measuring employee engagement 1

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Overview

For this assessment, you will use a case study of an organization that has implemented employee engagement programs and, in 2–3 pages, reflect on how to measure the implementation of such programs.

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

  • Competency 1: Analyze HRM programs and other related systems within an organization that support employee engagement and commitment.
    • Describe an organization’s employee engagement programs.
  • Competency 2: Examine evidence-based HRM best practices among organizations that demonstrate an employee-centered culture.
    • Assess how to best measure the effectiveness of employee engagement programs.
    • Report on how measurement tools have been used to measure effectiveness in professional environments.
    • Assemble a list of five best practices for measuring the success of employee engagement programs.
  • Competency 3: Analyze HRM’s role in adhering to laws and regulations that ensure employee rights and manage risk.
    • Generate a list of legal considerations when conducting research on HRM programs and initiatives.
    • Generate a list of ethical considerations when conducting research on HRM programs and initiatives.
  • Competency 5: Communicate in a manner that is professional and consistent with expectations for HR professionals and master’s level programs.
    • Communicate in a manner that is professional and consistent with expectations for HR professionals and master’s level programs.
Competency Map

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    Context

    Assessing the effectiveness of an employee-centered environment is an important responsibility for HRM leaders. In today’s organization, HRM must demonstrate that evidence-based measurements are available and effective in measuring the links between employee engagement and organizational success. Many of the processes that are part of measurement are scientific in nature and as such are complex and require extensive knowledge and background. This knowledge is both professional and technical and there are many challenges that are present when measuring employee engagement. These areas are critical in establishing that HRM deliverables make a difference in organizational effectiveness. When leaders at all levels of the organization (executives, managers, and supervisors) are comprehensively aware of the leadership climate in the organization they are able to make better decisions. The effects of leadership on the attitudes and opinions of employees can be understood and serve to shape polices to enhance employee engagement.

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    Questions to Consider

    To deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of the business community.

    • What are the specific cultural and leadership climate characteristics that demonstrate the need for increased employee engagement?
    • What are the key concepts of measuring the efficacy of employee engagement and organizational effectiveness?
    • What are some common mechanisms with which to harvest employee opinions and attitudes?
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    Resources

    Suggested Resources

    The following optional resources are provided to support you in completing the assessment or to provide a helpful context. For additional resources, refer to the Research Resources and Supplemental Resources in the left navigation menu of your courseroom.

    Library Resources

    The following articles from the Capella University Library are linked directly in this course:

    Course Library Guide

    A Capella University library guide has been created specifically for your use in this course. You are encouraged to refer to the resources in the MBA-FP6242 – Building Organizational Effectiveness Library Guide to help direct your research.

    Internet Resources

    Access the following resources by clicking the links provided. Please note that URLs change frequently. Permissions for the following links have been either granted or deemed appropriate for educational use at the time of course publication.

    Bookstore Resources

    The resource listed below is relevant to the topics and assessments in this course and is not required. Unless noted otherwise, this resource is available for purchase from the Capella University Bookstore. When searching the bookstore, be sure to look for the Course ID with the specific –FP (FlexPath) course designation.

    • Macey, W. H., Schneider, B., Barbera, K. M., & Young, S. A. (2009). Employee engagement: Tools for analysis, practice, and competitive advantage. Hoboken, NJ: Wiley-Blackwell.

  • Assessment Instructions

    Use the Capella University Library to locate, in scholarly journals or trade publications, a case study or profile of an organization that has implemented employee engagement programs.Using the example or case study you selected, reflect on how to measure an organization’s implementation of employee engagement programs. In a 2–3-page paper, complete the following:

    • Describe the employee engagement programs implemented in the organization.
    • Drawing on your understanding of measuring effectiveness of employment engagement programs from both personal experience and the literature of the field, assess how to best measure the effectiveness of these programs. Include in your assessment what you know about the measurement efforts already undertaken by the organization.
    • Generate a list of legal considerations when conducting research on HRM programs and initiatives.
    • Generate a list of ethical considerations when conducting research on HRM programs and initiatives. Consider here, too, codes of conduct unique to particular industries that should be followed.
    • Report on how these measurement tools can be or have been applied to your own work experiences. Provide examples of common attributes and questions that appear in measurement instruments designed to survey employee opinions and attitudes toward the organization.
    • Assemble a list of five best practices for measuring an organization’s success at implementing employee engagement programs. To do so, draw on your own experience, as well as on articles in trade publications and research in scholarly literature.

    Additional Requirements

    • Written communication: Your writing should be free of errors that detract from the overall message.
    • APA formatting: Your paper should be formatted according to APA (6th ed.) style.
    • Length: 2–3 typed and double-spaced pages.
    • Font and font size: Times New Roman, 12-point.

    Measuring Employee Engagement Scoring Guide

    Measuring Employee Engagement Scoring Guide Grading Rubric
    Criteria Non-performance Basic Proficient Distinguished
    Describe an organization’s employee engagement programs.
    		Does not describe an organization’s employee engagement programs. Describes incompletely an organization’s employee engagement programs. Describes an organization’s employee engagement programs. Describes, in detail, an organization’s employee engagement programs; description includes the goals of each program.
    Assess how to best measure the effectiveness of employee engagement programs.
    		Does not assess how to best measure the effectiveness of employee engagement programs. Identifies a way to measure the effectiveness of employee engagement programs, but the measure is not the best option for those programs. Assesses how to best measure the effectiveness of employee engagement programs. Assesses how to best measure the effectiveness of employee engagement programs; identifies why that measure as opposed to other possibilities is best for the specific case.
    Generate a list of legal considerations when conducting research on HRM programs and initiatives.
    		Does not generate a list of legal considerations when conducting research on HRM programs and initiatives. Generates an incomplete list of legal considerations when conducting research on HRM programs and initiatives. Generates a list of legal considerations when conducting research on HRM programs and initiatives. Generates a list of legal considerations when conducting research on HRM programs and initiatives; grounds the list in research and the literature of the field.
    Generate a list of ethical considerations when conducting research on HRM programs and initiatives.
    		Does not generate a list of ethical considerations when conducting research on HRM programs and initiatives. Generates an incomplete list of ethical considerations when conducting research on HRM programs and initiatives. Generates a list of ethical considerations when conducting research on HRM programs and initiatives. Generates a list of ethical considerations when conducting research on HRM programs and initiatives; grounds list in research and the literature of the field.
    Report on how measurement tools have been used to measure effectiveness in professional environments.
    		Does not report how measurement tools have been used to measure effectiveness in professional environments. Lists measurement tools that have been used to measure effectiveness in professional environments, but does not report on how they have been used. Reports how measurement tools have been used to measure effectiveness in professional environments. Evaluates the measurement tools that have been used to measure effectiveness in professional environments.
    Assemble a list of five best practices for measuring the success of employee engagement programs.
    		Does not assemble a list of best practices for measuring the success of employee engagement programs. Assembles a list of less than five best practices for measuring the success of employee engagement programs. Assembles a list of five best practices for measuring the success of employee engagement programs. Assembles a list of five or more best practices for measuring the success of employee engagement programs; reflects evidence-based HRM best practices, and grounds the list in research and the literature of the field.
    Communicate in a manner that is professional and consistent with expectations for HR professionals and master’s level programs.
         		Does not communicate in a manner that is professional and consistent with expectations for HR professionals and master’s level programs. Communicates in a manner that is inconsistent with expectations for HR professionals and master’s level programs. Communicates in a manner that is professional and consistent with expectations for HR professionals and master’s level programs. Communicates in a manner that is professional, scholarly, and consistent with expectations for HR professionals and master’s level programs; adheres to APA guidelines and presents work that is appropriate for publication.
     
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    history discussion 9

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    Please read the course materials for the week and then participate in this discussion by answering ONE of the following questions. Your response should be a minimum of 250 words

    • (1) How did the Industrial Revolution transform people’s daily lives? Be sure to include sanitation and labor.
    • (2) How do Burke and Hare illustrate the changes brought about by the Industrial Revolution?
    • (3) The following quote from Jaques Barzun’s From Dawn to Decadence addresses the railroad. Discuss the impact of the railroad on daily lives or on the Industrial Revolution. In what ways did locomotion create a technological transformation for humanity as a whole – at least in the areas where it existed?
      • “At first, machinery affected only those who organized its use and the men and women who worked in factories. But by 1830 a different type of machine came into being that changed the life and the minds of all peoples. The memory of it is nearly gone, but it was the completest change in human experience since the nomadic tribes became rooted in one spot to grow grain and raise cattle; it was in effect a reversal of that settling down. Locomotion by the force of steam, the railroad, uprooted mankind and made of it individual nomads again.” (Jacques Barzun, From Dawn to Decadence: 1500 to the Present: 500 Years of Western Cultural Life (New York: HarperCollins, 2000), 539)
    • Read “Dirt, Waste and Revulsion: How Cultures Cope with Leftovers and Mess” (experts discuss and contextualize Dirt: The Filthy Reality of Everyday Life).
    • Read “Lighting the Industrial Revolution” by Peter Lewis.
    • Read “History of Railways in Britain.”
    • View the charts from “Spread of Railways in [the] 19th Century.”
    • Read up to “Mapmaking and Printing” of History of Railroads and Maps.
    • Read “The British Industrial Revolution“
    • Read “The Worlds of Burke and Hare” by Lisa Rosner.
    • Read “Henry L. Gantt and Frederick Taylor: The Pioneers of Scientific Management” by Peter B. Darmody.
     
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    divine roles across cultures

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    Complete Parts 1 and 2 below.

    Part I

    Select one common divine role that recurs in world mythology. Possible options of divine roles include the following: father or mother divinities, divinities of war, home or hearth divinities, divinities of love, divinities of wisdom, divinities of medicine or health, divinities of the wind, divinities of agriculture, divinities of the sky, ruler of all the gods, and so on.

    Identify the role in the title of your table.

    Select two myths, each from a different culture, in which the divine role appears. Identify the divinity names and cultures in columns A and B.

    Complete the table by answering each of the five questions for both selected divinities.

     
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    250 words apa style 2 different references 3

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    Discuss the advantages and disadvantages of having an Internet store. Can everything be sold online? 250 words apa style

     
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    hard data and hardware destruction 2

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    Balancing environmental, safety, efficiency, and data security considerations can be difficult.

    Review the following examples:

    • Allowing employees to take printer cover pages for their children’s art projects may seem benign. Consider, however, what if that printer header contained information that could be used to access the company’s network?
    • Donating outdated computers to community organizations is a common practice. However, what if data on hard drives is still present?
    • Having a central bin for materials to be shredded may be less expensive than having several smaller bins located around the office. However, what if employees are unable or unwilling to take the extra trip, where will hard copies end up?

    Identify five methods in which an organization’s data could be accessed via hard copy or hardware. Include at least one of each type. For each method, describe the following:

    • Policies and best work practices to ensure inadvertent and malicious access does not occur
    • How this method addresses employee and environmental safety concerns

    Present your findings and recommendations in one of the following ways:

    • A 2-page paper using Microsoft® Word
    • A 14- to 16-slide Microsoft® PowerPoint® presentation with detailed speaker notes and appropriate animations
    • A Microsoft® Excel® spreadsheet
     
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    explain the importance of developing metrics and kpis in logistics and supply chain operations

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    Primary Task Response: Within the Discussion Board area, write 400-600 words that respond to the following questions with your thoughts, ideas, and comments. Be substantive and clear, and use examples to reinforce your ideas.

    Key Assignment

    • Explain the importance of developing metrics and KPIs in logistics and supply chain operations.*******
    • Explain what metrics indicate and how they can benefit an organization. *******

    ******Provide citations and references to support your discussion.

    Responses to Other Students: (SEE POSTS BELOW) Respond to at least 2 of your fellow classmates with a reply of 100-200 words about their Primary Task Response regarding items you found to be compelling and enlightening. Use the following to guide you in your responses:

    • Discuss the pros and cons of each technique discussed.
    • Would you utilize it in your current of future place of employment? Provide justification for why or why not.

    PEER RESPONSES:

    .1. Katherina

    The importance of developing metrics and KPIs in logistics and supply chain operations is very crucial for the success of the company which is the reason why it is discussed all the time in meetings as it determines the company’s feedback based on their ratings. It gives you an incite of your performance on managing you fleet, the utilization factor if you vehicles, the delivered cost per unit, the company ’s efficiency concerning dispatch and distributions and also the fulfillment rates.

    The metrics helps to identify problems or situations that can be improved and provides information to take actions over them. If it can be measured it can be improved. It helps us be more efficient, productive and improve our position against our competitors. One of the main thing is the ability to implement, monitor and evaluate with consistency.

    The KPIs you require to measure your performance to prove your productivity and proficiency. You basically have to determine what you really want to measure and check if it is useful to increment the efficiency and productivity of your business because all that can be measured may not actually be useful. One of the key issues of an organization is to implement systems that can deliver indicators of the performance that are held both internally and externally, as you consider the entire supply chain. For example the inventory, storage, transport, distribution and customer service.

    In addition, the supply chain performance metric gives a different view of the supply chain. The important decision for all businesses or organizations is to verify and allocate which supply chain metrics are most important and how they can be utilized. Many companies use supply chain performance metrics that are easy to calculate but may not necessarily give a true indication of how the supply chain is performing. Sometimes companies use different metrics for their logistics department to apply, however other parts of the supply chain may be negatively impacted.

    Companies have to be mindful of their selection of metrics for department to adhere to in order for positive and successful feedback.

    As stated metrics indicate success when it is understandable, quantity which is expressed by a value that is objective derived from accurate data and not subjective. Measures the main importance of the data. Also consuming to collect and may require time to be taken away from line staff to prepare. This can be counterproductive therefore these types of metrics should be avoided. It is beneficial for the company because it causes correct behavior and improvement within employees and departments.

    References :

    CTU resources unit 3 retrieved from https://class.ctuonline.edu/_layouts/MUSEViewer/As…


    2. Alyssa

    The importance of developing metrics and KPIs in logistics and supply chain operations is very important for day to day operations of any company. If you do not use these metrics and KPIs then it would make it very difficult to keep up with how the company is performing. KPIs immediately give you feedback and shows you what may be going wrong. Getting answers like this will make it easier for you to address a situation before it gets beyond your control. This helps the company to provide the consistency they want their company to have and show to their customers. Now some of the things that the KPI measures are not necessarily important, so you have to make sure to eliminate the items that you do not need for your company. Otherwise these categories can take up space and possibly give you incorrect information because of the information being put together. The supply chain performance is important because it helps you to really see how the company is doing and then uses different metrics to figure out what may need to be fixed or changed. Once you get those particular things fixed or changed then it will help the company to grow and produce better results. You have to keep testing different things with different metrics because different metrics could come up with different results. So you have to make sure that the results you are getting are accurate. This also helps to let you know if one metric says something is wrong but another metric says it has to be like this for a different aspect to work, then from there, the company can decide which one is more important and what they would rather have ding so well. Now there are some metrics that can stop production, so you want to make sure to stay away from those metrics, otherwise you could lose out on money.

     
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    discrimination in labour market

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    Does discrimination exist in today’s labour market and how large is the problem? (Include geography, time frame, which sub-group of the population are you considering, perhaps compare two or three different countries, define terms which may have a variety of potential meanings)

    Question / Problem Definition:

    In this section you should outline the topic for the paper and ask a specific question.Please remember that I do not want a descriptive paper but rather one that answers a question.

    Analysis:

    In this section of the paper you should analyze the information that you have collected.State both sides of the argument and make sure that you are treating the subject objectively.

    Conclusion and Recommendations:

    In this section make sure you answer the question from the first section, that the analysis in the third section supports your answer and that your answer is definitive. Make sure that you make at least two practical recommendations.

    Bibliography:

    Clearly list all reference materials.

    I need upload this paper to the turnin.com

    so make sure it is original work.

     
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    case analysis icedelights

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    Please read the case study and provide a case analysis using the following outline and criteria.

    – 500 words (see attached sample).

    – Evaluate the business from an investment banker’s.

    – Evaluate the opportunity(ies): Product advantage; Market unmet needs; Industry analysis; Trends; Proof; Pricing.

    – Evaluate the strategy: Business strategy; Sales and marketing strategy; Operations strategy.

    – Evaluate management: Track record; Education; Any other characteristics.

    – Give your analysis and recommendations.

     
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    5 accounting questions and one journal entry

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    No plagiarism, No over Due

    ************* Q1-8 Minimum 60 words ***************

    1. What costs should be capitalized when purchasing or constructing a building?

    2.What is the purpose of depreciation?

    3. Why is there more than one method of depreciation?

    4. How can goodwill be created?

    5. How and why would you account for the impairment of intangible assets?

    ******* Journal Entry *****************

    (Journalize Various Accounts Receivable Transactions)

    Instructions

    Prepare all journal entries necessary to reflect the transactions below.

    The balance sheet of A Company at December 31, 2016, includes the following.

    Notes receivable

    $ 36,000

    Accounts receivable

    182,100

    Less: Allowance for doubtful accounts

      17,300

    $200,800

    Transactions in 2017 include the following.

    1.Accounts receivable of $138,000 were collected including accounts of $60,000 on which 2% sales discounts were allowed.

    2.$5,300 was received in payment of an account which was written off the books as worthless in 2016.

    3.Customer accounts of $17,500 were written off during the year.

    4.At year-end, Allowance for Doubtful Accounts was estimated to need a balance of $20,000. This estimate is based on an analysis of aged accounts receivable.

     
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    apa format hipaa violations

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    A celebrity patient is admitted to the hospital. Your friend Jennifer is a nurse on the floor where the male celebrity patient is staying. All of the nurses are going out of their way to work on that floor. The patient’s records and privacy must be treated like those of any other patient. The hospital has strict protocol, and only the nurses and staff involved in his care and treatment are permitted to work that floor and interact with that patient. Jennifer has always been a big fan of the celebrity. The next time she is working her shift, she takes him his dinner. When she enters the room, he is sleeping. He is hooked up to an IV and standard monitoring machines. He is also bandaged due to his wounds from a car accident. He looks pretty beat up but is recovering nicely. Jennifer decides to take a picture with her personal cell phone that she snuck in. This is for her personal use. She does not intend to sell, post, or distribute the picture in any way. After she takes the picture, she heads back to the nurses’ station, and she and the other nurses gather around the computer. She glimpses what looks like the celebrity’s medical records, but she is not sure. She does know that some of those nurses do not work on her floor and are not, therefore, authorized to viewthe records. She also remembers there was a note on the celebrity’s chart about an error on the medical history, but she knew the day shift would address it. She wraps up her shift and heads home. She decides to stop at her local diner and have a late night coffee and snack. When she walks in, she sees the local diner is packed with entertainment reporters hanging out to get the scoop on the celebrity’s condition. She giggles to herself as she quietly drinks her coffee since she is involved in treating him, and no one there knows. She pays for her coffee and snack and leaves the diner. The next day, she is getting ready for her noon shift and turns on the television. She is startled to see an update on the news about the celebrity and HER cell phone picture splashed on the TV. There are also private details about his injuries and medical records in the news story. When she goes to grab her phone from her purse, her stomach sinks when she finds her phone is gone. She must have left it at the diner by accident, and someone there picked it up and distributed her private photo. When she goes to work, the hospital administrator is outraged and threatening to fire anyone involved in this violation. A full investigation is launched. The celebrity is discharged within a week, and Jennifer thinks this horrible incident is behind her. The next month, she receives a summons for a lawsuit. The celebrity is suing her for distribution of the picture. The image was traced back to her cell phone, and he is alleging her photo of him while incapacitated has damaged his career because his attractive appearance is a large part of his brand. He is also suing her for defamation since the medical information given to the public was false. Jennifer is panic-stricken. She goes into work to try to get her life back to normal and is immediately escorted to the administrator’s office. She is told she is fired for violating the hospital’s patient privacy regulations and the federal Health Insurance Portability and Accountability Act law. She is told that since she violated policy by distributing private medical details of a patient to the public, the hospital will not defend her in any civil lawsuit. Jennifer instantly tries to explain she had nothing to do with the leaking of information or distributing the photo, but the administrator will not listen. She is escorted out of the building. In this assignment, you will describe the following issues: the legal obligation healthcare providers have to protect private health information and to maintain accurate medical records including information regarding the purpose of maintaining correct information within medical records and who is charged with ownership of medical records, the celebrity patient’s legal argument surrounding the release of his private health information and the inaccuracy of the information released, and a legal defense of Jennifer, who is being accused of mismanaging health information. Your defense should be based on legal theory and not just your opinion or feeling. In order to respond to this case study, you will need to research at least two legal cases that demonstrate both the patient’s and the provider’s privacy rights and obligations regarding medical records and private health information. Briefly explain the issues of the two cases you cite, and describe their outcomes. How do the cases relate to the above scenario? Do you agree with the court’s decisions in the two cases? Why, or why not? Your response should consist of at least two pages. Be sure to use proper A

     
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