CompetencyEstablish a change-control process to assure formal approvals.ScenarioYour company has recently completed its annual revenue report which details profits and losses. It was noted that the IT department had a considerable amount of unaccounted for expenses related to sustainment expenditures due to systems change. The companies CIO has determined that the reason may be related to a failure of the “Change Management” process.You have been hired as a MIS consultant that specializes in Change Management. Your job is to provide the CIO with a Change Management planning strategy with the intent of reducing excess cost related to changes in the IT environment. The Change Management strategy must include processes, responsible stakeholders, resources, risk assessment and quantifiable performance metrics.InstructionsProvide the CIO with a Change Management strategy documentCreate a Change Management project scope statement that identifies processes, responsible stakeholders, resources, risk assessment and quantifiable performance metrics.The risk assessment component should discuss the risks associated with change in the IT environment.Use tools such as SmartArt, Power Point , tables, charts or any other visual aid that help place emphasis on key points.Your document must be created using Microsoft Word. Your document should be a minimum of 3-5 pages not including the title and reference page. Your document must include a table of contents.Resources (if needed)The Impact of Change Management in OrganizationsGrading RubricFFCBA01234Did not SubmitNo PassCompetenceProficiencyMasteryNot SubmittedDeveloped a risk management framework but it was incorrect or did not fit with the company.Developed a detailed risk management framework, but it is not the best fit for your company.Developed a risk management framework that would work best for your company.Developed a detailed risk management framework that would work best for your company.Not SubmittedCreated a risk management planning document but it doesn’t identify processes, responsible stakeholders, resources, risk assessment or quantifiable performance metrics.Created a risk management planning document that identifies some of the processes, responsible stakeholders, resources, risk assessment and quantifiable performance metrics, but lacks completeness or detail.Created a risk management planning document that identifies some of the processes, responsible stakeholders, resources, risk assessment and quantifiable performance metrics.Created a risk management planning document that identifies a complete list of the processes, responsible stakeholders, resources, risk assessment and quantifiable performance metrics.Not SubmittedMore than 10 mistakes on grammar, spelling, punctuation, and sentence structure.Lacked most proper grammar, spelling, punctuation, and sentence structure.Included mostly proper grammar, spelling, punctuation, and sentence structure.Included proper grammar, spelling, punctuation, and sentence structure.

Write a 2–3-page analysis of a legal case that addresses the legalities of employment screening exams used in the selection process. Employers often use employment tests to screen applicants and to assist in selecting the most qualified individual for the job. They can be very effective tools. There are many different types of tests, including cognitive tests, credit checks, criminal background checks, and medical examinations. However, it is important to understand the legalities of these employment tests. Their use can violate anti-discrimination laws if an employer uses them to discriminate based on race, color, sex, national origin, religion, disability, or age (40 or older). The use of these tests can also violate antidiscrimination laws if they disproportionately exclude people in a particular protected group, unless the employer can justify the test or procedure under the law. By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:Competency 1: Examine the effect of the employment process on current work environments.Describe important issues in the case.Discuss the outcome of the case.Competency 2: Analyze trends and changes in the laws on diversity, gender, and harassment.Discuss the evidence of discriminatory effects.Competency 3: Apply the laws and safety issues in the workplace.Discuss court distinctions.Competency 4: Implement the mission, vision, and values to impact organizational culture.Discuss personal opinion on the outcome of the case.Competency 6: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession.Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession.In Assessments 1 and 2, you reviewed the overall aspects of employment law and trends in the workplace. This assessment introduces you to some of the issues that relate to the selection process and to the monitoring of behavior to sustain good decisions and prevent wrongdoing—a key concept in this course on legal issues. You will begin by looking at the details of the law. You will discern which practices are effective and which only cause extra work when working within the intent of the law.Employment PoliciesEmployment policies are the first topic. Many of the earliest contracts were based on a handshake and the trust between two people. However, not everyone was trustworthy. Therefore, it was natural that a system of checks and balances emerged to bolster the contractual arrangement as well as mediate conflict and punish wrongdoing. It is no different in today's environment. Setting up appropriate criteria and using those criteria to make the best decisions is an ongoing challenge.DiversityDiversity in the workplace refers to the variety of differences between people within an organization. Diversity encompasses many factors, including race, age, ethnicity, religion, and education. The topic of diversity has had a significant influence on policy and law creation and development, and an organization's success today largely depends on its ability to embrace and manage diversity effectively.In this assessment, you will examine the impact diversity has had in the workplace by discussing the laws that address discrimination. You are also encouraged to consider affirmative action and Executive Order 11236 as you review this assessment's Questions to Consider.Toggle DrawerQuestions to ConsiderTo deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of the business community.In your opinion, what are some of the most important things that employers can do to protect themselves from negligence in human resources activities like hiring, retaining, supervising, and training? Include rationale to support your opinions.What elements do you think need to be in a diversity training course?How would you sell your course to one of the companies you have seen in any of the worst-case settlements?Affirmative action and Executive Order 11236 were intended expressly to support the law. Originally they were aimed specifically at government contractors, but now many employers voluntarily choose whether or not they want to adopt a voluntary affirmative action plan. In your opinion, is this something all employers should do? What is your rationale?Toggle DrawerResourcesSuggested ResourcesThe following optional resources are provided to support you in completing the assessment or to provide a helpful context. For additional resources, refer to the Research Resources and Supplemental Resources in the left navigation menu of your courseroom.Library ResourcesThe following e-books or articles from the Capella University Library are linked directly in this course:Gutman, A. (2004). Employment discrimination. In M. Stahl (Ed.), Encyclopedia of health care management (pp. 172–174). Thousand Oaks, CA: SAGE Publications, Inc.Nelson, T., & Kleiner, B. H. (2001). An overview of U.S. Supreme Court decisions in employment discrimination cases. Managerial Law, 43(1), 5–11.Vertreace, W. (2010). History of employment discrimination in America. Black Collegian, 40(2), 57–58, 60.Branch, S., Ramsay, S., & Barker, M. (2013). Workplace bullying, mobbing and general harassment: A review. International Journal of Management Reviews, 15(3), 280–299.Cohen, R. (2014). Bullying cripples some workplaces. Employee Benefit News, 28(4), 18.Segal, J. A. (2014). Stamping out harassment. HRMagazine, 59(6), 111–112, 114–115.Slobodien, A., & Peters, E. (2012). Beyond harassment prohibitions. HRMagazine, 57(11), 75–78.SHOW LESSCourse Library GuideA Capella University library guide has been created specifically for your use in this course. You are encouraged to refer to the resources in the BUS-FP4044 – Legal Issues in Human Resource Management Library Guide to help direct your research.Integrated MaterialsWalsh, D. J. (2019). Employment law for human resource practice (6th ed.). Boston, MA: Cengage. Available in the courseroom via the VitalSource Bookshelf link.Chapter 4, "Recruitment."Chapter 5, "Background Checks, References, and Verifying Employment Eligibility."Chapter 6, "Employment Tests."Chapter 7, “Hiring and Promotion Decisions-Affirmative Action," pages 243–249.Chapter 10, "Work-Life Conflicts and Other Diversity Issues."Assessment InstructionsTo prepare for this assessment, use the Capella library and the Internet to research a legal case that addresses the legalities of employment screening exams used in the selection process.Then, complete a 2–3-page analysis in which you include the following:Provide a description of the case.Summarize the important issues in this case.Include a detailed discussion of the outcome.Address the evidence of discriminatory effects, and discuss the distinction the court is drawing between job-relatedness and business necessity.Finally, offer your opinion regarding the reasons you are for or against the outcome of your case, along with your supporting rationale.