MGT 331 Employee Handbook Assignment

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MGT 331 Employee Handbook Assignments

An employee handbook or human resources policy manual is one of the most important documents an organization can have (and maintain). It sets expectations for employees of what is expected of them and what they are entitled to. While it is possible to come up with incorrect information that should not be included in the handbook, you have the freedom to decide (realistically, ethically and legally) how to write your policies and what information to include.

The Written Policy Subsections:

Your written policies should be realistic, ethical and legal, and include best-practice information on the topic as discussed in class and our textbook. Policies should be clear and complete but also concise, just as they would in a real employee handbook. You may need to read ahead of the class and/or obtain information from outside sources to write some of your subsections. Please cite all sources, including the textbook. DO NOT lift your policies from online sources, as this is plagiarism and will affect your grade, up to and including a grade of 0 on the entire assignment.

The assignment will be graded on Content, Clarity, Creativity, Critical Thinking & Correctness (grammar, format, spelling, punctuation) according to the rubric on the next page

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Diversity Training Manual

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You have just been hired as the human resources (HR) manager by your company’s chief executive officer (CEO). During your interview process, the CEO indicated that in the last 2 decades, the workforce demographics of her company have changed dramatically. Although this had been occurring, both the previous HR manager as well as all of the company’s front-line supervisors have remained as they had been for years: primarily white males, now in their 50s and early 60s, from a Judeo-Christian background. The CEO indicated that at a frequent rate, workplace strife had been increasing, and it seemed to be related to the changing demographics of the workforce itself. The CEO asked you to compile a training manual that consists of sections targeted at the training of the existing front-line supervisors. Later on, there will be sensitivity training as well as to help all employees understand the changing workforce and what it might mean for them.

Diversity Training Manual: Overview

The content of the final complete manual will need to cover diversity issues, specifically the following forms of discrimination:

  • Religious
  • Ethnic
  • Gender
  • Age

There also must be information regarding the following information:

  • Recent trends
  • Forecasts about the changing general population
  • Legislation covering these type issues

There will need to be subsections that deal with the following information:

  • Customs and values of each group
  • The need for sensitivity to differing values and customs
  • Legislation affecting supervisor regulations

Diversity Training Manual: Part I

Given that the training manual will be dealing with several diversity issues, prepare the table of contents and write the first part of the manual, which should deal with some useful background for the company’s supervisors and managers.

The first parts that the CEO wants completed are as follows:

  • A preliminary outline of the entire manual (this may change as you work on the project)
  • The table of contents
  • The following sections regarding the demographics of the U.S. population should be included:

    o Current statistics

    o Recent trends

    o Forecasted trends

  • Using the Web sites listed, present information about trends in the U.S. populations regarding the following information:

o Immigrant versus native

o Religion

o Age

o Race

Use the following Web sites:

Diversity Training Manual: Part II

As the new human resources manager, you are now ready to complete the next section of a diversity training manual that is targeted at making your workforce supervisors more aware of current racial diversity issues (e.g., the dramatic increase in the Hispanic percentage of the workforce) and how the supervisors should address them. The goal is to reduce potential tensions in the workplace among employees of different races.

Part II is to be titled, Historical Issues of Different Races in the Workplace and How to Handle Them.

This section should discuss the following:

  • Different races now or likely to be in the workforce of the future, based on the U.S. populations racial demographic changes
  • Particular issues that create tensions among the different groups
  • How supervisors need to address these issues that could potentially cause tension

Diversity Training Manual: Part III

As a continuation of the diversity training manual, you (as the new manager of human resources) should now create portions that specifically address gender issues and are targeted at training and raising the sensitivity of all supervisors regarding potential gender issues. It should include a section on how the supervisor should or should not handle certain gender-based workplace issues. For example, can the supervisor hand out work assignments that he or she feels are better suited to different genders? Can he or she write a job requirement that only one gender can meet, such as a strength requirement?

This section of the manual must, at a minimum, address the following information:

  • A few general facts about the U.S. population’s gender mix and the gender mix found in notable segments of the workforce should be included. Make sure to include all sources of information.
  • The essence and applicability of the landmark Griggs v. Duke Power case dealing with stated job requirements should be addressed.Click here to read the Griggs v. Duke Power case.
  • Describe how the supervisor should state minimum job requirements when he or she requests new employees to be hired into the department.
  • Explain how the supervisor might communicate to his or her department (of all male employees) when a female is about to become part of the work team.

References

Griggs v. Duke Power Co., 401 U.S. 424 (1971). Retrieved from the FindLaw Web site: http://caselaw.lp.findlaw.com/scripts/getcase.pl?court=US&vol=401&invol=424

Passel, J. S., & Cohn, D. (2008, February 11). U.S. population projections: 2005-2050. Retrieved from thePew Research Hispanic Trends Project Web site: http://www.pewhispanic.org/2008/02/11/us-population-projections-2005-2050/

Pew Research Religion & Public Life Project. (n.d.). Reports. Retrieved from http://religions.pewforum.org/reports

Pierce, R. (n.d.). Dealing with a changing workforce: Supervision in the 21st century. Retrieved from the Business Expert Webinars Web site: http://www.businessexpertwebinars.com/content/view/593/29/

Submitting your assignment in APA format means, at a minimum, you will need the following:

  1. TITLE PAGE. Remember the Running head: AND TITLE IN ALL CAPITALS
  2. ABSTRACT. A summary of your paper…not an introduction. Begin writing in third person voice.
  3. BODY. The body of your paper begins on the page following the title page and abstract page and must be double-spaced (be careful not to triple- or quadruple-space between paragraphs). The type face should be 12-pt. Times Roman or 12-pt. Courier in regular black type. Do not use color, bold type, or italics except as required for APA level headings and references. The deliverable length of the body of your paper for this assignment is 4-6 pages. In-body academic citations to support your decisions and analysis are required. A variety of academic sources is encouraged.
  4. REFERENCE PAGE. References that align with your in-body academic sources are listed on the final page of your paper. The references must be in APA format using appropriate spacing, hang indention, italics, and upper and lower case usage as appropriate for the type of resource used. Remember, the Reference Page is not a bibliography but a further listing of the abbreviated in-body citations used in the paper. Every referenced item must have a corresponding in-body citation.

Individual Project will be graded based upon the rubric provided here

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OSHA Quality Measures

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For your assignment consider the following scenario:

On December 7, 2000, the Cincinnati OSHA Office heard through media and police reports that there were two deaths at a nursing home in Ohio. OSHA determined that the FDA should take a lead role in performing an investigation.

Since the nursing home had many residents who had unhealthy respiratory systems, the nursing home routinely ordered and received tanks that contained pure oxygen. During one delivery, the supplier mistakenly delivered one tank of pure nitrogen in addition to the three tanks of pure oxygen that had been ordered. The nitrogen tank had both an oxygen and nitrogen label. An employee at the nursing home connected the nitrogen tank to the nursing home’s oxygen delivery system. This event caused two nursing home residents to die, and three additional nursing home residents were admitted to hospitals in critical condition. Within the following month, two of these three additional residents also died, bringing the total death toll to four.  (Based on accident # 837914 from www.osha.gov)

Then write a 1,050- to 1,400-word paper in which your team compares the Normal Accident Theory to the Culture of Safety model.

Include the following in your paper:

Explain what factors can play a role in organizational accidents similar to the one highlighted in the scenario:

How organizational processes give rise to potential failures?

How can certain conditions influence errors and violations within the workplace? (e.g., operating room, pharmacy, intensive care unit)

The errors and violations committed by “sharp end” individuals.

How the breaching of defenses or safeguards affect these accidents?

Explain why the FDA, not OSHA, was responsible for investigating this case.

Explain how the Culture of Safety model could have been applied to reduce risk in this scenario.

Explain the five general principles used in the Culture of Safety model.

Explain actions that could have been taken to manage risk by applying each of the five general principles used in the Culture of Safety model to this scenario.

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New technology options that the company could use to find candidates

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Recently, human resources (HR) recruiters have utilized their company Web site job board, online job boards, social media, and other industry-specific job boards or Web sites to fill all types of positions. As an HR recruiter, you are in need of new employees for a forecasted expansion to a call center that is opening up in 2 months and that is just 20 miles away. Think creatively and find some new, unique, and innovative ways to find candidates. Research and address the following:

  • Discuss 2 new technology options that the company could use to find candidates.
  • Would you use these new options to also locate new managers for the new location? Why or why not?
  • Have you found statistical evidence of the new options for finding qualified candidates?
  • Do you feel like these new options are trends? Why or why not?
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Information Literacy Assignment

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The purpose of this assignment is to learn about information literacy by exploring the concept of peer review. You may be familiar with peer review in prior writing courses, but what does it mean when you talk about peer review in relation to academic source material? Click on the following link to a DeVry University Library presentation of Peer Reviewed Journals: The Creation of New Knowledge. http://library.devry.edu/pdfs/Peer_Review_PPT.pdf The PDF presentation contains 20 slides that will introduce the peer review cycle.

After reviewing the presentation, compose a 2-paragraph response in which you address each of the following points:

  • In your own words, identify points in the peer review cycle that seem especially important and explain why.
  • How does an editor differ from a peer reviewer? Use at least two points to support your response.
  • Based on this information, explain whether your article for this week was peer reviewed? How can you determine this information?
  • As you work on your research in this class, where specifically can you look to find peer-reviewed information?
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Using Technology to Deliver Training

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Using Technology to Deliver Training

Technology can be a vital component of training delivery. Use online library resources and your textbooks to read about training technology.

Using your own experience, Internet research, and references, respond to the following:

  • Illustrate how technology can benefit the transfer of learning.
  • Explain how organizations have utilized technology in learning. Use your research or examples from your experience.
  • Comment on the appropriateness of the utilized technology in learning.

Write your initial response in 300–500 words. Your response should be thorough and address all components of the discussion question in detail, include citations of all sources, where needed, according to the APA Style, and demonstrate accurate spelling, grammar, and punctuation

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Health Care Professionals and Current and Future Challenges in Human Resource

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Health Care Professionals and Current and Future Challenges in Human Resource

The role of the physician has evolved significantly over the past 10 years. There has been an introduction of new physical roles at the hospital level, and primary care physicians have become little more than strategic gatekeepers. For this assignment, you will research and provide examples of how the traditional roles of physicians within health care have evolved over the past 10 years. Be sure to include expanded and minimized roles, private practice, large group practice, specialist, and hospital physician roles.

This should be 3 pages, excluding the cover page, abstract page, and reference page. You need to support your work with at least 4 academic or professional peer-reviewed sources published within the past 5 years.

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Performance Appraisal

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Week 9 Discussion “Performance Appraisal”

Please respond to the following:

  • From the first e-Activity, explore the major issues inherent within the performance appraisal process that may lead to any type of discrimination within an organization based on two (2) of the following: gender, disability, or denial of employment opportunity. Support your response with two (2) relevant recent cases, and explain the outcome of the case.
  • From the second e-Activity, examine workplace privacy as it relates to emails and Internet communication. Suggest two (2) recommendations that an organization should make to its employees geared toward protecting the privacy of the organization when employees use emails and communicate via the Internet. Justify your response.
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Employment Law Case Brief

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Assignment 4: Employment Law Case Brief

 

Due Week 10 and worth 200 points

 

Using the Internet, select and research an employment law case no greater than five (5) years old.

 

Write a three to four (3-4) page brief in which you:

 

  1. Summarize the issue of the case, and then explain the employment law that was violated.
  2. Evaluate the type of impact the violation had on the organization then determine two (2) ways the organization could mitigate the issue. Justify your response.
  3. Based on your research, determine if a policy was or was not in place during the violation. Then, recommend a communication for all employees to enhance the knowledge of the policy. Support your response.
  4. As a HR Manager, explore an organization you worked for or familiar with, then suggest three (3) ways you could make the organization violation free from employment law issues. Justify your response.
  5. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.

 

Your assignment must follow these formatting requirements:

 

  • Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
  • Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

 

The specific course learning outcomes associated with this assignment are:

 

  • Determine employment laws that apply to the selection, development, and management of employees.
  • Evaluate policies and processes that promote a diverse workforce.
  • Develop policies that are compliant with employment laws.
  • Use technology and information resources to research issues in employment law.
  • Write clearly and concisely about employment law using proper writing mechanic.
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Terminating and Downsizing

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Discussion week 10 “Terminating and Downsizing”

Please respond to the following:

  • Choose two (2) factors from those discussed in the textbook that may cause a possible breach of an implied contract. Suggest two (2) strategies that an employer may use to avoid these possible breaches from occurring. Justify your response.
  • Select two (2) of the following acts: National Labor Relations Act (NLRA), Worker Adjustment and Retraining Notification (WARN) Act, Reduction in Force (Age), Age Discrimination in Employment Act (ADEA) and Older Workers Benefit Protection Act (OWBPA). Determine two (2) major challenges that each of the selected acts may cause within an organization, and then outline a plan to prevent the challenges from adversely affecting the organization or employees. Justify your response
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