Conduct research on the Society for Human Resource Management

 200 words each with 1 reference

1. Conduct research on the Society for Human Resource Management (SHRM). What is its role and purpose as it relates to assistance it can give to human resource personnel members to help them effectively and efficiently complete their tasks and duties?

Explore the Society for Human Resource Management (SHRM) website. URL:http://www.shrm.org/

2. Position: Bank Manager; Organization: Bank

Reflect on the status of human resource management in your current position or organization. What elements can you identify that provide a human resource management perspective that focuses on the employees within the organization? What elements can you identify that provide a more strategic human resource management focus on the whole of the organization? Describe, if possible, how your company accepts the HR department as a strategic partner.

References:

1. Read “Defining Aspects of Human Resource Management Strategy Within the General Strategy of the Modern Organization,” by Emanoil and Nicoleta, from Annals of the University of Oradea, Economic Science Series (2013).

URL:https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=90545850&site=ehost-live&scope=site

2.  Read “The Firm’s Choice of HRM Practices: Economics Meets Strategic Human Resource Management,” by Kaufman and Miller, from Industrial and Labor Relations Review (2011).

URL:https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=59835531&site=ehost-live&scope=site

3.  Read “Defining Aspects of Human Resource Management Strategy Within the General Strategy of the Modern Organization,” by Emanoil and Nicoleta, from Annals of the University of Oradea, Economic Science Series (2013).

URL:https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=90545850&site=ehost-live&scope=site

Is It Time to Hire A Compensation Expert?

8-1 Case Study: Is It Time to Hire A Compensation Expert?

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Instructions

Read the case study and provide a recommendation for hiring a compensation specialist that helps EasySpa’s Director of Human Resources, Jay Spento, convince his CEO of the benefits of hiring for this position. Be sure to follow APA guidelines and write your paper in the proper format (not as question and answer).

A Theory of Human Motivation

In 1943, psychologist Abraham Maslow wrote a paper, “A Theory of Human Motivation,” which explained how drive and motivation are correlated to the understanding of human needs and behavior. Maslow’s Hierarchy of Needs is a motivational theory that proposes that while people aim to meet their basic needs, they aspire to attain higher order needs in the form of a pyramid. This idea is shown in his presentation below:

Maslows Hierarchy of needs displayed as a pyramid. From the base physiological needs, safety needs, belongingness and love needs, esteem needs, and self-actualization at the top

J. Finkelstein [CC BY-SA 3.0], via Wikimedia Commons

Research Maslow’s Theory and address the following:

  1. In brief, describe the theory and how it has increased our understanding of personal and organizational needs and satisfaction. What are the criticisms of the theory?
  2. Examine the pyramid and reflect on your current situation. Are your motivations dictated by your current needs? Explain.

The Portfolio Activity entry should be a minimum of 400 words and not more than 750 words. Use APA citations and references if you use ideas from the readings or other sources.

Addressing a Personal Challenge: Business Thinking

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Addressing a Personal Challenge: Business Thinking

Overview

Understanding business thinking is integral to successfully advancing in your career. The purpose of this assignment is to analyze how personal traits may impact business success.

As you read the descriptions in the articles and view the media element, take notice of the consistent and dramatic understanding needed to evaluate personal strengths and weaknesses. In a short essay (200–300 words), examine the traits outlined in the article by Geldhof and Lerner, “How to Recognize a Budding Entrepreneur; New Research Identifies the Four Qualities that Founders-to-be Have in Common,” focusing on how they affect business professionals.

Instructions

To complete the assignment:

  1. Read the articles and watch the media piece in this unit’s studies.
  2. Summarize what you see as the main ideas of the article by Geldhof and Lerner. Explain what these ideas mean to you.
  3. Describe how understanding personal traits might impact whether or not an individual decides to open a business. Ideas like the ones in this course reading may seem abstract, even removed from our own experience. However, if they are important ideas, they are related to something everyone can see.
  4. Explain how it might impact your career if you went into business today with the idea of developing personal assets rather than tangible assets such as warehouses, paper-based transactions, file cabinets and other hard assets.

Criteria

Unlike other assignments in this course, this assignment will be graded by a checklist with four criteria. To see how your assignment will be graded, review the four criteria:

  1. Summarize themes related to challenges in business thinking.
  2. Describe the impact of personal traits on entrepreneurship.
  3. Explain potential difference between tangible assets and personal assets.
  4. Communicate using correct spelling, grammar, usage, and mechanics.

Refer to the Addressing a Personal Challenge: Business Thinking Scoring Guide to ensure that your work meets the grading criteria for this assignment.

Assignment Requirements

This section appears at the end of each set of assignment instructions. It provides the specific details of expectations for the assignment.

  • SafeAssign (optional):
    • Submit your composition to SafeAssign as a draft.
    • Review the report.
    • Make appropriate changes as needed before submitting your composition to your instructor for grading.
  • Written communication: Written communication is free of errors that detract from the overall message.
  • Font and font size: Times New Roman, 12 point.
  • Length of paper: Short essay of 200–300 words (approximately one page), double-spaced.
  • Due date: Assignment must be submitted to your instructor no later than midnight Central time on Sunday.

Submit your assignment for grading by doing the following:

  • Click the linked assignment heading.
  • Attach your file.
  • Click Submit. You will know your submission was successful by looking in the Submitted section of the My Grades area.e read all as follow  need asap…

Discuss the benefits, challenges and tradeoffs of pay-for-performance, or merit pay.

) Discuss the benefits, challenges and tradeoffs of pay-for-performance, or merit pay. How would a pay-for-performance policy support the organization’s strategic goals? What factors should be considered in evaluating the effectiveness of this practice?

b) Select three methods for conducting an evaluation of an employee’s performance and discuss the advantages and disadvantages for each method. Discuss what level of employee (management, administrative, clerical, laborer, etc.) you would use each method to evaluate.

Reference

Heathfield (2019). Performance Management Process Checklist

Heathfield (2019). Why Employee Performance Appraisal Does Not Work 

Lumen Learning (nd). Designing a High Performance Work System Retrieved from https://courses.lumenlearning.com/principlesmanagement/chapter/16-6-designing-a-high-performance-wo

Heathfield (2019). The 5 Goals of Employee Performance Evaluation

Bacal (nd) “A Performance Management Bias and Error Glossary” (HTML) The Performance Management and Appraisal Resource Center : Retrieved from http://performance-appraisals.org/Bacalsappraisalarticles/articles/bias.htm (Very brief definition of terms that affect performance management)

Heathfield (2020).  4 Common Problems with Performance Appraisals

Lumen Learning (nd). Performance Appraisals  Retrieved from https://courses.lumenlearning.com/wmintrobusiness/chapter/reading-performance-appraisals/

Performance and Rewards

Heathfield (2020).  The Advantages and Disadvantages of Merit Pay

Petersen (2019). Advantages and Disadvantages of Pay-for-Performance Policies

HR Basics: Performance and Rewards

Discuss the different alternatives that you recommend as the most effective for measuring the performance of software developers working in teams.

Module 4 Case and scenario 1. After reviewing the module material, answer the following taken from the module:

The acting head of software development advises you that she wants to develop an effective performance appraisal system for her department. She remembers, from having taken a human resource management class as an undergraduate, that there are a number of different ways to measure performance and she wants your guidance in selecting one.

She also wants to make sure that the method chosen to measure performance fits the technical nature of the workers she supervises who work in teams. Knowing what an individualistic society the USA is, she suggests there be an individual and a team component.

a) Discuss the different alternatives that you recommend as the most effective for measuring the performance of software developers working in teams. Share at least three alternatives with the pros and cons of each alternative you suggest.

b) Answer/discuss the following: 1) What information will need to be gathered to develop the new appraisal system; 2) How you will make the performance appraisal job-related and valid; and 3) How you will mitigate the risk of rater errors when evaluating performance.

Module 4 case

Case for Module 4

You have been the human resources manager for Human Solutions Software for six months. 

These first six months have been difficult at times, with you needing to develop your credibility 

with the people who work for HSS.

There have been some major changes at HSS since you became the human resources manager. 

A West Coast branch office, which has 25 new employees, has been set up for HSS in Portland, 

Oregon; and the former chief of operations has moved to Portland to head that new office. HSS 

has also received a major contract with a German firm. That contract is being managed from the 

main office in Maryland now, but a European branch office will be opened in the next few 

months. The German contract has led to the hiring of an additional six employees at HSS 

headquarters, with four of those employees planning to move to Europe when the branch office 

opens there.

HSS has also received several new contracts, mostly with private firms, that have led to an 

additional expansion of 18 more employees at the HSS headquarters. This means that HSS has 

expanded from 65 employees, when you first started as the human resources manager, to 114 

employees now.

As human resources manager you have hired a consultant who has conducted job analyses for 

all the present positions at HSS. The founders at HSS have finally begun work on a strategic plan 

for the organization and see you as one of the lead people in developing that plan. You have also 

set up standardized recruiting and staffing procedures that have been used to hire many of the 

new employees at HSS.

The hardest part of your job has been convincing several of the founders that these changes 

were needed. The demands of the organizations that HSS contracts with, and several threatened 

lawsuits by potential or former employees, have helped you to get these changes approved by 

the board.

You have accomplished all of this with only one clerical person to help you. Recently you have 

been putting pressure on the board to hire two human resources generalists to help you in your 

tasks. You have justified this expense by the money that the organization can save by avoiding 

lawsuits, by doing more training internally, and by being more efficient in recruiting and staffing 

positions.

Two months ago you submitted a plan for reorganizing HSS based on the job analyses. This 

structure included a traditional board of directors (made up of the five founders), a 

president/CEO, five vice presidents (finance, operations, marketing, technical services, and 

human resources). This morning you found out that, with a few minor revisions, your plan has 

been accepted. You will be the new vice president of human resources with the two human 

resource generalist positions being approved also. The founders have also given you the 

responsibility to supervise the five personnel who administer and provide quality control for 

contracts that HSS has.

While you are excited about your new position and the success of HSS, you are aware of all the 

work that is ahead of you now. You see HSS as an organization that must be led into being a 

more mature organization, with more established employee policies. One of the first things that 

you plan to have your new HR generalists do is to work on organizing all of the employee policies 

at HSS into an employee handbook. You also feel a need to update and review the benefits 

policies for employees.

Scenario 1

One of the many things on your list of things to be done to help bring HSS into being a 

more mature organization is to implement a formal performance appraisal system. 

The acting head of software development advises you that she wants to develop an 

effective performance appraisal system for her department. She remembers, from 

having taken a human resource management class as an undergraduate, that there are 

a number of different ways to measure performance and she wants your guidance in 

selecting one.

She also wants to make sure that the method chosen to measure performance fits the 

technical nature of the workers she supervises who work in teams. Knowing what an 

individualistic society the USA is, she suggests there be an individual and a team 

component.

A) Discuss the different alternatives that you recommend as the most effective for 

measuring the performance of software developers working in teams. Share at 

least three alternatives with the pros and cons of each alternative you suggest.

B) Answer/discuss the following: 1) What information will need to be gathered to 

develop the new appraisal system; 2) How you will make the performance 

appraisal job-related and valid; and 3) How you will mitigate the risk of rater 

 

errors when evaluating performance.

Compensation Issues Around the World

Compensation Issues Around the World

Compensation Issues Around the World, Part II (Pay and Benefits Outside the United States)

With the rapidly expanding global economy, many companies are conducting business outside of the United States, which now requires the attention of compensation professionals. In Module Six, we reviewed the principles and practices of expatriate compensation and employee benefits in addition to a review of compensation and benefits in different countries around the world.

In Module Seven, we continue to analyze the challenges associated with managing compensation and benefits in various countries around the globe. Specifically, we will discuss the differences in pay and benefits between the United States and countries around the world, including a review of the minimum wage rates among various countries.

Instructions

The final version of the entire project is due at the end of this module. This version will include revisions based on feedback from your instructor to Section 1: Internally Consistent Job Structures and Section 2: External Competiveness, as well as a preface and summary.

How do you know when your organization has institutionalized innovation?

The final presentation (5-page essay and accompanying power point) should be a description of an institutional change, and innovation, or entrepreneurial endeavor you wish to initiate.
You will analyze the setting, and describe the internal and external dynamics that will make the change more difficult, identify the assets (human, financial, technological, etc.) available or needed, and how to secure assets that are needed but not available. Briefly describe how you diagnosed the change, the leadership change theory(ies) that applied, your personal and organizational readiness for change, and set forth a strategy for getting the organization from where it is to where you believe it needs to be and how to sustain change. Use data to support your observations, claims, and recommendations.

  • How do you know when your organization has institutionalized innovation?
  • How can you facilitate (your) organizational movement toward innovation sustainability?  Include ethical considerations.
  • The process you describe should reflect the principles you have learned in the class.

Use a minimum of five sources of evidence taken from the course readings. You may also bring in outside, relevant scholarly sources, and weave citation(s) throughout the essay, using 7th edition form and style. The primary textbook should be one source. Prepare 10 slides of content- power point that serves as your presentation of this paper. You are the Agent of Change in your organization. You have an opportunity to present the findings to your organization’s members.  Notes on the slides are not required. Outline of Presentation:

  1. Title Slide
  2. Introduction Paragraph Slide
  3. Content Slides 10 slides-Use Graphics. Do not place heavy text on the slides. Place citations on the slides.  The accompanying essay will cover the content in more detail. There is no need to add notes (please do not do so).
  4. Conclusion Slide
  5. References Slide
  6. Academic Integrity Statement Slide-take verbiage from the Academic Integrity Page.

What is your opinion of online recruiting?

  1. What is your opinion of online recruiting?
  2. Find 3 articles that relate to online recruiting and clearly provide a summary for each article. Please state the articles when you are providing summaries. Please be sure these are clear summaries, not just throughout the paper.
  3. What is your opinion of online recruiting?
  4. What are some of the advantages of online recruiting as opposed to traditional recruiting?
  5. What are some of the disadvantages of using Zip recruiter specifically as compared to other online recruiting or traditional recruiting?
  6. Conclusion: Discuss whether or not you think that traditional recruiting still has a place in H.R.

Explain why it is important to use an interprofessional approach in treatment.

Steffanie lituco

  • Provide a full DSM-5 diagnosis of the client. Remember, a full diagnosis should include the name of the disorder, ICD-10-CM code, specifiers, severity, and the Z codes (other conditions that may be a focus of clinical attention). Keep in mind a diagnosis covers the most recent 12 months:

F50.02 Anorexia Nervosa, Binge Eating/Purging Type, in partial remission

Z72.4 Inappropriate Diet and Eating Habits

Z60.0 Phase of Life Problem

Z62.820 Parent Child Relational Problem

  • Explain the diagnosis by matching the symptoms identified in the case to the specific criteria for the diagnosis:

Gina matches criteria for Anorexia Nervosa based on the following qualifying symptoms:

A- Not Present, as in scenario Gina’s doctor stated she was in weight range for Gina’s age.

B- Intense fear of gaining weight or of becoming fat.

C- Influence of body weight or shape on self-evaluation

Bing-eating/purging type- within the last 3 months has engaged in self-induced vomiting.

In Partial Remission- Disturbances in self-perception of weight.

  • Recommend a specific evidence-based measurement instrument to validate the diagnosis and assess outcomes of treatment. 

Client self-report Patient Health Questionnaire that covers depression, anxiety, alcohol, somatoform and eating disorder. This assessment is high sensitivity and specificity and is a valid and reliable in assessing the severity of depressive symptoms. It requires the client to be able to read and understand the questions which Cornell displays capabilities of doing so. This scale can also quantitatively assess responses to treatment and can catch any reductions of symptoms.

  • Explain why it is important to use an interprofessional approach in treatment. Identify specific professionals you would recommend for the team and describe how you might best utilize or focus their services.

Some people can benefit from a stand-alone service and others will need to be treated for their physical, psychological, nutritional and functional aspects of their eating disorder. All four of the mentioned components in treatment have to work together in order to show progress in one area which will enable and support progress in the other areas. Some like Gina who has an eating disorder might need a multidisciplinary response to her immediate presenting health problem being the eating disorder. Inviting Gina’s doctor (who can talk through the signs and symptoms of the eating disorder), a nutritionist (who can provide general support to people with eating disorders in relation to nutrition education) and a psychologist (who can conduct assessments and conduct counseling for other problems like social problems) can all work collaboratively in assessment, treatment planning and treatment review to ensure safe treatment options.

  • Explain how you would use the client’s family to support recovery. Include specific behavioral examples.

I would assist the family by encouraging and creating exercises that would demonstrate drawing the family closer together and to re0affirm their love and support for Gina or anyone with an eating disorder. Since Gina mentioned that her parents only reactions to her situation with her boyfriend being “there’s plenty of fish in the sea”, involving them in treatment can help Gina overcome any other barriers and resentments in that relationship by letting them be involved in the treatment process.

  • Select and explain an evidence-based, focused treatment approach that you might use in your part of the overall treatment plan.

I am going to jump from usually using CBT, to utilizing IPT (Interpersonal psychotherapy) as it contextualized eating disorder symptoms as occurring and being maintained within a social and interpersonal context. IPT is associated with specific tasks and strategies linked to the resolution of a specified interpersonal problem area. IPT can help Gina and even her family improve relationships and communications and resolve interpersonal issues in identified problem areas.

  • Explain how culture and diversity influences these disorders. Consider how gender, age, socioeconomic status, sexual orientation, and/or ethnicity/race affect the experience of living with an eating disorder.

There are cultures where they emphasis on being thin, especially if it linked to success. Across cultures there are different variations on the ideals of beaty as in some culture’s plumpness is considered more attractive and desirable. Attitudes and dynamics can contribute to the risk of a teen developing an eating disorder where they are focusing on high achievement, emphasis on being perfect, concerned about appearance, difficulty talking about or coping with negative emotions, worry about being accepted socially and or concerned about physical appearance.

Kimberly

F43.20 Adjustment Disorder Unspecified

F50.8 Other Specified Eating Disorder, Atypical Anorexia Nervosa

Z60.4 Social Exclusion or Rejection

Z91.5 Personal History of Self Harm

Gina is a 14-year-old white female who has experienced a breakup with her boyfriend after he decided to date her best friend.   She has been eating less which has caused weight loss and once Gina received compliments about her weight loss, she became focused on continuing to eat minimally.  She counts her food intake and plans at night what she will eat the next day to assure herself she will continue to lose weight.  Gina has topped eating family meals and also makes herself vomit if she believes she has eaten too much.  Gina denies there is a problem, denies depression and is still doing well in school.  Gina was seen by a doctor who stated she is thin but was not in abnormal range for weight.  However, her eating habits have caused her to have arguments with her parents, one of which she became very angry, screaming, and then cut her wrists.

The first place I considered for Gina’s mental health condition was the Decision Tree for Appetite Changes or Unusual Eating Behavior.  Following the boxes led me to consider Anorexia Nervosa as a diagnosis.  However, Gina did not meet criteria “A” because she does not have a low body weight.  She also does not meet criteria for Bulimia Nervosa, because she does not purposely eat larger than normal amounts of food.  The case notes states that she only makes herself vomit if she believes she has eaten more than she wanted.  Gina does not binge eat, only gets fearful she has eaten too much.  I then considered Other Specified Feeding or Eating Disorder.  It appeared to me that Gina met criteria for anorexia nervosa, except her weight is in normal limits.  The other criteria for anorexia nervosa Gina meets are criteria “B”, she has a fear of gaining weight with a persistent behavior to interfere with weight gain, and “C” she experiences undue self-evaluation regarding her body weight.  Therefore, her specifier is atypical anorexia nervosa.

Gina’s eating disorder did not appear out of the blue but was a reaction to a stressor in her life.  Gina met criteria “A” in that she developed symptoms within three months of the break-up.  She also met criteria “B” in that she has marked distress out of proportion to the severity of the stressor.  She also met criteria “C” in that her symptoms are not present due to a preexisting mental disorder.   Gina is not experiencing normal bereavement due to loss, so “D” is met.  I then had to pick a specifier keeping in mind that Gina is not having depressed mood, nor anxiety, nor a disturbance in emotions or conduct.  Therefore, I chose Unspecified because Gina’s reactions are not classifiable as one of the above subtypes.

I then considered the symptom of self-harm due to her cutting her wrists during an argument with her parents.  After reviewing the self-harm tree, I came to no conclusion, but the impulsivity tree led me to adjustment disorder, which I had already pinpointed.  I wanted to make sure the writs cutting was identified so I went to “Z” codes.  I chose history of self-harm due to this incident, but also came across social exclusion or rejection.  Gina’s whole experience started after her boyfriend broke up with her to be with her best friend, so she was rejected by both.

Importance of Using an Interprofessional Approach: Specific Professionals Recommended

The interprofessional approach is necessary when working with those who are experiencing symptoms of eating disorders.

It is important that the client and family is linking with a medical doctor to monitor physical health, a dietician to guide the client and family on nutrition, and the therapist/clinician to provide psychological interventions (Lewis & Nicholls, 2016).  If I were the clinician for Gina, I would have a consent for release of information obtained so that I, her medical doctor, and a dietician could keep close contact and work together on her treatment.   The doctor could possibly prescribe medication, the dietician would teach the importance of nutrients and a healthy diet, and I would provide appropriate psychological interventions.

Use the Client’s Family to Support Recovery: Specific Behavioral Examples

Gina should have individualized therapy to help her with coping skills, but it has also been proven important for a minors family to be involved in treatment in cases of Anorexia Nervosa (Lewis & Nicholls, 2016).  I have found an article that details family-based treatment (FBT) through adolescent anorexia nervosa.  The article recommends that families go through three stages.  In the first stage the clinician helps the parents develop a plan for restoring the adolescents health by taking over food and activity as well as being taught techniques to encourage their child to eat more.  This empowers the parents to take control and have family decision-making. In the second stage, when there is medical evidence of the child’s physical stabilization, the family gives appropriate control of food over to the adolescent and any other relationship issues are worked out in family therapy.  During the third stage, focus is on the impact the eating disorder has had on the family and recovery as a family unity (Bhatnagar, 2014).  I would choose to use this FBT as well as individualized therapy with Gina in addition to linkage with medical and dietician professionals.

Evidence-based, Focused Treatment Approach

As of 2015, the only evidence-based treatment proven to be effective for adolescents with anorexia nervosa was FBT (lock, 2015).  As stated above, I would use this treatment along with the interdisciplinary team of medical and dietician professionals.  However, I do believe it would be beneficial to have Gina participate in cognitive behavioral therapy (CBT).  Through CBT, Gina would learn how her thoughts of being overweight are negatively affecting her feelings and her behavior.  Aiding Gina in changing those thoughts would change the feelings and behavior once she learned appropriate tools (Turner, 2017).

How Culture and Diversity Influence Eating Disorders

It has been proven through past studies that culture and the associated beliefs and attitudes play a significant part in developing eating disorders (Miller & Pumariega, 2001).  Although eating disorders have been present in many places around the world, anorexia nervosa was previously thought to be rooted in western culture and has even been referred to as “culture-bound syndrome”.  As focus of a culture gears more towards physical appearance and fitting in with those in the environment increases in eating disorders are noticed.  Eating disorders have been recognized to be more present in various cultures than previously thought, especially where western culture and values are adopted.  Rates of eating disorders increase where focus on aesthetics become of value (Miller & Pumariega, 2001).

Bhatnagar, Ph.D., K. (2014). The Importance of Family Involvement in Adolescent Eating Disorder Treatment. Eating Disorder Hope. https://www.eatingdisorderhope.com/treatment-for-eating-disorders/types-of-treatments/family-therapy/a-family-force-field-the-importance-of-family-involvement-in-adolescent-eating-disorder-treatment

Lewis, B., & Nicholls, D. (2016). Behavioural eating disorders. Paediatrics and Child Health26(12), 519–526. https://doi.org/10.1016/j.paed.2016.08.005

Lock, J. (2015). An Update on Evidence-Based Psychosocial Treatments for Eating Disorders in Children and Adolescents. Journal of Clinical Child & Adolescent Psychology44(5), 707–721. https://doi.org/10.1080/15374416.2014.971458

Miller, M. N., & Pumariega, A. J. (2001). Culture and Eating Disorders: A Historical and Cross-Cultural Review. Psychiatry: Interpersonal and Biological Processes64(2), 93–110. https://doi.org/10.1521/psyc.64.2.93.18621

Turner, F. J. (2017). Social work treatment interlocking theoretical approaches. New York Oxford University Press.