HRM 635 Topic 4 DQ 2
Grand Canyon University HRM 635 Topic 4 DQ 2-Step-By-Step Guide
This guide will demonstrate how to complete the HRM 635 Topic 4 DQ 2 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 4 DQ 2
Whether one passes or fails an academic assignment such as the Grand Canyon University HRM 635 Topic 4 DQ 2 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 4 DQ 2
The introduction for the Grand Canyon University HRM 635 Topic 4 DQ 2 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 4 DQ 2
After the introduction, move into the main part of the HRM 635 Topic 4 DQ 2 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 4 DQ 2
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 4 DQ 2
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 Identify the factors that contribute to the effectiveness of the onboarding or assimilation processes
REPLY TO DISCUSSION
Onboarding is the process in which new employees get acquainted with their role, their team and the organization. Effective onboarding practices help employees become part of the organization and makes an active shift towards the contribution to organizational goals. process of integrating newcomers to the company, turning them into inspired and productive employees. Effective onboarding practices also have a positive effect on employer branding. In the first weeks of starting a new job, friends, family, and former colleagues will ask who the new employer and the business. As an organization, you want this first impression to be the best. With proper onboarding, new employees will immediately share a positive impression of the company, within their direct network. For the small business, the changes made include having a formal onboard process. Even though it is a small family-owned company it is very import that the expectations of the owner and employee are known. Assumptions cannot be left up to anyone.
According to Thomas (2018), organizational culture is defined as the various beliefs, values, assumptions, and interactive strategies contributing to an organization’s unique social and psychological environment. Positive working culture is developed when employees and employees share aligned values with each other and the organization. To ensure the success of organizational culture, the first step is for all employees and employers to clearly understand the organization’s values and the belief of the organization. Barriers caused by an organizational culture can cause nursing leaders to feel powerless, and one of those barriers is a negative environment. For example, having a facility or hospital poorly managed by administration personnel or having an administration team that does not communicate with front-line staff creates low workplace morale. When there is a negative environment created around front-line staff, there is a lack of production, increased call-outs, and high turnover rates. “Authority Is maintained centrally, reducing the effectiveness of front-line staff” (Jackson et al., 2021). Employees begin to feel excluded start to feel that the facility or hospital is not ensuring their beliefs and values stay aligned in the best interest of the patients.
This small business would benefit from the “4Cs” model, developed by Bauer (2010), suggests that onboarding comprises four levels which relate predominantly to the content of the onboarding but also hints at process elements. (Becker & Bish, 2021)
These include Compliance at the lowest level (i.e., giving the basic information about policy and legal requirements), Clarification (of the role and expectations), Culture (identifying formal and informal cultural norms and expectations), and at the highest level, Connection (i.e., providing an opportunity to build the necessary relationships and networks to be successful). The 4Cs model incorporates not only the necessary content for a newcomer to assimilate effectively but also reinforces important organizational actions, such as facilitating connections and ensuring opportunities to develop informal knowledge about the organization.
Reference
Becker, K., & Bish, A. (2021). A framework for understanding the role of unlearning in onboarding. Human Resource Management Review, 31(1), 100730. https://doi.org/10.1016/j.hrmr.2019.100730
I thought you had a very informative post and I agree that an important outcome of the onboarding process that the new employee has connections and development opportunities. Ensuring connections are made for the new employee will help them to feel welcomed to the organization and give them somebody they can reach out to when they have questions. One of the organizations that I work for does a good job of developing connections because they identify an employee from the department that the new employee is going to and have them lead the new member through the training.
I truly enjoyed reading your post and believe that you have pitched in valuable insights. I agree with you on the reason to have a detailed onboarding process. For an onboarding program to be effective and successful, you should proactively onboard your new hires for their entire first year. A successful onboarding strategy will reduce attrition and increase employee engagement, both of which impact your customers’ satisfaction as well as your bottom line. When an employee understands the purpose behind the company (vision), how the company plans to fulfill that purpose (mission), and the guiding set of beliefs and behaviors that will help the company achieve its purpose (core values), the employee can align with their own beliefs and behaviors and see how they not only align with the values, but contribute to the company’s overall purpose (Newhouse, 2020).
Reference:
Newhouse, M. (2020, December 2). Why Effective Onboarding Is More Important Than Ever. Forbes. https://www.forbes.com/sites/forbeshumanresourcescouncil/2020/12/02/why-effective-onboarding-is-more-important-than-ever/?sh=70b727f43f66
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Excellent definition and explanation of what onboarding is. I concur with your statement that the first week on the job is crucial for the new employer’s feelings about the work environment. Having that connection and feeling comfortable with other employers definitely will help in the newly hired retention. Also, integrating the three dimensions approach, the organizational, the technical, and the social, will help with the employers’ retention and thrive in the organization.
Carucci, R. (2018). To Retain New Hires, Spend More Time Onboarding Them. Harvard Business Digital Review. 1-5. https://web-p-ebscohost-com.lopes.idm.oclc.org/ehost/detail/detail?vid=0&sid=cb124127-0402-4336-89f6-49bc09c1e4d1%40redis&bdata=JnNpdGU9ZWhvc3QtbGl2ZSZzY29wZT1zaXRl#AN=133380747&db=bth
Formal boarding process exist with the VA system,. Often employees are hired and not boarded which means that their salary is no locked in. When employees are not barded they are not guaranteed a job. The hiring process at the VA is very lengthy and time consuming.I consider the process to be formal even though it is carried out informally. A tremendous amount of paper work is required to bard and employee. In addition, to filling out the paperwork, expensive background checks are in place as well.” The most effective organizations onboard new hires for up to a year their first year. Their most vulnerable period and focus is on three key dimensions, the organization, the technical, and the social. By using this approach employees they enable their employees to stay and thrive.” (Carucci, 2018) Some of the factors that contribute to effectiveness include training and increase in salary, Training usually takes place for the first year in which employees are required to complete competencies. Barding employees requires looking at the employee in its totality and scoring that individual for justification of salary.
Some of the changes that I would make regarding assimilation would be the time that it takes to board individuals. The paperwork that was required at the time of hire should be readily available. Having the information handy will speed up the barding process. Employees will not have to produce duplicate copies and be redundant. Creating a flow chart of the steps involved in the boarding process would serve as a great tool to not only follow but reference along the way. Barding employees initially when hiring and not waiting months down the line would be beneficial as well. “When boarding employees it is important to include classes on improving participants coaching and communication skills, instill a culture of learning, Utilization of strategic work skills, and cross functional knowledge.” (Bahm, 2020)
Bahm,H. (2022). Design learner centric Development Programs. TD Talent Development. http://Td.org
Carucci, R. (2018). To Retain New Hires, Spend More Time Onboarding Them. Harvard Business Review Digital Articles, 1–5.
Good insights! Many people think that retention rates can be negatively affected if companies do not have formal orientation and socialization programs. Advocates like to discuss these retention rates and the socialization process being linked closely. True, they are sometimes linked, but not always. Retention rates can suffer even when the socialization processes are in place. Retention can be affected by a myriad of issues. Some of you in class have never had a structured assimilation experience, but rather have seen an informal process of senior employees mentoring new employees. Something to note, informal processes are not always inferior to formal ones. In smaller organizations, too much formalization can actually slow down the process. Larger companies tend to have formalized processes to ensure quality, meet legal requirements, and present the big picture to employees.
Do you think more or less formalization would be helpful at your company?
I think that less formalization would be helpful in my company. Currently, the hiring process takes several months to complete. Filling out several documents and strenuous background checks play a huge role in the turn over time. Yes, the organization is large so structure is needed. However, the company would benefit from less structure to speed up the hiring and training process. ” The hiring process includes, completing new hire documents and forms online, background check including fingerprints, and drug and physical test.” (Navigating the Hiring Process, 2022).
Formal boarding process exist with the VA system,. Often employees are hired and not boarded which means that their salary is no locked in. When employees are not barded they are not guaranteed a job. The hiring process at the VA is very lengthy and time consuming.I consider the process to be formal even though it is carried out informally. A tremendous amount of paper work is required to bard and employee. In addition, to filling out the paperwork, expensive background checks are in place as well.” The most effective organizations onboard new hires for up to a year their first year. Their most vulnerable period and focus is on three key dimensions, the organization, the technical, and the social. By using this approach employees they enable their employees to stay and thrive.” (Carucci, 2018) Some of the factors that contribute to effectiveness include training and increase in salary, Training usually takes place for the first year in which employees are required to complete competencies. Barding employees requires looking at the employee in its totality and scoring that individual for justification of salary.
Some of the changes that I would make regarding assimilation would be the time that it takes to board individuals. The paperwork that was required at the time of hire should be readily available. Having the information handy will speed up the barding process. Employees will not have to produce duplicate copies and be redundant. Creating a flow chart of the steps involved in the boarding process would serve as a great tool to not only follow but reference along the way. Barding employees initially when hiring and not waiting months down the line would be beneficial as well. “When boarding employees it is important to include classes on improving participants coaching and communication skills, instill a culture of learning, Utilization of strategic work skills, and cross functional knowledge.” (Bahm, 2020)
Bahm,H. (2022). Design learner centric Development Programs. TD Talent Development. http://Td.org
Carucci, R. (2018). To Retain New Hires, Spend More Time Onboarding Them. Harvard Business Review Digital Articles, 1–5.