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You are to assume that you work for an organization that does not have a human resource department.
Answer the question "why should the company support the formation of a HR department?"
• What is HRM? - definition, what do HR professionals do, what are the major HR roles/tasks in an organization.
• Why is managing human resources important.
• Contributions of HR efforts to productivity and competitiveness of companies (find articles that link HR functions and organization performance).
The Americans with Disabilities Act requires that employers make reasonable accommodations for individuals who have disabilities. How might this requirement.
In your own words, explain what important information it provides and why it is necessary. Refer to your chosen topic and reference its relevance.
advantage and one disadvantage of each piece of legislation
Competency 1: Analyze business communication situations. Competency 2: Analyze the interrelationships of communication within organizational systems.
Compare and contrast how surveys can impact healthcare both negatively and positively, then explain what steps can be used in helping to eliminate biases.
Identify three out of five skills or competencies you have acquired through participation in general education courses that will help you strive to meet your academic and career goals.
Explain what will be your plan to inform, educate, and train your managers in a productive and effective approach to dealing with unwanted behavior.
Within the Discussion Board area, write 500-700 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear, and use example..
Why are discipline and disciplinary action essential at any organization? What methods do firms use to ensure a disciplined workforce?
The purpose of this assignment is to display lessons learned about designing a change management plan and the implications for performance management.
In your opinion, what HRD skills or competencies does an HRD manager need? How are these skills and competencies learned?
Discuss critiques of the cultural dimensions approach (Hofstede), especially with reference to anti-essentialist perspectives about cultural complexity?
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