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    Review Paper – ## MounjaroandOzempic.docx **## MounjaroandOzempic.docx** 1 **Similarities, Differences, and Clinical Implications of Mounjaro and Ozempic** Gloria B. Gallegos Nursing Department, Miami Regional University MSN5350 FNP1 B: Advanced Pharmacology Dr. Yusnier Mendoza November 12, 2025 Sig…

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    – ## MounjaroandOzempic.docx

    **## MounjaroandOzempic.docx**

    1

    **Similarities, Differences, and Clinical Implications of Mounjaro and Ozempic**

    Gloria B. Gallegos

    Nursing Department, Miami Regional University

    MSN5350 FNP1 B: Advanced Pharmacology

    Dr. Yusnier Mendoza

    November 12, 2025

    Significantly, there have been medicine discoveries in the past decade for treating type 2 diabetes and obesity. The two highly rated medications on the market currently include Tirzepatide, known as Mounjaro, and semaglutide, known as Ozempic. Both medications improve glycemic control and weight loss through similar modes of simulating specific hormones. While these medications are beneficial to diabetic and obese patients, understanding their differences in mode of work is necessary to properly create a plan of care.

    These medications work using receptor agonists like the incretin hormone naturally found in the gastrointestinal tract. This enhances glucose-dependent insulin secretion, suppressing appetite and gastric motility. Consequently, both have been successful in eliciting significant weight loss and reduction in cardiovascular events. Administration routes for both drugs are given once a week subcutaneously. Both drugs are given according to the needs and tolerance of the patient in a titrated manner (Wilding et al., 2021; Frías et al., 2021).

    The two major hormones participating in the treatment of diabetes and obesity are GLP-1 and GIP. Semaglutide is a medicine that contains GLP-1, whereas tirzepatide works in combination with GLP-1 and GIP; this could be the reason for the difference in efficacy in the use of tirzepatide vs semaglutide. In a randomized trial of people with type 2 diabetes, tirzepatide greatly reduced HbA1C and body weight more than semaglutide did (Frías et al., 2021). In obese patients, both medications caused significant weight loss, and once again, tirzepatide proved a twenty percent weight reduction compared to fifteen percent with semaglutide (Jastreboff et al., 2022).

    Clinically, this explains the preference for tirzepatide for maximum combined glycemic and weight loss results. Regardless, there are aspects to consider, such as cost, access, and tolerance. The drugs themselves are too costly, and the cost is not economical. Furthermore, the medications for obesity are not covered in the Medicare and Medicaid programs. These limits medication use and cause inequalities (Hwang et al., 2025). The discontinuation of medication use is another factor that negatively affects treatment due to intolerance and increased adverse effects. Some of the adverse effects include nausea, diarrhea, vomiting, and constipation. Less frequent but serious effects include abdominal pain, pancreatitis, hypoglycemia, gallbladder problems, thyroid tumors, visual changes, and kidney injury related to dehydration. It is necessary to reassess the patient’s condition and consider gradual titration, frequent monitoring, reinforcing education, and finding alternatives for treatment if needed (Rodriguez et al., 2024).

    Both are preferred options in the treatment of type 2 diabetes and obesity, based on the studies reviewed; semaglutide contains GLP-1, while tirzepatide has an added value with its dual action on GIP and GLP-1. These drugs have assisted patients in maintaining their sugar levels and even in weight loss. The high cost and lack of approval or coverage by healthcare create access barriers. For these reasons, treatment should be personalized based on the patient’s needs and preferences.

    **References**

    Frías, J. P., Davies, M. J., Rosenstock, J., Pérez Manghi, F. C., Fernández Landó, L., Bergman, B. K., Liu, B., Cui, X., & Brown, K. (2021). Tirzepatide versus semaglutide once weekly in patients with type 2 diabetes.
    _New England Journal of Medicine_,
    _385_(6), 503–515. PubMed. https://doi.org/10.1056/nejmoa2107519

    Hwang, J. H., Laiteerapong, N., Huang, E. S., & Kim, D. D. (2025). Lifetime Health Effects and Cost-Effectiveness of Tirzepatide and Semaglutide in US Adults.
    _JAMA Health Forum_,
    _6_(3), e245586. JAMA Health Forum. https://doi.org/10.1001/jamahealthforum.2024.5586

    Jastreboff, A. M., Aronne, L. J., Ahmad, N. N., Wharton, S., Connery, L., Alves, B., Kiyosue, A., Zhang, S., Liu, B., Bunck, M. C., & Stefanski, A. (2022). Tirzepatide once weekly for the treatment of obesity.
    _New England Journal of Medicine_,
    _387_(3), 205–216. PubMed. https://doi.org/10.1056/nejmoa2206038

    Rodriguez, P. J., Goodwin Cartwright, B. M., Gratzl, S., Brar, R., Baker, C., Gluckman, T. J., & Stucky, N. L. (2024). Semaglutide vs Tirzepatide for Weight Loss in Adults With Overweight or Obesity.
    _JAMA Internal Medicine_,
    _184_(9). JAMA Health Forum. https://doi.org/10.1001/jamainternmed.2024.2525

    Wilding, J. P. H., Batterham, R. L., & Calanna, S. (2021). Once-Weekly Semaglutide in Adults with Overweight or Obesity.
    _The New England Journal of Medicine_,
    _384_(11), 989–1002. PubMed. https://doi.org/10.1056/NEJMoa2032183

    **## MounjaroandOzempic.docx**

    1

    **Similarities, Differences, and Clinical Implications of Mounjaro and Ozempic**

    Gloria B. Gallegos

    Nursing Department, Miami Regional University

    MSN5350 FNP1 B: Advanced Pharmacology

    Dr. Yusnier Mendoza

    November 12, 2025

    Significantly, there have been medicine discoveries in the past decade for treating type 2 diabetes and obesity. The two highly rated medications on the market currently include Tirzepatide, known as Mounjaro, and semaglutide, known as Ozempic. Both medications improve glycemic control and weight loss through similar modes of simulating specific hormones. While these medications are beneficial to diabetic and obese patients, understanding their differences in mode of work is necessary to properly create a plan of care.

    These medications work using receptor agonists like the incretin hormone naturally found in the gastrointestinal tract. This enhances glucose-dependent insulin secretion, suppressing appetite and gastric motility. Consequently, both have been successful in eliciting significant weight loss and reduction in cardiovascular events. Administration routes for both drugs are given once a week subcutaneously. Both drugs are given according to the needs and tolerance of the patient in a titrated manner (Wilding et al., 2021; Frías et al., 2021).

    The two major hormones participating in the treatment of diabetes and obesity are GLP-1 and GIP. Semaglutide is a medicine that contains GLP-1, whereas tirzepatide works in combination with GLP-1 and GIP; this could be the reason for the difference in efficacy in the use of tirzepatide vs semaglutide. In a randomized trial of people with type 2 diabetes, tirzepatide greatly reduced HbA1C and body weight more than semaglutide did (Frías et al., 2021). In obese patients, both medications caused significant weight loss, and once again, tirzepatide proved a twenty percent weight reduction compared to fifteen percent with semaglutide (Jastreboff et al., 2022).

    Clinically, this explains the preference for tirzepatide for maximum combined glycemic and weight loss results. Regardless, there are aspects to consider, such as cost, access, and tolerance. The drugs themselves are too costly, and the cost is not economical. Furthermore, the medications for obesity are not covered in the Medicare and Medicaid programs. These limits medication use and cause inequalities (Hwang et al., 2025). The discontinuation of medication use is another factor that negatively affects treatment due to intolerance and increased adverse effects. Some of the adverse effects include nausea, diarrhea, vomiting, and constipation. Less frequent but serious effects include abdominal pain, pancreatitis, hypoglycemia, gallbladder problems, thyroid tumors, visual changes, and kidney injury related to dehydration. It is necessary to reassess the patient’s condition and consider gradual titration, frequent monitoring, reinforcing education, and finding alternatives for treatment if needed (Rodriguez et al., 2024).

    Both are preferred options in the treatment of type 2 diabetes and obesity, based on the studies reviewed; semaglutide contains GLP-1, while tirzepatide has an added value with its dual action on GIP and GLP-1. These drugs have assisted patients in maintaining their sugar levels and even in weight loss. The high cost and lack of approval or coverage by healthcare create access barriers. For these reasons, treatment should be personalized based on the patient’s needs and preferences.

    **References**

    Frías, J. P., Davies, M. J., Rosenstock, J., Pérez Manghi, F. C., Fernández Landó, L., Bergman, B. K., Liu, B., Cui, X., & Brown, K. (2021). Tirzepatide versus semaglutide once weekly in patients with type 2 diabetes.
    _New England Journal of Medicine_,
    _385_(6), 503–515. PubMed. https://doi.org/10.1056/nejmoa2107519

    Hwang, J. H., Laiteerapong, N., Huang, E. S., & Kim, D. D. (2025). Lifetime Health Effects and Cost-Effectiveness of Tirzepatide and Semaglutide in US Adults.
    _JAMA Health Forum_,
    _6_(3), e245586. JAMA Health Forum. https://doi.org/10.1001/jamahealthforum.2024.5586

    Jastreboff, A. M., Aronne, L. J., Ahmad, N. N., Wharton, S., Connery, L., Alves, B., Kiyosue, A., Zhang, S., Liu, B., Bunck, M. C., & Stefanski, A. (2022). Tirzepatide once weekly for the treatment of obesity.
    _New England Journal of Medicine_,
    _387_(3), 205–216. PubMed. https://doi.org/10.1056/nejmoa2206038

    Rodriguez, P. J., Goodwin Cartwright, B. M., Gratzl, S., Brar, R., Baker, C., Gluckman, T. J., & Stucky, N. L. (2024). Semaglutide vs Tirzepatide for Weight Loss in Adults With Overweight or Obesity.
    _JAMA Internal Medicine_,
    _184_(9). JAMA Health Forum. https://doi.org/10.1001/jamainternmed.2024.2525

    Wilding, J. P. H., Batterham, R. L., & Calanna, S. (2021). Once-Weekly Semaglutide in Adults with Overweight or Obesity.
    _The New England Journal of Medicine_,
    _384_(11), 989–1002. PubMed. https://doi.org/10.1056/NEJMoa2032183

  • [Solved] Follow the instruction below

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

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

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

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

  • [Solved] research

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

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

  • [Solved] week 4 disc

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

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    – ## Case21.docx

    **## Case21.docx**

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

    Discuss the 3 topics listed below for your case:

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

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

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

    **Submission Instructions:**

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

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

    ## image1.png

    **## Case21.docx**

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

    Discuss the 3 topics listed below for your case:

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

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

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

    **Submission Instructions:**

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

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

    ## image1.png

  • [Solved] Individual Course Project Outline

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

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    ## **Individual Course Project Outline**

    – ## IndividualCourseProjectOutline.docx

    – ## SampleWeek2HRISProjectOutline.docx

    **## IndividualCourseProjectOutline.docx**

    **Week 2: Individual Course Project Outline**

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

    **Rubric**

    **Outline HRM530**

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

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

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

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

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

    **Strategic value-add**

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

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

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

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

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

    **## SampleWeek2HRISProjectOutline.docx**

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

    Jane Doe

    DeVry University

    HRM530: Human Resources and Technology

    Dr. Jill Okolita

    November 8, 2025

    Table of Contents

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

    Introduction

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

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

    · Recruiting

    · New Employee Onboarding

    · Benefits Enrollment & Administration

    · Payroll

    · Time and Attendance

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

    · Performance Management (Reviews, Goals, etc.)

    · Learning Management

    · Compensation Management

    · Reporting & Dashboards

    Company Demographics

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

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

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

    · HR Department has 12 employees

    · Industry – Higher Education

    Current HR Systems Inventory

    This section will outline the current HR systems being used.

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

    These systems include:

    · Ceridian for HR and Payroll

    · iCIMs for Recruiting

    · Background check system

    · I-9 and WOTC system

    · Assessment Vendor

    · Cornerstone for Performance and LMS

    · Course content vendor

    · BSwift for Benefits

    · Health benefit vendor

    · Dental vendor

    · EAP

    · Supplemental Insurance

    · Retirement Planning

    · Kronos for Time and Attendance

    Current State Review

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

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

    **## SampleWeek2HRISProjectOutline.docx**

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

    Jane Doe

    DeVry University

    HRM530: Human Resources and Technology

    Dr. Jill Okolita

    November 8, 2025

    Table of Contents

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

    Introduction

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

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

    · Recruiting

    · New Employee Onboarding

    · Benefits Enrollment & Administration

    · Payroll

    · Time and Attendance

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

    · Performance Management (Reviews, Goals, etc.)

    · Learning Management

    · Compensation Management

    · Reporting & Dashboards

    Company Demographics

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

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

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

    · HR Department has 12 employees

    · Industry – Higher Education

    Current HR Systems Inventory

    This section will outline the current HR systems being used.

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

    These systems include:

    · Ceridian for HR and Payroll

    · iCIMs for Recruiting

    · Background check system

    · I-9 and WOTC system

    · Assessment Vendor

    · Cornerstone for Performance and LMS

    · Course content vendor

    · BSwift for Benefits

    · Health benefit vendor

    · Dental vendor

    · EAP

    · Supplemental Insurance

    · Retirement Planning

    · Kronos for Time and Attendance

    Current State Review

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

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

    **## IndividualCourseProjectOutline.docx**

    **Week 2: Individual Course Project Outline**

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

    **Rubric**

    **Outline HRM530**

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

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

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

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

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

    **Strategic value-add**

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

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

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

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

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

    **## SampleWeek2HRISProjectOutline.docx**

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

    Jane Doe

    DeVry University

    HRM530: Human Resources and Technology

    Dr. Jill Okolita

    November 8, 2025

    Table of Contents

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

    Introduction

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

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

    · Recruiting

    · New Employee Onboarding

    · Benefits Enrollment & Administration

    · Payroll

    · Time and Attendance

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

    · Performance Management (Reviews, Goals, etc.)

    · Learning Management

    · Compensation Management

    · Reporting & Dashboards

    Company Demographics

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

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

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

    · HR Department has 12 employees

    · Industry – Higher Education

    Current HR Systems Inventory

    This section will outline the current HR systems being used.

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

    These systems include:

    · Ceridian for HR and Payroll

    · iCIMs for Recruiting

    · Background check system

    · I-9 and WOTC system

    · Assessment Vendor

    · Cornerstone for Performance and LMS

    · Course content vendor

    · BSwift for Benefits

    · Health benefit vendor

    · Dental vendor

    · EAP

    · Supplemental Insurance

    · Retirement Planning

    · Kronos for Time and Attendance

    Current State Review

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

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

    **## IndividualCourseProjectOutline.docx**

    **Week 2: Individual Course Project Outline**

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

    **Rubric**

    **Outline HRM530**

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

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

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

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

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

    **Strategic value-add**

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

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

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

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

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

    **## SampleWeek2HRISProjectOutline.docx**

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

    Jane Doe

    DeVry University

    HRM530: Human Resources and Technology

    Dr. Jill Okolita

    November 8, 2025

    Table of Contents

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

    Introduction

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

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

    · Recruiting

    · New Employee Onboarding

    · Benefits Enrollment & Administration

    · Payroll

    · Time and Attendance

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

    · Performance Management (Reviews, Goals, etc.)

    · Learning Management

    · Compensation Management

    · Reporting & Dashboards

    Company Demographics

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

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

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

    · HR Department has 12 employees

    · Industry – Higher Education

    Current HR Systems Inventory

    This section will outline the current HR systems being used.

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

    These systems include:

    · Ceridian for HR and Payroll

    · iCIMs for Recruiting

    · Background check system

    · I-9 and WOTC system

    · Assessment Vendor

    · Cornerstone for Performance and LMS

    · Course content vendor

    · BSwift for Benefits

    · Health benefit vendor

    · Dental vendor

    · EAP

    · Supplemental Insurance

    · Retirement Planning

    · Kronos for Time and Attendance

    Current State Review

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

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

    – 1
    – 2

  • [Solved] TeleHealth2

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    Executive Solution Overview

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

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    Assignment Prompt & Instructions

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

  • [Solved] Assigment .Apa seven . All instructions attached.

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    Executive Solution Overview

    ## **Module 4:** _Assignment_ **Instructions:** Determine the interval of 95% confidence for the average heights of the population using the following information: The average height of a random sample of 400 people from a city is 1.75 m. It is known that the heights of the population are random var…

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    Assignment Prompt & Instructions

    ## **Module 4:** _Assignment_
    **Instructions:**
    Determine the interval of 95% confidence for the average heights of the population using the following information:
    The average height of a random sample of 400 people from a city is 1.75 m. It is known that the heights of the population are random variables that follow a normal distribution with a variance of 0.16.
    **Confidence Interval Formula = ( x̄ – z * ơ / √n) to ( x̄ + z * ơ / √n)**
    **Submission Instructions:**
    – Submit your assignment by 11:59 pm ET on Sunday.
    – Contribute a minimum of 2 pages. It should include at least 3 academic sources, formatted and cited in APA.

  • [Solved] Assigment .Apa seven . All instructions attached.

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    ## **Module 4:** _Assignment 1_ **Instructions:** Prepare a Two Sample t-test in [ExcelLinks to an external site.](https://www.statology.org/paired-samples-t-test-excel/#:~:text=How%20to%20Conduct%20a%20Paired%20Samples%20t-Test%20in,…%204%20Step%204%3A%20Interpret%20the%20results.%20) using the f…

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    Assignment Prompt & Instructions

    ## **Module 4:** _Assignment 1_
    **Instructions:**
    Prepare a Two Sample t-test in [ExcelLinks to an external site.](https://www.statology.org/paired-samples-t-test-excel/#:~:text=How%20to%20Conduct%20a%20Paired%20Samples%20t-Test%20in,…%204%20Step%204%3A%20Interpret%20the%20results.%20) using the following information:
    Suppose we want to know whether or not the mean weight between two different species of turtles is equal. To test this, perform a two sample t-test at significance level α = 0.05.
    **Sample 1:**
    – Sample size n1 = 40
    – Sample mean weight x1 = 300
    – Sample standard deviation s1 = 18.5
    **Sample 2:**
    – Sample size n2 = 38
    – Sample mean weight x2 = 305
    – Sample standard deviation s2 = 16.7
    _**(Refer back to The Independent Samples T-Test link in this week’s lecture material).**_
    **Submission Instructions:**
    – Submit your assignment by 11:59 pm ET on Sunday.
    – Contribute a minimum of 2 pages. It should include at least 3 academic sources, formatted and cited in APA.

  • [Solved] assitant needed

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    Executive Solution Overview

    please see attachment – ## programmplan.docx **## programmplan.docx** **Description:** In this module, students will design a program/intervention to address their selected problem. Programs/interventions may be long-term (several months), single-shot (short term, one day) seminars, awareness campai…

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    Assignment Prompt & Instructions

    please see attachment

    – ## programmplan.docx

    **## programmplan.docx**

    **Description:**

    In this module, students will design a program/intervention to address their selected problem. Programs/interventions may be long-term (several months), single-shot (short term, one day) seminars, awareness campaigns, and more.
    **Students are not permitted to use existing, real programs in their totality, but are allowed to utilize components of existing evidence-based programs (with appropriate credit given).** In a
    **3-4 page** document, students should address the following:

    1.
    **Program Planning Team** – While students do not have actual programming teams, students will identify individuals they would like on their team. These individuals should reflect the purpose and needs of the program. For example, in an obesity prevention program, a Registered Dietitian would be useful. For each person selected,
    **students will provide a rationale, describing what the individual will contribute.** **5-7 members of a program planning team should be identified.**

    2.
    **Program Description** – This section will make up the bulk of Module 4. Students must give a clear overview of the elements of the program (i.e. formal lectures). You must describe any and all “learning activities and health content (Ogletree, 2006, p. 9).” Procedures for implementation should be “thorough, written clearly, [and] easy to follow (Ogletree, 2006, p. 10).”A thorough description of how the program will meet the objectives of the program. Students should give enough information that this program could be replicated.

    i. Students are not expected to develop actual materials (e.g. lesson plans)

    ii. The description should be easy to read and follow.

    iii. Cite sources as necessary if using components from existing programs.

    **## programmplan.docx**

    **Description:**

    In this module, students will design a program/intervention to address their selected problem. Programs/interventions may be long-term (several months), single-shot (short term, one day) seminars, awareness campaigns, and more.
    **Students are not permitted to use existing, real programs in their totality, but are allowed to utilize components of existing evidence-based programs (with appropriate credit given).** In a
    **3-4 page** document, students should address the following:

    1.
    **Program Planning Team** – While students do not have actual programming teams, students will identify individuals they would like on their team. These individuals should reflect the purpose and needs of the program. For example, in an obesity prevention program, a Registered Dietitian would be useful. For each person selected,
    **students will provide a rationale, describing what the individual will contribute.** **5-7 members of a program planning team should be identified.**

    2.
    **Program Description** – This section will make up the bulk of Module 4. Students must give a clear overview of the elements of the program (i.e. formal lectures). You must describe any and all “learning activities and health content (Ogletree, 2006, p. 9).” Procedures for implementation should be “thorough, written clearly, [and] easy to follow (Ogletree, 2006, p. 10).”A thorough description of how the program will meet the objectives of the program. Students should give enough information that this program could be replicated.

    i. Students are not expected to develop actual materials (e.g. lesson plans)

    ii. The description should be easy to read and follow.

    iii. Cite sources as necessary if using components from existing programs.