HRM 635 Topic 1 DQ 1
Grand Canyon University HRM 635 Topic 1 DQ 1-Step-By-Step Guide
This guide will demonstrate how to complete the HRM 635 Topic 1 DQ 1 assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.
How to Research and Prepare for HRM 635 Topic 1 DQ 1
Whether one passes or fails an academic assignment such as the Grand Canyon University HRM 635 Topic 1 DQ 1 depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.
After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.
How to Write the Introduction for HRM 635 Topic 1 DQ 1
The introduction for the Grand Canyon University HRM 635 Topic 1 DQ 1 is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.
How to Write the Body for HRM 635 Topic 1 DQ 1
After the introduction, move into the main part of the HRM 635 Topic 1 DQ 1 assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.
Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.
How to Write the Conclusion for HRM 635 Topic 1 DQ 1
After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.
How to Format the References List for HRM 635 Topic 1 DQ 1
The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.
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DQ Explain how SHRM assists HR professionals effectively and efficiently complete their tasks/duties and support leadership within the organization
REPLY TO DISCUSSION
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The Society for Human Resource Management is the worlds largest Human Resource professional society, and its mission is to help those within the HR realm create better work environments where they can thrive together. They do this by providing their members with access to tools, resources, HR related news, and advisory services. They keep their members updated on the latest workplace trends and studies that show effective human resource management. Educational programs and certification classes are also provided by SHRM to encourage and provide a way for HR professionals to continue learning which they consider vitally important. They also host webinars and events to connect their members with one another and other professionals in the field. The information they provide is used by HR professionals during recruitment, for interview questions and techniques, crisis management, legal concerns, and nearly every aspect of their career. It is extremely beneficial for anyone in the HR profession to join this society.
U.S. Department of Labor (n.d.) Society for Human Resource Management https://www.dol.gov/agencies/odep/alliances/current/society-for-human-resource-management#:~:text=Is%20the%20world’s%20largest%20HR,in%20more%20than%20165%20countries.
SHRM (n.d.) About SHRM https://www.shrm.org/about-shrm/Pages/default.aspx
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Hello Naomi. The society for human resource management (SHRM) promotes collaboration within leadership to “create better
workplaces where employers and employees thrive together” (Shrm – the Voice of All Things Work, 2021, para. 1). Executives that become involved in this society receive immense support and talking points to take home to staff. SHRM empowers leaders to discuss issues with other members of the society to realize they are not alone, and there are solutions. This allows leaders to talk comfortably with staff about hot topics and concerns. It opens the lines of communication and creates buy in with staff. This leaves a positive impact with the staff which results in positive outcomes. Do you see any of these techniques demonstrated in the society meetings utilized at your facility?
Reference:
Shrm – the voice of all things work. (2021, April 12). SHRM. https://www.shrm.org/
The Society for Human Resource Management (SHRM), founded in 1948, is the largest Human Resources industry professional association. SHRM represents more than 275,000 members in over 140 countries. At this writing, SHRM has more than 575 affiliated chapters in the United States and subsidiary offices in China and India. 93% of Fortune 500 Companies are represented in SHRM’s membership(thebalancecreers.com). While these resources are available for companies to assist I their management, there still seems to be flaws in the system with HR and employees.
https://www.thebalancecareers.com/society-for-human-resource-management-shrm-1918261
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The Society for Human Resource Management (SHRM) is the world’s largest HR professional society, elevation and impacting 115 million employees worldwide, in 165 countries. For nearly seven decades, the Society has been the leading provider of resources serving the needs of HR professionals and advancing the practice of human resource management. SHRM is a global community with over 300,000 members that provides opportunities to build and network with exclusive peer to peer interaction. The role of SHRM is to provide resources that help organizations connect to their members and/or employees and insure they have the correct information needed to pass along to their office. The purpose of SHRM is to provide the support that Human Resource Managers may need while completing their everyday tasks. SHRM provides an opportunity to develop your leadership, managerial, public speaking, and group decision-making skills, provides a local networking arena, and provides a focus for legislative attention to local, state, and national human resource management issues. SHRM gives HR personnel and professional a better way to communicate with their workplace. They help them learn as much as possible about the HR community and how we can better help each other with HR needs.
The Voice of All Things Work. SHRM. (2021, April 11). Retrieved April 11, 2022, from https://www.shrm.org/
Society for Human Resource Management
The current workplace is highly volatile, and human resource management (HRM) is critical for controlling the changing workplace dynamics. Human resources, including managers, play a vital role in enhancing organizational performance through employee development. They also foster a positive relationship between excellent HR practices and organizational performance (Chopra, 2018). Due to the essential role of HRs in organizational development, it is crucial to have organizations such as Society for Human Resource Management (SHRM) to guide HR professionals.
SHRM serves as the largest association for HR professionals. It is the thought leader on issues affecting today’s workplace, enjoying membership of over 300,000 HR and business executive members worldwide (SHRM, 2022). In guiding HR professionals, SHRM focuses on the professional development needs of its members. It works through research, regular educational publications, and legislative input to guide members on what happens in the everyday workplace while advancing the interests of the entire profession.
The current workplace is ever-changing. Like other professionals, HR professionals should be highly knowledgeable and adapt to be effective and efficient in the dynamic workplace (Sims & Bias, 2019). In response, SHRM assists HR professionals in understanding workplace issues. Understanding workplace issues is instrumental in leading and guiding change and supporting organizational leadership in employee development. Publications and legislative updates are essential resources for HR professionals to effectively and efficiently complete their tasks. SHRM also creates better workplaces where employers and employees can work together and thrive (SHRM, 2022). In such workplaces, conflicts are minimal, employees are valued, and interprofessional collaboration characterizes everyday practice. As leaders, HR managers are also better positioned to recognize and deal with workplace issues that hamper employee and organizational development, such as incivility and discrimination.
References
Chopra, R. (2018). Strategic human resource management and its impact on organisational performance. Global Journal of Enterprise Information System, 9(3), 89-93. doi: 10.18311/gjeis/2017/16057
SHRM. (2022). About SHRM. https://www.shrm.org/about-shrm/Pages/default.aspx
Sims, R. R., & Bias, S. K. (2019). Human resources management issues, challenges and trends:” Now and around the corner”. IAP.
According to our reading Human resource management (HRM or HR) is the strategic approach to the effective and efficient management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer’s strategic objectives. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems.
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Thanks for your comments. SHRM standards have transformed human resources and played an instrumental role in developing and legitimizing this niche area of business. Sooner or later, organizations realize that their procedures are only as good as the people behind them. In the past I’ve done consulting work for very large, Fortune 500, international companies that place a large emphasis on quality processes and performance improvement. However, one thing I noticed over the years was that no matter how efficient and flawless their procedures were, if the employees were not satisfied and engaged, the bottom-line was impacted greatly. It certainly behooves leaders to value their people and show that they care. One advantage to SHRM is that it provides great training resources for HR professionals looking to really make an impact in their organization.
What are some HR tactics or programs that you have seen work in your company that help get employees engaged?
The current workplace is highly volatile, and human resource management (HRM) is critical for controlling the changing workplace dynamics. Human resources, including managers, play a vital role in enhancing organizational performance through employee development. They also foster a positive relationship between excellent HR practices and organizational performance (Chopra, 2018). Due to the essential role of HRs in organizational development, it is crucial to have organizations such as Society for Human Resource Management (SHRM) to guide HR professionals.
SHRM serves as the largest association for HR professionals. It is the thought leader on issues affecting today’s workplace, enjoying membership of over 300,000 HR and business executive members worldwide (SHRM, 2022). In guiding HR professionals, SHRM focuses on the professional development needs of its members. It works through research, regular educational publications, and legislative input to guide members on what happens in the everyday workplace while advancing the interests of the entire profession.
The current workplace is ever-changing. Like other professionals, HR professionals should be highly knowledgeable and adapt to be effective and efficient in the dynamic workplace (Sims & Bias, 2019). In response, SHRM assists HR professionals in understanding workplace issues. Understanding workplace issues is instrumental in leading and guiding change and supporting organizational leadership in employee development. Publications and legislative updates are essential resources for HR professionals to effectively and efficiently complete their tasks. SHRM also creates better workplaces where employers and employees can work together and thrive (SHRM, 2022). In such workplaces, conflicts are minimal, employees are valued, and interprofessional collaboration characterizes everyday practice. As leaders, HR managers are also better positioned to recognize and deal with workplace issues that hamper employee and organizational development, such as incivility and discrimination.
References
Chopra, R. (2018). Strategic human resource management and its impact on organisational performance. Global Journal of Enterprise Information System, 9(3), 89-93. doi: 10.18311/gjeis/2017/16057
SHRM. (2022). About SHRM. https://www.shrm.org/about-shrm/Pages/default.aspx
Sims, R. R., & Bias, S. K. (2019). Human resources management issues, challenges and trends:” Now and around the corner”. IAP.