Description
A criminal penalty can take many forms and must meet four criteria: it must inflict pain or other unpleasant consequences, be prescribed in the same law that defines the crime, be administered intentionally, and be administered by the state.
- What are the purposes of criminal punishment?
- What is burden of proof in a criminal case? Who must meet this burden of proof?
- Who has the burden of proof to prove an affirmative defense? What is the standard for proving affirmative defense?
- What are indeterminate sentencing laws?
This individual work should include the following:
- An in-depth submission that should be free of spelling and grammar errors.
- An essay containing a minimum of 300 words.
- You will be assessed on the rationale you use in addressing the questions/issue posted, and how well you justify your argument regarding this issue.
- Your response must be thought-provoking, have well developed ideas and/or opinions, and should reference any supporting material from the text, lecture or other sources you have used to complete the assignment.
- You may use your text or the internet as a reference, but remember to cite your sources according to APA guidelines.
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ScenarioYou are a member of a high-functioning team and want to apply for an open management position. Part of the interviewing process involves you reflecting on your own behavioral growth and development in order to demonstrate your commitment to relating to others while achieving personal and professional goals. To do this, you need to identify two different situations that indicate a focus/change needed to make others want to work with you as their manager. One situation needs to be a positive experience while the second is a negative experience.InstructionsCreate a presentation (i.e. PowerPoint, Visio, YouTube, Screen-cast-o-matic, Prezi, etc.) based on your self-awareness of your behaviors in the workplace and based on each situation you identified for self-awareness. Your presentation will need to include:Details or background on the two situations identified (positive and negative).For each situation, discuss what non-verbal cues were given or used.For each situation, explain what the outcomes were.For each situation, determine what tools could be used to make improvements (i.e. listening more, empathy, more information, etc.).Include speaker notes on each slide.
SPC Project -Statistical Process Control Assignment
Case 1: Frito-Lay Salt Test
A. Read the first case (Frito-Lay) description below.
B. Watch the video in this module for th ...
SPC Project -Statistical Process Control Assignment
Case 1: Frito-Lay Salt Test
A. Read the first case (Frito-Lay) description below.
B. Watch the video in this module for the Frito-Lay case (the video must be watched in its entirety to get full credit).
https://sorrell.mediasite.com/mediasite/Play/c5997...
C. You must also submit a Word document containing a memo to Angela McCormack and answering the additional two questions.
Case 1 Description
Frito-Lay, the multi-billion-dollar snack food giant, produces billions of pounds of product every year at its dozens of U.S. and Canadian plants. From the farming of potatoes-in Florida, North Carolina, and Michigan-to factory and to retail stores, the ingredients and final product of Lay's chips, for example, are inspected at least 11 times: in the field, before unloading at the plant, after washing and peeling, at the sizing station, at the fryer, after seasoning when bagged (for weight), at carton filling, in the warehouse, and as they are placed on the store shelf by Frito-Lay personnel. Similar inspections take place for its other famous products, including Cheetos, Fritos, Ruffles, and Tostitos.
In addition to these employee inspections, the firm uses proprietary vision systems to look for defective potato chips. Chips are pulled off the high-speed line and checked twice if the vision system senses them to be too brown.
The company follows the very strict standards of the American Institute of Baking (AIB), standards that are much tougher than those of the U.S Food and Drug Administration. Two unannounced AIB site visits per year keep Frito-Lay's plant on their toes. Scores, consistently in the "excellent" range, are posted, and every employee knows exactly how the plant is doing.
There are two key metrics in Frito-Lay's continuous improvement quality program: (1) total customer complaints (measured on a complaints per million bag basis) and (2) hourly or daily statistical process control scores (for oil, moisture, seasoning, and salt content, for chip thickness, for fryer temperature, and for weight).
In the Florida plant, Angela McCormack, who holds engineering and MBA degrees, oversees a 15-member quality assurance staff. They watch all aspects of quality, including training employees on the factory floor, monitoring automated processing equipment, and developing and updating statistical process control (SPC) charts. The upper and lower control limits for one check point, salt content in Lay's chip, are 2.22% (UCL) and 1.98% (LCL), respectively. To see exactly how the limits are created using SPC, watch the Frito Lay Control Charts video in the Module below that accompanies this case.
In the Excel document (below in this Module) you are going to create a new set of UCL and LCL measurements based on the below sample data and using the provided population parameter for standard deviation. Calculate the measurements and show your work.
Angela is evaluating a new salt process delivery system and wants to know if the upper and lower control limits at 3 standard deviations for the new system will meet the upper and lower controls specifications currently used (2.22 and 1.98). The population standard deviation is s = .07 and each sample is n=4. In a Word document, write a memo to Angela explaining whether or not the new salination process (from which we obtained the sample data) is delivering a new set of UCL/LCL measurements that is within the specifications set by the current set of control limits. In other words, does the new set of UCL/LCL measurement exceed the prior limits (meaning it is unacceptable) or equals or is less than the current specifications?
Additionally, in the same Word document, answer the following two critical thinking questions about Frito-Lay's current quality process.
Question 1: How much of an improvement in variability did Frito-Lay make by implementing SPC?
Question 2: What are the steps Karen Engels and Barbara Boudreau go through as part of a testing cycle?
The data (in percent) from the initial trial samples using the new salting process are:
Sample 1:
1.98
2.11
2.15
2.06
Sample 2:
1.99
2.0
2.08
1.99
Sample 3:
2.20
2.10
2.20
2.05
Sample 4:
2.18
2.01
2.23
1.98
Sample 5:
2.01
2.08
2.14
2.16
A. Read the second case (Stensil) description below (also found in the Excel file, second tab).Case 2: Stensil Fertilizer and Chemical Co. Inorganic Fertilizer Testing
B. Watch the second video in this module which explains how to build an SPC chart in Excel (the video must be watched in its entirety to get full credit).
https://sorrell.mediasite.com/mediasite/Play/20e42...
C. You must also submit a Word document containing a memo to Bill Evans, Quality Control Manager for Stensil.
Case 2 Description
Stensil Fertilizer and Chemical Company produces both organic and inorganic fertilizers. Organic fertilizers are generally safe, but inorganic fertilizers are carefully monitored by the EPA due to the presence of hazardous waste materials (hazmat). Most bags contain some hazardous content, but theoretically there should be none. The EPA allowable specification is 90 parts per million (PPM). The quality control department at Stensil feels that there is no problem with hazardous material content, which has been averaging just over 50 PPM. The production department estimates that a substantial investment would be required to lower the amount of this contaminant. These two departments, after consulting with the marketing department and the EPA, suggest that a control chart be set up to monitor hazmat content. Five samples will be tested per day and plotted as one point on the chart. Use the data in Table 1 to set up the control limits. Then, after the limits are in place for this process, use Table 2 to determine whether or not the process remains in control for the week of September 6—10.
The Excel file includes a second tab for the Stensil Fertilizer Case (Case 2). This is the data you need for the problem. Build an appropriate SPC X-bar Chart and R-chart for the Table 1 data on this tab of the Excel worksheet.
Then, test to determine whether the Table 2 data indicates the process is under control for that period. Show your work for this part in the same Excel worksheet and submit it.
Assuming the role of Quality Control Analyst, write a memo (using Word) to the Manager of Quality Control for Stensil Fertilizer & Chemical Company (Bill Evans) explaining the process you went through and making a recommendation regarding current hazmat levels in Stensil's fertilizer.
MHRM 6401 WU Wk 5 Data Management and Ethics Management Issues Essay
Assignment Wk 5: Data Management and Ethics In order to create metrics, you need to have a credible, relevant, and comple ...
MHRM 6401 WU Wk 5 Data Management and Ethics Management Issues Essay
Assignment Wk 5: Data Management and Ethics In order to create metrics, you need to have a credible, relevant, and complete data set to work with because unreliable data can affect your results. Raw data that is incomplete, irrelevant, or duplicated can limit the insights that come with HR analysis. Company time and money can be wasted by looking at a good research area, having good formulas but using the wrong information. As an HR professional it is important to ensure your data is complete and accurate to ensure you are making sound strategic decisions. In this Assignment, you will analyze a business case and employ best practices of data collection and data management to address a hospital’s financial and HR concerns related to employee layoffs. To complete this Assignment, review Exercise 25: Employee Layoffs at St. Mary’s Hospital on pages 83–85 of Nkomo, Fottler & McAfee (2011), Exhibit 2.1 Excel document and Exhibit 2.2 Excel document. Then, using the Excel documents, the Learning Resources for this week and other resources you have found in the Walden Library or online, respond to the following bullets points in a 4- to 6-page paper: Identify the major problem or problems at St. Mary’s Hospital and the causes.What are some alternatives for dealing with these problems?How many months would it take to realize the savings if St. Mary’s relied on attrition (turnover) only?What other cost savings ideas might be implemented to realize the target savings?Develop a downsizing plan for implementing that will generate $7 million in annual savings. Give specific details concerning departments affected, the number of employees affected in each department as well as the savings by department. Also, discuss the use of seniority versus merit, the amount of notice, and out-placement activities. Provide a rationale for each recommendation, together with reasons why other alternatives were not chosenWhat might be the effects of a downsizing plan on ‘‘survivors’’ in terms of morale, job security, quality, turnover, and productivity? How could you avoid or minimize any potential problems in these areas? (For this question cite at least one resource found in the course readings or in the Walden Library.)Identify two possible long-term solutions for St. Mary’s Hospital once it gets its cash flow problems under control and eliminates its deficit, consider trends in the medical field to support your recommended solutions.What limitations exist in using performance data as a criterion for downsizing? How can such limitations be overcome? (For this question cite at least one resource found in th Please save your Assignment using the naming convention “WK5Assgn+last name+first initial. (extension)” as the name.Click the Week 5 Assignment Rubric to review the Grading Criteria for the Assignment.Click the Week 5 Assignment link. You will also be able to “View Rubric” for grading criteria from this area.Next, from the Attach File area, click on the Browse My Computer button. Find the document you saved as “WK5Assgn+last name+first initial. (extension)” and click Open. Learning Resources Required Readings Note: It is highly recommended that you review the resources in the following order. Pease, G., Byerly, B. & Fitz-enz, J. (2012). Human capital analytics: How to handle the potential of your organization’s greatest asset. Hoboken, NJ: John Wiley & Sons. Chapter 4, “It’s All About the Data” (pp. 79–99) Appendix B: “Getting Your Feet Wet in Data: Preparing and Cleaning the Data Set” (181–192) Nkomo, S. M., Fottler, M. D., & McAfee, R. B. (2011). Human resource management applications: Cases, exercises, incidents, and skill builders (7th ed.). Mason, OH: Cengage Learning. Exercise 25: Employee Layoffs at St. Mary’s Hospital (pp. 83–85) Credit Line: Human Resource Management Applications: Cases, Exercises, Incidents, and Skillbuilders, 7th Edition by Nkomo, S.M., Fottler, M.D., & McAfee, R.B. Copyright 2011 by Cengage Learning. Reprinted by permission of Cengage Learning via the Copyright Clearance Center. Bersin, J. (2017, April 17). Viewpoint: Data – Friend or enemy? Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/data-friend-or-enemy.aspx HR Technologist. (2018). People analytics: Building a data-driven HR function. Retrieved from https://www.hrtechnologist.com/articles/hr-analytics/people-analytics-building-a-datadriven-hr-function/ Bassi, L. (2011). Raging debates in HR analytics. People & Strategy, 34(2), 14–18. Schmidt, L., & Green, D. (2019, May 31). This is why data is now more essential than ever in HR. Fast Company. Retrieved from https://www.fastcompany.com/90357244/this-is-why-data-is-now-more-essential-than-ever-in-hr Leong, K. (2017). Is your company using employee data ethically? Moore, S. (2019, August 6). Do’s and don’ts of using employee data. Retrieved from https://www.gartner.com/smarterwithgartner/dos-and-donts-of-using-employee-data/ Feinzig, S., Green, D., & Guenole, N. (2018). The grey area: Ethical dilemmas in HR analytics perspectives from the global workforce. Retrieved from https://www.ibm.com/watson/talent/talent-management-institute/ethical-dilemmas-hr-analytics/hr-ethical-dilemmas.pdf
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Rasmussen College Social Awareness and Open Management Position Powerpoint
ScenarioYou are a member of a high-functioning team and want to apply for an open management position. Part of the interviewing process involves you reflecting on your own behavioral growth and development in order to demonstrate your commitment to relating to others while achieving personal and professional goals. To do this, you need to identify two different situations that indicate a focus/change needed to make others want to work with you as their manager. One situation needs to be a positive experience while the second is a negative experience.InstructionsCreate a presentation (i.e. PowerPoint, Visio, YouTube, Screen-cast-o-matic, Prezi, etc.) based on your self-awareness of your behaviors in the workplace and based on each situation you identified for self-awareness. Your presentation will need to include:Details or background on the two situations identified (positive and negative).For each situation, discuss what non-verbal cues were given or used.For each situation, explain what the outcomes were.For each situation, determine what tools could be used to make improvements (i.e. listening more, empathy, more information, etc.).Include speaker notes on each slide.
SPC Project -Statistical Process Control Assignment
Case 1: Frito-Lay Salt Test
A. Read the first case (Frito-Lay) description below.
B. Watch the video in this module for th ...
SPC Project -Statistical Process Control Assignment
Case 1: Frito-Lay Salt Test
A. Read the first case (Frito-Lay) description below.
B. Watch the video in this module for the Frito-Lay case (the video must be watched in its entirety to get full credit).
https://sorrell.mediasite.com/mediasite/Play/c5997...
C. You must also submit a Word document containing a memo to Angela McCormack and answering the additional two questions.
Case 1 Description
Frito-Lay, the multi-billion-dollar snack food giant, produces billions of pounds of product every year at its dozens of U.S. and Canadian plants. From the farming of potatoes-in Florida, North Carolina, and Michigan-to factory and to retail stores, the ingredients and final product of Lay's chips, for example, are inspected at least 11 times: in the field, before unloading at the plant, after washing and peeling, at the sizing station, at the fryer, after seasoning when bagged (for weight), at carton filling, in the warehouse, and as they are placed on the store shelf by Frito-Lay personnel. Similar inspections take place for its other famous products, including Cheetos, Fritos, Ruffles, and Tostitos.
In addition to these employee inspections, the firm uses proprietary vision systems to look for defective potato chips. Chips are pulled off the high-speed line and checked twice if the vision system senses them to be too brown.
The company follows the very strict standards of the American Institute of Baking (AIB), standards that are much tougher than those of the U.S Food and Drug Administration. Two unannounced AIB site visits per year keep Frito-Lay's plant on their toes. Scores, consistently in the "excellent" range, are posted, and every employee knows exactly how the plant is doing.
There are two key metrics in Frito-Lay's continuous improvement quality program: (1) total customer complaints (measured on a complaints per million bag basis) and (2) hourly or daily statistical process control scores (for oil, moisture, seasoning, and salt content, for chip thickness, for fryer temperature, and for weight).
In the Florida plant, Angela McCormack, who holds engineering and MBA degrees, oversees a 15-member quality assurance staff. They watch all aspects of quality, including training employees on the factory floor, monitoring automated processing equipment, and developing and updating statistical process control (SPC) charts. The upper and lower control limits for one check point, salt content in Lay's chip, are 2.22% (UCL) and 1.98% (LCL), respectively. To see exactly how the limits are created using SPC, watch the Frito Lay Control Charts video in the Module below that accompanies this case.
In the Excel document (below in this Module) you are going to create a new set of UCL and LCL measurements based on the below sample data and using the provided population parameter for standard deviation. Calculate the measurements and show your work.
Angela is evaluating a new salt process delivery system and wants to know if the upper and lower control limits at 3 standard deviations for the new system will meet the upper and lower controls specifications currently used (2.22 and 1.98). The population standard deviation is s = .07 and each sample is n=4. In a Word document, write a memo to Angela explaining whether or not the new salination process (from which we obtained the sample data) is delivering a new set of UCL/LCL measurements that is within the specifications set by the current set of control limits. In other words, does the new set of UCL/LCL measurement exceed the prior limits (meaning it is unacceptable) or equals or is less than the current specifications?
Additionally, in the same Word document, answer the following two critical thinking questions about Frito-Lay's current quality process.
Question 1: How much of an improvement in variability did Frito-Lay make by implementing SPC?
Question 2: What are the steps Karen Engels and Barbara Boudreau go through as part of a testing cycle?
The data (in percent) from the initial trial samples using the new salting process are:
Sample 1:
1.98
2.11
2.15
2.06
Sample 2:
1.99
2.0
2.08
1.99
Sample 3:
2.20
2.10
2.20
2.05
Sample 4:
2.18
2.01
2.23
1.98
Sample 5:
2.01
2.08
2.14
2.16
A. Read the second case (Stensil) description below (also found in the Excel file, second tab).Case 2: Stensil Fertilizer and Chemical Co. Inorganic Fertilizer Testing
B. Watch the second video in this module which explains how to build an SPC chart in Excel (the video must be watched in its entirety to get full credit).
https://sorrell.mediasite.com/mediasite/Play/20e42...
C. You must also submit a Word document containing a memo to Bill Evans, Quality Control Manager for Stensil.
Case 2 Description
Stensil Fertilizer and Chemical Company produces both organic and inorganic fertilizers. Organic fertilizers are generally safe, but inorganic fertilizers are carefully monitored by the EPA due to the presence of hazardous waste materials (hazmat). Most bags contain some hazardous content, but theoretically there should be none. The EPA allowable specification is 90 parts per million (PPM). The quality control department at Stensil feels that there is no problem with hazardous material content, which has been averaging just over 50 PPM. The production department estimates that a substantial investment would be required to lower the amount of this contaminant. These two departments, after consulting with the marketing department and the EPA, suggest that a control chart be set up to monitor hazmat content. Five samples will be tested per day and plotted as one point on the chart. Use the data in Table 1 to set up the control limits. Then, after the limits are in place for this process, use Table 2 to determine whether or not the process remains in control for the week of September 6—10.
The Excel file includes a second tab for the Stensil Fertilizer Case (Case 2). This is the data you need for the problem. Build an appropriate SPC X-bar Chart and R-chart for the Table 1 data on this tab of the Excel worksheet.
Then, test to determine whether the Table 2 data indicates the process is under control for that period. Show your work for this part in the same Excel worksheet and submit it.
Assuming the role of Quality Control Analyst, write a memo (using Word) to the Manager of Quality Control for Stensil Fertilizer & Chemical Company (Bill Evans) explaining the process you went through and making a recommendation regarding current hazmat levels in Stensil's fertilizer.
MHRM 6401 WU Wk 5 Data Management and Ethics Management Issues Essay
Assignment Wk 5: Data Management and Ethics In order to create metrics, you need to have a credible, relevant, and comple ...
MHRM 6401 WU Wk 5 Data Management and Ethics Management Issues Essay
Assignment Wk 5: Data Management and Ethics In order to create metrics, you need to have a credible, relevant, and complete data set to work with because unreliable data can affect your results. Raw data that is incomplete, irrelevant, or duplicated can limit the insights that come with HR analysis. Company time and money can be wasted by looking at a good research area, having good formulas but using the wrong information. As an HR professional it is important to ensure your data is complete and accurate to ensure you are making sound strategic decisions. In this Assignment, you will analyze a business case and employ best practices of data collection and data management to address a hospital’s financial and HR concerns related to employee layoffs. To complete this Assignment, review Exercise 25: Employee Layoffs at St. Mary’s Hospital on pages 83–85 of Nkomo, Fottler & McAfee (2011), Exhibit 2.1 Excel document and Exhibit 2.2 Excel document. Then, using the Excel documents, the Learning Resources for this week and other resources you have found in the Walden Library or online, respond to the following bullets points in a 4- to 6-page paper: Identify the major problem or problems at St. Mary’s Hospital and the causes.What are some alternatives for dealing with these problems?How many months would it take to realize the savings if St. Mary’s relied on attrition (turnover) only?What other cost savings ideas might be implemented to realize the target savings?Develop a downsizing plan for implementing that will generate $7 million in annual savings. Give specific details concerning departments affected, the number of employees affected in each department as well as the savings by department. Also, discuss the use of seniority versus merit, the amount of notice, and out-placement activities. Provide a rationale for each recommendation, together with reasons why other alternatives were not chosenWhat might be the effects of a downsizing plan on ‘‘survivors’’ in terms of morale, job security, quality, turnover, and productivity? How could you avoid or minimize any potential problems in these areas? (For this question cite at least one resource found in the course readings or in the Walden Library.)Identify two possible long-term solutions for St. Mary’s Hospital once it gets its cash flow problems under control and eliminates its deficit, consider trends in the medical field to support your recommended solutions.What limitations exist in using performance data as a criterion for downsizing? How can such limitations be overcome? (For this question cite at least one resource found in th Please save your Assignment using the naming convention “WK5Assgn+last name+first initial. (extension)” as the name.Click the Week 5 Assignment Rubric to review the Grading Criteria for the Assignment.Click the Week 5 Assignment link. You will also be able to “View Rubric” for grading criteria from this area.Next, from the Attach File area, click on the Browse My Computer button. Find the document you saved as “WK5Assgn+last name+first initial. (extension)” and click Open. Learning Resources Required Readings Note: It is highly recommended that you review the resources in the following order. Pease, G., Byerly, B. & Fitz-enz, J. (2012). Human capital analytics: How to handle the potential of your organization’s greatest asset. Hoboken, NJ: John Wiley & Sons. Chapter 4, “It’s All About the Data” (pp. 79–99) Appendix B: “Getting Your Feet Wet in Data: Preparing and Cleaning the Data Set” (181–192) Nkomo, S. M., Fottler, M. D., & McAfee, R. B. (2011). Human resource management applications: Cases, exercises, incidents, and skill builders (7th ed.). Mason, OH: Cengage Learning. Exercise 25: Employee Layoffs at St. Mary’s Hospital (pp. 83–85) Credit Line: Human Resource Management Applications: Cases, Exercises, Incidents, and Skillbuilders, 7th Edition by Nkomo, S.M., Fottler, M.D., & McAfee, R.B. Copyright 2011 by Cengage Learning. Reprinted by permission of Cengage Learning via the Copyright Clearance Center. Bersin, J. (2017, April 17). Viewpoint: Data – Friend or enemy? Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/data-friend-or-enemy.aspx HR Technologist. (2018). People analytics: Building a data-driven HR function. Retrieved from https://www.hrtechnologist.com/articles/hr-analytics/people-analytics-building-a-datadriven-hr-function/ Bassi, L. (2011). Raging debates in HR analytics. People & Strategy, 34(2), 14–18. Schmidt, L., & Green, D. (2019, May 31). This is why data is now more essential than ever in HR. Fast Company. Retrieved from https://www.fastcompany.com/90357244/this-is-why-data-is-now-more-essential-than-ever-in-hr Leong, K. (2017). Is your company using employee data ethically? Moore, S. (2019, August 6). Do’s and don’ts of using employee data. Retrieved from https://www.gartner.com/smarterwithgartner/dos-and-donts-of-using-employee-data/ Feinzig, S., Green, D., & Guenole, N. (2018). The grey area: Ethical dilemmas in HR analytics perspectives from the global workforce. Retrieved from https://www.ibm.com/watson/talent/talent-management-institute/ethical-dilemmas-hr-analytics/hr-ethical-dilemmas.pdf
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