Evaluate how the discretionary and mandatory benefits align with the company’s organizational strategy.

Evaluate how the discretionary and mandatory benefits align with the company’s organizational strategy.

Your manager has asked you to create the content for the updated benefits website for your company. The existing website was missing important information about mandatory and discretionary benefits and, more importantly, did not align with the company’s organizational strategy—this one is a must. Your manager wants current employees and new hires to understand how the company’s benefit offerings reflect and support the company’s vision, mission, and organizational strategy.

Instructions

The website content should include information on both mandatory and discretionary benefits that are commonly offered in your industry. Use the Benefits Website Content Assignment Template [DOCX] to complete the assignment, which includes the following:

  1. Write a short overview of the company that includes the organization’s vision, mission, and values.
  2. Identify a minimum of three mandatory employee benefits.
  3. Provide the legal justification crucial to understanding the mandatory benefits offered.
  4. Identify a minimum of three discretionary employee benefits.
  5. Provide related information that is crucial to understanding the discretionary employee benefits offered.
  6. Evaluate how the discretionary and mandatory benefits align with the company’s organizational strategy.

Explain the legal components in a job description as it relates to the EEOC.

A job description is a useful tool that describes all the tasks, duties, and responsibilities of a position. The primary function of this assignment is to increase understanding of the critical elements in a job description and its alignment to the HRM process and to talent acquisition. Prior to beginning work on this assignment, read the article Job Worth Doing: Update Descriptions (Links to an external site.), the U.S. Bureau of Labor Statistics’ Occupational Outlook Handbook (Links to an external site.), the guide Best Practices and Emerging Trends in Recruitment and Selection, (Links to an external site.) and the web page Employers (Links to an external site.) from the U.S. Equal Employment Opportunity Commission (EEOC).

In your paper,

  • Discuss how a job description is a function of management.
  • Consider the following areas of a job description below and explain how these components contribute to an effective performance management system:
    • Tasks
    • Tools and technology
    • Knowledge, skills, and abilities (KSAs)
    • Education requirements
  • Explain the legal components in a job description as it relates to the EEOC.
  • Describe at least two assessment methods that can be used when recruiting qualified candidates and how those two methods are appropriate for meeting organizational objectives.

The Job Description paper

Describe at least two assessment methods that can be used when recruiting qualified candidates and how those two methods are appropriate for meeting organizational objectives.

A job description is a useful tool that describes all the tasks, duties, and responsibilities of a position. The primary function of this assignment is to increase understanding of the critical elements in a job description and its alignment to the HRM process and to talent acquisition. Prior to beginning work on this assignment, read the article Job Worth Doing: Update Descriptions (Links to an external site.), the U.S. Bureau of Labor Statistics’ Occupational Outlook Handbook (Links to an external site.), the guide Best Practices and Emerging Trends in Recruitment and Selection, (Links to an external site.) and the web page Employers (Links to an external site.) from the U.S. Equal Employment Opportunity Commission (EEOC).

In your paper,

  • Discuss how a job description is a function of management.
  • Consider the following areas of a job description below and explain how these components contribute to an effective performance management system:
    • Tasks
    • Tools and technology
    • Knowledge, skills, and abilities (KSAs)
    • Education requirements
  • Explain the legal components in a job description as it relates to the EEOC.
  • Describe at least two assessment methods that can be used when recruiting qualified candidates and how those two methods are appropriate for meeting organizational objectives.

The Job Description paper

Describe a successful change from your own experiences and why it worked well. 

Primary Task Response: Within the Discussion Board area, write 400–600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear, and use examples to reinforce your ideas.

This assignment will be based on this scenario.(ATTACHED)

Additional Information:

The VP of HR reviewed the executive summary and decided that your recommendation was a strong course of action for the change process. In her discussions with Leroy, she mentioned that it would be good to have you participate in a focus group to discuss your experiences with the change process. She was interested in discovering some best practices for change and felt that your experiences would be very valuable to Red Carpet’s approach to change. To guide the discussion, she recommended addressing a few points that should be covered in the focus group. Leroy will gather the results of the focus group and share it with the VP of HR.

Review the Red Carpet scenario for this course and with your classmates; discuss the following questions that will provide insight into your own change experiences:

  • Describe a successful change from your own experiences and why it worked well.
  • Describe an unsuccessful change from your own experiences and why it did not achieve its intended objectives.
  • From your own experiences, what do you think Red Carpet should do to make the change successful?

Considering the organizational culture of Red Carpet, how could you help the organization use communication to overcome resistance to change? 

Primary Task Response: Within the Discussion Board area, write 400–600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear, and use examples to reinforce your ideas.

This assignment will be based on this scenario.(ATTACHED)

Additional Information

Leroy thinks it is important to use a set of steps from an established change model to guide the change process. He has recommended the OD Action Research model, Appreciative Inquiry, and Kotter’s 8-Step model as potential alternatives. But the VP of HR wants to know all of the details and is also concerned about the potential resistance to change at Red Carpet, so Leroy thinks it’s important to discuss this as well. Red Carpet is seeking long-term success with this change, so Leroy would like you to include a forward-thinking statement regarding the future of Red Carpet after the change. In no time, you and Leroy will be riding the elevator to the 27th floor with a beautiful view of Philadelphia, and he is confident that your collaborative effort will be well-received.

Review the Red Carpet scenario for this course, and with your classmates, discuss the following questions about Red Carpet’s change management plan:

  • In your opinion, which one of the following change models will be best for Red Carpet’s change process: OD Action Research model, Appreciative Inquiry, or Kotter’s 8-Step model?
  • What interventions would you recommend to address the challenges at Red Carpet?
  • Considering the organizational culture of Red Carpet, how could you help the organization use communication to overcome resistance to change?
  • How will you evaluate the success of the change process at Red Carpet?

identify your communication style and consider how it may affect your approach to motivational interviewing.

While professional interviewing can elicit information, motivational interviewing is a collaborative, conversational approach for evoking a service user’s own motivation to change. Not only do you draw upon an individual’s needs, using motivational interviewing helps to empower the service user to make the necessary changes to improve their well-being. Traditional assessment is often a question and answer process versus motivational interviewing, which is conversational and motivational. It is critical to note that traditional assessments are complex and are specific psychometric measurements that require reliability and validity in order to be a true assessment measure. Reliability is the degree to which an assessment is consistent, and validity is the degree to which an assessment measures what it intends to measure. As an advanced human services professional practitioner, you will generally use motivational interviewing more often than psychometric assessment instruments, however, this is dependent upon your practice or employment, or even your credentials. When you use assessment measures, it is important to understand the notion of reliability and validity.

In motivational interviewing, it is critical to understand and utilize communication styles that are effective. Without the appropriate communication style, the interview no longer elicits the right information nor empowers the individual. Identifying your communication style and approach is important in developing your skills in motivational interviewing. As you will discover in the readings, this week, some communication styles are more appropriate than others when using motivational interviewing.

In this Discussion, you will identify your communication style and consider how it may affect your approach to motivational interviewing. You also will compare motivational interviewing to traditional assessment techniques used in human services settings.

To Prepare

  •  Pay particular attention to the continuum of communication styles (directing, guiding, and following) and the role of each in motivational interviewing. Then, identify your dominant communication style.
  • Review the Learning Resources on traditional assessment techniques and motivational interviewing. Consider how the goals of motivational interviewing are similar to and different from the goals of traditional assessment techniques.
  • Post a brief explanation of where you believe you currently fall on the continuum of communication styles, and explain how your style may affect your approach to motivational interviewing. Then, describe the traditional assessment techniques you currently use in your organization or those with which you are familiar. Compare motivational interviewing to one traditional assessment technique. In your comparison, be sure to address how the goals of motivational interviewing are similar to and different from the goals of the traditional technique.

Compare motivational interviewing to one traditional assessment technique.

While professional interviewing can elicit information, motivational interviewing is a collaborative, conversational approach for evoking a service user’s own motivation to change. Not only do you draw upon an individual’s needs, using motivational interviewing helps to empower the service user to make the necessary changes to improve their well-being. Traditional assessment is often a question and answer process versus motivational interviewing, which is conversational and motivational. It is critical to note that traditional assessments are complex and are specific psychometric measurements that require reliability and validity in order to be a true assessment measure. Reliability is the degree to which an assessment is consistent, and validity is the degree to which an assessment measures what it intends to measure. As an advanced human services professional practitioner, you will generally use motivational interviewing more often than psychometric assessment instruments, however, this is dependent upon your practice or employment, or even your credentials. When you use assessment measures, it is important to understand the notion of reliability and validity.

In motivational interviewing, it is critical to understand and utilize communication styles that are effective. Without the appropriate communication style, the interview no longer elicits the right information nor empowers the individual. Identifying your communication style and approach is important in developing your skills in motivational interviewing. As you will discover in the readings, this week, some communication styles are more appropriate than others when using motivational interviewing.

In this Discussion, you will identify your communication style and consider how it may affect your approach to motivational interviewing. You also will compare motivational interviewing to traditional assessment techniques used in human services settings.

To Prepare

  •  Pay particular attention to the continuum of communication styles (directing, guiding, and following) and the role of each in motivational interviewing. Then, identify your dominant communication style.
  • Review the Learning Resources on traditional assessment techniques and motivational interviewing. Consider how the goals of motivational interviewing are similar to and different from the goals of traditional assessment techniques.
  • Post a brief explanation of where you believe you currently fall on the continuum of communication styles, and explain how your style may affect your approach to motivational interviewing. Then, describe the traditional assessment techniques you currently use in your organization or those with which you are familiar. Compare motivational interviewing to one traditional assessment technique. In your comparison, be sure to address how the goals of motivational interviewing are similar to and different from the goals of the traditional technique.

Describe what you believe motivational interviewing is and how you believe it can be applied to assessment in a human services setting. 

Motivational interviewing is an exciting and effective approach to gathering information. While it often is considered a counseling technique, it is used in a wide variety of settings outside of counseling—including in human services settings. Please note that while it is a counseling technique, advanced human services professional practitioners do not use it to engage in therapeutic counseling. How do you see using motivational interviewing in your role as an advanced human services professional practitioner?

In this Assignment, you will examine definitions of motivational interviewing. You will also consider how motivational interviewing can be applied to assessment in human services settings.

To Prepare

  • Review the Learning Resources on traditional assessment techniques and motivational interviewing. Pay particular attention to the definitions of motivational interviewing, the differences between human services and social work, and the application of motivational interviewing to assessment given those differences.
  • Consider how you would define motivational interviewing, if asked.
  • Think about how motivational interviewing can be applied to assessment in a human services setting with which you are familiar or interested in working.

Submit a 1- to 2-page paper that addresses the following:

Describe what you believe motivational interviewing is and how you believe it can be applied to assessment in a human services setting.

Discuss the differences between human services and social work, and the application of motivational interviewing to assessment given those differences.

Motivational interviewing is an exciting and effective approach to gathering information. While it often is considered a counseling technique, it is used in a wide variety of settings outside of counseling—including in human services settings. Please note that while it is a counseling technique, advanced human services professional practitioners do not use it to engage in therapeutic counseling. How do you see using motivational interviewing in your role as an advanced human services professional practitioner?

In this Assignment, you will examine definitions of motivational interviewing. You will also consider how motivational interviewing can be applied to assessment in human services settings.

To Prepare

  • Review the Learning Resources on traditional assessment techniques and motivational interviewing. Pay particular attention to the definitions of motivational interviewing, the differences between human services and social work, and the application of motivational interviewing to assessment given those differences.
  • Consider how you would define motivational interviewing, if asked.
  • Think about how motivational interviewing can be applied to assessment in a human services setting with which you are familiar or interested in working.

Submit a 1- to 2-page paper that addresses the following:

Describe what you believe motivational interviewing is and how you believe it can be applied to assessment in a human services setting.

Discuss Cultural Humility, Cultural Competence, And The Ethical Practice Of Human Services

Over the past several decades, communities have become much more culturally diverse than ever before. In response, universities and organizations have provided cultural competence training to educate helping professionals about the values, beliefs, and behavioral norms of different cultures. While cultural competence training can be useful, it can also have negative unintended consequences on service delivery, which you will read about in this week’s Learning Resources. In recent years, there has been an increased emphasis on helping practitioners develop cultural humility, which addresses some of the negative consequences of cultural competence and closely aligns with the Ethical Standards for Human Services Professionals.

In this Discussion, you will examine the definition of “cultural humility,” how it differs from cultural competence, and how it intersects with the ethical practice of human services.

To Prepare

  • Review your Course Announcements for possible information related to this week’s Discussion and Quiz.
  • Review the Learning Resources on cultural humility and cultural competence. Pay particular attention to the definitions of these terms and how they differ.
  • Review the Ethical Standards for Human Services Professionals. Identify the values and ethical standards that align with the concept of cultural humility.
  • Post a definition of “cultural humility” and one personal or professional experience you have had that required cultural humility. Then, explain the difference between cultural humility and cultural competence. Finally, explain why cultural humility is important to the ethical practice of human services. Support your response with specific ethical standards from the National Organization for Human Services.