Employee Relations and Collective Bargaining
Order ID:89JHGSJE83839 Style:APA/MLA/Harvard/Chicago Pages:5-10 Instructions:
Employee Relations and Collective Bargaining
Deliverable Length: 7–10 slides (excl. Title and Reference slides, min. 8 references); Speaker notes 200–250 words/slide
Part 1:
HR professionals play a critical role in building a successful organization. HR functions are commonly coordinated using a service-based approach to support the organization’s strategies and goals. In the key assignment, you will create a presentation for new employee orientation. The presentation will describe the spectrum of HR services available to employees.
Choose a real organization, either one that you work for or an organization that interests you to use as an example and create a presentation that addresses the following:
What services does staffing provide to job candidates, new employees and their managers?
What types of training and development programs are available to employees?
What bases or types of pay are used in the organization’s compensation strategy?
What benefits will the new employee receive?
How does the organization evaluate the performance of employees?
Part 2:
In addition, please add slides to your presentation addressing the following:
What strategies does HR use to motivate employees and support the competitiveness of the organization?
Identify a recent organizational change or innovation and describe HR’s role in the change process.
forecast demand
forecast demand at the factory using data based upon the pattern of combined demand from the regional centres. Rather it has to be calculated from the iden- tified requirements at each of the preceding levels. It is only at the point of final demand, in this case at the depots, where forecasts can sensibly be made – in fact in most cases demand at the depot would itself be dependent upon retailers’ or other intermediaries’ demand, but since this is obviously outside the supplier’s direct control it is necessary to produce a forecasted estimate of demand.
Inventory
- Central warehouse inventory: few large demands dependent on RDC demand
- Plant inventory: irregular demand dependent on warehouse demand
- Regional distribution centre (RDC) inventory: many small independent demands from customers
Figure 5.8 Order point and dependent demand
Whilst independent demand may be forecast using traditional methods,
dependent demand must be calculated, based upon the demand at the next
level in the logistics chain.
Employee Relations and Collective Bargaining
Deliverable Length: 7–10 slides (excl. Title and Reference slides, min. 8 references); Speaker notes 200–250 words/slide
Part 1:
HR professionals play a critical role in building a successful organization. HR functions are commonly coordinated using a service-based approach to support the organization’s strategies and goals. In the key assignment, you will create a presentation for new employee orientation. The presentation will describe the spectrum of HR services available to employees.
Choose a real organization, either one that you work for or an organization that interests you to use as an example and create a presentation that addresses the following:
What services does staffing provide to job candidates, new employees and their managers?
What types of training and development programs are available to employees?
What bases or types of pay are used in the organization’s compensation strategy?
What benefits will the new employee receive?
How does the organization evaluate the performance of employees?
Part 2:
In addition, please add slides to your presentation addressing the following:
What strategies does HR use to motivate employees and support the competitiveness of the organization?
Identify a recent organizational change or innovation and describe HR’s role in the change process.
forecast demand
forecast demand at the factory using data based upon the pattern of combined demand from the regional centres. Rather it has to be calculated from the iden- tified requirements at each of the preceding levels. It is only at the point of final demand, in this case at the depots, where forecasts can sensibly be made – in fact in most cases demand at the depot would itself be dependent upon retailers’ or other intermediaries’ demand, but since this is obviously outside the supplier’s direct control it is necessary to produce a forecasted estimate of demand.
Inventory
- Central warehouse inventory: few large demands dependent on RDC demand
- Plant inventory: irregular demand dependent on warehouse demand
- Regional distribution centre (RDC) inventory: many small independent demands from customers
Figure 5.8 Order point and dependent demand
Whilst independent demand may be forecast using traditional methods,
dependent demand must be calculated, based upon the demand at the next
level in the logistics chain.
Employee Relations and Collective Bargaining
RUBRIC
Excellent Quality
95-100%
Introduction 45-41 points
The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.
Literature Support
91-84 points
The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.
Methodology
58-53 points
Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met.
Average Score
50-85%
40-38 points
More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided.
83-76 points
Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration.
52-49 points
Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met.
Poor Quality
0-45%
37-1 points
The background and/or significance are missing. No search history information is provided.
75-1 points
Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration.
48-1 points
There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met
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