HR – challenges that small companies with less than 50 employees can face in designing a job requirements that is enriched enough to recruit and retain highly talented employees.

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 Write 7-page single space using the executive summary below, and  reference the attached materials. You may have attachments in the  addendum (create a salary grid from a reputable job, or a job  classification family table. You may use APA or MLA format for citation.  TURNITIN IS USED FOR PLAGIARISM.    

EXECUTIVE SUMMARY

Introduction

Today’s technology world has opened the door for many businesses to digitalize their business model and operate in new markets with almost no boundaries. We have also known companies with capital market exceeding billions and even few have reached the trillion-dollar market. While this is great for business opportunities and job creations, it has also added pressure on the small companies in the market. One of the pressures that small companies with less than 50 employees can face is the challenge of designing a job requirements that is enriched enough to recruit and retain highly talented employees. 

Problem

· Challenges of recruiting and retaining talent employees for companies with fewer than 50 positions and have less budget than companies with hundreds of thousands of employees.

· How can companies maintain equity and support engagement with limited budget and still compete with larger companies?

· How can companies improve engagement during difficult times?

There many stakeholders involved in this business challenge. They include but not limited to the following:

· Business owners who have less than 50 employees in their business.

· Employees.

· Local community where those business operate.

· External vendor and source that those companies deal with.

Research Methodology

The research will depend on past practice from some of the small business companies that overcome those challenges and turned their business into a much bigger and efficient business. It will also take into consideration laws regulating small business as well as overall laws regulating the human resource field and employees and companies’ rights. More importantly, market research is going to be a key player in the research methodology for this paper.

Top human resource journals such as the following:

· Human Resource Management Journal

· International Journal of Human Resource 

Alternatives

In order to help small companies overcome this challenge, companies can apply the following recommendations. However, more alternatives can be presented in the final paper as we go more with market research. 

· Be the company that people want to work for, attracting culture-fit, like-minded candidates.

· Make it appealing and easy for prospective candidates to engage with your hiring decision makers.

· Encourage social networking conversations touting company events, product launches, service offerings.

Each of those alternatives would be reviewed, and any obstacles will be taken into consideration in order to ease the steps on the companies to implement those alternatives

Final Recommendation

A final recommendation will be made as to which of the alternatives can best fit different business models. Small business companies may have different business model and each may need a different alternative to better recruit and retain employees with small budget while competing with larger companies who attract those employees with better compensations packages. 

HR – Why is Internal Pay Equity a major challenge in the U.S. and in the United Arab Emirates? What are the internal pay equity problems in the U.S. and United Arab Emirates?

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Write 7-page single space using the executive summary below, and reference the attached materials. You may have attachments in the addendum (create a salary grid from a reputable job, or a job classification family table. You may use APA or MLA format for citation. TURNITIN IS USED FOR PLAGIARISM.  

EXECUTIVE SUMMARY

Identify the Problem

Internal pay equity is a huge problem at workplace in the United States and in so many countries around the world as well. Internal pay equity does not mean that there is discrepancy between women and men in compensation package, but it can also happen between male colleagues who are not equally compensated, and between women as well. However, it may be commonly happening between women and men. We still hear in the newspaper that women are getting the chance to be a cabinet member for the first time every in some countries such as Kuwait in the middle east. There is a discrepancy in pay between women and men in workplace, and women make up small portion of the executive members for the major United States companies. Stakeholders in this problem are women, men, business entity, and law makers who do not force companies to have internal pay equity or face consequences for violating the law. There should be a law mandating internal pay equity, and leaders should be trained on how to achieve internal pay equity at workplace. 

Research Methodology

Starting with the textbook of this course, there are a lot of sources within the book to build the skeleton of this paper. The research will include an interview with a HR professional from a major recruitment company in Los Angeles where questions about internal pay equity issues and how major companies are tackling it will be presented. Other sources such as human resource journals and market research will be included as well. 

Different Alternatives

While having a law regulating internal pay equity is the best solution for this issue, having the companies’ managers and leaders trained on how to achieve internal pay equity can be alternative. Also, HR professional should have training on how to calculate compensation while taking into consideration internal pay equity as the basis for those compensation. If the company is unable to achieve internal pay equity in terms of financial compensation, they should offer other benefits in which employees can perceive that they are fairly compensated.

Final Recommendation

Based on the research information, having a mandated law is the final recommendation. However, other alternative will be detailed in the paper so companies can look at other options of the option of achieving the law fairly has some blockers. 

mkt630 DQ3

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Now that you’ve analyzed the environmental situation and established who is in the target market, it is time for product development. Product design is crucial because new products are being introduced every day. So, while other people focus on that aspect of development, you turn your attention to branding.

This morning, walking into the office, you greet Michelle who says, “I’d like to meet with you tomorrow to develop the branding strategy for the new product. Let’s meet for a working lunch and brainstorming session.” “That sounds great,” you reply. “I’ll schedule the meeting and order in lunch.”
Entering your office, you begin to think about the items that you will be discussing during tomorrow’s meeting with Michelle.
We haven’t even come up with a product name yet, you think. We also need to work on an advertising slogan or tag line. You know that Michelle has an extensive background in marketing, but you really want to make a good impression and bring a sound branding strategy to the meeting. How are we going to distinguish our product from our competitors? What are the benefits that we are going to highlight in our brand that will meet the needs or wants of our target customers?
You create the following list of items that you need to address:
Identify in one sentence your overall branding strategy or brand image you want to achieve in the mind of your target segment.
Product name
Advertising slogan or tag line
Product attributes
Product benefits

400 words 2 references

BUS-FP3050 Communication, Ethics, And A Command Decision

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Overview

Responding effectively to a situation rife with conflict requires a variety of communication techniques. In this assessment, you will analyze and respond to a growing controversy depicted in the Riverbend City: Communication and Organizational Effectiveness scenario by writing a team communication and subsequently analyzing your approach to devising it.

Preparation

Explore Riverbend City: Communication and Organizational Effectiveness. (you will need my login info to complete the scenario)

Scenario

Imagine you just came back from lunch and found the email string regarding the proposed EOC staff meeting related in the scenario. It’s your plan to address the situation, and it’s your intent to do it in a single email that demonstrates leadership and a keen understanding of the issue, participants, and their associated dynamics. 

Instructions

Complete both parts of this assessment.

Part 1: Analyze Your Approach to the Issue

Describe your approach to constructing your email. 

  • Describe possible causes for the caustic exchange depicted in the email chain. Consider possible core organizational issues. State any assumptions that you might need to make regarding the scenario to support your assertions.
  • Justify why your message would likely be effective. Consider content, tone, style, et cetera.
  • Explain your intent for how your message might impact future communications and actions among team members.
Part 2: Write a Response Email

Write an email that effectively addresses the email chain. It should:

  • Properly consider the audience, your position, and the circumstances.
  • Articulate a well-conceived solution to the problem.
  • Effectively end the thread completely and de-escalate the tension.
  • Send a message that this exchange was “sub-optimal.”

Additional Requirements

The assessment is expected to meet the following requirements:

  • Font: Times New Roman, 12 point.
  • Length: 4–5 pages, double spaced.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and scoring guide criteria:

  • Competency 1: Analyze business communication situations.
    • Describe possible causes for the caustic exchange depicted in the email chain.
    • Explain why a message would likely be effective. 
  • Competency 2: Apply fundamental principles of organizational communication.
    • Write an email that meets specified criteria.
  • Competency 3: Analyze the interrelationships of communication within organizational systems.
    • Describe likely core organizational issues that were exposed by the original email.
    • Describes how a message might plausibly affect future communications and actions among team members.
  • Competency 5: Communicate effectively and professionally.
    • Convey clear meaning with grammar, usage, word choice, and mechanics.

BUS-FP3050 Communication, Ethics, and a Command Decision

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Overview

Captain Crozier, Commander of the USS Theodore Roosevelt, wrote and distributed a controversial letter that pleaded for help for crew members stricken by the Covid-19 virus in March of 2020. The communication was sent to several recipients and eventually found its way to the news media. The situation became front-page news and was actively debated in the media. Senior leaders believed that Captain Crozier may have avoided his chain of command for fear that his immediate leader would suppress the issue and expose the sailors to unnecessary danger. His decisions and actions that lead up to his writing of the letter are fraught with ethical dilemmas.

In this assessment, you are asked to analyze the ethical aspects surrounding Captain Crozier’s decision to widely disseminate the letter.

Preparation

Thoroughly research the issues using the Internet and the articles provided in Resources. You may need to conduct additional research to support your analysis. 

As you can see by your research, there is a lot going on behind the scenes in this scenario. However, it is clear that the Captain of the USS Theodore Roosevelt was facing a difficult ethical situation and tried to find the best way to communicate his concerns. There are many questions that likely come to mind, such as:

What was the dilemma facing the Captain? How might he have weighed his decision?

Should the Captain have sent the message? Why or why not?

Was the content of the communication appropriate, taking into the consideration the recipient(s) of the letter? Did he distribute the letter for maximum effect?

What should he have done differently?

Did the Captain violate Navy ethical guidelines? Are his actions at odds with communication guidelines? Is that how he should be judged?

Was his punishment justified?

How do you think his crew felt? Is that relevant?

Instructions

Consider the Captain’s decision to send the letter, the manner in which the letter was sent, and the recipient(s) of the letter. Complete both parts of this assessment in a single Word document.

PART 1: ANALYZE THE SCENARIO

Analyze the ethical decision that the Captain faced as it relates to how he communicated his plea and in the context of his position. Consider the sender, receiver, message, and channel.

Analyze the primary failures and successes of the Captain’s communication strategy. Make sure to consider how the letter was distributed, the Captain’s possible intent, and the content of the letter. 

If this situation had occurred in the private sector and not the military, would the outcomes have been similar or different? Defend your reasoning. 

PART 2: WRITE A COMMUNICATION

Imagine that you were the commanding officer of another naval ship who had followed this sequence of events closely. Your ship’s Public Affairs Officer reports to you and is responsible for many of the ship’s external communications, and you are anxious to share your lessons learned from the USS Theodore Roosevelt situation. 

Send a communication to your Public Affairs Officer that conveys and re-enforces the primary lesson(s) learned from the incident on the USS Theodore Roosevelt. Be sure you focus on the actions of the Captain. The medium is your choice, but it is also very important, so state the medium you have chosen within your message and the reason you feel it is the most appropriate medium to use. Address possible reasons such as confidentiality, tone, convention, et cetera. 

Additional Requirements

Complete both parts of this assessment in a single Word document.

Written communication: Written communication is free of errors that detract from the overall message.

APA style and formatting: Resources and citations are formatted according to current APA style and formatting standards.

Font: Times New Roman, 12 point.

Length: Part 1 should be 3–4 pages, double spaced, and Part 2 should be 1 page, double spaced. Page count does not include your cover page or reference page.

Cited resources: Use a minimum of three scholarly sources. All literature cited should be current, with publication dates within the past five years.

I need this summary on Thursday morning

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I need a 4 pages textbook Summary 

I need this discussion done for week 2 for my Recruit, Develop, Assess, Reward, Retain class

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How to Hire

Patty McCord writes: “Making great hires is about recognizing great matches – and often they’re not what you’d expect.”

In your experience, does this quote ring true? Describe an example of a hire you were involved in that supports your position. You may have been the HR recruiter, the hiring manager, part of an interview team, or the candidate. Explain clearly what made the hire expected or unexpected. 

In addition, comment on whether or not the workforce strategy of your organization aligns with the mission. If not, what can they do differently?

Challenges faced by small companies to create an efficient job classification system in which they can compete with other larger companies to attract, recruit, and retain highly talented employees.

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Write 7-page single space using the executive summary below, and  reference the attached materials. You may have attachments in the  addendum (create a salary grid from a reputable job, or a job  classification family table. You may use APA or MLA format for citation.  TURNITIN IS USED FOR PLAGIARISM. 

EXECUTIVE SUMMARY

Identify the Problem and Stakeholders

Job classification is the process of placing one or more jobs into a cluster or family of similar jobs. The jobs family is based on lines of authority, duties, and responsibilities of the work or behavioral requirements of the job. Job classification can be important for setting pay rates and selecting employees. Small companies are facing challenges more than ever before. Small companies used to serve local community in the past and that was kind of sufficient for those companies to survive. Nowadays, massive companies are dominating the market and extending to even small neighborhoods that used to be served by small companies. There is then a challenge for those small companies to recruit highly talented employees and create a job classification system in which they can compete with other larger companies. HR professional play a crucial role in creating the job classification systems that those small companies need. Position classification is the foundation document used to assign a position’s title, job duties, compensations, and grade level. Since small companies do not have a wide range of job that can be classified under the same jobs family, they face challenge as each job maybe considered a unique job. 

The impact of this touches employers and employees together as they each need to have a well-defined list of duties and responsibilities. The job classification sets the expectation for both parties and allows for a smooth task to be carried in workplace. 

The paper will finally discuss in details those challenges and how small companies can classify their jobs in order to compete with larger companies who have a more designed system for job classification. 

Research Methodology

For the purpose of this research, two methods, questionnaire and interview will be the first methods to use. Market research about small companies challenge to create job classifications comes third as well as journals from human resource subject will compliment the information needed for the entire research. 

Different Alternatives

Job analysis will be conducted in order to determine what can classified as family job and hence have the chance to create a classification system for those jobs. Also, standardizing the classification based on the job requirements and automate most of the tasks will make easy to classify a job and list the requirements. The use of duties as a mode of analysis may be helpful for such functions as job evaluation and classification or creation of job families. Small companies should strive to create a classification system that simultaneously treats the essential attributes of both jobs and people. Other alternatives based on market research will be in the paper as well.

Review Alternatives

The feasibility of the alternatives will be reviewed in the paper, and each will be given a weight as to how easily it can be implemented. The information used to evaluate the alternatives will be based on researching the market and finding more about how small companies deal with job classification and how they can create a reliable system for the same. 

Final Recommendation

The final recommendation is choosing one of the alternatives as the most appropriate method or creating a job classification based on using information from all alternatives presented. 

PRACTICAL CONNECTION – HRM 500 Words

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Syllabus

Human Resource Management: An Overview        

Business Ethics, Corporate Social Responsibility, and Sustainability 

Equal Employment Opportunity, Affirmative Action, and Workforce Diversity

Strategic Planning, Human Resource Planning, and Job Analysis

Recruitment 

Selection

Performance Management and Appraisal 

Training and Development

Direct Financial Compensation (Monetary Compensation) 

Indirect Financial Compensation (Employee Benefits) 

Labor Unions and Collective Bargaining 

Internal Employee Relations

Employee Safety, Health, and Wellness 

Global Human Resource Management

Assignment: 

Provide a reflection of at least 500 words (or 2 pages double spaced) of how the knowledge, skills, or theories of this course have been applied, or could be applied, in a practical manner to your current work environment, To a role “Product Manager”

Ensure Product manager responsibilities is captured and related to the topics – syllabus mentioned above 

For example,

Roles of product Manger –  involves bridging gaps between different functions within the company and aligning all of the teams involved — namely marketing, sales, and customer support.

Syllabus subject- Global Human Resource Management- how it is related to my role. Leading people from different work zones, understanding cultural differences. Attaining the goal of the project. Refer to last 5 years of papers and reference them as well

Requirements:

  • Provide a 500 word (or 2 pages double spaced) minimum reflection.
  • Use of proper APA formatting and citations. If supporting evidence from outside resources is used those must be properly cited. Use last 5 year of peer reviewed articles 
  • Share a personal connection that identifies specific knowledge and theories from this course.
  • Demonstrate a connection to your current work environment “Product Manager”. If you are not employed, demonstrate a connection to your desired work environment. 
  • You should NOT, provide an overview of the assignments assigned in the course. The assignment asks that you reflect how the knowledge and skills obtained through meeting course objectives were applied or could be applied in the workplace. 

3 page essay use at least 2 scholarly source

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  1. Choose five U.S. government policies that affect trade with foreign nations. Identify three factors of production, and describe how their mobility is good or bad for U.S. trade
  2. Distinguish between absolute advantage and comparative advantage trade theories and give examples
  3. Choose either the TPP or the T-TIP free trade agreement and describe which other countries have signed on and why the U.S. Senate should ratify or not ratify the agreement. Also, explain how regional trading groups influence organizations.