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I’m trying to study for my Business course and I need some help to understand this question.

JWI 521

Discussion 1

Learning by Doing

Conaty & Charan write that, “Developing talent through experiences expands capability and capacity… This is learning by doing, and no book or classroom teaching can substitute for it.”

  • Describe an example of “learning by doing” that has helped you or a colleague to grow professionally.
  • What did this experience teach that could not be taught through formal training?
  • What part of the experience could have been learned through formal training?
  • Should your organization create formal training to complement its hands-on learning activities? Why or why not?

https://blackboard.strayer.edu/webapps/blackboard/content/listContent.jsp?course_id=_253550_1&content_id=_29460113_1&mode=reset#

https://www.hrdive.com/news/5-questions-to-help-re…

Discussion 2

Performance Management

From the Desk of _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

What’s Going Well Area for Improvement

1.__________ 1. ____________

2. _________ 2. ____________

3. __________ 3. ____________



Jack Welch states: “The best performance reviews are frequent, simple, and actionable.” One tool he created for giving feedback on performance is the 3 by 3 card, as shown here.

Imagine your manager is giving you some quick feedback on a current project. Fill out the 3 by 3 card that he or she might give to you, with three things that are going well and three areas for improvement. Post your 3 by 3 card as an image or simply by posting the two lists in the forum.

https://blackboard.strayer.edu/webapps/blackboard/content/listContent.jsp?course_id=_253550_1&content_id=_29461134_1&mode=reset#

https://www.hrdive.com/news/employees-want-real-time-reviews-study-shows/520834/

https://www.lindenbergergroup.com/6-best-practices-effective-performance-management/


JWI 522

Discussion 1

How Does Your HR Department Help Your Business Make Money?

The focus of our learning this week is on gaining a better understanding of the Return on Investment (ROI) of an HR department.

  • In your organization, is HR viewed as a cost center or a money maker?
  • How do you quantify the ROI that HR brings to your organization? Give two specific examples of the positive return.
  • Are the performance metrics in HR aligned to the metrics of the organization? If yes, explain how. If no, explain how they could be.

https://blackboard.strayer.edu/webapps/blackboard/content/listContent.jsp?course_id=_253553_1&content_id=_29461110_1&mode=reset#

https://www.entrepreneur.com/article/307152

https://www.huffpost.com/entry/how-much-does-emplo…

https://www.americanprogress.org/wp-content/upload…

http://www.zenworkplace.com/2014/07/01/cost-employ…

https://services.hbsp.harvard.edu/lti/links/R1010B…

https://services.hbsp.harvard.edu/lti/links/H02BNM…

Discussion 2

The Workforce of YOUR Future

Our focus this week is on what it takes to build the workforce you will need for your organization’s future. Using your own company, and making reference to this week’s materials, answer the following questions:

  • What are the most significant changes you have seen in hiring requirements in your business over the last 5 years? What is driving these changes?
  • Does your HR leadership team talk with business unit leaders about the trends that will impact workforce needs over the next 5 years? Why or why not?
  • What are the biggest threats (either from competitors or market conditions) in the areas of recruitment and talent development your organization faces?
  • What will your workforce look like in 10 years if you get it right?

https://blackboard.strayer.edu/webapps/blackboard/content/listContent.jsp?course_id=_253553_1&content_id=_29461118_1&mode=reset#

https://www.slideshare.net/reed2001/culture-2009?n…

https://services.hbsp.harvard.edu/lti/links/R0510C…

https://services.hbsp.harvard.edu/lti/links/W17429…

JWI 556

Discussion 1

Leveraging Your Home Team Advantage

In reviewing your team’s performance, you have concluded there are productivity issues. You have made the decision to discontinue the working remote policy. This is a significant change since nearly 40% of your team works remotely at least once a week.

  • How would you communicate to employees the reasons why the change is being implemented?
  • What actions would you empower employees to take to support the change initiative?
  • Identify 2 short-term wins that will energize the team.

In your response, you are encouraged to cite sources beyond Kotter, such as Conaty, McCord, Bock, and include a clear “What’s In It For Me (WIFFM)?” statement.

https://blackboard.strayer.edu/webapps/blackboard/content/listContent.jsp?course_id=_253601_1&content_id=_29466726_1&mode=reset#

https://services.hbsp.harvard.edu/lti/links/BH687-…

Discussion 2

The Journey and the Destination

In Chapter 10 of Leading Change, Kotter explains that he believes cultural changes must take place after a major change initiative, to support the changes that have been made.

  • Do you agree or disagree with this viewpoint?
  • Share an example from your own professional life where you have seen cultural norms support or impede progress.
  • What actions can HR leaders take to foster a culture that sustains changes that have been made?

https://blackboard.strayer.edu/webapps/blackboard/content/listContent.jsp?course_id=_253601_1&content_id=_29466737_1&mode=reset#

https://blackboard.strayer.edu/bbcswebdav/pid-2946…

https://blog.hrps.org/blogpost/how-chros-can-use-d…

https://services.hbsp.harvard.edu/lti/links/R1207K…

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