Needs Assessment Email    

Imagine that you have recently been hired as a health promotion  specialist at a large company to coordinate their worksite wellness  program. You are the first person ever hired by this company in this  capacity. This position was created by the president of the company  because she recently read an article in a magazine that said worksite  wellness programs can boost profits. The company is doing well overall  financially, but the president has concerns that worker absenteeism,  health insurance costs, and employee morale are affecting profits. She  thinks a company wellness program can help address these issues. Your  supervisor is the director of human resources. He does not have a  background in health promotion and education or worksite wellness and is  relying on you to create their program from the ground up. 

On  your first day of work, your supervisor asks, “so, what are you going to  do?” He would like an email from you by Thursday that outlines your  plan to get the program going. You know that the first thing to do is  create a needs assessment to determine where you should focus your time  and budget. You are worried that your supervisor might not support doing  a needs assessment first because he wants to see things move forward  quickly to get results. You decide to write him an email advocating that  you begin by conducting a needs assessment and outlining your plan for  conducting a needs assessment with employees.  

For your post,  craft an email to your supervisor describing your strategy for how you  will do a needs assessment in the next six weeks. Your post should be  written as a formal email that you would actually send to a supervisor.  In your email you should:

• Examine what a needs assessment is and why this is significant to the health promotion and program planning process.
• Select at least two of the needs assessment methods outlined in  chapter 4 of our textbook and explain how they would be used in the  needs assessment process.
• Summarize the advantages of using these methods and address any  potential disadvantages or concerns of such methods that your supervisor  might raise.
• Outline what data you intend to have at the end of the needs  assessment process and how you will use it to determine your program  goals.

 

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-New Hires

Imagine you are the HR manager at a company. You need to hire three (3) new people. One employee will work at the front desk as a customer service assistant, and the other two (2) will work on the production line. Give at least five (5) places you would recruit for each position and explain why each place would be a viable option.

Write a one (1) page paper in which you:

1.       Select at least five (5) places you would recruit for a customer service assistant and at least five (5) places you would recruit for production line workers.

2.       Explain why each place you selected would be a viable option for recruiting employees.

3.       Format your assignment according to the following formatting requirements:

a.        Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.

b.       Include a cover page containing the title of the assignment, your name, your professor’s name, the course title, and the date. The cover page is not included in the required page length.

The specific course learning outcomes associated with this assignment are:

·         Analyze effective recruiting and selection strategies that can be used to meet organizational requirements.

·         Use technology and information resources to research issues in human resource management.

·         Write clearly and concisely about human resource management using proper writing mechanics.

 

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“New Phone Inc., a diversified manufacturer, has five divisions that operated throughout the United States and Costa Rico. New Phone Inc. has historically allowed its divisions to operate autonomously. Corporate intervention occurred only when planned results were not obtained. The corporation’s management has high integrity, but the board of directors and audit committee are not very active. New Phone Inc. has a policy of hiring competent and aggressive people. The company has a code of conduct, but there is little monitoring of compliance employees. Management is somewhat conservative in terms of accounting principles and practices, but employee compensation packages depend highly on performance. New Phone Inc. does not have an internal audit department, and it relies on your firm to review the controls in each division. Cheryl Smith is the general manager of the Intercept Division. The Intercept Division produces a variety of standardized parts for small smart phones. Smith has been the general manager for the last seven years, and each year he has been able to improve the profitability of the division. She is compensated based largely on the divisions’ profitability. Much of the improvement in profitability has come through aggressive cost cutting, including a substantial reduction in control activities over inventory. The periodic FIFO method of accounting for inventory is used. During the last year a new competitor, Deflector Inc., entered Intercept’s markets and has offered substantial price reductions, intense marketing and friendly customer service in order to grab market share. Smith has responded to the competitor’s actions by matching the price cuts and increasing customer service in the hope of maintaining market share. Smith is very concerned because he cannot see any other areas where costs can be reduced so that the division’s growth and profitability can be maintained. If profitability is not maintained, her salary and bonus will be reduced. Smith has decided that one way to make the division more profitable is to manipulate inventory because it represents a large amount of the division’s balance sheet. She also knows that controls over inventory are week. She views this inventory manipulation as a short-run solution to the profit decline due to the competitor’s price cutting. Smith is certain that once the competitor stops cutting prices or goes bankrupt, the misstatements in inventory can be corrected with little impact on the bottom line. Please note is an individual project and reference any external sources used. 1. Using bullet points evaluate the strengths of New Phone Inc.’s control environment. 2. Using bullet points evaluate the weaknesses of New Phone Inc.’s control environment. 3. What factors in New Phone Inc.’s control environment have led to and facilitated Smith’s manipulation of inventory.

 

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is it possible to have copper-nickel alloy that at equilibrium, consists of an a phase of composition 37wt% Ni-63 wt% Cu and also a liquid phase of composition 20 wt% Ni-80wt% Cu? if so what will be the approximate temperature of the alloy ? if this is not possible. explain why

 

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(NLRB v. Jones & Laughlin Co.) The Supreme Court held that purely intrastate activities could be regulated by Congress. The Court concluded that the steel corporation had violated it’s employees rights to organize and determined that the National Labor Relations Act was valid. How did it reach this result? 

 

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