HRMT620-1401B-02 : Strategic Human Capital Management
User Generated
gbfva128
Business Finance
Description
400 to 600 words
As noted in Week 1, this course was a problem-based learning (PBL) course. Engage in a discussion by providing feedback on your experience with PBL, as follows:
- How easy was it to understand each of the problems that were presented?
- Were you able to find the relevant information that you needed to fully understand the problem?
- How did you obtain the knowledge that is necessary to propose a solution for the problems presented?
- Did you experience any learning issues?
- Assess and reflect on your learning process. What changes or suggestions would you make?
Review and reflect on the knowledge you have gained from this course. Based on your review and reflection, write at least 3 paragraphs on the following:
- What were the most compelling topics learned in this course?
- How did participating in discussions help your understanding of the subject matter? Is anything still unclear that could be clarified?
- What approaches could have yielded additional valuable information?
- The main post should include at least 1 reference to research sources, and all sources should be cited using APA format.
User generated content is uploaded by users for the purposes of learning and should be used following Studypool's honor code & terms of service.
This question has not been answered.
Create a free account to get help with this and any other question!
24/7 Homework Help
Stuck on a homework question? Our verified tutors can answer all questions, from basic math to advanced rocket science!
Most Popular Content
Consultant Entry into the Organization
1000 WordsWrite a memo to the department heads of Pegasus to describe the goals of the change initiative, which is the reo ...
Consultant Entry into the Organization
1000 WordsWrite a memo to the department heads of Pegasus to describe the goals of the change initiative, which is the reorganization. In this memo, you must do the following:Gain the trust of the department heads by offering a clear explanation of the need for change.Briefly outline the steps you may use to facilitate this change process.Describe how you would like to involve the department heads with this process.Scenario You are an internal consultant directed to plan the reorganization for Pegasus Company, a large aerospace research and development company. You work in the human resource development (HRD) department and have three direct reports. Your team has never experienced reorganization, and you will be responsible for coaching them as well as facilitating the reorganization itself. The goal for you and the HRD team is to help Pegasus remain effective and efficient in today’s competitive marketplace.Pegasus is widely known for its wind tunnel research technology. Scale models of new products (planes, helicopters, jets, space shuttles, etc.) are tested for imperfections, safety, and practicality. Pegasus is comprised of engineers, computer-aided design (CAD) designers, scientists, model makers, and administrative staff. The company started out small and has grown rapidly over the past few years. With that growth came the company's organization into departments by skill group (e.g., engineering, design, R&D). By now, people in different skill groups do not communicate to each other except to pass along designs, projects, and other pertinent ideas to complete project goals. This has caused many problems in the past because each type of worker has his or her own language for his or her subculture of the organization. Therefore, projects take a long time to complete because of mistakes in the plans, redoing the mistakes, and failing to take into account the specifications of the scientists and engineers by the CAD designers because they have not been clearly communicated. The administration and leadership of the organization lack good skills in interpersonal communications because of their heavy science background, and they also need leadership training in the form of management and executive development.The culture of the organization has been what has kept most people there, not the compensation. In the past, the organization was open, nonhierarchical, and it enabled employees to pursue their professional passions. The main piece of the culture of Pegasus that has always led to retention of employees is that the employees feel as though their jobs are their life and that they have accountability for their part to the greater whole of whatever project on which they are working.Many employees feel like the company is disintegrating because of the difficulties in communication which, in turn, makes it more difficult to get the projects completed in a timely manner. This is leading to rumblings among the staff about leaving Pegasus. Because Pegasus is located in a highly concentrated technical area of the country, there are other companies that pay better and seem to be more competitive for contracts. The leaders of Pegasus are afraid of losing their best and brightest employees and feel the pressing need to streamline their organization to remain effective, efficient, and competitive.You, as the lead internal consultant, are first tasked with restructuring the organization. This may mean a reduction in force (RIF). You hope you can restructure without a RIF. You will also need to bring the various teams of employees together and teach them communication skills, process skills, and leadership skills that can hold the company together. You have your work cut out for you.
LED 514 Trident University International Mod 4 Experiential Learning Discussion
Module 4 - CaseSPECIAL CASES IN COACHINGAssignment OverviewClosure and ReviewBackgroundThe purpose of the Case Assignment ...
LED 514 Trident University International Mod 4 Experiential Learning Discussion
Module 4 - CaseSPECIAL CASES IN COACHINGAssignment OverviewClosure and ReviewBackgroundThe purpose of the Case Assignment is to create a “Live Case” by experiencing the process of coaching. Because this case is designed around experiential learning, we can go beyond the conceptual knowledge covered in the reading materials to actual skills building. This requires putting what you are learning into immediate practice.In this fourth module, you will be working with your coachee to close the coaching session and determine the next phase of your relationship. Will you terminate the relationship or move on to a new coaching experience? A part of this process is soliciting feedback from your coachee as to how successful the coaching sessions were.What did the coachee learn?How will the coachee deal with people and situations differently?What priorities have been set and what still needs to be accomplished?One outcome of this session is to come to a mutual decision of whether to terminate the coaching relationship or continue to work together on a new coaching issue. Drawing on the background reading for this and the previous modules, you will plan and carry out a coaching session that involves stage W of the GROW model.There is a comprehensive explanation of the GROW model on the background page for Module 2. Here is a link to a shorter synopsis for review:The GROW model: A simple process for coaching and mentoring. (2014) Retrieved from www.mindtools.com/pages/article/newLDR_89.htmThe structure of the Live Case NOTE: This module also includes an extra activity to be completed by the coachee and submitted as an appendix to your usual paper.Each module will follow this cycle: Plan, execute, report.Before the coaching session, write up a plan using course readings or additional research as a resource (1-2 pages).Then meet with the coachee and use your plan as a guide for the session.The bulk of the report is on how it went: successes and failures. What would you do differently next time? (3 to 5 pages).PreplanningActionReflectionWhat are your goals for the session?What actions do you plan?How will you know if you are successful? (1-2 pages).Meet with coachee (45-50 minutes).Report on the session.Provide a narrative descriptive summary of the conversation as it occurred (1 or 2 paragraphs).How do you feel the session went?Analyze the process and outcomes of your coaching.What new knowledge did yougain?What would you do differently next time?Case AssignmentRead about conducting wrap-up sessions at the following site:One powerful way to wrap up a coaching session. (2011, September 13). The Coaching Tools Company. Retrieved from https://www.thecoachingtoolscompany.com/one-powerful-way-to-wrap-up-a-coaching-session%E2%80%A6/Click on this copy of the Coachee Feedback Assessment Form. You can use this form in one of two ways:You may have your coachee fill this out as a “homework” assignment prior to your meeting, orYou can use the assessment form to structure your feedback session by typing your coachee’s answers as you hold your wrap-up session. In this last case, it is a good idea to email the finished completed form to the coachee so he can have a reminder of what was accomplished.Either way, be sure to include the feedback form as an attachment to your paper.Conduct your final coaching session as described above and write it up as detailed in the keys to the assignment and the assignment expectations.Keys to the AssignmentAfter reading the background materials for this module and doing additional research if needed, prepare your pre-coaching plan for a final 45- to 50-minute session:What are your goals for this session? How will you know if you are successful?What skills will you use?How will you go about doing this?What questions will you ask?Conduct your coaching session (45 to 50 minutes).Write up your post-coaching reflection.Report the facts of the coaching session.What went well and what did not?What did you learn about coaching from this session?What would you do differently next time?Assignment ExpectationsInclude a cover page and reference page in addition to the 4 - 5 pages of analysis described above.Your paper should have an introduction and a conclusion.Use headings to indicate major sections of the report.Include your coachee’s assessment of the sessions as an appendix.Cite and reference any outside sources.Use APA formatting.Proofread and edit your papers carefully. The expectation is zero errors.Module 4- Introducing Module 4 of LED514!Module 4- Introducing Module 4 of LED514!In this module we will:Wrap up your coaching session, and receive feedback from the coachee.Create a PowerPoint presentation with a voiceover to serve as a briefing of the leadership Growth Plan to your supervisor and/or mentor.Compare different approaches to coaching when working with different types of professions. Evaluate your learning and progress in developing coaching skills.How to Write Your Case Studies and SLPs Assignments! URGENTClick on the link below. You'll be able to access the checklists to find out how you should write the Case Study and SLP for each week in a folder. You are required to include the checklist at the end of each assignment. The checklists are in Microsoft Word Format. The checklists make your work easier because they tell you how to structure your paper, what topics to address, and how you will be assessed.https://drive.google.com/folderview?id=0B8w_a7Gf9P7fflJ3ZFhPeGNZOEV2MTRTcDRwQlpRZVI4NjRqTjVzVXpyY0lzTmhYSGxqZWs&usp=sharingSupport for You and Feedback for MeHello! As we head into the final stages of our session, I wanted to remind you that I am available for support. Please reach out if you have questions.Also, please provide me with feedback. I’d like you to send me an email on what I can do better to help you learn. What is going well? What can I improve?Module 4 Fallon, J. (10 August 2012). DISC Assessment. YouTube. Retrieved from https://www.youtube.com/watch?v=FPluLATa5YQDISC Personality Testing (n.d.) Retrieved from https://discpersonalitytesting.com/free-disc-test/de Haan, E., & Nieß, C. (2011). Change through executive coaching. Training Journal, 66-70. Available in the Trident University Online LibraryTanner, R. (2017, 16 March.). Motivation – 7 steps for coaching difficult employees. Management is a Journey. Retrieved from http://managementisajourney.com/motivation-7-steps-for-coaching-difficult-employees/Andersen, E. (2013, November 21). 9 ways to deal with difficult employees. Forbes. Retrieved from http://www.forbes.com/sites/erikaandersen/2013/11/21/9-ways-to-deal-with-difficult-employees/Preparing for difficult coaching situations (n.d.). University of Missouri. Retrieved from http://hrs.missouri.edu/forms/forms/Difficult_Coaching_Situations.pdfRudy, L.J. (2014, April 29). The strategic guide to managing difficult employees. Envato Tuts+. Retrieved from http://business.tutsplus.com/articles/the-strategic-guide-to-managing-difficult-employees--cms-20845Four types of difficult employees and how to manage them. (2014). Bayt. Retrieved from http://www.bayt.com/en/employer-article-13882/
7 pages
Innovation And Diversity In The Workforce
The business world has seen several major evolutions in the recent past. The way of doing business today is quite differen ...
Innovation And Diversity In The Workforce
The business world has seen several major evolutions in the recent past. The way of doing business today is quite different from years before the ...
2 pages
Reflection On Audience Analysis.
The reading gives the concept of good public speaking where the reading coaches us on what we are supposed to do as we pr ...
Reflection On Audience Analysis.
The reading gives the concept of good public speaking where the reading coaches us on what we are supposed to do as we prepare a speech to a given ...
Similar Content
one paragraph comment
one paragraph comment,one paragraph comment,one paragraph comment,one paragraph comment,one paragraph comment,one paragrap...
Santa Monica College Are Nikes Vaporfly Running Shoes Too Good Article Essay
Hi, this is my business article essay homework. The assignment description is down below. I expect at least a 90/100 from ...
USAALS Global Trends Affecting Supply & Demand in Container Shipping Industry Report
Length of report: 8 pages (Exclude the cover page, table of contents, references and appendixes)Reference and Citation: (b...
Difference between Diversity and Inclusion Paper
Assignment ContentApply critical-thinking skills to answer the following questions in a 1,050- to 1,400-word paper, based ...
Crime Causation and Diversion Presentation
Create a 10- to 12-slide Microsoft® PowerPoint® presentation in which you compare two juvenile diversion, intervention, ...
Navigate to the website of a company that transacts business via the Internet
Many people use the Internet to purchase various items. The companies that conduct business on the Internet must be secure...
Skills management class lectures_260321845-University-Learning-Guide-Lectures
uploads/services/161584/Skills management class lectures_260321845-University-Learning-Guide-Lectures.pdf...
Records management class lectures_256050249-Lecture-MSW-and-BMW-Management
uploads/services/161584/Records management class lectures_256050249-Lecture-MSW-and-BMW-Management.pdf...
20210404094029mgt301 Asgn 3 2nd 2020 2021 Questions 1
• The Assignment must be submitted on Blackboard (WORD format only) via allocated • Students are advised to make their...
Related Tags
Book Guides
Notes from Underground
by Fyodor Dostoyevsky
The Lord of the Flies
by William Golding
Fahrenheit 451
by Ray Bradbury
Too Much and Never Enough
by Mary L. Trump
Crippled America
by Donald J Trump
Sharp Objects
by Gillian Flynn
Herzog
by Saul Bellow
Brave New World
by Aldous Huxley
The Second Sex
by Simone de Beauvoir
Get 24/7
Homework help
Our tutors provide high quality explanations & answers.
Post question
Most Popular Content
Consultant Entry into the Organization
1000 WordsWrite a memo to the department heads of Pegasus to describe the goals of the change initiative, which is the reo ...
Consultant Entry into the Organization
1000 WordsWrite a memo to the department heads of Pegasus to describe the goals of the change initiative, which is the reorganization. In this memo, you must do the following:Gain the trust of the department heads by offering a clear explanation of the need for change.Briefly outline the steps you may use to facilitate this change process.Describe how you would like to involve the department heads with this process.Scenario You are an internal consultant directed to plan the reorganization for Pegasus Company, a large aerospace research and development company. You work in the human resource development (HRD) department and have three direct reports. Your team has never experienced reorganization, and you will be responsible for coaching them as well as facilitating the reorganization itself. The goal for you and the HRD team is to help Pegasus remain effective and efficient in today’s competitive marketplace.Pegasus is widely known for its wind tunnel research technology. Scale models of new products (planes, helicopters, jets, space shuttles, etc.) are tested for imperfections, safety, and practicality. Pegasus is comprised of engineers, computer-aided design (CAD) designers, scientists, model makers, and administrative staff. The company started out small and has grown rapidly over the past few years. With that growth came the company's organization into departments by skill group (e.g., engineering, design, R&D). By now, people in different skill groups do not communicate to each other except to pass along designs, projects, and other pertinent ideas to complete project goals. This has caused many problems in the past because each type of worker has his or her own language for his or her subculture of the organization. Therefore, projects take a long time to complete because of mistakes in the plans, redoing the mistakes, and failing to take into account the specifications of the scientists and engineers by the CAD designers because they have not been clearly communicated. The administration and leadership of the organization lack good skills in interpersonal communications because of their heavy science background, and they also need leadership training in the form of management and executive development.The culture of the organization has been what has kept most people there, not the compensation. In the past, the organization was open, nonhierarchical, and it enabled employees to pursue their professional passions. The main piece of the culture of Pegasus that has always led to retention of employees is that the employees feel as though their jobs are their life and that they have accountability for their part to the greater whole of whatever project on which they are working.Many employees feel like the company is disintegrating because of the difficulties in communication which, in turn, makes it more difficult to get the projects completed in a timely manner. This is leading to rumblings among the staff about leaving Pegasus. Because Pegasus is located in a highly concentrated technical area of the country, there are other companies that pay better and seem to be more competitive for contracts. The leaders of Pegasus are afraid of losing their best and brightest employees and feel the pressing need to streamline their organization to remain effective, efficient, and competitive.You, as the lead internal consultant, are first tasked with restructuring the organization. This may mean a reduction in force (RIF). You hope you can restructure without a RIF. You will also need to bring the various teams of employees together and teach them communication skills, process skills, and leadership skills that can hold the company together. You have your work cut out for you.
LED 514 Trident University International Mod 4 Experiential Learning Discussion
Module 4 - CaseSPECIAL CASES IN COACHINGAssignment OverviewClosure and ReviewBackgroundThe purpose of the Case Assignment ...
LED 514 Trident University International Mod 4 Experiential Learning Discussion
Module 4 - CaseSPECIAL CASES IN COACHINGAssignment OverviewClosure and ReviewBackgroundThe purpose of the Case Assignment is to create a “Live Case” by experiencing the process of coaching. Because this case is designed around experiential learning, we can go beyond the conceptual knowledge covered in the reading materials to actual skills building. This requires putting what you are learning into immediate practice.In this fourth module, you will be working with your coachee to close the coaching session and determine the next phase of your relationship. Will you terminate the relationship or move on to a new coaching experience? A part of this process is soliciting feedback from your coachee as to how successful the coaching sessions were.What did the coachee learn?How will the coachee deal with people and situations differently?What priorities have been set and what still needs to be accomplished?One outcome of this session is to come to a mutual decision of whether to terminate the coaching relationship or continue to work together on a new coaching issue. Drawing on the background reading for this and the previous modules, you will plan and carry out a coaching session that involves stage W of the GROW model.There is a comprehensive explanation of the GROW model on the background page for Module 2. Here is a link to a shorter synopsis for review:The GROW model: A simple process for coaching and mentoring. (2014) Retrieved from www.mindtools.com/pages/article/newLDR_89.htmThe structure of the Live Case NOTE: This module also includes an extra activity to be completed by the coachee and submitted as an appendix to your usual paper.Each module will follow this cycle: Plan, execute, report.Before the coaching session, write up a plan using course readings or additional research as a resource (1-2 pages).Then meet with the coachee and use your plan as a guide for the session.The bulk of the report is on how it went: successes and failures. What would you do differently next time? (3 to 5 pages).PreplanningActionReflectionWhat are your goals for the session?What actions do you plan?How will you know if you are successful? (1-2 pages).Meet with coachee (45-50 minutes).Report on the session.Provide a narrative descriptive summary of the conversation as it occurred (1 or 2 paragraphs).How do you feel the session went?Analyze the process and outcomes of your coaching.What new knowledge did yougain?What would you do differently next time?Case AssignmentRead about conducting wrap-up sessions at the following site:One powerful way to wrap up a coaching session. (2011, September 13). The Coaching Tools Company. Retrieved from https://www.thecoachingtoolscompany.com/one-powerful-way-to-wrap-up-a-coaching-session%E2%80%A6/Click on this copy of the Coachee Feedback Assessment Form. You can use this form in one of two ways:You may have your coachee fill this out as a “homework” assignment prior to your meeting, orYou can use the assessment form to structure your feedback session by typing your coachee’s answers as you hold your wrap-up session. In this last case, it is a good idea to email the finished completed form to the coachee so he can have a reminder of what was accomplished.Either way, be sure to include the feedback form as an attachment to your paper.Conduct your final coaching session as described above and write it up as detailed in the keys to the assignment and the assignment expectations.Keys to the AssignmentAfter reading the background materials for this module and doing additional research if needed, prepare your pre-coaching plan for a final 45- to 50-minute session:What are your goals for this session? How will you know if you are successful?What skills will you use?How will you go about doing this?What questions will you ask?Conduct your coaching session (45 to 50 minutes).Write up your post-coaching reflection.Report the facts of the coaching session.What went well and what did not?What did you learn about coaching from this session?What would you do differently next time?Assignment ExpectationsInclude a cover page and reference page in addition to the 4 - 5 pages of analysis described above.Your paper should have an introduction and a conclusion.Use headings to indicate major sections of the report.Include your coachee’s assessment of the sessions as an appendix.Cite and reference any outside sources.Use APA formatting.Proofread and edit your papers carefully. The expectation is zero errors.Module 4- Introducing Module 4 of LED514!Module 4- Introducing Module 4 of LED514!In this module we will:Wrap up your coaching session, and receive feedback from the coachee.Create a PowerPoint presentation with a voiceover to serve as a briefing of the leadership Growth Plan to your supervisor and/or mentor.Compare different approaches to coaching when working with different types of professions. Evaluate your learning and progress in developing coaching skills.How to Write Your Case Studies and SLPs Assignments! URGENTClick on the link below. You'll be able to access the checklists to find out how you should write the Case Study and SLP for each week in a folder. You are required to include the checklist at the end of each assignment. The checklists are in Microsoft Word Format. The checklists make your work easier because they tell you how to structure your paper, what topics to address, and how you will be assessed.https://drive.google.com/folderview?id=0B8w_a7Gf9P7fflJ3ZFhPeGNZOEV2MTRTcDRwQlpRZVI4NjRqTjVzVXpyY0lzTmhYSGxqZWs&usp=sharingSupport for You and Feedback for MeHello! As we head into the final stages of our session, I wanted to remind you that I am available for support. Please reach out if you have questions.Also, please provide me with feedback. I’d like you to send me an email on what I can do better to help you learn. What is going well? What can I improve?Module 4 Fallon, J. (10 August 2012). DISC Assessment. YouTube. Retrieved from https://www.youtube.com/watch?v=FPluLATa5YQDISC Personality Testing (n.d.) Retrieved from https://discpersonalitytesting.com/free-disc-test/de Haan, E., & Nieß, C. (2011). Change through executive coaching. Training Journal, 66-70. Available in the Trident University Online LibraryTanner, R. (2017, 16 March.). Motivation – 7 steps for coaching difficult employees. Management is a Journey. Retrieved from http://managementisajourney.com/motivation-7-steps-for-coaching-difficult-employees/Andersen, E. (2013, November 21). 9 ways to deal with difficult employees. Forbes. Retrieved from http://www.forbes.com/sites/erikaandersen/2013/11/21/9-ways-to-deal-with-difficult-employees/Preparing for difficult coaching situations (n.d.). University of Missouri. Retrieved from http://hrs.missouri.edu/forms/forms/Difficult_Coaching_Situations.pdfRudy, L.J. (2014, April 29). The strategic guide to managing difficult employees. Envato Tuts+. Retrieved from http://business.tutsplus.com/articles/the-strategic-guide-to-managing-difficult-employees--cms-20845Four types of difficult employees and how to manage them. (2014). Bayt. Retrieved from http://www.bayt.com/en/employer-article-13882/
7 pages
Innovation And Diversity In The Workforce
The business world has seen several major evolutions in the recent past. The way of doing business today is quite differen ...
Innovation And Diversity In The Workforce
The business world has seen several major evolutions in the recent past. The way of doing business today is quite different from years before the ...
2 pages
Reflection On Audience Analysis.
The reading gives the concept of good public speaking where the reading coaches us on what we are supposed to do as we pr ...
Reflection On Audience Analysis.
The reading gives the concept of good public speaking where the reading coaches us on what we are supposed to do as we prepare a speech to a given ...
Earn money selling
your Study Documents