We covered administrative law in Chapter 6. In this assignment, you will be the judge. Here is an edited opinionPreview the document involving an administrative law question. I have edited the opinion to provide you with the facts of the case and the applicable law. I have removed the court’s analysis and ultimate conclusion. As the judge, you are to provide the analysis and ultimate conclusion. Please read the edited opinion and then explain how you would rule if you were faced with this case. Your answer should provide your ultimate conclusion and then explain why you would rule that way. You do not need to restate or summarize the facts. You should only discuss the facts as is necessary to explain your reasoning for your ruling.

Administrative Law Lecture-part 1

Administrative Agencies
-administrative law refers to the powers and procedures of governmental administrative agencies.
-both deferral and state administrative agencies
-examples include the IRS, Securities and Exchange Commission, and the DEA.
-Four functions of administrative agencies:
1-promulgating rules
2-conducting formal adjudications
3-conducting investigations
4-taking informal discretionary actions

Rule Making:
-administrative agencies are the ones who make the regulations that we referred to when discussing the sources of law last week.
-when enacting a statue, Congress, as well as state legislatures, lack the time, resources, and at times, the expertise to set forth all the necessary guidance.
-therefore, the legislature will generally enact a statute of general principles and guidelines and then delegate to an administrative agency the responsibility of drafting and publishing regulatory guidance for that statue.
-once delegated, the administrative agency will first provide notice to the public of its internet to promulgate a rule and will the allow the public to submit comments on the proposed rule.
-thousands of comments are often submitted and can be very persuasive to the agency.
-comments usually identify a concern, explain the basis for the concern, then propose a solution.
-an agency may, but is not required to, have a public hearing on the proposed rule.
-the agency will then examine the comments and determine the final rule.
-if the initial comments caused substantial revision, the agency may seek public comments a second time.
-the agency will then publish a final rule in the Federal Register and codify the regulation in the Code of Federal Regulations.
-however, not all proposed rules will be published. Sometimes the agency will abandon the rule or never formally publish it.
-once a rule is published, it is a regulation.

Conducting formal adjudications
-at times, Congress gives administrative agencies the authority to resolve disputes.
-example: the DEA has the authority to determine whether or not a physician should be permitted to prescribe controlled substances.
-these adjudications are a court-like proceeding and are presided over by either an administrative law judge (ALJ) or one or more agency member.
-the person(s) presiding over the adjudication can administer oaths, has subpoenas powers, allow depositions, decide evidentiary issues (ex: what evidence to allow for consideration), and ultimately reach a decision on a dispute.
-before the hearing, the parties often engage in a discovery type phase- which may include interrogatories, requests for production, and depositions.
-the hearing is like a trial in that each side will present evidence to convince the person(s) presiding over the adjudication of their position. The parties will present witnesses who will be subject to cross examination.
-the notable difference between an administrative hearing and trial is that there is no jury.
-the administrative agencys decision is a final order that may be appeals to a court.
-some appeals are to the federal district courts and some appeals are directly to the Circuit Court of Appeals
-Judicial review of an agency adjudication is typically based on the administrative record. This means that the court only reviews the record as presented at the administrative agency. Witnesses are not presented.
-the courts review is usually limited to whether or not, asked on the evidence in the record, the administrative agency acted properly.
-there are limited exceptions to this general rule. Some statutes provide the court with authority to conduct a de novo review in which the action starts again from the beginning. There would be a discovery phase leading ultimately to a new trial (unless a settlement is reached).
-Judicial review is highly deferential to the administrative agency, which is consistent with the goal of relieving courts of making all adjudications (ex: preserving judicial resources)
-reasons courts have rejected agency action:
    -the agencys action exceeds the authority delegated to the administrative agency (ex:             the agency lacked authority for its action)
    -the agencys action is contrary or inconsistent with the statute.
    -the agency fails to adequately explain the basis for its decision (this demonstrating that     it considered all pertinent factors).

Administrative Law pt. 2

Conducting investigations
-in some statutes, congress has tasked the administrative agency with oversight responsibilities.
-that is, the administrative agency is responsible for ensuring that persons/entities are complying with applicable statutes/ and regulations.
-agencies have authority to conduct interviews, subpoena records, and perform searches.
-example: OSHA (Occupational Safety and Health Administration) has authority to inspect workplaces to ensure that employers are complying with minimum safety requirements.
-if the agency finds a violation, the agency may file an administrative suit seeking civil penalties or file a lawsuit in court seeking civil and or criminal penalties.
-administrative agencies are permitted to take informal action on small matters as opposed to cluttering courts with minor actions
-this category covers more agency functions, such as awarding governmental grants/loans, resolving tax disputes informally, determining and administering social security claims, granting licenses, leases, and permits, and negotiating and contracting for government.

Taking informal discretionary action
-in these actions, there are little formal rules/ procedures for agency to follow.
-this, at times, a quick resolution may be reached; however, at other times, one may ensure an endless mass of decisions and appeals.

Constitutional:
-as we just discussed earlier this week, the US constitution provided three branches of government, which have a system of checks and balances to limit authority and preserve liberty.
-Administrative agencies, however, are not a delineated branch in the constitution. Therefore, is the delegation of legislative and judicial power to administrative agencies constitutional?
-Yes, the US Supreme Court has upheld the power of administrative agencies.

Chevron Difference:
-the US Supreme Court has articulated a two phase inquiry to determine whether an administrative agencys interpretation should be considered:
    -Did congress address the issue directly in the statue?
        -if yes, then inquire stops because congressional intent must be followed.
-if the statute is either silent or ambiguous on issue, court must examine whether the agencys interpretation (as stated in regulation) was based on a permissible construction of the statute.
    -the court will defer to the agencys interpretation if it is reasonable or rationale
    -the age of the interpretation and the congressional action or lack thereof in response to     that interpretation can be instructive. For example, if Congress was aware of the             interpretation when it acted or refrained from nation, then it is presumed to have                 approved of the interpretation.
-judicial difference to administrative guidance is limited to administrative interpretations that have reached formal proceedings with the force of law.
-this included adjudications and regulations promulgated through formal public notice and rule making procedure.
-opinion letters, policy statements, and agency manuals are not entitled to this difference.

Review of informal discretionary acts:
-informal discretionary acts, if challenges, are ordinarily affirmed so long as the act is not arbitrary and capricious.
-that is, the action is considered valid so long as it has a rational basis.

Standing
-in order to seek judicial review of an agencys action, the plaintiff must have standing:
    -the plaintiff must have suffered an injury that is concrete and particularized and actual or imminent, not conjectural or hypothetical ;
    -the injury must be fairly traceable to the challenged action and
    -it must be likely- not speculative- that judicial action may redress the injury.
-without standing, the plaintiffs complaint will be dismissed.

Exhaustion of administrative remedies:
-before a court will review an agency action, the administrative agency process must generally be completed.
-the process is deemed completed once the plaintiff has pursued all avenues of relief before the administrative agency (ex: administrative action is final)
-courts have discretion to waive this requirement, and agency may waive not raising exhaustion as a defense.

Issue exhaustion
-courts review is generally limited to issues raised before the administrative agency
-in order for a court to consider an issue, the plaintiff must have raised that issue with the administrative agency and given the agency an opportunity to rule on the issue.

Ripeness
-courts will only consider issues that are ripe for a decision.
-that is, courts will not consider hypothetical issues.
-ripeness most often involves pre-enforcement challenges, which is a challenge to a regulation/interpretation before the agency has applied the rule to the plaintiff.
-agency action is ripe for review when the effect of the agency act is sufficiently direct and immediate.

Freedom of Information Act (FOIA)
-authorizes individuals to obtain copies of government records, including agency records.
-any citizen can request governmental records on any subject.
-example: request all documents pertaining to Patsy Smiths EEOC charge.
-there is no relevancy requirement
-government must respond within 20 days, although usually response is to inform you that additional time is needed to process request.
-confidentiality exists to protect some information via redaction or outright withholding.

identify and discuss areas of HRM that are currently being impacted by the Covid-19 pandemic.

As part of this project, each group will explore and address:
    The nature and extent of Covid-19s current impact in the two/three HRM areas chosen, with supporting evidence and specific business examples.
    Possible future impacts of Covid-19 in those areas, based on your research.
    Implications of these impacts, both current and future, for workers, businesses, the Canadian labour market, and the economy generally.
    Where your research sources make conflicting arguments, indicate which argument your group finds most convincing, and why.
 
While the focus of your research is on HRM in Canada, you may include additional relevant examples from outside of Canada to support your position.

2 research sources  are required

In chapter 5, we learned about the agency. Part of that chapter examined the two types of agency relationships: employees and independent contractors. The textbook contained a summary of the Jane Doe 1 v. Uber Technologies, Inc. case. The Uber business model (as well as similar providers like Lyft) provides a very interesting situation of whether the drivers are employees or independent contractors. If you are not familiar with Uber, do some research on Uber’s business model and then make an argument for how you believe the drivers should be classified. Do you believe that the drivers are independent contractors or employees?

Week 2:

Chapter 5 covers agency principles. Agency is a touchstone legal principle for business because corporations and LLCs, as an independent legal entity, cannot operate itself. For example, a corporation cannot execute a contract, but a person with such authority can execute a contract on behalf of the corporation. The agency relationship is what gives the person the authority to execute the contract on behalf of the corporation. Thus, agency is an important aspect of business operations. 

Chapter 6 examines administrative law. There are many federal agencies, and businesses no doubt interact with federal agencies.  For example, the Occupational Safety and Health Administration  has broad oversight for compliance with workplace safety regulations and, thus, may investigate whether a business is complying with federal (and sometimes state) safety rules. States have analogous agencies as well; however, our discussion will be about administrative law as related to federal agencies.

Agency Lecture pt. 1
-Agency relationship: a person known as the agent acts on behalf of or as a representative of another person or entity known as the principle.
-the principle delegates authority to the agents to act.
-agency relationship is essential to business.
-agency relationship is what allows companies to operate. Without an agent, corporations could not function.

Agency relationships
-employer- employee (aka master servant)
-principle- independent contractor
-What are the legal consequences between 2 relationships?
1- legal libality: under respondeat superior doctrine, employer is liable for the wrongful acts of employees. Conversely, principles are generally not liable for the wrongful acts of independent contractor.
2- taxes: employers must withhold income, social security, and unemployment taxes from an employees pay, whereas principles have no such withholding obligations for pay to an independent contractor. Instead, independent contractors are obligated to pay these taxes.
3- benefits: employees usually participate in fringe benefits from employer ( ex: PTO, retirement contributions, and insurance), whereas independent contractors do not.
4- wages: employees must be paid overtime wages (unless exempt), whereas independent contractors are generally not paid overtime wages.
5- workers compensation: employees who sustain on the job injuries may be entitled to workers compensation benefits, whereas independent contractors would not receive workers compensation benefits.

-Example: Brandon owns a local sporting goos store. Brand and another person, Mark, work at the store each day. One morning, Brandon and Mark arrive at the store to find a water leak. Brandon calls a plumber, Will. Will comes later that day and is at Brandons store for four hours during which time Will repairs the water leak. Mark is an employee, as we works at the store every day it is open and works at the owners direction. In contrast, Will is not an employee, but rather an independent contractor. Will does not work regularly at Brandons store. Nor does Will follow Brandons direction.

How do you distinguish between an employee and independent contractor?
-there is no bring line test.
-it is a facts and circumstances determination made on a case by case basis.
-parties characterization of relationship is not dispositive.
-rather, courts consider a number of factors.
-factors:
    -control: who controls details of work
    -type of work: is the occupation distinct from one another
    -supervision: is work type usually performed under employer supervision or                 independently
    -skill: what degree of skill is involved
    -who provided tools and equipment
    -duration of work: how long is person working
    -form of payment: based on time or by the job
    -does worker perform services for anyone else

Agency Relationship
-based on the consequential differences between employees and independent contractors, employers may be tempted to classify workers as independent contractors to avoid tax withholding obligations and benefits and possibly overtime wages.
-Employers, however, must be careful to accurately classify workers. The Department of Labor and IRS may audit employers and reclassify workers deemed independent contractors to really be employees. This is what happened to Microsoft in the 1980s as discussed in the textbook.
-Misclassifications of workers has been a hot topic for the DOL over the last few years.
-hiring temporary workers from a staffing agency is not a solution.
-first, staffing agencies charge a higher price than an employer would most likely pay an employee. As such, the arrangement will likely be more costly.
-second, joint employment will likely exist. That is, the employer and standing agency are joint employers of the worker. As a joint employer would treat the temporary worker as an employee and, thus does not service the perceived benefits of an independent contractor status.

Agency Lecture pt. 2

Fiduciary duty
-a fiduciary duty is an obligation to an act in the best interest of another person or entity.
-examples: Trustee has a fiduciary duty to the trusts beneficiaries; corporations board has a fiduciary duty to its shareholders.
-duty of loyalty:
    -agent has duty to act for the benefit of the principle.
    -agent is prohibited from acting for private interests.
-duty of care:
    -agent has a duty to avoid mistakes and errors
    -agent has a duty before making a decision to be informed of all material information             reasonably available. (Ex: make well informed decisions)
-duty of obedience:
    -agent has duty to abide by the principles reasonable and lawful orders.
-duty of confidentiality:
    -agent has duty to keep information confidential if required
-duty of disclosure:
    -agent has duty to act with complete candor and, thus, must disclose all facts and             circumstances.
-duty of good faith:
    -agent has duty to fulfill his/her duties and not violate the law.

Agents authority
-an agent can bind the principle through either actual or apparent authority
-actual authority: where the principle purposefully gives the agent authority to act on its behalf.
-example: in a board of directors meeting, ABC Corporation gives CEO Billy McKee authority to execute contracts necessary to purchase DEF Corporation.
-actual authority is typically documented by either board minutes or corporation bylaws/ operating agreement.
-necessary to record authority in corporate records
-actual authority can be either express or implied.

express actual authority:
-principle gives experts authority by words or by action.
-words: CEO tells HR manager to complete employment contract for new operations             supervisor.    
-action: CEO sends HR manager signed offer sheet
-express authority can also be found when agent has a justifiable belief that the             principle gave authority.

implied actual authority
-when the agent has express authority, the agent also has implied authority to act as is             reasonably necessary to complete the given task.
-you can look at usual authority (ex: the authority that has typically been given in the             past.)
-you can also look at customary authority (ex: the authority that such an agent would             usually have.)
-example: if CEO instructs operations VP to plan a company retreat, the operations VP             would have implied authority to execute contract to rent meeting space and hire a             catering company.

Apparent authority:
-exists when a third party is led to reasonably believe that the agent has authority to act for and bind the principle.
-apparent authority can exist based on the principles words or acts, or on past history (ex: providing the agent with authority in the past)
-the principle- not the believed agent- creates apparent authority. The alleged agents statements cannot create apparent authority.
-example: CEO tells third party vendor that VP makes all purchasing decisions. Third party vendor would reasonably believe that VP has apparent authority to execute purchase agreement.

Ratification:
-if a purported agent makes an authorized act, the principle can ratify the act to cure the lack of authority.
-once ratified, the act is as if the agent had authority to bind the principle.

Undisclosed Principle:
-it is lawful for the principle to remain confidential or private
-third party has no right to even know of principle
-valuable when it is strategic for principle to remain unknown.
-example: when a valuable company is buying land, using an undisclosed principle may be strategic and beneficial to avoid the seller from seeking a premium.
-if agent acts outside scope of authority, the principle should not be bound; however, the rent may be personally liable to the third party.

Agency Liability
-respondeat superior: employer of agent will be liable for personal injuries or property damage caused by the agent while acting the course and scope of employment.
-respondeat superior is also referred to as vicarious liability.
-remember that this doctor is limited to employees, not independent contractors.
-key to liability is that agent employee must be acting in the course and scope of employment.
-employer is not liable for agent/employees tort when it occurs outside the scope of the employees employment.

Factors for deciding whether an agent/employee is acting within the scope of his/her employment:
-Whether the employees act was authorized by the employer;
-the extent to which the employers interests were advanced by the act;
-whether the employer furnished the instrumentality that caused the injury; and
-whether the employer had reason to know the employee would perform the act.

Agency liability
-Detour vs Frolic:
    -detour is a minor deviation from employers business and would most likely still be             considered within the scope of employment.
    -Frolic is a substantial deviation from the employers business and would be outside the     scope of employment.
-even if employee acts outside of scope of employment, employer may be liable if:
    -the employer intended the employees conduct or consequences;
    -the employees position makes him/her the companys alter ego;
    -the employees actions is attributable to the employers own negligence or                 recklessness;
    -the conduct violated a non delegable duty of the employer; or
    -the employee purported to act on behalf of the employer and there was reliance on             apparent authority.

Read The discussion questions Below and reply back to the posts. Only substantive replies count. 

1. Describe the similarities and differences between Total Quality Management (TQM) and Six Sigma quality-management techniques.

2. Discuss the aspects of TQM and how they apply in service- and product-based businesses.

3. Discuss the four types of process strategies and give an example of each. Also, please share any personal industry experiences (if any) with each process strategy.

Read The discussion Below and reply back to you’re class mates post. Only substantive replies count. 
Reply To the Class Mate Below.

1. Operation managers need a way to determine if they are utilizing resources efficiently and effectively according to capacity. Having more resources does not necessarily mean there will be more outputs if processes are not efficient. System performance measures can help determine productivity standards/outputs and compare outputs to what is expected. There are two formulas to determine the percent of utilization and efficiency of system processes (Heizer, Render & Munson, 2020).

First, utilization determines the percentage of actual output to design capacity (the maximum output possible). Next, efficiency calculates the percentage of actual output to effective capacity (expected output considering variables such as maintenance and scheduling) (Heizer, Render & Munson, 2020). Most business will not always operate at full capacity due to operating issues that may occur at any given time. Therefore, effective capacity is a more realistic ratio to what is expected (Heizer, Render & Munson, 2020).

Sabrina,

Please read the following Harvard Business Review – MIT Sloan Management Review Article:

Analytics 3.0
by Thomas H. Davenport
Harvard Business Review, December 2013

Please, answer for your INITIAL posting and discuss the following questions:

1. Detailed – Comprehensive Summary for THIS article.

2. Which are the three most CRITICAL ISSUES of THIS article? Please explain why? and analyze, and discuss in great detail

3. Which are the three most relevant LESSONS LEARNED of THIS article? Please explain why? and analyze, and discuss in great detail

4. Which are the three most important BEST PRACTICES of THIS article? Please explain why? and analyze, and discuss in great detail

5. How can you relate THIS article with the TOPICS COVERED in class? Please explain, analyze, and discuss in great detail

6. Do you see any alignment of the concepts described in THIS article with the class concepts reviewed in class? Which are those alignments and misalignments? Why? Please explain, analyze, and discuss in great detail

.

I expect high caliber reviews with top analyses and interesting insights for THIS article !!

Read The discussion Below and reply back to you’re class mates post. Only substantive replies count. 
Reply To the Class Mates Below.

1. Total Quality Management (TQM) consists of management of an entire organization so that it excels in all aspects of products and services that are important from the supplier to the customer. Six Sigma quality-management technique is used to save time, improve quality, and lower costs. TQM and Six Sigma are similar because they both focus on making organization management as efficient as possible. In fact, Six Sigma quality management is a technique used in TQM. In other words, TQM is the general subject and Six SIgma is a concept derived from it. They are different however, TQM views the management from the entire organization and stresses the commitment from management to have a drive to excellence in all aspects of products and services important to the customer. TQM deals with identifying and meeting customer expectations. Six Sigma is a management directed, team based, and expert-led approach. Six Sigma requires the knowledge and guidance by expertise and focuses on how to better the operation for total customer satisfaction.

Emily,

2. Total Quality Management (TQM) is a management attitude and emphasis that incorporates that importance of customer satisfaction in all departments and stages of a company and its supply chain (Heizer, Render, & Munson, 2020). Leadership and management that utilize TQM consider all the elements and processes that contribute to business operations and not just the production line or service transaction. Understanding that everything comes together in support of the ultimate business objective, meeting customer needs, is the foundation of TQM.

Sigma Six is a process that is implemented in order to save time, improve quality, and reduce cost, by looking at specific processes in producing goods or services to systematic refine them (Heizer, Render, & Munson, 2020). This highlights opportunities for improvement in processes and increases percentage of customer satisfaction. The Six Sigma Improvement Model (DMAIC) best explains how the program is applied: Defines, Measures, Analyzes, Improves, and Controls. Data and metrics are important for the use of this model.

Saria,

3. Hello classmates,

Total quality management are strategies and techniques that help a business commit towards excellence in their products, service, and overall outlook to the company. When implementing TQM strategies a few techniques to take into consideration are creating consistency towards the purpose of the company, encourage education and self-improvement, promote change, and be open to continuous improvement. The business must be open to implementing these strategies in order to receive and maintain positive and successful progress for the business.

In-service business could apply these techniques through their customer service, the training provided to their employees and the continuously improvement of the quality of their service. For example, a beauty salon can reflect their total quality management through the attitude they display with customers and the training they provide for their employees. Customers want to go to a beauty salon, to promote their self-care and receive the results they desire on the service selected. Through adequate and continuous training, employees will build positive relationships with their employees and bring success to the company.

In a product-based business, TQM can be reflected based on the quality of a product. Is the product satisfactory to the customer? Can there be room for improvement? When analyzing these aspects of the product, the company can reflect their quality of their products to being open to change and catching problems/defects on the product through inspections.

Alondra,

4. Total Quality Management (TQM), coined by W. Edward Deming, is a management system that focuses on customer-based organizations that that deliver products and/or services. The system must involve all levels of management and employees that are together, are committed to continuous improvement. However, TQM is not necessarily subjective, it used strategy, data, and effective communication to integrate overall quality into the larger organizational culture, strategy, goals, and objectives. For TQM to be successful, regardless of organizational output, eight disciplines are required at all times:

1) Customer-focus:

2) Total employee involvement

3) Process-centered

4) Integrated system

5) Strategic and systematic approach

6) Continual improvement

7) Fact-based decision making

8) Communication

If an organization develops and implements these core elements of the TQM process, the benefits are limitless; they include fewer product defects, more satisfied customers, lower costs, costs savings, and well-defined cultural values. One of the most identifiable examples of TQM is Toyota, which was awarded the Deming Application Prize for major advances is quality improvement. There are a number of examples, many on a smaller case that Toyota, but they all abided by the eight disciplines of the TQM.

Heather,

First, read the Social Responsibility Exercise Overview.

Answer each of the four questions using full sentences written in proper grammatical format and with accurate spelling. Upload the answers to Canvas as a Word (.doc) or a PDF (.pdf) document. Your submission is due on Friday, October 23. As you prepare your answers, please keep in mind that Republic Services Inc. human resources staff will use Turnitin to check for plagiarism.

Limit each answer (except the last one) to no more than two hundred words length.

SECTION 1 — Answer the following two questions on proper waste disposal and recycling.

Your personal stance on corporate and civil responsibilities for proper waste disposal practices and recycling.
Clearly explain, with supporting reasons, why you believe this social concern is important. You also must include a clear and balanced understanding that there are varying perspectives that may be different from your stance. You need to demonstrate that you can successfully communicate on this issue of social concern with other diverse groups/people who may not agree with you.

Your willingness to act in a balanced manner (with due consideration) in situations where proper waste disposal practices are being ignored.  In other words, if you see an injustice occurring, how will you act?
Include your basis for evaluating the actions of others who are different from you either culturally, ethnically, racially, economically, or regionally and demonstrate a rational, balanced handling of the injustice.

SECTION 2 — Answer two questions that provide a broader view of both corporate and individual social responsibility.

Your overall world-view for the future as related to recycling and proper waste disposal.
Include how you hope the world community will evolve in this critical area.

Specify key areas where you will see changes in the practice of proper waste disposal or in enhanced environmental protection.

Finally, Republic Services Inc. then asks you to explain your involvement or lack thereof in environmental or other important social causes–going back as far as your freshman year in college.
Provide specific examples of involvement or, if you have not been involved, how you hope to be involved in the future after graduation.

How you have changed your personal perspective for the better since you entered college?

Provide at least one strong example to document your change in perspective

Please divide the paper into two. In the first page, write about how you can be happier in your life. Then, in the second page, write about how you can be happier in your work life. Please separate these two parts under two main headings such as HOW I CAN BE HAPPIER IN MY OWN LIFE, and HOW I CAN BE HAPPIER AT MY WORK LIFE.
Please make sure that the content of your paper is rich as in it includes different ideas on how you can, in practice, live a more joyful life and have a more joyful experience at work (regardless of what you do for a living). Please also make sure that your paper is practice-oriented in that you provide practical ideas for yourself on how to live a more blissful life and have a more blissful experience at work, and  ideas that you present are very relevant to your present and/or future life and how you are planning to keep enhancing your joy and happiness in life and at work.
Make sure to include a reference list at the end of your paper where you list the sources that you relied on, ideally, using the APA format.
The page limit excludes the references.
Please use Times New Roman, 12-font, and 1.5 line spacing

Read The discussion Below and reply back to you’re class mates post. Only substantive replies count. 
Reply To the Class Mates Below.

1. A couple examples I can relate to that could be broken down into various sections such as structure, tasks, subtasks, and work packages could be the re-branding of an organization or the launching of a new product from the brand. There are many steps that should be taken throughout the process that are required to be completed before continuing onto the next one. Re-branding can be broken down into different sections such as research, design, and strategies for the re-branding to launch successfully. Allowing this process to be broken down gives each department the opportunity to revise the work being completed and avoid any mistakes and decrease any possible delays.

PERT; Project Evaluation and Review technique is the process of planning, scheduling, organizing, coordinating, and controlling activities that are taking place. What differs PERT from CPM is the three time estimates for each activity (Heizer, Render, & Munson, 2020). The three-time estimates compute expected values for the activity. Overall PERT and CPM have the same objective, to help manage and monitor large projects. The use of these charts is cost effective as they help understand and acknowledge the steps towards the project, how to achieve the steps, and the deadlines that must be met. Understanding the process is important as it can avoid costly mistakes and pushing deadlines back that can also cost extra money (Heizer, Render, & Munson, 2020).

Alondra,

2. By their very nature, projects are outside of the scope of any given corporations day-to-day operations. According to PMI, a project is a temporary endeavor undertaken to create a unique product, service or result, (Project Management Institute, n.d.). Because of this, there is not a systematic efficiency to conducting all the tasks of a project, and therefore room for error. This truth can be broken down and viewed in two ways: a corporation can outsource a project manager or team, or the corporation assembles a team from within to execute the project.

If a project manager is outsourced, if not properly vetted, there is a possibility that they have a narrow scope of knowledge about the industry, certainly company culture will present its own obstacles, and any nuance of operations could be lost in translation when trying to translate metrics into the project schedule and budget. These things could slow down progress, inflate project costs, or stir up friction between project team members. Similar results can occur when assembling from within. Though current employees have the advantage of having a deeper understanding of company operations and culture, there may be a risk of lacking project management experience or distracting preexisting relationships and egos. An inside team would need management capable of clarity, objectivity, and accountability.

Saria,

3. Forecasting is a technique for predicting future events that can assist organizations in planning, budges, project management, scheduling, and other functions of operations. Organizations have different forecasting techniques depending on their need. These techniques consist of time-series models which use historical data to predict future possibilities; and associative models that use influencing factors and statistical data to forecast (Heizer, Render & Munson, 2020).

Time-series techniques include the nave approach that uses the previous data and uses it for the next. The moving averages use a specified number of past periods to predict the future events. Exponential smoothing uses the last period prediction to the actual for the next prediction. The final time-series technique from the chapter is the trend projection which uses a linear line to predict the slope of the line as it goes on. The associative methods most used model is the linear regression analysis (Heizer, Render & Munson, 2020).

Time-series would most likely be used by a company such as a toy store that predicts monthly sales for inventory purposes. Historical data can be reviewed, especially trend projections. A company that would most likely use an associative method is a medical practice. Historical data could be used to predict patient volume per quarter, but other variables affect business, such as flu season, economic situations, pandemics, and open enrollment. Statistical data can be used for forecast.

Sabrina,

4. Time series models predict on the assumption that the future is function of the past. The various types of time series are:

Nave approach
Moving averages
Exponential smoothing
Trend projection
Associative models incorporate the variables or factors that can influence the quantity being forecast. An example of an associate model is linear regression.

Most companies use time series forecasting to help with business strategies where they are able to monitor, clarify, and predict certain behaviors. It helps understand how the past influences the future. Associative forecasting consider many variables related to the quantity being predicted which is more powerful than time series that use historical values like Dell PCs that is related to budget, their company prices, competitor prices, strategies, economy and unemployment rate.

Sharon,

Your first paper must include separate sections addressing what you have learned through the first eight chapters. You should structure your paper into sections for each chapter covered.

The papers require research from course materials and at least five (5) independent SCHOLARLY*** sources that you find separate from course materials.
Be certain that your findings are reputable sources.

After exploring the role of Human Resource Management and its various requirements, it’s now time to demonstrate that you can apply these concepts in your own chosen industry or career path! Specifically, consider what you have learned over this first eight chapters and write an essay that explores in detail:

. How strategic planning and HR planning work together in your industry or career path

. Steps that managers in your industry or career path should take to ensure alignment  with EEO requirements and best practices

. Your recommended approach for conducting a job analysis of a common job in your industry or career path

. Any specific implications for job design in your industry or career path

. Typical approaches to recruiting applicants for common jobs in your industry or career path

. Common selection processes in your industry or career path, including interview methods, selection tests, etc.

. Descriptions of new-hire training, onboarding, and ongoing development processes in your industry or career path

. Effective methods for performance appraisal, coaching, and feedback to employees for jobs in your industry or career path

This assignment should summarize your key learnings in class and how they are relevant in your industry or career path. Written assignments require application of content from the PowerPoints and notes provided in the course, as well as your own independent research (especially around industry-specific aspects of the assignment).

You must use APA-formatted in-text citations and References to indicate the source of any ideas you apply from other authors. You are encouraged to summarize and paraphrase whenever possible rather than directly quoting, as your instructor is much more interested in what you now know and understand than in what you can quote from your research. (However, citations and References are still required, even if you’re not directly quoting.)

Material Covered in Class:

Chapter 1: Organizational Challenges and HRM (human resource management) 

Identify a company or industry that you would like to do a research paper on: Chick Fila.

We will research and apply the HRM concepts we learn in this class to that organization or industry.

What current challenges (technological, biological, natural, competitive, political, internal) are impacting the performance of your chosen organization or industry?

How does the function of management and human resources help solve these issues?

What skill set is needed to be an effective HR manager?

Chapter 2: Strategy and HR 

You should have identified a company or industry you are going to use as your organizational HRM research assignment.  Remember youll use this company or industry throughout the term.

IN CLASS:

Research your company or industrys:

Mission, vision and values
People, culture, and work climate
Articles, videos, news stories, documents, job descriptions, employee handbooks, online employee reviews, etc that describe the organizations strategy and work environment.
Customers, competitors, suppliers and rivals
What Human Capital do they need to perform at a high level?
Have they implemented the following corporate strategy?
Growth and diversification
Mergers and Acquisitions
Strategic alliances and joint ventures
Downsizing
Has the organization had to lay off or hire more people? Why?
What job responsibilities are employees responsible for? (find at least 3)
Conduct a SWOT analysis on the organization. (Strengths, Weaknesses, Opportunities, and Threats)
Chapter 3: EEO and HR

Research at least 2 different employment law violations that have occurred in your company or industry.

What were the accusations and consequences resulting from these violations?
What specific laws were violated?
How were the case/s settled?
Is there an example of BFOQ in your company or industry?
What other information did you find interesting?

Chapter 4: Job analysis

Research at least 3 different and unique job descriptions for your organization or industry.

What job requirements are needed?
How would a candidate apply for the job?
What is the job title
Is there a drug policy statement?
What level of education is needed?
What special knowledge, skills and abilities are required?
Do you see an EEO statement in the job description?
Is there a BFOQ

Make sure to include the material covered in class!!!
(The class notes as well as the PowerPoints attached) (simply cite “PowerPoint presentation” for that) 

The intention of this paper is to summarize and paraphrase whenever possible rather than directly quoting, as your instructor is much more interested in what you now know and understand than in what you can quote from your research. (However, citations and References are still required, even if you’re not directly quoting.)

PS> Chick Filas official website contains many useful information for this paper.