Onboarding Essays (Examples)

Onboarding Best Practices
Onboarding

As the procedure of recruitment progresses in most organizations, the term onboarding becomes used in human resources. The key to organizational capacity to execute policy and attain its objectives is a productive workforce. An exceedingly competitive business backdrop requires its entire workforce to perform at its best at both team and individual level. Onboarding is an intricate operation affected by numerous aspects relating to the newcomer employee and the institution. These factors include the characteristics and behaviors of an employee as well as the organizational efforts. Augmenting commitment of employees is paramount for productivity in any organizations. To achieve productivity, skills and attributes acknowledged in each novel employee requires adequate support and detailed introductory procedure. Effective onboarding is crucial to acclimation and socialization of new employees within their working place. The acclimation procedure is an accepted expansion of employee's orientation training. Advantages of productive onboarding entail maximizing novel…

Human esources
The service provided by H to the employer by contributing to the creation of strategic advantage. The H function aligns itself with the overall strategy of the organization by ensuring that the right people are in the right roles, that they are sufficiently trained to perform to expectations, and that there are an absence of issues with respect to things like safety (SHM.org, 2016).

Hiring and retention are two key areas of importance for H. Basically, an organization requires good people who can execute their roles effectively. It is not always easy -- depending on the role -- to find such people. So where H adds value with respect to strategy is by finding such people in the first place, and then putting the policies in place to retain such individuals (Mayhew, 2016).

The first practice that can be improved is the two day onboarding. You can't just blitz new employees…

Business Management
ecruitment, Selection & Onboarding

With the economy growing and hiring demands increasing, conventional methods of posting jobs and contacting candidates are losing effectiveness. ecruiters are taking ground-breaking approaches to finding talent. Even with the elevated volume of candidates in the marketplace, recruiters are most apprehensive with their ability to find qualified candidates quickly. Technology advancements and social media platforms are providing many opportunities for recruiters, which are seen as one of the most significant topics today. ecruiters and hiring managers are using technology and social media to get around conventional methods of posting jobs so they can unite with passive candidates directly (2010 ecruiting Survey esults the New Age of ecruiting, 2010).

The use of social media communication tools in business is so new that best practices are still emerging. It is no surprise that there appears to be some puzzlement among recruiters about the best ways to leverage these tools…

dissemination strategy would utilize a multifaceted approach. Onboarding in particular is an ongoing process. In many instances onboarding can take many months. Therefore a multifaceted approach towards disseminating information is warranted. The target audience is the entire clinical staff at Nightingale Home Care. The relevant stakeholders consisted of administrators, directors, finance managers, IT professionals, and front line employees. The dissemination plan will be designed to appropriately address all of the following stakeholders in a comprehensive manner.
As stated in the introduction, the dissemination plan will be comprehensive, multi-faceted plan. The plan will incorporate a video of media including print, video, electronic and verbal demonstrations. Each will be designed to impact specific stakeholders in a manner best suited for them. Directors, high level managers, and executives will be targeting using the verbal approach. One on one interactions are appropriate this regard because these individuals are key decision-makers within Nightingale Home Care.…

Business- Management
ecruitment, Selection & Onboarding

Current Process

The hiring process at Proctor & Gamble, headquartered in Cincinnati, OH is a very impressive one. Procter & Gamble is a global company that provides consumer products in the areas of pharmaceuticals, cleaning supplies, personal care, and pet supplies. P&G is recognized as a leading global company and a company committed to creating a diverse workplace (Proctor & Gamble, 2011). Upholding this reputation can only be done by making sure that as a company they are recruiting, hiring and retaining the right talent. This is done by way of a process that involves recruiting, selecting and onboarding.

If one looks at P&G's career website they will find a lot of very useful information. The application process consists of many steps. The first step is to submit an application. Once the application is filled out then the applicant must fill out an assessment. P&G uses online assessments…

Learning Quest: Neo and on-Boarding
The critical thinking assignment module utilizes a Learning Quest. You participate explorer a quest learn New Employee Orientation (NEO) On-boarding. As explorer, search information practices utilized NEO-On-boarding programs.

Learning quest: NEO and onboarding

New employee orientation comes immediately after selection as the next process in the human resources management activities. Orientation of new employees to the organization and to their positions is essential to establish a productive and successful working relationship. The first interactions of the employee with the organization are essential to create a positive and lasting impression on the department and therefore time should be spent in planning and executing the new employee orientation activities to ensure their first days, weeks and months at work greatly improve their chance of succeeding at the position. New employee orientation goes hand in hand with on-boarding whereby the employee is taught the necessary behaviors, knowledge and skills for them…

For instance, according to Mcgillicuddy (1998), "A successful new employee orientation serves not only to answer employees' fundamental questions about health insurance and other benefits, but also to begin the ongoing communications and training that helps employees succeed in their jobs" (p. 551). The intended outcomes of these programs, then, involves not only helping new hires in making the transition to the new organization but establishing a long-term relationship with them as well.
Approaches to Developing and Implementing NEO and On-Boarding Programs

One of the best approaches to developing and implementing these types of new employee orientation programs is to help new hires become self-directed in the process. Therefore, providing new employee with various resources and materials concerning the organization that can help them determine any other information they may require in order to make the orienting and socialization process more self-directed should be supplemented by the following actions on the…

PODCAST: Customizing the Employee Orientation Process for Optimal Benefit
Conducting employee orientations that are a good fit with the organization and with new hires is challenging. A home health agency in La Mesa, California was considering ways to address the organizational challenges of onboarding newly hired registered nurses who are positioned to serve a majority of geriatric patients in the San Diego County. For the project that is central to this discussion focused on a total of five full-time nurses who were newly hired to home health within the last six months to a year.

Sharp Home Healthcare experienced similar challenges to those described for the home health agency located in La Mesa. Specifically, the challenges that Sharp Home Healthcare needed to address included: 1) Keeping newly hired nurses interested and preventing or decreasing turnover rates; 2) properly providing a well-designed orientation program; 3) training the skills needed for the home health…

Staffing Plan
Comprehensive Staffing Plan

Engineering and manufacturing requires many individuals who are adept at skilled labor. Additionally, there are unskilled laborers who can also be of use to a company that engineers and manufacturers goods. In a city such as this one, however, there are large challenges, such as a lack of a skilled workforce and many people who are on public assistance. College graduates and professionals are not that common, because many of them leave and move to others areas where high-tech hubs can be found. While the company in question here cannot focus its efforts on stopping that tide of workers who are leaving, there are ways in which it can reach out to and recruit people who have the skills - or are developing the skills - for which the company is looking. That can go a long way toward a company that workers want to consider…

They will be trained in what the employee needs to know right away. So whether this is certain functional skills or for a low-level retail job it is more likely to learn about the organizational culture, that manager will be able to convey only the needed information during this initial encounter phase.
An important component during the encounter phase is to have a series of seminars over the first few weeks -- perhaps with multiple new employees -- where the employees can receive supplemental training that reinforces what they are learning from their supervisors and from the first trainer. It is also important to have a mentor at this stage. I find that the mentor can be somebody who is in the same position, but who has been around a while and is a good representative. The role of the mentor is just to help the new recruit learn more…

Practicum Project in Health Informatics
Strengths

• This practicum thesis allows the student to work on developing informatics-based applications while also applying informatics science and skills.

• Uses technology to help streamline processes that ultimately aid in the patient experience

• Lowers costs while increasing efficiency

Weaknesses

• Does not focus on the "human component" of technology

• Focuses on the benefits of informatics but does not take into account the costs as it relates to onboarding. People must be training on the technology; stakeholders must know how to fix problems that arise. All employees must be willing to adopt the technology.

• Does not properly take into account the threat of cyber security and its implications on training nurses. A hack may disrupt the overall application of the technology

"Preceptor Training and Nurse etention"

Strengths

• Strong emphasis on a team approach as it relates to training and retention

• Use of preceptorship

• Emphasis on training programs and rotational environments

Weaknesses

•…

budget process, "make" or "buy" decisions, and non-financial performance measures.
The initial budget process starts with the existing budget, and the information in this budget should be verified, and reconciled against actual performance. You have to know that your starting point is accurate. The second step in the budgeting process is to determine the information flows and measures that will be used to create the budget. A budget depends on having accurate information, and this step is necessary to ensure that the information is accurate. The third step in the budgeting process is to determine a methodology that will be used. When you have an existing budget and an ongoing business, that is usually the starting point, but there are still several different choices of methodology that can be used. Choose the one that is optimal for the type of business and its situation. The final step is to make…

Training is one of the critical areas that SEIIC needs to address in order to maintain its advantages in human capital. The company has experienced turnover in recent years, and this increases the need for it to improve the talent base of those who remain. There are a number of trends in training at present that SEIIC can adopt in order to improve the training of its employees. The first is with respect to new employee training and onboarding. The learning curve is steepest for new employees, but they need to know not only critical task skills but also about the organizational culture and the soft skills that are expected of them. etention is also added through better onboarding, as the onboarding training relates to having better task clarity, which in turn allows employees to enjoy better performance.
The early stages of onboarding are said to be a critical point in…

Onboarding Project
Healthcare regulation and industry standards have long been focused on patient care and treatment. This is rightfully so as healthcare costs as a percentage of GDP continues to rise to unsustainable levels. In addition a patient focus is necessitated by an increase in the overall insured population. However, not much emphasis has been placed on the practitioner side of legislative changes. Nurses in particular must now adhere to changing standards of care and treatment. The insured population has become much more diversified in the expectations of care and treatment. As a result, all healthcare employees must be properly trained to better adhere to these changing standards and demographics. Nightingale Home Care is no different in this regard. With increased employee dissatisfaction and high turnover, the firm must reassess its onboarding practices. This will ultimately insure a better work environment, but more importantly, improve patient care.

Nightingale Home Care has…

Human esource Management
Human resources departments play several important functions in a company. Key roles including the recruitment and retention of talent, administration of benefits, and adjudication of disputes. Increasingly, the human resources role is being viewed as strategic in nature, and can even be a source of competitive advantage in the information economy (ay, 2016). This paper will outline some of these key roles for H, and explain why they are important to exceling in the modern business environment.

The first role is with hiring/recruiting of employees. In today's business environment, knowledge is power. Workers are easy to find, but talented ones are scarce, and there is intense competition for quality workers. So one of the most important roles for H is to continue to bring good people into organizations, as this will help the organization to remain competitive and innovative, if it has the best people (Mcgrath, 2008).

Onboarding new employees…

businesses, in particular because there is a productivity drop that occurs when an experienced worker is replaced by an inexperienced one. What happens is that the company will see productivity drop, and this can affect the financial results, so the more turnover there is the worse the financial impact will be. If the turnover rate is high enough, as occurs in poorly-run establishments, then it becomes the blind leading the blind and the organization's effectiveness is likely to be plummet.
The influences of turnover include perceived lack of procedural justice, lower than market compensation, and a perceived lack of a career pathway. Employees want to feel that there is mutual commitment between them and the organization, but they also want to feel that they are working towards their life goals, and that the company is a place where they can do that. Providing such a vision is important to employee…

strategic HM
There are a number of career paths within SHM. These include the human resource generalists, but also a growing number of specialists. Some of the specialties where the strategic human resources practitioner can contribute to the company's success are workforce planning, workforce development/onboarding, total rewards/compensation, labor and employee relations, training and risk management.

Organizations have begun to recognize that these specialized roles can be an important part in meeting the organization's strategic objectives. In the knowledge economy in particular, it is the skills, knowledge and experience of the employees that will often give a company its competitive advantage. Systems can be replicated by competitors fairly easily, but a superior workforce is much harder to duplicate. It begins with recruitment and onboarding, where finding the right candidates to execute the company's strategy is critical. Even with good people, they typically need to be trained. Then the company needs to get them…

New Hire Orientation Program at Nightingale Home Care Inc. has been designed to implement organizational challenges that are currently present in the local market. Due to internal struggles, turnover rates have been increasing and reducing the quality of service and patient outcomes. It is recommended that a transformational leader be selected and follow Kotter's organization change model to address the issues that are present.
In the past two years, the organization has been experiencing increased turnover rates and losing key clinical staff members (RN's, PT's, and OT's). The competition within the home health community has also led to difficulty in recruiting experienced clinician. This trend has made the ability to maintain operational quality standards difficult and has reduced patient outcomes on a variety of key metrics. The organization has determined the key roles in the organization that the that a New Hire Orientation Project should address and a plan for implementing…

Organizational Behavior and People Management
Motivating long-term company employees

Competitive remuneration cannot be used in isolation to motivate employees of a company that is focusing on its long time future. Money, an extrinsic motivation, is believed to extinguish intrinsic motivation like achievement motivation. However, money can be used as an indicator of success for various motives. To make long time company employees develop interest in the company's long-term future, some elements of innovation have to be integrated. As the CEO of the company I would initiate college scholarship schemes for veteran employees who may be having interest in furthering their education to be at par with the company's technological advances. College scholarship programs can also be extended to these employees' grandchildren because many grandparents still help with college bills. Long-term employees can also be given the first choice in vacation and shift-schedule request (Sixel, 2011).

I would also provide special parking places for…

Career Page, the company has the tag line "connect to something bigger," and this illustrates the way that Starbucks' human resources strategy aligns with its overall strategy. First and foremost, Starbucks is in the service industry, selling the Starbucks Experience to its customers. To provide that service, the company wants to hire motivated people that provide a consistently high level of service. Starbucks needs to accomplish this even though it does not necessarily pay a high wage. Connecting to something bigger implies a high level of intrinsic motivation, which is precisely what will drive Starbucks employees to deliver an excellent customer experience every time.
Strategic Objectives

Starbucks' mission statement is "to nurture the human spirit -- one person, one cup and one neighborhood at a time." The company subdivides its objectives by stakeholder, noting how customers, stores, neighborhoods and shareholders all relate to its strategic objectives. Employees ("partners") have passion and…

Workforce ecruitment
The author of this report has been asked to create and frame a plan that involves the recruitment, selecting, onboarding and retraining of ten nurses over the next ninety days. The questions and steps that will be answered to in this report will include the steps that will be taken and in what order, the methods that will be used to recruit the nurses, a discussion of how the nursing candidates will be selected, how an efficient onboarding process will be a boon to the company in terms of retention and other metrics as well as overall retention strategies that could and should be used in general and with the new nursing staff in particular. While the overall recruitment and retention process is not all that difficult to understand, it is extremely important that it be created, perfected and upheld so that the continuity of nursing operations at the…

Planning Process
Explain in detail how you will address each of the needs identified in part 2 include changes necessary for environment, engagement, application, and tools. Make sure to include a list of technology resources currently available and those that must be purchased.

State Goals and Objectives with Local Strategies and Measures

Environment The changes necessary for the environment involve going from one based on the physical environment to one that is predicated on a cloud-based environment. In this regard, the change is mostly one of architecture. Virtually all applications and requisite software the students and instructors will use will be accessed through the cloud.

Engagement The means of engagement will be the Bring Your Own Device phenomenon, in which students utilize their own mobile devices for the purpose of working in the classroom. Those without such devices will be provided the most accessible ones (a smart phone) via the school, district, and…

In other words, the H department is currently seen as primarily a staffing function, there to provide advice and fulfill personnel functions. ecently, however, your board of directors has asked you to inform them as to what strategic human resource management is all about and how you see your H department (and its functions and subsequent activities) transforming to such a new role as a strategic partner. Your company decided to transform the H role from a traditionalist function to that of a strategic partner in the organization.
Human resources alignment entails putting together choices in regards to people with results about the outcome that a company is trying to attain. By incorporating human resources management (HM) into a companies planning procedure, highlighting human resources (H) actions that support extensive agency operation objectives, and constructing strong associations between H and management, companies are able to make certain that the administration…

UltiPro is an industry leader in HCM, delivering more out-of-the-box functionality than any other provider. UltiPro's continuous H and talent management functionality includes recruitment, onboarding, payroll, worker and manager self-service, benefits administration, compensation management, performance management and reviews, succession management, talent retention tools, time and attendance, workforce scheduling, rich reporting and analytical decision-making tools, and more. UltiPro's Web portal can serve as a company's communications center and the fundamental gateway for business activities because it conveys functionality for everyone in the company, from H and financial departments as well as executives, staff managers, and individual staff. With the UltiPro portal, H/payroll staff, managers, and administrators can complete daily worker administration tasks, administer benefits, manage staff, and access reporting in real-time, all from one central location. Managers and executives can access frequently requested reports and analyze workforce statistics and trends on-demand. Employees can access pay and benefits information, get questions answered,…

successes in the MSN program
The MSN program has been both a rewarding and challenging experience for me. My professional development has vastly improved over the course of the program. In particular my proficiency with Needs Assessment Tools, Lean Six Sigma, and SMART action plans, has improved. What I appreciate the most about these successes within the program is that each of these concepts can is applicable to both my professional and personal life as well. From a professional development perspective, being about to develop and implement SMART action plans will be critical to corporate success. In many instances, healthcare firms are looking to make an adequate profit relative to the resources invested in the project. With SMART goals, I will be better able to help direct a firm to the projects that help serve clients and the firm better. Through the MSN program, I have also become a more…

Diversity Socialisation for Newcomers Head of Human Resources
XYZ Investment Limited

Dear Sir,

Re: Diversity Socialisation for Newcomers

The significance of organisational socialisation cannot be overemphasised. Through the process, new employees are equipped with the knowledge, attitudes, and behaviours necessary for successful organisational membership (Cable, Gino & Staats, 2013). In most cases, however, the process of socialisation focuses on aspects such as the goals of the organisation, individual role and responsibilities, behavioural patterns, as well as rules and principles pertaining to the organisation. Often, there is little or no attention to workplace diversity issues (Mcmillan-Capehart, 2005; Graybill et al., 2013). This is particularly true for XYZ Investment Limited, a hypothetical investment firm with operations across the U.S. The organisation could be at a considerable disadvantage given that workplace diversity has increasingly become a vital source of competitive advantage for organisations of different sizes and in diverse sectors and industries. Though research in this area has…

Memory A learning culture is an organizational practice, system and values that encourage and support individuals and organizations to increase performance levels, competence and knowledge. It promotes continuous support and improvement for an achievement of goals. Adjustment of current strategies can be done by adjusting to a trend, business model, capital model, launch strategy and making a great plan.
There are several ethical principles and professional standards of learning and cognition in the workplace. Some of them are; encouraging contact between faculty and student, developing cooperation between students, encouraging active learning and respecting adverse talents and learning techniques. Some implications that should be considered when working with others are; demonstrating respect at work, providing feedback with an impact, showing appreciation and overcoming fear of conflict.
WEEK 3 DISCUSSION
Memory Suppression in Alzheimer’s disease
Alzheimer’s diseases is chronic degenerative disease of the neurons. It causes about 60-70% of dementia cases. The common early symptom is memory…

0 tool has little to do with its overall effectiveness in getting attaining learning goals and objectives for example. Controlling for the informality or formality of Web 2.0 tools use is required, as many instructors are relying on the conversational and broadcast functionality of social networks as a substitute for e-mail. Still, the informal aspects of social networking applications including Web 2.0 tools and their anticipated benefits as a learning tool must be indexed or evaluated from their actual effectiveness in assisting learned to gain mastery of subjects. Creating this link between Web 2.0 tool effectiveness and their relative perception of value with respondents to this study will require a research design that can isolate attitudinal and effectiveness measures while not introducing sampling bias or error.
Fifth, the risks that Web 2.0 tools might create for formal learning in educational institutions also faces the same dilemma from a methodology standpoint (Cronin,…

In the formulating and implementing of strategies, the unique treatment plans for patients must also be taken into account. Only by combining electronic medical records and applying them to specific process areas can customization of treatment plans be created (Terrell, Terrell, 2009). The ability to selectively use medical records and continually refine processes to meet patients' expectations is critical for any strategic plan and continually executed tactics, initiatives and programs to be successful.

eferences

Anderson, C.. (2008). The Ins and Outs of Electronic Medical ecords. Applied Clinical Trials, 17(9), 50,52,54,56.

Miller, A., & Tucker, C. (2009). Privacy Protection and Technology Diffusion: The Case of Electronic Medical ecords. Management Science, 55(7), 1077-1093.

Terrell, G., & Terrell, T.. (2009). Cornerstone Health…

Managing High Performance
A familiar challenge for any expanding enterprise is how to find and manage the highest potential employees who can over time mature into leadership positions. While there are always more applicants that positions available in senior management, the task of any leadership team is to accurately and with insight find those employees with the greatest potential of success (uggiero, 2008). From the very informal succession planning techniques small businesses use that are tantamount of planning sessions, to the much more rigorous and thorough high potential employee development programs, there is a very wide variation in approach and results (Bloch, 1996). The intent of this analysis is to provide a small, rapidly growing company with insights into how best to manage the dilemma of having 50% of its workforce looking to advance their careers with a limited number of positions available while also giving the majority of employees greater…

CBT
Analysis of Learning Methods and the Impact of Computer-Based Training (CBT) Programs

Compare and contrast the four differences in learning styles. Propose ways a trainer can help each type of learner.

The four differences in learning styles are often characterized by convergers, divergers, assimilators and accommodators (Mumford, Honey, 1992). There are significant differences between each, and the intent of this analysis is to compare and contrast them with each other. The converger learning style typifies learners who rely on conceptual learning including visualization and abstract learning, supported by active experimentation. It is comparable to the assimilator learning style in that both rely on abstract conceptualization of learning materials and concepts, in addition to a reliance on theoretical models. The converger learning style differences from the other four in its intensity of focus on taking information and intelligence and turning it into pragmatic thought (Mumford, Honey, 1992). The other learning styles have different…

This phase also includes the definition of market-competitive base salaries, merit increases, benefits, bonuses and incentives. It is also the area where benefits are budgeted for and offered. Many practitioners and managers both see this as the most critical phase of the HM lifecycle for retention as a result (Ulferts, Wirtz, Peterson, 2009). In fact it is the development of jobs that have a wider span of responsibilities and link personal achievement to the attainment of challenging goals rather than making pay purely dependent on minimal levels of performance (Pilenzo, 2009). HM can help employees find challenge and meaning in their work by using the strategies in this phase of the lifecycle with intelligence. The role of salaries and benefits in terms of giving employees a sense of autonomy is also critical not only for employee satisfaction and the marketing of a company to potential employees as world-of-mouth is…

Leadership and Self-Assessment
Organizational Behavior

An Analysis of how Self-Evaluation and Self-Assessment relates to Leadership Today

The modern organizational environment must keep pace with changes that are occurring at a historically unprecedented rate. Many of these changes are driven by technology and require that leaders continually learn new skills in order to stay abreast of needed skill requirements. It is often the case that a leader will have difficulty getting performance feedback from their superiors because they generally do not work in close contact with supervisors and in some case may not even have one at all. Therefore a leader must rely on self-assessments primarily to further develop the skill set that will allow them to help their organization create or maintain a competitive advantage.

360 Degree Feedback and Self-Evaluation

Evaluation is an important component of any organization. The use of an evaluation program has been shown to be able to reduce employees' levels of…

Human esources
With the advancement in ICT, management of organizations has undergone changes in the period of the 21st century otherwise known as the digital era. The organization's function of Human esource (H) has also changed so fast resulting in a changing environment of social and organizational terms, while information technologies have rapidly evolved. H has grown to be an essential component in firm sustainability. This has resulted in the formation of new practices and processes in H. Some of the new practices include an E-selection, E-performance, E-recruitment, and E-learning. This study identifies how General Motors can utilize H Portals as new HIS technology to foster employee management. With H portals, the use of Employee Self-service and Manager Self-service will be essential to the company's processes of recruitment, employee performance and other human resource management activities within General Motors (Schwalbe, 2010).

E-ecruiting and E-Selection

With the advancement in technology in areas of selection…

com) and Point of Sale module (NetSuite has a POS Module on their cloud-based ERP system available today).
Discussion/Justification

Relying on a cloud computing-based series of systems will allow Sierra Brews LLC to scale quickly to the specific growth needs they have over time. The immediate need the company ahs is to orchestrate its many suppliers globally to a common quality standard, and enforce minimum quality levels for incoming inspection. A cloud-based system will allow the company to move quickly in the direction of strategies that ensure product quality veer time. Second, the company needs to do a thorough Total Cost of Ownership (TCO) analysis to track the overall costs of cloud-based vs. on-premise applications. The costs of a cloud-based ERP system will save Sierra thousands of dollars a year for example. As all ERP modules are from NetSuite, there will not be an integration issue, which saves a significant amount over…

Team members should communicate all relevant information to the Project Managers for the University of Arizona Medical Center and the CM vendor chosen for the project.

Issues and risks should be communicated in writing via the Issues/isk Log or email to the Project Manager. If the issue/risk is urgent, immediate verbal communication of the issue/risk to the Project Manager is recommended. Once the issue is stabilized, written documentation will be developed to communicate the issues. The Project Manager will report Project Issues/isks eports on a weekly basis.

The Project Manager will distribute a Contact List to each team member to ensure that members have the necessary information to stay in contact with each other.

Quality Management

Quality management is the process of providing the necessary tools and project reviews to help ensure the business goals are achieved, issues are promptly identified and resolved, and the process employed to achieve the results is efficient and…

FATCA egulations and the Effect This Will Have on Financial Institutions
The objective of this study is to examine the basic provisions of FATCA egulations and the effect this will have on financial institutions. Towards this end, this study will conduct a review of literature available in this area of inquiry that is located in academic and professional peer-reviewed articles, books, journals, and sources found online via the World Wide Web.

FATCA is reported to have been enacted as part of the Hiring Incentives to estore Employment (HIE) Act of 2010, which requires financial institutions to utilize enhanced due diligence procedures to identify individuals in the United States who have invested in accounts that are non-U.S. financial accounts or non-U.S. entities. The intention of the FATCA is to bar individuals in the United States from hiding income and assets overseas. It is reported that a foreign financial institution (FFI) would face…

Communications
Innovation at L3 Communications

Company Background

Innovation Strategy

Planning for Innovation

Management Systems and Innovation Metrics

Rewards and Incentives

Organizational Learning

Leadership's Commitment to Innovation

Leadership's Innovation Strategy Involvement

Ethics in Innovation

Company Background

L-3 is a prime contractor in Command, Control, Communications, Intelligence, Surveillance and Reconnaissance (C3ISR) systems, platform and logistics solutions, and national security solutions; L-3 is also a leading provider of a broad range of electronic systems used on military and commercial platforms (L-3, N.d.). The company's client base includes an array of different organizations such as the U.S. Department of Defense and its prime contractors, U.S. government intelligence agencies, the U.S. Department of Homeland Security, U.S. Department of State, U.S. Department of Justice, allied foreign governments, domestic and foreign commercial customers and select other U.S. federal, state and local government agencies.

The L-3 concept was developed along three different central components that constitute the organization's high level objectives (L-3, N.d.):

Agility: L-3's ability to respond and adapt quickly…

GLO BU Marketing Plans
Marketing trategy -- Glo Bus

ummary- Glo-Bus is a U.. based international digital-camera company with production operations in Taiwan. The industry is cyclical and highly competitive with a market growing 8-10% per annum and heavily price elastic due to volume and technological improvements in digital phone devices.

Target Customers- Digital camera customers are typically more sophisticated and technologically savvy than the general population. They research products thoroughly prior to purchase and fall within the Early Adapter or Early Majority segmentation model. Most are college educated (or equivalent) who are either professional photographers or highly skilled amateurs with household incomes in excess of $75,000.

Unique elling Proposition- Because of the heavy competition and price wars between mart Phones and other camera manufacturers, the UP for Glo-Bus is based on gleaning a competitive edge: "Glo-Bus -- Don't just shoot it -- experience it."

Pricing and Positioning- While Glo-Bus has entry-level camera models, the…

, 2010). The model includes several mediator (e.g., knowledge exchange) and moderator variables (e.g., self-leadership competencies of actors) that explain why and when this approach is effective and looks at leadership in more of a comprehensive way than focusing on one individual. Such perspectives have suggested that when employees become involved in the decision making processes then this can strengthen leadership.
Transactional Leadership

Transactional leadership is the leadership model that represents what most people view as the concept of management. Transactional leadership is defined by an exchange relationship between the managers and the employees that are all motivated by their own self-interests and meeting the expectations that are associated with their job description. Transactional leadership consists of monitoring, controlling, and motivating employees through economic incentives and other types of exchange incentives (Bass, 1985). Most of the motivation in this model stems from financial exchanges such as by either salaries, performance bonuses, benefits…

undercover boss with the Menchie's Frozen Yoghurt franchises. There were a few different positions on this show. The first was that of a shift leader at one of the retail outlets. This position has two components -- leadership and customer service. The customer service is element is common to all retail positions, and the shift leader needs to know all of the different elements of the business. They need to understand both the back of house and front of house, and all of the different things that will need to be done over the course of a shift. The leadership component of the role is less technical in nature, but the shift leader sets the tone for the shop, and ensures that the different people in the shop are fully trained and capable of ensuring a high standard of service. The shift leader is responsible for training, and a…

Compensation Plan
Brief Overview of Costco's Compensation System

Costco has a unique compensation system within its industry. The company competes as a cost leader, where it features low prices as a means of winning business. Cost leaders typically try to have rock bottom costs throughout their operations, from the supply chain to labor and everywhere in between. These competitors will use their bargaining power to get the cheapest labor possible, bargaining down wages, benefits and other perks. This often results in a poor quality labor pool with high levels of turnover, but these companies accept that as part of having a low cost labor pool and account for that is the design of the low cost business model (Lutz, 2013).

The approach that the company has to compensation is therefore counterintuitive to the way that most of its competitors run their human resources, but there is internal logic to Costco's system. Costco is…

Online employee orientation programs must provide a full and thorough introduction to the company just like a traditional orientation program. Their content specifications may encompass the specific technical demands of the job; a broad range of the company's H policies (including payroll, promotions, anti-discrimination policies, etcetera); policies on harassment, civility, and discrimination; and even basic information like parking regulations. Both the technical and the practical may be encompassed within an online orientation. Still, new employees can easily feel overwhelmed so the content should be relevant to their most pertinent concerns (minutiae can always be addressed later). Employees likely want to know how they are expected to behave, how they will be evaluated in terms of their performance, and any knowledge required for their day-to-day job tasks.
Online employee orientation programs have the advantage of being able to be tailored to the needs of specific employees and specific departments relatively easily. For…

Supply Chain Integration
Defining Integrated Supply Chains in the 21st Century

Collaboration and the ability to orchestrate complex purchasing, procurement, quality management and fulfillment strategies typify integrated supply chains today. These lessons learned and more are found in the article, Integrated Supply Chains to be Explored (Johnson, 2007). Also alluded to in the article is the concept of having a 360 degree view of global supply chains, with the added benefit of being agile enough to adapt to business models that are changing rapidly in the marketplace (Johnson, 2007). These concepts are only a partial definition of what an integrated supply chain is in the 21st century. This paper defines in greater detail what an integrated supply chain is today, where it is going in the future, and what the key elements and challenges are to creating and successfully managing one over the long-term. Presented in the following sections is an overview…

Leading
Designing Organizations

Locate a copy of an organizational chart of your company, division, or department. If you do not have access to an organization chart, you can find examples of organizational charts on the Internet searching on Alta Vista, http://www.altavista.com/, for the term "company organizational charts." What type of organizational structure does the organization currently have? Is the structure functional, geographic, product, network, or a hybrid? Is it mechanistic or organic? How effective is the current structure? Could or should it be more organic? What changes would you make if you were a top executive? Explain why.

Organizing and Leading

The organizational chart example provided here illustrates a formal structure based on job function. The structure of the chart suggests a mechanistic way of conducting business as the lines of reporting are clearly demarcated and indicate functional relations between the positions. A dotted line drawn between the Construction Group and the Project…

Nursing Leadership
Batcheller, J.A. (2011). On-boarding and enculturation of new chief nursing officers.

Journal of Nursing Administration, 41(5), 235-239.

This article examines the on-boarding process for new chief nursing officers by examining the onboarding process for 6 new chief nursing officers. The examination is aimed at determining what type of support leaders new to an executive role requires and how to on-board leaders who are experienced, but who are new to a particular organization. The possible implications of this research is that if the on-boarding process is insufficient, then it may contribute to high turnover rates and the short length of chief nursing officer positions.

Carlson, C.L. & Plonczynski, D. (2008). Has the BARRIER cale changed nursing practice? An integrative review. Journal of Advanced Nursing, 63(4), 322-333.

This article examines whether the BARRIER cale, which identifies nurses' barriers to using evidence-based practice, contributed to an increase in the use of evidence-based practice. The BARRIER cale…

Leadership
Place answer under each question.

Dynamics of Leadership

Think of a leader that you know. Give examples of how this person influences others using formal authority, expertise, rewards, coercion, and charisma. How do you think people generally respond to these different influence tactics? Explain.

The former Starbucks marketing executive John Moore is a leader who is very interesting to me as he generally works very effectively with the strong personality of Howard Schultz. Moore once said, "Food is something they've been trying to solve for 20 years. The stores are set up as places to brew and serve coffee, and they don't have a back of the house suitable for the prep work and other work that goes into serving high-end pastries like these well." Moore uses his expertise of the retail food industry to exert influence on the trajectory of the company, taking Starbucks in directions that people who work there…

Mr. X
CEO

XYZ Plc.

Choice of HIS for Performance Improvement Compared to EP

Sir,

This memo is intended to establish the kind of process development software that the company can use right now to enhance the performance of the H department and be able to better monitor the performance of employees and be able to provide feedback in real time.

For this purpose, I make the following suggestion.

While it has been suggested by some that the company can make use of the enterprise resource planning software for enhancement of performance, I suggest the use of HIS for the same purpose. The reasons for this are that I am of the view that the HIS is better suited to serve the company in its present growth phase than an EP software.

While EP can be described as a process of management which is used for better management of the company and the business, it is also known…

Compensation has become a very contentious issue within the developed world of late. Economies are continuing to struggle. The EU has created a form of quantitative easing designed to restore wage growth and stimulate the economy. China is slowing as it transitions into a consumer driven economy as oppose to an export driven economy. Brazil is struggling with massive inflation and unemployment resulting in a recession for the country. America continues to grow but only at a 2% rate. This is well below the 3% GDP growth that many economist and experts are expecting. The world is lagging behind its historical trends of growth and development. As a result, compensation growth will naturally lag. Issues abound about how to properly stimulate compensation and wage growth throughout the world. The issue is particularly important for America, with 70% of GDP resulting from consumption of goods and services. This consumption will not…

Business and Project Management
The activities relating to the closing phase of a project have a profound impact and long-term effect on the organization and its people. The success of future projects will certainly rely on not only the success of the current project but also on how successful the project was treated by James Hospital and its stakeholders. Project members must have the right attitude to engage in successful projects. This section offers information regarding the importance of constant motivation, leadership and communication to ensure the project objectives are met. The significance of each variable differs by organization and project type.

Motivation is the overall philosophy of rewards and recognition to let project members stand out. Successful projects make it a goal to let the members stand out by repeatedly acknowledging their contributions. Showing appreciation by issuing a paycheck might not be enough. ewards are argued to create compliance; not commitment.…

Quality improvement within a healthcare firm is very important. Health care laws are continually changing and required a diverse and varied array of skillsets. One of which is a high standard for patient care. Antiquated systems, a higher insured population, and new regulations all impede the quality improvement process. Therefore, it is necessary to form a dedicated team of professionals who focus solely on the quality improvement issue. The selection of this subcommittee is vital in regards to the actual success of such a program. As a result, the process of identifying and onboarding subcommittee team members can become a complicated process.
Identify some of the risks associated with working with interdisciplinary teams and how you plan to address them.

Interdisciplinary teams can cause risks, particularly as it relates to quality of care. The most obvious is a lack of emotional intelligence and cultural awareness. The insured population is now very diverse…

Patient safety is a very important element with the overall healthcare system. egulations and new initiatives set forth by the Affordable Care Act have created much elevated culture of safety. As a result, facilities must now alter the manner in which they deliver and administer treatment to patients. A culture that once focused on transactions and bloated costs has now been replaced with one predicated on safety. Creating a culture of safety is no easy task however. In fact, it can be particularly difficult when older employee habits have been deeply engrained in the daily processes of work. To create a culture of safety, management must first communicate its expectations to all stakeholders involved. Communication is an integral aspect of patient safety. Communication is important because it sets the overall tone within the organization. Communication regarding expectations is particularly potent when top-level management is heavily involved. Consistent emphasis on quality…

HR Shared Services
When it comes to the craft and practice of human resources, one of the unmistakable trends that is emerging and changing the face and shape of the work field is the use of a "shared services" framework. Something that is common and inherent to these shared services frameworks is a passionate mission and vision behind the department and how precisely their iteration of human resources will be used to assist and empower the organization via the effective utilization of human resources practices and procedures. This may come off as navel-gazing and self-aggrandizing corporate speak to many people. However, there are so many connections between the people and the company that they work for. These connections include making a living, benefits, the corporate culture of the company, the facilitating of a work/life balance and beyond. This report shall manifest with a hypothetical organization and how precisely their strategic plan…

Burn-Care Unit: Reducing Operational Costs- Focus on Labor Expenses
1.0. Executive Summary

To remain relevant in the long-term, the Burn-Care Unit ought to adopt either of these two strategies, or combine both in a hybrid mix: reduce costs or boost the current level of revenues while keeping the current cost levels constant. The most viable strategy for an organization of this nature would be to rein in costs via the adoption of an effective cost minimization strategy or approach. It is important to note, from the onset, that being a reputable burn-care facility at the national level, there is need for the Burn-Care Unit to maintain the integrity of its processes as well as its operational efficiency, even as it seeks to minimize costs. For this reason, the relevance of embracing the most viable course of action towards the minimization of operational costs cannot be overstated. Reducing operational expenses, and most specifically…

Introduction
Patient-centered care is the goal of many healthcare organizations, but the ability of an organization to deliver patient-centered care is influenced by a number of factors both internal and external. Business practices, regulatory requirements, and reimbursement all can impact patient-centered care in any healthcare organization. Promoting patient-centered care requires an organizational culture committed to this paradigm, which also needs to be embedded in the mission and values of the organization.

Executives and administrators create the organizational culture that promotes patient-centered care. All leaders in the organization are responsible for using patient-centered practices and communications styles in their interactions with patients and their families. Furthermore, administrators oversee the policies and procedures that directly impact the culture of care. Analyzing areas of weakness within the organizational structure and culture via established assessments like the Patient-and Family-Centered Care Organizational Self-Assessment Tool, it is possible to create multidisciplinary teams that promote the organization’s vision of…

Abstract A company’s most valuable asset is its people. Human resources refer to the people who comprise the organization. The practice of human resource management includes employee recruitment, hiring practices, employee development and retention, discipline, motivation, and to a degree, organizational culture and socialization. Human resource management also involves job or role definitions and clarifying hierarchies and relationships within an organizational structure. Ethical codes and codes of behavior may also be covered under the rubric of human resources management. Human resources departments often operate independently but in conjunction with other departments to create a cohesive strategy for management and organizational structure. Training for human resources management can vary, and often little more than a Bachelor’s degree is required in terms of formal education. Human resources managers need interpersonal skills more than anything, but also benefit from strategic planning and general leadership skills. Job outlook and growth for the field looks promising,…

Interpersonal Communication in the WorkplaceAbstractThis paper discusses the role that interpersonal communication plays in the workplace, some challenges that can prevent it from being developed, and what leaders can do to promote it. It shows that interpersonal communication helps to foster teamwork, trust, and accountability. It shows that challenges to communication can come in the form of different biases, such as generational bias, gender bias, political bias, or cultural bias. It shows finally that leaders set the tone for communication in the workplace. The more welcoming leaders are of other opinions, the more likely interpersonal communication is to be effectively implemented. Mentors should promote interpersonal communication so as to make new hires feel supported and part of the team; and social and emotional intelligence skills should be developed so that individuals know how to read situations and other peoples in order to give the right kind of feedback, support, and…

Case Analysis: Internal or External Manager?Question 1InternalExternalProsThe internal candidate knows the organization goals, business model, and the organizational culture. The candidate has the required skills and the ability to perform the job based on their previous performance.With their already established relationship and knowledge regarding the organization, the internal candidate is able to assimilate faster into the new position.External candidates normally have higher education and have more extensive experience than the internal candidates.The external candidate will bring vital new perspectives, competencies, and experiences to the organization.If an organization would like to challenge or modify old beliefs and organizational culture an external candidate will be better placed to turnaround the organization.ConsThe internal candidate might need training and mentoring in order for them to be ready to take up their new responsibilities and role.Since the internal candidate knows the internal environment, personnel, and the culture of the organization, they could find it hard…

Fellowship to Investigate the Relationship between Humans and Advanced TechnologyIntroductionThe relationship between humans and advanced technology has been an important focus of research for many years. It is important to study this relationship because it can provide insights into how technology affects our lives, how it can be used to improve our lives, and whether there are any risks inherent in this relationship. Specifically, understanding the extent to which humans are utilizing and relying on technology, both in positive and negative ways, can help us to better prepare for the future. Additionally, studying the relationship between humans and advanced technology can provide us with a better understanding of how we interact with other people, machines, and the environment.Humans and Advanced TechnologyWhat it Means from an Ethical PerspectiveStudying the relationship between humans and advanced technology can help us to better understand how technology can be used in a responsible and ethical…

Hightowers Petroleum Company a middle sized company is initiating a project with the objective of unifying the different personalities that make up the company's workforce. This objective stands as the broad objective in trying to bridge the cultural differences among the organization's workforce. In the organization differences of the employee's background have brought about different cultures that seem to result in conflict upon attempts in moderating the workforce to observe common values, practices and perspectives on the organization's pertinent issues. In organization's where there are no commonly held perspectives, values or norms, there is a likelihood of disintegration of objectives owing to lack of a common culture (Hofstede, 2001). In an instance where the organization's workforce cannot share a common way of doing things, then it is not possible to articulate the process in archiving success (Kelly, 2006; osen, 2007).
It is the project's intentions to assess how the different attributes…