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Assignment 1

· Human Resources Strategic Planning and Measurement Task Force

In organizations today, the emphasis is on performance and the contribution of a function to the success of that organization. Senior managers demand evidence of effectiveness and efficiency. They need objective ways to measure achievement and strategically plan for the future. The heart of success at BANKS Industries is the HR department's responsibility to guide managers in their ability to screen, hire, and retain quality employees.

As part of the BANKS management team, you have been assigned to a task force that is considering how the HR department should be strategically involved as the BANKS workforce becomes more diverse and experiences expansion. As part of a preliminary discussion, you have been asked to generate a report on the following issues:

· What should be the basis of the HR department's goals regarding their responsibilities to support management during the screening, hiring, and retention stages of employees?

· How do these goals strategically align with success for BANKS?

· How should the HR department interact with and implement these goals for management and employees?

· How will you measure whether the HR department has been successful in achieving its goals? Based on your research, what assessments can be used to determine success?

Write an 8–10-page report in MS Word format. Apply APA standards to citation of sources. Use the following file naming convention: LastnameFirstInitial_M1_A3.doc. For example, if your name is John Smith, your document will be named SmithJ_M1_A3.doc.

By the due date, deliver your assignment to the Submissions Area.

Assignment 3 Grading Criteria	Maximum Points
Identified the basis of the HR department's goals regarding their responsibilities to support management during the screening, hiring, and retention stages of employee management.	20
Explained how these goals are strategically aligned with the success of BANKS.	20
Described how the HR department should interact with and implement these goals for management and employees.	20
Elaborated on ways to measure whether the HR department has been successful in achieving its goals, including assessments used to determine success.	20
Wrote in a clear, concise, and organized manner; demonstrated ethical scholarship in accurate representation and attribution of sources; displayed accurate spelling, grammar, and punctuation.	20
Total:	100

Readings and Resources for Assignment 1

· Brucker, P., Qu, R., & Burke, E. (2011). Personnel scheduling: Models and complexity. European Journal of Operational Research, 210(3), 467. doi:10.1016/j.ejor.2010.11.017 (ProQuest Document ID: 847148362) http://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=auo&turl=http://search.proquest.com/docview/847148362?accountid=34899

· DiMattina, C., & Ferris, L. A. (2013). Taking of your charge career path: A future trend of the workforce. Techniques, 88(3), 16–19. (ProQuest Document ID: 1346645325) http://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=auo&turl=http://search.proquest.com/docview/1346645325?accountid=34899

· Eikhof, D. R. (2012). A double-edged sword: Twenty-first century workplace trends and gender equality. Gender in Management, 27(1), 7–22. doi:10.1108/17542411211199246 (ProQuest Document ID: 918507183) http://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=auo&turl=http://search.proquest.com/docview/918507183/fulltextPDF?accountid=34899

· Ernst, C., & Chrobot-Mason, D. (2011). Flat world, hard boundaries: How to lead across them. MIT Sloan Management Reviewm, 52(3), 81–88. (ProQuest Document ID: 861418444) http://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=auo&turl=http://search.proquest.com/docview/861418444?accountid=34899

Suggested Readings

· From the online library resources, read:

· Bogardus, A. (2004). Human resources jumpstart. Alameda, CA: Sybex, Incorporated. ISBN: 9780782143447. http://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=auo&turl=http://site.ebrary.com/lib/argosy/docDetail.action?docID=10131913

Assignment 2

· Recognizing the Impact of Diversity on the Workplace

BANKS Industries continues to work on bridging cultural gaps as it embraces the diversity that resulted from its merger. You have been asked to develop a new diversity policy and training series for your team to help employees recognize the impact of diversity in the workplace.

Using the module readings, the Argosy University online library resources, and the Internet, respond to the following:

· Design a presentation that you will use to present your training plans to your supervisor and the HR department.

· Include a definition of diversity, a description of the cultural issues you intend to cover, strategies you will use to convey the message, and the outcomes you expect.

Be sure to include the following in your presentation:

. A title slide

. A reference slide

. Headings for every slide

. Notes to support the content on each slide

Develop a 7–10-slide presentation in PowerPoint format, not including the title and reference slides. You may reference the reading by Hofstede (2009) as a catalyst for your presentation; however, required readings serve only as a foundation for your presentation. Support the presentation with original research and citations.

Apply APA standards to citation of sources. Use the following file naming convention: LastnameFirstInitial_M2_A2.ppt.

By the due date assigned, deliver your assignment to the Submissions Area.

Hofstede, G. (2009). Geert Hofstede cultural dimensions. Retrieved from http://www.clearlycultural.com/geert-hofstede-cultural-dimensions/

Assignment 2 Grading Criteria	Maximum Points
Presented a training plan that is justifiable in two ways: it can fit a realistic budget and it can be realistically implemented.	32
Designed a professional presentation.	16
Included specific notes on speaking points.	16
Supported ideas with references and research.	16
Wrote in a clear, concise, and organized manner; demonstrated ethical scholarship in accurate representation and attribution of sources; displayed accurate spelling, grammar, and punctuation.	20
Total:	100

Readings and Resources for Assignment 2

·

· Burkard, A. W., Boticki, M. A., & Madson, M. B. (2002). Workplace discrimination, prejudice, and diversity measurement: A review of instrumentation. Journal of Career Assessment, 10(3), 343–361. doi:10.1177/10672702010003005 http://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=auo&turl=http://journals.sagepub.com.libproxy.edmc.edu/doi/pdf/10.1177/10672702010003005

· DeConinck, J. B. (2011). The effects of ethical climate on organizational identification, supervisory trust, and turnover among salespeople. Journal of Business Research, 64(6), 617. doi:10.1016/j.jbusres.2010.06.014 (ProQuest Document ID: 860241607) http://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=auo&turl=http://search.proquest.com/docview/860241607?accountid=34899

· Greguras, G. J., & Diefendorff, J. M. (2009). Different fits satisfy different needs: Linking person-environment fit to employee commitment and performance using self-determination theory. Journal of Applied Psychology, 94(2), 465–477. (ProQuest Document ID: 614498645) http://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=auo&turl=http://search.proquest.com/docview/614498645?accountid=34899

· Liptak, A. (2011, March 30). Class action at Wal-Mart has justices in conflict. New York Times, B1. (ProQuest Document ID: 859036707) http://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=auo&turl=http://search.proquest.com/docview/859036707?accountid=34899

· Ng, T. W. H., & Feldman, D. C. (2010). The relationship of age with job attitudes: A meta-analysis. Personnel Psychology, 63(3), 677–718. doi:10.1111/j.1744-6570.2010.01184.x (ProQuest Document ID: 749502077) http://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=auo&turl=http://search.proquest.com/docview/749502077?accountid=34899

· From the Internet, read:

· DiversityInc. (2018). The 2018 DiversityInc top 50 companies for diversity. Retrieved from  https://www.diversityinc.com/st/DI_Top_50

· Hofstede, G. (2009). Geert Hofstede cultural dimensions. Retrieved from http://www.clearlycultural.com/geert-hofstede-cultural-dimensions/

Suggested Readings

· From online library resources, read:

· Cofey, C., & Tombari, N. (2005). The bottom line for work/life leadership: Linking diversity and organizational culture. Ivey Business Journal Online, 69(6), 1. (ProQuest Document ID: 216175550) http://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=auo&turl=http://search.proquest.com/docview/216175550

· Gilbert, J. A., & Ivancevich, J. M. (2000). Valuing diversity: A tale of two organizations. The Academy of Management Executive, 14(1), 93–105. (ProQuest Document ID: 210515924) http://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=auo&turl=http://search.proquest.com/docview/210515924?accountid=34899

· Taggart. (2007). Beyond diversity: Becoming a culturally competent organization. Ivey Business Journal Online, 70(7). (ProQuest Document ID: 216189295) http://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=auo&turl=http://search.proquest.com./docview/216189295?accountid=34899

· From the Internet, read:

· AARP. (2007). Leading a multigenerational workforce. Retrieved from http://assets.aarp.org/www.aarp.org_/cs/misc/leading_a_multigenerational_ workforce.pdf