BUS 226 Week 5 Final Paper

BUS 226 Week 5 Final Paper

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In a three- to five- page APA style paper, perform a job analysis for a position of your choice (examples are a previously-held job, present job, future job you would like). What compensation, training, and employee performance needs must be addressed in order to attract and keep this position filled with qualified talent? How will you determine if the current job description effectively represents the tasks, duties and responsibilities of the job?

Writing the Final Project

  • Must be three to five double-spaced pages in length and formatted according to APA style as outlined in Ashford Writing Center.
  • Must include a cover page that includes:

o    Name of paper

o    Student’s name

o    Course number and name

o    Instructor’s name

o    Date submitted

  • Must include an introductory paragraph with a succinct thesis statement.
  • Must address the topic of the paper with critical thought.
  • Must conclude with a restatement of the thesis and a conclusion paragraph.
  • Must use APA style as outlined in your approved style guide to document all sources.
  • Must include, on the final page, a Reference List that is completed according to APA style
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BUS 226 Week 5 DQ 2 Unions

BUS 226 Week 5 DQ 2 Unions

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DQ 2

Unions. A union is a formal association of workers that promotes the interests of its members through collective action. What do you perceive as some of the benefits and potential negative effects of union membership?

BUS 226 Week 5 DQ 1 Prevention and Control

BUS 226 Week 5 DQ 1 Prevention and Control

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Week 5

DQ 1

Prevention and Control. The concept of using prevention and control to minimize or eliminate a wide range of risks in workplaces has been expanding. Discuss the components of a well-developed risk management program. What are the key factors that result in direct savings throughout the organization in workers’ compensation costs, civil liability damages, and litigation expenses?

BUS 226 Week 4 DQ 2 Benefits

BUS 226 Week 4 DQ 2 Benefits

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DQ 2

Benefits. Benefits are indirect rewards given to an employee or group of employees for organizational membership. Their costs are rapidly increasing, causing many organizations to require employees to help pay for these benefits. Detail the role of benefits in an organization’s overall compensation philosophy. Then, distinguish between those benefits that offer an employer a competitive advantage in the recruitment process (and thus should be a component of an employee’s compensation package) and those benefits that do not offer an employer a competitive advantage.

BUS 226 Week 4 DQ 1 Compensation

BUS 226 Week 4 DQ 1 Compensation

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Week 4

DQ 1

Compensation. Compensation is the method in which most organizations reward their employees’ efforts. There are two basic compensation philosophies that lie on opposite ends of a continuum – the entitlement and the performance philosophy. Compare and contrast these two important philosophies and determine which should be the determining philosophy for most organizations, and why.

BUS 226 Week 3 DQ 2 Talent management

BUS 226 Week 3 DQ 2 Talent management

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DQ 2

Talent management. Talent management is a fairly new concept within human resources. If your own organization primarily focused its talent management on high-potential individuals, how could that impact the motivation and job satisfaction of other lower- potential employees?

How can effective talent management become a source of competitive advantage for an organization?

Your original response to this discussion question should be 150-200 words and inclusive of course information. Please respond to at least two (2) fellow student posts, advancing and debating the key points of their posts.

BUS 226 Week 3 DQ 1 Training

BUS 226 Week 3 DQ 1 Training

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Week 3

DQ 1

Training. Training is the process whereby people acquire capabilities to perform jobs. Provide an example of an instance where you did not receive adequate training to perform a job function. How could this training gap have been more effectively planned for? Who should ideally provide that training? How can issues such as knowledge retention also be mitigated in the planning for training process?