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each assignment needs to. be on its own word document.

Unit III Journal

Instructions

Find an example in your current career or life to which one of the motivational theories can be applied. How would you apply the chosen theory? What do you expect the outcome to be? Your journal entry must be at least 200 words in length. No references or citations are necessary.

Unit III Case Study

Instructions

For the case study, we will focus on the importance of safety and all parties helping to make safety a priority. The effectiveness of the safety training will depend on how prepared the participants are for the training and their perception of the training.

Review “Case: Safety First” located in the textbook on pages 199-200, and respond to the prompts below. You are not required to answer the questions at the end of the case study in the textbook.

1. Examine the components of an effective training needs analysis for this scenario. What would the basic parts for a successful training program be?
2. Describe how the training should be delivered, and briefly describe one motivational theory from those listed on pages 163–173 in the textbook and how it supports this type of training to enhance an organization’s performance.

Safety First

BNSF Railway is a North American freight transportation company with over 32,000 miles of routes. BNSF Railway hauls agricultural, consumer, and industrial products and coal. BNSF Railway puts safety above everything else it does, including productivity. BNSF Railway recognizes that safety is based on having well-trained employees who share BNSF Railway’s vision for an injury- and accident-free workplace and who are willing to look out for one another. Thanks to its employees’ commitment, a carefully maintained network and equipment, and well-prepared communities, BNSF Railway is a safety leader in the rail industry. Approaching Others About Safety (AOAS) is a training program for all BNSF Railway employees. Four hundred and fifty BNSF Railway employees train their peers. Employees serve as trainers because page 200BNSF Railway believes they are in the best position to keep themselves and their peers safe. The goal of the program is for BNSF Railway employees to be confident about giving feedback to each other about safe behavior and avoiding unsafe situations. Employees need to learn the value of providing feedback when they see unsafe behavior or situations, including positively recognizing when someone is working safely or correcting them when they perceive another employee is at risk. Training should focus on the types of exposures that tend to result in the most injuries, including walking/path of travel around trains, rails, and equipment, pinch points between the railway cars, and climbing or descending locomotives and railway cars.

Describe the different types of instructional characteristics that this program should have for learning and transfer to occur and for a decrease in injuries and accidents to result. Would these characteristics vary depending on who was attending the program (e.g., managers, train crew, employees who maintain track, structures, or signals)? If so, how would they vary? Explain how a community of practice (COP) could be beneficial for this program.

Source: Based on M. Weinstein, “BNSF Railway Is on the Right Track,” training (January/February 2017), pp. 42–44; “BNSF Railway: Approaching Others About Safety,” training (January/February 2014), pp. 108–109; www.bnsf.com, website for BNSF Railways, accessed March 11, 2015.

Your case study should be at least two pages in length. You are not required to use APA style for this assignment; however, your writing should be clear and concise.

Unit IV Journal

Instructions

Consider the evaluation methods discussed in this unit. What method would you select for your organization’s training? What factors led to this decision?  Your journal entry must be at least 200 words in length. No references or citations are necessary.

Unit V Journal

Instructions

Technology influences the process of learning. As a member of the workforce, how does technology affect the training demands in your work environment? How do you see technology changing your duties and responsibilities in the near future? Your journal entry must be at least 200 words in length. No references or citations are necessary.

 

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Write an essay. The essay should be well organized, that is, it has an introduction, body, and conclusion

(900 words).

In two body paragraphs, the following points should be discussed:

Body 1: 450 words.

Recruitment is an important part of workforce planning. Organizations must anticipate their workforce needs and take actions to meet these.

a- Discuss ARCADI recruitment process while focusing on the benefits of management development programmers adopted by the Company.

b- Based on the above case study, what are the specific abilities ARCADI looks for when recruiting new employees? Explain each while discussing its importance to the retail business

 

 

Body 2: 450 words

Referring to the case study, concepts learned in HRM206 lectures and external sources;

a. What does “internal recruitment” mean and why does the company encourage recruitment from within the group?

b. Discuss the selection process adopted by ARCADI Company while underlying the benefits of the Retail Management Trainee Programmer stages.

 

 

 

Proper referencing:

Referencing should be both in-text referencing, plus a list of references at the end using Harvard style.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

The recruitment selection and training of people at Arcadi

 

The Arcadia Group Limited is one of the UK’s largest fashion retail companies. It employs around 25,000 people and has over 2,000 outlets in the UK. It also has a growing number of stores abroad. The group includes eight major high street brands. Each brand targets its own market segment.

In 2002, Philip Green bought Arcadia for £800 million. His management style is entrepreneurial. He is always looking for new business opportunities. He seeks new and better ways of doing things.

Philip Green is interested in all aspects of Arcadia’s business. He wants to know what the stores are stocking and how the products are displayed. His employees are set high targets but have the authority to decide how best to achieve them. They are encouraged to use their initiative. Green has an excellent grasp of what customers want and what they are willing to pay for. This comes from his life-long passion for retailing. To do this Green has excellent staff around him. This is the result of good recruitment, selection and training programmers.

 

Recruitment

The success of Arcadia relies on the quality of its employees, such as its store managers and its sales staff. To attract the right applicants the company must have an effective recruitment process. Recruitment occurs both at store level and centrally. Arcadia’s Head Office is using specially designed management development programmers to target two groups: school leavers, and newly qualified graduates.

With these programmes Arcadia is looking to recruit the next generation of students who are passionate about a career in retailing and able to become future leaders in the business.

· The Retail Management Trainee Programme (MTP) targets students with advanced level.

· The Graduate Retail Management Programme targets students who have Graduated from University.

When recruiting new employees Arcadia looks for specific abilities. These are called competencies. The key competencies are:

· working with people

· putting the customer first

· maximising impact

· inspiring performance

· driving the business forward

· making the right choices

· understanding the role.

·

Whenever possible, the company encourages recruitment for particular positions from within the group. This is known as internal recruitment.

Recruitment is an important part of workforce planning. Organisations must anticipate their workforce needs and take actions to meet these. At Arcadia, the opening of new stores and the expansion of existing outlets means more staff must be recruited.

Selection

The selection process for the Retail Management Trainee Programme has two stages:

· an online application

· attending an assessment centre.

The online application form involves a number of questions. These focus on the competencies required by Retail Management Trainees. Candidates who do well in their answers are invited to an assessment centre.

The selection process at the assessment centre takes place over one day. It involves structured interviews and team activities. Group exercises allow a close analysis of how well someone works with other people. This is a key aspect of retailing.

Recruiting the right people does not guarantee performance. Employees must also be trained effectively.

Conclusion

The Arcadia Group is a highly successful retail company. Its success is due to the leadership of Philip Green and the quality of its employees.It has a good programme of recruitment and selection. It has Retail Management Trainee Programmes for school leavers and graduates. On joining Arcadia, employees are given responsibilities early on. They are able to progress quickly in the organisation and can be promoted rapidly. Working in retailing is exciting.

 

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Post a total of 3 substantive responses over 2 separate days for full participation. This includes your initial post and 2 replies to other students or your faculty member.

Due TODAY

Respond to the following discussion prompt in a minimum of 175 words:

Many business activities generate data that can be thought of as random. An example described in the textbook is the servicing of cars at an oil change shop. Each car entering the shop can be considered an experiment with random outcomes. A variable of interest in this experiment could be the amount of time necessary to service the car. Service time will vary randomly with each car.

We can often capture the most relevant characteristics of a stochastic process with a simple probability distribution model. We can then analyze the model to make predictions and drive decisions. For instance, we could estimate the number of technicians the oil change shop needs to service demand on a Saturday afternoon. Discuss the following:

• What is a random variable?
• How would you differentiate a discrete from a continuous random variable?

A laptop manufacturing company has implemented a 2-step process to test the quality of each production batch. In the first step, a technician randomly selects 15 laptops from the batch and determines whether they meet specifications. The batch is considered acceptable provided no more than 1 laptop fails to meet specifications. Otherwise, the entire batch must be tested in the second step. Historical data shows that 95% of the laptops produced adhere to specifications. Discuss the following:

• What are the 4 characteristics of a binomial experiment?
• Can we use a binomial distribution to model this process?
• What is the probability that the entire batch unnecessarily has to be tested if in fact 95% of its laptops conform to specifications? (Hint: Use Excel’s =BINOMDIST() function to find the probability.)
• What is the probability that the batch is incorrectly accepted if only 75% of its laptops conform to specifications?

Due TODAY

Reply to at least 2 of your classmates or your faculty member. Be constructive and professional.

 

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First, review the module resources, including the text readings and SHRM resources. Next, carefully examine the behavioral competencies within the Business domain. The three clusters within the business domain are business acumen, consultation, and critical evaluation. Once you are familiar with the business domain clusters, conduct a self-reflection and analysis by responding to the following three questions as your journal:

• Strengths: What are your areas of strength within the business domain, and how did you determine a cluster as a strength? Provide supportive examples.
• Weaknesses: What are your areas of weakness within the business domain and how did you determine a cluster as a weakness? Provide supportive examples.
• Strategies: What are your strategies for the development of behavioral competencies within the business domain? Provide supportive examples and information from your research.

resources

Cybersecurity Has a Serious Talent Shortage opens in new window
This article from the Harvard Business Review explores a report from Frost & Sullivan that found that the global cybersecurity workforce will have more than 1.5 million unfilled positions by 2020. But the security industry is a fast-growing market, and the International Data Corporation (IDC) predicts it will become a $101 billion opportunity by 2020. So what is causing the talent shortage?

Introduction to Human Resource Discipline of Staffing Management opens in new window
This SHRM resource provides an overview of the discipline of staffing management. It includes links to articles pertaining to workforce readiness, workforce planning, job analysis, job description, sourcing and recruiting, hiring practices, and legal and regulatory requirements. As you read, consider strategies and best practices of job analysis and design of work, HR planning and recruitment, and selection and placement.

The SHRM Body of Competency & Knowledge opens in new window
Reference this resource throughout this course to develop an applied understanding of the strategic role of HR functions in an organization. As you review this resource, consider HR initiatives that impact the various functional areas within the HR knowledge domains of the technical competencies of people, organization, and workplace.

 

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Select one of the Learning Objectives from any of the five weeks of class.

Read a recent article (published in the past 6 months) or a book (written in the past 5 years) which develops the topic of the selected Learning Objective.

 

Present to the class the following:

• Which Learning Objective was selected.
• What is the significance of this Learning Objective in Organizational Development?
• What related literature did you read?
• What content did the literature provide to develop the Learning Objective?
• How can the literature content contribute to Organizational Development?
• Give an example of an organization that has applied this content.
• How can this knowledge benefit your personal career?

Use visual aids and/or handouts that will best make the presentation memorable.

 

Provide an APA formatted cover sheet and Reference page.

 

Post the three page document as an Assignment AND turn in a hard copy to the facilitator at the beginning of class

 

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