Topic 8: Employment Law

¡HR- A strategic approach to managing employees

ØThe presentations include:

¡Synopsis of HR processes in our organization

¡Recommendations to focus on the employees’ current strengths

¡Recommendations to promote sound decision-making

Organization Outcomes for Acquiring Human Capital

¡Employees are acquired through the recruitment process

¡1st step- Refining job requirements

¡2nd step- Attracting candidates

¡Internal employees are given the first consideration to

¡3rd- Selection of candidates- shortlisting & interviews

¡4th- Offering contracts of employment

My organization acquires employees by following the recruitment process. The first step in acquiring employees is usually refining requirements, which include specifying the categories and number of employees required based on the HR plan. The department recruiting employees usually provides a comprehensive job specification and description, which is derived from a job analysis of the vacant position. The second step in acquiring employees is usually to attract candidates whereby the HR departme

nt reviews and evaluates the sources of the job applicants (internal or external). The organization first considers internal employees, then does an external advertisement and outsourcing. The third step is a selection of candidates to identify the ones who best meet the criteria. Selection starts with shortlisting and then interview. The HR department then obtains references of prospective employees after the interview to know more about their character and suitability for the job. The final step involves offering the successful applicants the employment contract and confirming the offer.

Outcomes for Staff Development, Training & Leveraging

¡Performance appraisal (PA) identifies strengths & weaknesses

¡PA identifies areas of training and development

¡Training methods: On-job; vestibule; job rotation

¡Development- mentorship & coaching

¡Leveraging- giving employees opportunities to utilize skills & strengths

¡Assigning duties that allow employees to utilize skills & strengths

Supervisors conduct performance appraisals that identify employees’ strengths and weaknesses hence identifying areas of training and development. Training methods used in our organization include:

On-job training- Employees learn how to perform a job as they do it.

Vestibule training- This is internal off-the-job training. The environment of the actual job is simulated.

Job rotation- Employees are moved from one job to another, giving them a chance to learn various skills and abilities. For example, new grad nurses are rotated in various departments to help them learn and acquire skills needed to provide patient care in these units.

Employee development is done through coaching and mentoring, whereby an experienced senior employee takes the responsibility of training and developing new employees.

Leveraging employees’ skills and strengths is done by giving employees opportunities to play to their skills and strengths. Employees are assigned duties that allow them to utilize their skills and strengths.

Pros and Cons of the Current Processes

The pros of the current processes in the organization include:

The selection process ensures that only the best candidates are picked.

The selection process is fair and gives individuals equal opportunities to thrive.

Staff development increases employees’ potential.

Training equips employees with the knowledge and skills needed to perform their job effectively.

The leveraging process ensures employees’ skills and strengths are utilized to the maximum.

Cons:

Hiring within the organization limits the number of potential candidates who could be more qualified.

Internal hiring results in the organization missing out on new ideas and perspectives that external candidates can bring.

Internal hiring has caused conflicts in the workplace.

The current processes do not emphasize employee retention.

Training programs are costly.

Training often requires employees to be given time away from work.

Focusing on Employees’ Current Strengths to Leverage Diversity

¡Daily interactions with employees

¡Empowering employees to use their strengths

¡Providing opportunities for further education.

¡Positioning employees for success

¡Assign roles & duties that challenge skills & strengths

¡Team building efforts

Once a diverse team of employees is hired and recruited with various skills and strengths, measures are required in the diversity initiative to ensure that these skills and strengths are utilized to improve performance outcomes (van Woerkom & Kroon, 2020).

Our organization can focus on employees’ current strengths to improve performance outcomes through:

Daily interactions with employees: Supervisors should have regular direct interactions that are positive and build employees’ strength to empower them (van Woerkom & Kroon, 2020).

Empowering employees to use their strengths by providing opportunities to further their education.

Positioning employees for success: Supervisors should place employees in roles and duties that push them to discover and challenge their strengths (van Woerkom & Kroon, 2020).

Team building: Team building efforts can enable employees to acquire interpersonal knowledge, which speeds up their ability to employ their unique skills and strengths.

Developing and Integrating HR Specialist & HR Leadership

¡Hiring HR specialists whose responsibilities include:

¡Implementing the organization’s recruiting strategy

¡Interviewing & Administering pre-employment tests

¡Integrate HR leadership by appointing a HR leader

¡HR leader will provide proactive leadership on HR initiatives

¡Offer career advancement opportunities to HR generalists

The HR specialist position can be developed and integrated within the organization by first hiring HR specialists. The specialists will be given responsibilities that include: Implementing the organization’s recruiting strategy; Interviewing job applicants; Administering pre-employment tests; Conducting applicants’ background checks; Processing employee transfers, promotions, and terminations (Boon et al., 2018).

HR leadership can be integrated by appointing a HR leader who will provide proactive leadership on HR initiatives through organization functions such as procurement, finance, information technology, and legal. The organization can offer career advancement opportunities to HR generalists to become HR leaders. The position of the HR leadership will be integrated by assigning the HR leader roles such as: Supervising employee orientation and training programs, Labor union relations, Workplace safety, Wellness plans, and regulatory compliance (Boon et al., 2018).

Grid View

	Excellent	Good	Fair	Poor
Main Posting	45 (45%) – 50 (50%) Answers all parts of the discussion question(s) expectations with reflective critical analysis and synthesis of knowledge gained from the course readings for the module and current credible sources. Supported by at least three current, credible sources. Written clearly and concisely with no grammatical or spelling errors and fully adheres to current APA manual writing rules and style.	40 (40%) – 44 (44%) Responds to the discussion question(s) and is reflective with critical analysis and synthesis of knowledge gained from the course readings for the module. At least 75% of post has exceptional depth and breadth. Supported by at least three credible sources. Written clearly and concisely with one or no grammatical or spelling errors and fully adheres to current APA manual writing rules and style.	35 (35%) – 39 (39%) Responds to some of the discussion question(s). One or two criteria are not addressed or are superficially addressed. Is somewhat lacking reflection and critical analysis and synthesis. Somewhat represents knowledge gained from the course readings for the module. Post is cited with two credible sources. Written somewhat concisely; may contain more than two spelling or grammatical errors. Contains some APA formatting errors.	0 (0%) – 34 (34%) Does not respond to the discussion question(s) adequately. Lacks depth or superficially addresses criteria. Lacks reflection and critical analysis and synthesis. Does not represent knowledge gained from the course readings for the module. Contains only one or no credible sources. Not written clearly or concisely. Contains more than two spelling or grammatical errors. Does not adhere to current APA manual writing rules and style.
Main Post: Timeliness	10 (10%) – 10 (10%) Posts main post by day 3.	0 (0%) – 0 (0%)	0 (0%) – 0 (0%)	0 (0%) – 0 (0%) Does not post by day 3.
First Response	17 (17%) – 18 (18%) Response exhibits synthesis, critical thinking, and application to practice settings. Responds fully to questions posed by faculty. Provides clear, concise opinions and ideas that are supported by at least two scholarly sources. Demonstrates synthesis and understanding of learning objectives. Communication is professional and respectful to colleagues. Responses to faculty questions are fully answered, if posed. Response is effectively written in standard, edited English.	15 (15%) – 16 (16%) Response exhibits critical thinking and application to practice settings. Communication is professional and respectful to colleagues. Responses to faculty questions are answered, if posed. Provides clear, concise opinions and ideas that are supported by two or more credible sources. Response is effectively written in standard, edited English.	13 (13%) – 14 (14%) Response is on topic and may have some depth. Responses posted in the discussion may lack effective professional communication. Responses to faculty questions are somewhat answered, if posed. Response may lack clear, concise opinions and ideas, and a few or no credible sources are cited.	0 (0%) – 12 (12%) Response may not be on topic and lacks depth. Responses posted in the discussion lack effective professional communication. Responses to faculty questions are missing. No credible sources are cited.
Second Response	16 (16%) – 17 (17%) Response exhibits synthesis, critical thinking, and application to practice settings. Responds fully to questions posed by faculty. Provides clear, concise opinions and ideas that are supported by at least two scholarly sources. Demonstrates synthesis and understanding of learning objectives. Communication is professional and respectful to colleagues. Responses to faculty questions are fully answered, if posed. Response is effectively written in standard, edited English.	14 (14%) – 15 (15%) Response exhibits critical thinking and application to practice settings. Communication is professional and respectful to colleagues. Responses to faculty questions are answered, if posed. Provides clear, concise opinions and ideas that are supported by two or more credible sources. Response is effectively written in standard, edited English.	12 (12%) – 13 (13%) Response is on topic and may have some depth. Responses posted in the discussion may lack effective professional communication. Responses to faculty questions are somewhat answered, if posed. Response may lack clear, concise opinions and ideas, and a few or no credible sources are cited.	0 (0%) – 11 (11%) Response may not be on topic and lacks depth. Responses posted in the discussion lack effective professional communication. Responses to faculty questions are missing. No credible sources are cited.
Participation	5 (5%) – 5 (5%) Meets requirements for participation by posting on three different days.	0 (0%) – 0 (0%)	0 (0%) – 0 (0%)	0 (0%) – 0 (0%) Does not meet requirements for participation by posting on 3 different days.
Total Points: 100

Click here to ORDER an A++ paper from our Verified MASTERS and DOCTORATE WRITERS: Topic 8: Employment Law

Lopes Write Policy

For assignments that need to be submitted to Lopes Write, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me.

Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes.

Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own?

Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for tips on improving your paper and SI score.

Late Policy

The university’s policy on late assignments is 10% penalty PER DAY LATE. This also applies to late DQ replies.

Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances.

If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect.

I do not accept assignments that are two or more weeks late unless we have worked out an extension.

As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.

Communication

Communication is so very important. There are multiple ways to communicate with me:

Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class.

Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.

Important information for writing discussion questions and participation

Welcome to class

Hello class and welcome to the class and I will be your instructor for this course. This is a -week course and requires a lot of time commitment, organization, and a high level of dedication. Please use the class syllabus to guide you through all the assignments required for the course. I have also attached the classroom policies to this announcement to know your expectations for this course. Please review this document carefully and ask me any questions if you do. You could email me at any time or send me a message via the “message” icon in halo if you need to contact me. I check my email regularly, so you should get a response within 24 hours. If you have not heard from me within 24 hours and need to contact me urgently, please send a follow up text to

I strongly encourage that you do not wait until the very last minute to complete your assignments. Your assignments in weeks 4 and 5 require early planning as you would need to present a teaching plan and interview a community health provider. I advise you look at the requirements for these assignments at the beginning of the course and plan accordingly. I have posted the YouTube link that explains all the class assignments in detail. It is required that you watch this 32-minute video as the assignments from week 3 through 5 require that you follow the instructions to the letter to succeed. Failure to complete these assignments according to instructions might lead to a zero. After watching the video, please schedule a one-on-one with me to discuss your topic for your project by the second week of class. Use this link to schedule a 15-minute session. Please, call me at the time of your appointment on my number. Please note that I will NOT call you.

Please, be advised I do NOT accept any assignments by email. If you are having technical issues with uploading an assignment, contact the technical department and inform me of the issue. If you have any issues that would prevent you from getting your assignments to me by the deadline, please inform me to request a possible extension. Note that working fulltime or overtime is no excuse for late assignments. There is a 5%-point deduction for every day your assignment is late. This only applies to approved extensions. Late assignments will not be accepted.

If you think you would be needing accommodations due to any reasons, please contact the appropriate department to request accommodations.

Plagiarism is highly prohibited. Please ensure you are citing your sources correctly using APA 7th edition. All assignments including discussion posts should be formatted in APA with the appropriate spacing, font, margin, and indents. Any papers not well formatted would be returned back to you, hence, I advise you review APA formatting style. I have attached a sample paper in APA format and will also post sample discussion responses in subsequent announcements.

Your initial discussion post should be a minimum of 200 words and response posts should be a minimum of 150 words. Be advised that I grade based on quality and not necessarily the number of words you post. A minimum of TWO references should be used for your initial post. For your response post, you do not need references as personal experiences would count as response posts. If you however cite anything from the literature for your response post, it is required that you cite your reference. You should include a minimum of THREE references for papers in this course. Please note that references should be no more than 5 years old except recommended as a resource for the class. Furthermore, for each discussion board question, you need ONE initial substantive response and TWO substantive responses to either your classmates or your instructor for a total of THREE responses. There are TWO discussion questions each week, hence, you need a total minimum of SIX discussion posts for each week. I usually post a discussion question each week. You could also respond to these as it would count towards your required SIX discussion posts for the week.

I understand this is a lot of information to cover in 5 weeks, however, the Bible says in Philippians 4:13 that we can do all things through Christ that strengthens us. Even in times like this, we are encouraged by God’s word that we have that ability in us to succeed with His strength. I pray that each and every one of you receives strength for this course and life generally as we navigate through this pandemic that is shaking our world today. Relax and enjoy the course!

Hi Class,

Please read through the following information on writing a Discussion question response and participation posts.

Contact me if you have any questions.

Important information on Writing a Discussion Question

Your response needs to be a minimum of 150 words (not including your list of references)
There needs to be at least TWO references with ONE being a peer reviewed professional journal article.
Include in-text citations in your response
Do not include quotes—instead summarize and paraphrase the information
Follow APA-7th edition
Points will be deducted if the above is not followed

Participation –replies to your classmates or instructor

A minimum of 6 responses per week, on at least 3 days of the week.
Each response needs at least ONE reference with citations—best if it is a peer reviewed journal article
Each response needs to be at least 75 words in length (does not include your list of references)
Responses need to be substantive by bringing information to the discussion or further enhance the discussion. Responses of “I agree” or “great post” does not count for the word count.
Follow APA 7th edition
Points will be deducted if the above is not followed
Remember to use and follow APA-7th edition for all weekly assignments, discussion questions, and participation points.
Here are some helpful links
Student paper example
Citing Sources
The Writing Center is a great resource