The purpose of this assignment is to finalize an internal business proposal that outlines how you will implement the

The purpose of this assignment is to finalize an internal business proposal that outlines how you will implement the solution to the problem you have identified in your organization.

Throughout the course, you have completed most of the necessary research and assignments needed to generate the final business proposal. Refer to the “Business Proposal Project Summary” document, as needed. The key sections you will focus on creating are the Executive Summary and the Conclusion/Call to Action.

Using feedback from the assignments in Topics 5-7, create your final business proposal document. Evidence of revision from instructor feedback will be assessed on the final business proposal, which should include each of the sections listed below.

Executive Summary (250 words) provides a short summary of the entire proposal so key stakeholders can see an overview of the proposal and understand it without reading the entire document.
Purpose Statement (100-250 words) provides clear statement of why the business proposal is being made.
Problem Statement (revised as needed from Topic 1 assignment feedback) including specific data (statistics and numbers) related to how the problem impacts the business. This part of the proposal should include the graph/chart/data you collected in Part 1 of the Topic 2 assignment.
Data and Research Findings (250-500 words) should include a summary of what you learned from conducting research related to what has already been done to address the organizational problem. This part of the proposal should include the graph/chart/data you collected in Part 2 of the Topic 2 assignment.
Proposed Solution (250-500 words) should include a summary of the top three problem solutions you considered to address the problem. In addition to including the graph/chart/data you collected in Part 3 of the Topic 2 assignment, this section should provide a succinct discussion of the pros and cons of implementing each of the top three solutions being considered to address the problem.
Stakeholder Analysis and Benefits (500 words, revised as needed from Topic 3 assignment feedback) summarizes all data and information related to the key stakeholders affected by the proposed problem solution along with a summary of benefits to be gained by stakeholders if the problem solution is implemented.
Change Management Plan (250-500 words) clearly articulates specific methods and strategies to be utilized to manage organizational changes associated with the selected solution implementation.
Implementation Methods (250-500 words) summarize specific strategies that will used to implement the problem solution, including time and costs associated with implementation of the solution.
Evaluating Success (250 words) summarize specific measures you will use to evaluate the success of the problem solution.
Conclusion/Call to Action (100 words) provides specific steps you would like key stakeholders and sponsors to take in the implementation of the proposed solution.
It is important to include specific data throughout the business proposal. Include statistics that support the problem statement that can be used to establish and track goals; relate to specifics of implementation, timing, and cost; and illustrate stakeholder benefits. The proposal is an internal document that will be read by stakeholders within the organization where the problem exists, so keep this in mind and focus on this audience as you write. Within the Word document, include subsection titles to organize content according to the categories listed above to provide easy reference points for the reader.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to LopesWrite.

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Comprehesive Health Care Assessment: Case Study

Comprehesive Health Care Assessment: Case Study. Data too large for file format

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International Strategies for HRM

The purpose of this assignment is to finalize an internal business proposal that outlines how you will implement the International Strategies for HRM.

Upload 2 paper ? Each in 3000 words

This first one is

 

Building upon and extending the research completed in task 1 you must now select a contrasting

country and construct a research focused assignment which compares and evaluates the employee

relations systems within both countries you have chosen.

You need to ensure you have chosen both a developed and a least developed country to contrast and

highlight the challenges within HRM and ER

For example this could be comparing France with either Zimbabwe or Pakistan

We would like you to:

• Evaluate and compare the employee relations systems and critically analyse the implications for

organisational practice.

• Compare and critically evaluate the differing systems of control and regulation within the countries

of your choice.

• Examine the development of labour law and its enforcement in the two differing global contexts

• This might include national perspectives of Master and Servant to highlight the guiding principles

upon which employee relations is based within these countries.

• A definition to help you distinguish between developed and least developed countries is taken from

the United Nations

…”the initial criteria for designating a country as least developed required a low per capita gross

domestic product (GDP) and structural impediments to growth. The presence of such impediments

was indicated by a small share of manufacturing in total GDP (under the then current assumption that

a high the level of industrialization was a structural characteristic of developed or “advanced”

countries), as well as a low literacy rate (indicating the extent of development of the country’s human

capital).”

The second one is

 

Building upon and extending the research completed in task 1 you must now select a contrasting

country and construct a research focused assignment which compares and evaluates the employee

relations systems within both countries you have chosen.

You need to ensure you have chosen both a developed and a least developed country to contrast and

highlight the challenges within HRM and ER

For example this could be comparing France with either Zimbabwe or Pakistan

We would like you to:

• Evaluate and compare the employee relations systems and critically analyse the implications for

organisational practice.

• Compare and critically evaluate the differing systems of control and regulation within the

countries of your choice.

• Examine the development of labour law and its enforcement in the two differing global contexts

• This might include national perspectives of Master and Servant to highlight the guiding principles

upon which employee relations is based within these countries.

• A definition to help you distinguish between developed and least developed countries is taken

from the United Nations

…”the initial criteria for designating a country as least developed required a low per capita gross

domestic product (GDP) and structural impediments to growth. The presence of such impediments

was indicated by a small share of manufacturing in total GDP (under the then current assumption that

a high the level of industrialization was a structural characteristic of developed or “advanced”

countries), as well as a low literacy rate (indicating the extent of development of the country’s human

capital).”

 

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The importance of science in innovation

The importance of science in innovation.

1.Innovation is not just invention 2.Innovation is not a linear-flow process 3.The importance of science in innovation is increasing 4.Innovation involves interaction between many factors •‘Complementary assets’ and ‘appropriability’ 5.Cultures of innovation combine different functions 6.Innovation is usually incremental 7.Many innovations occur through learning by doing and learning by using The module has identified seven key factors that influence and shape the product innovation process. Critically assess the relevance of these factors for the 3M post-it notes case study (Rangananth and Ketteringham 2004). (1500 maximum wordcount ) 3M CASE STUDY: Empirically detailed – emperoval data matches theory What was the big idea – mechanised theory – knowledge based Obscure case – financial benefits on long term studies – generic lesson of the innovation process Temporarily rich Chain of ’innovation’: Research – development – Prototype – Production = Market (Development – Funding Was Withdrawn) No Market for this Product Market pull + technology push Innovation within Finland, two different societies. Senior Management is? – cooperate culture tolerates failure — Rhodes and Wield on Innovation theory and management 7 Key aspects Innovation is not just invention – The discovery of new ideas and artefacts does not drive innovation, nor is it carried out by isolated mad-scientists. The needs of companies often drives even basic-research (eg, military (computer and internet), nuclear power, genetics, biotech, pharmaceuticals etc). The way in which these ideas and artefacts are used depends on their application and implementation which in turn can lead to new innovation and invention processes. This is captured by point 2: Innovation cannot be understood as a linear flow from invention to application – highlighting the importance of implementation as a moment of creativity and innovation – eg, Pirelli case – need to understand what TQM is – basically a contested concept, subject to different interpretations both by academic theorists, managers, consultants and workers – indeed, these interpretations change so it certainly can’t be ‘read-off’ from the basic technology. Of course, this doesn’t mean that science is not important… The importance of science in innovation is increasing as firms require a deeper and broader science base to stay ahead of innovation and to utilize new scientific expertise. For example, new biotech innovations require knowledge of chemistry, physics and engineering, as well as a deeper knowledge of biology itself. EXAMPLE – brachytherapy treatments for prostate cancer. Innovation involves interactions between a number of factors, eg, users. Within the innovating firm, factors critical to successful innovation include areas of expertise not directly connected to innovation, such as distribution, marketing and after-sales support. David Teece refers to these as ‘complementary assets’. EXAMPLE – GE and the electric fridge – marketing, sales, supplier networks, finances to fund mass production etc. These ‘complementary assents’ can also explain why first to market firms do not always capitalize on their inventions – ie. ‘appropriability’ – firms’ ability to appropriate profits from technological advance. Copyright and IPR are often not enough as other firms can emulate technological advance (eg, reverse engineering in high-tech and pharmaceuticals) cf JVC and sharing the knowledge base for VHS, vs, Sony and Betamax – example 2 – 3M post-its and marketing Given the diversity of issues and functions involved in innovation, an innovating firm must combine these together in what Axel Johne calls a ‘culture of innovation’ which is attentive to changes in the marketplace and provides a complete consumer package, combining crucial ‘complementary assets’ such as marketing, distribution and after-sales service, all focused on innovation. Innovation is usually incremental – it rarely involves large step-changes or technological leaps. Even completely new technologies usually involve a series of incremental developments before they appear as a completely new product or process – eg, the fridge again – solved by a series of issues around cooling (water to gas), basic technology (gas or electric), integral motors, more reliable, quieter motors, freezer boxes, auto-defrost etc. Importantly, this means that innovation often follows technological trajectories which are determined both by previous innovation and also by the knowledge accrued in communities of practice or specific firms at the forefront of development. Many innovations occur through learning by doing and learning by using. ie, much innovation occurs as a result of implementation and use. In trying to make an innovation practicable and useful, users will overcome ‘bottlenecks’ (eg, in specific production technologies and interfaces with existing systems) or by finding new applications for technologies ‘on the ground’ (eg, Henry Ford reversing the ‘disassembly line’). Much of this innovating practice involves tacit knowledge – knowledge which is embodied and implicit rather than codified or explicit, such as riding a bike or an engineer’s knowledge of tools and materials. This has led to increasing strategic partnerships between suppliers and customers, as customers innovate and suppliers incorporate those innovations – eg, SAP – front-line interface developed by user is often incorporated into the next roll-out. We may look at this a little more later in the course in relation to end-user innovation. —

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High Risk Childbearing, Gestational Diabetes and Pre-Term Labor

High Risk Childbearing, Gestational Diabetes and Pre-Term Labor.

High Risk Childbearing, Gestational Diabetes and Pre-Term Labor 

Paper details

Uses APA format for writing correctly————————————— 10 pts Clear Organization of paper ————————————————— 40 pts Introduction Description of the problem/idea/concept Content clear and succinct; covers topic effectively Discussion of nursing roles, responsibility and Interventions/teaching to address the problem Summary statement Bibliography page – minimum of 2 PEER REVIEWED journals NOT older than 5 years Grammar and spelling———————————————————– 5 pts Summited on-time and in a report transparent folder ——————— 5 pts

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Bringing God into the Business: The Impact on Human Resource Management Practices and Employee Turnover at L&R Pallet

Bringing God into the Business: The Impact on Human Resource Management Practices and Employee Turnover at L&R Pallet.

 Description 1.) Why did L&R Pallet have a high turnover rate necessitating frequent hiring? 2.) Describe and evaluate the recruitment and selection methods used at L&R Pallet. What problems can be identified? 3.) What changes, if any, should Ruder implement to the recruitment and selection methods, and why? 4.) Describe and evaluate onboarding and training at L&R Pallet. What problems can be identified? 5.) What changes, if any, should Ruder implement to the onboarding and training, and why? 6.) Describe and evaluate Ruder’s management of a multi-cultural workforce at L&R Pallet. What problems can be identified? What, if any, changes should be made and why? 7.) In what ways have Ruder’s Christian values affected HR practices at L&R Pallet? Going forward, how might a strong emphasis on Christian values further impact HR practices? What should Ruder take into account with regard to diversity management? 8.) Having evaluated L&R Pallet’s recruitment, selection, onboarding, and training methods and propose changes, outline a timeline for Ruder to implement the recommended changes to HR practices.

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