Category: Human resources management

Review Chapter 3 in your course textbook. (Attached)
Review the article Diversity, Equity, and Inclusion May be the Keys to Solving Your Employee Recruitment and Retention Issues: Your DEI Efforts Could be the Missing Piece of the Employment Puzzle That Sets Your Organization Apart 
(Articles are attached)
1. Review the article The Five Competitive Forces That Shape Strategy. 
2. Review the webpage Porter’s Generic Strategies 
3. Review the article Evolving the Strategic Workforce Planning Strategy at PepsiCo. 
4. Review the video Porter’s Generic Strategies.. 
The organization Burlington Co. you will analyze and evaluate over the six weeks. 
The purpose of your work in your assignments throughout the course will be to act as a 
consultant to Burlington Co to assist them in making a substantial human resource
management change. 
The organization in which you work, one in which you have access. In your paper,
1. Describe the nature of the Burlington Co organization.
Include the industry, product/service, a brief history, and its position among the competition. 
2. Discuss the business strategy of your selected company (Porter’s Generic Strategies). 
3. Explain how revamping a Human Resource Management Strategy will positively impact the organization. 
The Strategic Human Resource Management paper
Must include an introduction and conclusion paragraph
Your introduction paragraph needs to end with a clear thesis statement
that indicates the purpose of your paper.

Please make some time to have a conversation with your counterpart for this negotiation. During this conversation, do not rehash the points of the negotiation, but take the opportunity to step back and reflect on the negotiation itself, especially now that you know the outcomes and have seen how others in the class performed. It can be helpful to use the following three steps to structure this discussion:
Overview. Walk through the negotiation step-by-step in a neutral manner like a historian and identify where positive dynamics (like trust and information sharing) or negative dynamics (like threat-making or feelings of frustration) arose. How much information sharing occurred? How many offers and counter-offers took place? What helped seal the deal and conclude the negotiation?
Experience Sharing. Tell your counterpart how you experienced the negotiation from your point-of-view. We often have no idea about how we come across to others (either positively or negatively) and we are often trying out new ways of acting in this class, which makes such feedback especially important. A time-tested formula for this is: “When you [insert specific observable behavior here (e.g., rejected my first offer, shared information about your alternatives)], I felt [insert your emotions, thoughts, or feelings here]. [Pause: allow time for the experience you shared to your counterpart to set in].” [Then, your counterpart will do the same formula, except explaining how a behavior of yours felt to them.] It will be a good idea to repeat this a handful of times, so you can share (and receive shares) about multiple experiences during the negotiation. Please keep in mind, this is a formula for people sharing their experiences, simply stating what you felt in a specific moment. Advice for the person sharing: do not provide coaching (I think you should do x), or editorialize, just say what you felt from their behavior (when you did x, I felt y). Advice for the counterpart: do not respond directly to what your counterpart says and do not try to debate whether what they felt was “accurate” or not; just actively listen and absorb their experience, and then share your experience.
Coaching. If you were a consultant or coach to your counterpart, what feedback or advice would you give them to genuinely help develop their interpersonal and business skills?
Based on this debrief, please share 3-5 key takeaways from your conversation that impact your self-knowledge (how other people experience you) and your approach to negotiation (in terms of strategies, tactics, resources, etc. that you will bring to the table moving forward).

Prior to beginning work on this assignment, review Chapter 6, and read Chapter 9 of the textbook and the article titled Approach Change with Leverage. (see attached)
There are several big tasks that must be completed throughout the OD process. 
The first was assessing the data to determine the core of the problem. 
Once the data is evaluated, the OD consultant has the task of creating the
intervention training program. 
It’s now time to prepare the proposal for action using all the knowledge gained.
In your paper,
Prepare an executive summary for the proposal package.
Create a formal resume using the content and feedback from Week 2.(see attached)
Describe the problem plaguing A to Z Apps.
Define the intervention type to resolve the problem.
Create a training outline for the contract proposal.
Define the timeline for the process. 
Must be eight double-spaced pages in length (not including title and references page) and formatted according to APA Style 7. 
You must have a sperate introduction/thesis for all academic papers
Chapter book to use:
Anderson, D. L. (2020). Organization development: The
process of leading organizational change (5th ed.). SAGE Publications.
Go to the following website:
https://ashford.redshelf.com/accounts/login/?next=/library/
Click on book HRM660
Username: 
Password: LoV3less1!