework. Provide answers to each of the following questions to create this description:

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Records,Termination and Succession

Records,Termination and Succession

Week 9 Assignment – Records, Termination, and Succession

Overview

One of the major responsibilities of HR is to, of course, manage human capital. This continues after employee hiring and continues through termination and succession. Having effective policies in place that define these, and other functions in between, is critical to an organization’s commitment to ethical, legal, fair, and efficient operating practices. In this assignment, you are asked to share best practices or policies on these topics during a series of brown bag sessions (these are informal lunch time presentations).

Scenario

Imagine that HR leadership is busy integrating the HR teams from both hospitals and they want to make sure department members are operating in concert with one another on a range of topics. Over the next several weeks, leadership plans to have you conduct three brown bag sessions (informal lunch-time presentations) that examine the topics of record keeping, ethics and law, and succession planning. They have asked you to write an executive summary of the content planned for each session in advance.

Session Descriptions:

Instructions

Consider the scenario above and imagine that your audience is a group of department managers. Write an executive summary that introduces the topics in an introductory paragraph and then describes the content to be delivered in each of the three sessions in detail. Each session description should be two pages in length (six total pages plus cover page).

Your work will be measured against the following criteria:

  1. Identify, and elaborate upon, four reasons for maintaining accurate and objective employee records.
  2. Analyze the legal implications or requirements of a termination decision. (Make sure to reference specific statutes or laws that govern this area of employment law.)
  3. Analyze the ethical facets of a termination decision. (Make sure to reference an ethical framework to support your assertions or positions.)
  4. Recommend and justify a process to identify and groom a candidate for a senior-level position.

Requirements: 6 pages

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Records, Termination and Succession

Records, Termination and Succession

Week 9 Assignment – Records, Termination, and Succession

Overview

One of the major responsibilities of HR is to, of course, manage human capital. This continues after employee hiring and continues through termination and succession. Having effective policies in place that define these, and other functions in between, is critical to an organization’s commitment to ethical, legal, fair, and efficient operating practices. In this assignment, you are asked to share best practices or policies on these topics during a series of brown bag sessions (these are informal lunch time presentations).

Scenario

Imagine that HR leadership is busy integrating the HR teams from both hospitals and they want to make sure department members are operating in concert with one another on a range of topics. Over the next several weeks, leadership plans to have you conduct three brown bag sessions (informal lunch-time presentations) that examine the topics of record keeping, ethics and law, and succession planning. They have asked you to write an executive summary of the content planned for each session in advance.

Session Descriptions:
  • Session 1: Maintaining Accurate Employee Records—In this session, you identify, and elaborate upon, four reasons for maintaining accurate and objective employee records.
  • Session 2: Ethical and Legal Termination—In this session, you examine the legal and ethical aspects of selecting and terminating an employee out of a group of people with similar performance, behaviors, and jobs as a part of a broad-ranging cost saving initiative. Employee differences:
    • One has a disability.
    • One is paid significantly more than others.
    • One is 60 years of age and older than the others.
    • One is planning on soon taking an extended family leave
  • Session 3: Succession Planning—In this session, you recommend a process to identify and groom an internal candidate to move into a senior-level leadership position in a health care organization such as CEO, COO, and CFO.

Instructions

Consider the scenario above and imagine that your audience is a group of department managers. Write an executive summary that introduces the topics in an introductory paragraph and then describes the content to be delivered in each of the three sessions in detail. Each session description should be two pages in length (six total pages plus cover page).

Your work will be measured against the following criteria:

  1. Identify, and elaborate upon, four reasons for maintaining accurate and objective employee records.
  2. Analyze the legal implications or requirements of a termination decision. (Make sure to reference specific statutes or laws that govern this area of employment law.)
  3. Analyze the ethical facets of a termination decision. (Make sure to reference an ethical framework to support your assertions or positions.)
  4. Recommend and justify a process to identify and groom a candidate for a senior-level position.

Requirements: 6 pages

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Another Special Project

Another Special Project

Learning Goal: I’m working on a management discussion question and need an explanation to help me learn.

Another Special Project

“Dana, we have another special project,” Kimberly announced.

“Does corporate ever get tired of giving us special stuff to do?”

“It is the nature of modern HR,” Kimberly said, shrugging. “Change and transitions are all around us. To remain viable and relevant as a part of the company and as a field, we have to be ready to adapt.” Dana nodded in understanding.

“We have to do the research and then prepare talking points for the HR VP on which of the two areas we need to focus on for the next quarter and the quarter after that. She wants us to talk about contemporary performance appraisal approaches and the employee experience.”

The way that performance management and the employee experience are viewed today is very different from how it has been viewed the past. The performance appraisal in particular is being scrutinized, and in some cases, even rejected. However, we still need the content of the appraisal for many different reasons.

The concept of the employee experience is also being debated. It can mean different things to different people, so determining the right balance of options to create a positive experience is a challenge.

Today, performance management and the employee experience are being framed in very different ways from the past. The performance appraisal is being criticized and even rejected for good reasons. The challenge is that we still need the content of the appraisal for many different reasons. At the same time, many organizations and professional environments may have gotten to a point in the evolution of work that the use of traditional performance appraisals may have come to their natural end. However, there are still many organizational contexts and commercial settings where the old approach or something like it will be necessary.

The HR concept of the employee experience comes from the field of marketing and seeks to provide HR professionals and their clients a very different perspective of work and the workplace. This means many different things to different people. From well-conceived and executed onboarding processes, to access to good cuisine, an accommodating place to work, opportunities for advancement, work rotations, and personal growth. The challenge is to create the best possible experience for the employees in the organization, which will attract employees with high potential to make valuable contributions. Determining what makes work a positive experience by a significant majority is similar to benefits programs but from the view of demographic influences. There will be generational differences and lifestyle-oriented preferences.

Resources

The discussion this week requires that you research the following two topics and provide your views on each: For this discussion, help Dana and Kimberly create talking points for the HR VP on the following:

Contemporary performance appraisal approaches.

No more performance appraisals?

The employee experience.

Is there value in either or both and if so, why? The following resources will help you with this week’s discussion.

Performance Appraisal

Heneman, H. G., III, Judge, T. A., & Kammeyer-Mueller, J. (2019). Staffing organizations (9th ed.). New York, NY: McGraw-Hill Education. ISBN:9781259756559.

In Chapter 10, read the section on “Performance Appraisal,” pages 528–530.

In Chapter 14, read the following sections:

“Staffing Levels and Quality,” 727.

“Performance Appraisal,” 730–731.

Smith, A. (2018). More employers ditch performance appraisals: Disadvantages of traditional reviews are legion. HRNews, 1–2.

Venne, R. A., & Hannay, M. (2018). Generational change, the modern workplace and performance appraisal: Why changing workplaces need a developmental approach to performance appraisal. American Journal of Management, 18(5), 88–102.

The Employee Experience

Nexthink launches digital employee experience scoring system: First-of-its-kind scoring system gives organizations a way to quantify the success of their employee experience initiatives. (2019, Mar 18). NASDAQ OMX’s News Release Distribution Channel, 1–2.

Qualtrics simplifies closing the employee experience gap with powerful new methodology: Methodology helps companies create winning employee experience (EX(TM)) programs by driving engagement, culture and productivity. (2017, Aug 24). PR Newswire, 1–2.

Respond with a posting that describes the value and importance of performance appraisals and the employee experience. You can use the materials provided and also use other peer-reviewed or trade publication sources from the Library. The intent in the discussion posting is to provide a thoughtful product that would support our HR team’s task to provide ideas and a framework for recruiting, talent management, and employee retention strategy. Focus on the things you see as most important.

Requirements: 250

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MN580 FNP Key elements of pediatric growth and development

MN580 FNP Key elements of pediatric growth and development

Discussion will address the growth and development of the child from the neonate to the young adult. Emphasis will be placed on communication with the child and family in respect to age and developmental considerations. This will build a solid knowledge base for the provider when caring for the child.

Please complete each initial post in APA format, but not limited to the following:

Apply a principle of human growth and development, identify a developmental milestone related to that age, and then discuss at least two developmental concerns or red flags from your chosen age group

  • Middle Childhood (also known as “school aged”) five to twelve years old

About one page in length, at least 3 references, no more than 5 years old.

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