Determine appropriate strategies for acquiring qualified talent, and explain how the strategies support organizational goals.

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OL 600Milestone One Guidelines and RubricEmployee Engagement and RetentionOverview: For this first milestone, due in Module Three, you will analyze HR strategic engagement initiatives for attracting, retaining, and rewarding employees. The four critical element focus on talent acquisition, employee engagement and retention, learning anddevelopment, and total rewards.Prompt:Refer to the chapter readings and module resources to support your responses to each of the four critical elements below. Carefully read and address each critical element as written, usingdetailed and informative analysis that conveys critical thinking.The four critical elements are aligned to the people technical competency within the HR knowledge domain.Specifically, the following critical elementsmust be addressed:

Talent Acquisition:Determine appropriate strategies for acquiring qualified talent, and explain how the strategiessupport organizational goals.

Employee Engagement and Retention:Determine appropriate employee engagement strategies and explain how this approach will increase retention.

Learning andDevelopment:Determine learning and development opportunities aimed toward attracting and retaining qualified talent within the organization.

Total Rewards:Identify appropriate total rewards strategiesto increase employee retention, and explain how these strategies support the goals of the organization.

Identify and describe the competition and overall marketing environment.

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As an attachment to this assessment, submit your analysis of the first P (product) for your chosen company’s product. For this assessment choose the Company Samsung (any product). The central focus of a marketing program is the product. It is the sole basis and driving force behind all marketing activities and what excites a target market. Your product analysis should include the company, competition, and target market requirements. In your analysis, evaluate the following:

– Explain the product and the company’s primary target market. What are the niche characteristics of the product and the traits of the primary target market?
– Identify and describe the competition and overall marketing environment.
– Evaluate how this product is positioned in the marketplace, the influence the brand has on its product category.
– Assess how the company’s marketing strategies for this product affect its business success—what would you recommend the company do in terms of this product to assure its long-term success?
– Cite any resources you use.

Explain how the data can be used to analyze the performance of the recruiting function.

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It is important when we talk about HR data that we have an understanding of the HR systems that are used, the data collected, where the data is stored, the description of the data elements and how we can access and use the data.

ASSIGNMENT INSTRUCTIONS
For this assignment, you will create a spreadsheet that will summarize the following information:

HR systems where HR recruiting data is housed,
HR recruiting data elements collected in that system,
The security of the recruiting data,
How the data can be used to analyze the performance of the recruiting function.
It is the individual HR systems such as HRIS, benefits, comp, etc
Submissions should be in an Excel spreadsheet with a minimum of five HR systems described along with the associated HR data elements and possible analytics.

Write Mission, Vision & Values Statements for “Phoenix Health and Well Being Studio”

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Research several companies’ Mission, Vision & Values Statements. Then write Mission, Vision & Values Statements for “Phoenix Health and Well Being Studio”
Phoenix Health and Well Being Studio
A five-year-old firm specializing in group and individual fitness instruction, Yoga and nutrition/ well-being counseling
Experienced rapid growth in three years due to the founder’s expansion into franchising the brand and their patented instruction and wellness methodology
Initially there was only one studio but now there are five owned studios and 15 franchised locations
The corporate staff is small with most of the effort has been in growing the franchise business… seeing that it is where their future lays
The founders also want to position the company for purchase by a larger fitness organization
The private equity firm providing funding is pleased with the progress and the expected growth. They are willing to invest in programs to help sustain the level of performance
The expertise they had at the beginning is not where they need to have now in this new phase of business development
The staff are entrepreneurial in spirit with expertise in the health and fitness industry but do not have internal skills and capabilities to scale up and achieve aggressive expansion targets
The founder met with the equity partners to strategize on ways to not only motivate existing staff and new staff members to facilitate the expansion of the business but also to structure the right staffing approach and organizational design that will attract and retain the talent needed to support their long-term goals
The founders and equity partners have approached you as the human resources consultant to come up with a comprehensive HR Strategic Plan that addresses their current and future needs.

How would you help build the HR Community at VDH?

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  1. This position is responsible for several strategic and operational workforce programs. Please briefly describe experience or expertise that you may have in:
  2. Workforce planning
  3. Employee engagement
  4. Talent acquisition
  5. Employee development
  6. EEO and employee relations
  7. Equity, diversity and engagement
  8. Workforce training
  9. Leadership assigns responsibility for a high impact and highly visible agency-wide programs to the SBS. The Chief assigns it to you, and expects a draft work plan in two weeks. What will be included in your draft plan and how will it be accomplished within the assigned time frame? Please use a project that you have led as the example.
  10. You have a situation where you see that communications may be breaking down between one of your staff and a peer or a customer. How would you address this?
  11. How would you help build the HR Community at VDH; policy is managed by OHR, routine operations and consultation managed by Shared Business Services in locations statewide?

Is the COVID vaccine development following similar trends or is the drug being rushed as some people are speculating?

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The concept of creating a vaccine, identifying how new vaccines are distributed, researched and funded. Also the research on prior pandemics and vaccine development and distribution. Is the COVID vaccine development following similar trends or is the drug being rushed as some people are speculating? Are pharmaceuticals being funded in a different fashion the prior or standard practices etc. Graphs or diagrams can be used-just not in excess. At least 20 PEER-REVIEWED sources. Running headers and page numbers need to be included. Everything APA standard.

What are the relative merits of internal versus external recruitment?

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After reading the case, follow the instructions below in order to complete the assignment. Note that the case study workbook you downloaded includes two sections: Case A and Case B. Both sections are related to the same overall scenario, and you must read both in order to complete this assignment. Students should utilize a minimum of three scholarly sources in order to research and answer the discussion questions for this case.

Requirements
Your report for the case study must include the following sections:

Cover page
Overview — Briefly summarize the case scenario (one or two paragraphs)
Discussion questions — Answer the discussion questions listed below
What are the relative merits of internal versus external recruitment? For this case, does the advantage of bringing new ideas and methods into the department overcome the disadvantage of resentment among current employees who might have wanted the job?
A large share of HR professionals have rated online recruiting as their best source of new talent, yet Conroy only utilized the local newspaper. What do you think about her strategy? What are some advantages and disadvantages of online recruiting she should have considered?
The case makes it clear that Henderson needs more training and development. Examine the four approaches to employee development in your textbook (see Figure 8.1 in Chapter 8). Which approaches do you think would best help Henderson? Explain your reasoning.
Conroy has a tough decision to make regarding Henderson’s future at Big Time Computers. Her options include (1) providing additional training in the hopes that his work improves, (2) moving him into a different job, or (3) terminating his employment. If you were the HR Director at the company, how would you recommend Conroy proceed? Explain why you would recommend that course of action, and one potential downside to that approach.
There is no indication that the human resource department was involved during Henderson’s hiring process, or later on when Conroy realized he had some job performance issues. How could an effective HR department have helped Conroy (1) during the recruitment and selection process, and (2) in dealing with Henderson’s performance management issues? Provide specific examples.
Debriefing — Reflecting your thoughts and opinions based on the case
Reference page

In addition to the case study itself, students should utilize a minimum of three scholarly sources, which can include the textbook, in order to complete this assignment. These sources must be credible and scholarly (i.e., no blog posts or use of Wikipedia). Industry organizations such as SHRM, as well as publications such as the Harvard Business Review and other peer-reviewed journals, are all good examples of credible sources. Remember to use parenthetical in-text citations in APA format throughout your paper to indicate the source of your information.

In addition to the case study itself, students should utilize a minimum of three scholarly sources, which can include the textbook, in order to complete this assignment. These sources must be credible and scholarly (i.e., no blog posts or use of Wikipedia). Industry organizations such as SHRM, as well as publications such as the Harvard Business Review and other peer-reviewed journals, are all good examples of credible sources. Remember to use parenthetical in-text citations (Links to an external site.) in APA format throughout your paper to indicate the source of your information.

How do we recruit diversity into a non-diverse company without alienating applicants or current employees?

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Ex pat workers – how are they paid: local currency or home currency?
Outsourced jobs – how do we get host country workers to use our best practices and materials with the cultural/language barriers?
Migrant Workers – how do we get them to use our best practices and materials with the language barrier.
Transnational project (short term) – do we use ex pats or host country workers?
Transnational project (long term) – do we use ex pats or host country workers?
Baby Boomers retiring – 1 highly skilled, valuable worker nearing retirement; how do we transfer knowledge and skillset without loss of production/efficiency?
Baby Boomers retiring – high number of workforce nearing retirement; how do we transfer knowledge base and skillset without loss of production/efficiency?
How do we recruit diversity into a non-diverse company without alienating applicants or current employees?
The material cost of “widgets” has increased, what adjustments can we make in compensation to maintain or increase profit per piece?
Costs of production have increased but sales have not. Payroll is the only portion of the budget that can be adjusted – what can we do to maintain the same levels of profit.
Employees are not following the policies outlined the employment manual – how can get them on board?
The company wants to implement a company wellness policy. What options do we have without breaking the budget?

Describe the HR recruiting data elements that you need to analyze the HR recruiting function and identify where that data is housed.

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1.Describe the HR recruiting data elements that you need to analyze the HR recruiting function and identify where that data is housed. If you were to make a case to increase the recruiting resources, what are two of the HR data elements that would strengthen your case and why?

2.In the textbook chapter 2, the author talks about the ten steps for an analytics unit. Review the material and discuss the two steps that would be critical to this implementation in your organization.

Where have you seen a company’s mission, vision and value statements being inline with the behaviors of its leadership in relation to their customers and/or employees?

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1. In your personal experience with companies that you have worked for or know about, where have you seen a company’s mission, vision and value statements being inline with the behaviors of its leadership in relation to their customers and/or employees? Conversely, where have you seen a company’s leadership have behaved in a contradictory manner to their customers and / or employees? 2. In the Video, “Seven Signs of Ethical Collapse” by Marianne Jennings https://www.youtube.com/watch?v=iILWxK6ZDVs&ab_channel=MarkkulaCenterforAppliedEthics , how would you relate those signs to the various organizational life cycles as defined by Richard Daft in Chapter 9 referenced in Week 1 readings. Please relate any specific examples based on your prior experiences. In addition, in retrospect after reading Ethics in the Banking Industry….Wells Fargo: http://fortune.com/2016/09/15/wells-fargo-scandal/ wh, what were one or more of the “Seven Signs of Ethical Collapse” visible at Wells fargo? What organizational life Cycle was Wells Fargo in at the time of the scandal?