Week 4

HRM560_Week2Assignment_KingPaula.docx

Week 2 Assignment: Selecting a Company

Paula King

Manage Organization Change (HRM560)

DR. Obioma Iwuanyanwa

October 15, 2023

Selecting a Company

The organization that I am familiar with is Allied Universal Security. Allied Universal stands as a distinguished purveyor of security services, renowned for its unwavering dedication to preserving safety and security within many industries. After a comprehensive evaluation of the company's human resources management services, rules, processes, and initiatives, it becomes apparent that they have implemented many efficacious strategies. One salient attribute resides within their recruitment and training initiatives (Bell, 2021). Allied Universal exemplifies an excellent recruitment procedure, emphasizing the significance of adept and thoroughly trained security officers (Bell, 2021). The training programs implemented by the organization are all-encompassing and by prevailing industry norms, guaranteeing that employees possess the necessary skills and knowledge to tackle a wide array of security challenges.

Furthermore, it is worth noting that the organization exhibits outstanding diversity and inclusion guidelines. Their primary focus lies in establishing a professional setting that wholeheartedly embraces individuals from many diverse backgrounds, thereby cultivating an inclusive atmosphere. This fosters a favorable organizational culture and amplifies employee happiness and output.

Nevertheless, there exists a domain that necessitates refinement, namely the realm of performance evaluation and feedback processes. While Allied Universal places a notable emphasis on cultivating its workforce, it would be advantageous for the organization to enhance the structure and frequency of its feedback process. By instituting periodic evaluations of performance and establishing unambiguous objectives, one can effectively synchronize one's personal goals with the organization's overarching aims (Stewart & Brown, 2019). Additionally, there is a need to improve employee recognition initiatives. The recognition and remuneration of exceptional contributions are of utmost importance in bolstering morale and fostering employee retention. Implementing a structured framework that duly recognizes outstanding achievements would catalyze employee motivation and foster an atmosphere characterized by the pursuit of excellence.

Sources

Allied Universal. (n.d.). Allied Universal Security Services, Systems, and Solutions.

https://www.aus.com

Bell, R. (2021). Allied Universal boosts its hiring as demand for security services surges.

Workforce.com. https://workforce.com/news/security-services

Stewart, G. L., & Brown, K. G. (2019). Human resource management. John Wiley & Sons.

2

Introductio1.docx

Introduction

Using the organization that your professor has approved, synthesize the organization's readiness for change. Evaluate whether or not to implement your new program, policy, practice, or procedure. Use a tablet, smartphone, laptop, desktop, or traditional video recorder to record a maximum of a 5-7-minute dynamic video on the topics detailed below. Alternatively, you may submit a 4-6 page paper instead of the video submission.

Instructions

Prepare and present a video that is a maximum of 5-7 minutes or write a 4-6 page paper in which you:

1. Describe the company in terms of industry, size, number of employees, and history.

2. Analyze in detail the current HR practice, policy, process, or procedure that you believe should be changed.

3. Formulate three valid reasons for the proposed change based on current change management theories.

4. Appraise the diagnostic tools that you can use to determine an organization's readiness for change. Propose two diagnostic tools that you can utilize to determine if the organization is ready for change. Defend why you believe the diagnostic tools selected are the best choice for diagnosing change in the organization.

5. Using one of the diagnostic tools you selected, assess the organization's readiness for change:

· Provide results of the diagnostic analysis.

· Explain the results.

6. Interpret whether or not the organization is ready for change. Substantiate your conclusion by referencing current change management theories.

If you choose to submit a video presentation, please also submit a one-page summary of your presentation.

This course requires the use of Strayer Writing Standards (SWS). The library is your home for SWS assistance, including citations and formatting. Please refer to the Library site for all support. Check with your professor for any additional instructions.

The specific course learning outcome associated with this assignment is:

· Evaluate an organization's readiness for change using an appropriate diagnostic tool and citing current change management theories.

Video Uploading

· If you are using a tablet or smartphone, you will need to email the video file to yourself, then save it to a computer in order to upload it to Canvas. You may want to upload your video to a file-sharing service, such as Dropbox if your email will not let you send a large video file. Dropbox is accessible from all smartphones and tablets from the Dropbox app.

· Once you are ready to upload your video to Canvas, view the "Student Video Assignment Submission" tutorial in the Creating a Presentation for Your Course playlist.

· Please use the following naming convention in the pop-up window for your video once it is finished uploading:

· Title: Your First Name, Your Last Name - Managing Organizational Change.

· Tags: HRM560, Organizational Change.

· Description: First Name, Last Name - HRM560 Assignment 2 (Date Uploaded ex. 11-14-2014).

HRM560_Week2Assignment_KingPaula.docx

Week 2 Assignment: Selecting a Company

Paula King

Manage Organization Change (HRM560)

DR. Obioma Iwuanyanwa

October 15, 2023

Selecting a Company

The organization that I am familiar with is Allied Universal Security. Allied Universal stands as a distinguished purveyor of security services, renowned for its unwavering dedication to preserving safety and security within many industries. After a comprehensive evaluation of the company's human resources management services, rules, processes, and initiatives, it becomes apparent that they have implemented many efficacious strategies. One salient attribute resides within their recruitment and training initiatives (Bell, 2021). Allied Universal exemplifies an excellent recruitment procedure, emphasizing the significance of adept and thoroughly trained security officers (Bell, 2021). The training programs implemented by the organization are all-encompassing and by prevailing industry norms, guaranteeing that employees possess the necessary skills and knowledge to tackle a wide array of security challenges.

Furthermore, it is worth noting that the organization exhibits outstanding diversity and inclusion guidelines. Their primary focus lies in establishing a professional setting that wholeheartedly embraces individuals from many diverse backgrounds, thereby cultivating an inclusive atmosphere. This fosters a favorable organizational culture and amplifies employee happiness and output.

Nevertheless, there exists a domain that necessitates refinement, namely the realm of performance evaluation and feedback processes. While Allied Universal places a notable emphasis on cultivating its workforce, it would be advantageous for the organization to enhance the structure and frequency of its feedback process. By instituting periodic evaluations of performance and establishing unambiguous objectives, one can effectively synchronize one's personal goals with the organization's overarching aims (Stewart & Brown, 2019). Additionally, there is a need to improve employee recognition initiatives. The recognition and remuneration of exceptional contributions are of utmost importance in bolstering morale and fostering employee retention. Implementing a structured framework that duly recognizes outstanding achievements would catalyze employee motivation and foster an atmosphere characterized by the pursuit of excellence.

Sources

Allied Universal. (n.d.). Allied Universal Security Services, Systems, and Solutions.

https://www.aus.com

Bell, R. (2021). Allied Universal boosts its hiring as demand for security services surges.

Workforce.com. https://workforce.com/news/security-services

Stewart, G. L., & Brown, K. G. (2019). Human resource management. John Wiley & Sons.

2

Introductio1.docx

Introduction

Using the organization that your professor has approved, synthesize the organization's readiness for change. Evaluate whether or not to implement your new program, policy, practice, or procedure. Use a tablet, smartphone, laptop, desktop, or traditional video recorder to record a maximum of a 5-7-minute dynamic video on the topics detailed below. Alternatively, you may submit a 4-6 page paper instead of the video submission.

Instructions

Prepare and present a video that is a maximum of 5-7 minutes or write a 4-6 page paper in which you:

1. Describe the company in terms of industry, size, number of employees, and history.

2. Analyze in detail the current HR practice, policy, process, or procedure that you believe should be changed.

3. Formulate three valid reasons for the proposed change based on current change management theories.

4. Appraise the diagnostic tools that you can use to determine an organization's readiness for change. Propose two diagnostic tools that you can utilize to determine if the organization is ready for change. Defend why you believe the diagnostic tools selected are the best choice for diagnosing change in the organization.

5. Using one of the diagnostic tools you selected, assess the organization's readiness for change:

· Provide results of the diagnostic analysis.

· Explain the results.

6. Interpret whether or not the organization is ready for change. Substantiate your conclusion by referencing current change management theories.

If you choose to submit a video presentation, please also submit a one-page summary of your presentation.

This course requires the use of Strayer Writing Standards (SWS). The library is your home for SWS assistance, including citations and formatting. Please refer to the Library site for all support. Check with your professor for any additional instructions.

The specific course learning outcome associated with this assignment is:

· Evaluate an organization's readiness for change using an appropriate diagnostic tool and citing current change management theories.

Video Uploading

· If you are using a tablet or smartphone, you will need to email the video file to yourself, then save it to a computer in order to upload it to Canvas. You may want to upload your video to a file-sharing service, such as Dropbox if your email will not let you send a large video file. Dropbox is accessible from all smartphones and tablets from the Dropbox app.

· Once you are ready to upload your video to Canvas, view the "Student Video Assignment Submission" tutorial in the Creating a Presentation for Your Course playlist.

· Please use the following naming convention in the pop-up window for your video once it is finished uploading:

· Title: Your First Name, Your Last Name - Managing Organizational Change.

· Tags: HRM560, Organizational Change.

· Description: First Name, Last Name - HRM560 Assignment 2 (Date Uploaded ex. 11-14-2014).

HRM560_Week2Assignment_KingPaula.docx

Week 2 Assignment: Selecting a Company

Paula King

Manage Organization Change (HRM560)

DR. Obioma Iwuanyanwa

October 15, 2023

Selecting a Company

The organization that I am familiar with is Allied Universal Security. Allied Universal stands as a distinguished purveyor of security services, renowned for its unwavering dedication to preserving safety and security within many industries. After a comprehensive evaluation of the company's human resources management services, rules, processes, and initiatives, it becomes apparent that they have implemented many efficacious strategies. One salient attribute resides within their recruitment and training initiatives (Bell, 2021). Allied Universal exemplifies an excellent recruitment procedure, emphasizing the significance of adept and thoroughly trained security officers (Bell, 2021). The training programs implemented by the organization are all-encompassing and by prevailing industry norms, guaranteeing that employees possess the necessary skills and knowledge to tackle a wide array of security challenges.

Furthermore, it is worth noting that the organization exhibits outstanding diversity and inclusion guidelines. Their primary focus lies in establishing a professional setting that wholeheartedly embraces individuals from many diverse backgrounds, thereby cultivating an inclusive atmosphere. This fosters a favorable organizational culture and amplifies employee happiness and output.

Nevertheless, there exists a domain that necessitates refinement, namely the realm of performance evaluation and feedback processes. While Allied Universal places a notable emphasis on cultivating its workforce, it would be advantageous for the organization to enhance the structure and frequency of its feedback process. By instituting periodic evaluations of performance and establishing unambiguous objectives, one can effectively synchronize one's personal goals with the organization's overarching aims (Stewart & Brown, 2019). Additionally, there is a need to improve employee recognition initiatives. The recognition and remuneration of exceptional contributions are of utmost importance in bolstering morale and fostering employee retention. Implementing a structured framework that duly recognizes outstanding achievements would catalyze employee motivation and foster an atmosphere characterized by the pursuit of excellence.

Sources

Allied Universal. (n.d.). Allied Universal Security Services, Systems, and Solutions.

https://www.aus.com

Bell, R. (2021). Allied Universal boosts its hiring as demand for security services surges.

Workforce.com. https://workforce.com/news/security-services

Stewart, G. L., & Brown, K. G. (2019). Human resource management. John Wiley & Sons.

2

Introductio1.docx

HRM560_Week2Assignment_KingPaula.docx

Introductio1.docx

HRM560_Week2Assignment_KingPaula.docx

Selecting a Company

HRM560_Week2Assignment_KingPaula.docx

Selecting a Company

Introductio1.docx

HRM560_Week2Assignment_KingPaula.docx

Selecting a Company

Introductio1.docx

HRM560_Week2Assignment_KingPaula.docx

Selecting a Company

week 6