Order ID:89JHGSJE83839 | Style: APA/MLA/Harvard/Chicago | Pages:5-10 |
Instructions:
Organizational Development and Training
1st Assignment: Evaluation of Turnover
Step 1: Read the following three resources to learn how to assess a memo:
Step 2) For this task, pretend you’re a for-profit sales business.
Step 3) Write a minimum of a 1200-word memo that includes at least two peer-reviewed sources. You must respond to the following topics using the bolded subject headers:
Section 1: Human Resources’ Concerns In the case of Case 1 (this is the section heading), In Case 1, a sales associate with a somewhat higher-than-average sales volume has opted to quit the company for a competitor. What are your concerns as the HR Manager about this person’s departure from the company?
Section 2- Case 1- Positive Turnover (this is a section header) In Case 1, explain how this could be a beneficial turnover.
Section 3- Case 1- Negative Turnover (this is a section header) In Case 1, explain how this could be a poor turnover situation.
Section 4- Human Resources’ Concerns About Case 2 (this is a section header) In Case 2, a city decides to terminate a rookie inspector’s employment after a year of training. Local contractors have complained about the inspector’s lack of customer service and enforcement style, despite the fact that he is technically competent. What are your concerns as the HR Manager about this person’s departure from the company?
Section 5- Case 2- Positive Turnover (this is a section header) In Case 2, explain how this could be a beneficial turnover.
Section 6- Case 2- Negative Turnover (this is a section header) In Case 2, explain how this could be a poor turnover situation.
( this is a section header) Section 7- References In-text citations in APA format are used to include two peer-reviewed sources in your research. In this reference list, the sources are also referenced in full APA format. Extremely Important
The grading rubric is found in Section 8- Grading Rubric (this is a section header).
Section 1: Human Resources’ Concerns In the case of Case 1 (this is the section heading), In Case 1, a sales associate with a somewhat higher-than-average sales volume has opted to quit the company for a competitor. What are your concerns as the HR Manager about this person’s departure from the company?
(this is a section header) Section 2- Positive Turnover for Case 1 In Case 1, explain how this could be a beneficial turnover.
(this is a section header) Section 3- Negative Turnover for Case 1 In Case 1, explain how this could be a poor turnover situation.
Section 4- Human Resources’ Concerns About Case 2 (this is a section header) In Case 2, a city decides to terminate a rookie inspector’s employment after a year of training. Local contractors have complained about the inspector’s lack of customer service and enforcement style, despite the fact that he is technically competent. What are your concerns as the HR Manager about this person’s departure from the company?
(this is a section header) Section 5- Positive Turnover for Case 2- In Case 2, explain how this could be a beneficial turnover.
(this is a section header) Section 6- Negative Turnover for Case 2- In Case 2, explain how this could be a poor turnover situation.
( this is a section header) Section 7- References In-text citations in APA format are used to include two peer-reviewed sources in your research. In this reference list, the sources are also referenced in full APA format.
As indicated in the Content section, the 8 needed sections are structured in a sequential order.
The message should be at least 1,000 words long (excluding labels, headers, references)
There is a clear label or header for each part.
Downsizing Strategy (Assignment 2)
Step 2) Write a 300-word memo that includes at least two peer-reviewed references. You must address the following topics in the following sequence, using the bolded section headers:
Section 1 ( this is a section header): Downsizing Strategy Describe a downsizing approach that would result in a 15% reduction in sales associates. The information noted below must be included.
( this is a section header) Section 1: Downsizing Strategy Describe a downsizing approach that would result in a 15% reduction in sales associates.
Section 2: Elimination Methods ( this is a section header) Explain how eliminations will be chosen, as well as the logic behind it.
( this is a section header) Section 3: Legal Issues to Consider Explain how legal considerations must be factored into your elimination strategy and approach.
Section 4- References- ( this is a section header) Your paper includes two peer-reviewed references in the form of in-text APA citations. In this reference list, the sources are also referenced in full APA format.
This grading rubric is found in Section 5- Grading Rubric ( this is a section header).
Plan for Training and Development (Assignment 3)
Assume you’ve been tasked with creating a training and development strategy for a marketing organization. Your business strategies and priorities should be linked, according to the training plan. The report should describe how firms can use training to obtain a competitive edge by capturing recent developments in organizational training, particularly in respect to the training of multicultural and multigenerational workforces. Stakeholders within the company are skeptical of the usefulness of onboarding because they want to get new employees up and running as quickly as possible owing to organizational pressure to complete mission-critical tasks. Onboarding, team training, and cross training will all require a business case from these stakeholders.
Create a training and development strategy that takes into account current training trends, onboarding, team training, and cross-cultural training.
Introduction
In 400 words, describe the role and importance of onboarding new staff.
Organizational training trends at the moment
Working with different types of employees necessitates distinct training considerations and incentive techniques.
Methods of team training
Alternatives to Cross Training
RUBRIC |
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Excellent Quality 95-100%
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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. |
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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. |
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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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Organizational Development and Training