Tag: Human Resource Management Case Studies & Problem Sets

  • [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

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    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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    Assignment Prompt & Instructions

    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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    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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    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

  • [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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    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

  • [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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    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

  • [Solved] Human Resource Management Wk7 assignment strategic planning for new employees

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    ## Overview There are many considerations for HR managers when planning training sessions for employees. Following a strategic planning process will help ensure the training is beneficial to the employee and the business. One of the key processes is a needs assessment or a Training Needs Assessment …

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    Assignment Prompt & Instructions

    ## Overview

    There are many considerations for HR managers when planning training sessions for employees. Following a strategic planning process will help ensure the training is beneficial to the employee and the business. One of the key processes is a needs assessment or a Training Needs Assessment (TNA). In this activity you will examine training needs assessment methods, practice defining the problem, examine business impacts, and create training objectives.

    _Note: This activity will inform your Week 9 assignment so be sure to read the faculty feedback after this activity is graded._

    ## Scenario

    Imagine you are a human resource manager at a hospital that is facing a high rate of medical errors and lawsuits. You want to conduct a needs assessment for employee training to improve patient safety and quality of care. To conduct the needs assessment, you need to collect data from multiple sources including patients and employees. You need to analyze the data to identify the gaps between the current and desired levels of knowledge, skills, and abilities of the staff. You also need to prioritize the training needs based on their urgency and impact.

    ## Instructions

    In a 1–2- page, respond to the following:

    _Note: You should use your readings and other Learn resources to support this activity. You may make any assumptions necessary._

    1. Describe how you would conduct a training needs assessment based on the scenario.
    – Would it be reactive or proactive? Why?
    2. Define the problem and align it with a business need.
    3. Describe the types of gaps or deficiencies you might expect to uncover from your training needs assessment.
    4. Create three training objectives and prioritize them based on the training and business needs.
    5. Explain why it is important that HR managers follow a strategic process when determining employee training needs and how this process can help ensure that the training results in measurable improvements for the employees and organizational

    – 2 years ago

  • [Solved] Human Resource Management Wk 7 assignment automation or no

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    Imagine being an HR manager at KLC company who has been tasked with creating a Talent and Value Proposition that focuses on creativity, annual budget savings, and possible labor reduction. Leadership has recently learned about a variety of automated solutions to assist with faster production, includ…

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    Assignment Prompt & Instructions

    Imagine being an HR manager at KLC company who has been tasked with creating a Talent and Value Proposition that focuses on creativity, annual budget savings, and possible labor reduction. Leadership has recently learned about a variety of automated solutions to assist with faster production, including artificial intelligence. This solution could shrink the current internal workforce by at least 40 percent in the first six months, which would lead to the termination of more than 100 employees. Leadership also thinks that these changes can lead to becoming more competitive in the field and contribute to the overall growth of the organization. Lastly, leadership is interested in exploring a “gig economy” within the company to potentially save even more money by working with non-employees.

    Using this scenario, decide if you are going to advise leadership to implement the new ideas that were shared or if you are going to make an active attempt to save the current employee pool and find alternative ways to save money overall.

    Create a PowerPoint presentation with a minimum of six slides to present your decision on automated solutions to leadership that includes the following.

    1. Assess the pros and cons associated with artificial intelligence and why it should or should not be considered for use within the company.
    2. Assess alternative ways to save money within the company to avoid having to terminate more than 100 employees.
    3. Evaluate if implementing a gig economy would benefit the organization.
    4. Evaluate the potential drawbacks of utilizing a gig economy with non-employees in lieu of current employees.
    5. Justify why you believe implementing automation solutions within the company is a good or bad choice based on your findings.
    6. Use at least five quality academic resources in this assignment. _Note_: Wikipedia and other websites do not quality academic resources.

    – 2 years ago

  • [Solved] Management

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    **Answer the following critical-thinking questions:** 1. Analyze and describe three network topologies and four network types in common use today. 2. Evaluate and explain how the Internet works, including the roles of the Internet backbone, TCP/IP protocol, IP address, switches, and routers. 3. S…

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    Assignment Prompt & Instructions

    **Answer the following critical-thinking questions:**

    1. Analyze and describe three network topologies and four network types in common use today.

    2. Evaluate and explain how the Internet works, including the roles of the Internet backbone, TCP/IP protocol, IP address, switches, and routers.

    3. Summarize five common Internet and Web applications.

    **Your submission should be a minimum of one page of content in length. Please type the question as well as your answer. Properly cite any source utilized in APA format.**

    – 2 years ago

  • [Solved] Wk 7 discussion total rewards program and benefits

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    Benefits are another core element of a Total Rewards Program that no longer focuses primarily on insurance benefits. Benefits are designed to help protect and ensure financial security and includes retirement plans, health and welfare plans, and programs that provide pay for time not worked. – Ident…

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    Assignment Prompt & Instructions

    Benefits are another core element of a Total Rewards Program that no longer focuses primarily on insurance benefits. Benefits are designed to help protect and ensure financial security and includes retirement plans, health and welfare plans, and programs that provide pay for time not worked.

    – Identify at least one nonmandatory or voluntary plan that you feel should be made mandatory and why.
    – Identify one of the impacts of Medicare Reform and identify how the identified impact has affected employers and/or employees.
    – What are the major differences between a Preferred Provider Organization (PPO) and a Health Maintenance Organization (HMO)?
    – Describe the characteristics of an employee that would benefit the most from choosing a PPO. Do the same for an employee that would benefit the most from choosing an HMO.
    – Share your experiences in your narrative.

    – 2 years ago