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  • [Solved] Follow the instruction below

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    Executive Solution Overview

    Personal-Development Plan Date: THINK OF A self-development plan as a business plan for your career growth. Like a business plan, it should state your desired goals (both short-term and long-term), your objectives, and the resources you need. (Some development plans even include a calculation of ret…

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    Assignment Prompt & Instructions

    Personal-Development Plan Date:  THINK OF A self-development plan as a business plan for your career growth. Like a business plan, it should state your desired goals (both short-term and long-term), your objectives, and the resources you need. (Some development plans even include a calculation of return on investment, based on market rates of salaries associated with promotions, although this is not necessary.) All elements of the plan should be specific enough to allow you to self-monitor your progress.  Part 1: Career Goals. In this section, state the direction you want your career to take. It is often most helpful to have at least three milestones—three, five, and ten years are used here, but you can choose different milestones as you see fit for your situation. Note: If you are unsure about your career goals, then identifying them should be your first step. Answer the following questions below: What would you like to be doing, and where would you like to be? What would be your ideal work setting, position, lifestyle, etc.? If you are planning to remain in your current position, how would you improve the way you work or the way your position is structured? Steps I will take to identify my three career goals: What I need to learn Whom I can learn this from My action plan Due Date 1. 2. 3. Appendix B Exceptional Leadership: 16 Critical Competencies for Healthcare Executives, Third Edition Three-year goals: ___________________________________ Five-year goals: ___________________________________ Ten-year goals: ___________________________________ Part 2: Developmental Needs. In this section, prioritize the developmental steps you will need to take in pursuit of your career goals. Note: If you do not have a clear sense of your developmental needs, then clarifying them should be your first step. Steps I will take to clarify my developmental needs: ____________________ Competencies I need to develop: ___________________________________ Competency, How I will develop, My action plan, Due date 1. 2. 3. Personal Development Plan must be double-spaced, and written using Times New Roman 1

  • [Solved] cap

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    3. Internal Analysis The group should perform a thorough internal analysis to understand the strengths and weaknesses within the firm. 3.1 VRIN Analysis of Firm Resources Identify the four most important resources of the firm and explain why they are the four most important resources for this speci…

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    Assignment Prompt & Instructions

    3. Internal Analysis
    The group should perform a thorough internal analysis to understand the strengths and weaknesses
    within the firm.
    3.1 VRIN Analysis of Firm Resources
    Identify the four most important resources of the firm and explain why they are the four most
    important resources for this specific firm. Provide an analysis of each selected resource using the
    VRIN framework. The resources can be tangible (e.g., financial assets, physical assets) or intangible
    (e.g., brand reputation, technological patents, skilled workforce). This analysis helps determine the
    firm's sustainable competitive advantage by assessing if its resources are Valuable, Rare, Inimitable,
    and Non-substitutable.
    Valuable: Explain how each resource adds value to the firm. Does it enable the firm to exploit
    opportunities or neutralize threats in the environment?
    Rare: Assess the rarity of each resource. Is it controlled by a small number of competing firms, or is it
    widely available?
    Inimitable: Determine the imitability of each resource. Is it difficult for competitors to duplicate or
    acquire?
    Non-substitutable: Evaluate the substitutability of each resource. Are there comparable resources that
    could be substituted by competitors with the same effect?
    3.2 Competitive Strategy Analysis
    Determine which of the five generic competitive strategies best describes the firm’s current strategic
    approach. Consider factors such as the firm’s target market scope (broad vs. narrow) and the type of
    competitive advantage it seeks (cost vs. differentiation). The five strategies are low-cost leadership,
    broad differentiation, best-cost provider, focused differentiation, and focused low-cost.
    In one paragraph, explain why the identified strategy is the most fitting for the firm. For this
    justification, the group can use evidence from the firm's operations, market positioning, and
    competitive actions to support your analysis.
    4. Metrics and Indicators
    Developing and monitoring key performance indicators (KPIs) is essential for tracking the firm's
    strategic performance and aligning its operations with its vision and mission. In this section, the group
    should identify and analyze specific metrics that will help gauge the firm's success.
    4.1 Identification of Metrics/KPIs: List five assessment metrics or KPIs that are critical for
    measuring the firm's overall performance. These can cover various areas, such as financial
    performance, customer satisfaction, internal processes, and learning and growth.
    Among these, identify two metrics that assess the firm's success in achieving its vision and mission.
    Explain how these metrics are aligned with the vision and mission statements.
    4.2 Baseline Comparison and Goal Setting: For each selected metric, compare its current value with
    the results from the previous year. This comparison will help identify trends, progress, or areas needing
    improvement. Also, establish specific, measurable goals for each metric for the next two years. These
    goals should be challenging yet achievable and support the firm's strategic objectives
    3 Internal Analysis
    3.1 VRIN Analysis of Firm Resources
    3.2 Competitive Strategy Analysis
    4. Metrics and Indicators
    4.1 Identification of Metrics/KPIs
    4.2 Baseline Comparison
    4.3 Goal setting for the next two years

  • [Solved] research

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    Executive Solution Overview

    You should choose a large company (preferably with assets over €1 billion or an equivalent amount) whose financial reporting is prepared using IFRS. Be sure that the company you select files a Form 20-F in addition to the normal SEC-required financial statements. The SEC Form 20-F must be submitted …

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    Assignment Prompt & Instructions

    You should choose a large company (preferably with assets over €1 billion or
    an equivalent amount) whose financial reporting is prepared using IFRS. Be
    sure that the company you select files a Form 20-F in addition to the normal
    SEC-required financial statements. The SEC Form 20-F must be submitted
    by all "foreign private issuers" with listed equity shares on exchanges in the
    United States.
    The paper should be APA formatting.
    You should take advantage of the grammar, punctuation, and spell check
    software available to you. Free software like Grammarly can make a world of
    difference in your paper.
    Your paper should have a minimum of four components as follows:
    **3**) Ratio Analysis – Locate the note in the most recent financial
    statements that reconciles IFRS to U.S. GAAP. If results are available
    for both U.S. GAAP and IFRS, calculate the following ratios using both
    standards and explain any differences. If results are available using
    only one standard, prepare a five-year trend analysis for each ratio,
    and explain the results of your analysis.
    Ratios to be calculated:
    i. Current Ratio
    ii. Quick (Acid-Test) Ratio
    iii. Gross profit margin
    iv. Net profit margin
    v. Return on equity (ROE)
    vi. Return on assets (ROA)
    vii. Leverage ratio: liabilities/assets
    3-page paper with a powerpoint to go alone with the paper

  • [Solved] week 4 disc

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    Executive Solution Overview

    – ## Case21.docx **## Case21.docx** | | | | — | — | | | **Case 2** | | **Cases** | O.R. is a 42-year-old female patient that was evaluated by you at the office today. After your evaluation you concluded that she has Toxic Shock Syndrome. | | **Questions for the case** | · Discuss and described t…

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    Assignment Prompt & Instructions

    – ## Case21.docx

    **## Case21.docx**

    | | |
    | — | — |
    | | **Case 2** |
    | **Cases** | O.R. is a 42-year-old female patient that was evaluated by you at the office today. After your evaluation you concluded that she has Toxic Shock Syndrome. |
    | **Questions for the case** | · Discuss and described the pathophysiology and symptomology/clinical manifestations of TSS.<br>· Discuss three differential diagnoses for AUB with ICD 10 numbers for each.<br>· Discuss patient education.<br>· Develop the management plan (pharmacological and nonpharmacological). |

    Discuss the 3 topics listed below for your case:

    1.
    **An effective health assessment incorporates not only physiological parameters; please suggest other parameters that should be considered and included on health assessments to reach maximal health potential on individuals.**

    2.
    **Name the different family developmental stages and give examples of each one.**

    3.
    **Describe family structure and function and the relationship with health care.**

    **Submission Instructions:**

    · Your initial post should be at least 500 words, formatted and cited in current APA style with support from at least 2 academic sources.

    ![null](https://www.sweetstudy.com/questions/week-4-disc-20948905)

    ## image1.png

    **## Case21.docx**

    | | |
    | — | — |
    | | **Case 2** |
    | **Cases** | O.R. is a 42-year-old female patient that was evaluated by you at the office today. After your evaluation you concluded that she has Toxic Shock Syndrome. |
    | **Questions for the case** | · Discuss and described the pathophysiology and symptomology/clinical manifestations of TSS.<br>· Discuss three differential diagnoses for AUB with ICD 10 numbers for each.<br>· Discuss patient education.<br>· Develop the management plan (pharmacological and nonpharmacological). |

    Discuss the 3 topics listed below for your case:

    1.
    **An effective health assessment incorporates not only physiological parameters; please suggest other parameters that should be considered and included on health assessments to reach maximal health potential on individuals.**

    2.
    **Name the different family developmental stages and give examples of each one.**

    3.
    **Describe family structure and function and the relationship with health care.**

    **Submission Instructions:**

    · Your initial post should be at least 500 words, formatted and cited in current APA style with support from at least 2 academic sources.

    ![null](https://www.sweetstudy.com/questions/week-4-disc-20948905)

    ## image1.png

  • [Solved] Individual Course Project Outline

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    ## **Individual Course Project Outline** – ## IndividualCourseProjectOutline.docx – ## SampleWeek2HRISProjectOutline.docx **## IndividualCourseProjectOutline.docx** **Week 2: Individual Course Project Outline** A one-page Course Project outline is due this week. Include the main topic and the ancill…

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    Assignment Prompt & Instructions

    ## **Individual Course Project Outline**

    – ## IndividualCourseProjectOutline.docx

    – ## SampleWeek2HRISProjectOutline.docx

    **## IndividualCourseProjectOutline.docx**

    **Week 2: Individual Course Project Outline**

    A one-page Course Project outline is due this week. Include the main topic and the ancillary topics that you will include as part of your consultation recommendation (Refer to the
    [Individual Course Project Overview](https://devryu.instructure.com/courses/129840/pages/individual-course-project-overview)). Include any assumptions you may have concerning your consultation recommendation and possible expected outcomes or conclusions.

    **Rubric**

    **Outline HRM530**

    | | | |
    | — | — | — |
    | Outline HRM530 |
    | **Criteria** | **Ratings** | **Pts** |
    | This criterion is linked to a Learning OutcomeOutline<br>All of the individual course project elements presented. | **10 ptsFull Marks**<br>**0 ptsNo Marks** | 10 pts |
    | This criterion is linked to a Learning OutcomeOutline Details<br>Shows details in the outline and has proper supporting bullet points. | **30 ptsFull Marks**<br>**0 ptsNo Marks** | 30 pts |
    | This criterion is linked to a Learning OutcomeOrganization and Professionalism<br>Proper formatting and free of grammatical errors. | **10 ptsFull Marks**<br>**0 ptsNo Marks** | 10 pts |

    **Company: Microsoft Corporation**
    Microsoft operates as a worldwide technology leader which holds a position on the Fortune 100 list.

    **Microsoft achieved strategic focus through its implementation of HRM technology systems.**
    Microsoft implemented AI and automation and analytics tools to transform HR operations from administrative work into strategic business partnerships. The "HR Tech ecosystem" initiative at Microsoft introduced Microsoft 365 Copilot to enhance HR operations through employee self-service tools and chat-bot based case resolution and analytics platforms for faster headcount and workforce planning reporting.

    The HR team at Microsoft implemented Copilot technology with Viva Learning and Viva Engage and Viva Connections modules to enhance their ability to manage organizational change and employee development and workplace engagement.

    The new system allowed HR to transition from policy administration work into delivering strategic business intelligence which helps organizations predict upcoming skill deficits and match personnel with organizational goals and enhance staff satisfaction. The people analytics team at Microsoft explains their process for creating data-based frameworks to predict future work requirements and skill needs and role definitions.

    **Strategic value-add**

    · The automation of basic HR operations enables HR departments to dedicate their resources toward developing strategic business plans.

    · The analytical capabilities of HR enable leaders to determine workforce composition and skills development and talent placement strategies.

    · The deployment of training and engagement platforms enables HR to link employee development with business requirements which helps organizations stay competitive during times of change including hybrid work and AI adoption.

    · The company gains strategic talent management benefits through HR's transition from problem-solving to proactive workforce planning.

    **Why this matters for HRM strategic partnership**
    The implementation of technology by HR departments enables them to evolve into strategic business partners who help develop and execute organizational plans. The strategic direction of HRM technology enables HR departments to provide business insights through data analysis and deliver fast responses through automation and maintain organizational alignment through learning and engagement platforms. These capabilities hold special value for organizations operating in high-tech sectors where skills and innovation and speed are essential.

    **## SampleWeek2HRISProjectOutline.docx**

    **Moving from Silos to One Unified HR System**

    Jane Doe

    DeVry University

    HRM530: Human Resources and Technology

    Dr. Jill Okolita

    November 8, 2025

    Table of Contents

    Introduction 3
    Company Demographics 3
    Current HR Systems Inventory 4
    Current State Review 5
    Current State Diagram 5
    Requirements 5
    Research – Savings with Technology 6
    Recommendation 6
    References 7

    Introduction

    Company Name engaged the HR/Payroll Consulting firm to examine the employee transaction systems and processes for its HR/Payroll operations and subsequently make recommendations for improvement.

    One HR system is needed for all function of HR including:

    · Recruiting

    · New Employee Onboarding

    · Benefits Enrollment & Administration

    · Payroll

    · Time and Attendance

    · Employee Changes, Manager Initiated Changes (Job Changes and Terminations, etc)

    · Performance Management (Reviews, Goals, etc.)

    · Learning Management

    · Compensation Management

    · Reporting & Dashboards

    Company Demographics

    This section will outline the size of the organization and key characteristics (areas in scope for the project):

    · Medium sized company with 2,500 employees and 200 managers

    · Operating in United States with 4 locations in AZ, CA, IL and NY

    · HR Department has 12 employees

    · Industry – Higher Education

    Current HR Systems Inventory

    This section will outline the current HR systems being used.

    Currently using stand-alone HR systems for major HR functions.

    These systems include:

    · Ceridian for HR and Payroll

    · iCIMs for Recruiting

    · Background check system

    · I-9 and WOTC system

    · Assessment Vendor

    · Cornerstone for Performance and LMS

    · Course content vendor

    · BSwift for Benefits

    · Health benefit vendor

    · Dental vendor

    · EAP

    · Supplemental Insurance

    · Retirement Planning

    · Kronos for Time and Attendance

    Current State Review

    ## This section will cover the current state on how HR is preforming key functions. During this section manual or inefficient processes will be called out. **Key functions to be included are as follows:** General System Concerns Recruiting and Onboarding Benefits Administration and Enrollment Performance, Compensation and Learning Management Payroll Processing Time and Attendance Reporting and Analytics Current State Diagram Will include a current state diagram for flow of HR data in the current state. Requirements List out high-level requirements such as what modules (HR functions) will be included and any must haves such as AI capability or “in the flow of work” function such as outlook, MS teams or Slack integrations. Research **FUTURE** **GOODWILL OF VIRGINIA** **SYSTEM** This section will start the analysis portion with research on HRIS technology and cost savings. A sub section of research will include system landscape of all possible solutions. Will research what solutions are full HRIS suites that meet the requirements and what industry experts are saying about the tool(s). Recommendation

    ## This section will list the top two vendors based on future state recommendation and systems landscape research. References **Page** | 5

    **## SampleWeek2HRISProjectOutline.docx**

    **Moving from Silos to One Unified HR System**

    Jane Doe

    DeVry University

    HRM530: Human Resources and Technology

    Dr. Jill Okolita

    November 8, 2025

    Table of Contents

    Introduction 3
    Company Demographics 3
    Current HR Systems Inventory 4
    Current State Review 5
    Current State Diagram 5
    Requirements 5
    Research – Savings with Technology 6
    Recommendation 6
    References 7

    Introduction

    Company Name engaged the HR/Payroll Consulting firm to examine the employee transaction systems and processes for its HR/Payroll operations and subsequently make recommendations for improvement.

    One HR system is needed for all function of HR including:

    · Recruiting

    · New Employee Onboarding

    · Benefits Enrollment & Administration

    · Payroll

    · Time and Attendance

    · Employee Changes, Manager Initiated Changes (Job Changes and Terminations, etc)

    · Performance Management (Reviews, Goals, etc.)

    · Learning Management

    · Compensation Management

    · Reporting & Dashboards

    Company Demographics

    This section will outline the size of the organization and key characteristics (areas in scope for the project):

    · Medium sized company with 2,500 employees and 200 managers

    · Operating in United States with 4 locations in AZ, CA, IL and NY

    · HR Department has 12 employees

    · Industry – Higher Education

    Current HR Systems Inventory

    This section will outline the current HR systems being used.

    Currently using stand-alone HR systems for major HR functions.

    These systems include:

    · Ceridian for HR and Payroll

    · iCIMs for Recruiting

    · Background check system

    · I-9 and WOTC system

    · Assessment Vendor

    · Cornerstone for Performance and LMS

    · Course content vendor

    · BSwift for Benefits

    · Health benefit vendor

    · Dental vendor

    · EAP

    · Supplemental Insurance

    · Retirement Planning

    · Kronos for Time and Attendance

    Current State Review

    ## This section will cover the current state on how HR is preforming key functions. During this section manual or inefficient processes will be called out. **Key functions to be included are as follows:** General System Concerns Recruiting and Onboarding Benefits Administration and Enrollment Performance, Compensation and Learning Management Payroll Processing Time and Attendance Reporting and Analytics Current State Diagram Will include a current state diagram for flow of HR data in the current state. Requirements List out high-level requirements such as what modules (HR functions) will be included and any must haves such as AI capability or “in the flow of work” function such as outlook, MS teams or Slack integrations. Research **FUTURE** **GOODWILL OF VIRGINIA** **SYSTEM** This section will start the analysis portion with research on HRIS technology and cost savings. A sub section of research will include system landscape of all possible solutions. Will research what solutions are full HRIS suites that meet the requirements and what industry experts are saying about the tool(s). Recommendation

    ## This section will list the top two vendors based on future state recommendation and systems landscape research. References **Page** | 5

    **## IndividualCourseProjectOutline.docx**

    **Week 2: Individual Course Project Outline**

    A one-page Course Project outline is due this week. Include the main topic and the ancillary topics that you will include as part of your consultation recommendation (Refer to the
    [Individual Course Project Overview](https://devryu.instructure.com/courses/129840/pages/individual-course-project-overview)). Include any assumptions you may have concerning your consultation recommendation and possible expected outcomes or conclusions.

    **Rubric**

    **Outline HRM530**

    | | | |
    | — | — | — |
    | Outline HRM530 |
    | **Criteria** | **Ratings** | **Pts** |
    | This criterion is linked to a Learning OutcomeOutline<br>All of the individual course project elements presented. | **10 ptsFull Marks**<br>**0 ptsNo Marks** | 10 pts |
    | This criterion is linked to a Learning OutcomeOutline Details<br>Shows details in the outline and has proper supporting bullet points. | **30 ptsFull Marks**<br>**0 ptsNo Marks** | 30 pts |
    | This criterion is linked to a Learning OutcomeOrganization and Professionalism<br>Proper formatting and free of grammatical errors. | **10 ptsFull Marks**<br>**0 ptsNo Marks** | 10 pts |

    **Company: Microsoft Corporation**
    Microsoft operates as a worldwide technology leader which holds a position on the Fortune 100 list.

    **Microsoft achieved strategic focus through its implementation of HRM technology systems.**
    Microsoft implemented AI and automation and analytics tools to transform HR operations from administrative work into strategic business partnerships. The "HR Tech ecosystem" initiative at Microsoft introduced Microsoft 365 Copilot to enhance HR operations through employee self-service tools and chat-bot based case resolution and analytics platforms for faster headcount and workforce planning reporting.

    The HR team at Microsoft implemented Copilot technology with Viva Learning and Viva Engage and Viva Connections modules to enhance their ability to manage organizational change and employee development and workplace engagement.

    The new system allowed HR to transition from policy administration work into delivering strategic business intelligence which helps organizations predict upcoming skill deficits and match personnel with organizational goals and enhance staff satisfaction. The people analytics team at Microsoft explains their process for creating data-based frameworks to predict future work requirements and skill needs and role definitions.

    **Strategic value-add**

    · The automation of basic HR operations enables HR departments to dedicate their resources toward developing strategic business plans.

    · The analytical capabilities of HR enable leaders to determine workforce composition and skills development and talent placement strategies.

    · The deployment of training and engagement platforms enables HR to link employee development with business requirements which helps organizations stay competitive during times of change including hybrid work and AI adoption.

    · The company gains strategic talent management benefits through HR's transition from problem-solving to proactive workforce planning.

    **Why this matters for HRM strategic partnership**
    The implementation of technology by HR departments enables them to evolve into strategic business partners who help develop and execute organizational plans. The strategic direction of HRM technology enables HR departments to provide business insights through data analysis and deliver fast responses through automation and maintain organizational alignment through learning and engagement platforms. These capabilities hold special value for organizations operating in high-tech sectors where skills and innovation and speed are essential.

    **## SampleWeek2HRISProjectOutline.docx**

    **Moving from Silos to One Unified HR System**

    Jane Doe

    DeVry University

    HRM530: Human Resources and Technology

    Dr. Jill Okolita

    November 8, 2025

    Table of Contents

    Introduction 3
    Company Demographics 3
    Current HR Systems Inventory 4
    Current State Review 5
    Current State Diagram 5
    Requirements 5
    Research – Savings with Technology 6
    Recommendation 6
    References 7

    Introduction

    Company Name engaged the HR/Payroll Consulting firm to examine the employee transaction systems and processes for its HR/Payroll operations and subsequently make recommendations for improvement.

    One HR system is needed for all function of HR including:

    · Recruiting

    · New Employee Onboarding

    · Benefits Enrollment & Administration

    · Payroll

    · Time and Attendance

    · Employee Changes, Manager Initiated Changes (Job Changes and Terminations, etc)

    · Performance Management (Reviews, Goals, etc.)

    · Learning Management

    · Compensation Management

    · Reporting & Dashboards

    Company Demographics

    This section will outline the size of the organization and key characteristics (areas in scope for the project):

    · Medium sized company with 2,500 employees and 200 managers

    · Operating in United States with 4 locations in AZ, CA, IL and NY

    · HR Department has 12 employees

    · Industry – Higher Education

    Current HR Systems Inventory

    This section will outline the current HR systems being used.

    Currently using stand-alone HR systems for major HR functions.

    These systems include:

    · Ceridian for HR and Payroll

    · iCIMs for Recruiting

    · Background check system

    · I-9 and WOTC system

    · Assessment Vendor

    · Cornerstone for Performance and LMS

    · Course content vendor

    · BSwift for Benefits

    · Health benefit vendor

    · Dental vendor

    · EAP

    · Supplemental Insurance

    · Retirement Planning

    · Kronos for Time and Attendance

    Current State Review

    ## This section will cover the current state on how HR is preforming key functions. During this section manual or inefficient processes will be called out. **Key functions to be included are as follows:** General System Concerns Recruiting and Onboarding Benefits Administration and Enrollment Performance, Compensation and Learning Management Payroll Processing Time and Attendance Reporting and Analytics Current State Diagram Will include a current state diagram for flow of HR data in the current state. Requirements List out high-level requirements such as what modules (HR functions) will be included and any must haves such as AI capability or “in the flow of work” function such as outlook, MS teams or Slack integrations. Research **FUTURE** **GOODWILL OF VIRGINIA** **SYSTEM** This section will start the analysis portion with research on HRIS technology and cost savings. A sub section of research will include system landscape of all possible solutions. Will research what solutions are full HRIS suites that meet the requirements and what industry experts are saying about the tool(s). Recommendation

    ## This section will list the top two vendors based on future state recommendation and systems landscape research. References **Page** | 5

    **## IndividualCourseProjectOutline.docx**

    **Week 2: Individual Course Project Outline**

    A one-page Course Project outline is due this week. Include the main topic and the ancillary topics that you will include as part of your consultation recommendation (Refer to the
    [Individual Course Project Overview](https://devryu.instructure.com/courses/129840/pages/individual-course-project-overview)). Include any assumptions you may have concerning your consultation recommendation and possible expected outcomes or conclusions.

    **Rubric**

    **Outline HRM530**

    | | | |
    | — | — | — |
    | Outline HRM530 |
    | **Criteria** | **Ratings** | **Pts** |
    | This criterion is linked to a Learning OutcomeOutline<br>All of the individual course project elements presented. | **10 ptsFull Marks**<br>**0 ptsNo Marks** | 10 pts |
    | This criterion is linked to a Learning OutcomeOutline Details<br>Shows details in the outline and has proper supporting bullet points. | **30 ptsFull Marks**<br>**0 ptsNo Marks** | 30 pts |
    | This criterion is linked to a Learning OutcomeOrganization and Professionalism<br>Proper formatting and free of grammatical errors. | **10 ptsFull Marks**<br>**0 ptsNo Marks** | 10 pts |

    **Company: Microsoft Corporation**
    Microsoft operates as a worldwide technology leader which holds a position on the Fortune 100 list.

    **Microsoft achieved strategic focus through its implementation of HRM technology systems.**
    Microsoft implemented AI and automation and analytics tools to transform HR operations from administrative work into strategic business partnerships. The "HR Tech ecosystem" initiative at Microsoft introduced Microsoft 365 Copilot to enhance HR operations through employee self-service tools and chat-bot based case resolution and analytics platforms for faster headcount and workforce planning reporting.

    The HR team at Microsoft implemented Copilot technology with Viva Learning and Viva Engage and Viva Connections modules to enhance their ability to manage organizational change and employee development and workplace engagement.

    The new system allowed HR to transition from policy administration work into delivering strategic business intelligence which helps organizations predict upcoming skill deficits and match personnel with organizational goals and enhance staff satisfaction. The people analytics team at Microsoft explains their process for creating data-based frameworks to predict future work requirements and skill needs and role definitions.

    **Strategic value-add**

    · The automation of basic HR operations enables HR departments to dedicate their resources toward developing strategic business plans.

    · The analytical capabilities of HR enable leaders to determine workforce composition and skills development and talent placement strategies.

    · The deployment of training and engagement platforms enables HR to link employee development with business requirements which helps organizations stay competitive during times of change including hybrid work and AI adoption.

    · The company gains strategic talent management benefits through HR's transition from problem-solving to proactive workforce planning.

    **Why this matters for HRM strategic partnership**
    The implementation of technology by HR departments enables them to evolve into strategic business partners who help develop and execute organizational plans. The strategic direction of HRM technology enables HR departments to provide business insights through data analysis and deliver fast responses through automation and maintain organizational alignment through learning and engagement platforms. These capabilities hold special value for organizations operating in high-tech sectors where skills and innovation and speed are essential.

    **## SampleWeek2HRISProjectOutline.docx**

    **Moving from Silos to One Unified HR System**

    Jane Doe

    DeVry University

    HRM530: Human Resources and Technology

    Dr. Jill Okolita

    November 8, 2025

    Table of Contents

    Introduction 3
    Company Demographics 3
    Current HR Systems Inventory 4
    Current State Review 5
    Current State Diagram 5
    Requirements 5
    Research – Savings with Technology 6
    Recommendation 6
    References 7

    Introduction

    Company Name engaged the HR/Payroll Consulting firm to examine the employee transaction systems and processes for its HR/Payroll operations and subsequently make recommendations for improvement.

    One HR system is needed for all function of HR including:

    · Recruiting

    · New Employee Onboarding

    · Benefits Enrollment & Administration

    · Payroll

    · Time and Attendance

    · Employee Changes, Manager Initiated Changes (Job Changes and Terminations, etc)

    · Performance Management (Reviews, Goals, etc.)

    · Learning Management

    · Compensation Management

    · Reporting & Dashboards

    Company Demographics

    This section will outline the size of the organization and key characteristics (areas in scope for the project):

    · Medium sized company with 2,500 employees and 200 managers

    · Operating in United States with 4 locations in AZ, CA, IL and NY

    · HR Department has 12 employees

    · Industry – Higher Education

    Current HR Systems Inventory

    This section will outline the current HR systems being used.

    Currently using stand-alone HR systems for major HR functions.

    These systems include:

    · Ceridian for HR and Payroll

    · iCIMs for Recruiting

    · Background check system

    · I-9 and WOTC system

    · Assessment Vendor

    · Cornerstone for Performance and LMS

    · Course content vendor

    · BSwift for Benefits

    · Health benefit vendor

    · Dental vendor

    · EAP

    · Supplemental Insurance

    · Retirement Planning

    · Kronos for Time and Attendance

    Current State Review

    ## This section will cover the current state on how HR is preforming key functions. During this section manual or inefficient processes will be called out. **Key functions to be included are as follows:** General System Concerns Recruiting and Onboarding Benefits Administration and Enrollment Performance, Compensation and Learning Management Payroll Processing Time and Attendance Reporting and Analytics Current State Diagram Will include a current state diagram for flow of HR data in the current state. Requirements List out high-level requirements such as what modules (HR functions) will be included and any must haves such as AI capability or “in the flow of work” function such as outlook, MS teams or Slack integrations. Research **FUTURE** **GOODWILL OF VIRGINIA** **SYSTEM** This section will start the analysis portion with research on HRIS technology and cost savings. A sub section of research will include system landscape of all possible solutions. Will research what solutions are full HRIS suites that meet the requirements and what industry experts are saying about the tool(s). Recommendation

    ## This section will list the top two vendors based on future state recommendation and systems landscape research. References **Page** | 5

    – 1
    – 2

  • [Solved] TeleHealth2

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    – What are the Pros and Cons to telehealth? – How will you approach and perform a telehealth assessment? – What are the limits to telehealth? – What is the difference between the provider's need for a successful telehealth visit versus the Patient's perspective? – APA and 2 pages in length, excludin…

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    Assignment Prompt & Instructions

    – What are the Pros and Cons to telehealth?
    – How will you approach and perform a telehealth assessment?
    – What are the limits to telehealth?
    – What is the difference between the provider's need for a successful telehealth visit versus the Patient's perspective?
    – APA and 2 pages in length, excluding the title, abstract, and references page.
    – Incorporate a minimum of 5 current (published within the last five years) scholarly journal articles or primary legal sources (statutes, court opinions) within your work.

  • [Solved] Gerontology Module 4 Discussion

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    – ## GerontologyModule4Discussion.docx **## GerontologyModule4Discussion.docx** Module 4 Discussion ![null](https://www.sweetstudy.com/questions/gerontology-module-4-discussion) ![icon](https://www.sweetstudy.com/questions/gerontology-module-4-discussion)**_Case 3_** Mrs. Deer is a 72-year-old femal…

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    Assignment Prompt & Instructions

    – ## GerontologyModule4Discussion.docx

    **## GerontologyModule4Discussion.docx**

    Module 4 Discussion

    ![null](https://www.sweetstudy.com/questions/gerontology-module-4-discussion)

    ![icon](https://www.sweetstudy.com/questions/gerontology-module-4-discussion)**_Case 3_**

    Mrs. Deer is a 72-year-old female who presents to your office complaining of right upper quadrant pain that has been increasing in intensity over the past 2 days. She would have come sooner, but she lacked transportation and waited until her son could drive her. She states that she has not been sleeping very much because of the pain. She has been nauseous and vomited a couple of times two days ago but has only been drinking fluids. She states that she has not been around anyone else that had an upset stomach. She recalls prior to the onset of pain she had been at a church supper that included meats, refried beans, and many desserts which she sampled. She described the fried pies that she brought to the supper and ate the extras that afternoon.

    **Vital Signs:** BP 130/80, HR 85, RR 20, Temp 99.0°F.

    **Discuss the following:**

    1) What additional subjective data are you seeking to include past medical history, social, and relevant family history?
    2) What additional objective data will you be assessing for?
    3) What are the differential diagnoses that you are considering?
    4) What laboratory tests will help you rule out some of the differential diagnoses?
    5) What radiological examinations or additional diagnostic studies would you order?
    6) What treatment and specific information about the prescription that you will give this patient?
    7) What are the potential complications from the treatment ordered?
    8) What additional laboratory tests might you consider ordering?
    9) What additional patient teaching may be needed?
    10) Will you be looking for a consult?

    **Submission Instructions:**

    · Your initial post should be at least 500 words, formatted and cited in current APA style with support from at least 2 academic sources. Y

    ## image1.png

    ## image2.png

    **## GerontologyModule4Discussion.docx**

    Module 4 Discussion

    ![null](https://www.sweetstudy.com/questions/gerontology-module-4-discussion)

    ![icon](https://www.sweetstudy.com/questions/gerontology-module-4-discussion)**_Case 3_**

    Mrs. Deer is a 72-year-old female who presents to your office complaining of right upper quadrant pain that has been increasing in intensity over the past 2 days. She would have come sooner, but she lacked transportation and waited until her son could drive her. She states that she has not been sleeping very much because of the pain. She has been nauseous and vomited a couple of times two days ago but has only been drinking fluids. She states that she has not been around anyone else that had an upset stomach. She recalls prior to the onset of pain she had been at a church supper that included meats, refried beans, and many desserts which she sampled. She described the fried pies that she brought to the supper and ate the extras that afternoon.

    **Vital Signs:** BP 130/80, HR 85, RR 20, Temp 99.0°F.

    **Discuss the following:**

    1) What additional subjective data are you seeking to include past medical history, social, and relevant family history?
    2) What additional objective data will you be assessing for?
    3) What are the differential diagnoses that you are considering?
    4) What laboratory tests will help you rule out some of the differential diagnoses?
    5) What radiological examinations or additional diagnostic studies would you order?
    6) What treatment and specific information about the prescription that you will give this patient?
    7) What are the potential complications from the treatment ordered?
    8) What additional laboratory tests might you consider ordering?
    9) What additional patient teaching may be needed?
    10) Will you be looking for a consult?

    **Submission Instructions:**

    · Your initial post should be at least 500 words, formatted and cited in current APA style with support from at least 2 academic sources. Y

    ## image1.png

    ## image2.png

  • [Solved] Gerontology Discussion 4 Clinicals

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    – ## GerontologyModule4DiscussionClinicals.docx **## GerontologyModule4DiscussionClinicals.docx** Module 4 Discussion ![null](https://www.sweetstudy.com/questions/gerontology-discussion-4-clinicals) ![icon](https://www.sweetstudy.com/questions/gerontology-discussion-4-clinicals)**_Weekly Clinical Ex…

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    Assignment Prompt & Instructions

    – ## GerontologyModule4DiscussionClinicals.docx

    **## GerontologyModule4DiscussionClinicals.docx**

    Module 4 Discussion

    ![null](https://www.sweetstudy.com/questions/gerontology-discussion-4-clinicals)

    ![icon](https://www.sweetstudy.com/questions/gerontology-discussion-4-clinicals)**_Weekly Clinical Experience 4_**

    Describe your clinical experience for this week for a 68-year-old female with uncontrolled hypothyroidism.

    · Did you face any challenges, any success? If so, what were they?

    · Describe the assessment of a patient, detailing the signs and symptoms (S&S), assessment, plan of care, and at least 3 possible differential diagnosis with rationales.

    · Mention the health promotion intervention for this patient.

    · What did you learn from this week's clinical experience that can beneficial for you as an advanced practice nurse?

    · Support your plan of care with the current peer-reviewed research guideline.

    **Submission Instructions:**

    · Your initial post should be at least 500 words, formatted and cited in current APA style with support from at least 2 academic sources.

    ## image1.png

    ## image2.png

    **## GerontologyModule4DiscussionClinicals.docx**

    Module 4 Discussion

    ![null](https://www.sweetstudy.com/questions/gerontology-discussion-4-clinicals)

    ![icon](https://www.sweetstudy.com/questions/gerontology-discussion-4-clinicals)**_Weekly Clinical Experience 4_**

    Describe your clinical experience for this week for a 68-year-old female with uncontrolled hypothyroidism.

    · Did you face any challenges, any success? If so, what were they?

    · Describe the assessment of a patient, detailing the signs and symptoms (S&S), assessment, plan of care, and at least 3 possible differential diagnosis with rationales.

    · Mention the health promotion intervention for this patient.

    · What did you learn from this week's clinical experience that can beneficial for you as an advanced practice nurse?

    · Support your plan of care with the current peer-reviewed research guideline.

    **Submission Instructions:**

    · Your initial post should be at least 500 words, formatted and cited in current APA style with support from at least 2 academic sources.

    ## image1.png

    ## image2.png

  • [Solved] week 5

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    week 5 discussion and paper – ## week5.docx **## week5.docx** 1 5 **Week 5 535 paper 750-1000 words** Find a current government budget and explain the technical adjustments made to the baseline budget. Be sure to provide the underlying rationale for these adjustments. Government budgets are public r…

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    Assignment Prompt & Instructions

    week 5 discussion and paper

    – ## week5.docx

    **## week5.docx**

    1

    5

    **Week 5 535 paper 750-1000 words**

    Find a current government budget and explain the technical adjustments made to the baseline budget. Be sure to provide the underlying rationale for these adjustments. Government budgets are public records and can be found online.

    **535 discussion 1 (250 words)**

    What would be the primary starting point for adjusting a baseline budget? Provide examples.

    **535 discussion 2 (250 words)**

    What are technical adjustments to a budget? Provide at least one example outside of the textbook.

    Chapter 7

    Chen, G. G., Weikart, L. A., & Williams, D. W. (2014). Budget Tools: Financial Methods in the Public Sector (2nd ed.). SAGE Publications, Inc. (US).
    [https://ccis.vitalsource.com/books/9781483324050](https://ccis.vitalsource.com/books/9781483324050)

    **Week 5 510 paper (750-1000 words)**

    In Chapter 5, Colleen Rowley is presented as a profile in Rushmorean Courage for her actions as a whistleblower.

    · Conduct and summarize your own independent research of Colleen Rowley's actions beyond the discussion in the text.

    · What is your opinion of Rushmorean Courage? Do you agree or disagree with the authors?

    · Research the
    [Federal Whistleblower Protection Act of 1989](https://www.law.cornell.edu/uscode/text/5/2302),
    [Whistleblower Protection Act Fact Sheet](https://whistleblower.house.gov/sites/evo-subsites/whistleblower-evo.house.gov/files/Whistleblower_Protection_Act_Fact_Sheet.pdf), and the
    [Department of Justice Guidance on Whistleblower](https://oig.justice.gov/hotline/whistleblower-protection) laws to support or negate Colleen Rowley’s actions as a whistleblower.

    · Research whistleblower’s protection laws for government employees in your own state. In what ways are the federal and state laws adequate to protect whistleblowers. In what ways should the federal and state laws be improved?

    **510 discussion 1 (250 words)**

    In Chapter 5, the authors discuss principal-based management and professionalism in the criminal justice system.

    · What are the characteristics of the professional criminal justice practitioner?

    · What suggestions has the President’s Task Force on 21st Century Policing made for today’s police departments?

    · What areas do you agree with the authors in terms of the reality within our system?

    · What areas do you disagree with the authors?

    · What suggestions do you have for the future in managing criminal justice agencies?

    **510 discussion 2 (250 words)**

    In Chapter 9, the authors present two case studies demonstrating the dangers of unrestrained personal loyalty at the executive and operational levels in police and corrections agencies. Choose one case study and discuss the following:

    · Define and distinguish among the three levels of loyalty: personal loyalty, institutional loyalty, and integrated loyalty.

    · What levels are at issue in the case study and why?

    · What should an honest practitioner do if two levels are in conflict?

    · Discuss your opinion of whether traditional personal loyalty to superiors in criminal justice is essential, and or for what reasons.

    **Chapter 5 and 9**

    **Souryal, S. S., & Whitehead, J. T. (2019). Ethics in Criminal Justice (7th ed.). Taylor & Francis. https://ccis.vitalsource.com/books/9780429682162**

    **## week5.docx**

    1

    5

    **Week 5 535 paper 750-1000 words**

    Find a current government budget and explain the technical adjustments made to the baseline budget. Be sure to provide the underlying rationale for these adjustments. Government budgets are public records and can be found online.

    **535 discussion 1 (250 words)**

    What would be the primary starting point for adjusting a baseline budget? Provide examples.

    **535 discussion 2 (250 words)**

    What are technical adjustments to a budget? Provide at least one example outside of the textbook.

    Chapter 7

    Chen, G. G., Weikart, L. A., & Williams, D. W. (2014). Budget Tools: Financial Methods in the Public Sector (2nd ed.). SAGE Publications, Inc. (US).
    [https://ccis.vitalsource.com/books/9781483324050](https://ccis.vitalsource.com/books/9781483324050)

    **Week 5 510 paper (750-1000 words)**

    In Chapter 5, Colleen Rowley is presented as a profile in Rushmorean Courage for her actions as a whistleblower.

    · Conduct and summarize your own independent research of Colleen Rowley's actions beyond the discussion in the text.

    · What is your opinion of Rushmorean Courage? Do you agree or disagree with the authors?

    · Research the
    [Federal Whistleblower Protection Act of 1989](https://www.law.cornell.edu/uscode/text/5/2302),
    [Whistleblower Protection Act Fact Sheet](https://whistleblower.house.gov/sites/evo-subsites/whistleblower-evo.house.gov/files/Whistleblower_Protection_Act_Fact_Sheet.pdf), and the
    [Department of Justice Guidance on Whistleblower](https://oig.justice.gov/hotline/whistleblower-protection) laws to support or negate Colleen Rowley’s actions as a whistleblower.

    · Research whistleblower’s protection laws for government employees in your own state. In what ways are the federal and state laws adequate to protect whistleblowers. In what ways should the federal and state laws be improved?

    **510 discussion 1 (250 words)**

    In Chapter 5, the authors discuss principal-based management and professionalism in the criminal justice system.

    · What are the characteristics of the professional criminal justice practitioner?

    · What suggestions has the President’s Task Force on 21st Century Policing made for today’s police departments?

    · What areas do you agree with the authors in terms of the reality within our system?

    · What areas do you disagree with the authors?

    · What suggestions do you have for the future in managing criminal justice agencies?

    **510 discussion 2 (250 words)**

    In Chapter 9, the authors present two case studies demonstrating the dangers of unrestrained personal loyalty at the executive and operational levels in police and corrections agencies. Choose one case study and discuss the following:

    · Define and distinguish among the three levels of loyalty: personal loyalty, institutional loyalty, and integrated loyalty.

    · What levels are at issue in the case study and why?

    · What should an honest practitioner do if two levels are in conflict?

    · Discuss your opinion of whether traditional personal loyalty to superiors in criminal justice is essential, and or for what reasons.

    **Chapter 5 and 9**

    **Souryal, S. S., & Whitehead, J. T. (2019). Ethics in Criminal Justice (7th ed.). Taylor & Francis. https://ccis.vitalsource.com/books/9780429682162**

  • [Solved] Research Paper: Annotated Bibliography

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    Executive Solution Overview

    UCTIOThe purpose of this Annotated Bibliography assignment is to discover and evaluate the most current and credible sources of scholarly Christian and secular literature in contemporary organizational management. You must choose a bibliography related to the assigned topic. The literature for this …

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    Assignment Prompt & Instructions

    UCTIOThe purpose of this Annotated Bibliography assignment is to discover and evaluate the most
    current and credible sources of scholarly Christian and secular literature in contemporary
    organizational management. You must choose a bibliography related to the assigned topic. The
    literature for this assignment will also be used for the next assignment, which is a literature
    review. Each annotation should include the purpose of the study, the method of study, key
    findings of the study, and your critique of the study in terms of its contribution to the
    organizational management body of knowledge. Most of the annotation must focus on your
    critique of the study by answering some of the below” How to Write the Annotation Critique”
    questions. DO NOT SUMMARIZE THE STUDIES.
    The assigned topic is “How to Manage a Diverse Work Team.” For the purposes of this
    assignment, a diverse work team is defined as one where there is a range of differences between
    individuals which include one or more of the following: gender identity, age, culture, veteran
    status, religion, national origin, color, language, race, disability, sexual orientation, ethnicity,
    socioeconomic status, and family structures.
    Remember: This assignment and all assignments in this course have a management, not
    leadership focus. There is a distinct difference between management and leadership. Discuss
    management, not leadership. The Contemporary Management text only provides basic topical
    information. As a research-intensive doctoral course, you will need to research current scholarly
    literature. There is no assignment in this course that can be completed by relying on the text
    alone.
    You can find a Research Guide for BMAL 703 on the Research Paper: Annotated
    Bibliography page under Research Paper: Annotated Bibliography Resources.
    INSTRUCTIONS
    Write 10 annotated bibliographies from articles with at least 100 words in the “annotation
    critique” portion of each bibliography, in addition to a title page, abstract, introduction, and
    conclusion. Do not choose any of the prior references that you submitted in this course. Be sure
    to choose articles that are based on a study, not on the authors opinion, and give the purpose,
    method of research, and research findings. Do not choose studies whose research method is a
    literature review or content analysis. Choose a variation of studies on the topic that present
    different viewpoints, and not only a single perspective on the topic. Required key words that
    must be included are: purpose, method, findings, critique.
    Required Headings
    Cover page with Topic Title
    Abstract
    Annotated Bibliographies
    (10 bibliographies with each one including these elements which are also
    headings):
    Annotation citation (in APA format)
    Annotation purpose of the study (no more than 1 sentence)
    Annotation method of the study (no more than 1 sentence) PLEASE SEE ATTACHED INSTRUCTIONS AND GRADING RUBRIC.
    \
    ResearchPaper-AnnotatedBibliographyGradingRubric.pdf](https://www.sweetstudy.com/files/researchpaper-annotatedbibliographygradingrubric-pdf-10446979 "ResearchPaper-AnnotatedBibliographyGradingRubric.pdf")
    \
    ResearchPaperAnnotatedBibliographyAssignmentInstructions.docx](https://www.sweetstudy.com/files/researchpaperannotatedbibliographyassignmentinstructions-docx-10446981 "ResearchPaperAnnotatedBibliographyAssignmentInstructions.docx")