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HRM300 University of Phoenix Training Methods Human Resources Paper


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HR Ethics Scenarios Worksheet HRM/300 Version 7 University of Phoenix Material HR Ethics Scenarios Worksheet Answer the following questions for each corresponding scenario. (Each scenario should be answered in no more than 350 words) 1. The HR Director is having lunch outside the office. She hears a competitor talking about a significant change in their business that could affect the performance of her own firm. What is HR’s ethical duty? Explain why this may fall under corporate responsibility and insider trading. 2. The head of HR refers a family member to a department head for consideration in an “unposted” job. What do you do? Copyright © 2018 by University of Phoenix. All rights reserved. 1 HR Ethics Scenarios Worksheet HRM/300 Version 7 Explain this in the context of the corporate responsibility or conflict of interest. 3. You just started your new job as the Director of HR for a government contractor. After being there for a few weeks, you notice that employees are being periodically drug tested. However, the tests don’t appear random and tend to focus on one specific group. Why is it important to investigate and resolve the issue immediately? What should the investigation include? Does the Drug Free Workplace Act apply here? Copyright © 2018 by University of Phoenix. All rights reserved. 2 HR Ethics Scenarios Worksheet HRM/300 Version 7 4. The manager at one of your locations calls you and wants to terminate an employee for having religious quotes in his desk area. The area is located in the back room and no one but that person has access to the room. Do you make the person remove them? Why or why not? Can the employee file a lawsuit under the Civil Rights Act, Title VII (1964)? Why or why not? Explain why the manager might not have a case for making the employee take the quotes down. Copyright © 2018 by University of Phoenix. All rights reserved. 3 Total Rewards Plan Worksheet HRM/300 Version 7 University of Phoenix Material Total Rewards Plan Worksheet Instructions: There are 10 positions that have become vacant due to the retirement of the University President. Your task is to recommend a salary range to post, list the benefits that will be provided for these positions, and include a list of perks that may be associated with these positions. Complete the following table in a total of 525 to 700 words: Position at the University Recommend a target salary range for posting? What kinds of benefits are these positions eligible for? University President Special Assistant to the President Copyright © 2018 by University of Phoenix. All rights reserved. Will these positions have perks associated with it? (Describe) 1 Total Rewards Plan Worksheet HRM/300 Version 7 University IT Director Department Finance Manager Department HR Manager HVAC Mechanic Copyright © 2017 by University of Phoenix. All rights reserved. 2 Total Rewards Plan Worksheet HRM/300 Version 7 Systems Administrator Payroll Analyst Administrative Assistant Office Assistant Copyright © 2017 by University of Phoenix. All rights reserved. 3 Total Rewards Plan Worksheet HRM/300 Version 7 Explain in a total of 350 words how you determined the appropriate salary, benefits, and perks for each of these new roles. References APA-formatted citation APA-formatted citation Copyright © 2017 by University of Phoenix. All rights reserved. 4 Training Needs Assessment Exercise HRM/300 Version 7 University of Phoenix Material Training Needs Assessment Exercise Instructions: Read the Grand View Grocers Corporation case. Grand View Grocers Corporation, headquartered in Clewiston, Florida, is among the nation’s top grocery chain companies, with over $34 billion in revenue. It operates and owns approximately 1,500 grocery stores in 10 states and will be expanding operatons to Washington, D.C. in the near future. Grand View Grocer’s Corporation’s operating strategy distinguishes it from other grocery chain companies. Each grocery store has a Training and Development Methods manager that allows decisions to be made locally, close to the client. This also makes Grand View Grocer Corporation’s service more responsive, reliable, and empathetic to its customers. Recently, Grand View Grocers Corporation has identified a that there is an increase in the annual turnover rate for cashiers nationwide. The increase was found in newly hired cashiers, so it was determined that on-the-job training was ineffective. Under the direction of the store manager, cashiers perform a variety of tasks, including: • • • • • • • • • • • • • • • • • • • • • Receive payment by cash, check, credit cards, vouchers, or automatic debits. Issue receipts, refunds, credits, or change due to customers. Count money in cash drawers at the beginning of shifts to ensure that amounts are correct and that there is adequate change. Greet customers entering establishments. Maintain clean and orderly checkout areas. Establish or identify prices of goods, services or admission, and tabulate bills using calculators, cash registers, or optical price scanners. Issue cashier’s checks, money orders, mailing stamps, and redeem food stamps and coupons. Resolve customer complaints. Answer customers' questions, and provide information on procedures or policies. Cash checks for customers. Weigh items sold by weight in order to determine prices. Calculate total payments received during a time period, and reconcile this with total sales. Compute and record totals of transactions. Sell lotto tickets and other items to customers. Keep periodic balance sheets of amounts and numbers of transactions. Bag, box, wrap, or gift-wrap merchandise, when needed. Sort, count, and wrap currency and coins. Process returns and exchanges. Request information or assistance using paging systems. Stock shelves, and mark prices on shelves and items, when needed. Compile and maintain non-monetary reports and records. Essential cashier functions include the following: • • Perform for or Working Directly with the Public -- Performing for people or dealing directly with the public. This includes serving customers in restaurants and stores, and receiving clients or guests. Establish and Maintain Interpersonal Relationships -- Developing constructive and cooperative Copyright © 2018 by University of Phoenix. All rights reserved. 1 Training Needs Assessment Exercise HRM/300 Version 7 • • • working relationships with others, and maintaining them over time. Get Information -- Observing, receiving, and otherwise obtaining information from all relevant sources. Identify Objects, Actions, and Events -- Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events. Process Information -- Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data. Describe in 350- to 525- words the training method or combination of training methods that you would recommend for training. Justify in 350- to 525- words your choice of method(s). Copyright © 2017 by University of Phoenix. All rights reserved. 2 Identify the candidate you would like to hire for this position. Justify your selection based on your Learning Team discussion of the candidate resumes, job description, and interview. Create a 525- to 700-word new hire acceptance letter to send to the candidate of your choice. Outline the following in your letter: • • • • • • • • Introduction/welcome Title, annualized pay, start date, and time Working hours Benefits summary and start dates of benefits Time off At-will statement Closing Signature line for new hire Click on the Assignment Files tab to submit your letter. Candidate 1 Joe Johnson WORK EXPERIENCE Congregation Illinois Head of Maintenance – 5/09 to present • • • • • • • • • • • • • • Oversee one full-time employee and one part-time employee. Daily cleaning of offices, sanctuaries, kitchens, library, restrooms, classrooms, public and party areas. Perform building maintenance and repairs as needed including, but not limited to: plumbing, painting, light electrical, carpentry, and tile work in the congregation building and preschool Set-up and break down of school rooms, meeting spaces and party areas as per event schedule Maintain friendly working relationships with vendors, staff, congregants and students by delivering excellent customer service Ensure safety and working order of building equipment, machinery and tools Carry out routine daily building inspection Communicate weekly with Executive Director, Pre-School Director, and kitchen staff to discuss upcoming schedule of events, recommend building improvements/repairs, and long-term goals Continual floor and carpet care which consists of stripping, waxing, buffing, spot cleaning, and shampooing Train new custodial and temporary staff Order and inventory cleaning and building supplies Snow removal and light grounds keeping Operate building sound system On call 24 hours a day Manufacturing, Illinois Grind Hand – 02/06 to 04/09 • • • Used Okamoto manual and automatic grinders for flat and OD grinding Deburred and polished free flow and locking valve assemblies for plastic mold injection, operated lathe for angle cutting and facing Read blueprints, completed final inspections to insure product adhered to OEM/manufacturer’s specifications Manufacturers Brass and Aluminum, IL Coremaker - 02/05 to 02/06 • Manufactured cores for aluminum and brass castings. Aluminum Foundry, California Maintenance Foreman - 08/87 to 11/04 • • • • Maintained and repaired machinery for the entire foundry including furnaces, shell core and dry sand machines, die grinders, permanent molds, patterns, core boxes and hydraulics Building maintenance that included plumbing, painting, plastering, light construction, electrical and general cleaning. Ordered replacement parts and machinery, operated and maintained fork lift Operated engine lathe, vertical and horizontal mill, surface grinder and drill press, fabricated steel, aluminum fixtures and shop aids Used Oxy-Acetylene and Arc Welding equipment, prepared and melted aluminum alloys for daily production Candidate 1 • Made green and dry sand cores and molds, performed sand blasting, ran disc and belt grinder, removed gates, sprues and risers, rough grinding of castings, performed penetrant inspection, conducted final inspection of castings to adhere to government/client specifications; trained in Statistical Process Control; upheld safety standards. TRAINING Community College and Valley College • Welding and Machining classes References available upon request ...
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Training Needs Assessment Exercise
HRM/300 Version 7

University of Phoenix Material
Training Needs Assessment Exercise

the training method or combination of training methods that you would recommend for training.
Based on the variety of tasks and essential functions performed by the cashier, the
most appropriate training methods that can be applied to increase the competency and
effectiveness of service delivery include hands-on training, web/mobile (app)/ video
learning, and job shadowing training.
Hands-on Method
The hands-on training method enables employees to apply the knowledge gained in
their workplace before applying skills to undertake their daily. For positions such as this of a
cashier at a grocery store, hands-on training will give the cashier an opportunity to jump
right into the work environment and then gaining a hands-on experience of whatever is
expected of them (Rossett, 2017). This is an effective way of enabling the employee to
experience an effective training which provides a perfect combination of practice,
observance, and coaching. The employees will also rely on the hands-on experience and
observation to ask questions specifically targeting the situations the trainees may come
across in their workplaces and receive responses immediately.
Web / Mobile (app) / Video Learning
The second training method that could be applicable in this case is the web-based
method. This involves the use of the mobile app to provide video learning program and
limitless learning resources to the cashier trainees. The cashiers will then have the
opportunity to use the flexible video learning program to fix their schedule of the training
needs of the company (Peterson, 2013). It also enables the cashiers to aces more resources
from websites, podcast, videos, learning games, mobile applications, discussions. The
cashier trainees will find the mobile applications a one spot stop where they can access
audios, learning games, interactive animations, virtual reality, contact numbers, and
information about the company at their convenience.
Job Shadowing Training Method
The third training method that best suites employees in such a scenario are the Job
shadowing training method. This training method involves subjecting employees to an
environment where they can follow and observe an experienced employee so that they can
mimic and copy their mode of doing things to acquire similar skills (United States, 2014).
The method will thus enable the trainee cashiers to pick up on the appropriate behavioral
patterns and put them in practice to achieve the desired outcome. In the long run, the trainee
cashiers will be able to implement their duties to the best of their knowledge.
Justification of the choice of method(s).

Copyright © 2018 by University of Phoenix. All rights reserved.


Training Needs Assessment Exercise
HRM/300 Version 7

Why is hands-on method effective for cashier position?
The hands-on training method is effective for cashier trainees because it would enable
the cashiers to come with experience or without any form of experience of the job. This is
because the training is tailored to the specific cashier job and will only offer the required
skills and expertise for the cashier (United States, 2014). Consequently, this training method
is recommended because it would enable the cashiers to learn the common procedures which
are unique to the company, giving them more practice time before they are can be ready to
undertake the tasks on their own. In addition, this training method will enable the cashiers to
remain committed and focused on their respective activities. They would end up being
stimulated to put the skills learned into practice. The hands-on training method is also
effective because it allows the cashier trainees to practice and prepares to work on their own.
Why Web / Mobile (app) / Video Learning for cashier position?
The video learning, Mobile app or Web-based training method is appropriate for the
cashier position because it would enable the cashier trainees to access the training resources
at their convenience. It is also appropriate because it would enable the cashier trainees to
attend the training sessions with a lot of flexibility. It is also the most preferred mode of
communication between employees and their mentors besides making the training session
more fun and interesting (Rossett, 2017). Consequently, the employees will be glued to the
training sessions due to the attractive animations, interactive games, and videos which
enables them to test the skills they learn on a daily basis.
Above all, this training method is appropriate because it will provide the cashier
trainees with a virtual reality that puts the cashier trainees into different situations to learn
how to handle different job scenarios. The web/ mobile/ video training is equally effective
because it allows the trainee to have engaged in a fun learning environment which is
available at their convenience (Peterson, 2013). This increases their knowledge base and
access to the relevant information that could help them perform better within their assigned
Why Job Shadowing Training Method for cashier position?
The Job shadowing training method is also appropriate for the cashier training
because it would provide the cashier trainees with more opportunities to learn more than the
basic cashier skills, but also additional interpersonal skills. The Job shadowing training
method also enables the cashier trainees to learn the different patterns that are desirable for
effective customer service so that they can apply effective problem-solving skills. The
cashiers will, therefore, find this training method very effective in providing them with skills
of how to undertaking their activities in the most efficient and fastest way (Barbazette,
2016). Consequently, it will eliminate the possibility of the trainees learning bad habits from
those who they are shadowing when only the best employees reselected to be shadowed by
trainees (Rossett, 2017). The shadowing training method is effective because it allows the
cashier trainees to learn only the desirable behavior as they practice to improve their soft
skills such as interpersonal customer service skills which are very crucial for the cashier

Copyright © 2017 by University of Phoenix. All rights reserved.


Training Needs Assessment Exercise
HRM/300 Version 7

Barbazette, J. (2016). Training needs assessment: Methods, tools and techniques. New Jersey:
Peterson, R. (2013). Training needs assessment: Meeting the training needs for quality
performance. London: Kogan Page.
Rossett, A. (2017). Training needs assessment. Englewood Cliffs, N.J: Educational Technology
United States. (2014). Training needs assessment handbook: A guide for conducting a multi-level
needs assessment. Washington, D.C: The Office.

Copyright © 2017 by University of Phoenix. All rights reserved.


HR Ethics Scenarios Worksheet
HRM/300 Version 7

University of Phoenix Materia...

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Cornell University

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