In 1-page single space, answer the following
1 – What is the difference between assessment and development centers?
2- Which center would you use to assess competency?
3 – which center would you use to assess training needs?
4 – which center would you use to assess a candidate’s potential?
Explain the elements and concepts of Kaizen, Kanban and JIT (Just-in-Time). How does they relate to Lean production? Also you will explain and give an example of Lean systems that can be applied into your daily life.
2. Develop a flowchart and cause-and-effect diagrams for the followings:
a. A flowchart of the process you use to study for an exam. How might you improve this process?
b. A cause-and-effect diagrams of ‘late for work or school’. Explaining involved steps or/and related factors in details.
3. A large hospital identified the following strategic priorities:
– Patient safety
– Few hassles for patients and families
– Workforce well-being
– Operational efficiency
Review the following lectures:
The project assignment provides a forum for analyzing and evaluating relevant topics for this week on the basis of the course competencies covered.
Select one of the following countries—Indonesia, Africa, Latin America, South East Asia, Bangladesh, El Salvador, Mexico, or Cambodia—and create a 20- to 25-slide Microsoft PowerPoint presentation on predeparture training for your next group of expatriates.
To support your work, use your course and text readings and also use the South University Online Library. As in all assignments, cite all sources in your work and provide references for the citations in APA format.
Choose your controversial topic and submit to your faculty member for approval. (Prostitution)
It is important that you answer all questions are you will lose major points that would effect your grade. Please follow all directions as indicated in the text.
Within your community or online locate sex education materials on this topic that may be a resource for someone looking to learn about the topic.
Complete a 1 page evaluation of the materials in terms of adequacy of information presented. Include at least two reasons why you choose this topic.
What age group would most benefit from the material? What alternatives might you propose?
Paper should be in APA format, if using in-text citation please reference as well.
Write a 175- to 265-word response to the following:
Write a 5-6 page paper that demonstrates a clear understanding as well as analysis of a topic that relates to the content of this course: Law in the Managerial Environment. To receive full credit, it is important that you follow the guidelines provided in the description of the assignment (see module 01 final paper requirements for more details) and the rubric. In addition, please review the final paper rubric prior to submitting this assignment.
For the paper, you must integrate information found in peer reviewed, scholarly references as defined below. Remember that this is a scholarly paper, so you will need to ensure your paper aligns with the APA 6th edition writing style. In addition, you cannot use 1st person in this (or any) scholarly paper. Also, do not use “dot com” or wiki references. You are expected to showcase the comprehension of your topic in relation to a focus area(s) of this class.
Below are the expectations for this assignment:
Your submission will go through turnitin. Turnitin evaluates the originality score of your paper. Your turnitin score should be 20% or less.
There is a lot of news about risk management in project management. Identify and discuss the one thing about risk management that concerns you.
You have presented your argument for raises and benefit increases to the management negotiations team. They reply with a proposal of their own during your next meeting. Their proposal offers no increase in wages or benefits. They also ask that employees arrive 15 minutes early to work every day to attend a safety meeting and to review goals. Employees will not be paid for these extra 15 minutes.
How will you respond to this “offer” from management? Are there things you are willing to do to entice management into offering a raise? What is your leverage in this situation?
Write 4 pages with 5 references
Week 1 Discussion 
COLLAPSE
Perceptions of Human Resources
Do the HR talent management practices at your organization put people first? Answer the questions below:
This week only, post your initial response by Friday, midnight of your time zone, and reply to at least 2 of your classmates’ initial posts by Sunday, midnight of your time zone.
1st response
Tiara Collins RE: Week 1 DiscussionCOLLAPSE
Hello Professor and Class,
Do the HR talent management practices at your organization put people first? Answer the questions below:
I believe in my organization, certain people put people first, but the organization as a whole does not put people first. The management team in my office understands the value of each person, and as Patty McCord says, Netflix did and be a “fully formed adult (1).” The organization does not see people at all. Because the organization comprises many offices, they only see the people as pawns to get results. Now and then, we will have a manager who comes in for the organization and tries to understand the people’s wants and tries to put a program in place, but the bureaucracy of the government comes along and stops the process. Hence, the person gives up and gets another job.
I asked my co-worker Doreen about the HR department. She was very disturbed. She explained that no one knows what they are doing, and no one knows the policies or laws that should be followed. She explained that there was a lot of the problems that Moody, Golden, and Tornone explained in the article, such as state, federal and local laws creating a patchwork that they have to fill in the blanks, fighting harassment and improving inclusion and ballooning employee debt and a focus on financial wellness education (2). She did not care for how long it took to hunt down an answer for anything about why one person may have one thing, and another does not.
I believe I am very fond of Verizon. I have had many friends that have been in the company and have been personalized from day one in their career path, and they take care of the employees. They give proper career growth to many of their employees and helps lessen their financial burden while assisting them in improving their talent and skills without charging them out of pocket. I decided to look up the reviews customers gave about Verizon and working with them. They gave them pretty good thoughts about working with the company. The cons are about the type of work they do but not too many negative reviews about the company (3). Looking at the Verizon Code of Conduct, the first thing that comes up is integrity, and setting the tone of credibility at the top is within the first three pages of the packet. This tells me that they want to establish the trust that David Lapin talked about (5). Verizon understands that being transparent and understands holding people accountable helps create trust, so the employees are willing to go above and beyond.
Tiara Collins
2Nd response
RE: Week 1 Discussion COLLAPSE
Hello Professor and Class:
The company that I was laid off from was a private company. There was a HR generalist that was in place. So my answer to this question for my previous company is no. Covid 19 was a perfect example. The HR person was literally a mouth piece for the management team. Supporting the idea or image that we all know to well. The managers made the decisions and she carried out the tasks of delivering the news. Before Covid-19 there were no initiatives in place to create an atmosphere of inclusion, working there was only about the bottom line. They did not care about the employees, The turnover at the company was rampant. I saw people start and quit in the same week. Candidates were under not clearly sure of what their roles were or what was required. She was just that nice face that did nothing but follow orders. There was turnover in HR as well. This is where the company could take some advice from Bob Keegan by fostering a partnership with HR.
I asked my co workers at my current job and I was told they are a great resource and the practices that are in place is why the retention rate is high and the in house promotions are common. They see their employees as an investment. Open door policy, team building initiatives and diversity training are amongst the practices of their HR department.They are also a global company and employ a diverse group so HR is held to a high standard and they adhere to it.
I interviewed with Lyft a couple of months ago, for a position in San Francisco. I contemplated moving because of the company culture. They really care about their employees in corporate from my interaction. The facility, the work life balance, the support and stated respect for everyone. The ability to advance within the company as well creating a great space to work is why I considered relocating. Their stance on Inclusion and Diversity is evident they care about their employees as well as the community.
https://www.clariant.com/en/Careers
Week 1 Lecture: Perceptions of HR
Conaty & Charan, Chapter 11: Get the Right Talent Management Processes 
