Assignment 2Please read ALL directions below before starting your assignment. You may find it helpful to print a copy and cross off or highlight as you complete each expectation. Good luck! HRMN300 As

Assignment 2

Please read ALL directions below before starting your assignment. You may find it helpful to print a copy and cross off or highlight as you complete each expectation. Good luck!

HRMN300 Assignment 2 – Summer 2020


  • Please submit your assignment as an attachment in your assignments folder.
  • Your assignment cannot be accepted via messages, email or conferences.
  • You must submit to the assignment link by the due date stated in the syllabus for credit. A missing assignment will be assigned a 0.
  • Respond to all three questions below on a new, blank word processing document (such as MS Word).
  • Develop each answer to the fullest extent possible, discussing the nuances of each topic and presenting your arguments logically.
  • In addition, include citations from the class content resources in weeks 1-6 to support your arguments.
    • Each answer should be robust and developed in-depth.
    • You are expected to demonstrate critical thinking skills as well as an understanding of the issues identified. Some questions may also require personal reflection and practical application Your responses will be evaluated for content as well as grammar and punctuation.
    • All writing must be your original work. PLEASE do not copy or quote anything. Sources are just that, a reference. Once you locate the information, read and interpret the data. What does it mean to you? Type your own thoughts and own words. Then, include in-text citations to support your ideas. This is not a research paper.


o Include a Cover Page with Name, Date, and Title of Assignment.

  • Do not include the original question, only the question number.
  • Each response should be written in complete sentences, double-spaced and spell-checked. Use 12-point Times New Roman font with 1-inch margins on all sides. Include page numbers according to APA formatting guidelines.
  • In addition, you will want to include citations in APA format at the end of each answer. Include a minimum of 3 references for each answer. References must be from class materials.

Question 1:

Developing employees is different than training employees, though human resource functions often tend to group these activities together. Training and development are not always mutually exclusive, though they do have a different focus. Though training programs tend to be focused on improving employee performance in a current job, they may also be preparing employees for future assignments/jobs. In your own words, describe and provide at least one example of each of the following:

a) the difference between employee development and training programs;

b) how training programs can be used to support employee development;

c) how training and development support career planning.

Question 2:

A) Imagine that you are preparing for your first performance feedback session with your employee. You want the session to be effective for the employee, so he/she will have the motivation and knowledge to improve performance. You also want to provide a valid, accurate evaluation of the employee’s performance. What are the steps that you would take to prepare for the session? What sources of data would you consider? Be specific and complete…I am looking for a detailed plan and not just a couple of quick sentences.

B) Assume the role of the employee. How would you need to prepare for your performance evaluation meeting?

Question 3:

A) Define and discuss in detail the two types of sexual harassment found in the workplace. Your answer should include the actions employers can take to create a legal defense and the actions a person subject to this type of treatment or who witnesses these actions can take.

B) Evaluate the sexual harassment policies of your organization and the role of the human resource manager. How were they communicated? How were employees trained? Discuss three ideas to improve effectiveness in reducing cases of sexual harassment.

I have to use course material. Below are the ONLY links I can use.

  • Mahew (no date) TheStrategic Role of HR Managers
  • Heathfield (2018). The 3 New Roles of the Human Resources Professional
  • Mohd (2011). The Evolution of HR
  • Lumen Learning (nd). The Changing Role of Strategic Human Resource Management Retrieved from
  • Lumen Learning (nd). Purpose of Human Resource Management Retrieved from
  • Abreu (2014) The Myriad Benefits of Diversity in the Workplace
  • Mayhew (no date) Contemporary Issues faced by Human Resource Managers Today (Short article regarding some of the current issues affecting HR managers)
  • The U.S. Equal EmploymentOpportunity Commission’s “Overview of the U. S. Equal Employment OpportunityCommission”(HTML) Retrieved from: (U.S. EEOC government Web site)
  • The U.S. Equal Employment Opportunity Commission’s“Laws Enforced by the EEOC” Retrieved from (EEOC government Web site listing and describing laws enforced by EEOC)
  • TheU.S. Equal EmploymentOpportunity Commission’s“Types of Discrimination” Retrieved from (EEOC Web site)


  • Heathfield (2018). How to Demonstrate Respect in the Workplace
  • Washington and Patrick (2018) 3 Requirements for a Diverse and Inclusive Culture
  • Heathfield (2018). 3 Ways your Unconscious Bias affects your Workplace
  • Lumen Learning (nd). Perception Retrieved from
  • Lumen Learning (nd). The War for Talent Retrieved from
  • Lumen Learning (nd). Globalization and Principles of Management Retrieved from
  • Lumen Learning (nd). Recruitment Retrieved from
  • Lumen Learning (nd). Selection and Placement Strategies Retrieved from
  • Juneja (n.d).Human Resource Information System
  • Heathfield (2018). Human Resource Information System
  • Brooks (2018). How to Select Human Resources Information Technology
  • Vulpen (n.d.) 14 HR Metrics Examples
  • Schneider (2018). 11 HR Metrics every Manager Should Know
  • Sullivan (2017). Top 10 HR and TA Metrics


  • OpenUniversity’sfree 12-hour course on HumanResources: Recruitment and Selection: (2016)“Effective Recruitment and Selection”Retrieved from
  • Williams (no date) “Internal Versus External Recruitment – Which Is Best?”(HTML) Retrieved from (Short discussion with Advantages and Disadvantages for hiring internal/external.)—Which-Is-Best–/793181
  • Lumen Learning (nd). Selecting and Evaluating Employees Retrieved from
  • Fauscette (2018). Challenges of HR Technology and the Hiring Function
  • Juneja (nd). Understanding Job Analysis
  • Juneja (nd). Role of Job Analysis in Hiring Practices
  • Juneja (nd).Purpose of a Job Description
  • Juneja (nd). Job Description and Job Specification
  • Alam (2017). Human Resource Information System: A Quality Concept
  • Lumen Learning (nd). Balanced Scorecard Retrieved from
  • ONet (2018). Tools and Technology Details
  • SHRM (2016). HR Metric
  • Adhyatmika, Kynam, Tantia (2011) on Driving Employee Motivation through Compensation and Benefits Retrieved from: (Short graphic slide presentation about compensation and benefits)
  • Lumen Learning (nd). Motivating Employees Retrieved from
  • Lumen Learning (nd). Compensation Retrieved from
  • Rice University (nd). Employee Compensation and Benefits Retrieved from
  • Lumen Learning (nd) Employee Compensation Incentive and Benefits Strategies Retrieved from

Recommended readings:

  • Latest News on Fair Labor Standards Act Overtime Regulations (no date). SHRM:
  • Singh (2011) Managing Employee Compensation and Benefits. Retrieved from Webcast)
  • The Best Ways to Reward Employees (no date). Retrieved from short article on how to reward employees
  • Whitehurst (2018). Rethinking Motivation and Engagement
  • Juneja (nd). Purpose of a Job Analysis
  • Juneja (nd). Job Analysis Process
  • Juneja (nd). Job Design
  • Juneja (nd). Employee Retention
  • Juneja (nd). Importance of Employee Retention
  • Juneja (nd). Total Rewards Management
  • Juneja (nd). Motivation and Rewards
  • Juneja (nd). Job Analysis Methods
  • Juneja (nd). Issues in Job Design
  • Juneja (nd). Approaches to Job Design
  • Juneja (nd). Factors affecting Job Design
  • Gendelman (2016). 11 Employee Perks
  • Miles (2018). Engaging Millennial Workforce
  • Heathfield (2017). Keep your best: 20 Retention Tips
  • Juneja (nd). Employee Retention Strategies
  • Juneja (nd). Motivation for Employee Retention
  • Juneja (nd). Employee Engagement and Employee Retention
  • Juneja (nd). Intrinsic and Extrinsic Motivation
  • Liraz (nd) BizMove Business Guides: “Employee Training and Development”(HTML) Retrieved from: (General discussion about training and development)
  • Heathfield (2016)“Tips to Make Training and Development Work”(HTML) (General article on how to make training work)
  • Springer (2011) Academic Earth: “Protecting Human Capital”(YouTube) Retrieved from (Short video regarding making best use of employees)
  • The Importance of KSAs (Knowledge, Skills, and Abilities)”(2009) Retrieved from
  • Juneja (nd). Career Development Overview
  • Juneja (nd). Benefits of a Career Development System
  • Conway (nd). Creating an Employee Career Development Plan
  • Heathfield (2018). Steps to Create a Career Development Plan
  • Heathfield (2018). 5 Tips to Improve your Career Development
  • Heathfield (2018). Lateral Move Provides a Career Path for an Employee
  • Lucas (2018). 10 Things HR Departments do for Employees
  • Lucas (2018). How to Provide Constructive Feedback to Help Employees Grow
  • Gendron (2016) Employee Career Development is Good Business
  • Gomez (2014). How Career Development Programs Support Employee Retention
  • Kokemuller (nd). Distinction between Employee Development and Career Development
  • Ferrazzi (2015). 7 Ways to Improve Employee Development Programs
  • Conway (nd). Managers Guide to Creating an Employee Career Development Plan
  • Compa (2014) Collective Bargaining in the United States
  • Bureau of Labor Statistics (2020). Union MembersSummary Retrieved from:
  • Silverman (nd).“How Labor Unions Work”(HTML) Retrieved from: (7 page article on labor unions)
  • The U.S. Equal EmploymentOpportunity Commission’s “Overview of the U. S. Equal Employment OpportunityCommission”(HTML) Retrieved from: (U.S. EEOC government Web site)
  • The U.S. Equal Employment Opportunity Commission’s“Laws Enforced by the EEOC”(HTML) Retrieved from: (EEOC Web site)
  • TheU.S. Equal EmploymentOpportunity Commission’s“Types of Discrimination” Retrieved from (EEOC Web site)
  • View this YouTube on the History of Unions History of Unions
  • Lumen Learning (nd). Understanding Communication Retrieved from
  • Lumen Learning (nd). Work Behaviors Retrieved from
  • Wilkie (2018). Young Workers Suffer from Mental Health Issues
  • Folz (2018). What to say when Investigating Sexual Harassment Claims
  • Wilkie (2018). Just Because Your Workers Feel Loyal Doesn’t Mean They’ll Stay
  • Wilkie (2018). Top 10 Ways People Get Revenge at Work
  • Heathfield (2018) Progressive Discipline in the Workplace
  • Heathfield (2018) How to Deal with a Bully at Work
  • Heathfield (2018) Workplace Conflict Resolution

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