I’m working on a business case study and need support to help me understand better.
Complete a case study of ABC Corporation (your instructor will assign the specific company for the case study at the beginning of Module 2) . You will find the case in the case section of the text.A formal, in-depth case study analysis requires you to utilize the entire strategic management process. Assume you are a consult asked by the ABC Corporation to analyze its external/internal environment and make strategic recommendations. You must include exhibits to support your analysis and recommendations.The completed case study must include these components, portions will be submitted over modules 5, 6, and a final compilation in module 8.Cover page (must include the company name, your name, the date of submission, and a references page; the document must follow current APA guidelines)A total of 12 – 15 pages (for all three parts, combined) of narrative text, this does not include the financial statements, reference pages, or matricesReference page (follow current APA guidelines)Historical Financial Statements, Projected Financial Statements, NPV Calculations and a Cost Sheet for the strategy in an Excel documentMatrices, which must be exhibits/attachments in the appendix and not part of the body of the analysis (The Strategy Club has excellent templates/examples for exhibits and matrices: http://strategyclub.com/free-student-template/)Deliverables for Case Study: Matrices Assignment1.Existing mission, objectives, and strategies.2.A new mission statement (include the number of the component in parenthesis before addressing that component).Great mission statements address these 9 components:Customers: Who are the firm’s customers?Products or services: What are the firm’s major products or services?Markets: Geographically, where does the firm compete?Technology: Is the firm technologically current?Concern for survival, growth, and profitability: Is the firm committed to growth and financial soundness?Philosophy: What are the basic beliefs, values, aspirations, and ethical priorities of the firm?Self-concept: What is the firm’s distinctive competence or major competitive advantage?Concern for public image: Is the firm responsive to social, community, and environmental concerns?Concern for employees: Are employees a valuable asset of the firm?3.Analysis of the firm’s existing business model.undefined4.SWOT Matrix and Analysis (comes from researching the firm, industry, and competitors). It is important to know the difference between causes and effects in the SWOT analysis. Causes are important, not effects. Focus on internal and external analysis when completing this matrix. This matrix should be based on research and contain quantifiable metrics. There should be 8-10 items in each quadrant, with research support for each item.5.Once the SWOT Matrix and Analysis is created, construct the TOWS also known as the Bivariate Strategy Matrix.6.Group Map – create this based on the firm as a whole or a specific SBU, clearly identify which method you chose and why.7.Competitive forces analysis, use PESTLE and Porter’s Five Forces as the foundation for this analysis. Clearly identify the factors that are impacting the firm, research is required to support the position taken in your narrative.
BUSI 690 LU AmerisourceBergen Corporation Mission Objectives & Strategies Case Study
Online Students:Click on the Session 1 Discussion link and create a new thread to respond to the discussion prompt. After posting your initial response, please comment on classmates’ responses. Respon
After posting your initial response, please comment on classmates’ responses. Respond by making constructive responses or by raising other questions that will promote further discussion and learning by all of us.It is best practice to post early and continually participate throughout the session. You will be graded not only for your posting, but your participation in this discussion. Your initial post is due by Wednesday at 11:59 P.M. (MST) of the session in which the discussion is assigned. A minimum of two (2) additional response posts are due on Sunday at 11:59 P.M. (MST). These are minimum requirements. Be sure to follow any additional guidelines posted by the instructor for the course in regards to discussions.Review the rubric for the discussion.In-Seat Students:Review the discussion prompt below. Then prepare a list of talking points in order to be prepared for the class discussion. Please bring a printed copy to class.Discussion Prompt: Scientific Method, Knowledge, and Stewardship Based on what you saw in the two videos under Viewing Assignments, discuss what the scientific method is good for, what it safeguards against, and when it is not useful? Research an environmental issue from your reading. What is the current state of scientific knowledge on the topic you selected? Are there any biases or conflicting viewpoints on the issue? Is the scientific information on this issue misrepresented to the public? How can we use the scientific method to safeguard against faulty scientific information? From the Biblical Perspective reading, what did you learn about God’s character and based on what God prioritizes, how should we respond to the environmental issue that you discussed?
UMUC Human Resource Innovations Question
i need help writing an essay UMUC Human Resource Innovations Question.
Submit your APA-formatted title page, introductory paragraph, and reference list for Project 2 to this assignment folder by 11:59 p.m. on Tuesday of week 1. Please look for my comments in the assignment folder early in week 2.If you would like to submit your draft to the writing tutors for review, please do so no later than Tuesday of week 1.For your reference, here is the full Project 2 assignment:Imagine that you recently began working in a department that supports your company’s strategic planning for growth in the industry. Your department head has asked you to do research from a newcomer’s perspective to inform future marketing directions for the company. He has asked you to write a detailed memo that identifies the three top trends in the industry. If he likes your work on this initial research, he will ask you to write a position paper on the most important issue related to these trends. (The position paper will be your assignment for project 3.) He is hoping to use your research to prepare your department to launch a new strategic plan.This is your first real task for your new job, and you are excited and a little nervous about the assignment. You think you have a sense of the industry but know you need to do more research to be accurate in your analysis. The ability to spot trends in your industry is an important skill, and your boss wants to spend energy and capital on new growth areas, products, and services. Writing for Inc., Hall (2016) offers ideas about how to identify and evolve with industry trends.As you begin your research, you will need to register for CareerQuest, review the available resources, and use Vault for some of your industry research. Please review this short video about the many services under CareerQuest. Career Insider by Vault is a set of career research tools. You can find the Vault tools under Tools>Career Tool Box>Career Search Tools. Career Search Tools should be the box in the lower right corner. While this assignment asks you to use the resource called Vault, the graded discussion in week 5 will ask you to discuss other CareerQuest resources you found helpful or interesting.Your assignment is to produce a well-researched and properly cited memo of approximately 500 words (about two pages in double-spaced Times New Roman font) in which you identify three trends in your industry and discuss each one briefly. You are to provide citations for at least THREE SOURCES. These sources should be a mix of journal articles from the UMGC library, information from Vault, and other pertinent and valid websites or online materials pertaining to your trends. Be sure to cite any words or ideas from your sources in correct APA format, and include a properly formatted list of references. For an example, please refer to theAPA formatted template for project 2.Check out these short videos from UMGC’s Library:How to set up your paper in APA style: https://libguides.umgc.edu/apa-document-formattingHow to format a reference list in APA format: https://libguides.umgc.edu/apa-references-list-formattingPlease review these helpful resources from UMGC’s Effective Writing Center (EWC):Good strategies for thinking about assignments and preparing to write.Some good information from the EWC writing guide about the process of writing.Our own David Taylor with his video on writing the 5 paragraph essay.
UMUC Human Resource Innovations Question
Critical analysis of Talent management decision making Report
Executive Summary This report presents a critical analysis of the document, “Talent Management Decision Making”. The article precisely discusses decision making in talent management with its main objectives including reviewing the raging debates around talent management and decision-making, establishing some possible factors influencing decision making in talent management, and recommending future research areas in relation to decision making in talent management. The study emphasises on utilisation of data as one of the contributors to the basis on which managers are contributing to poor management by depending on unreliable information in management. The authors argue that managers underutilise talents available in employees and thus keep on basing their promotions in terms of previous experiences, close relations, and biasness. Therefore, this report concludes that the article remains incredible to a certain percentage with most of the relevant aspects ignored and the format revealing some inconsistencies. Introduction Talent management decision-making remains one of the most contested issues in the context of management, and specifically in International Human Resource Management. In the rapidly growing world of urbanisation and industrialisation, studies have discussed the importance of talent management as a Human Resource Management approach. Motivation and empowerment studies have also stressed on underutilisation of human talent and abilities in the management techniques.1 The field of management remains a taxing and complicated one with companies witnessing failure in managers, even the most experienced ones. Decision-making is a contemporary issue in the management and thus employees’ involvement has proven significant in several cases with companies ignoring this management idea. Despite the merits attached to talent management, it is still a new phenomenon in numerous organisations. Therefore, to stress on the above issue, this essay critically analyses the article “Talent management decision making”. Assumptions and their influence The authors assume that there is complexity in talent management. In the context of complexity in talent management, the authors assume that talent management in several organisations remains a biased process with numerous organisations basing their employee promotion decision-making process on close relations, tendencies, and evaluating previous experiences. Get your 100% original paper on any topic done in as little as 3 hours Learn More The authors relate biasness in decision making with lack of credible of pertinent information needed to guide managers in their decision-making processes.2 In the authors’ view, despite being an international issue, global talent management varies internationally due to demographic factors. Giving an example of the U.S compared to other countries, talent management in decision-making has significantly improved and is more frequently utilised. Organisation culture has been influential in talent management. This aspect has influenced authors’ research on the discussion and addressing of issues relating to talent management significantly focusing on factors influencing talent management globally. Credibility of the authors’ arguments Concerning the credibility of the article, the authors have not emphasised on the credibility and reliability of the data expressed in the article. Critically analysing this article, the information pertaining to the relationship between talent management and management decision is ambiguous if not ambivalent. The writers of the article in most cases have expressed lack of adequate knowledge pertaining to the two aspects. Instead of concentrating on the relationship between the two aspects, the authors have put more efforts on the importance of managers utilising the available data of the human resource and decision-making. Talent management is missing the basics required to compare the aspects of talent with management decisions. The authors lack a definite systematic way of expressing the aspect of talent management. Quality of background literature The literature found in the background information is slightly credible. It introduces the learner into the subject matter, but its presentation is ambiguous. The authors begin with a good presentation of the aspect of talent management, with the background revealing the current situation globally. The authors ensured that the introduction to the topic links with research studies conducted by fellow researchers pertaining to talent management knowledge and general management. Compared to other related studies, the article features the aspect of, “war for talent” as demonstrated by Beechler and Woodward and related studies by Guthridge, Komm, and Lawson, which portray the background of talent management. Most sources used in the introduction of the article have touched on the key words that underline the key elements of the entire study. There is proper utilisation of words relating to talent management including strategic management, managers, decision-making, and human resource management. We will write a custom Report on Critical analysis of Talent management decision making specifically for you! Get your first paper with 15% OFF Learn More Authors’ coverage on the issue in IHRM Talent management as basic management knowledge commonly relates with International Human Resource Management (IHRM). Human resource management specifically deals with issues of employees and in specific management of abilities found in workers.3 Based on this article, the authors touch on HR, but clarity in demonstrating the issue of IHRM misses and thus the relationship between talent management and decision-making shallowly demonstrates the expected reliability of the information in the article. According to the authors’ view on IHRM, the Human resource managers have been unable to utilise talent management comprehensively and thus regarded as incompetent. Managers need to understand HR knowledge and increase their competence by translating business needs to talent strategies4. The authors highlight several challenges facing global IHRM, with managers blamed for not having reliable data to help in making informed decisions on the aspect of talent management and human resource management. However, this article does not examine the basic principles of HR in relation to talent management knowledge. Article’s importance on HRM policy and practice Discussions demonstrated in the article, though shallowly discussed, have great significance to human resource policies and practices. The authors elaborate the critical issues affecting human resource management globally. In the article, lack of talents has significantly proven to be among the major challenges affecting proper decision making in management in relation to talent management. Through this article, managers acquire information relating to talent management with inadequacy of talents affecting best practices in HR. Managers acknowledge the inadequacy of empirical evidence on talent management and the existing public confusion compared to the reality in the HR practise. The article influences HR policy and practice by demonstrating the influence of demographics and societal trends on human resource management. Peck concurs with these factors and asserts that the demographics around the world nations have proven significant in the management of talents.5 The revolving demographic aspects have affected management for there is an increase in declining birth rates, and with an increase in number of workers retiring, talents and abilities are reducing in number. Strengths and weaknesses The article demonstrates several strengths by utilising and elaborating issues regarding to human resource data. Data on management issues comes out as the subject of the article, evaluating how the managers have constantly underutilised appropriate data in the management decision process. Teal asserts, “Strategic decisions occur relatively infrequently and involve ambiguous data and possible disagreement about which data is relevant”.6 This area is an important subject and relevant information regarding management aspects. Utilisation of knowledge, data, and information is an important management aspect and thus managers who utilize available data can set proper management policies.7 Smith elaborates that management life begins with utilization and management of data.8 Not sure if you can write a paper on Critical analysis of Talent management decision making by yourself? We can help you for only $16.05 $11/page Learn More In fact, transforming data into information, knowledge, and wisdom enhances effective management. By so doing, managers utilising knowledge can acquire context, relevance, and definite purpose incorporated in the available data. The article elaborates several factors that affect decision making globally, thus enabling managers to acquire relevant information relating to factors affecting global talent management. Being the subject of the article, the authors intensify discussion on talent management as among the most debated issues in management. This aspect is evident in other related articles; for instance, an article by Pulakos who asserts that organizations compete fiercely in the war for talent. The author demonstrates significant factors affecting decision-making including diversity in employees groups, global increase in mobility, growing importance of emerging markets, demographics and social trends, corporate social responsibility, and talent shortages. All these are potential factors contributing to talent management and related issues. Other authors have also demonstrated these factors; for instance, Vroom highlights some social factors relating to aspects of talent management.9 By demonstrating these aspects, managers can incorporate this information and covert it into HR policies and practice, making it more practical than how the theory reveals. The article shows some weaknesses; for instance, despite the fact that the article demonstrates some relevancy in the background information, the objectives of the study remain an important issue in writing articles. The introduction part lacks proper presentation of the objectives, which appear in the middle of the article. The authors present the aims of the research as reviewing the raging debates around talent management and decision-making, establishing some possible factors influencing decision making in talent management, and recommending future research areas in relation to decision making in talent management. This aspect indicates that the presentation of the research is inconsistent given that the discussion of the second research aim appears first before presentation of the aim itself. Another eminent weakness is the way the presentation of IHRM issue in relation to talent management. The authors do not demonstrate presentation of HR issues to talent management. This element eliminates the importance of HRM in employee management and does not however present the relationship between HR and employee management. “Employee involvement in decision-making serves to create a sense of belonging among the workers as well as a congenial environment in which both the management and the workers voluntarily contribute to healthy industrial relations.”10 Even though HR is the probable department directly involved in decision-making and management of employee skills and talents, the article has little information demonstrating the relationship between talent management and employee involvement in decision-making. Conclusion Human resource management is the only department that directly correlates with management of employee talents and abilities and their contribution to organisational decision-making, which increases accuracy. Despite the fact that decision making in groups takes time, it increases the possibility of making informed decisions.11 Despite the fact that IHRM is the main subject of the article, it remains the less emphasised area in the article. According to Pulakos, “job analysis is the hub of virtually all human resource administration and management activities, and it is necessary for the successful functioning of organizations”.12 However, the introduction of the article demonstrates the importance of concentrating on major components of the article including keywords that act as drivers into the main article. Nonetheless, the article consistently demonstrates inconsistence in the research format, which is eminent where the authors present the aims in the middle of the report revealing poor introduction of the research. Bibliography Beechler, Schon, and Ian Woodward. “The global war for talent.” Journal of International Management 15, no. 1 (2009): 273-285. Firestone, Joseph. “Key Issues in Knowledge Management.” Journal of the KMCI 1, no.3 (2001): 8-38. Guthridge, Mathew, Asmus Komm, and Emily Lawson. “Making talent a strategic priority.” McKinsey Quarterly, no.1 (2008):49-59. Holley, Nick. “HR Models – lessons from best practice,” Henley School of Business. Web. Kuye, Owolabi, and Abdul-Hameed Sulaimon. “Employee involvement in decision-making and firm’s performance in the manufacturing sector in Nigeria.” Serbian Journal of Management 6, no.1 (2011):1-15. Peck, Jamie. “Struggling with the Creative Class.” International Journal of Urban and Regional Research 29, no.4 (2005): 740–770. Pulakos, Elaine. “Selection Assessment Methods: A guide to implementing formal assessments to build a high-quality workforce.” SHRM Foundation. Web. Smith, Elizabeth. “The role of tacit and explicit knowledge in the workplace.” Journal of Knowledge Management 5, no. 4 (2001): 311-321. Teal, Elisabeth. “Strategic decision making under uncertainty from the Foundations of creativity, psychology, and management Research: an examination and synthesis.” Journal of Business Administration Online 10, no. 1 (2011): 1-30. Todeva, Emanuela, and David Knoke. “Strategic Alliances
San Jose State University Community of Practice Question
San Jose State University Community of Practice Question.
I’m working on a computer science discussion question and need an explanation to help me study.
Answer 1Introduction Individuals who hold common interests or objectives are routinely brought collectively in the community of practice These are informal frameworks that assist its participants as well as the institution’s growth in those sectors. They are frequently formed around a particular work role although they could also be formed around a particular topic of interests. Community of PracticeThe circumstances which provide emergence to the community of practice are as varied as the ones that gave root to it. They are formed for a number of causes by employees in businesses. Workers possessing specialized knowledge, for instance, may develop a community of practice as a method of keeping relationships with colleagues whenever a corporation reorganizes into a collaborative framework.Importance of Community of PracticeAs a corporate learning technique, a community of practice are essential since it offers the ability to:Connect individuals who maybe do not normally have the chance to contact whether regularly or even at all (Skelton, Evans & LaChenaye, 2020).Assist individuals in communicating and sharing knowledge ideas, including life events in a manner that fosters knowledge and understanding.Allow individuals to interact in order to discover fresh ideas, overcome difficult issues as well as develop new, equally advantageous possibilities.Gather and distribute available information to assist individuals in improving their profession by offering a venue for identifying approaches to recurring challenges as well as a method for collecting and evaluating best practices.To facilitate the unrestricted circulation of thoughts and data offer cooperative techniques to teams and organizations.Impact of COP on culture in organizationsSpecifically, the communities of practice influence organizational cultures by providing employees with access to information and experience that they otherwise might never be able to obtain on their own (Yarris et al., 2019). It boosts employee’s self-esteem, improves overall job performance encourages individual growth and make employment extra important. All of the aforementioned factors lead to culture and skill development.Conclusion Community of practice are an important component of any innovative company. Promoting the development of strong social groups will help both the business and the people of the group in a variety of aspects They could help with corporate learning, individual personalized growth, information retention, collaboration, and creating value for the firm. ReferencesSkelton, K., Evans, R., & LaChenaye, J. (2020). Hidden communities of practice in social media groups: Mixed methods study. JMIR pediatrics and parenting, 3(1), e14355. https://pediatrics.jmir.org/2020/1/e14355/Yarris, L. M., Chan, T. M., Gottlieb, M., & Juve, A. M. (2019). Finding your people in the digital age: virtual communities of practice to promote education scholarship. Journal of graduate medical education, 11(1), 1. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6375332/—————————————————————————————————————————————-Answer 2A social class of getting ready is a general populace of individuals who share an encounter or a limit and find how to improve as they present more than once. While headway can give affiliations complete electronic archives that end up as vaults of information, they are essentially honourable whenever shared inside the area. Dismissing the way that IT has driven different relationship to imagine another climate of utilized information, networks have tracked down that get-together data doesn’t give sufficient and sensible experience. Consequently, different affiliations have produced these “electronic” associations to use seeing, especially across friendly orders and geographic cut-off focuses. (Langer, 2017). Utilizing the Internet, social class can connect with compelling joining, – a focal partner of key position. This issue interfaces absolutely to the whole movement of complete learning issues. Extra rooms of data are not information. (Langer, 2017). They a large part of the time disillusion relationship from dissipating significant plan hinders that change specific, social, administrative, and singular levels of progress, essential for learning affiliations (McDermott, 2000). At last, these associations of planning structure current easy-going affiliations, which have produced the foundation of generally speaking coordination, virtual associations, and PC kept up communitarian work” (Wellman et al., 2000). These easy-going affiliations make new amicable assortment, changing the genuine substance of how affiliations regulate and apply headway to improve how information creates and is used through associations of getting ready. To play out my bit by bit responsibilities at my work environment, I a large part of the time present demands or read particular geeks’ encounters on the local pages. Reliably, it’s simpler to track down the legitimate responses on such neighbourhood rather than looking through the books. As I generally work on SQL and PL/SQL, I use Oracle social class (https://community.oracle.com/center/) or Quest Oracle Community (https://questoraclecommunity.org/about/) to search for the responses to the specific issues I face. The w3schools.com (https://www.w3schools.com/) is also a surprising competent connection that offers how to perform express advances; it gives the language plan of a cut-off and even allows you to rehearse that part work on their site. Such friendly class of getting ready site pages gives an ideal space to individuals like us to share, improve and advance their insight on that particular locale. ReferencesLanger, A, M. (2017). Data Technology and Organizational Learning. third Edition. CRC Press, 2017 ISBN 9781351387583 McDermott, R. (2000). Why data advancement stirred now can’t pass on information the board. In E. L. Lesser, M. A. Fontaine, and J. A. Slusher (Eds.), Knowledge and Communities (pp. 21–36). Woburn, MA: Butterworth-Heinemann.
San Jose State University Community of Practice Question