Using a topical and specific issue regarding COVID-19 PPE requirements, define the role of Risk & Contingency Planning, slide 7-19 regarding Technical Risks and Schedule Risks to alleviate the dire situation.
*Will add slides in added files
Provide a statement of purpose addressing your academic background, area of research interest, and proposed research studies.
PhD Management Sciences
Research field/specialization: Management of Technology
Page 4of 8Back to ContentsBMM Combined Assignment 5: People and Organisations, Copyright © EduQual Ltd 2016Human Resource Management (SCQF), Issue 1.0, March 2017Combined Assignment 3: People & Organisations, Human Resource Management The four tasks shown below constitute 90% of the overall mark. 10% of the overall marks for the assignment must be given to ‘Structure andFormat’.You are Head of HR for an organisation of your choice. Prepare a report, aimed at the induction of new, junior HR managers, which must meet the followingrequirements:Task 1
Compare and contrast different organisational structures and culture, and their impact on the organisation.
Explain the factors which influence individual behaviour atwork.
Explain how HRM contributes to an organisation’sobjectives.
Analyse the impact of legislation on HRM in the UKtoday.People and Organisations: LO 1; Human Resource Management: LO 1Task 2Describethestagesinrecruitmentandselectionofstaffintheselectedorganisation.Construct a new strategy for theorganisation.
Explain the ways organisations motivateworkers.
Analyse the link between motivational theories, job evaluation and rewards.Human Resource Management: LO 2 ; People and Organisations: LO 2 Task3
Comparetheeffectivenessofdifferentleadershipandmanagementstylesindifferent organisations.
Evaluate the impact of employment-related legislation on employment termination arrangementsby analysingtermination procedures used by your selected organisation.People and Organisations: LO 2; Human Resource Management: LO 3
Before you begin this assignment, be sure you:
It is now a year later, and Mark has opened his two new facilities in Memphis, Tennessee and Phoenix, Arizona. All three locations are operating almost around the clock to create 3D printed accessibility and assistive devices. Mark and his father are planning to open several more facilities, also located near Veterans Administration Hospitals and rehab facilities.
Mark does not want to continue to increase his IT infrastructure at the original location and has decided to move all of his systems and files to a cloud service provider. You have recommended that since he has everything set up the way he wants it and the systems are performing well for him, that he just move what he has to an Infrastructure as a Service (IaaS) cloud provider. Before Mark agrees to this, he wants to understand more about just how that would work, using his current systems and locations. He also has a lot of questions about how the communications systems work, and he wants to understand the protocols, the architecture and the four layer TCP model.
Use the following outline for your paper:
Formatting:
GRADING RUBRIC:
The “right” and “wrong” answers have to do with whether or not you correctly incorporated the course vocabulary and concepts from the textbook to support your choices and have addressed all parts of the assignment.
Examine each activity in your project schedule and attach a name from the list of resource names from your resource sheet. Ensure that all activities in your project are resourced. Upon completion, your Project Libre file should look similar to the resourced office relocation project example, as follows:
Office Relocation Example_resource_assignments.pod
After assigning resources, click on “View” and “Resource” usage. Examine the tabular report of resource utilization and cost. Further, return to the Gantt view and click on the “Resource Histogram” tab in the upper right-hand corner of the Project Libre display.
Prepare a one page report answering the following questions:
Are any of your assigned resources “over-utilized”? If so, which ones, and why?
What, if any are the cost implications of your resource assignments?
Now that you have viewed the resource report, would you make any changes to your resource assignment? If so, what would you change? If you would not make changes, explain your rationale.reading
Proj
ect Management Institute. (2007). A guide to the project management body of knowledge (PMBOK® Guide). Newtown Square, Pa: Project Management Institute. Section 6.4, 6.5
Kerzner, H. (2017). Project management: a systems approach to planning, scheduling, and controlling. Hoboken, NJ: Wiley. Pages 501-511
Project Libre User Manual Pages 15-18 https://docs.google.com/file/d/0B08DRNpPMjwJT053QzNJenBId1k/edit
Articles
Wheatley, M. (2006). Do more with less. PM Network, 20(3), 28–34.
O’Neil, J. (1999). Short-staffed? Maximize scarce resources with knowledge resource planning. PM Network, 13(2), 37–41.
Shouche, S., Borthakur, A., & Mate, N. (2006). Quantitative project management—use of metrics for effective project management. Paper presented at PMI® Global Congress 2006—Asia Pacific, Bangkok, Thailand. Newtown Square, PA: Project Management Institute.
Zwikael, O. (2009). The relative importance of the PMBOK® guide’s nine knowledge areas during project planning. Project Management Journal, 40(4), 94-103. Retrieved from
Marion, J.W., and Richardson, T.M. (2014). “Using PERT Analysis with Critical Chain Extensions to Facilitate Information Systems Project Schedule Decision-making.” International Journal of Data Analysis and Information Systems
Video
Estimating cost: https://youtu.be/rN0FrDpQNUk
Websites
http://www.pmknowledgecenter.com/dynamic_scheduling/baseline/cost-project-activity-calculating-activity-andor-resource-costs
1.What factors should researchers consider when selecting sampling methods?
2, please add a question to continue a topic discussion
Blending the principles you learned in Chapters 4 (Corporate Culture) and 13 (Leadership), in a two-page paper (single-spaced), establish a plausible linkage between cultural norms, leadership effectiveness, and strategic management that will support achieving a sustainable competitive advantage. In your assignment, (1) elaborate on the relevance of the strategic cycle and the planning process,
(2) discuss how imperative nuanced leadership styles (i.e., rigid or boss-centered and organic or subordinate-centered) are during strategic development, and
(3) explain how the correlation between strategic management and leadership can help foster a culture focused on sustainable competitive advantage.
DISCUSSION QUESTION 3-2
MR632 Training and Development
Lesson 3: Putting Training to the Test
Upon completion of the Required Readings, write a thorough, well-planned narrative answer to the following discussion question. Rely on your Required Readings and the Lecture and Research Update for specific information to answer the discussion question, but turn to your original thoughts when asked to apply, evaluate, analyze, or synthesize the information. Your Discussion Question response should be both grammatically and mechanically correct, and formatted in the same fashion as the question itself. If there is a Part A, your response should identify a Part A, etc. In addition, you must appropriately cite all resources used in your responses and document in a bibliography using APA style. . Include the course Text Book in your references; [Employee Training and Development. (6th ed.) Noe, Raymond A. (2013). Boston, MA McGraw-Hill].
Discussion Question 2 (50 points)
Discuss in detail the three (3) obstacles that inhibit the transfer of training and eight (8) of the nine forms of instruction that support training. (50 points) (A l.5-page response is required.)
Required Writing Format: (APA Writing Style). (A 1.5-Page response is required)
Provide separate reference page for Discussion Question 2-1
No Cover/Title Page (1)
Use the following Format on the First Page (1) on the Top Left Side of the Page.
Student Name
Student Identification Number
Course Number and Title
Assignment Number and Title
Date Submitted:
The line manager in your organization wants to terminate a long-term tenured employee due to the lack of productivity and improvement over the past six months. Your job, as the organization’s HR generalist, is to meet with the employee to fully understand both sides and possibly mediate a solution. In this meeting, you are collecting information on the problem, testing out some of your own theories, and giving and getting feedback to the employee and recording reactions to it. Your goal is to jointly define the problem and make plans to address it.
Tasks
Explain your expectations and goals to this employee.
Develop questions to determine the root cause of the problem.
Analyze legitimate concerns that this employee might have that would excuse his or her low productivity.
Explain how to control the conversation if this employee loses control or if the conversation goes in the wrong direction.
talented and high potential employees are leaving Alders and Richardson for other company president after no more than 1 year.As you have taken a closer look at HR, you have observed that the department is following the classic HRM process model. This is, of course, good news for as a consultant who specializes in HR, you put a high degree of importance on clear and structured HR process for organizations such as Alders and Richardson. Nonetheless, there is something unsettling that begins to emerge as you drill down deeper into the way Alders and Richardson’s HR department uses the HR process model. Youhave identified a number of gaps or weaknesses in the way the HRM process modelis being used by Alders and Richardson’s HR department. You have determined that these gaps or weaknesses are directly linked to the 3 data points mentioned earlier. The weaknesses include:
1.HR’s inability to identify, select, and accurately place competent employeesinto positions where strengths are properly aligned with tasks.
2.HR’s failure to provide training and development that address the acquisition of cutting-edge skills and specialized knowledge necessary to perform tasks with excellent and efficiency.
3.HR’s failure to retain high-performing employees. Your report to the senior executive team of Alders and Richardson includes an explanation and recommendation for actions to address the issues in the HR department.Questions:
1.Identify the factors that could be creatingthe deficienciesdescribed in 1, 2, and 3 above
.2.What specific recommendations would you make to the senior leadership team at Alders and Richardson to correctthe deficienciesin each phase of the HRM process that is creating problems for the HR department at Alders and Richardson.
3.What will be the measures or metrics used that would indicate that your recommendations in #2 above are having a positive impact on the Alders and Richardson HR process? What measures or metrics would indicate that your solutions are nothaving the intended impact? 4.What do these HR failures and the VP of HR’s resistance to address these issues suggest about the collaboration and communication on the executive management team?
5.What recommendations would you have for the president of Alders and Richardson regarding the VP of HR and HR’s ongoing under performance?6.What might be the sources of resistance to your recommendations and intervention?
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