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Context Organizations face several realities when they hire a new employee; typically, employees need to see and understand the impact of their work and also feel engaged in order to create self-motivation. For the HR TM group, the responsibility to work to provide these employee needs and understandings should be an essential first task.  Post a Response  Based on your reading of Chapter 3 in the SHRM Essential Guide text and the article, Onboarding: First Impressions are Everything, Respond to the following: Regarding typical perceptions and frustrations of new employees as they try to adjust to their new work environment. 1. Detail at least four challenges TM professionals should recognize and suggest corrective action. 2. Create a defensible position on why TM professionals should focus on encouraging social connections as a strategy for improving employee engagement and onboarding success.  a. Discuss why collaboration might be key to culturizing social connections. 

Overview In Part 2 of the TM Modernization Project, you will create a presentation using PowerPoint for an internal HR group addressing the Hiring Maturity Curve, recognizing employee value, and the importance of employee motivation, engagement, and culture. Instructions Use your insight from an expanding organization you are familiar with or wish to learn more about, as your basis for evaluation. Consider this a major presentation that will call upon HR professionals to make practical and procedural changes. Your goal is to change the recruiting and hiring culture for lasting organizational impact. Evaluate the following and include your findings in a 10-slide PowerPoint presentation. Discuss where the organization is currently regarding the Hiring Maturity Curve. List several indicators leading you to this conclusion. Describe how the organization might improve their hiring processes to advance within the Higher Maturity Curve. Recommend a minimum of four reasonable and logical actions. Explain why innovative changes to the current Employee Value Proposition (EVP) and Employee Lifetime Value approaches may lead to higher employee loyalty. Include insight into what positive and negative trends should TM and organizational management look for, over time, as employees move up within the organization. Recommend at least five radical (drastic) or incremental (process-driven) changes to current onboarding procedures that you believe will lead to lower initial turnover, higher employee engagement, and lasting organizational impact. Prescribe at least four real-life examples of what contemporary employee engagement opportunities might look like for both new employees and existing employees. Suggest programs to improve overall employee engagement across all employees (for example, [mentorship] might assigning an experienced employee to become a mentor to a new employee offer engagement opportunity for both employees?). Recommend five points of emphasis an internal group of HR professionals could implement that would effectively encourage better hiring practices, instill a better sense of employee value, and improve overall employee onboarding experience and engagement. The five points of emphasis can reiterate points you have made previously in the presentation and/or can be philosophical in nature. Present five points you would like your presentation audience to implement for overall recruiting and hiring that will cause a positive lasting organizational impact. Develop the PowerPoint presentation with a minimum of 10 slides.  Include the speaker’s notes for each slide.  Speaker’s notes should adequately explain, expand, and express your main points for each slide. Include correct in-text citations and any other supporting or SWS formatting protocols. Include a cover page slide and a source page slide, they will not count toward the minimum 10 slides of content. Provide a minimum of 3 quality academic resources.

Identify a change that you implemented or was implemented at an organization with which you are familiar. Based on the article you read in the discussion preparation, discuss if the organization survived or thrived during the change and what impact it had on the organization's corporate culture. If the organization is surviving, what course of action would you implement to revitalize the organization to ensure a thriving change in culture? Prepare Read the article, Is Your Organization Surviving Change - or Thriving in It?

Watch the Kotter Change Management Model video for help getting started on this assignment. Introduction Using your approved company, apply Kotter's eight steps of change management to an HR situation you have selected for change. You will address all eight of the Kotter steps, developing an action plan for each step. Instructions 4-6 p Ascertain how each of the steps applies to your specific organization. Develop a strategy that illustrates how you would address each of the eight stages of change: Establishing a sense of urgency. Creating a coalition. Developing vision and strategy. Communicating the vision. Empowering broad-based action. Generating short-term wins. Consolidating gains and producing more change. Anchoring new approaches into the culture. Use at least four quality academic resources in this assignment.

 What are prominent gender roles for men and women in relationships, marriages, and families? Give at least 2 examples from your childhood or your current family situation.   While we know gender roles and norms exist how do they differ depending on culture? Give at least 2 examples from different cultures and compare them to dominant U.S. society’s construction of men’s and women’s roles. 

 How are women stigmatized if they can’t or choose not to have children? How do gender roles and norms contribute to this stigmatization? How can society better support these women? 

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