Answered You can buy a ready-made answer or pick a professional tutor to order an original one.

QUESTION

According to the text, there are a number of key trends in the workplace that have significant influences on organizations. HR professionals play a key role in helping organizations respond to evolvin

According to the text, there are a number of key trends in the workplace that have significant influences on organizations. HR professionals play a key role in helping organizations respond to evolving trends, comply with federal and state regulations, and manage workplace flexibility.  As an HR professional it is important for you to demonstrate your understanding of the ever changing global environment. 

Write a five to seven (5-7) page paper in which you:

  1. Specify the key functional areas of Human Resources Management. Explore the manner in which each function contributes to the overall performance of an organization. Support your response with specific examples of the activities for which HRM is typically responsible.
  2. Examine four (4) federal equal employment opportunity laws. Suggest the primary manner in which each law influences fair employment practices within the organization where you currently work or an organization for which you have worked in the past. Support your response with specific examples of the chosen organization’s employment practices.
  3. According to the text, there are three (3) significant trends affecting organizations today: the aging workforce, diversity, and skills deficiencies in the workplace. Analyze the primary manner in which each of these three (3) trends has impacted the organization where you currently work or one (1) where you have worked in the past. Support your response with specific examples of said impact.
  4. According to the text, workplace flexibility is essential for organizational success in the rapidly changing world. Explore two (2) ways that the organization where you currently work, or one (1) where you have worked in the past, might respond to the need to be flexible. Provide a rationale for your response.
  5. Use at least four (4) quality academic (peer-reviewed) resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources. 
Show more
ANSWER

Tutor has posted answer for $100.00. See answer's preview

$100.00

****** Trends ** *** ********* **** ************************************************* ****** ** *** ********* ***** ******* ***** or ***** **** * ***** ** ******* ** ensure that *** business works Capital *********** ********* cash ** goods utilized to ******** revenue *** the ******** For ******** ****** ****** utilize inventory *** ********* ******* a ********** ******* *** **** buildings or *********** software Regardless of ********* ****** *** ***** **** one ***** ** common: ****** who *** their capital **** **** Thus **** ***** defines ***** resource ********** ** the ******* ** hiring ****** ******** ************ cultivating ******** ****** ** **** *** ******** approaches *** retaining employees This ***** **** ** examine ****** in *** workplaceKey ********** ***** ** ***** ********* *************** resources ********** ******* ** ******** *** performance ** employees ** their ******* ***** that ********** ** ***** duty ** the ******* ***** **** ******* comprises of ****** human ********* ********** is responsible *** ********* people’s services cultivating ***** ****** *** expertise ********** them *** ******** **** **** maintain ***** ********** ** the **** ** short ***** ********* ********** ******** the ******** ********** **** *********** ****** ** ********** (Bagga ***** ********** ***** **** though there ******** ********* ** the ***** resources management *** **** ***** ********* that ******* contribute ** *** ******* *********** ** a company *** discussed ***************** *** ********* Recruitment refers to *** procedure ** *********** ********* ** **** ** choosing ********* *** ********* ********** ******** ** *** ********* ********* *** a ******** job The process’ goal ** to attract competent applicants ** **** ** ********** *********** ********** **** applying *** *** *** ****** ********** *** recruitment ******* *** ***** must ********* ******** staffing plans ** **** as **** indicate *** ****** ** personnel **** need ******** forecasting must ***** ** *** *********** ****** budget *** ********* and short-term ***** ** *** **** *** ******* ** recruitment *** ********* ** ******* ** **** **** ******* ** ******* *** ***** ** **** ****** ** ******** *********** *************** *** *********** personnel ****** *** *********** ********* and ********* novel ** ***** a costly ******* ********** *** selecting suitable ********* ********** to *** ************** performance ** a ******* by ********* the ***** of *** company (Bagga ***** ********** **************** **** firms ** *** ***** * systematic *********** ** *** ***** ********* **** ** ** essential **** ** *** ***** ********* ****** themselves **** *** company *** *** novel *** **** employee orientation programs must ********* the goals *** objectives of *** ******* and *** the ********* *** assist ** ****** *** short-term *** long-term objectives ** *** company ****** thorough orientation ** *** ********* ** among *** *** ********* ** ***** ********* ********** In fact *** program helps the ********* **** ***** ******** ****** and **************** *** ***** description ** *** *** *** role as well ** *** ******** relationship ** ***** positions ****** *** company ************ ** offers clarification to the ******* to **** active ************** ** the ******* that contributes ** ************** performance (Bagga ***** ********** ********* Conditions ** ** *** role ** *** HRM ** ***** ********* ******* ********** *** *** ******* ** **** **** *** **** *** ********* *********** ************ it is the fundamental ********** ** *** ***** ********* management ********** to ******** personnel Research indicates that ** *** *** ** *** ***** ** * ******* as **** ** **** *** because ** **** of ********** Inadequate ********** ***** ********* *** lead to **** ************** *********** *** **** ********* a system ** ***** ************* *** ********* benefits ** ********* **** ********* *********** ** *** ************ ******** ********* ** ******* ******** ***** **** ** management ** *** ***** ********* team Adequate ******** ********* ********** *** ************ ***** ** turn ***** ** improved ************** *********** ****** ***** ********** ************* ************ ********** ********* are * firm’s ******* Employee ************ is ***** ******* ** well ** ** ** ***** *** key functions ** ***** ********* ********** ******** ************ ***** ****** **** ********* relations ** *********** ***** ********* ** well ** **** ******* **** ********** **** ********* activities **** **** *** ** **** a ****** ** *** professional and ******** ***** ************ ********* ********* ******* * ******** *** ******* relationship between *** **** *** the ********* ** ** the *** *** ************** growth *** *********** ****** ***** ********** ************* *** *********** Training *** *********** *** *** ********* that *** ************* They ******* improving ****** or ******* ******** *********** through increasing ** ************ ******* via ********* as **** ** ********** ***** ********* *** ***** ** * ******* subject ******** and *********** ** ********* contributes ** ************** *********** ** ********* them **** *** ****** *** ********* ********* ** *** achieving of *** ******* ***** ****** ***** ********** ************ ***** Employment *********** ******* **** ***** employment *********** ***** laws * ***** for **** ******* *** ***** *** of *** Civil Rights Act ** 1964 *** Equal Pay *** of 1963 *** *** ************** ** ********** Act ** 1967 *** Title I *** Title V ** *** Americans **** ************ Act ** ********* *** ** *** Civil ****** *** ** ********* VII ** the ***** ****** *** of **** ** * *** ***** ******* ********* and ********* **** ************** ******* ********* ***** on *** race *** color ******** and national ****** It is ******* ** ********* **** fifteen ** more ********* ************ ***** ***** *** ******* *********** ******** Title *** applies ** public *** private ************ and colleges ***** organizations *** ********** agencies Regardless of *** **** that Title *** *** been ** existence for over half * ******* race *** ************** ** common ** *** workplaces ******* VII ** *** ***** ****** *** of ***** nd) ** ************ this *** ********** *** company’s ********** ** *** ********* as ** *** * booklet *** ********* **** ********* ******* to ****** *** *********** without ***** ** *********** *** ********* ******* ******** for work environment **** ** fair *** positive **** of violence *** harassment ********** *********** ****** ***** ********* ******** *** ****** ********** *** company ******** **** ********* as **** ** ******** ******* equally ** ********* ********* its ethics codeThe ***** *** *** ** 1963 *** ***** *** Act ** **** *** ********* ** the **** ***** ***** Standards **** ***** ********* ********* *** employers from ****** ******* salaries ***** ** *** ********** Women *** *** ******** ****** *** same **** ***** ************* ***** jobs **** ** ** *********** ******* **** ("Equal ********** ************ ***** ********* *** ******* **** ******** ** **** ** has * ******** ******* ****** ****** *** Equal *** *** ********* *** more *** **** women ******* *** **** After its ******* ** ********** women to work *** *** firm ***** **** men *** ***** working ******* **** *** **** *** same amount of ******** *** ************** ** Employment *** of **** *** Age ************** ** ********** *** ** **** ******* ************** based ** *** age ** ********** *** ******** ********* ******* ******* ********** It also ********** ******* ********** *** employees ** ***** *** *** ***** from ************** ***** ** *** in ***** ** promotion hiring ************ ** conditions ********** *** terms ** employment *** *** is enforced by **** ****** ********** *********** *********** ***** *************** 2016) McDonalds ******* **** during recruitment ** ********* *** diversity ** **** ** ****** *** ************** The *********** ***** ********** *** intended to ********* ***** people to *** **** *** tackle stereotypes **** McDonalds ** a poor ************* * *** Title V ** *** ********* with ************ *** ** 1990Title * and ***** * ** *** ********* **** ************ *** ** 1990 ******* ******* ********* ***** *** ***** *********** ***** unions *** ********** ******** **** ************** ******* ******* ****** **** ************ ** *********** hiring advancement *** ******** firing ** **** ** ***** ********** ********** *** ***** of ********** ************ ****** I)" *** Since ********* hires ******** ******* ** *** ***** *********** parking ********* *** entrances *** ***** wide ****** ** order ** ****** mobile scooters ** wheelchairs to **** through ** **** ******* *** dogs ****** their *********** that *********** by ****** *** ********** *** **** **** ********** ** ******** personsSignificant ****** Affecting OrganizationsAging **************** ***** employees still *** ****** ** *** workplace * ********* ***** ***** to be ********** ****** in *** current ********* ******* ****** **** ******** early majority ** employees *** ******* ***** work ********* ****** **** expected which ** ********* in ***** chances *** younger employees ** well ** ***** ********** as ********* deal **** * maturing ***** force ******* ***** among *** ******* ********* with ** aging ********* One ** *** ******* that * ********* ** the company ***** ******* *** *** ******* is that ******** ** *** ********** stereotypes *** ***** ********* ***** **** about ******** as **** ** ******* ******* ****** younger workers ***** people ** *** company also **** no problem working ***** ******** which explains why *** ******* *** a **** ********** ** older ****** still ******* ** the ******* *** problem with ***** people ** **** they *** jobs ** **** * ****** **** **** ******* and ********* which *** eventually affect ************** *********** ******** ***** *********** ************** Diversity ** *** ********* ** ****** as an ********* ************ *** companies which ****** it ************ ************ * ********* ***** *** *********** *********** ** **** ******** ethnicity ****** ** well as ***** *************** *** ***** ******** ******* ************ ** not ******* well These negative ********* effects *** understandable ** *** ******* of the ********* does *** support acceptance and ********* ** *********** (Rojas ***** ********* ** ********* ** offering an ********* ********* environment ******* *** training The company’s ******* is ***** ** ********* *** ********* For ******* *** ******* provides a platform *** ***** to grow *** ******* through *** ****** ********* ********** ** holds Employee ******** Networks represented ** African-American council Asian Network ******** Network *** other senior ******* ** discuss such ****** ** resilience leadership ****** management and ******* in ****** **** *********** ****** 2012)Skill ************ ****** ********** is a major ***** ******** issue ******* **** ********* **** ** accomplish * **** due to **** ** basic ****** ** negatively ******* the *********** ** *** ******* *** ** the *** ****** that **** employees at ********* lacked ******** ********** basic ******** ****** **** ** saving documents *** ********** *** ******** **** ****** ****** ***** *** ** ******* *** ******* ** the long *** ********** if **** **** ********** To ****** **** ******* *** company has heavily ******** ** ******** *** *********** ** *** ********* **************** ************** *********** ************* ********** **** ******* is a ******* ****** ** ***** ********** * *********** ******* determines how ******* professionals ** the industry view ** ** **** *** *********** *** *** ********* ** **** ** other regions **** **** ***** feel ***** ** A ********** ************** ******* ** ****** by ********* *********** *** *** ** ***** *** ******* * **** *** ***** need ** be ******** is create ****** ****** ******** ********* that ********* ***** provide ********* *********** report **** absenteeism ******** *** increased ****** of ******** ********** ** **** ** ************ Each ******** wants to ** in ******* of his or her **** *** ******* ******* **** personnel on *********** grants **** control ************ **** feel ****** *** ******* ** **** ** ***** ********** ** the *** *** *** ******* ***** ******* *** in ***** ** ******* company ***** need to flexible is *** ** ****** ** an ********* talent pool ****** **** *** **** to ** ***** or ******** it is ****** ** company **** ** **** ** ********* ********** ********* *** **** the ******* *** ****** *** ***** **** ********* ****** ******** **************** *** **************** ****** distances **** ****** ********** ******** ***** ************ **** paper *** looked **** ****** ** *** ********* **** ** ********* ***** ********* work flexibility *** ********** **** ** *** ******** *** all ***** ****** affect *** ********* *** **** ********* ************* ************ ******* ***** ** globalization *** ********* *** ********* **** a ******* *********** ***** human resources ******** **** ****** ****** to **** ** ******************************************************* ************** ***** *** 6) ********* **** ************************************************************ & *********** (2014) SHRM: alignment ** HR function **** ******** ******** Strategic ** ****** 13(4/5) doi:101108/shr-03-2014-0023Employment ****** I) **** ********* **** ************************************* ********** *********** ***** ******* *** ********* **** ****************************************************** ****** **** *********** ******** *** an evolving workplace ************************************** ***** May *** ***** applied ****** ************ ******** ********* ********** ********* **** https://wwwshrmorg/resourcesandtools/hr-topics/organizational-and-employee-development/pages/workforceskilldeficienciesaspxMujahidA & ************* ****** *********** ****** *** ************ of *** ***** Workforce **** Some ****** ******* for consideration *** ***** ********* Handbook ******* doi:101108/978-1-78635-448-820161018RojasRR ****** ********* and ********* ************ Diversity *** ********* ** *** ****** ********* ****** ************************************ ***** ***** 26) ********** ***** ********* about *** ****** line ********* from https://wwwforbescom/sites/csr/2010/09/08/mcdonalds-makes-diversity-about-the-bottom-line/#16055ffd506aTitle *** ** the Civil ****** Act ** **** **** ********* from **********************************************

or Buy custom answer
LEARN MORE EFFECTIVELY AND GET BETTER GRADES!
Ask a Question