Tag: Human Resource Management Analysis

  • [Solved] 8D

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    You will focus on the HR shared service (HRSS) delivery model, particularly the center of expertise (COE). HRSS models centralize HR functions to enhance efficiency, consistency, and service quality. COEs are specialized teams within HRSS that provide expertise in specific areas like talent acquisit…

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    Assignment Prompt & Instructions

    You will focus on the HR shared service (HRSS) delivery model, particularly the center of expertise (COE). HRSS models centralize HR functions to enhance efficiency, consistency, and service quality. COEs are specialized teams within HRSS that provide expertise in specific areas like talent acquisition, employee relations, and benefits administration.

    Address the following questions:

    – How can an HRSS delivery model benefit the employees and management of an organization?
    – What are some challenges of an HRSS delivery model to the employees and management of an organization?
    – How do changes in technology affect service delivery, effectiveness, and efficiency?

    Submission, APA, 2 paragraphs, references

    – 2 years ago

  • [Solved] Human Resource Management J. Moore BUS 263 Writing Assignment-Contracts

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    – 2 years ago **files (1)** – ## J.MooreBUS263WritingAssignment-Contracts.docx **## J.MooreBUS263WritingAssignment-Contracts.docx** Your friend is starting a small business selling handmade jewelry online. They're excited but also confused about ensuring their business deals are solid. They've heard…

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    Assignment Prompt & Instructions

    – 2 years ago

    **files (1)**

    – ## J.MooreBUS263WritingAssignment-Contracts.docx

    **## J.MooreBUS263WritingAssignment-Contracts.docx**

    Your friend is starting a small business selling handmade jewelry online. They're excited but also confused about ensuring their business deals are solid. They've heard about "contracts" but aren't sure what or when they're needed. Please explain it to them in simple terms, avoiding text message language.

    Write a short explanation for your friend that covers these basics:

    1.
    **What is a contract?** Give a simple definition. (Approx. 50-75 words)

    2.
    **What are the key things needed for a contract to be actual?** (Think offer, acceptance, and something in exchange). Give simple examples related to selling jewelry. (Approx. 75-125 words)

    3.
    **When does a contract**
    **_have_ to be written down?** Are there any times when a verbal agreement isn't good enough? Again, use jewelry-selling examples. (Approx. 75-125 words)

    4.
    **What are some situations where someone might think they have a deal but don't?** For example, what if someone is tricked into agreeing or if there's a big misunderstanding? (Approx. 75-125 words)

    Keep your explanation short, friendly, and easy to understand, like you're talking to your friend. Avoid legal jargon and text message abbreviations or slang. The total length of your explanation should be at least 400 words.

    **## J.MooreBUS263WritingAssignment-Contracts.docx**

    Your friend is starting a small business selling handmade jewelry online. They're excited but also confused about ensuring their business deals are solid. They've heard about "contracts" but aren't sure what or when they're needed. Please explain it to them in simple terms, avoiding text message language.

    Write a short explanation for your friend that covers these basics:

    1.
    **What is a contract?** Give a simple definition. (Approx. 50-75 words)

    2.
    **What are the key things needed for a contract to be actual?** (Think offer, acceptance, and something in exchange). Give simple examples related to selling jewelry. (Approx. 75-125 words)

    3.
    **When does a contract**
    **_have_ to be written down?** Are there any times when a verbal agreement isn't good enough? Again, use jewelry-selling examples. (Approx. 75-125 words)

    4.
    **What are some situations where someone might think they have a deal but don't?** For example, what if someone is tricked into agreeing or if there's a big misunderstanding? (Approx. 75-125 words)

    Keep your explanation short, friendly, and easy to understand, like you're talking to your friend. Avoid legal jargon and text message abbreviations or slang. The total length of your explanation should be at least 400 words.

  • [Solved] HRM 225 Project two

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    Requesting assistance with a Human Resources class project. Please see attached for details. – 2 years ago

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    Assignment Prompt & Instructions

    Requesting assistance with a Human Resources class project. Please see attached for details.

    – 2 years ago

  • [Solved] Business

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    Now that you have gained an understanding of Red Carpet, Leroy has asked you to join in on a preliminary meeting with the VP of HR and other members of the organization to discuss change. The meeting is important because many employees are unsure of their role in the change process. In fact, the VP …

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    Assignment Prompt & Instructions

    Now that you have gained an understanding of Red Carpet, Leroy has asked you to join in on a preliminary meeting with the VP of HR and other members of the organization to discuss change. The meeting is important because many employees are unsure of their role in the change process. In fact, the VP of HR has not settled yet on what type of change is needed or how to start the change process. Leroy has asked you to participate in the discussion to help clarify information needed about the change process.

    Review the Red Carpet scenario for this course, and with your classmates, discuss the following questions that will provide insight into the change process:

    – In your opinion, what does Red Carpet need to change? Should the change be transformational, developmental, or transitional, and why?
    – What employees or employee groups should be included in the change process, and why?
    – What do you recommend Red Carpet do to begin the change process?

    – [\
    \
    HRMT440_Scenario.docx](https://www.sweetstudy.com/files/hrmt440-scenario-docx-10198651 "HRMT440_Scenario.docx")

    – 2 years ago

  • [Solved] case 1

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    – 2 years ago **files (1)** – ## Module1CASE.docx **## Module1CASE.docx** **Module 1 – Case** **Principles of Economics and Entrepreneurship** **Assignment Overview** Laverty and Little (2020) discuss the entrepreneurial journey. Begin reading about the seven steps in the entrepreneurial journey on …

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    Assignment Prompt & Instructions

    – 2 years ago

    **files (1)**

    – ## Module1CASE.docx

    **## Module1CASE.docx**

    **Module 1 – Case**

    **Principles of Economics and Entrepreneurship**

    **Assignment Overview**

    Laverty and Little (2020) discuss the entrepreneurial journey.  Begin reading about the seven steps in the entrepreneurial journey on page 48 of the Laverty and Little (2020) text:

    **Inspiration.** When someone thinks about becoming an entrepreneur, what gives them inspiration to carry on? For this stage of the journey, an open mind is needed — the “entrepreneurial mindset” that was discussed in Chapter 1 (page 30) of the Laverty and Little (2020) text.

    **Preparation.** Budding entrepreneurs also need to have a business plan.  The business plan should contain information about the business, potential funding sources and current financial situation, a marketing plan, and benchmarks to track incremental results and timelines.

    **Assessment.** In this step, needs are identified to create a business. A need might include meeting with a mentor, such as via SCORE, to discuss the idea. (SCORE is a part of the Small Business Association [SBA] that provides free mentorship from over 10,000 business leaders, such as retired CEOs from successful companies.)

    **Exploring Resources.** This is a crucial step because this is where funding will be identified. For instance, the budding entrepreneur might connect with angel investors, apply for a bank loan or grant funding, approach venture capitalists, or use their own saved cash. We will discuss this step further in Module 3.

    **The Business Plan**. Every business plan should have the eight parts identified on page 467 of the Laverty and Little (2020) text. There are two types of business plans entrepreneurs use to present their plan to a funding entity: a brief or a more detailed standard plan. The plan takes time and research to prepare because it is a statement of financial projections and identifies financing needed for the venture.

    **Navigation.** Entrepreneurs learn to adjust to their circumstances and manage challenges head on. For example, reviewing the plan after it is done may show glaring errors that need to be addressed, such as not enough resources being asked for or losing the desired location.

    **Launch.** The launch is when the business opens its doors, real or virtual, to customers.

    **Assignment Overview**

    In this Case 1 assignment, you will be investigating the idea of becoming an entrepreneur. Select an industry that interests you, one you have a strong passion about, and one you would bring complementary personal strengths. Is there a venture you’ve always wanted to start?

    Identify a company as a venture that is an area of interest. Whichever type of company you select, this is the company you will refer to in the upcoming module assignments. To make this assignment most meaningful for you, select one that could be a potential business for you to own someday.

    **Case Assignment**

    In the Gitman et al. (2018) reference, read Chapter 4, Section 4.5 regarding owning a franchise. Then read about other forms of business ownership in the list on that page that interest you.

    Gitman, L., McDaniel, C., Shah, A., Reece, M., Koffel, L., Talsma, B., & Hyatt, J. C. (2018). Chapter 4: Forms of business ownership. In
    _Introduction to business_. Available in the Trident Online Library.

    Prepare a PowerPoint presentation (with audio) in which you compare two options for creating your own business:

    Option 1:  purchasing a franchise

    Option 2:  becoming a sole proprietor

    Be creative in preparing your presentation. You should use illustrations (pictures, charts, and graphs) to help in your explanation.

    There should only be a few key words on your 8-10 slides (not counting the cover and reference list slides). Important: Your detailed speech notes should be in the speaker notes section, not on the slides.

    **Keys to the Assignment**

    · Using the information in Chapter 4 of the Gitman et al. reference, compare two forms of business ownership that may be used for your new business (franchise and/or sole proprietor).

    · Identify each form of business ownership and explain what the advantages are of each.

    · Identify each form of business ownership and explain what the disadvantages are for each.

    · Conduct research to determine what the process is for adopting each form of business ownership.

    · Identify the different types of funding that are possible with these two forms of business ownership. Which funding source will you adopt for each form of ownership? In your speech, explain why you chose those funding options.

    · Explain what type of business ownership you will choose—franchise or sole proprietor and why.

    Use at least three library resources in your research. At least two of these resources must be high quality references from peer-reviewed academic journals. These are found in the Trident Online Library. When you go into the Online Library, select the peer-reviewed option at the left side of the screen and then below that select to see only those articles published within the last 12 months or three years. (Do not search Google for references.)

    · Explain your analysis using terminology and concepts introduced in this module.

    · Cite all sources and provide a reference list slide using APA format.

    · Cite your references either on the slide or in the speaker notes.

    · Proofread and edit the slides. The goal is zero errors.

    Submit your presentation to TLC by the due date for this module.

    For instruction on citing sources, proper referencing, and so forth, use
    [_Trident University's Introduction to APA-7th Edition_](https://careered.libguides.com/tui/library/apa).

    Note: The best way to record the audio speech is to use these keyboard keys: INSERT, AUDIO, RECORD AUDIO. You then name the audio recording (I name them the slide number) and then hit the red button and begin delivering your speech. When you are done with that slide, either hit OK or the square box. Either way, the recording stops, and the file is saved. You continue to do these steps with each slide. Next, go into the SLIDE SHOW menu selection and make sure that all three of these are checked: play narrations, use timings, and show media controls. Doing this will advance your slides as the recordings are run. You or a viewer of the presentation will not have to hit the ENTER key to advance to the next slide.

    **Voice Over Slide Presentations:**

    Your voice over PowerPoint presentation might be a large file and might take time to upload directly to the classroom. If you have slow internet, you may time out.

    However, these files can be uploaded to YouTube and the link shared. Set as unlisted. Unlisted means your slide presentation will not come up in search results. Only those who know the link can view it, even if they do not have a YouTube account/username.

    Important:  Put the link to your slides with audio in a Word document and submit your Word document as the assignment in the drop box.

    You will need this assignment in Module 4 when you put your entire business plan together, so when your assignment is graded, be sure to make any corrections noted on the graded submission.

    **Assignment Expectations**

    Your presentation will be evaluated using the criteria as stated in the Case rubric. The following is a review of the rubric criteria:

    ·
    **Assignment-Driven:** Does the presentation fully address all aspects of the assignment? Is the assignment addressed accurately and precisely, using sound logic? Does the presentation meet minimum length requirements?

    ·
    **Critical Thinking:** Does the presentation demonstrate graduate-level analysis, in which information derived from multiple sources, expert opinions, and assumptions has been critically evaluated and synthesized in the formulation of a logical set of conclusions? Does the presentation address the topic with sufficient depth of discussion and analysis?

    ·
    **Business Writing:** Is the presentation logical, well organized and well written? Are the grammar, spelling, and vocabulary appropriate for graduate-level work? Are section headings included? Are paraphrasing and synthesis of concepts the primary means of responding, or is justification/support instead conveyed through excessive use of direct quotations?

    ·
    **Effective Use of Information:** Does the submission demonstrate that the student has read, understood, and can apply the background materials for the module? If required, has the student demonstrated effective research, as evidenced by student’s use of relevant and quality sources? Do additional sources used provide strong support for conclusions drawn, and do they help in shaping the overall paper (presentation?

    ·
    **Citing Sources:** Does the student demonstrate understanding of APA Style of referencing, by inclusion of proper citations (for paraphrased text and direct quotations) as appropriate? Have all sources (e.g., references used from the Background page, the assignment readings, and outside research) been included, and are these properly cited? Have all sources cited in the paper been included on the References page?

    ·
    **Timeliness:** Has the assignment been submitted to TLC (Trident’s learning management system) on or before the module’s due date?

    **## Module1CASE.docx**

    **Module 1 – Case**

    **Principles of Economics and Entrepreneurship**

    **Assignment Overview**

    Laverty and Little (2020) discuss the entrepreneurial journey.  Begin reading about the seven steps in the entrepreneurial journey on page 48 of the Laverty and Little (2020) text:

    **Inspiration.** When someone thinks about becoming an entrepreneur, what gives them inspiration to carry on? For this stage of the journey, an open mind is needed — the “entrepreneurial mindset” that was discussed in Chapter 1 (page 30) of the Laverty and Little (2020) text.

    **Preparation.** Budding entrepreneurs also need to have a business plan.  The business plan should contain information about the business, potential funding sources and current financial situation, a marketing plan, and benchmarks to track incremental results and timelines.

    **Assessment.** In this step, needs are identified to create a business. A need might include meeting with a mentor, such as via SCORE, to discuss the idea. (SCORE is a part of the Small Business Association [SBA] that provides free mentorship from over 10,000 business leaders, such as retired CEOs from successful companies.)

    **Exploring Resources.** This is a crucial step because this is where funding will be identified. For instance, the budding entrepreneur might connect with angel investors, apply for a bank loan or grant funding, approach venture capitalists, or use their own saved cash. We will discuss this step further in Module 3.

    **The Business Plan**. Every business plan should have the eight parts identified on page 467 of the Laverty and Little (2020) text. There are two types of business plans entrepreneurs use to present their plan to a funding entity: a brief or a more detailed standard plan. The plan takes time and research to prepare because it is a statement of financial projections and identifies financing needed for the venture.

    **Navigation.** Entrepreneurs learn to adjust to their circumstances and manage challenges head on. For example, reviewing the plan after it is done may show glaring errors that need to be addressed, such as not enough resources being asked for or losing the desired location.

    **Launch.** The launch is when the business opens its doors, real or virtual, to customers.

    **Assignment Overview**

    In this Case 1 assignment, you will be investigating the idea of becoming an entrepreneur. Select an industry that interests you, one you have a strong passion about, and one you would bring complementary personal strengths. Is there a venture you’ve always wanted to start?

    Identify a company as a venture that is an area of interest. Whichever type of company you select, this is the company you will refer to in the upcoming module assignments. To make this assignment most meaningful for you, select one that could be a potential business for you to own someday.

    **Case Assignment**

    In the Gitman et al. (2018) reference, read Chapter 4, Section 4.5 regarding owning a franchise. Then read about other forms of business ownership in the list on that page that interest you.

    Gitman, L., McDaniel, C., Shah, A., Reece, M., Koffel, L., Talsma, B., & Hyatt, J. C. (2018). Chapter 4: Forms of business ownership. In
    _Introduction to business_. Available in the Trident Online Library.

    Prepare a PowerPoint presentation (with audio) in which you compare two options for creating your own business:

    Option 1:  purchasing a franchise

    Option 2:  becoming a sole proprietor

    Be creative in preparing your presentation. You should use illustrations (pictures, charts, and graphs) to help in your explanation.

    There should only be a few key words on your 8-10 slides (not counting the cover and reference list slides). Important: Your detailed speech notes should be in the speaker notes section, not on the slides.

    **Keys to the Assignment**

    · Using the information in Chapter 4 of the Gitman et al. reference, compare two forms of business ownership that may be used for your new business (franchise and/or sole proprietor).

    · Identify each form of business ownership and explain what the advantages are of each.

    · Identify each form of business ownership and explain what the disadvantages are for each.

    · Conduct research to determine what the process is for adopting each form of business ownership.

    · Identify the different types of funding that are possible with these two forms of business ownership. Which funding source will you adopt for each form of ownership? In your speech, explain why you chose those funding options.

    · Explain what type of business ownership you will choose—franchise or sole proprietor and why.

    Use at least three library resources in your research. At least two of these resources must be high quality references from peer-reviewed academic journals. These are found in the Trident Online Library. When you go into the Online Library, select the peer-reviewed option at the left side of the screen and then below that select to see only those articles published within the last 12 months or three years. (Do not search Google for references.)

    · Explain your analysis using terminology and concepts introduced in this module.

    · Cite all sources and provide a reference list slide using APA format.

    · Cite your references either on the slide or in the speaker notes.

    · Proofread and edit the slides. The goal is zero errors.

    Submit your presentation to TLC by the due date for this module.

    For instruction on citing sources, proper referencing, and so forth, use
    [_Trident University's Introduction to APA-7th Edition_](https://careered.libguides.com/tui/library/apa).

    Note: The best way to record the audio speech is to use these keyboard keys: INSERT, AUDIO, RECORD AUDIO. You then name the audio recording (I name them the slide number) and then hit the red button and begin delivering your speech. When you are done with that slide, either hit OK or the square box. Either way, the recording stops, and the file is saved. You continue to do these steps with each slide. Next, go into the SLIDE SHOW menu selection and make sure that all three of these are checked: play narrations, use timings, and show media controls. Doing this will advance your slides as the recordings are run. You or a viewer of the presentation will not have to hit the ENTER key to advance to the next slide.

    **Voice Over Slide Presentations:**

    Your voice over PowerPoint presentation might be a large file and might take time to upload directly to the classroom. If you have slow internet, you may time out.

    However, these files can be uploaded to YouTube and the link shared. Set as unlisted. Unlisted means your slide presentation will not come up in search results. Only those who know the link can view it, even if they do not have a YouTube account/username.

    Important:  Put the link to your slides with audio in a Word document and submit your Word document as the assignment in the drop box.

    You will need this assignment in Module 4 when you put your entire business plan together, so when your assignment is graded, be sure to make any corrections noted on the graded submission.

    **Assignment Expectations**

    Your presentation will be evaluated using the criteria as stated in the Case rubric. The following is a review of the rubric criteria:

    ·
    **Assignment-Driven:** Does the presentation fully address all aspects of the assignment? Is the assignment addressed accurately and precisely, using sound logic? Does the presentation meet minimum length requirements?

    ·
    **Critical Thinking:** Does the presentation demonstrate graduate-level analysis, in which information derived from multiple sources, expert opinions, and assumptions has been critically evaluated and synthesized in the formulation of a logical set of conclusions? Does the presentation address the topic with sufficient depth of discussion and analysis?

    ·
    **Business Writing:** Is the presentation logical, well organized and well written? Are the grammar, spelling, and vocabulary appropriate for graduate-level work? Are section headings included? Are paraphrasing and synthesis of concepts the primary means of responding, or is justification/support instead conveyed through excessive use of direct quotations?

    ·
    **Effective Use of Information:** Does the submission demonstrate that the student has read, understood, and can apply the background materials for the module? If required, has the student demonstrated effective research, as evidenced by student’s use of relevant and quality sources? Do additional sources used provide strong support for conclusions drawn, and do they help in shaping the overall paper (presentation?

    ·
    **Citing Sources:** Does the student demonstrate understanding of APA Style of referencing, by inclusion of proper citations (for paraphrased text and direct quotations) as appropriate? Have all sources (e.g., references used from the Background page, the assignment readings, and outside research) been included, and are these properly cited? Have all sources cited in the paper been included on the References page?

    ·
    **Timeliness:** Has the assignment been submitted to TLC (Trident’s learning management system) on or before the module’s due date?

  • [Solved] SLP1

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    Executive Solution Overview

    – 2 years ago **files (1)** – ## Module1SLP.docx **## Module1SLP.docx** **Module 1 – SLP** **Principles of Economics and Entrepreneurship** One of the topics you learned about economics in this first module is **price elasticity of demand.** This is an important topic to you as a new entrepreneur be…

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    Assignment Prompt & Instructions

    – 2 years ago

    **files (1)**

    – ## Module1SLP.docx

    **## Module1SLP.docx**

    **Module 1 – SLP**

    **Principles of Economics and  Entrepreneurship**

    One of the topics you learned about economics in this first module is
    **price elasticity of demand.** This is an important topic to you as a new entrepreneur because it will help you to price your products appropriately. This is because a change in price affects the demand of the product. Some companies assign a lower cost to a new product for a short period of time and then bump up the price when the introductory period is over, which impacts demand for the product.

    In a 2- to 3-page paper, explain the economic concept of elasticity of demand. In addition, answer the following four questions as they pertain to your business venture.

    · What will happen to demand for the new product when the price is raised by 5%?

    · Is there an impact on the demand for your product if the introductory period is too short?

    · How large a reduction in price of a product is required to increase sales by 25 percent?

    · Besides elasticity of demand, what other economic and noneconomic forces might occur over time in the global market’s reception to your new product?

    **Keys to the Assignment**

    · Explain your analysis using terminology and concepts introduced in this module.

    · Cite all sources and provide a reference list using APA format.

    · Proofread and edit the paper. The goal is zero errors.

    · Submit your paper to the dropbox by the due date for this module.

    For help writing papers, citing sources, proper referencing, and so forth, use Trident University's
    [_Introduction to APA-7th Edition_](https://careered.libguides.com/tui/library/apa).

    **NOTE: You will need this assignment in Module 4 when you put your entire business plan together, so when your assignment is graded, be sure to make any corrections noted on the graded submission.**

    **SLP Assignment Expectations**

    Your assignment will be evaluated using the criteria as stated in the SLP rubric. The following is a review of the rubric criteria:

    **Assignment-Driven:** Does the paper fully address all aspects of the assignment? Is the assignment addressed accurately and precisely using sound logic? Does the paper meet minimum length requirements?

    **Critical Thinking:** Does the paper demonstrate graduate-level analysis, in which information derived from multiple sources, expert opinions, and assumptions has been critically evaluated and synthesized in the formulation of a logical set of conclusions? Does the paper address the topic with sufficient depth of discussion and analysis?

    **Business Writing:** Is the essay logical, well organized and well written? Are the grammar, spelling, and vocabulary appropriate for graduate-level work? Are section headings included? Are paraphrasing and synthesis of concepts the primary means of responding, or is justification/support instead conveyed through excessive use of direct quotations?

    **Effective Use of Information:** Does the submission demonstrate that the student has read, understood, and can apply the background materials for the module? If required, has the student demonstrated effective research, as evidenced by student’s use of relevant and quality sources? Do additional sources used provide strong support for conclusions drawn, and do they help in shaping the overall paper?

    **Citing Sources:** Does the student demonstrate understanding of APA Style of referencing, by inclusion of proper citations (for paraphrased text and direct quotations) as appropriate? Have all sources (e.g., references used from the Background page, the assignment readings, and outside research) been included, and are these properly cited? Have all sources cited in the paper been included on the References page?

    **Timeliness:** Has the assignment been submitted to TLC (Trident’s learning management system) on or before the module’s due date?

    **## Module1SLP.docx**

    **Module 1 – SLP**

    **Principles of Economics and  Entrepreneurship**

    One of the topics you learned about economics in this first module is
    **price elasticity of demand.** This is an important topic to you as a new entrepreneur because it will help you to price your products appropriately. This is because a change in price affects the demand of the product. Some companies assign a lower cost to a new product for a short period of time and then bump up the price when the introductory period is over, which impacts demand for the product.

    In a 2- to 3-page paper, explain the economic concept of elasticity of demand. In addition, answer the following four questions as they pertain to your business venture.

    · What will happen to demand for the new product when the price is raised by 5%?

    · Is there an impact on the demand for your product if the introductory period is too short?

    · How large a reduction in price of a product is required to increase sales by 25 percent?

    · Besides elasticity of demand, what other economic and noneconomic forces might occur over time in the global market’s reception to your new product?

    **Keys to the Assignment**

    · Explain your analysis using terminology and concepts introduced in this module.

    · Cite all sources and provide a reference list using APA format.

    · Proofread and edit the paper. The goal is zero errors.

    · Submit your paper to the dropbox by the due date for this module.

    For help writing papers, citing sources, proper referencing, and so forth, use Trident University's
    [_Introduction to APA-7th Edition_](https://careered.libguides.com/tui/library/apa).

    **NOTE: You will need this assignment in Module 4 when you put your entire business plan together, so when your assignment is graded, be sure to make any corrections noted on the graded submission.**

    **SLP Assignment Expectations**

    Your assignment will be evaluated using the criteria as stated in the SLP rubric. The following is a review of the rubric criteria:

    **Assignment-Driven:** Does the paper fully address all aspects of the assignment? Is the assignment addressed accurately and precisely using sound logic? Does the paper meet minimum length requirements?

    **Critical Thinking:** Does the paper demonstrate graduate-level analysis, in which information derived from multiple sources, expert opinions, and assumptions has been critically evaluated and synthesized in the formulation of a logical set of conclusions? Does the paper address the topic with sufficient depth of discussion and analysis?

    **Business Writing:** Is the essay logical, well organized and well written? Are the grammar, spelling, and vocabulary appropriate for graduate-level work? Are section headings included? Are paraphrasing and synthesis of concepts the primary means of responding, or is justification/support instead conveyed through excessive use of direct quotations?

    **Effective Use of Information:** Does the submission demonstrate that the student has read, understood, and can apply the background materials for the module? If required, has the student demonstrated effective research, as evidenced by student’s use of relevant and quality sources? Do additional sources used provide strong support for conclusions drawn, and do they help in shaping the overall paper?

    **Citing Sources:** Does the student demonstrate understanding of APA Style of referencing, by inclusion of proper citations (for paraphrased text and direct quotations) as appropriate? Have all sources (e.g., references used from the Background page, the assignment readings, and outside research) been included, and are these properly cited? Have all sources cited in the paper been included on the References page?

    **Timeliness:** Has the assignment been submitted to TLC (Trident’s learning management system) on or before the module’s due date?

  • [Solved] Human Resource Management WEEK 6 ASSIGN HOMEWORK

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    SEE ATTACHED – 2 years ago **files (3)** – ## HRA549_WrittenAssignmentRubric1.pdf – ## WEEK6ASSIGNMENTHRA549.docx – ## APA_RequiredCoverPage_and_Template_7thed11.docx **## HRA549_WrittenAssignmentRubric1.pdf** HRA 549 Expectations for Written Assignments and Papers 1. FORMAT of assignments sh…

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    SEE ATTACHED

    – 2 years ago

    **files (3)**

    – ## HRA549_WrittenAssignmentRubric1.pdf

    – ## WEEK6ASSIGNMENTHRA549.docx

    – ## APA_RequiredCoverPage_and_Template_7thed11.docx

    **## HRA549_WrittenAssignmentRubric1.pdf**

    HRA 549 Expectations for Written Assignments and Papers

    1. FORMAT of assignments should conform to the following criteria:

     Margins should be 1” in all directions

     Papers should be double-spaced and in a single highly readable, black 12-point font (Arial,
    Times New Roman, Cambria, or Verdana are recommended). Headings may be larger

     The paper must follow the academic research format (APA) where applicable

     Format for any in-text citations and reference pages should also follow APA style

    2. GRADING RUBRIC

    Criteria

    Exceeds Expectations

    up to

    20% of max grade

    Meets
    Expectations

    up to

    15% of max grade

    Fails Expectations

    up to

    10% of max grade

    Content

    Position or thesis is
    very credible, logical,
    research sources are
    credible and sufficient
    to support arguments

    Position or thesis is
    credible, sources
    are credible

    Position or thesis lacks
    credibility, arguments are
    not clear or not well
    supported, sources are
    not credible or do not
    support arguments

    Clarity and
    Organization

    Concepts presented are
    clearly organized and
    easy to understand,
    early information leads
    to later information,
    coherently summarized

    Concepts presented
    are not organized
    logically, no
    coherent summary

    Concepts presented are
    unclear or difficult to
    understand, paper is
    disorganized and does not
    follow logical progression

    Creativity and
    Interest

    Presents new ideas
    and/or old ideas in
    interesting ways, writing
    style is formal but
    maintains interest,
    includes real-world
    applications

    Presents widely
    accepted ideas or
    discusses topics
    that are already well
    known without much
    attention to original
    content or reader
    interest

    Presents ideas that are
    clichéd or imitative, does
    not make topic interesting
    for reader

    Critical
    Thinking

    Clearly identifies
    assumptions, considers
    all implications and
    consequences of
    outcomes, and includes
    more than one point of
    view on the topic

    Treats some
    assumptions as fact,
    and/or considers
    some implications
    but not others,
    and/or does not fully
    consider point of
    view

    Fails to identify
    assumptions, and/or does
    not consider implications
    of outcomes, and/or is
    fixed on a single point of
    view without any opposing
    information

    Correctness:
    (Grammar,
    Spelling,

    Punctuation,
    Formatting)

    Grammar is
    appropriate, spelling,
    punctuation, and
    formatting accurate

    Grammar is
    appropriate, few
    spelling,
    punctuation, or
    formatting errors

    Grammar, spelling,
    punctuation, and/or
    formatting are
    inappropriate, incorrect,
    and unprofessional

    **## WEEK6ASSIGNMENTHRA549.docx**

    1

    4

    **Please address each part of this assignment. APA format. Please cite scholarly authors.**

    Choose a job that you are interested in. For this assignment, you may relate it to your term project by choosing a movie theater job title, or you may choose an unrelated job. You may choose the same job title you used for Module 5's Assignment (Assignment 4). Again,
    **you may not choose your own current job(s).** You may work with
    **_one_** partner, or on your own.

    Create a structured behavioral interview for the job you chose.

    Start by providing:

    · Job Title

    · Brief Job Description

    · Brief List of KSAOs (this can be presented in outline format/bullet points)

    Describe the interview in detail and
    **provide a minimum of 3 sample structured behavioral questions.** Be sure to:

    · Describe how you will develop the interview questions to ensure they are job-related and behaviorally-focused.

    · Explain when and where in the selection process it will occur and who will administer it (e.g., immediately after application vs. closer to the end of the selection process, remote vs. at the jobsite, HR staff vs. hiring managers, both, panel, etc.). Remember to give consideration to
    **_why_** you made these choices.

    · Discuss relative costs/person-hours required to conduct the interview and how this relates to the utility of the interview.

    · Provide a scoring rubric to rate candidate responses on
    **_each_** of your sample questions.

    · Your rubric should include behavioral anchors (explanations at each scale point, see the example on the next page – note that you may have as many or as few scale points as you wish, numeric or qualitative).

    Top of Form

    **0 Points**

    Candidate cannot describe any leadership experiences; describes experience in general terms without discussing specific leader behaviors; candidate does not have any experience leading a team

    **1 Point**

    Candidate describes specific behaviors, including experiences delegating, problem solving for group, addressing in-group conflicts, provides 0 or few specific examples

    **2 Points**

    Candidate describes experience delegating, problem solving for group, addressing in-group conflicts, gives specific examples of situations and how he/she learned from them or improved on them

    Expect to take about 3-4 pages (double-spaced, 12-point font) to complete this assignment. Your work will be graded on content, clarity, creativity, correctness, and, above all, critical thinking per the
    HRA Written Assignment Rubric.

    **Please cite scholarly authors.**

    **References**

    Burgess-Wilkerson, B. (2008). Selection and Interview Procedures at a Multinational Company.
    _Business Communication Quarterly_,
    _71_(1), 100–102.
    [https://doi-org.saintleo.idm.oclc.org/10.1177/1080569907313379](https://doi-org.saintleo.idm.oclc.org/10.1177/1080569907313379)

    Dewar, J. (2025, February 4). Reference Checks: Templates, Questions, and Best Practices for 2025. JobScore.
    [https://www.jobscore.com/articles/reference-checks/#the-benefits-of-reference-checks](https://www.jobscore.com/articles/reference-checks/)

    Hidden liability: Understand the risks of negligent hiring. (2013).
    _HR Specialist: Texas Employment Law_,
    _8_(7), 4.

    Sackett, P. R., Borneman, M. J., & Connelly. (2008). High-Stakes Testing in Higher Education and Employment: Appraising the Evidence for Validity and Fairness.
    _American Psychologist_,
    _63_(4), 215–227.

    TemPositions (2024, January 3). What is BioData? An In-depth Understanding for Job Seekers and Employers. Recruitment Blog.
    [https://www.tempositions.com/blog/what-is-biodata/](https://www.tempositions.com/blog/what-is-biodata/)

    **## APA_RequiredCoverPage_and_Template_7thed11.docx**

    SHORTENED TITLE IN ALL CAPITALS 1

    SHORTENED TITLE IN ALL CAPITALS 1

    **Your Paper’s Title: Title Is Centered and Bold, Three or Four Lines Down**

    LEAVE A BLANK SPACE

    ## Your Name

    **Donald R. Tapia College of Business, Saint Leo University**
    Course Number and Name, e.g. DBA701: Doctoral Success Lab

    Your Professor’s Name, e.g. Professor Waddell

    Assignment Due Date, e.g. January 21, 2020

    **Graduate Studies in Business Academic Honesty Statement**

    My signature entered below constitutes my pledge that all the writing in this document is my own work, except for those portions which are properly documented and cited. I understand and accept the following definition of plagiarism:

    1. Plagiarism includes the literal repetition without acknowledgment of the writings of another author. All significant phrases, clauses, or passages in this paper which have been taken directly from source material have been enclosed in quotation marks and acknowledged in the text itself as well as on the Reference page.

    2. Plagiarism includes borrowing another’s ideas and representing them as my own.

    3. To paraphrase the thoughts of another writer without acknowledgement is plagiarism.

    4. Plagiarism also includes inadequate paraphrasing. Paraphrased passages (those put into my own words) have been properly acknowledged in the text and in the references.

    5. Plagiarism includes using another person or organization to prepare this paper and then submitting it as my own work.

    6. Plagiarism includes resubmitting my own previous work, in whole, or in part for a current assignment without the written consent of the current instructor.

    **Saint Leo University’s core value of integrity** requires that students pledge to be honest, just, and consistent in word and deed. I fully understand what plagiarism is, and I further understand that if plagiarism is detected in my paper, my professor will follow the procedures for academic dishonesty set forth by Saint Leo University, the Donald R. Tapia College of Business and the Graduate Student Handbook.

    **Student Signature: [Type Full Name Here]**

    **Abstract [Centered, Bold]**

    Start the abstract flush with the left margin; do not indent. According to the
    _Publication Manual of the American Psychological Association_(APA), “An abstract is a brief, comprehensive summary of the contents of the paper” (APA, 2020, p. 38). It allows readers to survey the contents of an article quickly and, like a title, it enables persons interested in the document to retrieve it from abstracting and indexing databases. The first line of the abstract is not indented. An abstract may range from 150 to 250 words (APA, 2020). Because an abstract is not always required for student papers, adhere to your instructor’s requirements.

    _Keywords:_ Follow the abstract with a selection of keywords that describe the important ideas or subjects in your paper. These help online readers search for your paper in a database.

    The keyword list should have its first line indented 0.5 inches. keywords are written in lowercase (except for proper nouns) and separated by commas. Do not place a period at the end of the list.

    ****Title of Your Paper [Centered, Bold]****
    Begin your paper on the next double-spaced line after the title, and indent all paragraphs 1/2 inch. In the updated manual on p. 154, writers are asked to include only
    **one space** between sentences rather than two spaces. When writing in APA style, you have two choices for in-text citations: narrative citations or parenthetical citations. According to a fictitious book by Harding and Jiménez (2020), a narrative citation occurs when you include “authors’ names as part of your sentence” (p. 24). Furthermore, Harding and Jiménez (2020) explain that you only need to provide a page number at the end of a narrative citation when directly quoting from the source. If the authors’ names do not appear in your sentence, you will use a “parenthetical citation” (Harding & Jiménez, 2020, p. 24). Similar to the above example, you only need to include a page number when quoting the authors’ original words (Harding & Jiménez, 2020). The APA manual summarizes these rules and related concepts on pp. 261-264.

    **All Headings Are Bold and Written in Title Case (Level 1, Bold, Centered)**

    You can read more about formatting section headings in the APA manual on pp. 47-49. Not included in this template is a level 5 heading, which is virtually identical to a level 4 heading, except it is italicized. According to the APA (2020), “The number of levels of heading needed for a paper depends on its length and complexity; three is average. … [S]hort student papers may not require any headings” (p. 48).

    **New Rules for Citations (Level 2, Bold, Left Justified)**

    **_First Rule_(Level 3, Flush Left, Italicized, Bold, No Punctuation)**

    Begin indented paragraph on the next line.
    A couple of important new rules concerning in-text citations appear in the APA manual. The first pertains to citing works by three or more authors. Instead of writing each author’s name in the first citation, then utilizing the abbreviation “et al.” for all subsequent citations, the APA advises writers to use the “et al.” abbreviation for
    _every_ in-text citation for works by three or more authors. For example, my first in-text citation for a work by three authors would look like this (Harris et al., 2020). This new guideline reduces the amount of clutter created by listing each author’s name. You can read more about the use of “et al.” on p. 266 of the APA manual.

    **_Second Rule_**

    The other significant change to in-text citation formatting has to do with repeating narrative citations. For example, if I am writing a paragraph focused specifically on the work of Brown (2016), I would need to provide the year in parenthesis only after the
    _first_ reference to Brown. As you can see, I could write more about the groundbreaking work of Brown without cluttering my paragraph with multiple in-text citations containing the year. However, if I am referencing more than one work by Brown, I must provide a complete in-text citation after
    _each_ reference to Brown. That way, my reader won’t be confused. I would also need to provide the year in any parenthetical citation referencing the author (Brown, 2016). This new rule is described on pp. 265-266 in the APA manual.

    **Similar Rule. (Level 4, Indented, Plain Text, Begins Paragraph, Punctuated)** In a similar vein, if I am writing a long paraphrase of a single work, I need to provide only one in-text citation at the beginning of the paragraph as long as “the context of the writing makes it clear that the same work continues to be paraphrased” (APA, 2020, p. 269). In other words, I could continue to write more about how the manual provides a helpful figure of this rule on p. 270. I would not need to provide a citation when telling you that if the paraphrase is long enough to warrant the creation of a new paragraph, you will need to provide an in-text citation at the top of the new paragraph. As you can see, I am still discussing the APA manual in a specific context, so I am not required to cite the manual again in this paragraph unless I introduce information from a new source. Even so, if you think your professor or reader might question where you found a certain piece of information, it won’t hurt to provide an extra citation or two.

    **Punctuating In-Text Citations**

    So far, you might have noticed that parenthetical citations typically appear
    _before_ the sentence’s end punctuation, because the parenthetical citation is just another element belonging to the sentence. However, there is one specific instance when the parenthetical citation comes
    _after_ the end punctuation. In the case of block quotations (a quotation of 40 words or more), you will introduce the quotation and demarcate it using special indentation:

    Pretend that this is the beginning of the block quotation. First, notice that this long quotation is not surrounded by marks. It is the
    _only_ time in your paper where you will quote something without using quotation marks. Next, the quotation is indented 1/2 inch from the left, and it’s left-justified, meaning that the quote’s left margin forms a straight line up and down. Last but not least, you will provide the parenthetical citation
    _after_ the end punctuation (and because it’s a direct quotation, you will include the page number). Use block quotes sparingly. (Harding, 2020, p. 49)

    If the original paragraph continues after the quotation, begin on the next double-spaced line, making sure that the line is flush left. If you want to begin a new paragraph after the block quotation, you will indent the new paragraph 1/2 inch from the left margin. Finally, if you include a narrative citation when introducing the block quote (i.e. “According to Harding (2020) …”), only include the page number in the parenthetical citation after the block quote. You can read more about these rules on pp. 272-273 of the APA manual.]

    **References [Centered, Bold]**

    Surname, A. A., & Surname B. B. (Year). Reference entry titles are written in sentence case: Sentence case titles for articles and shorter works are plain text and capitalized as if you were writing a sentence.
    _Publication Name_,
    _234_(2), 40-190.
    [https://doi.org/12.029303](https://doi.org/12.029303) (Example of journal article with DOI. DOI should be formatted as an active hyperlink)

    Surname, C. C. (Year).
    _This is the title of a book about China and India: Notice that book titles and titles of longer works are italicized_. Publisher Name. (Example of book and e-book. Writers are no longer required to identify e-book platform (e.g. “Kindle”) or database (e.g. “EBSCO”). For e-books, provide a DOI or URL if one is available. Read more on p. 321 of the manual.)

    REMOVE ALL YELLOW HIGHLIGHTS IF YOU USE THIS DOCUMENT AS A WORKABLE TEMPLATE!

    | | | |
    | — | — | — |
    | | | |

    **## APA_RequiredCoverPage_and_Template_7thed11.docx**

    SHORTENED TITLE IN ALL CAPITALS 1

    SHORTENED TITLE IN ALL CAPITALS 1

    **Your Paper’s Title: Title Is Centered and Bold, Three or Four Lines Down**

    LEAVE A BLANK SPACE

    ## Your Name

    **Donald R. Tapia College of Business, Saint Leo University**
    Course Number and Name, e.g. DBA701: Doctoral Success Lab

    Your Professor’s Name, e.g. Professor Waddell

    Assignment Due Date, e.g. January 21, 2020

    **Graduate Studies in Business Academic Honesty Statement**

    My signature entered below constitutes my pledge that all the writing in this document is my own work, except for those portions which are properly documented and cited. I understand and accept the following definition of plagiarism:

    1. Plagiarism includes the literal repetition without acknowledgment of the writings of another author. All significant phrases, clauses, or passages in this paper which have been taken directly from source material have been enclosed in quotation marks and acknowledged in the text itself as well as on the Reference page.

    2. Plagiarism includes borrowing another’s ideas and representing them as my own.

    3. To paraphrase the thoughts of another writer without acknowledgement is plagiarism.

    4. Plagiarism also includes inadequate paraphrasing. Paraphrased passages (those put into my own words) have been properly acknowledged in the text and in the references.

    5. Plagiarism includes using another person or organization to prepare this paper and then submitting it as my own work.

    6. Plagiarism includes resubmitting my own previous work, in whole, or in part for a current assignment without the written consent of the current instructor.

    **Saint Leo University’s core value of integrity** requires that students pledge to be honest, just, and consistent in word and deed. I fully understand what plagiarism is, and I further understand that if plagiarism is detected in my paper, my professor will follow the procedures for academic dishonesty set forth by Saint Leo University, the Donald R. Tapia College of Business and the Graduate Student Handbook.

    **Student Signature: [Type Full Name Here]**

    **Abstract [Centered, Bold]**

    Start the abstract flush with the left margin; do not indent. According to the
    _Publication Manual of the American Psychological Association_(APA), “An abstract is a brief, comprehensive summary of the contents of the paper” (APA, 2020, p. 38). It allows readers to survey the contents of an article quickly and, like a title, it enables persons interested in the document to retrieve it from abstracting and indexing databases. The first line of the abstract is not indented. An abstract may range from 150 to 250 words (APA, 2020). Because an abstract is not always required for student papers, adhere to your instructor’s requirements.

    _Keywords:_ Follow the abstract with a selection of keywords that describe the important ideas or subjects in your paper. These help online readers search for your paper in a database.

    The keyword list should have its first line indented 0.5 inches. keywords are written in lowercase (except for proper nouns) and separated by commas. Do not place a period at the end of the list.

    ****Title of Your Paper [Centered, Bold]****
    Begin your paper on the next double-spaced line after the title, and indent all paragraphs 1/2 inch. In the updated manual on p. 154, writers are asked to include only
    **one space** between sentences rather than two spaces. When writing in APA style, you have two choices for in-text citations: narrative citations or parenthetical citations. According to a fictitious book by Harding and Jiménez (2020), a narrative citation occurs when you include “authors’ names as part of your sentence” (p. 24). Furthermore, Harding and Jiménez (2020) explain that you only need to provide a page number at the end of a narrative citation when directly quoting from the source. If the authors’ names do not appear in your sentence, you will use a “parenthetical citation” (Harding & Jiménez, 2020, p. 24). Similar to the above example, you only need to include a page number when quoting the authors’ original words (Harding & Jiménez, 2020). The APA manual summarizes these rules and related concepts on pp. 261-264.

    **All Headings Are Bold and Written in Title Case (Level 1, Bold, Centered)**

    You can read more about formatting section headings in the APA manual on pp. 47-49. Not included in this template is a level 5 heading, which is virtually identical to a level 4 heading, except it is italicized. According to the APA (2020), “The number of levels of heading needed for a paper depends on its length and complexity; three is average. … [S]hort student papers may not require any headings” (p. 48).

    **New Rules for Citations (Level 2, Bold, Left Justified)**

    **_First Rule_(Level 3, Flush Left, Italicized, Bold, No Punctuation)**

    Begin indented paragraph on the next line.
    A couple of important new rules concerning in-text citations appear in the APA manual. The first pertains to citing works by three or more authors. Instead of writing each author’s name in the first citation, then utilizing the abbreviation “et al.” for all subsequent citations, the APA advises writers to use the “et al.” abbreviation for
    _every_ in-text citation for works by three or more authors. For example, my first in-text citation for a work by three authors would look like this (Harris et al., 2020). This new guideline reduces the amount of clutter created by listing each author’s name. You can read more about the use of “et al.” on p. 266 of the APA manual.

    **_Second Rule_**

    The other significant change to in-text citation formatting has to do with repeating narrative citations. For example, if I am writing a paragraph focused specifically on the work of Brown (2016), I would need to provide the year in parenthesis only after the
    _first_ reference to Brown. As you can see, I could write more about the groundbreaking work of Brown without cluttering my paragraph with multiple in-text citations containing the year. However, if I am referencing more than one work by Brown, I must provide a complete in-text citation after
    _each_ reference to Brown. That way, my reader won’t be confused. I would also need to provide the year in any parenthetical citation referencing the author (Brown, 2016). This new rule is described on pp. 265-266 in the APA manual.

    **Similar Rule. (Level 4, Indented, Plain Text, Begins Paragraph, Punctuated)** In a similar vein, if I am writing a long paraphrase of a single work, I need to provide only one in-text citation at the beginning of the paragraph as long as “the context of the writing makes it clear that the same work continues to be paraphrased” (APA, 2020, p. 269). In other words, I could continue to write more about how the manual provides a helpful figure of this rule on p. 270. I would not need to provide a citation when telling you that if the paraphrase is long enough to warrant the creation of a new paragraph, you will need to provide an in-text citation at the top of the new paragraph. As you can see, I am still discussing the APA manual in a specific context, so I am not required to cite the manual again in this paragraph unless I introduce information from a new source. Even so, if you think your professor or reader might question where you found a certain piece of information, it won’t hurt to provide an extra citation or two.

    **Punctuating In-Text Citations**

    So far, you might have noticed that parenthetical citations typically appear
    _before_ the sentence’s end punctuation, because the parenthetical citation is just another element belonging to the sentence. However, there is one specific instance when the parenthetical citation comes
    _after_ the end punctuation. In the case of block quotations (a quotation of 40 words or more), you will introduce the quotation and demarcate it using special indentation:

    Pretend that this is the beginning of the block quotation. First, notice that this long quotation is not surrounded by marks. It is the
    _only_ time in your paper where you will quote something without using quotation marks. Next, the quotation is indented 1/2 inch from the left, and it’s left-justified, meaning that the quote’s left margin forms a straight line up and down. Last but not least, you will provide the parenthetical citation
    _after_ the end punctuation (and because it’s a direct quotation, you will include the page number). Use block quotes sparingly. (Harding, 2020, p. 49)

    If the original paragraph continues after the quotation, begin on the next double-spaced line, making sure that the line is flush left. If you want to begin a new paragraph after the block quotation, you will indent the new paragraph 1/2 inch from the left margin. Finally, if you include a narrative citation when introducing the block quote (i.e. “According to Harding (2020) …”), only include the page number in the parenthetical citation after the block quote. You can read more about these rules on pp. 272-273 of the APA manual.]

    **References [Centered, Bold]**

    Surname, A. A., & Surname B. B. (Year). Reference entry titles are written in sentence case: Sentence case titles for articles and shorter works are plain text and capitalized as if you were writing a sentence.
    _Publication Name_,
    _234_(2), 40-190.
    [https://doi.org/12.029303](https://doi.org/12.029303) (Example of journal article with DOI. DOI should be formatted as an active hyperlink)

    Surname, C. C. (Year).
    _This is the title of a book about China and India: Notice that book titles and titles of longer works are italicized_. Publisher Name. (Example of book and e-book. Writers are no longer required to identify e-book platform (e.g. “Kindle”) or database (e.g. “EBSCO”). For e-books, provide a DOI or URL if one is available. Read more on p. 321 of the manual.)

    REMOVE ALL YELLOW HIGHLIGHTS IF YOU USE THIS DOCUMENT AS A WORKABLE TEMPLATE!

    | | | |
    | — | — | — |
    | | | |

    **## HRA549_WrittenAssignmentRubric1.pdf**

    HRA 549 Expectations for Written Assignments and Papers

    1. FORMAT of assignments should conform to the following criteria:

     Margins should be 1” in all directions

     Papers should be double-spaced and in a single highly readable, black 12-point font (Arial,
    Times New Roman, Cambria, or Verdana are recommended). Headings may be larger

     The paper must follow the academic research format (APA) where applicable

     Format for any in-text citations and reference pages should also follow APA style

    2. GRADING RUBRIC

    Criteria

    Exceeds Expectations

    up to

    20% of max grade

    Meets
    Expectations

    up to

    15% of max grade

    Fails Expectations

    up to

    10% of max grade

    Content

    Position or thesis is
    very credible, logical,
    research sources are
    credible and sufficient
    to support arguments

    Position or thesis is
    credible, sources
    are credible

    Position or thesis lacks
    credibility, arguments are
    not clear or not well
    supported, sources are
    not credible or do not
    support arguments

    Clarity and
    Organization

    Concepts presented are
    clearly organized and
    easy to understand,
    early information leads
    to later information,
    coherently summarized

    Concepts presented
    are not organized
    logically, no
    coherent summary

    Concepts presented are
    unclear or difficult to
    understand, paper is
    disorganized and does not
    follow logical progression

    Creativity and
    Interest

    Presents new ideas
    and/or old ideas in
    interesting ways, writing
    style is formal but
    maintains interest,
    includes real-world
    applications

    Presents widely
    accepted ideas or
    discusses topics
    that are already well
    known without much
    attention to original
    content or reader
    interest

    Presents ideas that are
    clichéd or imitative, does
    not make topic interesting
    for reader

    Critical
    Thinking

    Clearly identifies
    assumptions, considers
    all implications and
    consequences of
    outcomes, and includes
    more than one point of
    view on the topic

    Treats some
    assumptions as fact,
    and/or considers
    some implications
    but not others,
    and/or does not fully
    consider point of
    view

    Fails to identify
    assumptions, and/or does
    not consider implications
    of outcomes, and/or is
    fixed on a single point of
    view without any opposing
    information

    Correctness:
    (Grammar,
    Spelling,

    Punctuation,
    Formatting)

    Grammar is
    appropriate, spelling,
    punctuation, and
    formatting accurate

    Grammar is
    appropriate, few
    spelling,
    punctuation, or
    formatting errors

    Grammar, spelling,
    punctuation, and/or
    formatting are
    inappropriate, incorrect,
    and unprofessional

    **## WEEK6ASSIGNMENTHRA549.docx**

    1

    4

    **Please address each part of this assignment. APA format. Please cite scholarly authors.**

    Choose a job that you are interested in. For this assignment, you may relate it to your term project by choosing a movie theater job title, or you may choose an unrelated job. You may choose the same job title you used for Module 5's Assignment (Assignment 4). Again,
    **you may not choose your own current job(s).** You may work with
    **_one_** partner, or on your own.

    Create a structured behavioral interview for the job you chose.

    Start by providing:

    · Job Title

    · Brief Job Description

    · Brief List of KSAOs (this can be presented in outline format/bullet points)

    Describe the interview in detail and
    **provide a minimum of 3 sample structured behavioral questions.** Be sure to:

    · Describe how you will develop the interview questions to ensure they are job-related and behaviorally-focused.

    · Explain when and where in the selection process it will occur and who will administer it (e.g., immediately after application vs. closer to the end of the selection process, remote vs. at the jobsite, HR staff vs. hiring managers, both, panel, etc.). Remember to give consideration to
    **_why_** you made these choices.

    · Discuss relative costs/person-hours required to conduct the interview and how this relates to the utility of the interview.

    · Provide a scoring rubric to rate candidate responses on
    **_each_** of your sample questions.

    · Your rubric should include behavioral anchors (explanations at each scale point, see the example on the next page – note that you may have as many or as few scale points as you wish, numeric or qualitative).

    Top of Form

    **0 Points**

    Candidate cannot describe any leadership experiences; describes experience in general terms without discussing specific leader behaviors; candidate does not have any experience leading a team

    **1 Point**

    Candidate describes specific behaviors, including experiences delegating, problem solving for group, addressing in-group conflicts, provides 0 or few specific examples

    **2 Points**

    Candidate describes experience delegating, problem solving for group, addressing in-group conflicts, gives specific examples of situations and how he/she learned from them or improved on them

    Expect to take about 3-4 pages (double-spaced, 12-point font) to complete this assignment. Your work will be graded on content, clarity, creativity, correctness, and, above all, critical thinking per the
    HRA Written Assignment Rubric.

    **Please cite scholarly authors.**

    **References**

    Burgess-Wilkerson, B. (2008). Selection and Interview Procedures at a Multinational Company.
    _Business Communication Quarterly_,
    _71_(1), 100–102.
    [https://doi-org.saintleo.idm.oclc.org/10.1177/1080569907313379](https://doi-org.saintleo.idm.oclc.org/10.1177/1080569907313379)

    Dewar, J. (2025, February 4). Reference Checks: Templates, Questions, and Best Practices for 2025. JobScore.
    [https://www.jobscore.com/articles/reference-checks/#the-benefits-of-reference-checks](https://www.jobscore.com/articles/reference-checks/)

    Hidden liability: Understand the risks of negligent hiring. (2013).
    _HR Specialist: Texas Employment Law_,
    _8_(7), 4.

    Sackett, P. R., Borneman, M. J., & Connelly. (2008). High-Stakes Testing in Higher Education and Employment: Appraising the Evidence for Validity and Fairness.
    _American Psychologist_,
    _63_(4), 215–227.

    TemPositions (2024, January 3). What is BioData? An In-depth Understanding for Job Seekers and Employers. Recruitment Blog.
    [https://www.tempositions.com/blog/what-is-biodata/](https://www.tempositions.com/blog/what-is-biodata/)

    **## APA_RequiredCoverPage_and_Template_7thed11.docx**

    SHORTENED TITLE IN ALL CAPITALS 1

    SHORTENED TITLE IN ALL CAPITALS 1

    **Your Paper’s Title: Title Is Centered and Bold, Three or Four Lines Down**

    LEAVE A BLANK SPACE

    ## Your Name

    **Donald R. Tapia College of Business, Saint Leo University**
    Course Number and Name, e.g. DBA701: Doctoral Success Lab

    Your Professor’s Name, e.g. Professor Waddell

    Assignment Due Date, e.g. January 21, 2020

    **Graduate Studies in Business Academic Honesty Statement**

    My signature entered below constitutes my pledge that all the writing in this document is my own work, except for those portions which are properly documented and cited. I understand and accept the following definition of plagiarism:

    1. Plagiarism includes the literal repetition without acknowledgment of the writings of another author. All significant phrases, clauses, or passages in this paper which have been taken directly from source material have been enclosed in quotation marks and acknowledged in the text itself as well as on the Reference page.

    2. Plagiarism includes borrowing another’s ideas and representing them as my own.

    3. To paraphrase the thoughts of another writer without acknowledgement is plagiarism.

    4. Plagiarism also includes inadequate paraphrasing. Paraphrased passages (those put into my own words) have been properly acknowledged in the text and in the references.

    5. Plagiarism includes using another person or organization to prepare this paper and then submitting it as my own work.

    6. Plagiarism includes resubmitting my own previous work, in whole, or in part for a current assignment without the written consent of the current instructor.

    **Saint Leo University’s core value of integrity** requires that students pledge to be honest, just, and consistent in word and deed. I fully understand what plagiarism is, and I further understand that if plagiarism is detected in my paper, my professor will follow the procedures for academic dishonesty set forth by Saint Leo University, the Donald R. Tapia College of Business and the Graduate Student Handbook.

    **Student Signature: [Type Full Name Here]**

    **Abstract [Centered, Bold]**

    Start the abstract flush with the left margin; do not indent. According to the
    _Publication Manual of the American Psychological Association_(APA), “An abstract is a brief, comprehensive summary of the contents of the paper” (APA, 2020, p. 38). It allows readers to survey the contents of an article quickly and, like a title, it enables persons interested in the document to retrieve it from abstracting and indexing databases. The first line of the abstract is not indented. An abstract may range from 150 to 250 words (APA, 2020). Because an abstract is not always required for student papers, adhere to your instructor’s requirements.

    _Keywords:_ Follow the abstract with a selection of keywords that describe the important ideas or subjects in your paper. These help online readers search for your paper in a database.

    The keyword list should have its first line indented 0.5 inches. keywords are written in lowercase (except for proper nouns) and separated by commas. Do not place a period at the end of the list.

    ****Title of Your Paper [Centered, Bold]****
    Begin your paper on the next double-spaced line after the title, and indent all paragraphs 1/2 inch. In the updated manual on p. 154, writers are asked to include only
    **one space** between sentences rather than two spaces. When writing in APA style, you have two choices for in-text citations: narrative citations or parenthetical citations. According to a fictitious book by Harding and Jiménez (2020), a narrative citation occurs when you include “authors’ names as part of your sentence” (p. 24). Furthermore, Harding and Jiménez (2020) explain that you only need to provide a page number at the end of a narrative citation when directly quoting from the source. If the authors’ names do not appear in your sentence, you will use a “parenthetical citation” (Harding & Jiménez, 2020, p. 24). Similar to the above example, you only need to include a page number when quoting the authors’ original words (Harding & Jiménez, 2020). The APA manual summarizes these rules and related concepts on pp. 261-264.

    **All Headings Are Bold and Written in Title Case (Level 1, Bold, Centered)**

    You can read more about formatting section headings in the APA manual on pp. 47-49. Not included in this template is a level 5 heading, which is virtually identical to a level 4 heading, except it is italicized. According to the APA (2020), “The number of levels of heading needed for a paper depends on its length and complexity; three is average. … [S]hort student papers may not require any headings” (p. 48).

    **New Rules for Citations (Level 2, Bold, Left Justified)**

    **_First Rule_(Level 3, Flush Left, Italicized, Bold, No Punctuation)**

    Begin indented paragraph on the next line.
    A couple of important new rules concerning in-text citations appear in the APA manual. The first pertains to citing works by three or more authors. Instead of writing each author’s name in the first citation, then utilizing the abbreviation “et al.” for all subsequent citations, the APA advises writers to use the “et al.” abbreviation for
    _every_ in-text citation for works by three or more authors. For example, my first in-text citation for a work by three authors would look like this (Harris et al., 2020). This new guideline reduces the amount of clutter created by listing each author’s name. You can read more about the use of “et al.” on p. 266 of the APA manual.

    **_Second Rule_**

    The other significant change to in-text citation formatting has to do with repeating narrative citations. For example, if I am writing a paragraph focused specifically on the work of Brown (2016), I would need to provide the year in parenthesis only after the
    _first_ reference to Brown. As you can see, I could write more about the groundbreaking work of Brown without cluttering my paragraph with multiple in-text citations containing the year. However, if I am referencing more than one work by Brown, I must provide a complete in-text citation after
    _each_ reference to Brown. That way, my reader won’t be confused. I would also need to provide the year in any parenthetical citation referencing the author (Brown, 2016). This new rule is described on pp. 265-266 in the APA manual.

    **Similar Rule. (Level 4, Indented, Plain Text, Begins Paragraph, Punctuated)** In a similar vein, if I am writing a long paraphrase of a single work, I need to provide only one in-text citation at the beginning of the paragraph as long as “the context of the writing makes it clear that the same work continues to be paraphrased” (APA, 2020, p. 269). In other words, I could continue to write more about how the manual provides a helpful figure of this rule on p. 270. I would not need to provide a citation when telling you that if the paraphrase is long enough to warrant the creation of a new paragraph, you will need to provide an in-text citation at the top of the new paragraph. As you can see, I am still discussing the APA manual in a specific context, so I am not required to cite the manual again in this paragraph unless I introduce information from a new source. Even so, if you think your professor or reader might question where you found a certain piece of information, it won’t hurt to provide an extra citation or two.

    **Punctuating In-Text Citations**

    So far, you might have noticed that parenthetical citations typically appear
    _before_ the sentence’s end punctuation, because the parenthetical citation is just another element belonging to the sentence. However, there is one specific instance when the parenthetical citation comes
    _after_ the end punctuation. In the case of block quotations (a quotation of 40 words or more), you will introduce the quotation and demarcate it using special indentation:

    Pretend that this is the beginning of the block quotation. First, notice that this long quotation is not surrounded by marks. It is the
    _only_ time in your paper where you will quote something without using quotation marks. Next, the quotation is indented 1/2 inch from the left, and it’s left-justified, meaning that the quote’s left margin forms a straight line up and down. Last but not least, you will provide the parenthetical citation
    _after_ the end punctuation (and because it’s a direct quotation, you will include the page number). Use block quotes sparingly. (Harding, 2020, p. 49)

    If the original paragraph continues after the quotation, begin on the next double-spaced line, making sure that the line is flush left. If you want to begin a new paragraph after the block quotation, you will indent the new paragraph 1/2 inch from the left margin. Finally, if you include a narrative citation when introducing the block quote (i.e. “According to Harding (2020) …”), only include the page number in the parenthetical citation after the block quote. You can read more about these rules on pp. 272-273 of the APA manual.]

    **References [Centered, Bold]**

    Surname, A. A., & Surname B. B. (Year). Reference entry titles are written in sentence case: Sentence case titles for articles and shorter works are plain text and capitalized as if you were writing a sentence.
    _Publication Name_,
    _234_(2), 40-190.
    [https://doi.org/12.029303](https://doi.org/12.029303) (Example of journal article with DOI. DOI should be formatted as an active hyperlink)

    Surname, C. C. (Year).
    _This is the title of a book about China and India: Notice that book titles and titles of longer works are italicized_. Publisher Name. (Example of book and e-book. Writers are no longer required to identify e-book platform (e.g. “Kindle”) or database (e.g. “EBSCO”). For e-books, provide a DOI or URL if one is available. Read more on p. 321 of the manual.)

    REMOVE ALL YELLOW HIGHLIGHTS IF YOU USE THIS DOCUMENT AS A WORKABLE TEMPLATE!

    | | | |
    | — | — | — |
    | | | |

    **## HRA549_WrittenAssignmentRubric1.pdf**

    HRA 549 Expectations for Written Assignments and Papers

    1. FORMAT of assignments should conform to the following criteria:

     Margins should be 1” in all directions

     Papers should be double-spaced and in a single highly readable, black 12-point font (Arial,
    Times New Roman, Cambria, or Verdana are recommended). Headings may be larger

     The paper must follow the academic research format (APA) where applicable

     Format for any in-text citations and reference pages should also follow APA style

    2. GRADING RUBRIC

    Criteria

    Exceeds Expectations

    up to

    20% of max grade

    Meets
    Expectations

    up to

    15% of max grade

    Fails Expectations

    up to

    10% of max grade

    Content

    Position or thesis is
    very credible, logical,
    research sources are
    credible and sufficient
    to support arguments

    Position or thesis is
    credible, sources
    are credible

    Position or thesis lacks
    credibility, arguments are
    not clear or not well
    supported, sources are
    not credible or do not
    support arguments

    Clarity and
    Organization

    Concepts presented are
    clearly organized and
    easy to understand,
    early information leads
    to later information,
    coherently summarized

    Concepts presented
    are not organized
    logically, no
    coherent summary

    Concepts presented are
    unclear or difficult to
    understand, paper is
    disorganized and does not
    follow logical progression

    Creativity and
    Interest

    Presents new ideas
    and/or old ideas in
    interesting ways, writing
    style is formal but
    maintains interest,
    includes real-world
    applications

    Presents widely
    accepted ideas or
    discusses topics
    that are already well
    known without much
    attention to original
    content or reader
    interest

    Presents ideas that are
    clichéd or imitative, does
    not make topic interesting
    for reader

    Critical
    Thinking

    Clearly identifies
    assumptions, considers
    all implications and
    consequences of
    outcomes, and includes
    more than one point of
    view on the topic

    Treats some
    assumptions as fact,
    and/or considers
    some implications
    but not others,
    and/or does not fully
    consider point of
    view

    Fails to identify
    assumptions, and/or does
    not consider implications
    of outcomes, and/or is
    fixed on a single point of
    view without any opposing
    information

    Correctness:
    (Grammar,
    Spelling,

    Punctuation,
    Formatting)

    Grammar is
    appropriate, spelling,
    punctuation, and
    formatting accurate

    Grammar is
    appropriate, few
    spelling,
    punctuation, or
    formatting errors

    Grammar, spelling,
    punctuation, and/or
    formatting are
    inappropriate, incorrect,
    and unprofessional

    **## WEEK6ASSIGNMENTHRA549.docx**

    1

    4

    **Please address each part of this assignment. APA format. Please cite scholarly authors.**

    Choose a job that you are interested in. For this assignment, you may relate it to your term project by choosing a movie theater job title, or you may choose an unrelated job. You may choose the same job title you used for Module 5's Assignment (Assignment 4). Again,
    **you may not choose your own current job(s).** You may work with
    **_one_** partner, or on your own.

    Create a structured behavioral interview for the job you chose.

    Start by providing:

    · Job Title

    · Brief Job Description

    · Brief List of KSAOs (this can be presented in outline format/bullet points)

    Describe the interview in detail and
    **provide a minimum of 3 sample structured behavioral questions.** Be sure to:

    · Describe how you will develop the interview questions to ensure they are job-related and behaviorally-focused.

    · Explain when and where in the selection process it will occur and who will administer it (e.g., immediately after application vs. closer to the end of the selection process, remote vs. at the jobsite, HR staff vs. hiring managers, both, panel, etc.). Remember to give consideration to
    **_why_** you made these choices.

    · Discuss relative costs/person-hours required to conduct the interview and how this relates to the utility of the interview.

    · Provide a scoring rubric to rate candidate responses on
    **_each_** of your sample questions.

    · Your rubric should include behavioral anchors (explanations at each scale point, see the example on the next page – note that you may have as many or as few scale points as you wish, numeric or qualitative).

    Top of Form

    **0 Points**

    Candidate cannot describe any leadership experiences; describes experience in general terms without discussing specific leader behaviors; candidate does not have any experience leading a team

    **1 Point**

    Candidate describes specific behaviors, including experiences delegating, problem solving for group, addressing in-group conflicts, provides 0 or few specific examples

    **2 Points**

    Candidate describes experience delegating, problem solving for group, addressing in-group conflicts, gives specific examples of situations and how he/she learned from them or improved on them

    Expect to take about 3-4 pages (double-spaced, 12-point font) to complete this assignment. Your work will be graded on content, clarity, creativity, correctness, and, above all, critical thinking per the
    HRA Written Assignment Rubric.

    **Please cite scholarly authors.**

    **References**

    Burgess-Wilkerson, B. (2008). Selection and Interview Procedures at a Multinational Company.
    _Business Communication Quarterly_,
    _71_(1), 100–102.
    [https://doi-org.saintleo.idm.oclc.org/10.1177/1080569907313379](https://doi-org.saintleo.idm.oclc.org/10.1177/1080569907313379)

    Dewar, J. (2025, February 4). Reference Checks: Templates, Questions, and Best Practices for 2025. JobScore.
    [https://www.jobscore.com/articles/reference-checks/#the-benefits-of-reference-checks](https://www.jobscore.com/articles/reference-checks/)

    Hidden liability: Understand the risks of negligent hiring. (2013).
    _HR Specialist: Texas Employment Law_,
    _8_(7), 4.

    Sackett, P. R., Borneman, M. J., & Connelly. (2008). High-Stakes Testing in Higher Education and Employment: Appraising the Evidence for Validity and Fairness.
    _American Psychologist_,
    _63_(4), 215–227.

    TemPositions (2024, January 3). What is BioData? An In-depth Understanding for Job Seekers and Employers. Recruitment Blog.
    [https://www.tempositions.com/blog/what-is-biodata/](https://www.tempositions.com/blog/what-is-biodata/)

    **## APA_RequiredCoverPage_and_Template_7thed11.docx**

    SHORTENED TITLE IN ALL CAPITALS 1

    SHORTENED TITLE IN ALL CAPITALS 1

    **Your Paper’s Title: Title Is Centered and Bold, Three or Four Lines Down**

    LEAVE A BLANK SPACE

    ## Your Name

    **Donald R. Tapia College of Business, Saint Leo University**
    Course Number and Name, e.g. DBA701: Doctoral Success Lab

    Your Professor’s Name, e.g. Professor Waddell

    Assignment Due Date, e.g. January 21, 2020

    **Graduate Studies in Business Academic Honesty Statement**

    My signature entered below constitutes my pledge that all the writing in this document is my own work, except for those portions which are properly documented and cited. I understand and accept the following definition of plagiarism:

    1. Plagiarism includes the literal repetition without acknowledgment of the writings of another author. All significant phrases, clauses, or passages in this paper which have been taken directly from source material have been enclosed in quotation marks and acknowledged in the text itself as well as on the Reference page.

    2. Plagiarism includes borrowing another’s ideas and representing them as my own.

    3. To paraphrase the thoughts of another writer without acknowledgement is plagiarism.

    4. Plagiarism also includes inadequate paraphrasing. Paraphrased passages (those put into my own words) have been properly acknowledged in the text and in the references.

    5. Plagiarism includes using another person or organization to prepare this paper and then submitting it as my own work.

    6. Plagiarism includes resubmitting my own previous work, in whole, or in part for a current assignment without the written consent of the current instructor.

    **Saint Leo University’s core value of integrity** requires that students pledge to be honest, just, and consistent in word and deed. I fully understand what plagiarism is, and I further understand that if plagiarism is detected in my paper, my professor will follow the procedures for academic dishonesty set forth by Saint Leo University, the Donald R. Tapia College of Business and the Graduate Student Handbook.

    **Student Signature: [Type Full Name Here]**

    **Abstract [Centered, Bold]**

    Start the abstract flush with the left margin; do not indent. According to the
    _Publication Manual of the American Psychological Association_(APA), “An abstract is a brief, comprehensive summary of the contents of the paper” (APA, 2020, p. 38). It allows readers to survey the contents of an article quickly and, like a title, it enables persons interested in the document to retrieve it from abstracting and indexing databases. The first line of the abstract is not indented. An abstract may range from 150 to 250 words (APA, 2020). Because an abstract is not always required for student papers, adhere to your instructor’s requirements.

    _Keywords:_ Follow the abstract with a selection of keywords that describe the important ideas or subjects in your paper. These help online readers search for your paper in a database.

    The keyword list should have its first line indented 0.5 inches. keywords are written in lowercase (except for proper nouns) and separated by commas. Do not place a period at the end of the list.

    ****Title of Your Paper [Centered, Bold]****
    Begin your paper on the next double-spaced line after the title, and indent all paragraphs 1/2 inch. In the updated manual on p. 154, writers are asked to include only
    **one space** between sentences rather than two spaces. When writing in APA style, you have two choices for in-text citations: narrative citations or parenthetical citations. According to a fictitious book by Harding and Jiménez (2020), a narrative citation occurs when you include “authors’ names as part of your sentence” (p. 24). Furthermore, Harding and Jiménez (2020) explain that you only need to provide a page number at the end of a narrative citation when directly quoting from the source. If the authors’ names do not appear in your sentence, you will use a “parenthetical citation” (Harding & Jiménez, 2020, p. 24). Similar to the above example, you only need to include a page number when quoting the authors’ original words (Harding & Jiménez, 2020). The APA manual summarizes these rules and related concepts on pp. 261-264.

    **All Headings Are Bold and Written in Title Case (Level 1, Bold, Centered)**

    You can read more about formatting section headings in the APA manual on pp. 47-49. Not included in this template is a level 5 heading, which is virtually identical to a level 4 heading, except it is italicized. According to the APA (2020), “The number of levels of heading needed for a paper depends on its length and complexity; three is average. … [S]hort student papers may not require any headings” (p. 48).

    **New Rules for Citations (Level 2, Bold, Left Justified)**

    **_First Rule_(Level 3, Flush Left, Italicized, Bold, No Punctuation)**

    Begin indented paragraph on the next line.
    A couple of important new rules concerning in-text citations appear in the APA manual. The first pertains to citing works by three or more authors. Instead of writing each author’s name in the first citation, then utilizing the abbreviation “et al.” for all subsequent citations, the APA advises writers to use the “et al.” abbreviation for
    _every_ in-text citation for works by three or more authors. For example, my first in-text citation for a work by three authors would look like this (Harris et al., 2020). This new guideline reduces the amount of clutter created by listing each author’s name. You can read more about the use of “et al.” on p. 266 of the APA manual.

    **_Second Rule_**

    The other significant change to in-text citation formatting has to do with repeating narrative citations. For example, if I am writing a paragraph focused specifically on the work of Brown (2016), I would need to provide the year in parenthesis only after the
    _first_ reference to Brown. As you can see, I could write more about the groundbreaking work of Brown without cluttering my paragraph with multiple in-text citations containing the year. However, if I am referencing more than one work by Brown, I must provide a complete in-text citation after
    _each_ reference to Brown. That way, my reader won’t be confused. I would also need to provide the year in any parenthetical citation referencing the author (Brown, 2016). This new rule is described on pp. 265-266 in the APA manual.

    **Similar Rule. (Level 4, Indented, Plain Text, Begins Paragraph, Punctuated)** In a similar vein, if I am writing a long paraphrase of a single work, I need to provide only one in-text citation at the beginning of the paragraph as long as “the context of the writing makes it clear that the same work continues to be paraphrased” (APA, 2020, p. 269). In other words, I could continue to write more about how the manual provides a helpful figure of this rule on p. 270. I would not need to provide a citation when telling you that if the paraphrase is long enough to warrant the creation of a new paragraph, you will need to provide an in-text citation at the top of the new paragraph. As you can see, I am still discussing the APA manual in a specific context, so I am not required to cite the manual again in this paragraph unless I introduce information from a new source. Even so, if you think your professor or reader might question where you found a certain piece of information, it won’t hurt to provide an extra citation or two.

    **Punctuating In-Text Citations**

    So far, you might have noticed that parenthetical citations typically appear
    _before_ the sentence’s end punctuation, because the parenthetical citation is just another element belonging to the sentence. However, there is one specific instance when the parenthetical citation comes
    _after_ the end punctuation. In the case of block quotations (a quotation of 40 words or more), you will introduce the quotation and demarcate it using special indentation:

    Pretend that this is the beginning of the block quotation. First, notice that this long quotation is not surrounded by marks. It is the
    _only_ time in your paper where you will quote something without using quotation marks. Next, the quotation is indented 1/2 inch from the left, and it’s left-justified, meaning that the quote’s left margin forms a straight line up and down. Last but not least, you will provide the parenthetical citation
    _after_ the end punctuation (and because it’s a direct quotation, you will include the page number). Use block quotes sparingly. (Harding, 2020, p. 49)

    If the original paragraph continues after the quotation, begin on the next double-spaced line, making sure that the line is flush left. If you want to begin a new paragraph after the block quotation, you will indent the new paragraph 1/2 inch from the left margin. Finally, if you include a narrative citation when introducing the block quote (i.e. “According to Harding (2020) …”), only include the page number in the parenthetical citation after the block quote. You can read more about these rules on pp. 272-273 of the APA manual.]

    **References [Centered, Bold]**

    Surname, A. A., & Surname B. B. (Year). Reference entry titles are written in sentence case: Sentence case titles for articles and shorter works are plain text and capitalized as if you were writing a sentence.
    _Publication Name_,
    _234_(2), 40-190.
    [https://doi.org/12.029303](https://doi.org/12.029303) (Example of journal article with DOI. DOI should be formatted as an active hyperlink)

    Surname, C. C. (Year).
    _This is the title of a book about China and India: Notice that book titles and titles of longer works are italicized_. Publisher Name. (Example of book and e-book. Writers are no longer required to identify e-book platform (e.g. “Kindle”) or database (e.g. “EBSCO”). For e-books, provide a DOI or URL if one is available. Read more on p. 321 of the manual.)

    REMOVE ALL YELLOW HIGHLIGHTS IF YOU USE THIS DOCUMENT AS A WORKABLE TEMPLATE!

    | | | |
    | — | — | — |
    | | | |

  • [Solved] WEEK 6 DISCUSSION HRA

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    SEE ATTACHED – 2 years ago **files (2)** – ## GradDiscussionRubric.pdf – ## WEEK6DISRESPHRA549.docx **## GradDiscussionRubric.pdf** TCOB Graduate Studies Discussion Rubric Criteria No Submission 0 points Novice (Criterion is missing or not in evidence) 1-13 points Basic (works towards meeting expect…

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    Assignment Prompt & Instructions

    SEE ATTACHED

    – 2 years ago

    **files (2)**

    – ## GradDiscussionRubric.pdf

    – ## WEEK6DISRESPHRA549.docx

    **## GradDiscussionRubric.pdf**

    TCOB Graduate Studies Discussion Rubric

    Criteria No Submission

    0 points

    Novice
    (Criterion is missing or not

    in evidence)
    1-13 points

    Basic
    (works towards meeting

    expectations;
    performance needs

    improvement)
    14-16 points

    Proficient
    (meets expectations;

    performance is satisfactory)
    17-18 points

    Exemplary
    (exceeds expectations;

    performance is outstanding)
    19-20 points

    Support of
    Week's Reading

    No Student
    Submission
    (0 points)

    Does not refer to the
    readings to support postings

    (1-13 points)

    Alludes to the readings
    to support postings

    (14-16 points)

    Refers to examples from the
    readings to support postings

    (17-18 points)

    Provides concrete examples from
    the readings to support postings;

    integrates prior readings in
    postings

    (19-20 points)

    Observations No Student
    Submission
    (0 points)

    Does not integrate personal
    observations or knowledge;

    does not present new
    observations
    (1-13 points)

    Integrates personal
    observations and

    knowledge in a cursory
    manner; does not

    present new
    observations

    (14-16 points)

    Integrates personal
    observations and knowledge
    in an accurate way; presents

    new observations
    (17-18 points)

    Integrates personal observations
    and knowledge in an accurate and

    highly insightful way; presents
    new observations

    (19-20 points)

    Response to
    Classmates

    No Student
    Submission

    (0 points)

    Responds in a cursory
    manner to classmates’

    postings
    (1-13 points)

    Constructively responds
    to classmates’ postings

    (14-16 points)

    Constructively responds to
    classmates’ postings; offers

    insight that encourages other
    students to think critically

    about their own work.
    (17-18 points)

    Constructively responds to
    classmates’ postings; masterfully
    connects the material presented
    in classmates’ postings to their

    responses; encourages classmates
    to think critically about their own

    work.
    (19-20 points)

    Organization,
    Word Choice,
    and Sentence

    Structure

    No Student
    Submission

    (0 points)

    Posts are disorganized and
    information is not presented
    in a logical sequence; word

    choice and sentence
    structure are not suitable

    (1-13 points)

    Posts are somewhat
    disorganized, and
    information is not

    presented in a logical
    sequence; word choice
    and sentence structure

    are not suitable
    (14-16 points)

    Posts are organized, and
    information is presented in a

    logical sequence; word
    choice and sentence

    structure are suitable; there
    are a few errors; however,

    errors do not affect
    readability.

    (17-18 points)

    Posts are organized and
    information is presented in a

    logical sequence; word choice and
    sentence structure are suitable;

    no errors in the response.
    (19-20 points)

    References No Student
    Submission

    (0 points)

    Includes no sources to
    support conclusions

    (1-13 points)

    Includes 1 outside
    source to support and
    enrich the discussion;

    Includes 2 or more outside
    sources to support and
    enrich the discussion;

    sources are properly cited in

    Includes 2 or more outside
    sources to support and enrich the
    discussion; sources are cited using

    APA format; style guidelines are

    TCOB Graduate Studies Discussion Rubric

    sources are not properly
    cited in APA format

    (14-16 points)

    APA format and are properly
    integrated into the discussion

    response
    (17-18 points)

    masterfully integrated into the
    discussion response.

    (19-20 points)

    **## WEEK6DISRESPHRA549.docx**

    1

    4

    **Please address each part of this assignment. APA format. Please cite scholarly authors.**

    **1a.** Your boss sent you the following email this morning: "Headquarters just told us we need to cut our HR department costs and our time to hire. I need you to look at our selection procedures and recommend what tools we can eliminate from our process to save time and money."

    Choose
    **TWO of the following selection** procedures to eliminate. (
    **Note:** when responding, assume none of these procedures are required by law):

    ·  Resume Check

    · Biographical Information Blank

    · Job Knowledge Test

    · Panel Interview

    · Application

    · Reference Check

    · Integrity Test

    · Drug Test

    Which procedures would you recommend eliminating? Defend your recommendations: Why did you suggest these specific procedures? Where and how could you compensate for the eliminated procedures?

    Be sure to review the Discussion Guidelines in the Start Here menu before posting.

    \*\*\********************************************************************************************

    **1b.**

    **Specifically, focus your responses to your peers' initial postings using the following prompts:**

    · Why do you think your peers should not have eliminated specific procedures?

    · What issues did your peers miss when they recommended specific procedures?

    · What additional support can you add to your peers' recommendations?

    **KW:** To address the challenge of cutting HR department costs and reducing the time to hire, I recommend eliminating two selection procedures: integrity testing and pre-employment drug testing.

    Regarding pre-employment drug testing, it's important to note that it's not universally required by law across all industries. While certain industries, like those in the U.S. government, may have specific regulations that mandate drug testing (Clockfly, n.d.), federal law doesn’t require it for all job positions. Many employers choose to implement drug testing voluntarily, primarily to minimize risks related to substance abuse and to ensure a safe work environment. However, this process can be both costly and time-consuming, as it adds steps to the hiring process. Drug tests require scheduling, and waiting for results can significantly delay hiring timelines. By eliminating this step, we could significantly expedite the hiring process and cut down on associated costs (Nagele-Piazza, 2020). Furthermore, state laws vary on drug testing, which adds unnecessary complexity. Removing drug testing from our selection procedure could help us standardize our hiring practices and reduce unnecessary expenses.

    As for integrity testing, it’s commonly used by organizations to identify individuals who may pose a risk to the company due to dishonesty or a lack of strong moral principles. While these tests are appropriate in high-risk environments, they are neither required by law nor necessary for every role. Integrity tests are often costly, time-consuming, and can slow down the hiring process (Fedweek, 2019). In many cases, integrity tests identify candidates who are likely to fail at later stages, like background checks, but they are not essential for all positions (Fedweek, 2019). Eliminating integrity testing could save time, reduce costs, and allow us to make quicker decisions when evaluating candidates.

    By eliminating both integrity testing and pre-employment drug testing, we would streamline the hiring process, reduce costs, and improve efficiency. Removing these steps would allow us to focus more on assessing candidates' core competencies while minimizing delays and expenses tied to unnecessary procedures.

    **References**

    Clockify. (n.d.).
    _Pre-employment drug testing laws by state — Detailed guide_. Clockify. Retrieved February 18, 2025, from
    [https://clockify.me/learn/business-management/pre-employment-drug-testing-laws-by-state](https://clockify.me/learn/business-management/pre-employment-drug-testing-laws-by-state)

    FEDweek Staff. (2019, May 29).
    _MSPB weighs pros, cons of ‘integrity testing’_. FEDweek. Retrieved February 18, 2025, from
    [https://www.fedweek.com/issue-briefs/mspb-weighs-pros-cons-of-integrity-testing/](https://www.fedweek.com/issue-briefs/mspb-weighs-pros-cons-of-integrity-testing/)

    Nagele-Piazza, L. (2020, January 21).
    _Workplace drug testing: Weighing the pros and cons_. Society for Human Resource Management. Retrieved February 18, 2025, from
    [https://www.shrm.org/topics-tools/employment-law-compliance/workplace-drug-testing-weighing-pros-cons](https://www.shrm.org/topics-tools/employment-law-compliance/workplace-drug-testing-weighing-pros-cons)

    **JA.**

    When implementing the best interview, the first step should be to create policies and procedures that abide by federal and state laws while supporting the company’s vision, mission, values, and strategy, regardless of the candidate's area (Burgess-Wilkerson, 2008). The two selection procedures I would recommend eliminating are reference check and biographical information blank.

    **Reference Checks**

    Our reading of the HR Specialist: Texas Employment Law (2013) article found that using discretion in hiring while still thoroughly investigating candidates' backgrounds will ensure that a “duty of care” was taken to protect workers, customers, and clients from injury caused by an unfit employee who showed signs during the hiring process of posing a risk. A resume check verifies that what a candidate submitted on their employment application is accurate. Since we already have this as part of the hiring process, reference checks seem to be an additional layer that does not provide a true picture of the candidate's skills, work style, or work ethic.

    Reference checks, while seemingly a valuable tool, often fall short in providing a comprehensive view of a candidate's skills and work ethic. Candidates typically select references who will speak favorably of them, leading to a biased and subjective perspective on their performance and workplace behavior (Dewar, 2025).

    **Biographical Information Blank**

    The accurate measure of validity for an employment test should not just be based on the ability to master and take a test but also include ways to measure the performance of the developed abilities in areas such as diligence, persistence, energy, and drive (Sackett et al., 2008).        Selection tests for potential employees have long been scrutinized for companies' fairness and true ability to “funnel” the knowledge, skills, abilities, and other characteristics (KSAOs) they are searching for to pool the right candidates to interview. Biographical Information or BioData is a software or document providing comprehensive details about an individual’s personal and professional life (TemPostions, 2024). This information is collected based on a series of questions and other sources such as education, publications, awards, and other academic achievements. BioData shows a potential candidate's cultural and personal background, not just professional capabilities (Dewar, 2025).  This information is nice to have, but the amount of time, resources, and money spent to find out this new hire’s cultural and personal background can be answered by specific questions during the panel interview. As a side note, be careful when including BioData because this could violate equal employment opportunity laws (EEO).

    Hiring processes should be adaptive, tailored to the unique skills, hiring practices, and ethical norms of each job. No one-size-fits-all set of selection procedures exists. It's crucial to go beyond selection systems and personally interview candidates. This direct interaction allows for a more accurate assessment of their individual drive and level of work ethic.

    **References**

    Burgess-Wilkerson, B. (2008). Selection and Interview Procedures at a Multinational Company.
    _Business Communication Quarterly_,
    _71_(1), 100–102.
    [https://doi-org.saintleo.idm.oclc.org/10.1177/1080569907313379](https://doi-org.saintleo.idm.oclc.org/10.1177/1080569907313379)

    Dewar, J. (2025, February 4). Reference Checks: Templates, Questions, and Best Practices for 2025. JobScore.
    [https://www.jobscore.com/articles/reference-checks/#the-benefits-of-reference-checks](https://www.jobscore.com/articles/reference-checks/)

    Hidden liability: Understand the risks of negligent hiring. (2013).
    _HR Specialist: Texas Employment Law_,
    _8_(7), 4.

    Sackett, P. R., Borneman, M. J., & Connelly. (2008). High-Stakes Testing in Higher Education and Employment: Appraising the Evidence for Validity and Fairness.
    _American Psychologist_,
    _63_(4), 215–227.

    TemPositions (2024, January 3). What is BioData? An In-depth Understanding for Job Seekers and Employers. Recruitment Blog.
    [https://www.tempositions.com/blog/what-is-biodata/](https://www.tempositions.com/blog/what-is-biodata/)

    **## WEEK6DISRESPHRA549.docx**

    1

    4

    **Please address each part of this assignment. APA format. Please cite scholarly authors.**

    **1a.** Your boss sent you the following email this morning: "Headquarters just told us we need to cut our HR department costs and our time to hire. I need you to look at our selection procedures and recommend what tools we can eliminate from our process to save time and money."

    Choose
    **TWO of the following selection** procedures to eliminate. (
    **Note:** when responding, assume none of these procedures are required by law):

    ·  Resume Check

    · Biographical Information Blank

    · Job Knowledge Test

    · Panel Interview

    · Application

    · Reference Check

    · Integrity Test

    · Drug Test

    Which procedures would you recommend eliminating? Defend your recommendations: Why did you suggest these specific procedures? Where and how could you compensate for the eliminated procedures?

    Be sure to review the Discussion Guidelines in the Start Here menu before posting.

    \*\*\********************************************************************************************

    **1b.**

    **Specifically, focus your responses to your peers' initial postings using the following prompts:**

    · Why do you think your peers should not have eliminated specific procedures?

    · What issues did your peers miss when they recommended specific procedures?

    · What additional support can you add to your peers' recommendations?

    **KW:** To address the challenge of cutting HR department costs and reducing the time to hire, I recommend eliminating two selection procedures: integrity testing and pre-employment drug testing.

    Regarding pre-employment drug testing, it's important to note that it's not universally required by law across all industries. While certain industries, like those in the U.S. government, may have specific regulations that mandate drug testing (Clockfly, n.d.), federal law doesn’t require it for all job positions. Many employers choose to implement drug testing voluntarily, primarily to minimize risks related to substance abuse and to ensure a safe work environment. However, this process can be both costly and time-consuming, as it adds steps to the hiring process. Drug tests require scheduling, and waiting for results can significantly delay hiring timelines. By eliminating this step, we could significantly expedite the hiring process and cut down on associated costs (Nagele-Piazza, 2020). Furthermore, state laws vary on drug testing, which adds unnecessary complexity. Removing drug testing from our selection procedure could help us standardize our hiring practices and reduce unnecessary expenses.

    As for integrity testing, it’s commonly used by organizations to identify individuals who may pose a risk to the company due to dishonesty or a lack of strong moral principles. While these tests are appropriate in high-risk environments, they are neither required by law nor necessary for every role. Integrity tests are often costly, time-consuming, and can slow down the hiring process (Fedweek, 2019). In many cases, integrity tests identify candidates who are likely to fail at later stages, like background checks, but they are not essential for all positions (Fedweek, 2019). Eliminating integrity testing could save time, reduce costs, and allow us to make quicker decisions when evaluating candidates.

    By eliminating both integrity testing and pre-employment drug testing, we would streamline the hiring process, reduce costs, and improve efficiency. Removing these steps would allow us to focus more on assessing candidates' core competencies while minimizing delays and expenses tied to unnecessary procedures.

    **References**

    Clockify. (n.d.).
    _Pre-employment drug testing laws by state — Detailed guide_. Clockify. Retrieved February 18, 2025, from
    [https://clockify.me/learn/business-management/pre-employment-drug-testing-laws-by-state](https://clockify.me/learn/business-management/pre-employment-drug-testing-laws-by-state)

    FEDweek Staff. (2019, May 29).
    _MSPB weighs pros, cons of ‘integrity testing’_. FEDweek. Retrieved February 18, 2025, from
    [https://www.fedweek.com/issue-briefs/mspb-weighs-pros-cons-of-integrity-testing/](https://www.fedweek.com/issue-briefs/mspb-weighs-pros-cons-of-integrity-testing/)

    Nagele-Piazza, L. (2020, January 21).
    _Workplace drug testing: Weighing the pros and cons_. Society for Human Resource Management. Retrieved February 18, 2025, from
    [https://www.shrm.org/topics-tools/employment-law-compliance/workplace-drug-testing-weighing-pros-cons](https://www.shrm.org/topics-tools/employment-law-compliance/workplace-drug-testing-weighing-pros-cons)

    **JA.**

    When implementing the best interview, the first step should be to create policies and procedures that abide by federal and state laws while supporting the company’s vision, mission, values, and strategy, regardless of the candidate's area (Burgess-Wilkerson, 2008). The two selection procedures I would recommend eliminating are reference check and biographical information blank.

    **Reference Checks**

    Our reading of the HR Specialist: Texas Employment Law (2013) article found that using discretion in hiring while still thoroughly investigating candidates' backgrounds will ensure that a “duty of care” was taken to protect workers, customers, and clients from injury caused by an unfit employee who showed signs during the hiring process of posing a risk. A resume check verifies that what a candidate submitted on their employment application is accurate. Since we already have this as part of the hiring process, reference checks seem to be an additional layer that does not provide a true picture of the candidate's skills, work style, or work ethic.

    Reference checks, while seemingly a valuable tool, often fall short in providing a comprehensive view of a candidate's skills and work ethic. Candidates typically select references who will speak favorably of them, leading to a biased and subjective perspective on their performance and workplace behavior (Dewar, 2025).

    **Biographical Information Blank**

    The accurate measure of validity for an employment test should not just be based on the ability to master and take a test but also include ways to measure the performance of the developed abilities in areas such as diligence, persistence, energy, and drive (Sackett et al., 2008).        Selection tests for potential employees have long been scrutinized for companies' fairness and true ability to “funnel” the knowledge, skills, abilities, and other characteristics (KSAOs) they are searching for to pool the right candidates to interview. Biographical Information or BioData is a software or document providing comprehensive details about an individual’s personal and professional life (TemPostions, 2024). This information is collected based on a series of questions and other sources such as education, publications, awards, and other academic achievements. BioData shows a potential candidate's cultural and personal background, not just professional capabilities (Dewar, 2025).  This information is nice to have, but the amount of time, resources, and money spent to find out this new hire’s cultural and personal background can be answered by specific questions during the panel interview. As a side note, be careful when including BioData because this could violate equal employment opportunity laws (EEO).

    Hiring processes should be adaptive, tailored to the unique skills, hiring practices, and ethical norms of each job. No one-size-fits-all set of selection procedures exists. It's crucial to go beyond selection systems and personally interview candidates. This direct interaction allows for a more accurate assessment of their individual drive and level of work ethic.

    **References**

    Burgess-Wilkerson, B. (2008). Selection and Interview Procedures at a Multinational Company.
    _Business Communication Quarterly_,
    _71_(1), 100–102.
    [https://doi-org.saintleo.idm.oclc.org/10.1177/1080569907313379](https://doi-org.saintleo.idm.oclc.org/10.1177/1080569907313379)

    Dewar, J. (2025, February 4). Reference Checks: Templates, Questions, and Best Practices for 2025. JobScore.
    [https://www.jobscore.com/articles/reference-checks/#the-benefits-of-reference-checks](https://www.jobscore.com/articles/reference-checks/)

    Hidden liability: Understand the risks of negligent hiring. (2013).
    _HR Specialist: Texas Employment Law_,
    _8_(7), 4.

    Sackett, P. R., Borneman, M. J., & Connelly. (2008). High-Stakes Testing in Higher Education and Employment: Appraising the Evidence for Validity and Fairness.
    _American Psychologist_,
    _63_(4), 215–227.

    TemPositions (2024, January 3). What is BioData? An In-depth Understanding for Job Seekers and Employers. Recruitment Blog.
    [https://www.tempositions.com/blog/what-is-biodata/](https://www.tempositions.com/blog/what-is-biodata/)

    **## GradDiscussionRubric.pdf**

    TCOB Graduate Studies Discussion Rubric

    Criteria No Submission

    0 points

    Novice
    (Criterion is missing or not

    in evidence)
    1-13 points

    Basic
    (works towards meeting

    expectations;
    performance needs

    improvement)
    14-16 points

    Proficient
    (meets expectations;

    performance is satisfactory)
    17-18 points

    Exemplary
    (exceeds expectations;

    performance is outstanding)
    19-20 points

    Support of
    Week's Reading

    No Student
    Submission
    (0 points)

    Does not refer to the
    readings to support postings

    (1-13 points)

    Alludes to the readings
    to support postings

    (14-16 points)

    Refers to examples from the
    readings to support postings

    (17-18 points)

    Provides concrete examples from
    the readings to support postings;

    integrates prior readings in
    postings

    (19-20 points)

    Observations No Student
    Submission
    (0 points)

    Does not integrate personal
    observations or knowledge;

    does not present new
    observations
    (1-13 points)

    Integrates personal
    observations and

    knowledge in a cursory
    manner; does not

    present new
    observations

    (14-16 points)

    Integrates personal
    observations and knowledge
    in an accurate way; presents

    new observations
    (17-18 points)

    Integrates personal observations
    and knowledge in an accurate and

    highly insightful way; presents
    new observations

    (19-20 points)

    Response to
    Classmates

    No Student
    Submission

    (0 points)

    Responds in a cursory
    manner to classmates’

    postings
    (1-13 points)

    Constructively responds
    to classmates’ postings

    (14-16 points)

    Constructively responds to
    classmates’ postings; offers

    insight that encourages other
    students to think critically

    about their own work.
    (17-18 points)

    Constructively responds to
    classmates’ postings; masterfully
    connects the material presented
    in classmates’ postings to their

    responses; encourages classmates
    to think critically about their own

    work.
    (19-20 points)

    Organization,
    Word Choice,
    and Sentence

    Structure

    No Student
    Submission

    (0 points)

    Posts are disorganized and
    information is not presented
    in a logical sequence; word

    choice and sentence
    structure are not suitable

    (1-13 points)

    Posts are somewhat
    disorganized, and
    information is not

    presented in a logical
    sequence; word choice
    and sentence structure

    are not suitable
    (14-16 points)

    Posts are organized, and
    information is presented in a

    logical sequence; word
    choice and sentence

    structure are suitable; there
    are a few errors; however,

    errors do not affect
    readability.

    (17-18 points)

    Posts are organized and
    information is presented in a

    logical sequence; word choice and
    sentence structure are suitable;

    no errors in the response.
    (19-20 points)

    References No Student
    Submission

    (0 points)

    Includes no sources to
    support conclusions

    (1-13 points)

    Includes 1 outside
    source to support and
    enrich the discussion;

    Includes 2 or more outside
    sources to support and
    enrich the discussion;

    sources are properly cited in

    Includes 2 or more outside
    sources to support and enrich the
    discussion; sources are cited using

    APA format; style guidelines are

    TCOB Graduate Studies Discussion Rubric

    sources are not properly
    cited in APA format

    (14-16 points)

    APA format and are properly
    integrated into the discussion

    response
    (17-18 points)

    masterfully integrated into the
    discussion response.

    (19-20 points)

    **## WEEK6DISRESPHRA549.docx**

    1

    4

    **Please address each part of this assignment. APA format. Please cite scholarly authors.**

    **1a.** Your boss sent you the following email this morning: "Headquarters just told us we need to cut our HR department costs and our time to hire. I need you to look at our selection procedures and recommend what tools we can eliminate from our process to save time and money."

    Choose
    **TWO of the following selection** procedures to eliminate. (
    **Note:** when responding, assume none of these procedures are required by law):

    ·  Resume Check

    · Biographical Information Blank

    · Job Knowledge Test

    · Panel Interview

    · Application

    · Reference Check

    · Integrity Test

    · Drug Test

    Which procedures would you recommend eliminating? Defend your recommendations: Why did you suggest these specific procedures? Where and how could you compensate for the eliminated procedures?

    Be sure to review the Discussion Guidelines in the Start Here menu before posting.

    \*\*\********************************************************************************************

    **1b.**

    **Specifically, focus your responses to your peers' initial postings using the following prompts:**

    · Why do you think your peers should not have eliminated specific procedures?

    · What issues did your peers miss when they recommended specific procedures?

    · What additional support can you add to your peers' recommendations?

    **KW:** To address the challenge of cutting HR department costs and reducing the time to hire, I recommend eliminating two selection procedures: integrity testing and pre-employment drug testing.

    Regarding pre-employment drug testing, it's important to note that it's not universally required by law across all industries. While certain industries, like those in the U.S. government, may have specific regulations that mandate drug testing (Clockfly, n.d.), federal law doesn’t require it for all job positions. Many employers choose to implement drug testing voluntarily, primarily to minimize risks related to substance abuse and to ensure a safe work environment. However, this process can be both costly and time-consuming, as it adds steps to the hiring process. Drug tests require scheduling, and waiting for results can significantly delay hiring timelines. By eliminating this step, we could significantly expedite the hiring process and cut down on associated costs (Nagele-Piazza, 2020). Furthermore, state laws vary on drug testing, which adds unnecessary complexity. Removing drug testing from our selection procedure could help us standardize our hiring practices and reduce unnecessary expenses.

    As for integrity testing, it’s commonly used by organizations to identify individuals who may pose a risk to the company due to dishonesty or a lack of strong moral principles. While these tests are appropriate in high-risk environments, they are neither required by law nor necessary for every role. Integrity tests are often costly, time-consuming, and can slow down the hiring process (Fedweek, 2019). In many cases, integrity tests identify candidates who are likely to fail at later stages, like background checks, but they are not essential for all positions (Fedweek, 2019). Eliminating integrity testing could save time, reduce costs, and allow us to make quicker decisions when evaluating candidates.

    By eliminating both integrity testing and pre-employment drug testing, we would streamline the hiring process, reduce costs, and improve efficiency. Removing these steps would allow us to focus more on assessing candidates' core competencies while minimizing delays and expenses tied to unnecessary procedures.

    **References**

    Clockify. (n.d.).
    _Pre-employment drug testing laws by state — Detailed guide_. Clockify. Retrieved February 18, 2025, from
    [https://clockify.me/learn/business-management/pre-employment-drug-testing-laws-by-state](https://clockify.me/learn/business-management/pre-employment-drug-testing-laws-by-state)

    FEDweek Staff. (2019, May 29).
    _MSPB weighs pros, cons of ‘integrity testing’_. FEDweek. Retrieved February 18, 2025, from
    [https://www.fedweek.com/issue-briefs/mspb-weighs-pros-cons-of-integrity-testing/](https://www.fedweek.com/issue-briefs/mspb-weighs-pros-cons-of-integrity-testing/)

    Nagele-Piazza, L. (2020, January 21).
    _Workplace drug testing: Weighing the pros and cons_. Society for Human Resource Management. Retrieved February 18, 2025, from
    [https://www.shrm.org/topics-tools/employment-law-compliance/workplace-drug-testing-weighing-pros-cons](https://www.shrm.org/topics-tools/employment-law-compliance/workplace-drug-testing-weighing-pros-cons)

    **JA.**

    When implementing the best interview, the first step should be to create policies and procedures that abide by federal and state laws while supporting the company’s vision, mission, values, and strategy, regardless of the candidate's area (Burgess-Wilkerson, 2008). The two selection procedures I would recommend eliminating are reference check and biographical information blank.

    **Reference Checks**

    Our reading of the HR Specialist: Texas Employment Law (2013) article found that using discretion in hiring while still thoroughly investigating candidates' backgrounds will ensure that a “duty of care” was taken to protect workers, customers, and clients from injury caused by an unfit employee who showed signs during the hiring process of posing a risk. A resume check verifies that what a candidate submitted on their employment application is accurate. Since we already have this as part of the hiring process, reference checks seem to be an additional layer that does not provide a true picture of the candidate's skills, work style, or work ethic.

    Reference checks, while seemingly a valuable tool, often fall short in providing a comprehensive view of a candidate's skills and work ethic. Candidates typically select references who will speak favorably of them, leading to a biased and subjective perspective on their performance and workplace behavior (Dewar, 2025).

    **Biographical Information Blank**

    The accurate measure of validity for an employment test should not just be based on the ability to master and take a test but also include ways to measure the performance of the developed abilities in areas such as diligence, persistence, energy, and drive (Sackett et al., 2008).        Selection tests for potential employees have long been scrutinized for companies' fairness and true ability to “funnel” the knowledge, skills, abilities, and other characteristics (KSAOs) they are searching for to pool the right candidates to interview. Biographical Information or BioData is a software or document providing comprehensive details about an individual’s personal and professional life (TemPostions, 2024). This information is collected based on a series of questions and other sources such as education, publications, awards, and other academic achievements. BioData shows a potential candidate's cultural and personal background, not just professional capabilities (Dewar, 2025).  This information is nice to have, but the amount of time, resources, and money spent to find out this new hire’s cultural and personal background can be answered by specific questions during the panel interview. As a side note, be careful when including BioData because this could violate equal employment opportunity laws (EEO).

    Hiring processes should be adaptive, tailored to the unique skills, hiring practices, and ethical norms of each job. No one-size-fits-all set of selection procedures exists. It's crucial to go beyond selection systems and personally interview candidates. This direct interaction allows for a more accurate assessment of their individual drive and level of work ethic.

    **References**

    Burgess-Wilkerson, B. (2008). Selection and Interview Procedures at a Multinational Company.
    _Business Communication Quarterly_,
    _71_(1), 100–102.
    [https://doi-org.saintleo.idm.oclc.org/10.1177/1080569907313379](https://doi-org.saintleo.idm.oclc.org/10.1177/1080569907313379)

    Dewar, J. (2025, February 4). Reference Checks: Templates, Questions, and Best Practices for 2025. JobScore.
    [https://www.jobscore.com/articles/reference-checks/#the-benefits-of-reference-checks](https://www.jobscore.com/articles/reference-checks/)

    Hidden liability: Understand the risks of negligent hiring. (2013).
    _HR Specialist: Texas Employment Law_,
    _8_(7), 4.

    Sackett, P. R., Borneman, M. J., & Connelly. (2008). High-Stakes Testing in Higher Education and Employment: Appraising the Evidence for Validity and Fairness.
    _American Psychologist_,
    _63_(4), 215–227.

    TemPositions (2024, January 3). What is BioData? An In-depth Understanding for Job Seekers and Employers. Recruitment Blog.
    [https://www.tempositions.com/blog/what-is-biodata/](https://www.tempositions.com/blog/what-is-biodata/)

    **## GradDiscussionRubric.pdf**

    TCOB Graduate Studies Discussion Rubric

    Criteria No Submission

    0 points

    Novice
    (Criterion is missing or not

    in evidence)
    1-13 points

    Basic
    (works towards meeting

    expectations;
    performance needs

    improvement)
    14-16 points

    Proficient
    (meets expectations;

    performance is satisfactory)
    17-18 points

    Exemplary
    (exceeds expectations;

    performance is outstanding)
    19-20 points

    Support of
    Week's Reading

    No Student
    Submission
    (0 points)

    Does not refer to the
    readings to support postings

    (1-13 points)

    Alludes to the readings
    to support postings

    (14-16 points)

    Refers to examples from the
    readings to support postings

    (17-18 points)

    Provides concrete examples from
    the readings to support postings;

    integrates prior readings in
    postings

    (19-20 points)

    Observations No Student
    Submission
    (0 points)

    Does not integrate personal
    observations or knowledge;

    does not present new
    observations
    (1-13 points)

    Integrates personal
    observations and

    knowledge in a cursory
    manner; does not

    present new
    observations

    (14-16 points)

    Integrates personal
    observations and knowledge
    in an accurate way; presents

    new observations
    (17-18 points)

    Integrates personal observations
    and knowledge in an accurate and

    highly insightful way; presents
    new observations

    (19-20 points)

    Response to
    Classmates

    No Student
    Submission

    (0 points)

    Responds in a cursory
    manner to classmates’

    postings
    (1-13 points)

    Constructively responds
    to classmates’ postings

    (14-16 points)

    Constructively responds to
    classmates’ postings; offers

    insight that encourages other
    students to think critically

    about their own work.
    (17-18 points)

    Constructively responds to
    classmates’ postings; masterfully
    connects the material presented
    in classmates’ postings to their

    responses; encourages classmates
    to think critically about their own

    work.
    (19-20 points)

    Organization,
    Word Choice,
    and Sentence

    Structure

    No Student
    Submission

    (0 points)

    Posts are disorganized and
    information is not presented
    in a logical sequence; word

    choice and sentence
    structure are not suitable

    (1-13 points)

    Posts are somewhat
    disorganized, and
    information is not

    presented in a logical
    sequence; word choice
    and sentence structure

    are not suitable
    (14-16 points)

    Posts are organized, and
    information is presented in a

    logical sequence; word
    choice and sentence

    structure are suitable; there
    are a few errors; however,

    errors do not affect
    readability.

    (17-18 points)

    Posts are organized and
    information is presented in a

    logical sequence; word choice and
    sentence structure are suitable;

    no errors in the response.
    (19-20 points)

    References No Student
    Submission

    (0 points)

    Includes no sources to
    support conclusions

    (1-13 points)

    Includes 1 outside
    source to support and
    enrich the discussion;

    Includes 2 or more outside
    sources to support and
    enrich the discussion;

    sources are properly cited in

    Includes 2 or more outside
    sources to support and enrich the
    discussion; sources are cited using

    APA format; style guidelines are

    TCOB Graduate Studies Discussion Rubric

    sources are not properly
    cited in APA format

    (14-16 points)

    APA format and are properly
    integrated into the discussion

    response
    (17-18 points)

    masterfully integrated into the
    discussion response.

    (19-20 points)

    **## WEEK6DISRESPHRA549.docx**

    1

    4

    **Please address each part of this assignment. APA format. Please cite scholarly authors.**

    **1a.** Your boss sent you the following email this morning: "Headquarters just told us we need to cut our HR department costs and our time to hire. I need you to look at our selection procedures and recommend what tools we can eliminate from our process to save time and money."

    Choose
    **TWO of the following selection** procedures to eliminate. (
    **Note:** when responding, assume none of these procedures are required by law):

    ·  Resume Check

    · Biographical Information Blank

    · Job Knowledge Test

    · Panel Interview

    · Application

    · Reference Check

    · Integrity Test

    · Drug Test

    Which procedures would you recommend eliminating? Defend your recommendations: Why did you suggest these specific procedures? Where and how could you compensate for the eliminated procedures?

    Be sure to review the Discussion Guidelines in the Start Here menu before posting.

    \*\*\********************************************************************************************

    **1b.**

    **Specifically, focus your responses to your peers' initial postings using the following prompts:**

    · Why do you think your peers should not have eliminated specific procedures?

    · What issues did your peers miss when they recommended specific procedures?

    · What additional support can you add to your peers' recommendations?

    **KW:** To address the challenge of cutting HR department costs and reducing the time to hire, I recommend eliminating two selection procedures: integrity testing and pre-employment drug testing.

    Regarding pre-employment drug testing, it's important to note that it's not universally required by law across all industries. While certain industries, like those in the U.S. government, may have specific regulations that mandate drug testing (Clockfly, n.d.), federal law doesn’t require it for all job positions. Many employers choose to implement drug testing voluntarily, primarily to minimize risks related to substance abuse and to ensure a safe work environment. However, this process can be both costly and time-consuming, as it adds steps to the hiring process. Drug tests require scheduling, and waiting for results can significantly delay hiring timelines. By eliminating this step, we could significantly expedite the hiring process and cut down on associated costs (Nagele-Piazza, 2020). Furthermore, state laws vary on drug testing, which adds unnecessary complexity. Removing drug testing from our selection procedure could help us standardize our hiring practices and reduce unnecessary expenses.

    As for integrity testing, it’s commonly used by organizations to identify individuals who may pose a risk to the company due to dishonesty or a lack of strong moral principles. While these tests are appropriate in high-risk environments, they are neither required by law nor necessary for every role. Integrity tests are often costly, time-consuming, and can slow down the hiring process (Fedweek, 2019). In many cases, integrity tests identify candidates who are likely to fail at later stages, like background checks, but they are not essential for all positions (Fedweek, 2019). Eliminating integrity testing could save time, reduce costs, and allow us to make quicker decisions when evaluating candidates.

    By eliminating both integrity testing and pre-employment drug testing, we would streamline the hiring process, reduce costs, and improve efficiency. Removing these steps would allow us to focus more on assessing candidates' core competencies while minimizing delays and expenses tied to unnecessary procedures.

    **References**

    Clockify. (n.d.).
    _Pre-employment drug testing laws by state — Detailed guide_. Clockify. Retrieved February 18, 2025, from
    [https://clockify.me/learn/business-management/pre-employment-drug-testing-laws-by-state](https://clockify.me/learn/business-management/pre-employment-drug-testing-laws-by-state)

    FEDweek Staff. (2019, May 29).
    _MSPB weighs pros, cons of ‘integrity testing’_. FEDweek. Retrieved February 18, 2025, from
    [https://www.fedweek.com/issue-briefs/mspb-weighs-pros-cons-of-integrity-testing/](https://www.fedweek.com/issue-briefs/mspb-weighs-pros-cons-of-integrity-testing/)

    Nagele-Piazza, L. (2020, January 21).
    _Workplace drug testing: Weighing the pros and cons_. Society for Human Resource Management. Retrieved February 18, 2025, from
    [https://www.shrm.org/topics-tools/employment-law-compliance/workplace-drug-testing-weighing-pros-cons](https://www.shrm.org/topics-tools/employment-law-compliance/workplace-drug-testing-weighing-pros-cons)

    **JA.**

    When implementing the best interview, the first step should be to create policies and procedures that abide by federal and state laws while supporting the company’s vision, mission, values, and strategy, regardless of the candidate's area (Burgess-Wilkerson, 2008). The two selection procedures I would recommend eliminating are reference check and biographical information blank.

    **Reference Checks**

    Our reading of the HR Specialist: Texas Employment Law (2013) article found that using discretion in hiring while still thoroughly investigating candidates' backgrounds will ensure that a “duty of care” was taken to protect workers, customers, and clients from injury caused by an unfit employee who showed signs during the hiring process of posing a risk. A resume check verifies that what a candidate submitted on their employment application is accurate. Since we already have this as part of the hiring process, reference checks seem to be an additional layer that does not provide a true picture of the candidate's skills, work style, or work ethic.

    Reference checks, while seemingly a valuable tool, often fall short in providing a comprehensive view of a candidate's skills and work ethic. Candidates typically select references who will speak favorably of them, leading to a biased and subjective perspective on their performance and workplace behavior (Dewar, 2025).

    **Biographical Information Blank**

    The accurate measure of validity for an employment test should not just be based on the ability to master and take a test but also include ways to measure the performance of the developed abilities in areas such as diligence, persistence, energy, and drive (Sackett et al., 2008).        Selection tests for potential employees have long been scrutinized for companies' fairness and true ability to “funnel” the knowledge, skills, abilities, and other characteristics (KSAOs) they are searching for to pool the right candidates to interview. Biographical Information or BioData is a software or document providing comprehensive details about an individual’s personal and professional life (TemPostions, 2024). This information is collected based on a series of questions and other sources such as education, publications, awards, and other academic achievements. BioData shows a potential candidate's cultural and personal background, not just professional capabilities (Dewar, 2025).  This information is nice to have, but the amount of time, resources, and money spent to find out this new hire’s cultural and personal background can be answered by specific questions during the panel interview. As a side note, be careful when including BioData because this could violate equal employment opportunity laws (EEO).

    Hiring processes should be adaptive, tailored to the unique skills, hiring practices, and ethical norms of each job. No one-size-fits-all set of selection procedures exists. It's crucial to go beyond selection systems and personally interview candidates. This direct interaction allows for a more accurate assessment of their individual drive and level of work ethic.

    **References**

    Burgess-Wilkerson, B. (2008). Selection and Interview Procedures at a Multinational Company.
    _Business Communication Quarterly_,
    _71_(1), 100–102.
    [https://doi-org.saintleo.idm.oclc.org/10.1177/1080569907313379](https://doi-org.saintleo.idm.oclc.org/10.1177/1080569907313379)

    Dewar, J. (2025, February 4). Reference Checks: Templates, Questions, and Best Practices for 2025. JobScore.
    [https://www.jobscore.com/articles/reference-checks/#the-benefits-of-reference-checks](https://www.jobscore.com/articles/reference-checks/)

    Hidden liability: Understand the risks of negligent hiring. (2013).
    _HR Specialist: Texas Employment Law_,
    _8_(7), 4.

    Sackett, P. R., Borneman, M. J., & Connelly. (2008). High-Stakes Testing in Higher Education and Employment: Appraising the Evidence for Validity and Fairness.
    _American Psychologist_,
    _63_(4), 215–227.

    TemPositions (2024, January 3). What is BioData? An In-depth Understanding for Job Seekers and Employers. Recruitment Blog.
    [https://www.tempositions.com/blog/what-is-biodata/](https://www.tempositions.com/blog/what-is-biodata/)

  • [Solved] Wk 7 discussion employee training process

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    ## **Context** As you learned in your reading this week, employee training must be designed strategically and should follow a systematic process including a needs assessment, design and delivery, and evaluation. Over the next two weeks, you will complete an activity and an assignment on designing an…

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    ## **Context**

    As you learned in your reading this week, employee training must be designed strategically and should follow a systematic process including a needs assessment, design and delivery, and evaluation. Over the next two weeks, you will complete an activity and an assignment on designing and delivering quality employee training as a human resource manager. For this discussion, you will watch a short video: [Training that Improves the Bottom Line: A Short Tutorial](https://sk-sagepub-com.libdatab.strayer.edu/video/training-that-improves-the-bottom-line-a-short-tutorial) (13 m) to illustrate and reinforce these concepts.

    ## **Post a Response**

    After watching the training case study tutorial, respond to the following:

    Imagine you hired a new training coordinator; how would you describe the various options and importance of each of these steps to the new coordinator:

    1. Needs Assessment.
    2. Design.
    3. Implementation.
    4. Evaluation.

    https://sk-sagepub-com.libdatab.strayer.edu/video/training-that-improves-the-bottom-line-a-short-tutorial

    – 2 years ago

  • [Solved] Wk 7 discussion employee training process

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    ## **Context** As you learned in your reading this week, employee training must be designed strategically and should follow a systematic process including a needs assessment, design and delivery, and evaluation. Over the next two weeks, you will complete an activity and an assignment on designing an…

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    Need a Fresh Custom Paper?

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    Assignment Prompt & Instructions

    ## **Context**

    As you learned in your reading this week, employee training must be designed strategically and should follow a systematic process including a needs assessment, design and delivery, and evaluation. Over the next two weeks, you will complete an activity and an assignment on designing and delivering quality employee training as a human resource manager. For this discussion, you will watch a short video: [Training that Improves the Bottom Line: A Short Tutorial](https://sk-sagepub-com.libdatab.strayer.edu/video/training-that-improves-the-bottom-line-a-short-tutorial) (13 m) to illustrate and reinforce these concepts.

    ## **Post a Response**

    After watching the training case study tutorial, respond to the following:

    Imagine you hired a new training coordinator; how would you describe the various options and importance of each of these steps to the new coordinator:

    1. Needs Assessment.
    2. Design.
    3. Implementation.
    4. Evaluation.

    https://sk-sagepub-com.libdatab.strayer.edu/video/training-that-improves-the-bottom-line-a-short-tutorial

    – 2 years ago