Tag Archives: employees
Leveraging Human Capital. 2022 Best
This assignment focuses on leveraging Human Capital. Employees are the biggest asset and contribute to the culture and overall performance of the organization. The final part of this project requires you to determine how to leverage on the human capital within your organization.
Leveraging Human Capital.
Paper details Throughout this course, you analyzed your current work environment to identify their acquiring, developing, and training practices. Employees are the biggest asset and contribute to the culture and overall performance of the organization. The final part of this project requires you to determine how to leverage on the human capital within your organization. Use the research you have complied throughout this course to determine how to appropriately develop and motivate your employees.
Leveraging Human Capital.
Develop a final written proposal (1,250-1,500 words), discussing performance indicators, rewards and incentives, and a plan for motivating employees. Your proposal must include the following: An evaluation of the current employee status. Describe tasks and performance indicators that contribute to the overall performance on the job. Develop strategies to encourage employees. How will you reward them for their performance and support them during difficulty?
Leveraging Human Capital.
Describe strategies to leverage on employee assets. How will you identify their strengths and use them to better the performance and skills of individual employees? Describe a vision for the overall culture you aspire to develop in your organization. How will you integrate rewards and incentives to remain competitive in your market and appeal to your employees?https://youtu.be/-5WQYFAkI2c
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Resolving conflict in the workplace. 2022 BEST
This paper explores ways of resolving conflict in the workplace. Paper details Develop a PowerPoint slide presentation for use as a training tool with line managers and supervisors on how to resolve conflict, as well as deal with difficult people, in the workplace.
Resolving conflict in the workplace.
Resolving conflict and dealing with difficult people in the workplace. Paper details Develop a PowerPoint slide presentation for use as a training tool with line managers and supervisors on how to resolve conflict, as well as deal with difficult people, in the workplace. Presentation should briefly outline (i.e., no more than 2-3 slides) the negative issues associated with allowing conflict in the workplace to go unchecked, and focus the majority of your presentation (i.e., 8 slides) on the positive measures, programs, and processes that organizations can/do adopt to mitigate conflict and negative employee behavior in the workplace. https://youtu.be/rXiMGT-Ie0M
Resolving conflict in the workplace.
For example, what new training programs and processes would you propose to senior management to develop effective training and conflict resolutions methods that will ultimately lead to a climate in which all employees can thrive within the organization and contribute to its success?
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Job redesign for Relax Lines. 2022 Best
This assignment is about job redesign for Relax Lines. Relax Lines, Inc. is a luxury cruise line that has hired you as a job crafting consultant for two groups of their employees. The first group is the ship crew. The crew have responsibility for safety, navigation, and maintenance of the ship. The second group is the hospitality staff.
Job redesign for Relax Lines.
Once you have finished reviewing the background materials which have been uploaded to this assignment, apply what you’ve learned to the specific scenarios and questions below. Make sure to cite at least one of the required readings for each answer and try to cite at least four of the readings in your answer. Your paper should be 4–5 pages in length: Relax Lines, Inc. is a luxury cruise line that has hired you as a job crafting consultant for two groups of their employees. The first group is the ship crew. The crew have responsibility for safety, navigation, and maintenance of the ship. The second group is the hospitality staff.
Job redesign for Relax Lines.
The hospitality staff is tasked with making sure the passengers are enjoying themselves and are properly entertained with various events that this staff plans and prepares. Before arriving at the cruise line to do interviews and make recommendations, you first need to do some reading on what general approach you will use. As a first step, review Dik and Duffy (2012), where they discuss task crafting, relational crafting, and cognitive crafting. Which of these three types of job crafting do you think would be most appropriate for the ship crew, and which one do you think would be most appropriate for the hospitality staff?
Job redesign for Relax Lines.
Also, read up on “job-crafting swap meets” in Wrzesniewski (2014). Do you think a swap meet would be appropriate for either ship crew members or hospitality staff? Any other strategy from Wrzesniewski (2014) that you think would be useful for either pilots or online marketers? The ABC Corporation has a team of telemarketers. The job description for the telemarketers is pretty basic: They call up potential customers who have visited his company’s web page and requested information about the product. Telemarketers’ performance evaluations depend mostly on their monthly sales as well as customer satisfaction surveys, and they receive monthly feedback reports.
Job redesign for Relax Lines.
Their supervisor gives them some initial training, but these telemarketers have a lot of freedom to choose how and when to call customers. For example, they are free to customize their own sales pitch as long as they don’t mislead potential customers. Also, they are not required to fill out a time card or work at the office (they can work from home, if they want). As long as they are making enough monthly sales they are free to set their own schedules. While the telemarketing team is performing well, the company is concerned about high turnover among telemarketers and wants to do some job enrichment. https://youtu.be/dT9kVIm9eJc
Job redesign for Relax Lines.
Which of the five core job dimensions discussed in Bauer and Erdogan (2012) or page 9 of Griffin (2007) do you think should be revised the most during a job redesign intervention? Which ones do you think do not need to be revised? Explain your reasoning and cite some of the required readings in your answer. Suppose a sports injury clinic has three main practitioners. First, there is a general practitioner doctor who does the basic diagnosis of the injury and works with the patient to come up with an overall treatment program. This doctor also prescribes medicine as needed. Then there is a surgeon who specializes in sports injuries. Job redesign for Relax Lines.
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Case study on change readiness 2022 Best
This is a case study on change readiness. Review all the assigned reading material, take the retention quiz, review the assignments instructions with the video, and understand the grading rubric, before you begin the assignment.
Case study on change readiness
Review all the assigned reading material, take the retention quiz, review the assignments instructions with the video, and understand the grading rubric, before you begin the assignment. This week, the Chief Executive Officer and the Chief Operating Officer ask your advice about a change they want to implement to reduce the work week of the employees, change the schedules, plus hire new employees in order to accommodate a 24/7 call center operation. Not only will be current employees compensation be reduced due to working fewer hours but they are also asked to train the new employees. You are asked to provide the following:
Case study on change readiness
1. A plan for what Human Resources can do to help prepare for this change. After reviewing the chart below and listening carefully to the concerns of the CEO and COO, draw from the literature provided on what needs to be included in your plans for change. For example, from the literature provided on change management, we know that “People are the ones who implement change in organizations, even if the change is largely technical. The ADKAR model is designed to mitigate the fact that organizations often ignore the individuals involved in making change a success.
Case study on change readiness
For a change to be successful, it’s important that all individuals involved understand the need for the change and how to implement it. Each letter of ADKAR represents one of five milestones that an individual involved in a change process must meet: awareness, desire, knowledge, ability, and reinforcement.” The other literature provided is also relevant to your plan. Be sure to review the information about the reasons why individuals resist change. There are many reasons.2. A summary of what we know about change readiness among the employees. For this you will review the chart that follows below).
Case study on change readiness
Most likely you will find it helpful to covert the numerals to percentages to see what percentage of the employees are ready for the change. See if the literature you were given this week provides any guidance on what percentage of positive opinions about change or impressions on personal impact current exists and where it does not.3. Suggest 1. at least three Key Performance Indicators (KPIs) for tracking and 2. corresponding metrics for each KPI.First understand what we mean by the term Key Performance Indicators (the Chief Executive Officer (CEO) and the Chief Operating Officer (COO) provided some important to him) but you may have some that you feel as the HR professional is also important. https://youtu.be/D2HOrRJiY74
Case study on change readiness
Also, understand that for each KPI, you will need to collect and tract data – this is what we mean by a metric. Determine what metrics you suggest should be identified that will measure each KPI. Recall that metrics pre and post the implementation of the suggested changes is suggested in the conversation.You may want to research how to collect metrics around KPIs in order to make informed suggestions. As always, be sure to review all the course material for the week and take the self-assessment in addition to reviewing the mini case study assignment.
