ind at least one case or article online regarding this topic, and briefly explain the facts of the case, and the determination of the NLRB as to whether the employee was properly or improperly disciplined or terminated as a result of his or her use of social media to complain about, criticize, or publicly bash his or her company or boss. Provide the citation to the article that you discover. (

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Case Study: Social Media Policies: Are They Legal?

Here are several tips for successfully completing this case study.

  • You should incorporate information from the textbook, the lectures,  and maybe the discussions to support your position. In other words, tell  me more than just your opinion. Provide some relevant facts from the  course material to support your position.
  • Utilize the LexisNexis database in the DeVry University Online  Library to help you research this project. Try the Advanced Search area  and look up laws, news, and law reviews using combinations of keywords  like social media, Facebook, NLRB, and concerted activity.

The Internet also has a wealth of information on this topic, and  you should use these sources to supplement your assignment if you  desire. On the Course Resources page under Modules there is a number of  websites that you can use to help you complete this assignment. If you  research your own Internet sources, be cautious about your sources. Make  sure that the site is from a reputable organization. There is an  expectation that at least some citations and references are used for all  assignments.

Week 2 Case Study: Social Media Policies, Concerted Activity, and HR Management

In the last few years, companies have begun initiating and  implementing social media policies for their employees to follow. These  policies range from encouraging employees to utilizing social media for  marketing purposes, to restricting the use of social media for employees  in order to ensure that they do not hurt the company image. As these  policies become more widespread, both the Society for Human Resource  Management and the NLRB (National Labor Relations Board) have become  concerned about the limits on speech and activity that employers are  imposing on their workers. Further, in some states, laws are being  passed to protect employees and potential employees from being required  to disclose social media passwords during job interviews or after hire.  Finally, many ethical concerns are being raised about the use of social  media as a method of doing quick, informal background checks on  potential hires or current employees.

For your homework this week, research the following questions and  provide your findings in answers that are long enough to sufficiently  answer the questions (about 2–3 good paragraphs each). Provide citations  in APA style for each of your answers. Use APA formatting in your Word  document that you submit. Save your file with your last name in the  filename, please. Let your professor know if you have questions!

Questions to Research and Answer

The NLRB has made findings regarding the use of employee posts on  social media sites to discipline or terminate those employees.  Typically, these cases occur when an employee posts negative information  about his or her current employer or boss. Sometimes, these are public,  and other times, the employer uses spies or fake friending to see the  Facebook page of the employee.

  1. Find at least one case or article online regarding this topic, and  briefly explain the facts of the case, and the determination of the NLRB  as to whether the employee was properly or improperly disciplined or  terminated as a result of his or her use of social media to complain  about, criticize, or publicly bash his or her company or boss. Provide  the citation to the article that you discover. (Use the term concerted activity in your query or search to help you find one of these cases.) (50 points)
  2. Do you agree with the decision of the NLRB or court in the case that  you described in Question #1 above? Why or why not? (1–3 paragraphs).  (20 points)
  3. Assume that this case happened at a place where you have worked in  the past, or where you work now (or want to work.) Give an example of  how the decision in the case above could lead to better or worse  employee relations in your company. (30 points)
  4. Explain how you would communicate this decision to your employees or  supervisors (depending on the decision you have selected) to ensure  that situations like this do not occur again. In your answer, determine  whether or not you feel a social media policy is a good method. If so,  list at least three things you would include in your policy and why you  would include them. If you do not feel a social media policy is  appropriate, explain why you would not implement one (give at least two  valid reasons). (3–4 paragraphs) (35 points)

To ensure that your paper isn’t flagged in Turnitin.com, do NOT copy  and paste the questions into your paper. Instead, set up headings for  each section where you answer the questions, using good APA form. Please  title your assignment with your last name and week number (for example,  Smith Week1.docx).

Calculate total payments received during a time period, and reconcile this with total sales.

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Training Needs Assessment Exercise

Instructions: Read the Grand View Grocers Corporation case.

Grand View Grocers Corporation, headquartered in Clewiston, Florida, is among the nation’s top grocery chain companies, with over $34 billion in revenue. It operates and owns approximately 1,500 grocery stores in 10 states and will be expanding operatons to Washington, D.C. in the near future.

Grand View Grocer’s Corporation’s operating strategy distinguishes it from other grocery chain companies. Each grocery store has a Training and Development Methods manager that allows decisions to be made locally, close to the client. This also makes Grand View Grocer Corporation’s service more responsive, reliable, and empathetic to its customers.

Recently, Grand View Grocers Corporation has identified a that there is an increase in the annual turnover rate for cashiers nationwide. The increase was found in newly hired cashiers, so it was determined that on-the-job training was ineffective.

Under the direction of the store manager, cashiers perform a variety of tasks, including:

· Receive payment by cash, check, credit cards, vouchers, or automatic debits.

· Issue receipts, refunds, credits, or change due to customers.

· Count money in cash drawers at the beginning of shifts to ensure that amounts are correct and that there is adequate change.

· Greet customers entering establishments.

· Maintain clean and orderly checkout areas.

· Establish or identify prices of goods, services or admission, and tabulate bills using calculators, cash registers, or optical price scanners.

· Issue cashier’s checks, money orders, mailing stamps, and redeem food stamps and coupons.

· Resolve customer complaints.

· Answer customers’ questions, and provide information on procedures or policies.

· Cash checks for customers.

· Weigh items sold by weight in order to determine prices.

· Calculate total payments received during a time period, and reconcile this with total sales.

· Compute and record totals of transactions.

· Sell lotto tickets and other items to customers.

· Keep periodic balance sheets of amounts and numbers of transactions.

· Bag, box, wrap, or gift-wrap merchandise, when needed.

· Sort, count, and wrap currency and coins.

· Process returns and exchanges.

· Request information or assistance using paging systems.

· Stock shelves, and mark prices on shelves and items, when needed.

· Compile and maintain non-monetary reports and records.

Essential cashier functions include the following: 

Perform for or Working Directly with the Public — Performing for people or dealing      directly with the public. This includes serving customers in restaurants      and stores, and receiving clients or guests.

Establish and Maintain Interpersonal Relationships — Developing constructive and cooperative working relationships with others, and maintaining them over time.

Get Information — Observing, receiving, and otherwise obtaining information from all relevant sources.

Identify Objects, Actions, and Events — Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or      events.

Process Information — Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data.

Complete the Training Needs Assessment Exercise. Also, include a mind map with your assignment of the cashier duties.

 

Write a report in 900 to 1150 words which training method or combination of training methods that you would recommend for training. Then justify why you decided on your choice. Include a Mind Map diagram of the duties of a cashier (three main headings and 2 sub headings each of the main headings).

Also, include a preview and conclusion to the assignment.  In the preview, introduce the assignment in an opening paragraph.  The conclusion should be about points you learned from the research of the assignment.

  • Posted: 2 days ago
  • Due: 10/09/2018
  • Budget: $20

Explain the organization’s implementation strategy as it relates to the accident investigation. You are also required to perform an analysis of the accident scenario and include the findings in your presentation as well. Your analysis must identify the following information:

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Unit VII PowerPoint Presentation

Course Project: Conducting an Incident Investigation

In your course project, you will be applying the information covered in previous units to conduct an accident investigation.

The specifics of the incident are provided in the attached document.

You have just been informed that there has been an accident in your facility. As the facility safety expert, you have contacted your local Occupational Safety and Health Administration (OSHA) office to report the incident in compliance with the OSHA’s Severe Incident Reporting Requirement. Since you have not heard back from OSHA, you anticipate your facility will be receiving a visit from an OSHA compliance officer to investigate the incident. Based on your safety expertise and your knowledge of OSHA, you know the compliance officer will be reviewing your safety and health efforts to determine whether the company’s failure to provide a safe and healthy working environment led to the accident. Your management has asked that you prepare a presentation to give them an idea of where they stand with regard to OSHA compliance.

Using the reference information that you developed as part of your safety management system (SMS) implementation plan in Units III-VI assignments, prepare a presentation that addresses how you will demonstrate the following items to the compliance officer, addressing the company’s:

commitment to the safety and health of their employees, effort to ensure employees are properly trained, effort to include employees in their SMS,

effort to identify safety hazards in the workplace, and effort to prevent and control safety hazards in the workplace. Although you can use the previously prepared work as the basis for your presentation, your responses should be

specific to the actual accident scenario, which is in the above-attached document.

Explain the organization’s implementation strategy as it relates to the accident investigation. You are also required to perform an analysis of the accident scenario and include the findings in your presentation as well. Your analysis must identify the following information:

basic cause of the accident, direct cause of the accident, indirect cause of the accident, and recommendation for corrective actions.

Your presentation should be 12 to 15 slides and include title and reference pages (the title and reference pages do not count toward the total slides requirement). As part of the presentation, you are encouraged to use the notes section for the content slides to reinforce your presentation. Ensure your presentation includes visuals such as images and graphics to supplement your message. You should reference the outside sources mentioned in the required reading, including your

textbook and any other sources. Images and graphics, along with supporting references and in-text citations, must follow APA formatting guidelines and should be free of errors.

identify, describe, and provide examples of at least three metrics and share how you will collect the data for each metric and how you will set the benchmark or goal target for each that you would use to compute and analyze the Total Rewards Program in the organization you are studying in the course

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n this assignment, you will write and present a MS PowerPoint Presentation that describes and justifies the total rewards metrics that you propose. The course material provides examples of metrics and how they are used to evaluate the effectiveness of the Total Rewards Program. These metrics will used as a portion of the final paper due Week 8 (the final assessment for the class). Feedback from the instructor may require some revision to the chosen metrics prior to use in the final paper. At least three scholarly references from the course materials are to be presented in APA format, as well as respective in-text citations and relevant Web site documentation if information about the organization is taken from a Web site.

You will define the term metrics, explain how metrics are used to evaluate the success of the total rewards program, identify, describe, and provide examples of at least three metrics and share how you will collect the data for each metric and how you will set the benchmark or goal target for each that you would use to compute and analyze the Total Rewards Program in the organization you are studying in the course. Justification for the metrics linked to the organizational objectives, requisite competencies, and challenges should also be included.

At the least, the presentation will include the following segments:

1.  Title Page

2.  Introduction and Purpose of the Paper

3.  Academic Definition of the Term Metric

4.  Explanation of the Use of Metrics in Evaluating the Success of the Total Rewards Program

5.  Three Metrics (Identify, Describe and Provide Examples AND share how you will collect the data for each metric AND how you will set the benchmark or goal target for each).

6.  Justification of the Metrics Selected (Links to the Organization’s Success, Requisite

Capabilities, Competencies and Challenges)

7.  Conclusions

8.  Reference Page (at least three scholarly sources from course materials)

Discuss any issues you would likely encounter if you were to merge the PTO system to a traditional leave system. Explain which issues would be difficult to solve and why

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Assignment 2: Case study—Paid Time Off (PTO) Policies

PTO policies have become good tools for HR staff to use in terms of  organizational incentives. Use the Argosy University online library and  your textbooks to read about PTO policies. Now, let us go back to  Company A and Company B from Module 1.

While reviewing the information from the two merged companies, the HR  Director has found out that each company has two different PTO  policies.

Company A has a PTO system in which employees are given 30 days of  paid time off each year, which accumulates at the rate of 2.5 days a  month. Under this policy, vacation and sick leave are all rolled into  one paid leave and any absence whether scheduled, such as vacation, or  unscheduled, such as sick leave, are taken from the accumulated leave  the employee has earned.

Company B has a more traditional leave system in which employees are  given 12 days of vacation, 10 days of sick leave and 10 holidays. The  company is closed on those holidays. Vacation is accumulated at a day  per month. Sick leave has an unlimited accumulation, but unlike vacation  would not be paid out upon termination of employment.

Since the employees of the merged company will be working side by  side, the HR Director has asked you to review the situation and make  recommendations for a solution.

Instructions:

As an HR Director prepare a report addressing the following issues:

  • Identify any additional information you would need to recommend a  solution, and explain where you would likely find that information.
  • Discuss any issues you would likely encounter if you were to merge  the PTO system to a traditional leave system. Explain which issues would  be difficult to solve and why.
  • Explain any problems you see with leaving the two systems in place,  and identify which system would be assigned for new employees.
  • Make a recommendation for one common PTO system. Explain your system  and why you think this system is the best system for the company.

Include two to three scholarly references in your response.

Write a five-to-seven-page memo to the company’s Chief Executive Officer (CEO). Apply APA standards to citation of sources.

Develop a communication plan in which this new performance appraisal system and related compensation and benefits program can be rolled out and presented to all employees in a manner that allows appropriate dialogue and discussion.

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Assignment 2: LASA 2—Townsend Rock Industries

Townsend Rock Industries Inc. (TRI) and its subsidiaries  make and market concrete construction materials and produce and sell  concrete building materials.

Click here to learn more about TRI.

In this assignment, you will apply what you have learned so far in the course.

Tasks:

You are hired by the HR consulting group to analyze  TRI’s compensation, benefits, and rewards policies as well as its  performance appraisal system and present senior management with an  improvement plan.

Write a multipart report covering the following sections in about 8–10 pages:

  • Section 1: Compensation
    • Subsection A: Evaluate  options for compensation models that would be appropriate for TRI. These  compensation models will include, but not be limited to, salary, hourly  wage, individual bonus, team-based bonuses, executive stock options,  and profit sharing.
    • Subsection B: Given the  wide variety of employees in the company (ranging from senior executive  staff to senior management, middle management, supervisors, laborers,  and truck drivers), evaluate the compensation models and benefit  packages that would be appropriate. Keep in mind employees’ levels of  education, experience, and training and demographic and cultural  factors. In addition, keep within legal and ethical boundaries of the  various locations.
    • Subsection C: Consider  the future growth and success of the company relative to staffing needs.  For this, analyze the role of compensation in attracting employees as  well as aiding in their personal and professional development and  retention.
  • Section 2: Motivation
    • Focus on the effective management of  employees and the most appropriate ways to motivate them to ensure that  the company can meet and exceed the expectations of its multiple  stakeholders.

Help the company develop an appropriate performance  appraisal system that can help it maintain and develop appropriate  workforce. Develop a Microsoft PowerPoint presentation for senior  management that covers the relevant motivation theories, including both  monetary and nonmonetary rewards and the way they could be integrated  into a new, company-wide performance appraisal system (embed your  presentation in the report). Include theories of motivation and rewards  that support your recommendations to the company.

  • Section 3: Communication Plan
    • Develop a communication plan in which this  new performance appraisal system and related compensation and benefits  program can be rolled out and presented to all employees in a manner  that allows appropriate dialogue and discussion.

Support your assumptions by citing in APA format any reputable source material used for this discussion.

Submission Details:

  • By the due date assigned, save your report as M5_A2_lastname_firstinitial.doc and submit it to the Submissions Area.

What traits does an effective manager display in the workplace?

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Assignment Instructions

TOPIC:  Why Do Some Managers Hate the Performance Evaluation?

You are to conduct research and write a paper on the following subject, “Why Do Some Managers Hate the Performance Evaluation?” and answer the following two questions:

  1. Some managers would rather get a root canal than go through the performance evaluation process with their direct reports.  Why?
  2. What does research tell you?

As you respond to the two questions listed above, please address the following:

  • What traits does an effective manager display in the workplace?
  • Is there a profile for a manager who may struggle with the evaluation process?
  • What are the key elements of a successful employee evaluation process?  How should a manager prepare for the event?
  • Develop an evaluation form for your direct reports and show how the evaluation criterion correlates to the organization’s objectives.

You are to support your ideas, arguments, and opinions with independent research, include at least two (2) supporting references or sources (NOT Wikipedia, unknown, or anonymous sources), and format your work in accordance with 6th edition APA formatting which includes:

  • A Title Page
  • Abstract with Keywords
  • A minimum of 3 FULL pages of written content, Times New Roman, 12 font, 1″ margins, left justified, and
  • A Reference page

Explain the basic steps of designing a total rewards philosophy.

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FINC 331

Interest rates are the “cost” of money charged to borrowers and we look at what factors make up an interest rate this week.

STUDY:

Nominal vs Real interest rates

Stated vs APR interest rates

Stated vs Coupon rates

Effect of compounding

Bonds, Bond Valuation, Bond ratings

Risk and return and risk & return trade off

READ:

1)      Module 2: Financial Securities  (Content>Course Resources>Financial Securities Module)

a)      Financial Risk and Return

b)      Valuation and Characteristics of Bonds

 

2)      Course Text : Boundless Finance Online Text

(A PDF of the Boundless course textbook may also be found in Leo under Content > Syllabus)

a)        Chapter 6:  Bond Valuation

 

3)      TeachMeFinance.com – read topics:

a)     Kinds of Interest,  http://www.teachmefinance.com/kindsofinterestrates.html

b)     Bond Valuation, http://www.teachmefinance.com/bondvaluation.html

TO DO:

Participate in the Weekly Discussion

Problem Set in ‘Homework’ #4 – My Tools/ Quizzes & Exams/ Finc 331 Homework Week 4

Check out Alaina Mackin’s file called  FINC 331 Week 4 Homework Hints.pptx

Begin Work on Group Paper

Discussion

Do bonds have a place in your portfolio? Explain your logic. Some considerations to touch on: time horizon, risk tolerance, and return objective.

HRMN 395

Week 4: Designing and Implementing a Total Rewards Program

Objectives:

After completing this week, you should be able to:

1.  Explain the basic steps of designing a total rewards philosophy.

2.  Demonstrate why segmentation of the workforce is integral to the design of total rewards.

3.  Describe the implementation process of a total rewards approach to compensation management.

4.  List the levels, types, and components of communication to successfully market the total rewards philosophy.

Read:

. What is the leadership paradox? Give some reasons why a leader can encounter difficulty in newly formed teams or groups using a participative management system. Support your discussion with at least two (2) external sources

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Module 2: Team Performance, Productivity and Rewording Teamwork

Module 2 focuses on performance, productivity, and rewarding teamwork. Based on your understanding, discuss the following.

A. Discuss how to access team productivity:

B. What conditions need to be in place for teams to excel and why?

C. Suggestion ways to design teamwork so that threats to performance is minimized

D. As a manager, how would you reward teamwork?

Module 3: Designing Team and Team Identity

Part 1: Think about how to build teams in terms of designing the task, selecting the people, and then, managing their relationships. How would compose a team for completing a course/work project in terms of the three dimensions listed above. How would you incorporate diversity in designing a team?

Part 2: Discuss team identity. Why do you feel attached to certain groups and teams but not to others?

Module 4: Communication and Team Decision Making

Part 1: Sharpening the Team Mind: Communication and Collective Intelligence

A. What are some of the possible biases and points of error that may arise in team communication systems? In addition to those cited in the opening of Chapter 6, what are some other examples of how team communication problems can lead to disaster?

B. Revisit communication failure examples in Exhibit 6-1. Identify the possible causes of communication or decision-making failure in each example, and, drawing on the information presented in the chapter, discuss  measures that might have prevented problems from arising within each team’s communication system.

Part 2: Team Decision-Making: Pitfalls and Solutions

A. What are the key symptoms of groupthink? What problems and shortcomings can arise in the decision-making process as a result of groupthink?

B. Do you think that individuals or groups are better decision-makers? Justify your choice. In what situations would individuals be more effective decision-makers than groups, and in what situations would groups be better than individuals?

Module 5: Discussion Conflict with Teams

Part 1: Conflict within Teams

Think of a conflict that occurred in a team you were a part of and analyze it. What were the main sources of the conflict? What interventions can be used to improve the quality of conflict a team?

Part 2: Creativity in Teams

Evaluate yourself using the three indices of creativity. What strategies can you use to enhance your creativity?

Module 6: NETWORKING: A KEY TO SUCCESSFUL TEAMWORK

A.     Consider the different teams presented in your reading assignment. How do the teams manage their team boundaries? What are the trades-offs between internal cohesion and external ties within each type of team? Support your discussion with at least two (2) external sources.

B.     Consider the list of common roles for team members which of these roles do you think you play in your own team or group? Why?

Module 7: Leadership Paradox and Inter-team Relations

A. What is the leadership paradox? Give some reasons why a leader can encounter difficulty in newly formed teams or groups using a participative management system. Support your discussion with at least two (2) external sources.

B. Present a discussion of the strategies for encouraging participative management in the workforce, and how to implement each of these strategies. Support your discussion with at least two (2) external sources.

C. What serious biases or misassumptions do groups that are involved in inter-team conflict sometimes experience? How do these biases and prejudices affect the ability of teams to accomplish their goals? Support your discussion with at least two (2) external sources.

Module 8: Reflection/Critical Evaluation of Your Learning Outcomes

Write a critical evaluation of your learning outcomes. In your response, consider:

1. The content of this class as they relate to Team Management and managerial decision making.

2. Base on the course content, discuss new skills you acquired from this class? How relevant are the new skills to your current and/or future profession?

3. How would you apply your new knowledge?

NOTE: Each MODULE has to be in a Separate word document.

Identify the information needed to develop a template that will be used to complete the individual employee’s learning plan.

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Assignment 2: Required Assignment 2—Career Development Plan

In this assignment, you will recommend the components of a career  development planning program and explain how the plan will integrate the  organization’s mission and value statements.

Consider the following scenario:

You work in the HR Department of an electric power company in the  southwestern region of the U.S. The company was founded in 1940 and has  an excellent reputation as a provider of electricity. It is also  considered to be an outstanding corporate citizen and known to be an  excellent place to work. It has been ranked among the top three  employers in the community for several years.
Its mission is to serve customer’s needs for electric power in ways  that provide exceptional value to all stakeholders including customers,  shareholders, employees, and the communities in which it operates.
Its values include providing a safe work environment; fairness and  respect for customers, employees, shareholders, and partners; honoring  commitments to use resources wisely; providing a high quality of work  life for its employees; and striving for excellence and having fun.
Given its long history, many of its current employees are children or  grandchildren of former employees so there are close family ties to the  company as well as a sense of loyalty.
However, technological advancements in the power generation business  over the years have resulted in jobs being either redesigned or  eliminated. For example, in the past, the company had many employees who  read meters, which showed the amount of electricity used by households.  Meter readers traveled from house to house each month to log the  information for billing purposes. Now meters are read automatically and  data is transferred to the billing department via computer. This  technological advancement eliminated the need for many employees who  were required to resign, be laid off, or be retrained for other  positions in the company.
The company faces a challenge as it strives to maintain its  reputation as an excellent employer in the community, and, yet leverage  advances in technology, which help it increase efficiency and remain  competitive.
As a member of the HR team, you have been tasked with the  responsibility of drafting a plan for a career development program for  the company which will help managers effectively guide their staff in  developing individual career development plans that are integrated with  and support the company’s mission and values. Your report will be  reviewed by senior HR managers as well as executive directors.
The HR department will have conducted a needs assessment as part of  its strategic planning process to determine how the company will achieve  its goals and objectives over the next 5–10 years. This assessment  identifies areas where employees with new skill-sets will be required as  well as areas where current employees with skill-sets may need to be  either maintained or reduced (laid off).
As part of their annual performance appraisal, all employees will  draft a personal and professional development plan on their own which  will then be discussed with their manager. This plan should cover a  five-year period and be reviewed and adjusted annually. It should  include both formal training programs and individual initiatives to  support personal and professional development interests.
By combining information about the company’s needs from the needs  assessment and employees’ interests from the personal and professional  development plans, it will be possible to develop a career planning  program for the company that identifies the overlap between the  company’s needs and employees’ interests and also detects gaps which  could become opportunities for growth in the future. Overlapping areas  indicate where the company needs skill-sets and the employees want to  develop them while gaps indicate where the company needs skill-sets and  there are no current employee interests in that area.
This process should help the company achieve a greater return on  investment (ROI) from its training budget thus improving the bottom  line. It should also result in lower employee turnover since employees  will see that their personal and professional growth and the company’s  needs are in alignment so they will be able to stay with the company and  meet their personal and professional development goals.

Instructions:

  1. Develop a six-to-eight-page document in Word format detailing how  you would approach and organize a program to address needs for  development of the company as well as individual employees. Be sure to  clearly explain how you would create the plan, but do not create the  plan itself. Use the following file naming convention:  LastnameFirstInitial_M5_A2.doc.

Address the following in the plan:

  1. Identify the information needed to develop a template that will be used to complete the individual employee’s learning plan.
  2. Identify the information needed in order to develop the company’s needs assessment.
  3. Explain how you would coordinate both the individual employee’s plan  and the company’s needs assessment into a comprehensive development  plan. Be sure to identify overlaps or gaps.
  4. Explain how you would use this information to create a roadmap for development of a career development program for the company.
  5. Identify other factors that should be considered in this program’s development.
  6. Explain how the proposed plan would help managers effectively guide  their staff in developing individual career development plans that are  integrated with and support the company’s mission and values.
  7. Next, create a PowerPoint presentation for the senior management  explaining how this proposed plan would contribute to the resolution of  HR issues facing this company. Use the following file naming convention:  LastnameFirstInitial_M5_A2.ppt.

Utilize at least three scholarly sources in your research. Apply APA standards to citation of sources.