Tag: organization.

Introduction to Organization

Posted on | by Simon KN

2 pages

Introduction to Organization

During this course, you will analyse case studies for a fictional organization, ParlaTech. As we move through the course, you will learn more about the organization, its employees, and the issues that arise related to HR.

ParlaTech is a technology company that specializes in machine to machine (M2M) communication. They offer solutions that allow remote machines to send data back to a central hub, where the data can be measured and analyzed. ParlaTech’s headquarters are in Maryland, but they have clients all over the world. Most of their engineers and R&D employees work in the US, but they also have a call center in Bangalore, India. 

Mini Case Study 4 Instructions

You have been called to a meeting with the CEO, Jacob Zielinski, and the COO, Sofia Morales.

For this assignment, review the survey results on change readiness and then do the following:

  • analyze the survey results and write a summary of your findings 
  • recommend a plan for change based on a change model
  • suggest at least three KPIs and explain how you can track and measure them

You may need to research how to collect metrics around KPIs in order to make informed suggestions.

Transcript from the Memo Instruction-video:

Transcript

CEO: Good morning! We are here today to talk about the change initiative that we are planning for our Bangalore call center. Based on recommendations from last month, we are going to change the work hours in our call center to 40 hours a week. However, this is going to involve a shift in the working hours for most of our employees, since we still need to maintain 24/7 service. So, we are hiring new employees who will be shadowing our current customer service employees. The current employees will be training the new employees on the job. 

COO: Yes, I’ve heard from the managers that some of the employees are concerned about this. They’re saying that their work hours went down but their workload went up because they need to train the new employees! They are afraid that the new employees will just be a burden on them. 

CEO: It’s very frustrating because we are trying to improve the working conditions while maintaining quality customer service. We’d like to hear what your role can be in this change and how you can help us overcome employee resistance. 

COO: You know I am big on data, so I’ve collected some data on change readiness among the employees. I would like you to analyze this data and write up a summary of what you find. Also, I am concerned about performance, so I would like to see some key performance indicators tracked and measured after we increase the number of employees. 

CEO: Overall, this is a three-part task: We need a plan for what HR can do to help prepare for this change, a summary of what we know about change readiness among the employees, and at least three KPIs you suggest tracking and measuring.  Since today is Monday, I am hoping you could have something for us by the end of the week.

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  • CAREFULLY FOLLOW THESE RUBRICS-CRITERIA TO MAX THIS CASE STUDY
CriteriaExceeds Standard 37.5 points
Propose a change management plan.  The steps of the proposed change management plan MUST be all clearly explained and supported by a change model.
Identify at least three key performance indicators. At least three KPIs MUST be identified that are clearly related to the change initiative.
Identify metrics that measure the KPIs. Each KPI MUST have a related metric that is observable and quantifiable.
Communicates information clearly and professionally with appropriate supporting evidence, formatting, and grammar.    The information MUST be clearly and professionally presented, without errors in grammar or mechanics. Citations MUST be used appropriately, and the formatting MUST be correct for APA style.

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Organization Behavior & Communication

Posted on | by Simon KN

Critical thinking is a valued skill in both the academic (student) and professional (career) domains. Your professors assess the depth of critical thinking and might urge you to consider concepts more deeply. Similarly, hiring managers might ask about your critical thinking skill and ask you to provide examples of how you have demonstrated such skills.

Organization Behavior & Communication

Select any one of the following starter bullet point sections. Review the important themes within the sub-questions of each bullet point. The sub-questions are designed to get you thinking about some important issues. Your response should provide a succinct synthesis of the key themes in a way that articulates a clear point, position, or conclusion supported by research. Select a bullet point section from what your classmates have already posted so we can engage in several discussions on relevant topics. If all of the bullet points have been addressed, you may begin to re-use the bullet points with the expectation that varied responses will continue.

  • What does it mean to think critically? What are the various dimensions of critical thinking? That is, what do critical thinkers do or how do we assess the quality of critical thinking? Analyze one of the critical thinking dimensions. How does critical thinking apply to leaders? Managers? Organizations?
  • Review the material you’ve read in course lectures and the assigned textbook selections. What is a unique and challenging critical question you would like to raise about this material? (Your question may be about something controversial about which you have doubts. It may suggest that a theory or a model has weaknesses, challenge the truth of proposed relationships between variables, or assess the value of a suggested practice.) Defend your perspective.
  • South University has four specific objectives called Student Learning Outcomes (SLOs). SLOs include Specialization expertise (content and competency), critical thinking, information literacy, and communication. Briefly define each objective and assess how they might interact with or influence one other. Summarize a development plan you might use to enhance your skill for each objective. How might mastery of the objectives enhance your career path?

The final paragraph (three or four sentences) of your initial post should summarize the one or two key points that you are making in your initial response.

Your posting should be the equivalent of 1- to 2- single-spaced pg (500–1000 words) in length.

attached is student 1 response to see an example please also response to student 1 response no less than 100 words to 200 words

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Team Organization, Communications, And Dynamics

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For your main post, draw upon the readings and other research to discuss what you believe are the three most important fundamental understandings and dynamics of a successful team. Why? How should disconnects and problems be handled?

Response Guidelines

After you make your main post, return to the discussion, and review the initial posts of your fellow learners. Include your comments and questions.

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The Business Process the Management of ABC Organization Is Looking At Implementing A SAP Solution

Posted on | by Simon KN

 

 

Letter of Transmittal

October 20, 2011

Management

ABC Organization 

300 Super Street

Chicago, 23435 

To whomever it may concern, 

Following the previous discussions that were held in the company, we are pleased to present the business process for the implementation of the SAP program for the ABC organization. As mentioned in the discussion, the company is looking to implement a SAP solution for the organization as part of the restructuring program the management is planning. The company needed the services of a firm that is well capable of implementing this solution knowing the numerous limitations and challenges involved with the process. We think that in our firm you will find the best services in the market as we have indispensable experience and skills for implementing these kinds of solutions. We have implemented and planned numerous implementation processes for SAP which was extremely successful. Our clients have been pleased with our work for long and we feel that we will please you as much. 

Our implementation process includes the study and analysis of the prior solutions that an organization has been using so as to come up with enough information that will enable us to integrate the new SAP program with the old programs. Our prices are also fair and reasonable for the services so we are sure that your organization will get its money’s worth. We implement these solutions in the shortest time possible; therefore, your organization’s processes will not be interfered with for unnecessarily long periods. 

If you have any questions or concerns we would be more than pleased to address them and discuss them with you at your convenience. We are pleased to be doing business with you. 

Sincerely,

Niteroi Banks for SAPQuick

 

Table of contents

Letter of transmittal ………………………………………………………………………………….2

Executive summary ………………………………………………………………………………….4

Introduction ………………………………………………………………………………………….4

Limitations……………………………………………………………………………………………5

SAP migration and integration ……………………………………………………………………….6

Information bottleneck and SAP……………………………………………………………………..7

Cost variances description ……………………………………………………………………………8

Identification of costs ………………………………………………………………………………..8

Standard and actual cost ……………………………………………………………………………..9

Paper based systems…………………………………………………………………………………..9

Conclusion……………………………………………………………………………………………11

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Executive Summary

The management of ABC organization is seeking to implement a SAP solution as part of their restructuring of the management of the organization’s business process. The organization’s management feels that it has to secure the services of a firm that is capable enough to help with the implementation because of the numerous challenges associated with mapping the current business processes of the organization to the SAP systems. Moreover, the organization is being faced with a number of challenges that it has to address before going on with the implementation of the system. 

The current system the organization uses is based on services that are centralized where all of the organization’s processing is done on an IT infrastructure that is central. Most of the systems that the company uses do not conform to the usual standard SAP systems used outside organization because most of the systems the organization uses were built and designed in house. Some of the challenges are; how the SAP solution can access services and information that have not been implemented within its framework; how the implementation can be used to deal with the bottlenecks for processing information; and the costs associated with the production processes. 

Introduction

In the current challenging business conditions, the most successful and best- run companies stay focused on the their assets that are most valuable, and that is their clients. Most of the companies, now, more than ever, are seeking to retain their best clients and in maximizing the effectiveness of each and every interaction with the customers- whether it is in sales, marketing or even service. One way to manage this is through the use and implementation of a SAP application or solution which is enterprise resource planning software that is integrated and targets requirements of a business software of large and medium sized organizations (Burleson 1999).

The solution usually is composed of a number of modules like field service, utilities for sales and marketing, product development and design, inventory and production control, accounting and finance and human resources. The application collects and then sorts and combines data and information derived from different sets of modules to give an organization different resource planning enterprises. The application also imposes on a company numerous benefits. For example it allows for easier international integration through automatically bridging barriers of language currency exchange rates and culture. It also only needs to be updated once for it to be used by the entire organization (Krumbholz and Maiden 2001).

 The application also decreases the chances of redundancy errors occurring and it also provides an organization with real- time data and information. SAP creates for an organization, a work environment that is more efficient for workers, and it also imposes on vendors, past expertise and knowledge on how best create and implement the system. Additionally, the application helps an organization decrease its costs and increase its abilities of decision making, in addition to helping it attain capabilities that are differentiated in order for it to effectively compete over a long period of time. The application has been indicated to have been useful in helping numerous companies and organizations to attain excellence in all facets of relating with customers (Balasingham 2009). 

Limitations

Although the implementation of a SAP application can have numerous benefits for an organization, there are also many limitations or disadvantages associated with the solution. For example, the implementation process and training costs associated with the application is expensive (Vance 2003). Also, many organizations face challenges when implementing the application some of which include failure to specify the operation goals and objectives of the application, absence of a commitment that is strong enough or a change approach that is positive, failure to deal with the differences in an organization, failure to plan the changes to the applications appropriately, and insufficient testing. All these challenges can mean the difference between having an unsuccessful implementation of the software or a successful one. However, if an organization manages to have its application implemented properly, it can go from its old slow and inefficient system to a software package that is fully integrated (Malhorta and Temponi 2010). 

 

 

SAP Migration and Integration

During the implementation of the SAP software, one can perform a migration of two kinds of data; activities and business partners. The migration of data is usually based on the conversion of data stored in XML format to structures of ABAP Dictionary. Therefore, the user list data, which is usually e- mail relevant, and the data relevant to business partners is transferred to the ABAP tables CRMD_MBA_MSGSTOR from the Java table MBMANDTSTORE. There are three main activities involved in transferring data and these include the migration, the downloading of the objects for customizing and the monitoring of the migration. In executing the data migration, one should access transaction option, migrate, in the SAP system and specify which migration parameters are going to be used (Leimbach 2008).

 If one wants to migrate or transfer activities, they should select the checkbox called userlist; otherwise it would not be possible to synchronize the activities using the server. One can either transfer all of the activities or only the activities found within a defined time or period. If the organization plans to utilize workforce management for resource planning and for synchronizing tasks and dates with groupware, they can also perform migration. To achieve this, one should select the checkbox labeled workforce management. If one prefers the contents of the MBMANDSTORE table to be erased after the migration has been performed, they should select the checkbox labeled Delete Java store. After the migration has been executed, the ISPCFG table (which can be seen in the SM30 transaction) is filled automatically with the needed entries for the ABAP MapBox. One should check that the X value was assigned automatically to the CRM_MAPBOX parameter to activate the ABAP MapBox (Yusuf, Gunasekaran and Abthorpe 2004).

After the data migration has been executed, one must do an initial load for every one of the customizing objects. To be able to perform this task, one must access R3AS transaction and enter the option GWA*as the object for loading. Further, the CRM option should be entered as the site of source and the destination site that is relevant with Groupware Adapter as the site type. One can monitor the migration of data and display the log of application after the migration has been executed. To accomplish this, the Display Logs option should be chosen from the toolbar. CMW_MBX_MIGR is the analysis object for data migration. If one wants to only display the application log part, they must limit their search, by specifying, for example, a subject like ACTIVITY, USERLIST or BUPA (Yusuf, Gunasekaran and Abthorpe 2004).

Information Bottleneck and SAP

It has been indicated that SAP Interactive Forms can be used to significantly decrease the chance of bottlenecks occurring in the process of receiving goods. This is because these new forms can be automatically distributed in times when an activity is due or expected, increasing or making it possible for one to obtain greater efficiency. In addition, there are also interfaces that are more engaging that are available for those organizations that do not utilize the SAP software. When combined with other applications such as the Arch FLM, the SAP software can be used by an organization to provide it with an infrastructure that is robust for reporting, as well as, tracking the forms of the application that the organization has in circulation. This in turn, offers the organization a greater or increased transparency into process bottlenecks. The date of delivery is accurate, as well as, self- policing. An organization, therefore, can have a better view of their customers, what they are ordering, what their purchases are, and when the customers should expect their goods to be delivered. As it follows, vendors also receive their correct and punctual payments (Francalanci 2001).

The successful implementation and management of the SAP application is performed for the minimal information bottleneck therefore, SAP performance management is a proactive approach used for monitoring and managing the performance of the collective and individual subsystems that make- up the SAP solution, OS hardware, application and database together with the 3rd party bolt- on systems that, together, solve the challenges a business is experiencing. As it follows, a performance management system for the SAP solution assists an organization in pointing out the performance bottlenecks that are pending, helping to justify to what extent and when an investment is needed to keep at bay problems that derail performance of the solution (Yusuf, Gunasekaran and Abthorpe 2004).

Cost Variances Description

Cost or price variance is the difference between the actual cost of production and the associated estimated or budgeted cost. It is a metric used for indicating the performance of costs that can be drawn from earned value data. It can be derived by subtracting earned value from actual cost. When one gets a value that is positive, it is an indication that favorable conditions are available; on the other hand, a negative value indicates the presence of conditions that are unfavorable. Positive cost variances indicate that projects have been completed under budget, while negative values indicate potential overruns in the contract (Maskell and Baggaley 2003).

Identification of Costs

Costs in business may include revenue and capital costs, indirect and direct costs in addition to variable and fixed costs. The identification of these costs, therefore, is a critical aspect of numerous businesses and is needed for business owners to understand and set pricing and product structures.  Costs associated with businesses can be divided into three main categories. These include revenue and capital costs, indirect and direct costs and variable and fixed costs. Capital costs are those costs associated with expenses resulting from the purchase of either capital or permanent capital resources. Revenue costs on the other hand, are those costs that are necessary for the daily running of a business or organization. Those daily costs related to running organizations usually come under the indirect and direct costs category in most financial management processes. The direct costs are those involved with the production of goods and services directly while the indirect costs are those associated with the support of the product service. Fixed costs are those costs that remain constant while variable costs are those costs which vary constantly according to production levels (Kaplan and Bruns 1987). 

 

 

Standard and Actual Costs

Accurate costing gives the management of an organization the opportunity to understand the costs of products, provide decision making that is based on facts regarding the profitability of a product and the ability to ultimately decrease expenses of a business, thus increasing its profitability. Standard costing is the kind of costing that depends on the business setting a cost for a product that does not alter or remains constant until the business changes it by setting another standard. Actual costing on the other hand means that the system will utilize the actual costs of transaction for inventory valuing. Actual costing is much less forgiving that standard costing for mistakes related to timing on the part of the users (Maher and Rahan 2005).

Paper Based Systems

Paper based quality management applications are commonly used in medium sized companies. While it is possible for this system to be successful in managing the quality of products and processes, they have been indicated to increase the risk of non- compliance of cGMP significantly in organizations that are regulated by FDA. The system also limits the ability of a manufacturer to implement continuous initiatives for improvement. Such systems have also been indicated to act as bottleneck for those organizations experiencing rapid growth. However, these challenges in a company can be eliminated with the use of the newer and faster applications such as the SAP software which reduces or eliminates all- together, such challenges as bottleneck (Ehrlenspiel, Kiewert and Lindemann 2007). 

Conclusion/ recommendations

As it has been seen, the SAP application can be extremely beneficial for a company in a number of ways. For example it allows for easier international integration through automatically bridging barriers of language currency exchange rates and culture. It also only needs to be updated once for it to be used by the entire organization. The application also decreases the chances of redundancy errors occurring and it also provides an organization with real- time data and information. As it follows, it would be advisable for an organization to utilize the SAP application rather than utilizing the traditional paper based system. 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

References

Balasingham, J 2009, ‘Management challenges for emerging networks and services’, in:   International Conference on Ultra Modern Telecommunications & Workshops, ICUMT  2009.

 Burleson, D 1999, Oracle SAP Administration, O’Reilly, New York. 

Ehrlenspiel, K, Kiewert, A and Lindemann, U 2007, ‘Early Identification of Costs during             Product Development- Development- Concurrent Cost Calculations’, in Cost- Efficient      Design, Springer, New York. 

Francalanci, C 2001, ‘predicting the implementation effort of ERP projects: empirical evidence   on SAP/R3’, Journal of information technology, vol. 16, no. 1, pp. 33–48.

Kaplan, R and Bruns, W 1987, Accounting and Management: A Field Study Perspective,  Harvard Business School Press, New York.  

Krumbholz, M and Maiden, N 2001, ‘The implementation of enterprise resource planning                         packages in different organizational and national cultures’, Information systems, vol. 26,  no. 3, pp.185–204.

Leimbach, Y 2008, ‘the SAP Story: Evolution of SAP within the German Software Industry’,      IEEE Annals of the History of Computing, vol. 30, no. 4. 

Maher, L and Rahan, G 2005, Fundamentals of Cost Accounting, McGraw-Hill, New York. 

Maskell, N and Baggaley, B 2003, Practical Lean Accounting, Productivity Press, New York.

Malhorta, A and Temponi, C 2010, ‘Critical decisions for ERP integration: Small business           issues’, International Journal of Information Management, vol. 30, no.1. 

Vance, A 2003, SAP costs too much – customers ROI challenged, The Register, UK. 

Yusuf, Y, Gunasekaran, A and Abthorpe, M 2004, ‘Enterprise information systems project                       implementation: A case study of ERP in Rolls-Royce’, International journal of     production economics, vol. 87, no. 3, pp. 251–266.

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The effects of training and development on the people who work in a given organization

Posted on | by Simon KN

The effects of training and development on the people who work in a given organization

Introduction 

            The human resource manager department requires training and management because they play a very important role in ensuring that employees accomplish helpfulness and elevated points of recital. These two components allow recognition of skills and role of improvements which are required for any given job. As a result of changes in technology and design of jobs which are accompanied by increasing needs of the organization that are based on knowledge know how, training and development are very vital in the human resource department. Training and development is identified through assessments, jobs analyzing and tasks which determine objectives of training and development. It also deals with coming up with objectives that are relevant, developing trainings that are effective and designing of development programs by use of diverse methods. However, training and development activities are executed and programs are evaluated to determine their effects in the operation of the business.

The purpose of training and development traditionally was to ensure that workers carry out their jobs in an effective way. In the current days, there are changes in the environment of business. The company has to be innovative so as to withstand pressure from other companies and stay ahead of competition. According to 2006 SHRM workplace Forecast, continued learning has overarched the trend of societal needs. This is an indication that organizations must put most of their emphasis on learning as a social responsibility which ensures that they are competitive in the world wide market. 

Training and development is the process of being equipped with skills, knowledge and abilities which are needed to perform a specific task. It is accompanied by a number of broader benefits to both the employer and the employee. For a company to meet the current and future demands of the market, training and development comprises a wider range of learning actions. They range from sharing of knowledge and training for tasks to development of career and provision of improved customer services. This improves the effectiveness of individuals and the organization.

Business goals and objectives of an organization are directly promoted when training and development are strategically used. The company is supposed to evaluate its market position and identify the talent knowledge and skills in order for it to compete well in the market. The function of training and development is carried out by human resource department.

Training is advocated for because the competence of employees can not only be measured by use of knowledge that they acquire while in higher institutes of learning. Education only provides skills which are basic which prepares one for work but it does not necessarily foretell how employees will behave while at place of work. The human resource department develops skills and knowledge of employees while and place of work. 

Workers from the department of finance are always against training because it is costly. The organization is supposed to concentrate on training goals which targets to increase the levels of profits. The obligations of the employee after completing the training are clearly defined by a training policy. The obligations are supposed to accomplish the goals that were set during the training process. 

The human resource department is supposed to initiate training programs. They are supposed be planned carefully and aim at proper utilization of resources. The focus is not only to develop competence of workers but also aim at improving values and attitudes. At the end of the training, initiatives of the management have to change and their endeavors that are to develop potentials of employees in order to add value to organization and community where they belong. 

Technology is very fundamental platform that is required for training. The use technology in training has been on increase because of a number of factors. Technology cost decrease, extensive use of World Wide Web, significant saving of travel, housing and food costs, the ability to develop different elements into programs with the intend to improve learning environment and many others are among the reasons which have greatly influence the use of technology. 

It is costly to use international assignments. To deal with this problem, a lot of companies are now focusing on task forces and global project teams. The use of international setting enables companies to share ideas and solutions which concern their business operations. The use of this mechanism enables the employees to develop the ability of thinking globally. Global mindset is developed by use of effective training. The method of training is not important but what one has to understand is that global mindset aims at balancing views which are perceived to varying.  

Problem statement 

It has been reveled that significant efforts are being applied by the human resource manager department so as to improve the functionality of companies. Relevant and complimentary programs of training are used during the change of periods in both settings. The training value as applied by the human resource management intervention strategy seems to be of limited value is cutting down the resistance of employees to the substantive and suggested change. It is urged that training system that is developed well is a very vital component in the current development and growth of corporations which are successful and this implies that training and development is an essential part as much as changes in the organization are concerned. Training that is relevant is among the many enabling factors that are supposed to be provided when changes take place. Training is not supposed to be used as the only strategy of intervention. At times employers and mangers tend to resist towards the changes that the proposed and their management skills should accurately diagnose potential and entrenched resistance. The method which is more appropriate has to be chosen so as to overcome the resistance that arises.

Purpose of the study

It focuses on the effects of training and development on the people who work in a given organization. When employees gain knowledge and skills it is good for themselves and the organization too. The will be improved performance of the organization, quality management, proper satisfaction of customers and proper control implying that the profits will increase. 

Training is carried out on the employees so as to improve their performance, boost the morale. Health and effectiveness of the organization is increased implying that the productivity of the business increases. Further, training is very vital to the organization because it improves quality of the products thus ensuring that customers are satisfied in delivery of products.

During training programs, indirect and direct costs are realized. Some of direct costs include; benefits and salaries which employees get while undergoing the training, travel allowances and program materials. Indirect costs consist of general office distribution, travel and expenses which are not billed to one program and salaries and benefits of staff which do not relate to one program. 

It aims at coming up with innovative mechanisms within the organization. This is easily realized because great advances which are being felt in the technology sector. As a result of new technology, smart products are developed which aids the employees to exercise their duties in a better way, such as enhanced customer service. With continued use of virtual work arrangements, virtual knowledge is connected by technology for people who are fond in different geographical locations. 

Employees are trained so as to be able compete well in the current global business environment which is commonly referred to as global mindset. Global mindset is an attitude through which a person balances the needs which are competing in the international management process with functional priorities of the business. It is achieved when consistent and clear communication is observed within the organization. It goes beyond the vision statement of the organization and it shows how the firm makes and implements strategic goals and judgments.      

Goal of the study

There is the employee relations strategy which is supposed to come up with policies, procedures and systems. They are supposed to maximize the degree to which the management and employees will co-operate for their success. The causes and effects of unnecessary conflicts are minimized. It focuses on streamlining mutuality, humanizing relations and maintaining regulations and measures that are in charge of administration and debate of matters which affect the employees of a given company. It also constitutes union recognition strategies and for any bargaining arrangements which are collective. Further, it covers negotiations strategies and that of engaging employees in the issues of the company and also communicating to them the information that concern the performance of the company and its prospect tactics.

It also aims at improving the capacity of the organization to deal with internal and outer dealings and performance. There is improved leadership style, enhanced ability to deal with all forms of problems within an organization, skills in handling conflicts which are destructive, more effective communication, higher levels of trust and corporation has to exist among members of the organization. It comes up with a supportive environment which is capable of gaining development and accomplishments which are of higher levels.

It aims at ensuing that individuals realize their personal goals which in turn they use to contribute to the organization. The sole objective of the organization is achieved by ensuring that individuals are more effective. Further, it ensures that the organization has social and ethical responsibilities that will deal with needs and challenges that affect the society at large. Lastly, it focuses on ensuring that the department makes its contributions that are needed by the organization.  

The importance that is realized by use of mindset has enabled the human resource department to focus on strategic value of training and development by coming up with employment chances that are based on proper utilization of global mindset. This is achieved by letting the management know full information that relate to global mindset and competitive advantage that are witnessed in the marketplace. 

Significance of the study on training

Significance role of the study on the effect of training on employees will help cultivate best possible utilization of human resources. For instance, training and development activities for an organization results in optimal engagement of human resource, which in return catapults the employee to attain the company’s objectives in addition to meeting personal schedules.

According to Gupta (1999), there is need of assessing training since a considerable number of organizational and individual training needs might not be as clearly definite as others. However, training needs appear to be obvious and therefore requires appropriate choice on methods which will meet these varying needs. Most training needs might not be as obvious. This then requires that there should be an established assessment to examine these trainings. This assessment is the most used examining tool applied by HRD experts in most workplaces. The needs examiners help to evaluate and indicate when training should be applied and when it is not appropriate. This assessment makes sure that projected training have worth and relevance to those undergoing training session.

In developing of human resources training and development, an organization helps to establish a chance and wide range of human resource structure that has improved technical and behavioral capacities within the organization. Furthermore, this results to affect employees positively by enhancing both individual and collective growth.

Another important aspect in organizations developing skills among its employees through training and development programs help to improve skills and knowledge therefore raising the output of employees in every given area of the workforce. In addition, it increases human intellect abilities as well as the general character of employees.

Productivity: training and development facilitates increased capacity of productivity in the employees which in return helps the company to realize and achieve its long-term objectives.

Team spirit: Training and development facilitates the inculcating the sense of team spirit, team work, and inter-team interactions. In addition, training and development of employees provides them with inculcating the determination to learn new skills and abilities.

Organization Culture: through training and Development there is improved effectiveness and organizational health culture. This tremendously improves and builds up the level of creating learning character within the company.

Organization Climate: training and development cultivates positive feeling and perception in the organization climate. This training and development in the organization climate helps workers of all levels including peers, subordinates and managers to establish coherent interaction. 

Quality: training and development also facilitates in bettering upon the quality of work as well as work-life. 

Healthy work environment: training and development facilitates the creation a healthy working condition and environment. Besides, helps to establish good employee, relationship thereby the individual’s aims aligns with the company’s objectives.

Health and Safety: through training and Development, the health and safety of employees is improved therefore causing the organization to prevent obsolescence.

Morale: another area that receives improvement is the morale. Training and Development boost and improves the morale of the whole team.

Image: the corporate image of the organization is also improved through training and development of the work force. Training and Development helps in building motivation, leadership skills, better attitudes, loyalty, and other features that are displayed by successful employees and managers.

Profitability: there are increased returns that profit the organization through training and development. This therefore leads to improved positive attitudes among employees and the organization towards profit orientation engagements.

Benefits and effects of continued analytical assessment in organization

Continuous Analytics offers employees with access to help apply the organization’s analytic approach within the firm. Such analytical service is intended for organizations that have already implemented their modules and which want to retain access to its business and team of analytic experts. This program is usually designed to further the employee’s knowledge within the organization so as to review methodology and tools, as well as to offer visibility into a company’s Best Practices around its relevant structures and undertakings within the law. 
            Through these continuous analytical assessments the organization can acknowledge that there are various ways of interactions between its employees and the organization. This assessment also provides to the broader organization structure to gain insight into the most revered practices for their organization.  For instance, a constituted system of group examination brings together a collection of services that, over the course of the year, will reflect a holistic overview into the application and uses of the organization’s content to maximize returns on individual’s investment. This type of continued analysis offers employees with insights to an organization team of consultants and in return helps the employees within the content of their organization. This service is established for organizations who have already applied organizations modules as well as those that would want to retain access to business consultants’ and team of analytic experts. Training and development programs have been specifically constituted to further the knowledge of employees of organizations’ features, as well as to offer visibility.

 

   

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Hello! Can you help me with this assignment? For your first assignment you will select a healthcare-based organization for review and compose a report.

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For your first assignment, you will select a healthcare-based organization for review and compose a report. In a 4-6 page paper, be sure to include the following sections:

Introduction

Be sure to include basic information about the organization. This may include location, size, mission, values, etc. You will be examining and discussing the internal and external factors that impact this particular organization.

Body

Explain each of the key internal factors that impact the business. Internal factors could be:

Finance
Human resource management
Research and development
Production
Service delivery
Marketing
Procurement
Information technology services
Sales
Customer service call centers
Management information systems
Logistics
Fundraising
Investigate how factors outside the organization could affect their operations. Be sure to discuss the impact on the business activities, strategy, internal structures, functional activities and stakeholders. External factors may include:

Political
Economic
Social
Technological
Conclusion

How does the structure relate to the particular sector (private/public/voluntary) that the organization is in?

Evaluate how well the organizational structure works (does it work well or could it be improved?).

Your completed exercise should follow the conventions of Standard American English (correct grammar, punctuation, etc.). Your writing should be well ordered, logical and unified, as well as original and insightful. Your work should display superior content, organization, style, and mechanics.

NOTE: Be sure to cite sources in APA format throughout your paper, especially when drawing conclusions and making recommendations, to support your ideas.

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In the role of a health care manager, for the final project you will develop and write a comprehensive marketing and communication plan for your fictitious health care organization.

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In the role of a health care manager, for the final project you will develop and write a comprehensive marketing and communication plan for your fictitious health care organization. The final project will be divided into four parts:

  1. Health Care Organization Profile
  2. Communication Plan
  3. Marketing Plan
  4. Community Collaboration Plan

Part 1, “Health Care Organization Profile,” should include the following components:

  1. Name and type of health care organization (stand-alone, multifacility, multicampus, community-based, etc.).
  2. Mission, vision, and goals
  3. Bed number
  4. Type of services provided
  5. Volumes
  6. Quality indicators
  7. Financial performance indicators
  8. Human resource challenges
  9. Diversity issues
  10. Community population statistics

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Review the performance dashboard for a health care organization, as well as relevant local, state, and federal laws and policies. Then, write a report for senior leaders in the organization that communicates your analysis and evaluation of the current state of organizational performance, including a recommended metric to target for improvement.

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Review the performance dashboard for a health care organization, as well as relevant local, state, and federal laws and policies. Then, write a report for senior leaders in the organization that communicates your analysis and evaluation of the current state of organizational performance, including a recommended metric to target for improvement.IntroductionNote: Each assessment in this course builds on the work you completed in the previous assessment. Therefore, you must complete the assessments in this course in the order in which they are presented.In the era of health care reform, many of the laws and policies set by government at the local, state, and federal levels have specific performance benchmarks related to care delivery outcomes that organizations must achieve. It is critical for organizational success that the interprofessional care team is able to understand reports and dashboards that display the metrics related to performance and compliance benchmarks.Maintaining standards and promoting quality in modern health care are crucial, not only for the care of patients, but also for the continuing success and financial viability of health care organizations. In the era of health care reform, health care leaders must understand what quality care entails and how quality in health care connects to the standards set by relevant federal, state, and local laws and policies. An understanding of relevant benchmarks that result from these laws and policies, and how they relate to quality care and regulatory standards, is also vitally important.Health care is a dynamic, complex, and heavily regulated industry. For this reason, you will be expected to constantly scan the external environment for emerging laws, new regulations, and changing industry standards. You may discover that as new policies are enacted into law, ambiguity in interpretation of various facets of the law may occur. Sometimes, new laws conflict with preexisting laws and regulations, or unexpected implementation issues arise, which may warrant further clarification from lawmakers. Adding partisan politics and social media to the mix can further complicate understanding of the process and buy in from stakeholders.How many health care laws can you name that affect your practice in your current or future workplace? How do they impact your daily work? How many regulatory agencies oversee the types of services your health care organization provides? Which regulatory agencies apply to your workplace setting? Are you familiar with the process of complying with those agencies in order to maintain certification? You might be overwhelmed as you consider these broad questions.Demonstration of ProficiencyBy successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:Competency 1: Analyze the effects of health care policies, laws, and regulations on organizations, interprofessional teams, and personal practice.Analyze challenges that meeting prescribed benchmarks can pose for a heath care organization or an interprofessional team.Competency 3: Lead the development and implementation of ethical and culturally sensitive policies that improve health outcomes for individuals, organizations, and populations.Advocate for ethical action in addressing a benchmark underperformance, directed toward an appropriate group of stakeholders.Competency 4: Evaluate relevant indicators of performance, such as benchmarks, research, and best practices, for health care policies and law for patients, organizations, and populations.Evaluate dashboard metrics with regard to benchmarks set by local, state, or federal health care policies or laws.Evaluate a benchmark underperformance in a heath care organization or an interprofessional team that has the potential for greatly improving overall quality or performance.Competency 6: Apply various methods of communicating with policy makers, stakeholders, colleagues, and patients to ensure that communication in a given situation is professional, clear, efficient, and effective.Communicate evaluation and analysis in a professional and effective manner, writing content clearly and logically, with correct use of grammar, punctuation, and spelling.Integrate relevant sources to support arguments, correctly formatting citations and references using current APA style.PreparationFor this assessment, you may choose one of the following three options for a performance dashboard to use as the basis for your benchmark evaluation.Option 1: Dashboard and Health Care Benchmark Evaluation SimulationYou may use the data presented in the Dashboard and Health Care Benchmark Evaluation media piece as the basis for your assessment submission.If you decide to use the simulation dashboard for your evaluation, review the dashboard, as well as  relevant local, state, and federal laws and policies. Consider the metrics within the dashboard that are falling short of the prescribed benchmarks.Option 2: Actual Dashboard From a Professional Practice SettingIf you choose an actual dashboard from a professional practice setting for your evaluation, be sure to add a brief description of the organization and setting that includes:The size of the facility that the dashboard is reporting on.The specific type of care delivery.The population diversity and ethnicity demographics.The socioeconomic level of the population served by the organization.Note: Ensure that your data is Health Insurance Portability and Accountability Act (HIPAA) compliant. Do not use any easily identifiable organization or patient information.Option 3: Hypothetical Dashboard Based on a Professional Practice SettingIf you have a sophisticated understanding of dashboards that are relevant to your own practice, you may also construct a hypothetical dashboard for your evaluation, based on that setting. Your hypothetical dashboard must present at least four different metrics, at least two of which must be underperforming the relevant benchmark set forth by a federal, state, or local laws or policies. In addition, be sure to add a brief description of the organization and setting that includes:The size of the facility that the dashboard is reporting on.The specific type of care delivery.The population diversity and ethnicity demographics.The socioeconomic level of the population served by the organization.Note: Ensure that your data is HIPAA compliant. Do not use any easily identifiable organization or patient information.InstructionsStructure your report in such a way that it would be easy for a colleague or supervisor to locate the information they need. Be sure to cite relevant local, state, or federal health care laws or policies when evaluating metric performance against prescribed benchmarks. Cite an additional 2–4 credible sources to support your analysis and evaluation of the challenges in meeting the benchmarks, the potential for performance improvement, and your advocacy for ethical action.You may wish to review the Dashboard Benchmark Evaluation Example [DOC] for additional support in planning and developing your submission for this assessment.Note: The tasks outlined below correspond to grading criteria in the scoring guide.In your report, be sure to:Evaluate dashboard metrics against the benchmarks set by local, state, or federal health care laws or policies.Which metrics are below the mandated benchmarks in the organization? Evaluate weaknesses within the entire set of benchmarks.What are the local, state, or federal health care laws or policies that set these benchmarks?Analyze challenges that meeting prescribed benchmarks can pose for the organization or for an interprofessional team.What are the specific challenges or opportunities that the organization or interprofessional team might have in meeting the benchmarks? For example, consider:The strategic direction of the organization.The organization’s mission.Available resources:Staffing.Operational and capital funding.Physical space.Support services (any ancillary department that supports a specific care unit in the organization, such as a pharmacy, cleaning services, and dietary services).Cultural diversity in the organization.Cultural diversity in the community.Organizational processes and procedures.How might these challenges be contributing to benchmark underperformance?Evaluate a benchmark underperformance in the organization or interprofessional team that has the potential for greatly improving overall quality or performance.Which metric is underperforming its benchmark by the greatest degree?Which benchmark underperformance is the most widespread throughout the organization or interprofessional team?Which benchmark affects the greatest number of patients?Which benchmark affects the greatest number of staff?How does this underperformance affect the community the organization serves?Where is the greatest opportunity for improvement in the overall quality or performance of the organization or interpersonal team—and ultimately in patient outcomes?Advocate for ethical action in addressing the benchmark underperformance that has the potential for greatly improving overall quality or performance.At which group of stakeholders should your advocacy be directed? Which group could be expected to take the appropriate action to improve the benchmark metric?What are some ethical actions that the stakeholder group could take that support improved benchmark performance?Why should the stakeholder group take action?Communicate your findings and recommendations in a professional and effective manner.Ensure that your report is well organized and easy to read.Write clearly and logically, using correct grammar, punctuation, and mechanics.Integrate relevant sources to support your arguments, correctly formatting source citations and references using current APA style.Did you cite relevant local, state, or federal health care laws or policies when discussing the mandated benchmarks?Did you cite an additional 2–4 credible sources to support your analysis, evaluation, and advocacy?Additional RequirementsStructure: Include a reference page.Length: 2–5 pages should be sufficient for presenting a thorough and concise evaluation, not including any pages for presenting your data and your reference page.References: Cite 2-4 current scholarly or professional resources.Format: Use APA style for references and citations.You may wish to refer to the following APA resources to help with your structure, formatting, and style:APA Style and Format.APA Paper Tutorial.APA Paper Template.Font: Times New Roman font, 12 point, double-spaced for narrative portions only.Grading Rubric:1)  Evaluate dashboard metrics with regard to benchmarks set by local, state, or federal health care policies or laws.Passing Grade:  Evaluates dashboard metrics with regard to benchmarks set by local, state, or federal health care policies or laws, and identifies knowledge gaps, unknowns, missing information, unanswered questions, or areas of uncertainty (where further information could improve the evaluation).2)  Analyze challenges that meeting prescribed benchmarks can pose for a heath care organization or an interprofessional team.Passing Grade:  Analyzes challenges that meeting prescribed benchmarks can pose for a heath care organization or an interprofessional team, and identifies assumptions on which the analysis is based.3)  Evaluate a benchmark underperformance in a heath care organization or an interprofessional team that has the potential for greatly improving overall quality or performance.Passing Grade:  Evaluates a benchmark underperformance in a heath care organization or an interprofessional team that has the potential for greatly improving overall quality or performance; defends reasoning for selecting this benchmark over another with similar potential for improvement.4)  Advocate for ethical action in addressing a benchmark underperformance, directed toward an appropriate group of stakeholders.Passing Grade:  Advocates for ethical action in addressing a benchmark underperformance, directed toward an appropriate group of stakeholders, and recommends criteria for evaluating the effectiveness of the recommended action.5)  Communicate evaluation and analysis in a professional and effective manner, writing content clearly and logically with correct use of grammar, punctuation, and spelling.Passing Grade:  The evaluation and analysis are professional, effective, and insightful; the content is clear, logical, and persuasive; grammar, punctuation, and spelling are without errors.6)  Integrate relevant sources to support arguments, correctly formatting citations and references using current APA style.Passing Grade:  Integrates relevant sources to support arguments, correctly formatting citations and references using current APA style. Citations are free from all errors.

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write a process report that describes the interview process for an open position identified in your chosen organization

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Psychology 2230 Observational Project Project DescriptionOctober 15, 2020You will prepare an 800–1200-word process report that begins with the flow chart. Assignment details are attached. Do you need a similar assignment done for you from scratch? We have qualified writers to help you. We assure you an A+ quality paper that is free from plagiarism. Order now for an Amazing Discount!Use Discount Code “Newclient” for a 15% Discount!NB: We do not resell papers. Upon ordering, we do an original paper exclusively for you. The post write a process report that describes the interview process for an open position identified in your chosen organization appeared first on The Nursing Hub.  “Is this question part of your assignment? We Can Help!”

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Discuss how Ted should address cultural diversity within the organization.

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Discuss how Ted should address cultural diversity within the organization.

Paper details 

Thanks to Ted in his role as social architect has developed a new organizational structure, and culture that he believes will help move the company forward. It is now time for Ted to make the changes that will put his plan into place and to address some of the social issues that he finds problematic. To refresh your memory review these facts:

The whole idea of losing the company is hard for Ted to imagine as it is his life. Added to his concern for the financial health of the company is the news recently brought to him by his brother Jacob. Jacob reports that there is gender tension among the workforce. Ted knows that 80% of the fulltime work force is female. Three percent of the women hold management positions with none in upper management. There are six lower level management departments. Five are held by men with one female manager. The middle management positions, seven altogether, are held by males with exception of two. Jacob reports that the women in middle management are talking of leaving because they feel that there is a glass ceiling in the company. The women are not represented in upper management, despite the fact that they have two middle managers, who have been with the company for 10 years or more and hold college degrees. This particular news triggers a reaction in Ted because he is close to his upper management staff especially his brother. Changing upper management employees who have been with the company for 15 years or more is disturbing.
In addition to the upset management staff Jacob further reported the he has also heard that the female floor workers are considering asking the union to come into the business. The union, Ted knows, is something that would really hurt the small manufacturing business finances and something his family has avoided for years.
Ted has seen the face of the workforce change from the seventies when 85 percent of the staff was comprised of white males to 80 percent women. While the composition of the workforce had changed Ted didn™t see that it mattered in running his company, now he is not so sure. One thing for sure is Ted does not want the union, nor does he want his middle management people to leave.
In addition to the gender issues facing Ted™s relationship building skills, he has also decided to solve one of his business concerns, the saturation of the market with Chinese products. Ted, after visiting China, has decided to bring a Chinese group onboard to consult with product development and efficiency procedures. The group is considered expert in their field in China and have been working with wine related products for the last ten years. They produce a cork substitute product cheaply and efficiently. Ted wants to do this in America so he can compete effectively with the Chinese. He has to integrate these people into the workforce and is worried that there could be resistance. The new workers have never lived in America nor have they visited. Everything is new to them and although their English good, they do not understand slang or idioms. The group™s idea of work ethics and job performance is based only on what they have experienced in China. They are therefore, very unfamiliar with the American workplace. It is imperative to Ted™s vision that all his employees get along.
This paper continues the saga of Ted™s leadership at Wine Lovers Enterprise. Therefore, students will use the first assignment as a basis for this assignment.
You are to help Ted address his role as relationship builder. Interface the plan you have created in the leader vs. manager assignment with a plan for Ted™s need to address the potential threats to workforce harmony as well as his new business consultants. Emphasize his role as leader and what he can do to build his relationship with his employees so that he empowers his managers and workforce to implement his vision for the company.
The goal of this paper is to have students link the concepts of Ted as a social architect, change agent, and individual to Ted as a relationship builder. Think of a relationship builder as a leader who aligns people to his or her vision. Again, students will write from the leader™s perspective.
Remember that in order to determine strategic direction, the leader must look inward, outward, forward and beyond.
Students will create a Leadership Plan in which students will discuss how Ted can create structural empowerment in his environment.
Discuss the role of Ted as a leader to motivate, empower, communicate and develop teams
· Discuss how Ted should address cultural diversity within the organization;
¢ Discuss the areas in the original plan that would require change to accommodate Ted™s role as a relationship builder.
¢ Students are expected to be creative but realistic in applying the concepts from the course to expand Ted™s environment and leadership role.

Required Formatting of the Structural Empowerment Paper:
¢ This report should be double spaced, 12-point font, and three to four pages in length excluding the title page and reference page;
¢ Title page with your name, the course name, the date, and instructor™s name;
¢ Include references with at least one reference other than the textbook;
¢ Use headings;
¢ Writing is expected to be clear and concise;
¢ This paper is to be written in the third person. There should be no words in the paper such as œI, we or you;
¢ Use APA formatting for in-text citations and reference page. You are expected to paraphrase and not use quotes. Deductions will be taken when quotes are used and found to be unnecessary;

This is the outline I would like for you to follow.
Introduction
¢ Short introduction about diversity in the workforce.
Situation
¢ Breakdown about the issue Ted is facing at his company. Info can be found on the first page of this sheet.
Body
¢ Discuss the role of Ted as a leader to motivate, empower, communicate and develop teams
¢ Discuss how Ted should address cultural diversity within the organization.
¢ Discuss the areas in the original plan that would require change to accommodate Ted™s role as a relationship builder. Look at attached file to see original plan.
¢ Give a short SWOT analysis before giving the Leadership Plan. Include in the analysis in the following areas: Weaknesses “ invisible barriers i.e. glass walls and ceilings; lack of training in managing a diversified workforce | Opportunities “ Implement a diversity plan to help create and increase cultural competence within the organizational culture. Meaning making the culture more inclusive. “ Implement diversity training programs for higher and mid-level management and their employees. “ Create a Chief Diversity Officer position (senior management level position) within the company.
¢ Give Leadership Plan
Conclusion
¢ Short conclusion

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