Tag: Homework Solution

[Solved] The Redesign of HR

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– 2 years ago **files (2)** – ## HRM411Unit7FinalProject.pdf – ## HRM411SMARTGoalTemplate.docx **## HRM411Unit7FinalProject.pdf** HRM411 – Seminar in Human Resource Management Final Project: The Redesign of ‘Work,’ ‘the Workplace,’ and HR Due Date: 11:59 pm EST, Sunday of Unit 7 Points: 100 Overview…

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Assignment Prompt & Instructions

– 2 years ago

**files (2)**

– ## HRM411Unit7FinalProject.pdf

– ## HRM411SMARTGoalTemplate.docx

**## HRM411Unit7FinalProject.pdf**

HRM411 – Seminar in Human
Resource Management

Final Project: The Redesign of ‘Work,’ ‘the Workplace,’ and HR

Due Date: 11:59 pm EST, Sunday of Unit 7
Points: 100

Overview:

Human Resources as a profession is transitioning from personnel to human resources
to strategic business partner or HCAM (human capital asset management) an arduous
journey requiring significant continuous monitoring and redesign of many
best/successful organizations and HCAM practices. This course examines various
aspects of that journey by delving into the redesign of work, the redesign of the
workplace and ultimately the redesign of the engine driving those redesigns – namely
HCAM –Human Capital Asset Management.

With that unequivocal statement in mind, the final project is directed towards coalescing
‘research/information’ discovered in each unit into completing a SMART GOAL Analysis
as part of a comprehensive planning analysis that would ultimately be used a ‘map’ to
the future of work, the workplace and HR.

Instructions:

Use the discussions, articles, videos, journals and other properly cited supporting
source material to complete the SMART Goal Analysis Template.

Select: (post your selection to the discussion board in Unit 2)

• The Redesign of Work

• The Redesign of the Workplace

• The Redesign of HR

‘Fill in’ the SMART Goal Template that you choose as your project identifying the goals
needed to meet the redesign changes taking place specifically related to key/relevant
processes directly or indirectly impacting the redesign of work, the redesign of the
workplace or the redesign of HR responsibilities in the 21st century.

Read the following articles on how to use a SMART GOAL Analysis tool:

• SMART Goals: Definition and Examples

• 5 Dos and Don'ts When Making a SMART Goal [Examples]

• How to Make Your Goals Achievable

Recommendation: ‘Collect’ data for all those sources as you navigate the journey
through each Unit to create the building blocks needed to complete each section of the
SMART GOAL TEMPLATE.

Requirements:

• SMART Goal Template in Word document format

SMART Goal Example:
Approval of Affirmative Action Plan by federal and state agencies.

• Specific: The HR Affirmative Action Officer will determine if current handbook
policies related to Affirmative Action Plans comply with 2021 directives.

• Measurable: The HR Affirmative Action Officer will ‘check/read’ employment law
letter reports related to Affirmative Action plans from 3 sources to see if any
federal and state laws have changed over the last 12 months.

• Attainable: The HR Affirmative Action Office will ensure budget allocation to
continue to subscribe to state and federal law alerts.

• Relevant: The HR Affirmative Action Officer will ensure compliance with all
directives to receive state and federal approval of our Affirmative Action plans.

• Time-Based: The HR Affirmative Action Officer will conduct a data analysis and
be ready to submit the company’s Affirmative Action Plan data report to the
EEOC one month before submission is required.

Be sure to read the criteria below by which your work will be evaluated before
you write and again after you write.

[https://www.indeed.com/career-advice/career-development/smart-goals](https://www.indeed.com/career-advice/career-development/smart-goals)

[https://blog.hubspot.com/marketing/smart-goal-examples](https://blog.hubspot.com/marketing/smart-goal-examples)

[https://www.mindtools.com/pages/article/smart-goals.htm](https://www.mindtools.com/pages/article/smart-goals.htm)

Evaluation Rubric for Final Project: The Redesign of ‘Work,’ ‘the
Workplace,’ and HR

CRITERIA Exemplary Proficient Needs

Improvement
Deficient

20 points 16-19 points 12-15 points 0-11 points
Specific Clearly focused

on a desired
outcome

Desired goal
somewhat
clear

Desired goal
unclear

No stated
outcome

Measurable Goals
Achievement
easily
measured

Goals
Achievement
somewhat
measurable

Goals
Achievement
difficult to
measure

No stated
measurement
method

Achievable Goals easily
achievable

Goals
somewhat
achievable

Goals Difficult
to achieve

Goals not
achievable by
any method

Relevant Goals relevant Goals
somewhat
relevant

Goals relevant
unclear

Goal not
relevant to
topic

Timely Goals
achievable in
given time
frame

Goals
somewhat
achievable in
given time
frame

Goals difficult
to achieve in
given time
frame

Goals not
achievable in
given time
frame

– Overview:
– Instructions:
– Requirements:
– SMART Goal Example:
– Evaluation Rubric for Final Project: The Redesign of ‘Work,’ ‘the Workplace,’ and HR

**## HRM411SMARTGoalTemplate.docx**

![](https://www.sweetstudy.com/questions/the-redesign-of-hr)

Redesigning the ‘Workplace,’ ‘Work,’ and HR SMART Goal Analysis

**HRM411 – Seminar in Human**

**Resource Management**

**TOPIC: Redesign the [insert your topic here – workplace, work, HR … delete the text within these brackets]**

Define three goals for your topic.

Repeat the same three goal statements for each section of the SMART Goal Template.

| | |
| — | — |
| |
| **SPECIFICITY**: What is the specific desired outcome for each goal?

Goal Statement(s)
**Specific** Desired Outcome (with rationale and justification)

| | |
| — | — |
| 1. | 1. |
| 2. | 2. |
| 3. | 3. | |
| |
| **MEASUREMENT:** Decide what, when and how you are going to measure your progress for each goal.

Goal Statement(s).
**Measurement** Plan (with rationale and justification)

| | |
| — | — |
| 1. | 1. |
| 2. | 2. |
| 3. | 3. | |
| |
| **Achievable – ACTION PLAN**: What, when and how will each goal be achieved?

Goal Statement(s)
**Achievable** Plan (with rationale and justification)

| | |
| — | — |
| 1. | 1. |
| 2. | 2. |
| 3. | 3. | |
| |
| **REALISTIC EXPECTATIONS**: Show the rationale for why and how the elements for each goal are realistic?

Goal Statement(s)
**Realistic** Expectations (with rationale and justification)

| | |
| — | — |
| 1. | 1. |
| 2. | 2. |
| 3. | 3. | |
| |
| **TIMELY GOAL Achievement:** Describe the appropriate time frame for each goal along with support and justification.

Goal Statement(s)
**Time Frame** for Each Goal (with rationale and justification)

| | |
| — | — |
| 1. | 1. |
| 2. | 2. |
| 3. | 3. | |

## image1.png

**## HRM411SMARTGoalTemplate.docx**

![](https://www.sweetstudy.com/questions/the-redesign-of-hr)

Redesigning the ‘Workplace,’ ‘Work,’ and HR SMART Goal Analysis

**HRM411 – Seminar in Human**

**Resource Management**

**TOPIC: Redesign the [insert your topic here – workplace, work, HR … delete the text within these brackets]**

Define three goals for your topic.

Repeat the same three goal statements for each section of the SMART Goal Template.

| | |
| — | — |
| |
| **SPECIFICITY**: What is the specific desired outcome for each goal?

Goal Statement(s)
**Specific** Desired Outcome (with rationale and justification)

| | |
| — | — |
| 1. | 1. |
| 2. | 2. |
| 3. | 3. | |
| |
| **MEASUREMENT:** Decide what, when and how you are going to measure your progress for each goal.

Goal Statement(s).
**Measurement** Plan (with rationale and justification)

| | |
| — | — |
| 1. | 1. |
| 2. | 2. |
| 3. | 3. | |
| |
| **Achievable – ACTION PLAN**: What, when and how will each goal be achieved?

Goal Statement(s)
**Achievable** Plan (with rationale and justification)

| | |
| — | — |
| 1. | 1. |
| 2. | 2. |
| 3. | 3. | |
| |
| **REALISTIC EXPECTATIONS**: Show the rationale for why and how the elements for each goal are realistic?

Goal Statement(s)
**Realistic** Expectations (with rationale and justification)

| | |
| — | — |
| 1. | 1. |
| 2. | 2. |
| 3. | 3. | |
| |
| **TIMELY GOAL Achievement:** Describe the appropriate time frame for each goal along with support and justification.

Goal Statement(s)
**Time Frame** for Each Goal (with rationale and justification)

| | |
| — | — |
| 1. | 1. |
| 2. | 2. |
| 3. | 3. | |

## image1.png

**## HRM411Unit7FinalProject.pdf**

HRM411 – Seminar in Human
Resource Management

Final Project: The Redesign of ‘Work,’ ‘the Workplace,’ and HR

Due Date: 11:59 pm EST, Sunday of Unit 7
Points: 100

Overview:

Human Resources as a profession is transitioning from personnel to human resources
to strategic business partner or HCAM (human capital asset management) an arduous
journey requiring significant continuous monitoring and redesign of many
best/successful organizations and HCAM practices. This course examines various
aspects of that journey by delving into the redesign of work, the redesign of the
workplace and ultimately the redesign of the engine driving those redesigns – namely
HCAM –Human Capital Asset Management.

With that unequivocal statement in mind, the final project is directed towards coalescing
‘research/information’ discovered in each unit into completing a SMART GOAL Analysis
as part of a comprehensive planning analysis that would ultimately be used a ‘map’ to
the future of work, the workplace and HR.

Instructions:

Use the discussions, articles, videos, journals and other properly cited supporting
source material to complete the SMART Goal Analysis Template.

Select: (post your selection to the discussion board in Unit 2)

• The Redesign of Work

• The Redesign of the Workplace

• The Redesign of HR

‘Fill in’ the SMART Goal Template that you choose as your project identifying the goals
needed to meet the redesign changes taking place specifically related to key/relevant
processes directly or indirectly impacting the redesign of work, the redesign of the
workplace or the redesign of HR responsibilities in the 21st century.

Read the following articles on how to use a SMART GOAL Analysis tool:

• SMART Goals: Definition and Examples

• 5 Dos and Don'ts When Making a SMART Goal [Examples]

• How to Make Your Goals Achievable

Recommendation: ‘Collect’ data for all those sources as you navigate the journey
through each Unit to create the building blocks needed to complete each section of the
SMART GOAL TEMPLATE.

Requirements:

• SMART Goal Template in Word document format

SMART Goal Example:
Approval of Affirmative Action Plan by federal and state agencies.

• Specific: The HR Affirmative Action Officer will determine if current handbook
policies related to Affirmative Action Plans comply with 2021 directives.

• Measurable: The HR Affirmative Action Officer will ‘check/read’ employment law
letter reports related to Affirmative Action plans from 3 sources to see if any
federal and state laws have changed over the last 12 months.

• Attainable: The HR Affirmative Action Office will ensure budget allocation to
continue to subscribe to state and federal law alerts.

• Relevant: The HR Affirmative Action Officer will ensure compliance with all
directives to receive state and federal approval of our Affirmative Action plans.

• Time-Based: The HR Affirmative Action Officer will conduct a data analysis and
be ready to submit the company’s Affirmative Action Plan data report to the
EEOC one month before submission is required.

Be sure to read the criteria below by which your work will be evaluated before
you write and again after you write.

[https://www.indeed.com/career-advice/career-development/smart-goals](https://www.indeed.com/career-advice/career-development/smart-goals)

[https://blog.hubspot.com/marketing/smart-goal-examples](https://blog.hubspot.com/marketing/smart-goal-examples)

[https://www.mindtools.com/pages/article/smart-goals.htm](https://www.mindtools.com/pages/article/smart-goals.htm)

Evaluation Rubric for Final Project: The Redesign of ‘Work,’ ‘the
Workplace,’ and HR

CRITERIA Exemplary Proficient Needs

Improvement
Deficient

20 points 16-19 points 12-15 points 0-11 points
Specific Clearly focused

on a desired
outcome

Desired goal
somewhat
clear

Desired goal
unclear

No stated
outcome

Measurable Goals
Achievement
easily
measured

Goals
Achievement
somewhat
measurable

Goals
Achievement
difficult to
measure

No stated
measurement
method

Achievable Goals easily
achievable

Goals
somewhat
achievable

Goals Difficult
to achieve

Goals not
achievable by
any method

Relevant Goals relevant Goals
somewhat
relevant

Goals relevant
unclear

Goal not
relevant to
topic

Timely Goals
achievable in
given time
frame

Goals
somewhat
achievable in
given time
frame

Goals difficult
to achieve in
given time
frame

Goals not
achievable in
given time
frame

– Overview:
– Instructions:
– Requirements:
– SMART Goal Example:
– Evaluation Rubric for Final Project: The Redesign of ‘Work,’ ‘the Workplace,’ and HR

**## HRM411SMARTGoalTemplate.docx**

![](https://www.sweetstudy.com/questions/the-redesign-of-hr)

Redesigning the ‘Workplace,’ ‘Work,’ and HR SMART Goal Analysis

**HRM411 – Seminar in Human**

**Resource Management**

**TOPIC: Redesign the [insert your topic here – workplace, work, HR … delete the text within these brackets]**

Define three goals for your topic.

Repeat the same three goal statements for each section of the SMART Goal Template.

| | |
| — | — |
| |
| **SPECIFICITY**: What is the specific desired outcome for each goal?

Goal Statement(s)
**Specific** Desired Outcome (with rationale and justification)

| | |
| — | — |
| 1. | 1. |
| 2. | 2. |
| 3. | 3. | |
| |
| **MEASUREMENT:** Decide what, when and how you are going to measure your progress for each goal.

Goal Statement(s).
**Measurement** Plan (with rationale and justification)

| | |
| — | — |
| 1. | 1. |
| 2. | 2. |
| 3. | 3. | |
| |
| **Achievable – ACTION PLAN**: What, when and how will each goal be achieved?

Goal Statement(s)
**Achievable** Plan (with rationale and justification)

| | |
| — | — |
| 1. | 1. |
| 2. | 2. |
| 3. | 3. | |
| |
| **REALISTIC EXPECTATIONS**: Show the rationale for why and how the elements for each goal are realistic?

Goal Statement(s)
**Realistic** Expectations (with rationale and justification)

| | |
| — | — |
| 1. | 1. |
| 2. | 2. |
| 3. | 3. | |
| |
| **TIMELY GOAL Achievement:** Describe the appropriate time frame for each goal along with support and justification.

Goal Statement(s)
**Time Frame** for Each Goal (with rationale and justification)

| | |
| — | — |
| 1. | 1. |
| 2. | 2. |
| 3. | 3. | |

## image1.png

**## HRM411Unit7FinalProject.pdf**

HRM411 – Seminar in Human
Resource Management

Final Project: The Redesign of ‘Work,’ ‘the Workplace,’ and HR

Due Date: 11:59 pm EST, Sunday of Unit 7
Points: 100

Overview:

Human Resources as a profession is transitioning from personnel to human resources
to strategic business partner or HCAM (human capital asset management) an arduous
journey requiring significant continuous monitoring and redesign of many
best/successful organizations and HCAM practices. This course examines various
aspects of that journey by delving into the redesign of work, the redesign of the
workplace and ultimately the redesign of the engine driving those redesigns – namely
HCAM –Human Capital Asset Management.

With that unequivocal statement in mind, the final project is directed towards coalescing
‘research/information’ discovered in each unit into completing a SMART GOAL Analysis
as part of a comprehensive planning analysis that would ultimately be used a ‘map’ to
the future of work, the workplace and HR.

Instructions:

Use the discussions, articles, videos, journals and other properly cited supporting
source material to complete the SMART Goal Analysis Template.

Select: (post your selection to the discussion board in Unit 2)

• The Redesign of Work

• The Redesign of the Workplace

• The Redesign of HR

‘Fill in’ the SMART Goal Template that you choose as your project identifying the goals
needed to meet the redesign changes taking place specifically related to key/relevant
processes directly or indirectly impacting the redesign of work, the redesign of the
workplace or the redesign of HR responsibilities in the 21st century.

Read the following articles on how to use a SMART GOAL Analysis tool:

• SMART Goals: Definition and Examples

• 5 Dos and Don'ts When Making a SMART Goal [Examples]

• How to Make Your Goals Achievable

Recommendation: ‘Collect’ data for all those sources as you navigate the journey
through each Unit to create the building blocks needed to complete each section of the
SMART GOAL TEMPLATE.

Requirements:

• SMART Goal Template in Word document format

SMART Goal Example:
Approval of Affirmative Action Plan by federal and state agencies.

• Specific: The HR Affirmative Action Officer will determine if current handbook
policies related to Affirmative Action Plans comply with 2021 directives.

• Measurable: The HR Affirmative Action Officer will ‘check/read’ employment law
letter reports related to Affirmative Action plans from 3 sources to see if any
federal and state laws have changed over the last 12 months.

• Attainable: The HR Affirmative Action Office will ensure budget allocation to
continue to subscribe to state and federal law alerts.

• Relevant: The HR Affirmative Action Officer will ensure compliance with all
directives to receive state and federal approval of our Affirmative Action plans.

• Time-Based: The HR Affirmative Action Officer will conduct a data analysis and
be ready to submit the company’s Affirmative Action Plan data report to the
EEOC one month before submission is required.

Be sure to read the criteria below by which your work will be evaluated before
you write and again after you write.

[https://www.indeed.com/career-advice/career-development/smart-goals](https://www.indeed.com/career-advice/career-development/smart-goals)

[https://blog.hubspot.com/marketing/smart-goal-examples](https://blog.hubspot.com/marketing/smart-goal-examples)

[https://www.mindtools.com/pages/article/smart-goals.htm](https://www.mindtools.com/pages/article/smart-goals.htm)

Evaluation Rubric for Final Project: The Redesign of ‘Work,’ ‘the
Workplace,’ and HR

CRITERIA Exemplary Proficient Needs

Improvement
Deficient

20 points 16-19 points 12-15 points 0-11 points
Specific Clearly focused

on a desired
outcome

Desired goal
somewhat
clear

Desired goal
unclear

No stated
outcome

Measurable Goals
Achievement
easily
measured

Goals
Achievement
somewhat
measurable

Goals
Achievement
difficult to
measure

No stated
measurement
method

Achievable Goals easily
achievable

Goals
somewhat
achievable

Goals Difficult
to achieve

Goals not
achievable by
any method

Relevant Goals relevant Goals
somewhat
relevant

Goals relevant
unclear

Goal not
relevant to
topic

Timely Goals
achievable in
given time
frame

Goals
somewhat
achievable in
given time
frame

Goals difficult
to achieve in
given time
frame

Goals not
achievable in
given time
frame

– Overview:
– Instructions:
– Requirements:
– SMART Goal Example:
– Evaluation Rubric for Final Project: The Redesign of ‘Work,’ ‘the Workplace,’ and HR

**## HRM411SMARTGoalTemplate.docx**

![](https://www.sweetstudy.com/questions/the-redesign-of-hr)

Redesigning the ‘Workplace,’ ‘Work,’ and HR SMART Goal Analysis

**HRM411 – Seminar in Human**

**Resource Management**

**TOPIC: Redesign the [insert your topic here – workplace, work, HR … delete the text within these brackets]**

Define three goals for your topic.

Repeat the same three goal statements for each section of the SMART Goal Template.

| | |
| — | — |
| |
| **SPECIFICITY**: What is the specific desired outcome for each goal?

Goal Statement(s)
**Specific** Desired Outcome (with rationale and justification)

| | |
| — | — |
| 1. | 1. |
| 2. | 2. |
| 3. | 3. | |
| |
| **MEASUREMENT:** Decide what, when and how you are going to measure your progress for each goal.

Goal Statement(s).
**Measurement** Plan (with rationale and justification)

| | |
| — | — |
| 1. | 1. |
| 2. | 2. |
| 3. | 3. | |
| |
| **Achievable – ACTION PLAN**: What, when and how will each goal be achieved?

Goal Statement(s)
**Achievable** Plan (with rationale and justification)

| | |
| — | — |
| 1. | 1. |
| 2. | 2. |
| 3. | 3. | |
| |
| **REALISTIC EXPECTATIONS**: Show the rationale for why and how the elements for each goal are realistic?

Goal Statement(s)
**Realistic** Expectations (with rationale and justification)

| | |
| — | — |
| 1. | 1. |
| 2. | 2. |
| 3. | 3. | |
| |
| **TIMELY GOAL Achievement:** Describe the appropriate time frame for each goal along with support and justification.

Goal Statement(s)
**Time Frame** for Each Goal (with rationale and justification)

| | |
| — | — |
| 1. | 1. |
| 2. | 2. |
| 3. | 3. | |

## image1.png

November 5, 2026
[Solved] Technical Topic

✓ Verified Academic Solution Available

Executive Solution Overview

## Assignment 1: WK 2 Technical Topic ## **Instructions** **Link for APA Style:** [**http://owl.english.purdue.edu/owl/resource/560/01/**](http://owl.english.purdue.edu/owl/resource/560/01/) **Instructions:This week you are submitting your topic for approval and a short paragraph explaining why. You…

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Assignment Prompt & Instructions

## Assignment 1: WK 2 Technical Topic

## **Instructions**

**Link for APA Style:** [**http://owl.english.purdue.edu/owl/resource/560/01/**](http://owl.english.purdue.edu/owl/resource/560/01/) **Instructions:This week you are submitting your topic for approval and a short paragraph explaining why. You are required to write a 10 page technical paper on a technical topic of your choosing that you will submit during weeks 7/8 for grading.**

![Student Thinking](http://www.freedigitalphotos.net/images/gallery-thumbnails.php?id=51736847103624632402016946)Remember, any information technology related topic is fine! What do you find interesting in the information technology industry? Take a look at the **Gartner link and other interesting links provided in the COURSE MATERIALS** area in the LESSONS section for some ideas. Review IT-based literature. Go to PCMagazine.com ( [http://www.pcmag.com/](http://www.pcmag.com/)), PCWorld.com ( [http://www.pcworld.com/](http://www.pcworld.com/)), ITWorld.com ( [http://www.itworld.com/](http://www.itworld.com/)). These websites will give you some thoughts regarding technology. Also, what are you experiencing in your day-to-day operation in technology? Note the following hot topics:

Cloud computing

Social networking

Internet of Everything

Mobile computing

Cyber Security

Network security

Data security

Data analysis

Big Data

Electronic Ware

Wireless technologies

Software technologies

Privacy

Computer collaboration![Student Thinking](https://myclassroom.apus.edu/content/enforced/487445-785850/Student%20Thinking.jpg)

Image Source: Student Thinking:Unsplash.com

**Submission Instructions:** Submit your proposed Technical Topic. **See attached rubric for further guidance.**

## **Submissions**

No submissions yet. Drag and drop to upload your assignment below.

**Upload Submission** Drop files here, or click below!You can upload files up to a maximum of 2 GB. **Comments**

## **Comments**

– 2 years ago

November 5, 2026
[Solved] Smoking vs. Vaping

✓ Verified Academic Solution Available

Executive Solution Overview

– **Review the following articles and answer the question below:** – [**Is Vaping Better Than Smoking?**](https://www.heart.org/en/healthy-living/healthy-lifestyle/quit-smoking-tobacco/is-vaping-safer-than-smoking) – [**Are E-Cigarettes Less Harmful Than Regular Cigarettes?**](https://www.cdc.gov/st…

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Assignment Prompt & Instructions

– **Review the following articles and answer the question below:**
– [**Is Vaping Better Than Smoking?**](https://www.heart.org/en/healthy-living/healthy-lifestyle/quit-smoking-tobacco/is-vaping-safer-than-smoking)
– [**Are E-Cigarettes Less Harmful Than Regular Cigarettes?**](https://www.cdc.gov/statesystem/factsheets/ecigarette/ecigarette.html)
– **Compare and contrast the health risks of vaping versus cigarette smoking. Provide support for your rationale.**
– **Be sure to respond to at least one of your classmates' posts.**

– [\
\
IMG_2901.png](https://www.sweetstudy.com/files/img-2901-png-10266183 "IMG_2901.png")
– [\
\
IMG_2900.png](https://www.sweetstudy.com/files/img-2900-png-10266185 "IMG_2900.png")

– 2 years ago

November 5, 2026
[Solved] Quantitative Reasoning 6

✓ Verified Academic Solution Available

Executive Solution Overview

[>Probability homework help](https://www.sweetstudy.com/fields/mathematics-probability) **Instructions:** Respond to the following questions in a word document and upload. Show your work or explain in detail how you arrived at your answers. 1. Describe the difference between combinations and permuta…

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Assignment Prompt & Instructions

[>Probability homework help](https://www.sweetstudy.com/fields/mathematics-probability)

**Instructions:** Respond to the following questions in a word document and upload. Show your work or explain in detail how you arrived at your answers.

1. Describe the difference between combinations and permutations in your own words. When should you use one instead of the other?
2. Decide whether each selection described is a combination or permutation:

a) When shopping for a new truck, you research 8 different models online and select 3 to test drive.

b) A school board elects a president and vice-president from 12 members.

c) Nine fans at a soccer game are chosen to meet the team after the game.

d) The class of 120 seniors at Washington High select 2 class representatives.

e) A coach chooses a pitcher and 4 infielders from a roster of 25 players.

3. A city council consists of 10 members. Four are Republicans, three are Democrats, and three are Independents. If a committee of three is to be selected, find the probability of selecting: (write your answer as a reduced fraction) **SHOW YOUR WORK**

All Republicans

All Democrats

– 2 years ago

November 5, 2026
[Solved] Psychology week 6 assignment psych

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Find two instruments that assess constructs that you are considering for your dissertation. For example, if you are measuring anxiety and depression, what instruments would you select to assess these constructs in your population? – For this week's assignment, you will be describing how researchers …

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Find two instruments that assess constructs that you are considering for your dissertation. For example, if you are measuring anxiety and depression, what instruments would you select to assess these constructs in your population?

– For this week's assignment, you will be describing how researchers (or the developers of the instruments) have demonstrated the _validity_ of the measures in the population you will be using.

**NOTE:** _This weeks' assignment should only address the validity of the instruments since their reliability was covered in the Week 5 assignment._

– [\
\
en-Week_6.txt](https://www.sweetstudy.com/files/en-week-6-txt "en-Week_6.txt")
– [\
\
BMfeedback.docx](https://www.sweetstudy.com/files/bmfeedback-docx "BMfeedback.docx")
– [\
\
WEEKFIVEASSIGNMENTPSYCHOMETRICSMACLURE.docx](https://www.sweetstudy.com/files/weekfiveassignmentpsychometricsmaclure-docx "WEEKFIVEASSIGNMENTPSYCHOMETRICSMACLURE.docx")

– 2 years ago

November 5, 2026
[Solved] Project Power Point

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Project PowerPoint must include narration – 2 years ago **files (2)** – ## HIM325Week7CourseProjectPowerPointGuideInformationJan2025Quarter1.doc – ## Week7PowerPointGuidedocument1.pptx **## HIM325Week7CourseProjectPowerPointGuideInformationJan2025Quarter1.doc** [removed] **## Week7PowerPointGuided…

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Project PowerPoint must include narration

– 2 years ago

**files (2)**

– ## HIM325Week7CourseProjectPowerPointGuideInformationJan2025Quarter1.doc

– ## Week7PowerPointGuidedocument1.pptx

**## HIM325Week7CourseProjectPowerPointGuideInformationJan2025Quarter1.doc**

[removed]

**## Week7PowerPointGuidedocument1.pptx**

The Epidemiology of your Topic

Put your name here

HIM 325

Dr. Lindsey

Introduction to your topic

National Prevalence pertaining to your topic

State and Local Prevalence pertaining
to your topic

Symptoms and Severity of your topic

Causes and Contributing Factors to your topic

Diagnosis of your topic

Scientifically proven treatments of your topic

Preventive measures to your topic

References

## image5.png

## image6.png

## image3.png

## image4.png

**## Week7PowerPointGuidedocument1.pptx**

The Epidemiology of your Topic

Put your name here

HIM 325

Dr. Lindsey

Introduction to your topic

National Prevalence pertaining to your topic

State and Local Prevalence pertaining
to your topic

Symptoms and Severity of your topic

Causes and Contributing Factors to your topic

Diagnosis of your topic

Scientifically proven treatments of your topic

Preventive measures to your topic

References

## image5.png

## image6.png

## image3.png

## image4.png

**## HIM325Week7CourseProjectPowerPointGuideInformationJan2025Quarter1.doc**

[removed]

**## Week7PowerPointGuidedocument1.pptx**

The Epidemiology of your Topic

Put your name here

HIM 325

Dr. Lindsey

Introduction to your topic

National Prevalence pertaining to your topic

State and Local Prevalence pertaining
to your topic

Symptoms and Severity of your topic

Causes and Contributing Factors to your topic

Diagnosis of your topic

Scientifically proven treatments of your topic

Preventive measures to your topic

References

## image5.png

## image6.png

## image3.png

## image4.png

**## HIM325Week7CourseProjectPowerPointGuideInformationJan2025Quarter1.doc**

[removed]

**## Week7PowerPointGuidedocument1.pptx**

The Epidemiology of your Topic

Put your name here

HIM 325

Dr. Lindsey

Introduction to your topic

National Prevalence pertaining to your topic

State and Local Prevalence pertaining
to your topic

Symptoms and Severity of your topic

Causes and Contributing Factors to your topic

Diagnosis of your topic

Scientifically proven treatments of your topic

Preventive measures to your topic

References

## image5.png

## image6.png

## image3.png

## image4.png

November 5, 2026
[Solved] Poverty, Education, & Economy

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[>Sociology homework help](https://www.sweetstudy.com/fields/social-science-sociology) ## **Instructions** _Please use this_ [_Week 2 Assignment 1 template.docx_](https://myclassroom.apus.edu/d2l/common/dialogs/quickLink/quickLink.d2l?ou=487668&type=coursefile&fileId=Week+2+Assignment+1+template.doc…

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[>Sociology homework help](https://www.sweetstudy.com/fields/social-science-sociology)

## **Instructions**

_Please use this_ [_Week 2 Assignment 1 template.docx_](https://myclassroom.apus.edu/d2l/common/dialogs/quickLink/quickLink.d2l?ou=487668&type=coursefile&fileId=Week+2+Assignment+1+template.docx) _to complete the following and submit by Sunday at 11:59pm ET._

**Consider the following US data from the US Census Bureau:**

[Census Reporter 2024 [website]](https://censusreporter.org/profiles/01000US-united-states/)

– POVERTY:
– 12.6% Persons below poverty line
– Demographics:
– Median Age 39
– Sex Ratio 50%
– Female 50%
– Male
– Race/Ethnicity
– 6% Asian
– 12% Black
– 19% Hispanic
– 0% Islander
– 1% Native
– 1% Other
– 4% Two+
– 58% White
– Social:
– 89.6% High school grad (or higher)
– 35.7% bachelor’s degree or higher
– 6.2% Population with veteran status

**Navigate to** [Census Reporter [website]](https://censusreporter.org/search/) **and in the search bar, type in your hometown or a US city in which you have lived. Fill in the data on the** [**worksheet here [Word document]**](https://myclassroom.apus.edu/d2l/common/dialogs/quickLink/quickLink.d2l?ou=487668&type=coursefile&fileId=Week+2+Assignment+Worksheet.docx) **. ***Be sure to state which city you are researching.*****

### **Submission requirements:**

– Save document as: SOCI212_Week2_LastName (WORD or PDF) and upload to Assignments.
– Submissions should be typed, double-spaced, 1" margins, in Times New Roman 12 pt font, and saved as .doc, .docx, .pdf.
– Use APA format for citations and references.
– View the grading rubric to understand how you will be assessed on this Assignment.
– Disclaimer- The originality of attachments will be verified by Turnitin. Both you and your instructor will receive the results.
– This course has "Resubmission" status enabled to help you if you need to submit multiple documents as part of your Assignment. Resubmission of an Assignment after it is graded to attempt a better grade is not permitted.

**Assignment Resources & Supports**

– [Office 365 [website]](https://www.office.com/): You have free access as an APUS student. Sign in with your MyCampus Email credentials.
– [Submitting and Confirming a Submission [webpage]](https://youtu.be/HY0ogyh-IhQ): Watch this 3-minute video if you need guidance on submitting your assignment.

**Associated CO & LO:**

– **CO-2**: Identify specific social problems and their cause-effect patterns.

– **LO-2.1**: Identify social problems in US society today.
– **LO-2.2**: Investigate the causes of identified social problems.
– **LO-2.3**: Analyze the effects of identified social problems on individuals and communities.
– **CO-3**: Identify current research methods that are utilized for the investigation of social problems.

– **LO-3.2**: Apply the appropriate research method to a given social problem scenario, explaining the rationale for the choice.
– **LO-3.3**: Evaluate the strengths and limitations of various research methods in addressing specific social problems.
– **CO-4**: Assess current and suggested policies, programs, and/or treatments in terms of their effectiveness for alleviating the negative consequences of social problems.

– **LO-4.1**: Identify policies, programs, and/or treatments that address identified social problems.
– **LO-4.2**: Evaluate the effectiveness of existing policies, programs, and/or treatments using empirical evidence and critical thinking.
– **LO-4.3**: Suggest innovative solutions that draw on research, existing programs, and new technologies.
– **CO-5**: Apply sociological theories to explain the occurrence and scope of these problems.

– **LO-5.2**: Utilize the sociological perspectives (and their relevant theories) to explain identified social problems.
– **LO-5.3**: Apply course concepts to support opinions about social problems.

– 2 years ago

November 5, 2026
[Solved] peritmetr

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whatsthe peritmter of this trapezoid EFGH the points are E(-2,2) F(5,2) G(2,-2) H(-2,-2) – [\ \ Screenshot2025-04-177.49.58PM.png](https://www.sweetstudy.com/files/screenshot2025-04-177-49-58pm-png "Screenshot2025-04-177.49.58PM.png") – 2 years ago

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whatsthe peritmter of this trapezoid EFGH the points are E(-2,2) F(5,2) G(2,-2) H(-2,-2)

– [\
\
Screenshot2025-04-177.49.58PM.png](https://www.sweetstudy.com/files/screenshot2025-04-177-49-58pm-png "Screenshot2025-04-177.49.58PM.png")

– 2 years ago

November 5, 2026
[Solved] Overview – Small Business

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[>Operations Management homework help](https://www.sweetstudy.com/fields/business-finance-operations-management) Explore three key ways this course (Small Business) has prepared you for managing a small business effectively. Provide a detailed analysis of your personal growth and the insights gained…

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[>Operations Management homework help](https://www.sweetstudy.com/fields/business-finance-operations-management)

Explore three key ways this course (Small Business) has prepared you for managing a small business effectively. Provide a detailed analysis of your personal growth and the insights gained, using specific concepts from the course to support your discussion.

**Requirements:**

– Identify _three key aspects_ of your development in small business management, highlighting how the course has equipped you with practical skills and knowledge.
– Incorporate and explain _five core concepts_ from the course to support your reflection. Examples of concepts you may choose include:

– **Business Planning:** The importance of creating a comprehensive business plan and how it impacts business success.
– **Financial Management:** Techniques for managing cash flow, budgeting, and understanding financial statements.
– **Marketing Strategies:** Approaches to effectively market a small business, including digital and traditional methods.
– **Operational Efficiency:** Methods for streamlining business operations and maximizing productivity.
– **Risk Management:** Identifying potential risks and developing strategies to mitigate them.

Use a real-world example (Mama & Daughter Diner) to illustrate how these concepts can be applied to small business management. https://www.mamasdaughtersdiner.com/

NO AI (Turnitin applied)

3-4 pages

APA Format

Sources:

https://www.mamasdaughtersdiner.com/

Book attached

– [\
\
book.pdf](https://www.sweetstudy.com/files/book-pdf-10266247 "book.pdf")

– 2 years ago

November 5, 2026
[Solved] WK6662 RESDIS

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SEE ATTACHED – 2 years ago **files (1)** – ## WK6162RESDIS.docx **## WK6162RESDIS.docx** **Please respond to the 4 PeerS discussion topic and CITE two academic/scholarly. APA FORMAT** **6.1** **_Share about the challenges that exist relative to the valuation of human assets and measuring human capit…

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SEE ATTACHED

– 2 years ago

**files (1)**

– ## WK6162RESDIS.docx

**## WK6162RESDIS.docx**

**Please respond to the 4 PeerS discussion topic and CITE two academic/scholarly. APA FORMAT**

**6.1**
**_Share about the challenges that exist relative to the valuation of human assets and measuring human capital for the company. Address how different HR metrics and analytics might be best employed for that company? What workplace trends and challenges will this company need to face from your reading?_**

**Z 1A.** The dynamic nature of human capital, which is constantly changing, makes it challenging for large organizations, such as Walmart to precisely measure and value its human capital. All the variations of the skills among employees make it challenging to measure the value of human capital. Making is very difficult for Walmart to measure the value of its human capital assets that contribute to the success of its operations. Majority of organizations in the United States evaluate HR operations based on three metrics, which are employee retention and turnover, corporate morale and employee satisfaction (Mello, 2019).

Walmart faces workplace trends with high turnover rates in the retail industry due to low wages. Part of measuring and evaluating the value of human capital, is to reward employees with competitive compensation and benefits to avoid losing employees to its competitors. In the past, Walmart struggled with employee retention and turnover due to its low pay. After years of scrutiny and the realization that its success highly relies on the face-to-face experience for the public, Walmart finally invested $1.5 billion into training and wages in 2015 (Elhager, n.d.). This certainly helped Walmart reduce its turnover rate and increase retention rates, but it came at a steep price as it dropped its earnings per share in 2016 (Elhager, n.d.).

Although investing in its human capital came at a costly price, it also helped Walmart increase its corporate morale and employee satisfaction. Employees feel more valued and appreciated, as there is evident proof that the company is investing in the development and growth of its workforce. This is good for both the company and the employees, as Walmart has seen how its investment in its human capital has increased its value.

Based on a recent study, an organization’s profitability depends on the ability to be able to effectively manage its human capital (Mello, 2019). The reality is that human capital value belongs to the employee and not the company (Haman, 2023). If the employee leaves the company, then so does the value of that human capital. Depending on the nature of the job, experience and skills of the employee, the departure of the employee can have a minimal to devastating effect on the company’s succession and profitability (Haman, 2023). Several other studies have demonstrated how when companies invest into its human capital by providing better wages and benefits, that it results in an increase of both employee happiness and productivity in (Lowenberg, 2016).

References:

Elhager, S. (n.d.). The re-rise of Wal-Mart: form a plummeting failure, to a new era of refreshing changes. AiHello. Retrieved from;
[https://www.aihello.com/resources/blog/the-re-rise-of-wal-mart-from-a-plummeting-failure-to-a-new-era-of-refreshing-changes/#:~:text=While%20this%20certainly%20helped%20to%20solve%20Wal%2DMart's,2016%2C%20from%20twelve%20percent%20to%20six%20percent.](https://www.aihello.com/resources/blog/the-re-rise-of-wal-mart-from-a-plummeting-failure-to-a-new-era-of-refreshing-changes/)

Haman, E.A. (2023). Understanding the Importance of Human Capital. Legal Zoom. Retrived from;
[https://www.legalzoom.com/articles/understanding-the-importance-of-human-capital](https://www.legalzoom.com/articles/understanding-the-importance-of-human-capital)

Lowenberg, O. (2016). Do happy employees mean bugger profits? Walmart thinks so. The Christian Science Monitor. Retrieved from;
[https://www.csmonitor.com/Business/2016/0602/Do-happy-employees-mean-bigger-profits-Walmart-thinks-so](https://www.csmonitor.com/Business/2016/0602/Do-happy-employees-mean-bigger-profits-Walmart-thinks-so)

Mello, J. (2019). Strategic Human Resource Managment (5th ed.). Cengage Learning Inc. Mindtap.

**EE 1B,** With Walmart being one of the biggest employers worldwide, they constantly face challenges in valuing human assets and measuring human capital. One challenge is measuring the invisible contributions of employees, like customer service, teamwork, and adaptability, which are essential to Walmart's success but hard to really quantify (LinkedIn, 2025). With such large and diverse employees base, determining the value each employee brings to the company can be challenging, especially in front-line retail roles where performance affects customer satisfaction and productivity but is difficult to measure in terms of money.

Walmart could utilize a range of HR analytics and KPIs to address these issues. For example, cost-per-hire, retention measures, as well as employee turnover rates can all be used to evaluate how well hiring and separation tactics are working (Rollins, 2022). Employee engagement ratings, training ROI, and performance analytics can provide insight into how human capital investments affect corporate results (Vulpen, 2019). Predictive analytics could also help Walmart estimate turnover risk and then prepare interventions effectively, particularly for high-turnover roles like associates or cashiers (Rollins, 2022).

Walmart will have to deal with challenges including worker automation, demographic changes, and rising employee demands for inclusivity and flexibility in the future. The company must create plans to attract and train younger employees for leadership roles while also retaining knowledge as baby boomers retire (Rollins, 2022). Proactively managing separation will also be essential for preserving performance and safeguarding the company's investment in human capital, whether through internal mobility, offboarding initiatives, or careful retirement preparation (Tronco, 2025).

Walmart will be able to make more intelligent, progressive decisions regarding its workforce and maintain its competitiveness in a retail environment that is changing quickly if it aligns HR analytics with business strategy.

LinkedIn. (2025). Retrieved April 18, 2025, from Linkedin.com website: https://www.linkedin.com/pulse/why-your-invisible-employee-actually-most-valuable-asset-mutabazi-zzzae/

Rollins, E. (2022, July 18). 8 Walmart Problems No One is Talking About. Retrieved from FinanceBuzz website: https://financebuzz.com/walmart-problems

Tronco, F. (2025, April 10). Walmart makes shocking decision about its future amid uncertainty. Retrieved April 18, 2025, from TheStreet website: https://www.thestreet.com/retail/walmart-makes-shocking-decision-about-its-future-amid-uncertainty

Vulpen, E. van . (2019, January 22). What is HR Analytics (People Analytics)? Human Resources Analytics. Retrieved from AIHR website: https://www.aihr.com/blog/what-is-hr-analytics/

**\*\*\*********************************************************

**6.2 **** Select a company, possibly the one you are researching this term.

_With unionization on the downturn, from the reading, why should an organization be concerned about labor relations? Contrast the style of labor unions in the U.S. to that found in another country? Also, briefly discuss ways your chosen organization might attempt to retain its most valued employees._

**KW1a**.With unionization on the downturn, from the reading, why should an organization be concerned about labor relations? Contrast the style of labor unions in the U.S. to that found in another country? Also, briefly discuss ways your chosen organization might attempt to retain its most valued employees.

Even though union membership rates have declined nationwide, Starbucks companies must focus on building strong worker relationships. Mello revealed that employees who face unfair treatment and overlook often join unions, and this pattern continues to be relevant today in workplaces (Mello, 2019). By early 2025, more than 11,000 baristas from 500 Starbucks stores joined Starbucks Workers United. This shows that workers want better representation and more support from their employers (Danziger, 2025).

Global labor unions use various methods to interact with their members and management. Germany and Japan's labor unions often maintain collaborative relationships with management, emphasizing professional development and shared decision-making, which boost productivity and staff morale. The history of the United States union-management relationship shows confrontational dynamics, although current trends reveal a move toward partnership approaches (Mello, 2019). Starbucks can learn from international best practices by maintaining open dialogue and showing mutual respect.

Starbucks has rolled out multiple innovative initiatives to support and maintain its workforce. The introduction of the Starbucks College Achievement Plan and mental health resources combined with stock ownership illustrates Starbucks's substantial investment in its employees. However, there has also been some controversy. Regulators and union leaders both criticized Starbucks' refusal to give unionized stores their recent pay and benefit increases, according to Shepherd (2023). Inconsistent business practices harm employee trust and reduce morale, causing higher staff turnover rates. Mello states that losing valued employees results in more than the need to hire replacements since it leads to a loss of experience, team cohesion, and momentum (Mello, 2019).

**References:**

Danziger, P. N. (2025, February 11).
_Retail unions are gaining ground as employee dissatisfaction grows_. Forbes.
[https://www.forbes.com/sites/pamdanziger/2025/02/11/retail-unions-are-gaining-ground-as-frontline-workers-job-dissatisfaction-grows/](https://www.forbes.com/sites/pamdanziger/2025/02/11/retail-unions-are-gaining-ground-as-frontline-workers-job-dissatisfaction-grows/)

Mello, J. A. (2019).
_Strategic human resource management_ (4th ed.). Cengage Learning.

Shepherd, L. (2023, November 14).
_Starbucks benefit changes won’t apply to unionized stores_. SHRM.
[https://www.shrm.org/topics-tools/employment-law-compliance/starbucks-union-pay-benefits](https://www.shrm.org/topics-tools/employment-law-compliance/starbucks-union-pay-benefits)

**Ark.1.b**

Labor unions are not as popular as they were in the past. Most manufacturing companies are unionized as this industry tends to be pro-union. Unionized organizations are well versed and aware of laws that regulate relationships between companies and unions. Unionized companies are able to advocate for employees and influence human resources practices, programs and policies. This enables the companies to remain competitive in recruiting and retaining productive employees. Companies should be concerned about labor relations because of the National Labor Relations Act (NLRA). The NLRA has terms and conditions for working in the U.S. and organizations need to be aware of these terms and conditions. Employees have the right to engage in activities that support their “mutual aid or protection” (Mello, 2019).

Unionization is a cause for concern because it empowers employees. Union leaders are sometimes more concerned about employee relations with the company or organization. Labor unions are powerful and attack issues. These organizations exist to support the working conditions, pay and welfare of employees.

Mello, J.A. (2019). Strategic human resource management (5th ed.). Cengage Learning Inc. ISBN-13:978-1-337-61999-8

**## WK6162RESDIS.docx**

**Please respond to the 4 PeerS discussion topic and CITE two academic/scholarly. APA FORMAT**

**6.1**
**_Share about the challenges that exist relative to the valuation of human assets and measuring human capital for the company. Address how different HR metrics and analytics might be best employed for that company? What workplace trends and challenges will this company need to face from your reading?_**

**Z 1A.** The dynamic nature of human capital, which is constantly changing, makes it challenging for large organizations, such as Walmart to precisely measure and value its human capital. All the variations of the skills among employees make it challenging to measure the value of human capital. Making is very difficult for Walmart to measure the value of its human capital assets that contribute to the success of its operations. Majority of organizations in the United States evaluate HR operations based on three metrics, which are employee retention and turnover, corporate morale and employee satisfaction (Mello, 2019).

Walmart faces workplace trends with high turnover rates in the retail industry due to low wages. Part of measuring and evaluating the value of human capital, is to reward employees with competitive compensation and benefits to avoid losing employees to its competitors. In the past, Walmart struggled with employee retention and turnover due to its low pay. After years of scrutiny and the realization that its success highly relies on the face-to-face experience for the public, Walmart finally invested $1.5 billion into training and wages in 2015 (Elhager, n.d.). This certainly helped Walmart reduce its turnover rate and increase retention rates, but it came at a steep price as it dropped its earnings per share in 2016 (Elhager, n.d.).

Although investing in its human capital came at a costly price, it also helped Walmart increase its corporate morale and employee satisfaction. Employees feel more valued and appreciated, as there is evident proof that the company is investing in the development and growth of its workforce. This is good for both the company and the employees, as Walmart has seen how its investment in its human capital has increased its value.

Based on a recent study, an organization’s profitability depends on the ability to be able to effectively manage its human capital (Mello, 2019). The reality is that human capital value belongs to the employee and not the company (Haman, 2023). If the employee leaves the company, then so does the value of that human capital. Depending on the nature of the job, experience and skills of the employee, the departure of the employee can have a minimal to devastating effect on the company’s succession and profitability (Haman, 2023). Several other studies have demonstrated how when companies invest into its human capital by providing better wages and benefits, that it results in an increase of both employee happiness and productivity in (Lowenberg, 2016).

References:

Elhager, S. (n.d.). The re-rise of Wal-Mart: form a plummeting failure, to a new era of refreshing changes. AiHello. Retrieved from;
[https://www.aihello.com/resources/blog/the-re-rise-of-wal-mart-from-a-plummeting-failure-to-a-new-era-of-refreshing-changes/#:~:text=While%20this%20certainly%20helped%20to%20solve%20Wal%2DMart's,2016%2C%20from%20twelve%20percent%20to%20six%20percent.](https://www.aihello.com/resources/blog/the-re-rise-of-wal-mart-from-a-plummeting-failure-to-a-new-era-of-refreshing-changes/)

Haman, E.A. (2023). Understanding the Importance of Human Capital. Legal Zoom. Retrived from;
[https://www.legalzoom.com/articles/understanding-the-importance-of-human-capital](https://www.legalzoom.com/articles/understanding-the-importance-of-human-capital)

Lowenberg, O. (2016). Do happy employees mean bugger profits? Walmart thinks so. The Christian Science Monitor. Retrieved from;
[https://www.csmonitor.com/Business/2016/0602/Do-happy-employees-mean-bigger-profits-Walmart-thinks-so](https://www.csmonitor.com/Business/2016/0602/Do-happy-employees-mean-bigger-profits-Walmart-thinks-so)

Mello, J. (2019). Strategic Human Resource Managment (5th ed.). Cengage Learning Inc. Mindtap.

**EE 1B,** With Walmart being one of the biggest employers worldwide, they constantly face challenges in valuing human assets and measuring human capital. One challenge is measuring the invisible contributions of employees, like customer service, teamwork, and adaptability, which are essential to Walmart's success but hard to really quantify (LinkedIn, 2025). With such large and diverse employees base, determining the value each employee brings to the company can be challenging, especially in front-line retail roles where performance affects customer satisfaction and productivity but is difficult to measure in terms of money.

Walmart could utilize a range of HR analytics and KPIs to address these issues. For example, cost-per-hire, retention measures, as well as employee turnover rates can all be used to evaluate how well hiring and separation tactics are working (Rollins, 2022). Employee engagement ratings, training ROI, and performance analytics can provide insight into how human capital investments affect corporate results (Vulpen, 2019). Predictive analytics could also help Walmart estimate turnover risk and then prepare interventions effectively, particularly for high-turnover roles like associates or cashiers (Rollins, 2022).

Walmart will have to deal with challenges including worker automation, demographic changes, and rising employee demands for inclusivity and flexibility in the future. The company must create plans to attract and train younger employees for leadership roles while also retaining knowledge as baby boomers retire (Rollins, 2022). Proactively managing separation will also be essential for preserving performance and safeguarding the company's investment in human capital, whether through internal mobility, offboarding initiatives, or careful retirement preparation (Tronco, 2025).

Walmart will be able to make more intelligent, progressive decisions regarding its workforce and maintain its competitiveness in a retail environment that is changing quickly if it aligns HR analytics with business strategy.

LinkedIn. (2025). Retrieved April 18, 2025, from Linkedin.com website: https://www.linkedin.com/pulse/why-your-invisible-employee-actually-most-valuable-asset-mutabazi-zzzae/

Rollins, E. (2022, July 18). 8 Walmart Problems No One is Talking About. Retrieved from FinanceBuzz website: https://financebuzz.com/walmart-problems

Tronco, F. (2025, April 10). Walmart makes shocking decision about its future amid uncertainty. Retrieved April 18, 2025, from TheStreet website: https://www.thestreet.com/retail/walmart-makes-shocking-decision-about-its-future-amid-uncertainty

Vulpen, E. van . (2019, January 22). What is HR Analytics (People Analytics)? Human Resources Analytics. Retrieved from AIHR website: https://www.aihr.com/blog/what-is-hr-analytics/

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**6.2 **** Select a company, possibly the one you are researching this term.

_With unionization on the downturn, from the reading, why should an organization be concerned about labor relations? Contrast the style of labor unions in the U.S. to that found in another country? Also, briefly discuss ways your chosen organization might attempt to retain its most valued employees._

**KW1a**.With unionization on the downturn, from the reading, why should an organization be concerned about labor relations? Contrast the style of labor unions in the U.S. to that found in another country? Also, briefly discuss ways your chosen organization might attempt to retain its most valued employees.

Even though union membership rates have declined nationwide, Starbucks companies must focus on building strong worker relationships. Mello revealed that employees who face unfair treatment and overlook often join unions, and this pattern continues to be relevant today in workplaces (Mello, 2019). By early 2025, more than 11,000 baristas from 500 Starbucks stores joined Starbucks Workers United. This shows that workers want better representation and more support from their employers (Danziger, 2025).

Global labor unions use various methods to interact with their members and management. Germany and Japan's labor unions often maintain collaborative relationships with management, emphasizing professional development and shared decision-making, which boost productivity and staff morale. The history of the United States union-management relationship shows confrontational dynamics, although current trends reveal a move toward partnership approaches (Mello, 2019). Starbucks can learn from international best practices by maintaining open dialogue and showing mutual respect.

Starbucks has rolled out multiple innovative initiatives to support and maintain its workforce. The introduction of the Starbucks College Achievement Plan and mental health resources combined with stock ownership illustrates Starbucks's substantial investment in its employees. However, there has also been some controversy. Regulators and union leaders both criticized Starbucks' refusal to give unionized stores their recent pay and benefit increases, according to Shepherd (2023). Inconsistent business practices harm employee trust and reduce morale, causing higher staff turnover rates. Mello states that losing valued employees results in more than the need to hire replacements since it leads to a loss of experience, team cohesion, and momentum (Mello, 2019).

**References:**

Danziger, P. N. (2025, February 11).
_Retail unions are gaining ground as employee dissatisfaction grows_. Forbes.
[https://www.forbes.com/sites/pamdanziger/2025/02/11/retail-unions-are-gaining-ground-as-frontline-workers-job-dissatisfaction-grows/](https://www.forbes.com/sites/pamdanziger/2025/02/11/retail-unions-are-gaining-ground-as-frontline-workers-job-dissatisfaction-grows/)

Mello, J. A. (2019).
_Strategic human resource management_ (4th ed.). Cengage Learning.

Shepherd, L. (2023, November 14).
_Starbucks benefit changes won’t apply to unionized stores_. SHRM.
[https://www.shrm.org/topics-tools/employment-law-compliance/starbucks-union-pay-benefits](https://www.shrm.org/topics-tools/employment-law-compliance/starbucks-union-pay-benefits)

**Ark.1.b**

Labor unions are not as popular as they were in the past. Most manufacturing companies are unionized as this industry tends to be pro-union. Unionized organizations are well versed and aware of laws that regulate relationships between companies and unions. Unionized companies are able to advocate for employees and influence human resources practices, programs and policies. This enables the companies to remain competitive in recruiting and retaining productive employees. Companies should be concerned about labor relations because of the National Labor Relations Act (NLRA). The NLRA has terms and conditions for working in the U.S. and organizations need to be aware of these terms and conditions. Employees have the right to engage in activities that support their “mutual aid or protection” (Mello, 2019).

Unionization is a cause for concern because it empowers employees. Union leaders are sometimes more concerned about employee relations with the company or organization. Labor unions are powerful and attack issues. These organizations exist to support the working conditions, pay and welfare of employees.

Mello, J.A. (2019). Strategic human resource management (5th ed.). Cengage Learning Inc. ISBN-13:978-1-337-61999-8

November 5, 2026