Staffing A. Describe a process to recruit and select new employees who are aligned with the organization’s vision and goals from the case study. B. Compare and contrast recruitment and selection of internal versus external candidates using best practices from the Society for Human Resource Management (SHRM) website. Refer to the Research and Metrics page for helpful resources. You may want to consider which method of recruitment would be most beneficial to this organization. III. Training A. Describe the components of a needs assessment used to determine the training requirements of the organization. B. Explain the importance of developing learning activities. Be sure to incorporate adult learning principles and methods of experiential learning from this course. C. Illustrate the value of a training needs assessment in an organization. Support your response. D. Describe the importance of creating SMART objectives for a training plan. IV. Compensation A. Describe the compensation philosophy. How does the market influence this philosophy? B. Determine the value of salary surveys and describe the advantages of discretionary benefits. V. Evaluation A. Determine the HRM’s role in the performance management process. How can you ensure the process aligns with the organization’s strategic plan? B. Differentiate between various performance appraisal systems. Provide an example where one would be more applicable. C. How do you identify best-suited appraisals for employee job duties? Support your response with an example. D. Identify a variety of performance rating scales that can be used in organizations that includes graphical scales, letter scales, and numeric scales. Describe each scale. Milestones Milestone One: Evaluating Strategic Talent Management Initiatives—Functions and Practices/Staffing In Module Two, you will write a short paper that addresses Sections I and II of the Final Project document. This milestone will be graded with the Milestone One Rubric. Milestone Two: Employee Development Processes In Module Three, you will write a short paper that addresses Section III of the Final Project document. This milestone will be graded with the Milestone Two Rubric. Milestone Three: Performance Management In Module Four, you will write a short paper that addresses Section V of the Final Project document. This milestone will be graded with the Milestone Three Rubric. Milestone Four: Compensation In Module Five, you will write a short paper that addresses Section IV of the Final Project document. This milestone will be graded with the Milestone Four Rubric. Final Submission: Human Resources Management review In Module Seven, you will finalize and submit a paper that is comprised of all the milestone submissions with edits based on instructor feedback. This milestone will be graded with the Final Project Rubric below. Deliverables Milestone 1 2 3 4 Deliverable Evaluating Strategic Talent Management Initiatives—Functions and Practices/Staffing Employee Development Processes Performance Management Compensation Final Submission: HRM review Module Grading Due Two Graded separately; Milestone One Rubric Three Four Five Seven Graded separately; Milestone Two Rubric Graded separately; Milestone Three Rubric Graded separately; Milestone Four Rubric Graded separately; Final Project Rubric (below) Final Project Rubric Guidelines for Submission: Submit your human resource management review adhering to the following guidelines: minimum of 7 pages, double-spaced, using 12-point Times New Roman font and following APA 6th edition format. Instructor Feedback: This activity uses an integrated rubric in Blackboard. Students can view instructor feedback in the Grade Center. For more information, review these instructions. Critical Elements Exemplary (100%) HRM Functions and Meets “Proficient” criteria and Practices: Function explanation is supported with evidence HRM Functions and Meets “Proficient” criteria and Practices: Global explanation is clear and detailed Conditions Staffing: Recruiting Meets “Proficient” criteria and description demonstrates a nuanced understanding of the relationship between recruiting and the organization’s vision and goals Staffing: Candidates Meets “Proficient” criteria and establishes which method would be more beneficial for an organization based on the research Training: Needs Assessment Meets “Proficient” criteria and description is clear and detailed Proficient (85%) Needs Improvement (55%) Explains why the human resource Explains why the human resource function should be aligned with function should be aligned with an organization’s strategic plan an organization’s strategic plan, but explanation is cursory or inaccurate Explains how current global Explains how current global conditions in the industry impact conditions in the industry impact human resource management human resource management practices within organizations practices within organizations, but explanation is cursory or has gaps in accuracy Describes a process to recruit and Describes a process to recruit and select new employees who are select new employees who are aligned with the organization’s aligned with the organization’s vision and goals vision and goals, but description is cursory or inaccurate Not Evident (0%) Does not explain why the human resource function should be aligned with an organization’s strategic plan Value 8 Does not explain how current global conditions impact human resource management practices within organizations 6 Does not describe a process to recruit and select new employees who are aligned with the organization’s vision and goals 6 Compares and contrasts recruitment and selection of internal versus external candidates using the Society for Human Resource Management website as resource Describes the components of a needs assessment used to determine the training requirements of the organization Does not compare and contrast recruitment and selection of internal versus external candidates using the Society for Human Resource Management website as resource Does not describe the components of a needs assessment used to determine the training requirements of the organization 6 Compares and contrasts recruitment and selection of internal versus external candidates but does not utilize the Society for Human Resource Management website as resource Describes the components of a needs assessment used to determine the training requirements of the organization, but description is cursory or inaccurate 6 Training: Learning Activities Meets “Proficient” criteria and exhibits keen insight into the needs of adult learners Training: Training Needs Assessment Meets “Proficient” criteria and uses scholarly research to contextualize claims Training: SMART Meets “Proficient” criteria and description is clear and detailed Compensation: Compensation Meets “Proficient” criteria and description is clear and detailed Describes the compensation philosophy and describes how the market influences this philosophy Compensation: Salary Surveys Meets “Proficient” criteria and uses evidence to substantiate claims Determines the value of salary surveys, and describes the advantages of discretionary benefits Determines HRM’s role in the performance management process including how the process aligns with the organization’s strategic plan Differentiates between the trait, behavioral, and results-based performance appraisal systems, and provides an example where each would be most applicable Evaluation: Performance Management Meets “Proficient” criteria and description is well supported and plausible Evaluation: Performance Appraisal Meets “Proficient” criteria and example is well supported and contextualized Evaluation: Best-Suited Appraisals Meets “Proficient” criteria and uses scholarly research to substantiate claims Evaluation: Meets “Proficient” criteria and Performance Rating description is clear and Scales contextualized Explains the importance of developing learning activities, and incorporates adult learning principles and methods of experiential learning Illustrates the value of a training needs assessment in an organization, and supports response Describes the importance of creating SMART objectives for a training plan Determines how to identify bestsuited appraisals for employee job duties, and supports response with an example Identifies a variety of performance scales that can be used in organizations and describes each Explains the importance of developing learning activities, but does not incorporate adult learning principles and methods of experiential learning Illustrates the value of a training needs assessment in an organization, but does not support response Describes the importance of creating SMART objectives for a training plan, but description is cursory or inaccurate Describes the compensation philosophy and describes how the market influences this philosophy, but description is cursory or inaccurate Determines the value of salary surveys but does not describe the advantages of discretionary benefits Determines HRM’s role in the performance management process, but does not include how the process aligns with the organization’s strategic plan Differentiates between the trait, behavioral, and results-based performance appraisal systems, but does not provide an example where each would be most applicable Determines how to identify bestsuited appraisals for employee job duties, but does not support response with an example Identifies a variety of performance scales that can be used in organizations, but does not describe each scale Does not explain the importance of developing learning activities 8 Does not illustrate the value of a training needs assessment 6 Does not describe the importance of creating SMART objectives for a training plan 6 Does not describe compensation philosophy 8 Does not determine the value of salary surveys 8 Does not determine HRM’s role in the performance management process 8 Does not differentiate between the trait, behavioral, and resultsbased performance appraisal systems 6 Does not determine how to identify best-suited appraisals for employee job duties 8 Does not identify a variety of performance scales that can be used in organizations 6 Articulation of Response Submission is free of errors Submission has no major errors related to citations, grammar, related to citations, grammar, spelling, syntax, and organization spelling, syntax, or organization and is presented in a professional and easy-to-read format Submission has major errors related to citations, grammar, spelling, syntax, or organization that negatively impact readability and articulation of main ideas Submission has critical errors related to citations, grammar, spelling, syntax, or organization that prevent understanding of ideas Earned Total 4 25. For Assignments 1-5, you are the new budgeting and finance administrator for your local government agency. Your first responsibility is to become familiar with the agency, the budget, programs, and capital projects. As the administrator, you will be responsible for analyzing, examining, proposing, and preparing the agency’s budget for the next five (5) years. Note: Students cannot use New York City as a selected local government Assignment 5: Multiyear Plans and Analysis Due Week 10 and worth 100 points Preparation · Review the document titled “City of Charlottesville 2010 Annual Comprehensive Plan” located in the course shell. Write a three to four (3-4) page paper in which you: 1. Review the “City of Charlottesville 2010 Annual Comprehensive Plan” and then complete Exercise 1 on page 152 using Exhibits C and D in the Annual Report and Table 9.4 on page 148. Change the title headers to the agency name. Save the Excel File as the agency’s name and include the Multiyear Plan. 2. Analyze the comparison of ratios. 3. Analyze the measures of liquidity. 4. Analyze the long-term solvency. 5. Analyze asset management rations. Your assignment must follow these formatting requirements: · Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA. Check with your professor for any additional instructions. · Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length. The specific course learning outcomes associated with this assignment are: · Evaluate a budgeting system at any governmental level. · Analyze the scope and sequence of budgeting in terms of sources of revenues, purpose of government expenditures, budget cycles, budget preparation, and debt administration. · Examine the key components of developing multiyear plans and analyses. · Use technology and information resources to research issues in public budgeting and finance. · Write clearly and concisely about public budgeting and finance using proper writing mechanics. Click here to view the grading rubric for this assignment