HRM635 GCU Week 8 Synopsis of Outcomes and Leveraging on Human Capital Paper For this assignment, review the feedback you received from your instructor on

HRM635 GCU Week 8 Synopsis of Outcomes and Leveraging on Human Capital Paper For this assignment, review the feedback you received from
your instructor on each submission developed during this course. Develop a
synopsis of your outcomes for acquiring, developing, training, and leveraging
on human capital within your organization. You are not required to submit each
assignment again, but you are required to evaluate your assignment, the
feedback you received, and develop a synopsis of your take-away from the
process. Integrate any plans for preparing for a position as an HR specialist
or manager within an organization. For this assignment, review the feedback you received from your instructor on each submission
developed during this course. Develop a synopsis of your outcomes for acquiring, developing, training,
and leveraging on human capital within your organization. You are not required to submit each
assignment again, but you are required to evaluate your assignment, the feedback you received, and
develop a synopsis of your take-away from the process. Integrate any plans for preparing for a position
as an HR specialist or manager within an organization.
CRITICAL UPDATES to Week 8 Assignment REQUIRED (READ ME!)
HRM635 Module 8 Grading – Final Project Reflection (Rev. 3-24-16)
INSTRUCTIONS FOR STUDENT: Use this as a checklist to help make sure you covered all the required
content, structure, and mechanical expectations.
Content (Student should structure the paper into sections in BOLD below.)
Section 1- Introduction (←Use this header): what the memo is going to be about; it mentions the
upcoming sections.
Section 2- Lessons Learned (←Use this header): What lessons did you learn from the assignments?
Section 3- Strengths (← Use this header): What did you do well in the assignments?
Section 4- Opportunities for Improvement (← Use this header): What opportunities for improvement do
you have based on the feedback you received on the assignments?
Section 5- Application to HR (← Use this header): How do the previous assignments help build your
credibility and skills in human resources management?
Section 6- References (← Use this header): has at least 2 peer-reviewed/scholarly references from the
databases within the library. The references are also integrated within the paper.
Organization / Development
The 6 required sections are organized separately in sequence as listed in the Content section.
The memo is at least 750 words in length (excluding references and headers) size 12 Times New Roman
font with double spacing text.
Each section is labelled with the header prescribed above.
Mechanics
Formatting or layout and graphics are pleasing to the eye (font, colors, spacing).
Rules of grammar, word usage, punctuation, capitalization, and spelling are followed.
Sentences are complete, clear, varied, and concise with proper syntax.
Used size 12 Times New Roman font for main body text and References.
Used double spacing between sentences and in References section.
Listed below is past assignments and feedback
FLSA status is missing. Areas of excellence: • You used the solid templates. • Needs analysis is realistic
and matched the job descriptions. You were to complete the needs analysis: • Designer’s Name is
Present • Department • Required Functions • Current Trainings • Jobs or Tasks • Department or
employee needs You were to answer the following items on 2 job descriptions: ADMINISTRATIVE AREA •
Job Title: • Date: • Department: • Position Reports to: • FLSA Classification: • Full-Time or Part-Time
Position JOB INFORMATION 1. Primary Purpose: Briefly state the purpose of the job in 2-4 sentences. 2.
Primary Duties and Responsibilities: In bullet format, list primary duties and responsibilities of the job
using present tense action verbs, in order ofimportance and with percentage of time spent on each duty
/ responsibility. If this is a management level position, include supervisory and budget responsibilities. 3.
Required Education & Certifications: List required education level or certifications. 4. Preferred
Education & Certifications: List preferred education level or certifications. 5. Required Experience &
Skills: List required experience and skills. 6. Preferred Experience & Skills: List preferred experience and
skills. 7. Background Check Requirements: List all background check requirements for this position. 8.
Employment Screening Requirements: List all pre-employment skills testing associated with this
position. 9. Working Conditions: List type of work environment (Office or Home), percentage of travel
time required or any other relevant working or safety conditions.
Needs Assessment: Managing Human Resources
Needs Assessment
In order to function properly, a company has to be aware of its needs and the resources that it requires
for the key goals to be accomplished. The issues related to human resource management (HRM) are,
perhaps, the most intricate of all factors that have to be considered when assessing a company’s needs.
Due to the increasing diversity and the necessity to cater to individual requirements of each staff
member, a company has to construct an elaborate strategy for handling the emergent issues. For
Walmart, the process of needs assessment will imply considering both HRM-associated concerns and
the problem of engaging with the audiences in the Indian and Brazilian markets (Alvarez-Milán, Felix,
Rauschnabel, & Hinsch, 2018). By creating a stakeholder-oriented approach as the foundation for its
decision-making, Walmart will be able to meet its key needs, which currently include promoting
diversity, exploring new markets, and updating the existing brand image.
NEEDS ASSESSMENT 2
Department
Required Functions
Department or Employee Needs
Jobs or Tasks
Current Trainings
Human Resources
Motivating employees, providing them with competency improvement options, and creating new talent
management strategies
Financial resources for introducing new employee benefits and a system of incentives
Promoting corporate values to staff members;
Using talent management to help employees grow professionally;
Training communication skills;
Making decisions in the workplace;
Minimizing the rate of errors in the workplace
IT and Communication
Ensuring proper data management (acquisition, security, and transfer)
The latest IT technology, including both hardware and software, as well as the access to the available
resources for acquiring new knowledge and skills.
Establishing a network for communication between the firm and its stakeholders;
Securing the process of data management to reduce the threat levels.
Data management
R&D
Exploring new markets; developing new techniques for service improvement
Financial resources for exploring new markets and the strategies for catering to customers’ needs and
creating opportunities for establishing a cross-cultural dialogue.
Determining the key threats and opportunities in the Indian and Brazilian markets;
Providing tools for maximizing the profits;
Establishing a new branding model
Market research
Finances
Allocating the company’s financial resources and seeking opportunities for profitable investments
Tools for analyzing the efficacy of financial strategies, assessing budget opportunities, and seeking
investment options.
Allocating the available finances reasonably;
Creating a cost-effective strategy;
Investing in the staff’s professional growth
Budget management
Purchasing
Acquiring new tools and materials for enhancing the company’s efficacy
Information concerning the company’s current needs and financial opportunities.
Analyzing the available options;
Selecting the best price-quality correlations;
Buying the necessary equipment and resources.
Financial resources allocation
Figure 1. Needs Assessment
As the overview of the current situation and the required changes to Walmart provided above shows,
the company needs a more elaborate framework for managing the needs of its employees. The current
focus on customers as the primary stakeholders creates an imbalance within the organization, leading to
the needs of the staff being ignored. Therefore, Walmart will have to seek opportunities for investing in
its staff and shaping the corporate ethics so that the levels of engagement and loyalty in the target
audience could rise. For the same reason, the firm will need to cater to Indian and Brazilian customers,
thus creating a rapport that will allow the company to cement its reputation of a firm that provides
excellent services and offers outstanding workplace opportunities.
Job Description: HR Manager
Responsibilities:
· Creating unique HR strategies and integrating them into the corporate environment of Walmart to
boost the staff’s performance rates;
· Introducing initiatives for personal and professional growth aligning with the updated corporate
standards and philosophy;
· Focusing on fostering specific values in staff members to build their loyalty to the company, compliance
with the corporate standards, and engagement with the company’s needs and goals;
· Managing the tasks associated with selection and recruitment to find and nurture professionals that
will bring Walmart success in new markets;
· Engaging in communication with staff members to ensure that their needs are fully met and that they
are provided with the environment and resources required to keep the quality of their performance
consistent;
· Suggesting changes to the current employee benefit package based on the needs of diverse teams
(Shen & Benson, 2016).
Job skills: recruiting and staffing; communication; problem-solving; organizational planning
Salary: $90,000/year
Job Description for Job 1 of 2
Name of Job Description Designer:
Administrative Information
Job Title: HR Manager
Date: 4-10-19
Department: Human Resources
Position Reports to: CEO
FLSA Classification:
Full-Time or Part-Time Position: Full Time
Job Information
1. Primary Purpose: The Human Resource Manager will be in charge of overseeing the entire Human
Resources. He/She will ensure that all the company business objectives are met.
2. Primary Duties and Responsibilities:
-Creating unique HR strategies and integrating them into the corporate environment of Walmart to
boost the staff’s performance rates;
-Introducing initiatives for personal and professional growth aligning with the updated corporate
standards and philosophy;
-Focusing on fostering specific values in staff members to build their loyalty to the company, compliance
with the corporate standards, and engagement with the company’s needs and goals;
-Managing the tasks associated with selection and recruitment to find and nurture professionals that
will bring Walmart success in new markets;
-Engaging in communication with staff members to ensure that their needs are fully met and that they
are provided with the environment and resources required to keep the quality of their performance
consistent;
-Suggesting changes to the current employee benefit package based on the needs of diverse teams
(Shen & Benson, 2016).
3. Required Education & Certifications: BS/BA Degree in related field.
4. Preferred Education & Certifications: Master’s/MBA strongly preferred.
5. Required Experience & Skills: Must have a minimum of 2 years in Human Resource Management or 4
years in management.
6. Preferred Experience & Skills: 5+ years in Human Resource Management
7. Background Check Requirements: Must have a clean background
8. Employment Screening Requirements: A Skills test will be completed before hiring
9. Working Conditions: Home
Job Description: R&D Manager
Responsibilities:
· Researching the factors that affect a company’s performance in the new environment of the Indian and
Brazilian markets;
· Planning the implementation stage of projects and developing strategies for addressing possible
concerns;
· Supervising different stages of new products and services’ development to address possible
inconsistencies to prevent quality management issues;
· Keeping the track of the expenses taken by the organization to meet specific goals and implement
company’s projects;
· Developing new product ideas and solutions to meet changing demands of the target market;
· Understanding the expectations set by customers for new products and ensuring that these products
meet the set quality standards;
· Cross-disciplinary communication skills for interacting with the rest of the departments.
Job skills: leadership, management, communication, problem solving, creativity
Salary: $100,000/year
Job Description for Job 2 of 2
Name of Job Description Designer: Takara White
Administrative Information
Job Title:
R&D Manager
Date:
4-10-19
Department: Designer
Position Reports to: CEO
FLSA Classification:
Full-Time or Part-Time Position: Full Time
Job Information
1. Primary Purpose: Work with the Regional R&D Director in order to maximize R&D efficiency,
effectivity and intensity. The role holder leads, co-ordinates, and accounts for the execution of R&D
related tasks tied to new product launch
2. Primary Duties and Responsibilities:
-Researching the factors that affect a company’s performance in the new environment of the Indian and
Brazilian markets;
-Planning the implementation stage of projects and developing strategies for addressing possible
concerns;
-Supervising different stages of new products and services’ development to address possible
inconsistencies to prevent quality management issues;
-Keeping the track of the expenses taken by the organization to meet specific goals and implement
company’s projects;
-Developing new product ideas and solutions to meet changing demands of the target market;
-Understanding the expectations set by customers for new products and ensuring that these products
meet the set quality standards;
-Cross-disciplinary communication skills for interacting with the rest of the departments.
3. Required Education & Certifications: • B.S. in technical field or equivalent direct work
4. Preferred Education & Certifications: MS in related field in areas of engineering or designing
5. Required Experience & Skills:
• Minimum 10 years’ hands-on experience in new product development
• Fluent English
6. Preferred Experience & Skills:
Fluent English
7. Background Check Requirements: Must have a clean background no pending charges, felonies, or
major misdemeanors.
8. Employment Screening Requirements: Drug test is required before employed.
9. Working Conditions: Home
You gave a clear account of the interview process for the position with examples. -You gave more than 1
test appropriate for the position. -The situational interview questions were indeed situational in that
they ask the candidate to explain what s/he would do (hypothetically) in a situation. -The behavioral
interview questions were classified correctly in that they ask the candidate to explain his/her actions in
historical situation. -The quality of your references tells me you did graduate level research. Thank you.
You were to write a paper with at least 750 words in the following order: Section 1- Introduction ( Use
this header): what the memo is going to be about; it mentions the upcoming sections. Section 2Detailed Description of the Interview Process ( Use this header): Provide a detailed description of the
time, place, format, interview type, and employees involved in the actual interview process. Section 3Testing ( Use this header): Describe multiple testing options (ie. Personality, aptitude, skills, honesty,
cognitive, etc.) to be included in the interview process. What is the best option? Why is this option best
suited for the interview? Section 4- 4 Situational Interview Questions ( Use this header): • Define
situational interview questions. • Provide at least 4 situational interview questions based on the job
descriptions from your previous assignment. • Provide rationale as to why you selected them. Section 54 Behavioral Interview Questions ( Use this header): • Define behavioral interview questions. • Provide
at least 4 behavioral interview questions based on the job descriptions from your previous assignment. •
Provide rationale as to why you selected them.
Interviewing the Participants: Key Information to Consider
Introduction
The current memo concerns the description of the data collection method to be used in this report. The
integration of an interview is critical to the process of data collection since it will allow gathering the
information that can be utilized to facilitate a seamless transition from the U.S. market to Indian and
Brazilian ones for Walmart. For this purpose, one will need to interview both the company’s employees
and its target customers in the selected markets to ensure that the firm will be able to function in a new
economic setting (Rong, Wu, Shi, & Guo, 2015). By focusing on the identification and assessment of its
key stakeholders’ needs, Walmart will be able to determine the marketing strategy and the approach for
entering the selected economic settings.
The paper is going to address the methods of data collection to be used for the project. Specifically, a
thorough description of the process involving gathering the key facts will be provided. Afterward, the
tools for testing the proposed instrument will be introduced. Finally, interview questions, including both
situational and behavioral ones, will be listed to give a general idea of the data to be processed during
the analysis.
Detailed Description of the Interview Process
The interview is expected to help to shed light on the current issues faced by Walmart and the means of
avoiding them in the new markets. The interview will be performed on day offs so that they are not
distracted from work. Thus, the interview will take place at a natural pace and in a relaxed environment,
inviting the participants to share important data. It is critical to create the setting in which the target
population will feel inclined to share their experience and impressions, thus providing an insight into the
current HR-related issues at Walmart. Specifically, the concerns associated with the management of
managers’ cultural needs, the issues related to diversity in the workplace, and the problem of the
current public image of the company will be discussed in the course of the interview. To obtain the
required amount of data, it will be necessary to use a semi-structured interview format, which will help
to set the framework for data collection and at the same time provide the interviewer with a significant
amount of flexibility.
Testing
In the course of the interview, the participants’ skills and perception of the concepts of diversity and
stakeholders; needs will be evaluated. Currently, there are several testing options for the process. In
order to assess the current skills of Walmart’s managers in meeting the needs of the firm’s diverse
stakeholders, including its staff, one may need to consider the evaluation of their abilities and skills.
Specifically, the capability of using appropriate communication strategies and tools for managing the
needs of the company’s stakeholders. These should include the strategies for avoiding and managing
conflicts, the methods of performing a cultural analysis, and the approaches toward obtaining and
processing feedback (Petre, 2018). It is expected that the problems in the current attitudes toward the
assessment of the stakeholders’ needs are identified in the course of the testing process.
Therefore, personality, skills, and aptitude testing should be regarded as the best option for the testing
process. By incorporating the identified perspectives into testing, one will obtain crucial data about the
issues that Walmart has been facing when addressing the communication concerns. In addition,
personality-driven questions will encourage the participants to communicate actively and share
important information about the internal processes within the company, the rationale behind its choice
of the current communication framework, and other important details. As a result, the approaches
toward managing the needs of Indian and Brazilian potential stakeholders will be designed.
Situational Interview Questions (R&D Manager)
The concept of a situational interview question (SIQ) is rather simple. According to Goldstein, Pulakos,
Passmore, and Semedo (2017), a SIQ implies creating a scenario in the context of which a question is
placed. In order to answer it, the participants will have to apply their managerial skills …
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