While not exactly what we'd call an exam, our "final' is an exercise where you will put together the major concepts you have learned in the course, combining them in a single document. I have structured it to be a consultant's report, where you as the consultant are recommending to a specific sports entity the strategy that you propose to keep that entity economically healthy and successful for the next ten years. You will use your knowledge of economic principles, competitive balance, labor markets, economic impact etc. to recommend major policies that will help your client organization thrive over the next ten years. Your work should take the form of a report to the commisioner or governing body of that entity. It should be as detailed as necessary with no minimum or maximum length. You may submit a written document or any other form of presentation you wish. Simply stated it must answer the following questions: What goals are you recommending for the organization? (what do you want?) What benefits will be derived? (why do you want it?) What are the obstacles to be overcome? (why don't you have it yet?) What actions are recommended? (what are you willing to do to get it?) Your choices are to report to the governing authorities of (choose one): Major League Baseball The National Football League The National Basketball Association The English Premier League The National Collegiate Athletic Association

Write a three- to four-page research report that includes a summary of your research, findings, and recommendations. At a minimum, your paper must include the following:1.An introduction or overview of the cybersecurity workforce issues which impact State governments. This overview should address the political, economic, socio-cultural (including education), and technological factors that contribute to the perceived lack of qualified cybersecurity workers. This introduction should be suitable for an executive audience.2.A separate section that addresses five specific reasons why states have difficulty hiring enough trained and qualified cybersecurity workers for positions in state agencies and offices.3.A separate section that addresses five specific “non-cybersecurity” reasons why a workforce shortage affecting state governments may currently exist. Consider and discuss whether the workforce shortage arises out of state budget problems rather than training and education or salary.4.A recommendations section which identifies and discusses at least five training, education, marketing, or hiring actions that state governments could take to attract cybersecurity talent and reduce or alleviate a cybersecurity workforce shortage for trained and qualified cybersecurity personnel. These recommendations should include several alternative practices which deemphasize salary.5.A separate Summary section in which you present a summary of your research and recommendations.FULL INSTRUCTIONS ARE ATTACHED

Structural Requirements for HR Strategic Recommendations Report In at least 10 full pages (excluding reference page and appendices) write a report to the Chief Operations Officer discussing the following topics in order, using the prescribed section headers in bold.  Section 1- Introduction. In this section, Describe the purpose and value of this report. Provide persuasive evidence as to why the COO needs to act based on your recommendations. Section 2- Strategic Recommendations for Recruitment and Selection. In this section, Explain how this HR function supports the HR department’s purpose statement submitted in Week 5. Provide recommendations and rationale on improving the services, programs, and/or tools for employees and managers related to this HR function. Identify and define important quantitative HR metrics that can be used to measure the effectiveness of this human resource function. You must include the formula or equation to calculate quantitative measurements. Section 3- Strategic Recommendations for Performance Management. In this section, Explain how this HR function supports the HR department’s purpose statement submitted in Week 5. Provide recommendations and rationale on improving the services, programs, and/or tools for employees and managers related to this HR function. Identify and define important quantitative HR metrics that can be used to measure the effectiveness of this human resource function. You must include the formula or equation to calculate quantitative measurements. Section 4- Strategic Recommendations for Training and Development. In this section, Explain how this HR function supports the HR department’s purpose statement submitted in Week 5. Provide recommendations and rationale on improving of the services, programs, and/or tools for employees and managers related to this HR function. Identify and define important quantitative HR metrics that can be used to measure the effectiveness of this human resource function. You must include the formula or equation to calculate quantitative measurements. Section 5- Strategic Recommendations for Compensation and Benefits. In this section, Explain how this HR function supports the organization’s purpose statement submitted in Week 5. Provide recommendations and rationale on improving the services, programs, and/or tools for employees and managers related to this HR function. Identify and define important quantitative HR metrics that can be used to measure the effectiveness of this human resource function. You must include the formula or equation to calculate quantitative measurements.