Is this legally acceptable? Why? What can happen if you get caught doing this? Which agency monitors businesses and what might happen if you are reported? What legislation are you violating? 2.      What is the best way to handle this staffing challenge?

How will a training plan implement proper training. What methods of training will be use? Will it facilitate a learning environment/organization? How will it determine the necessary training for each group, team, and individual? What are the cultural factors? What immediate, short term, and long term plans do it have for the ongoing training? What is the implementation plan? How will it monitor, assess, analyze, and evaluate progress?

Unfortunately, many smaller organizations do not have a Human Resources Management function (i.e. HR director, coordinator, etc) or are removing the role all together in favor of outsourcing payroll and benefits administration. However, as you have read thus far, an organization's human resources are vital to  an organization's competitive advantage and understanding the legal environment is supremely important, regardless of your role.  Please answer the questions below: Name three considerations an organization should make when deciding to incorporate 'big data' analytics into their strategic HR function. Fully describe any legal concerns (including naming relevant laws and such) and how you might recommend mitigating such concerns for each consideration.

Avondale Industries’ training director conducted an employee survey and found that employees in several departments lacked trust and confidence in their supervisors. The director arranged for training of these supervisors to help them strengthen their interpersonal, communication, conflict resolution, and problem-solving skills. Why is it in the best interest of the organization to help its supervisors improve their performance and gain the trust and confidence of their direct reports?     Helping individuals improve their performance through training helps the organization reach its strategic goals.   Training supervisors to be more trustworthy will help them relate more effectively with their employees and encourage better communication.   Providing training for individuals that focuses on improving skills allows employees to develop competencies for future jobs.   Improving relationships between employees is an essential role for the training and development office and…

3.4 ETHICS CASE: ASSIGNING COSTS Adapted from Mowen's "Managerial Accounting (7th Ed.)" Case 4-67 Tonya Martin, CMA and controller of the Parts Division of Gunderson Inc., was meeting with Doug Adams, manager of the division. The topic of discussion was the assignment of overhead costs to jobs and their impact on the division's pricing decisions. Their conversation was as follows: ● Tonya: Doug, as you know, about 25% of our business is based on government contracts, with the other 75% based on jobs from private sources won through bidding. During the last several years, our private business has declined. We have been losing more bids than usual. After some careful investigation, I have concluded that we are overpricing some jobs because of improper assignment of overhead costs. Some jobs are also being underpriced. Unfortunately, the jobs being overpriced are coming from our higher- ume, labor-intensive products, so we re losing business. Doug: I think I understand. Jobs associated…

Performance management is a systematic process used by organizations to improve the effectiveness of their employees and achieve strategic goals. It involves setting clear performance expectations, providing regular feedback, and evaluating individual and team performance against established criteria. Effective performance management helps align employee efforts with organizational objectives, identifies areas for improvement, and recognizes and rewards high performers. Key components of performance management include goal setting, performance appraisal, development planning, and performance feedback. By implementing a robust performance management system, organizations can enhance employee engagement, productivity, and overall organizational performance.   Question: How can organizations ensure that their performance management systems are fair, transparent, and conducive to employee development and organizational success?

An organization has a staffing strategy in which it hires 10% more employees than it needs in any job category to ensure its hiring needs are met.  Leaders in the organization reason that some of the new hires will renege on the accepted offer and that the organization can renege on some of its offers, if needed, in order to end up with the right number of new hires.  Evaluate this strategy from an ethical perspective.  Explain.

Major school districts, to the best of my knowledge, employ an open book policy when it comes to wages. Every employee gets paid based on a standardized formula that usually includes experience, education level, and how many years the employee worked for the system. The Clark County School District in Nevada found itself in an unpleasant situation a few years ago when it became obvious that the formula no longer helped it attract the necessary teachers due to the noncompetitive pay restrictions. The board voted to make a change that eliminated a pay benefit to having a graduate degree in education while increasing pay to those who teach certain topics such as mathematics and science. This caused a revolt by the school district's teachers. Many who spend thousands of dollars getting their master's degrees lost the salary perks of their extra education. At the same time, the teachers who were not paid an extra bonus felt that there subject matter expertise was considered less valuable…