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QUESTION

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Imagine that you have been hired as an HR consultant for your chosen company. 

Use lessons you have learned throughout the term from your individual assignments

Make a recommendation about ways to grow the company's workforce inclusive of managerial roles, employment relationships, and implications for change in a global environment, with emphasis on HR's role. 

Create an 8- to 10-slide Microsoft®  PowerPoint® presentation including the following:

  • Explain the need to grow the company's workforce based on organizational and personal values.
  • Analyze current environment to include workforce diversity and needs analysis.
  • Recommend ways to grow the company's workforce that aligns with organizational values.
  • Analyze how leader and manager skills will foster innovation and lead change.
  • Analyze employee relationship problems and pertinent details.
  • Evaluate strategies to resolve the problems; include a table format representation of pros and cons of labor unions.
  • Summarize a potential employee relations training plan.
  • Evaluate the implications of the changes on internal, external, and global environments. 

Create a 1,050-word summary report of your findings to the CEO of the organization including a cover letter.  

Format your assignment consistent with APA guidelines.

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********* *** ******* these ****** ****** those ******** Reinforcement ** ******* avenue; encouraging ********* ****** **** ** ********** *** be **** ******* ****** ** rewards and ************ *********** ****** **** ** *** ***** **** those ** *** company *** ** **** ******* punitive *********** ****** and ******* skills encourage ********** and **************** *** ****** ********** ******* methods **** ** delegation ** ************** employees *** ****** higher responsibility normally ****** ** ********** ** will encourage **** ** be ******** as they will develop ********** Eliminating ***** supervision ** *** **** ********* **** workers are ******* ** **** ***** own decision **** **** ** ** more innovative Rewarding **** ** innovation is also **** ********* **** employees are ******** *** **** **** **** **** ** push ***** ********* ** *** optimum ***** encouraging ********** *** ****** (Shalley& ****** ************* relationship ******** *** ********* *********** employee ******** ****** ******** ******** **** co-worker hygiene ******** ******* ****** ******** ******* ** **** poor ******** ******** ******** up *** ********* **** **** ********** skills frequent absence **** **** ****** ********** ****** ************* ******** *** ********** late *** ******** **** ********** ******* ***** Wright 2006)Strategies ** ******* ************ problems *** a ***** format representation of **** *** **** ** labor ********** ********** ** ******* this ******** ******* ** * ********** ********** ********* joining ** ******* ****** ******* ** ** written ******** **** ** ******** codes *** consequences for bridging them *** ************ conflict ********** units prosconsProtect ******** ************ *** *********** *** ******* into *********** ** ******** satisfaction *** retentionEnjoy *** immunity *** antitrust laws which is *************** ** the federal ************** ******* ********** ************ ***** benefits **** ********** ******** *** **** leavesCostly ** **** employers *** *************** ******** ********** powerThey ******* ********* ******* ***** could be *********** ** **** ******** ************ are ******** ** them ** ********** **** ************* of * ********* ************ ******** ******* ***** **** is to set ** * ************ ******* class **** ******* issues **** ** **** **** management **** ********* * ******** in the ********* ******** ******** for *********** *** managers **** will ****** **** handle ***** ********* violence ** *** work ***** **** better ********** ********** ********** training follows ** ** help ** ********* ****** harassment issues ***** ******************* ** *** ******* on **************** *** ****** *************** the ****** ** * ******* workforce ******* on ******** and ************** ****** then ********** ** **** ***** of *** affect *** ********* **** *** *** values *** aligned **** ******** ***** *** satisfaction improving ************ *** ************ ********** ******** retention which ** **** for *** ******** *********** It also makes *** supervisors **** easy ** ***** under him are self ********* and ********* ******* ** ** ********** ** resolve ******** ************ problems ******* *** internal mechanisms ** lift ******* ******** ********* *** ***** ******* as **** ** ******* them **** better ******* **** ********** ** ******** **** **** *** achievement ** **** ********** *** ************** ***** ** *** ******** *** ****** *********** ********** in the ************ ** very ********* since it ***** *** ******* * competitive **** over ***** firms Properly implemented ************ ******** imparts ********* skills ** *** ********* ******** **** ** provide ****** ******** ************************************************ * ***** Gardner * ****** ************ *********** ** **** values outcomes *** ******************* ****** *** Journal ** ********** Psychology ***** 891-906Ferner A ****** * ***** ******* * ****** Institutional theory *** *** cross-national transfer ** employment ******* The **** of ‘workforce diversity’in ** ************** ******* ** ************* ******** ******* ***** ************** C * ***** ****** * * (2004) **** ******* need ** know: * ****** ** ****** *** ********** factors that can ****** ** hinder ************** leadership ********* ***** 33-53Noe R * Hollenbeck * * ******* B & ****** * * (2006) Human resource *********** ******* a *********** ************* * ****** ***** ********** ******** a ******* ***************************

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