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first read 8 articles and write two full pages about what you think about religion. the third page is work cited.
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Autobiography 11.edited 1
My name is Nawaf Aljoaib. I am an international student from Saudi Arabia. I believe that my best attributes are boldness ...
Autobiography 11.edited 1
My name is Nawaf Aljoaib. I am an international student from Saudi Arabia. I believe that my best attributes are boldness and willingness to learn new ...
Columbia Southern Gun Control Conclusion and Abstract Research Paper
Conclusion and AbstractFollow the directions below for the completion of the conclusion and abstract assignment for Unit V ...
Columbia Southern Gun Control Conclusion and Abstract Research Paper
Conclusion and AbstractFollow the directions below for the completion of the conclusion and abstract assignment for Unit VIII. If you have questions, please email your professor for assistance.Purpose: The purpose of this assignment is to complete your academic argumentative research paper.Description: In this assignment, you will first write your conclusion; then, you will write your abstract. The following components are requirements of the assignment:Conclusion (150-200 words):Revisit the controversy.Emphasize the seriousness of the controversy.Answer the “So what?” question.Suggest a general solution (optional).Call for awareness/action.Leave the reader with a final thought.Abstract (200 words or less): For this assignment, you may not exceed 200 words.Restatement of the controversy (one to two sentences)Your thesis (one sentence)Reasons (three to four sentences)Conclusion sentence (one sentence)Add the conclusion and abstract to the rest of your paper so that you are turning in a complete research paper. The paper should include all of the following components (in order):Title pageAbstractIntroductionLiterature reviewBody paragraphsConclusionReferences pageYou may also seek out the guidance of the Success Center; the specialists are always there to assist you with your writing and comprehension.
Case Study 12.1 - Independent Contractor or Part-time Employee?
Independent Contractor or Part-time Employee?The goal of this Case Study is to analyze the employment relationship between ...
Case Study 12.1 - Independent Contractor or Part-time Employee?
Independent Contractor or Part-time Employee?The goal of this Case Study is to analyze the employment relationship between EcoSafe Landscaping and Laney James. Based on the information provided in the case you are to respond to three questions. In order to accomplish this assignment you will need to review the case and refer to the materials covered in the chapter and class discussion.Part 1: Review the Case SummaryIndependent Contractor or Part-time Employee?EcoSafe Landscaping provides “environment-friendly” landscaping service to primarily residential clients. EcoSafe’s clients are attracted to the company because of their use of natural fertilizers and energy saving equipment. The company has grown quickly through referrals from current clients, but founder and President Elaine Caster knows that a marketing expert is needed to help ensure future business growth. Elaine is confident that EcoSafe could expand business significantly by moving beyond the residential market and finding commercial clients that want to engage vendors that are more environmentally conscience. However, Elaine does not have the time to develop an effective marketing campaign. She has decided to hire a marketing expert, but intends to start off with someone just working part-time in the role. After an extensive search, Elaine thinks she has found the perfect candidate for the marketing position. Laney James is a marketing professional with extensive experience in the landscaping and other service industries. She worked for a similar company for ten years before starting her own marketing consulting company six years ago. While Laney has enjoyed the independence and flexibility of owning her own business, she started looking for a position within a company to give her more stability. This seems to be a perfect match as Laney also is looking for a part-time opportunity to give her the flexibility to be available in the afternoons for her school-aged children.Elaine and Laney have thoroughly discussed the position and Elaine’s expectations. Elaine has some specific ideas on how she believes the marketing should be executed. She will rely on Laney’s professional input, but has made it clear that Laney needs Elaine’s approval before implementing any marketing campaigns. While she will be only working part-time, Elaine will provide Laney with an office including computer equipment, and Laney will share Elaine’s administrative assistant. While Laney will have some flexibility, Elaine has asked that Laney to work on Mondays, Wednesdays and Fridays as these are days when most management meetings are scheduled. Finally, Elaine hopes that at some point Laney will be able to transition to full-time as the business grows. Elaine is getting ready to further discuss the offer to Laney and is considering suggesting that the company engages her as an independent contractor instead of hiring her as an employee. As Laney already has a business established, setting her up as an independent contractor should be easier than actually hiring her as an employee. Further, Laney has indicated that she does not need EcoSafe’s health care insurance so she Elaine doesn’t see a reason for her to be hired as an employee. Because she is uncertain about the future for the position, Elaine believes that engaging Laney as an independent contractor is a good idea.Part 2: Answer Three Questions12.1 Why would EcoSafe prefer to engage Laney as an independent contractor?12.2 Based on the information provided, do you think Laney should be engaged as an independent contractor and why?12.3 What other flexible work alternative could she consider and how would these impact Laney’s compensation?Exercise Guidelines:Name and Student ID number (Last four numbers) should be typed and appear at the top of the pagePage Topic: “Case Study – CS12.1 – Independent Contractor or Part-time Employee” should appear under the student nameMinimum of one (1) page and no more than 2 (two) pages MS Word doc.MS Word doc., typed in an Arial 10 point font, single spacedWell written, no spelling errors or incomplete sentencesIf appropriate, include citationsRestate (with the question number) and answer the questions being asked in a direct and thorough mannerThe quality of the response is more important than the length
EDSD 7074 Walden University Multi Tiered System Of Support Discussion
In this week’s Discussion you build on your Discussion from last week. You reflect on leadership strategies and componen ...
EDSD 7074 Walden University Multi Tiered System Of Support Discussion
In this week’s Discussion you build on your Discussion from last week. You reflect on leadership strategies and components needed to promote successful implementation of an MTSS. You will also analyze various models of MTSS in several states to identify any possible components that may be missing in the model that your state has implemented. Pay attention to any gaps in practice as you analyze various models and evaluate the implementation of an MTSS. To prepare Review the module Learning Resources of the different states. Consider the different components identified for each state. Be sure to analyze the terms, as they may differ for each state.Research your state’s implementation of MTSS and the components used. Reflect on the differences of the components and any gaps in practice as it relates to MTSS you recognize throughout your research. A brief overview of your state’s implementation of MTSS. Then, explain components of MTSS in two other states that you believe should be implemented in your state. Provide a rationale for your components, explaining the gaps in practice in your current state and school, data supporting that gap, and how you envision these components supporting students in your state, district, and school.Learning ResourcesNote: To access this module’s required library resources, please click on the link to the Course Readings List, found in the Course Materials section of your Syllabus.Required ReadingsBrown-Chidsey, R. & Bickford, R. (2016). Practical handbook of multi-tiered systems of support: Building academic and behavioral success in schools. New York, NY: Guildford Press. Chapter 10, “ Exploration, Adoption, and Installation” (pp. 95–106) Chapter 11, “Implementation” (107–114) Chaparro , E. A., Helton, S., & Sadler, C. (2016). Oregon’s effective behavioral and instructional support systems initiative: Implementation from district- and state-level perspectives. In K. McIntosh, & S. Goodman (Eds.), Integrated multi-tiered systems of support: Blending RTI and PBIS (pp. 267–286). New York, NY: Guilford Press.Kincaid, D., & Batsche, G. (2016). Florida’s multi-tiered support system for academics and behavior. In K. McIntosh, & S. Goodman (Eds.), Integrated multi-tiered systems of support: Blending RTI and PBIS (pp. 287–304). New York, NY: Guilford Press.Russell, C., & Harms, A. (2016). Michigan’s integrated behavior and learning support initiative: A statewide system of support for MTSS. In K. McIntosh, & S. Goodman (Eds.), Integrated multi-tiered systems of support: Blending RTI and PBIS (pp. 305–324). New York, NY: Guilford Press.Cook, C. R., Lyon, A. R., Kubergovic, D., Wright, D. B., & Zhang, Y. (2015). A supportive beliefs intervention to facilitate the implementation of evidence-based practices within a multi-tiered system of supports. School Mental Health, 7(1), 49–60.Eagle, J. W., Dowd-Eagle, S. E., Snyder, A., & Holtzman, E. G. (2015). Implementing a Multi-Tiered System of Support (MTSS): Collaboration Between School Psychologists and Administrators to Promote Systems-Level Change. Journal of Educational and Psychological Consultation, 25(2-3), 160-177.Witzel, B., & Clarke, B. (2015). Focus on inclusive education: Benefits of using a multi-tiered system of supports to improve inclusive practice: Bradley Witzel, Editor. Childhood Education, 91(3), 215-219.Document: State-Level Multi-tiered Systems of Support Implementation Template (Word Document)Document: Kansas Multi-Tier System of Support (PDF)Kansas has a MTSS Innovation Matrix designed to describe the principles and practices within an MTSS. It shares essential system components across all domains.Required Media Kukic, S. [RTIActionNetwork]. (2013, August 9). NCLD's school transformation model: Helping ALL students succeed. Retrieved from https://www.youtube.com/watch?v=zKTG1vxKQuo&feature=youtu.be
HRM595 University of Phoenix Signature Assignment: HR Strategic Planning Proposal
Signature Assignment: HR Strategic Planning Proposal Assignment Content Scenario: ABC Company, a midsize organizatio ...
HRM595 University of Phoenix Signature Assignment: HR Strategic Planning Proposal
Signature Assignment: HR Strategic Planning Proposal Assignment Content Scenario: ABC Company, a midsize organization founded in 2010, is a health care company specializing in hospital products. ABC employs approximately 600 employees. The company is currently doing business in the Midwestern states. The new president, Jason Fenwick, is eager to take the organization to the next level of performance. Jason’s plan is to grow the business through entry into the medical device business. Cultural considerations for the growth strategy include: ABC has established a track record of success. Financial goals have been reached every year for the past five years. The health care industry continues to experience extraordinary change and Jason senses that the time is right to expand the footprint of ABC through entering a new market, the medical device business. With the new strategic direction in mind, Jason has recruited you from a major competitor of ABC, as the new Vice President of Human Resources. You were selected based on your outstanding performance, innovative approach to HR as demonstrated in your former organization, and your bias for action and results. Jason admires your strategic skills and proven accomplishments. Jason is excited to move forward and has requested a proposal from you about your best thinking in aligning the HR function with the new strategic direction. Keep in mind, skills for entering into the medical devices business are not currently possessed within the workforce. This will impact the approach to Talent Acquisition and Retention. Develop the proposal requested by Jason, include the following seven considerations: Synthesize what you learned from being in charge of HR for a small business that you would like to try to implement at ABC.Analyze the challenges of working in HR for a larger business like ABC that need to be addressed to better align the HR function with the new strategic direction.Evaluate each HR functional area to determine what changes will be needed to align with and support the new strategic direction (Refer to Appendix B for assistance):Functional Area #1: Talent Acquisition & RetentionFunctional Area #3: Learning & DevelopmentFunctional Area #4: Total RewardsFunctional Area #6: Organizational Effectiveness & DevelopmentFunctional Area #11: Diversity & InclusionFunctional Area #15: Business & HR StrategyIntegrate the cultural considerations discussion important to Jason into the proposal.Create a business case that includes the business objectives you hope to achieve by aligning the HR organization with the new strategic direction, with a strong focus on growth.Analyze legal and ethical considerations related to the functional areas covered.Create 3 to 5 frequently asked questions (FAQ) with answers in preparation for discussions with other members of Jason’s executive leadership team. Design a 1,050- to 1,400-word proposal to respond request made by Jason. Write the plan in the third-person voice. Use the bullet points in the assignment as an organizational tool to develop headings (the exact wording of headings is your choice) that will signal the topics and keep your document organized. Must be APA format with at least four in text citations and a reference page. Bottom of Form Appendix B Functional Area #1: Talent Acquisition & Retention Definition: Talent Acquisition & Retention encompasses the activities involved in building and maintaining a workforce. HR demonstrates value by developing, implementing, and measuring the individual and organizational success of activities and programs for sourcing, recruiting, hiring, onboarding, orientation, and retention. Functional Area #3: Learning & Development Definition: Learning & Development aligns organizational business needs with employees’ competencies, knowledge, and skills, effectively closing the gap between them. HR demonstrates value by identifying and creating learning opportunities that increase employee capability and organizational knowledge. Functional Area #4: Total Rewards Definition: Total Rewards encompasses direct and indirect remuneration approaches that employers use to attract, recognize, and retain workers. HR demonstrates value by designing and administering systems and programs (e.g., base pay, benefits, incentive pay, leave, perquisites, retirement) that support recruitment and retention efforts. Functional Area #6: Organizational Effectiveness & Development Definition: Organizational Effectiveness & Development deals with the overall structure and functionality of the organization — that is, measuring the effectiveness and growth of people and processes from long- and short-term perspectives, and leading necessary organizational change initiatives. HR demonstrates value by aligning the organization’s vision, mission, and goals with day-to-day Operational activities, including organizational design, development, performance measures, and standards. Functional Area #11: Diversity & Inclusion Definition: Diversity & Inclusion encompasses the qualities, life experiences, personalities, education, skills, competencies, and collaboration of the many different types of people who are necessary to propel an organization to success. HR demonstrates value by creating opportunities that leverage the human experience to address organizational needs or solve issues on a global basis. Functional Area #15: Business & HR Strategy Definition: Business & HR Strategy involves organizational planning to achieve success and create value for stakeholders. HR demonstrates value by contributing its perspective and expertise to development of the enterprise strategy, and by developing, implementing, and evaluating an HR strategy aligned with the organization’s goals, values, and tactics, as defined in the enterprise strategy.
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Autobiography 11.edited 1
My name is Nawaf Aljoaib. I am an international student from Saudi Arabia. I believe that my best attributes are boldness ...
Autobiography 11.edited 1
My name is Nawaf Aljoaib. I am an international student from Saudi Arabia. I believe that my best attributes are boldness and willingness to learn new ...
Columbia Southern Gun Control Conclusion and Abstract Research Paper
Conclusion and AbstractFollow the directions below for the completion of the conclusion and abstract assignment for Unit V ...
Columbia Southern Gun Control Conclusion and Abstract Research Paper
Conclusion and AbstractFollow the directions below for the completion of the conclusion and abstract assignment for Unit VIII. If you have questions, please email your professor for assistance.Purpose: The purpose of this assignment is to complete your academic argumentative research paper.Description: In this assignment, you will first write your conclusion; then, you will write your abstract. The following components are requirements of the assignment:Conclusion (150-200 words):Revisit the controversy.Emphasize the seriousness of the controversy.Answer the “So what?” question.Suggest a general solution (optional).Call for awareness/action.Leave the reader with a final thought.Abstract (200 words or less): For this assignment, you may not exceed 200 words.Restatement of the controversy (one to two sentences)Your thesis (one sentence)Reasons (three to four sentences)Conclusion sentence (one sentence)Add the conclusion and abstract to the rest of your paper so that you are turning in a complete research paper. The paper should include all of the following components (in order):Title pageAbstractIntroductionLiterature reviewBody paragraphsConclusionReferences pageYou may also seek out the guidance of the Success Center; the specialists are always there to assist you with your writing and comprehension.
Case Study 12.1 - Independent Contractor or Part-time Employee?
Independent Contractor or Part-time Employee?The goal of this Case Study is to analyze the employment relationship between ...
Case Study 12.1 - Independent Contractor or Part-time Employee?
Independent Contractor or Part-time Employee?The goal of this Case Study is to analyze the employment relationship between EcoSafe Landscaping and Laney James. Based on the information provided in the case you are to respond to three questions. In order to accomplish this assignment you will need to review the case and refer to the materials covered in the chapter and class discussion.Part 1: Review the Case SummaryIndependent Contractor or Part-time Employee?EcoSafe Landscaping provides “environment-friendly” landscaping service to primarily residential clients. EcoSafe’s clients are attracted to the company because of their use of natural fertilizers and energy saving equipment. The company has grown quickly through referrals from current clients, but founder and President Elaine Caster knows that a marketing expert is needed to help ensure future business growth. Elaine is confident that EcoSafe could expand business significantly by moving beyond the residential market and finding commercial clients that want to engage vendors that are more environmentally conscience. However, Elaine does not have the time to develop an effective marketing campaign. She has decided to hire a marketing expert, but intends to start off with someone just working part-time in the role. After an extensive search, Elaine thinks she has found the perfect candidate for the marketing position. Laney James is a marketing professional with extensive experience in the landscaping and other service industries. She worked for a similar company for ten years before starting her own marketing consulting company six years ago. While Laney has enjoyed the independence and flexibility of owning her own business, she started looking for a position within a company to give her more stability. This seems to be a perfect match as Laney also is looking for a part-time opportunity to give her the flexibility to be available in the afternoons for her school-aged children.Elaine and Laney have thoroughly discussed the position and Elaine’s expectations. Elaine has some specific ideas on how she believes the marketing should be executed. She will rely on Laney’s professional input, but has made it clear that Laney needs Elaine’s approval before implementing any marketing campaigns. While she will be only working part-time, Elaine will provide Laney with an office including computer equipment, and Laney will share Elaine’s administrative assistant. While Laney will have some flexibility, Elaine has asked that Laney to work on Mondays, Wednesdays and Fridays as these are days when most management meetings are scheduled. Finally, Elaine hopes that at some point Laney will be able to transition to full-time as the business grows. Elaine is getting ready to further discuss the offer to Laney and is considering suggesting that the company engages her as an independent contractor instead of hiring her as an employee. As Laney already has a business established, setting her up as an independent contractor should be easier than actually hiring her as an employee. Further, Laney has indicated that she does not need EcoSafe’s health care insurance so she Elaine doesn’t see a reason for her to be hired as an employee. Because she is uncertain about the future for the position, Elaine believes that engaging Laney as an independent contractor is a good idea.Part 2: Answer Three Questions12.1 Why would EcoSafe prefer to engage Laney as an independent contractor?12.2 Based on the information provided, do you think Laney should be engaged as an independent contractor and why?12.3 What other flexible work alternative could she consider and how would these impact Laney’s compensation?Exercise Guidelines:Name and Student ID number (Last four numbers) should be typed and appear at the top of the pagePage Topic: “Case Study – CS12.1 – Independent Contractor or Part-time Employee” should appear under the student nameMinimum of one (1) page and no more than 2 (two) pages MS Word doc.MS Word doc., typed in an Arial 10 point font, single spacedWell written, no spelling errors or incomplete sentencesIf appropriate, include citationsRestate (with the question number) and answer the questions being asked in a direct and thorough mannerThe quality of the response is more important than the length
EDSD 7074 Walden University Multi Tiered System Of Support Discussion
In this week’s Discussion you build on your Discussion from last week. You reflect on leadership strategies and componen ...
EDSD 7074 Walden University Multi Tiered System Of Support Discussion
In this week’s Discussion you build on your Discussion from last week. You reflect on leadership strategies and components needed to promote successful implementation of an MTSS. You will also analyze various models of MTSS in several states to identify any possible components that may be missing in the model that your state has implemented. Pay attention to any gaps in practice as you analyze various models and evaluate the implementation of an MTSS. To prepare Review the module Learning Resources of the different states. Consider the different components identified for each state. Be sure to analyze the terms, as they may differ for each state.Research your state’s implementation of MTSS and the components used. Reflect on the differences of the components and any gaps in practice as it relates to MTSS you recognize throughout your research. A brief overview of your state’s implementation of MTSS. Then, explain components of MTSS in two other states that you believe should be implemented in your state. Provide a rationale for your components, explaining the gaps in practice in your current state and school, data supporting that gap, and how you envision these components supporting students in your state, district, and school.Learning ResourcesNote: To access this module’s required library resources, please click on the link to the Course Readings List, found in the Course Materials section of your Syllabus.Required ReadingsBrown-Chidsey, R. & Bickford, R. (2016). Practical handbook of multi-tiered systems of support: Building academic and behavioral success in schools. New York, NY: Guildford Press. Chapter 10, “ Exploration, Adoption, and Installation” (pp. 95–106) Chapter 11, “Implementation” (107–114) Chaparro , E. A., Helton, S., & Sadler, C. (2016). Oregon’s effective behavioral and instructional support systems initiative: Implementation from district- and state-level perspectives. In K. McIntosh, & S. Goodman (Eds.), Integrated multi-tiered systems of support: Blending RTI and PBIS (pp. 267–286). New York, NY: Guilford Press.Kincaid, D., & Batsche, G. (2016). Florida’s multi-tiered support system for academics and behavior. In K. McIntosh, & S. Goodman (Eds.), Integrated multi-tiered systems of support: Blending RTI and PBIS (pp. 287–304). New York, NY: Guilford Press.Russell, C., & Harms, A. (2016). Michigan’s integrated behavior and learning support initiative: A statewide system of support for MTSS. In K. McIntosh, & S. Goodman (Eds.), Integrated multi-tiered systems of support: Blending RTI and PBIS (pp. 305–324). New York, NY: Guilford Press.Cook, C. R., Lyon, A. R., Kubergovic, D., Wright, D. B., & Zhang, Y. (2015). A supportive beliefs intervention to facilitate the implementation of evidence-based practices within a multi-tiered system of supports. School Mental Health, 7(1), 49–60.Eagle, J. W., Dowd-Eagle, S. E., Snyder, A., & Holtzman, E. G. (2015). Implementing a Multi-Tiered System of Support (MTSS): Collaboration Between School Psychologists and Administrators to Promote Systems-Level Change. Journal of Educational and Psychological Consultation, 25(2-3), 160-177.Witzel, B., & Clarke, B. (2015). Focus on inclusive education: Benefits of using a multi-tiered system of supports to improve inclusive practice: Bradley Witzel, Editor. Childhood Education, 91(3), 215-219.Document: State-Level Multi-tiered Systems of Support Implementation Template (Word Document)Document: Kansas Multi-Tier System of Support (PDF)Kansas has a MTSS Innovation Matrix designed to describe the principles and practices within an MTSS. It shares essential system components across all domains.Required Media Kukic, S. [RTIActionNetwork]. (2013, August 9). NCLD's school transformation model: Helping ALL students succeed. Retrieved from https://www.youtube.com/watch?v=zKTG1vxKQuo&feature=youtu.be
HRM595 University of Phoenix Signature Assignment: HR Strategic Planning Proposal
Signature Assignment: HR Strategic Planning Proposal Assignment Content Scenario: ABC Company, a midsize organizatio ...
HRM595 University of Phoenix Signature Assignment: HR Strategic Planning Proposal
Signature Assignment: HR Strategic Planning Proposal Assignment Content Scenario: ABC Company, a midsize organization founded in 2010, is a health care company specializing in hospital products. ABC employs approximately 600 employees. The company is currently doing business in the Midwestern states. The new president, Jason Fenwick, is eager to take the organization to the next level of performance. Jason’s plan is to grow the business through entry into the medical device business. Cultural considerations for the growth strategy include: ABC has established a track record of success. Financial goals have been reached every year for the past five years. The health care industry continues to experience extraordinary change and Jason senses that the time is right to expand the footprint of ABC through entering a new market, the medical device business. With the new strategic direction in mind, Jason has recruited you from a major competitor of ABC, as the new Vice President of Human Resources. You were selected based on your outstanding performance, innovative approach to HR as demonstrated in your former organization, and your bias for action and results. Jason admires your strategic skills and proven accomplishments. Jason is excited to move forward and has requested a proposal from you about your best thinking in aligning the HR function with the new strategic direction. Keep in mind, skills for entering into the medical devices business are not currently possessed within the workforce. This will impact the approach to Talent Acquisition and Retention. Develop the proposal requested by Jason, include the following seven considerations: Synthesize what you learned from being in charge of HR for a small business that you would like to try to implement at ABC.Analyze the challenges of working in HR for a larger business like ABC that need to be addressed to better align the HR function with the new strategic direction.Evaluate each HR functional area to determine what changes will be needed to align with and support the new strategic direction (Refer to Appendix B for assistance):Functional Area #1: Talent Acquisition & RetentionFunctional Area #3: Learning & DevelopmentFunctional Area #4: Total RewardsFunctional Area #6: Organizational Effectiveness & DevelopmentFunctional Area #11: Diversity & InclusionFunctional Area #15: Business & HR StrategyIntegrate the cultural considerations discussion important to Jason into the proposal.Create a business case that includes the business objectives you hope to achieve by aligning the HR organization with the new strategic direction, with a strong focus on growth.Analyze legal and ethical considerations related to the functional areas covered.Create 3 to 5 frequently asked questions (FAQ) with answers in preparation for discussions with other members of Jason’s executive leadership team. Design a 1,050- to 1,400-word proposal to respond request made by Jason. Write the plan in the third-person voice. Use the bullet points in the assignment as an organizational tool to develop headings (the exact wording of headings is your choice) that will signal the topics and keep your document organized. Must be APA format with at least four in text citations and a reference page. Bottom of Form Appendix B Functional Area #1: Talent Acquisition & Retention Definition: Talent Acquisition & Retention encompasses the activities involved in building and maintaining a workforce. HR demonstrates value by developing, implementing, and measuring the individual and organizational success of activities and programs for sourcing, recruiting, hiring, onboarding, orientation, and retention. Functional Area #3: Learning & Development Definition: Learning & Development aligns organizational business needs with employees’ competencies, knowledge, and skills, effectively closing the gap between them. HR demonstrates value by identifying and creating learning opportunities that increase employee capability and organizational knowledge. Functional Area #4: Total Rewards Definition: Total Rewards encompasses direct and indirect remuneration approaches that employers use to attract, recognize, and retain workers. HR demonstrates value by designing and administering systems and programs (e.g., base pay, benefits, incentive pay, leave, perquisites, retirement) that support recruitment and retention efforts. Functional Area #6: Organizational Effectiveness & Development Definition: Organizational Effectiveness & Development deals with the overall structure and functionality of the organization — that is, measuring the effectiveness and growth of people and processes from long- and short-term perspectives, and leading necessary organizational change initiatives. HR demonstrates value by aligning the organization’s vision, mission, and goals with day-to-day Operational activities, including organizational design, development, performance measures, and standards. Functional Area #11: Diversity & Inclusion Definition: Diversity & Inclusion encompasses the qualities, life experiences, personalities, education, skills, competencies, and collaboration of the many different types of people who are necessary to propel an organization to success. HR demonstrates value by creating opportunities that leverage the human experience to address organizational needs or solve issues on a global basis. Functional Area #15: Business & HR Strategy Definition: Business & HR Strategy involves organizational planning to achieve success and create value for stakeholders. HR demonstrates value by contributing its perspective and expertise to development of the enterprise strategy, and by developing, implementing, and evaluating an HR strategy aligned with the organization’s goals, values, and tactics, as defined in the enterprise strategy.
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