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July 2, 2025
July 2, 2025

 Wealth Management Analyst Project Part III- Final Submission

Due Date: 11:59 pm EST Thursday of Unit 8 Points: 100 Overview: Throughout the course, you will be working on a Wealth Management Analyst Project due Thursday of Unit 8. For this project, imagine you are a new hire at a wealth management firm and tasked with determining the location of a brick-and-mortar office within Connecticut. As the analyst, you must suggest what type of financial products the office should offer and suggest an office location. Please use the data set attached in the Unit to complete this assignment. Your analysis must include:

 Wealth Management Analyst

1. Determine where accredited investors are located.,

2. Analyze the structure of the investor household.,

3. Analyze the retirement income mix of the investor.,

4. Suggestion of an office location (zip code not county).,

5. Suggestion of wealth management offerings.,

Case Problem- Investment Banking:

• Play the role of Wealth Management Analyst and construct a regression model of Connecticut counties (through zip code) that are likely to have accredited investors.

Project Assumptions:

• Accredited investor sample statistics are the same as zip code (population) statistics for family structure and retirement income.

• All… INCOME and BENEFITS…” columns are individual income.

Wealth Management Analyst

 

© 2022 Post University, Waterbury, CT ALL RIGHTS RESERVED

Instructions: In Unit 8, you will submit your 7-page Wealth Management Analyst Project using the information you gathered in Units 4 and 6. Your 7-page paper should include the following components:

1. Determine where accredited investors are located.

2. Analyze the structure of the investor household.

3. Analyze the retirement income mix of the investor.

4. Suggestion of an office location (zip code not county).

5. Suggestion of wealth management offerings.

Requirements:

• At least 7 pages in length, 8 pages max, not including data spreadsheet.

• APA formatting and clear and professional writing.

• At least three professional references are required.

• Any data figures must be cited within the report.

• Submission must include the refined data spreadsheet that you are using for this analysis.

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

Evaluation Rubric for Unit 8 Assignment

CRITERIA Deficient Needs Improvement

Wealth Management Analyst

tail.

 

Suan 7

pages, more than 8 pages

N/A N/A At least 7 pages.

  • Instructions:
  • Requirements:
July 2, 2025
July 2, 2025

Recruiting Retention Risks

Describe the aspects of the recruiting process increase the likelihood that managers will leave once they have been hired. Identify the methods of recruiting Friendly Financial should use to recruit territory managers. Explain why. Identify the methods of recruiting Friendly Financial should use to recruit territory managers. Explain why. Friendly Financial Works is a fictional provider that sells accounting, payroll, and financial services to small businesses.

Recruiting Retention Risks

  1. Which recruiting‑process aspects increase the chance that newly hired managers will leave?,

  2. What recruiting methods should Friendly Financial use for territory managers?,

  3. Why are those methods appropriate for Friendly Financial?,

  4. What candidate attributes matter most for a territory‑manager role?,

  5. How can Friendly Financial improve retention after hire?

  6. Recruiting Retention Risks

Comprehensive Answer

1. Recruiting‑Process Aspects That Drive Early Turnover

  • Overselling the Role: If recruiters emphasize autonomy and high commissions but omit travel, administrative load, or start‑up prospecting, new managers feel misled and exit quickly.

  • Poor Realistic Job Preview (RJP): Without ride‑alongs, shadow days, or data on average first‑year earnings, hires may discover unpleasant surprises after onboarding.

  • Hasty Culture Fit Assessment: Rushing interviews or skipping behavioral questions about entrepreneurial drive and resilience risks hiring technically capable but culturally incompatible managers.

  • Weak Selection Metrics: Relying solely on résumé sales totals ignores softer competencies (relationship building with SMB owners, financial‑services ethics) that predict stickiness.

  • Inadequate Onboarding Plans: If expectations, mentoring, and goal milestones are unclear before day one, early frustration grows into resignation.


2 & 3. Recommended Recruiting Methods and Rationale

Recruiting Method Why It Fits Friendly Financial’s Territory‑Manager Need
Employee referrals with referral bonuses Current reps know the grind, location demands, and commission structure; they filter in peers likely to thrive and stay, reducing mis‑hires and cost‑per‑hire.
Industry‑specific job boards & professional associations (e.g., American Payroll Association) Targets candidates already versed in payroll/accounting solutions, shortening ramp‑up time and enhancing credibility with small‑business prospects.
LinkedIn Recruiter search with Boolean strings (“outsides sales” AND “SMB” AND “financial services”) Pinpoints passive candidates with portable books of business; personalized outreach plus metrics about top‑quartile earnings offers a compelling hook.
College alumni networks & sales‑training programs For emerging markets, recruits coachable newcomers eager for commission upside; pairing them with senior mentors supports long‑term bench strength.
Realistic job‑preview videos & ride‑along open houses Embeds transparency: candidates “see the day” of a territory manager before accepting, reducing early‑tenure attrition.

4. Critical Candidate Attributes

  1. Consultative Selling Skills – ability to uncover pain points in bookkeeping, payroll, cash‑flow forecasting.

  2. Financial‑literacy Credibility – comfort discussing P&L, compliance, tax deadlines with owners.

  3. Territory Planning Discipline – self‑management, pipeline tracking, and cold‑outreach persistence.

  4. Ethical Judgment – trust is vital in handling client financial data.

  5. Adaptability & Tech Savvy – proficiency with CRM, virtual demos, and evolving SaaS offerings.

Recruiting Retention Risks


5. Retention Boosters Post‑Hire

  • Structured 90‑Day Onboarding: Clear weekly activity targets, mentoring, and product‑knowledge certifications.

  • Performance Transparency: Dashboards showing progress toward commission tiers demystify pay potential.

  • Career Pathing: Map movement from Territory Manager → Regional Leader → Product Specialist to signal growth.

  • Recognition & Support: Quarterly club trips, lead‑sharing forums, and access to sales‑engineering help maintain motivation.

  • Feedback Loops: Stay interviews at 3 and 9 months surface friction points before they drive resignation.

By combining transparent recruiting tactics with targeted sourcing channels and robust post‑hire support, Friendly Financial can attract territory managers who not only accept offers but remain to build profitable client portfolios.

July 2, 2025
July 2, 2025

Mixed Methods Research Overview

Perusal Assignment (I attached the textbook and this is coming from chapter 10

1. Look in paragraph 1 under Mixed Methods Research in Perspective in the text, and explain the paragraph, that starts with “ mixed method research as a distinct methodology originating around the 1980’s ”) Write 75 words to explain this.

Mixed Methods Research Overview

2. Go to the third paragraph, under Mixed Methods Research in Perspective in the text and explain this paragraph in 75 words. It will start with ( an international community of mixed methods scholars).

3. Go to the next topic, entitled “ haracteristics of mixed methods research” and write about the paragraph that starts with ( understanding mixed methods growth and popularity helps frame)

4. Go to the next prompt ( Justification for using mixed method research) and write 100 words regarding the paragraph that starts with ( numerous reasons can justify)

5. Go to the next prompt entitled ( Definitions of Mixed Method Terms) and write 50 words just explaining what open and closed ended data.

Mixed Methods Research Overview

  1. Explain the paragraph beginning “mixed method research as a distinct methodology originating around the 1980s.”,

  2. Explain the paragraph beginning “an international community of mixed methods scholars.”,

  3. Explain the paragraph beginning “understanding mixed methods growth and popularity helps frame.”,

  4. Write 100 words on the paragraph beginning “numerous reasons can justify.”,

  5. Explain what open- and closed-ended data are (50 words).


Comprehensive General Answer:

  1. Paragraph Explanation (75 words):
    Mixed methods research emerged in the 1980s as a unique methodological approach combining qualitative and quantitative strategies. It was developed as a response to limitations of using a single method and has since evolved into a structured methodology with formal procedures and philosophical foundations. Rather than simply mixing techniques, it emphasizes intentional integration to provide a deeper, more comprehensive understanding of research problems. Over time, it has gained recognition as a rigorous approach suitable for addressing complex questions.

  2. Paragraph Explanation (75 words):
    An international community of scholars has contributed to the advancement of mixed methods research by establishing journals, conferences, and handbooks dedicated to the field. These efforts have fostered a global dialogue and have formalized the practice through theoretical, philosophical, and practical contributions. Through collaboration, this community has elevated mixed methods as a credible and legitimate research approach across disciplines, ensuring consistency and further development of frameworks, typologies, and standards for quality and application.

  3. Paragraph Explanation (75 words):
    Understanding why mixed methods research has become increasingly popular helps contextualize its relevance in modern research. Its growth is tied to the complexity of research problems, the need for a fuller understanding of phenomena, and the demand for practical outcomes that benefit real-world applications. Researchers have embraced the approach because it enables comprehensive insight by combining statistical trends with participants’ lived experiences, making it suitable for both theoretical and applied investigations across varied disciplines.

  4. Paragraph Explanation (100 words):
    Numerous reasons justify the use of mixed methods research in today’s studies. First, it provides a richer, more complete understanding of research problems by combining the strengths of qualitative insights and quantitative data. Second, it allows researchers to cross-validate findings, increasing the reliability and depth of conclusions. Third, it supports exploration and confirmation in a single study, offering flexibility in design and analysis. This approach is especially useful in

  5. Mixed Methods Research Overview
July 2, 2025
July 2, 2025

Peer Training Module Review

Name of person/ project that you are providing feedback for: _________

1. Briefly describe the training and evaluation  2. Comment generally on what you like about your colleagues training module and if you think their evaluation can capture efficacy in the training. (If not, what could strengthen their evaluation/evaluation process)? 3. Share at least 2 aspects of the training that you find most effective and tell us why.  4. If you have a critique/critiques, please share those and accompany your critique with suggestions for an iteration. 5. Finally, share 2 specific suggestions on how to make the best aspects of the training even better. 6. OPTIONAL: Any additional comments/thoughts/constructive suggestions, please share them

  1. Briefly describe the training and evaluation.,

  2. What do you like about your colleague’s training module and evaluation approach?,

  3. What are 2 effective aspects of the training and why?,

  4. What critique(s) do you have, and what are your suggestions?,

  5. What are 2 suggestions to improve the best aspects of the training?

Peer Training Module Review

I posted the lesson in another attachment under powerpoint.

____________________________________________________________________________________

Below is an example of what it should look like where other students have responded to the Eddie Almada De La Vega powerpoint:

Name of person/ project that you are providing feedback for:  Eddie Almada De La Vega

1. Briefly describe the training and evaluation

This training module,  “Data Fluency for Decision Makers,” is tailored for non-technical business users at Kueski who need to develop foundational SQL skills to support faster, data-driven decision-making. The course addresses a key organizational bottleneck: the overburdening of the Analytics Engineering team with ad hoc requests from teams that lack data fluency. Through three interactive activities—writing SQL queries to solve real business problems, peer review and query redesign, and dashboard creation—the training scaffolds learning in a hands-on, outcome-focused manner. Participants use actual company data within Databricks, enabling immediate application to real-world scenarios. Evaluation occurs via Google Forms and includes activity-based assessments and a final training evaluation form. These tools capture learning outcomes, comprehension, and learner feedback. The training aligns with Kueski’s strategic mission to become a data-first fintech company by empowering decision-makers with the autonomy to generate insights, enhance agility, and reduce dependency on centralized analytics support.

 

2. Comment generally on what you like about your colleague’s training module and if you think their evaluation can capture efficacy in the training

Eduardo’s training module is thoughtfully crafted and aligns well with organizational goals and participant learning objectives. I particularly appreciate the real-world relevance of the content—participants don’t just learn abstract SQL concepts but apply them immediately to business challenges like tracking GMV or fraud rejections. This practical, problem-based learning model ensures that participants see the immediate value of their skills. The evaluation approach—via activity-based Google Forms—helps measure comprehension and engagement during each phase. However, while the assessments capture skill acquisition, they may not fully capture long-term behavior change or decision-making impact. To strengthen the evaluation, I recommend introducing a pre- and post-training quiz to measure knowledge gains and confidence levels. In addition, integrating follow-up manager feedback or observational check-ins (e.g., 30 days later) could help assess the degree to which learners are applying skills on the job. These enhancements would help demonstrate both efficacy and return on training investment.

Peer Training Module Review

3. Share at least 2 aspects of the training that you find most effective and tell us why

Two elements of this training stand out as especially effective: (1) the use of real data from Kueski’s actual Databricks environment and (2) the peer review and redesign activity. By requiring learners to interact with real business data—rather than hypothetical examples—the training immediately boosts relevancy and confidence. Participants gain fluency in querying the exact tables and fields they’ll encounter on the job, which lowers barriers to adoption and accelerates practical usage. The peer review and redesign task is equally powerful, fostering a culture of collaboration and shared learning. This not only sharpens SQL logic through exposure to alternative solutions but also encourages critical thinking around readability, accuracy, and performance. Learners are encouraged to see query writing not just as a technical task, but as a strategic, iterative process. Both components foster applied learning and cross-functional understanding, crucial to building a truly data-driven decision-making culture across the organization.

 

4. If you have a critique/critiques, please share those and accompany your critique with suggestions for an iteration

One potential critique of the module is that while the technical exercises are excellent, the training assumes a baseline familiarity with tools like Databricks and SQL editors, which may not be true for all participants. For those completely new to querying or data environments, the pace and complexity could feel overwhelming. To make the learning more inclusive, I suggest adding a  short optional pre-module or self-paced onboarding video introducing Databricks basics, SQL syntax, and navigation tips. This would level the playing field and help ensure all learners start with a shared foundation. Additionally, while the activities focus well on  what to do, there could be greater emphasis on  why  certain SQL strategies are more efficient or insightful in a given context. Including a “trainer’s insights” section or a  post-activity debrief after each task would provide additional context and depth, reinforcing strategic thinking alongside technical execution.

Peer Training Module Review

5. Finally, share 2 specific suggestions on how to make the best aspects of the training even better

To enhance the best aspects of this training—particularly the hands-on data querying and peer collaboration—I suggest the following two improvements. First, include a curated library of example queries or “SQL patterns” participants can use as references post-training. These patterns could map to common business questions and promote knowledge retention while accelerating real-world application. Second, build a peer support structure post-training, such as an internal SQL Slack channel or weekly office hours where learners can share dashboards, ask questions, and receive mentorship. This would extend learning beyond the classroom, strengthen cross-functional data fluency, and build a supportive culture of continuous improvement. These suggestions would help in creating the training even better with lasting skill development and organizational impact.

2nd example

Name of person/ project that you are providing feedback for: Lavonzell Nicholson

1. Briefly describe the training and evaluation

Lavonzell’s session kicks off a three-part series designed to help staff feel more confident using AI, especially when it comes to writing better prompts. Module 1 lays the foundation by introducing a simple but powerful structure for building prompts: six key elements (Task, Context, Role, Instructions, Expectations, and Example).  The training is super practical. It’s not just theory, rather participants actually get to break down weak prompts, improve them, and apply what they’ve learned to their own work. There’s no formal test, but the learning is evaluated through hands-on practice and real-time feedback, which aligns really well with how adults learn best.

2. Comment generally on what you like about your colleagues training module and if you think their evaluation can capture efficacy in the training. (If not, what could strengthen their evaluation/evaluation process)?

What I really liked was how clearly the training connects to both a real need (low confidence with AI) and a bigger goal (producing faster, sharper research). The structure is clean, the examples are relevant, and the activities are useful right away.  Using prompt analysis and rewriting as a way to evaluate learning is a smart move, and it’s low-pressure but still shows whether people are getting it. A quick self-check or peer review could help reinforce the learning, even a few reflection prompts like “Can I spot all six components in a prompt?” would go a long way in helping people track their growth.

3. Share at least 2 aspects of the training that you find most effective and tell us why.

1. The six-block framework: It breaks down something that can feel abstract (writing good AI prompts) into clear, repeatable steps. It’s easy to remember and immediately useful and its exactly what adult learners need.

2. Ties to the bigger picture: The training doesn’t feel random or inconsistent. It’s clearly part of a larger effort to help CRPE work smarter and faster. That’s the kind of alignment that helps people see the value and stay engaged. It’s not just “learn this tool,” it’s “here’s how this helps us do better work.”

4. If you have a critique/critiques, please share those and accompany your critique with suggestions for an iteration.

The training could benefit from a bit more interaction. The exercises are a great addition, but adding some peer discussion or group critique (even virtually) would expand the learning. Tools like shared docs, polls, or breakout rooms could make it more dynamic.  Also, it might help to show the full roadmap of the three-part series early on. A simple “You are here” slide with a quick overview of what’s coming next would help learners see how this module fits into the bigger journey. And a downloadable cheat sheet or job aid would be a great resource for folks to reference later.

5. Finally, share 2 specific suggestions on how to make the best aspects of the training even better.

1. Make prompt comparisons into a mini-game: Turn the strong vs. weak prompt examples into a quick, interactive game. Show a few anonymous prompts and have people vote on which ones check all six blocks. It’s fun, low-stakes, and reinforces the framework.

2. Create a “Prompt Planner” worksheet: Give learners a simple template where they can fill in each of the six blocks before writing a prompt. It’s a great way to build muscle memory and helps them apply the framework consistently, especially as they move into the more advanced modules.

· Reply to post from Robert Puckett IiReply

July 2, 2025
July 2, 2025

Research Design and Survey

The discussion assignment for this week includes a review of your fellow classmates’ research questions for their topic, survey questions, and hypothesis or statement of the problem for the research question. Review at least 1 student and provide feedback on what was done well and possible areas of improvement.

 Research Design and Survey

Last week you presented your research topic and shared ethical considerations for your selected topic. In developing your plan for the Unit 4 Individual Project, there are additional considerations such as the survey questions that will gather the information needed to complete your research study. There are two types of research questions- qualitative and quantitative.

Qualitative research questions are about human perceptions, descriptions, stories, or lived experiences. For example, do ABC IT employees assigned as full-time prefer to work remotely or to work in the office?

Research Design and Survey

Quantitative research questions are numbers-based. For example, how does the amount of news intake correlate to anxiety levels?

Create Your Survey

Building on your research topic identified in the Unit 2 discussion board complete the following: 400-600 words

  • Identify your research method (i.e., qualitative or quantitative), and write 1 research question regarding that topic in preparation for the assignment in Unit 4.
  • Based on your chosen research method, write your hypothesis or statement of the problem for your research question.
  • Based on your chosen research method, create 3–5 survey or interview questions that could help answer your research question.

Research Design and Survey

  1. What is your selected research method: qualitative or quantitative?,

  2. What is one research question based on your chosen topic?,

  3. What is your hypothesis or problem statement for that research question?,

  4. What 3–5 survey or interview questions can support this research?,

  5. How does your survey support your Unit 4 project preparation?


✅ Comprehensive General Response:

Research Method:
Quantitative

Research Topic:
The impact of social media usage on high school students’ academic performance.


Research Question:
How does daily time spent on social media affect academic performance among high school students?


Hypothesis:
Increased daily social media usage negatively correlates with academic performance among high school students.


Survey Questions:

July 2, 2025
July 2, 2025

Research Paper Assignment

Overview: Complete an individual research paper over three separate assignments.

Instructions: Using your research and outline, you will complete a 5-6 page research paper complying with the formatting and content instructions below.

Formatting:

· 5-6 pages, not including title and reference pages

Research Paper Assignment

· Times New Roman, 12-point font, double-spaced

· Left justified only with 1 1/2 inch margins on the left side

· 1 inch margins at the top, right, and bottom

· Current APA format

· Numbered pages

Research Paper Assignment

· At least 5 scholarly sources that are less than 10 years old

· Show block quotations for more than 40 words:

· Single-spaced with double-space separating quotes

· Indented 5 spaces from the left-hand margin

· No quotation marks

· Reference page in current APA format including active URL links (not included in page total)

· Double-space between references and single space within the reference

Content:

· A title page that includes:

· Course number and name

· Case name

· Your name

· Date submitted

· Respectfully submitted to: (Instructor’s Name)

· Introduction

· Incorporate relevant concepts from the textbook, supported by text page numbers

· Description of the major issues related to the topic

· Managerial/leadership implications/responsibilities

· Strategic organizational implications/responsibilities

· Impact on employees, resources, and/or stakeholders

Research Paper Assignment

· Legal concerns for employers (if any)

· Specify applicable laws

· Biblical integration

· Integrate Scripture throughout the document to support analysis, synthesis, and evaluation

· Conclusion

  1. What is the required format and structure of the final research paper?,

  2. What major content sections should the paper include?,

  3. What are the specific APA and citation requirements?,

  4. What are the leadership strategic and legal responsibilities discussed?,

  5. How should Scripture and biblical integration be incorporated?


General Guidance for Completing Your Research Paper

Below is a comprehensive outline and guide to help you develop your 5–6 page research paper according to the assignment’s requirements.


📄 Title Page (APA Format)

  • Course Number and Name

  • Case Name or Paper Topic Title

  • Your Full Name

  • Date Submitted

  • Respectfully submitted to: [Instructor’s Full Name]


🔍 Introduction

  • Introduce the research topic and its relevance in business or organizational context.

  • Present a thesis statement that outlines your paper’s central argument.

  • Briefly preview key points to be discussed.

  • Example: “This paper explores [topic] through a strategic management lens, analyzing its impact on leadership, stakeholders, and legal frameworks.”


📚 Integration of Textbook Concepts

  • Include relevant theories or models from your course textbook.

  • Mention page numbers explicitly (e.g., “According to Jones & George (2021, p. 87)…”).

  • Apply these concepts to real-life or hypothetical business scenarios.

  • Explain how textbook content supports or contrasts with your findings.


🧩 Major Issues Related to the Topic

  • Clearly define and describe 2–3 critical issues.

  • Provide background and context (e.g., organizational size, sector, global trends).

  • Support with evidence from at least 5 scholarly sources published within the last 10 years.

July 2, 2025

Physician Recruitment Strategy – Windsor-Essex

Read the following case study. Project 415 Student workbook-2.pdf This case outlines physician attraction issues faced by Windsor, a mid-size Canadian city located in southwestern Ontario. The city is experiencing a severe physician shortage. To address this shortage, city leaders must create a compelling vision of the benefits that incoming doctors might anticipate when setting up their practices in their area. To that end, the City of Windsor has created the Health Services Recruitment Office staffed by an HR director with previous experience in other industries. The director is responsible for locating and attracting candidates but not for screening or selection. Her immediate challenge is to find a general practitioner for a local hospital, but her long-term goal is to address the substantial physician shortage throughout the region in hospitals, clinics and family practices.

Physician Recruitment Strategy – Windsor-Essex
Create a PowerPoint presentation to present to the HR director. Your presentation must cover the following information:
Describe the problems facing the director of Health Services Recruitment related to the recruitment of medical doctors in Windsor-Essex.,
What types of labor market factors influence the director’s recruitment strategy?,
What strategic actions can the director take in the long term to increase the successful recruitment of doctors?,
Develop an advertisement that can be used to recruit doctors.,
Evaluate the CV’s provided in the case.
Develop questions that should be a part of the director’s interview protocol. And explain why you feel these are these questions will be useful.
Describe what actions the director should take to attract the three candidates profiled?
Develop a sample itinerary (a plan for what the candidate’s visit should include in terms of site visits, regional area, etc.) for each candidate.
Research and reference external sources such as the internet and business magazines in addition to the course textbook. Using publicly available information, the case is meant to develop recommendations to the director of Health Services Recruitment. Current statistics about the doctor shortage from public sources referenced in the text are included. You are encouraged to research these resources on the Internet to better understand the case. Additional resources include physician recruitment web sites for other communities facing a doctor shortage as well as articles on labor shortages being experienced in the U.S. and Canadian health care systems. The curriculum vitae for the three candidates are fictional. Any similarity to an actual person is unintentional.
I have attached the case study document for you to review and begin working on your presentation
Physician Recruitment Strategy – Windsor-Essex
Project 415 Student workbook-1.pdf
As part of this online class, you have the option to deliver their presentation as a live webmeeting or a pre-recorded presentation. You must share your screen, including presentation slides, and the video feed of yourself presenting. You must be visibly dressed in business formal attire during the presentation or recording.
For presentation delivery as a live webmeeting, email me proposing 3 possible dates and times that work for you. Live webmeetings must take place during office hours November 13 or 14. I will select the proposed date/time that best aligns with my availability for the live webmeeting to occur, and I will send a Google calendar invitation to you. When proposing the dates/times, also indicate which videoconferencing tool you plan to use. Be sure to test it out first. You must share screen, video, and audio during your delivery. Let me know if you will use a separate dial-in number for audio. You will be asked questions during your live presentation.
For pre-recorded presentations, be sure to upload your presentation package, including video and audio as one .mpeg, .mp4, or .pps (PowerPoint Show) file. Since there will be no live questions with prerecorded presentations, you must demonstrate extensive depth of research.
You will be graded on your presentation’s content, depth of research, your delivery of the presentation, and your use of technology (audio, video, hyperlinks, multimedia, and appropriate use of slide transitions, animation, and images). Be sure to cite your sources. You must wear business attire (not business casual). Your presentation file and speaker notes must be submitted via Canvas by the date of your presentation. Your presentation should be at least 5 to 7 minutes in duration. Be sure to cite your sources, even if you only use the textbook.
Physician Recruitment Strategy – Windsor-Essex
July 2, 2025
July 2, 2025

Paid Time Off Policies

Watch the following advertisement from HMP Finance:

Why Generous Paid Time Off Policies Pay For Employers

(HMP Finance, 2017)

As we see from the video, HMP Finance recommends employers to have generous paid-time-off policies.

· If you were in charge of a business, what paid-time-off benefits would you implement to help retain and attract great employees? Why?

Paid Time Off Policies

· What would be the strengths and drawbacks of offering the paid-time-off benefits that you recommend?

Support your responses with information from at least two reputable sources (library and/or Web-based), and provide the full citation at the end. Use APA format for your references. Share your own personal experiences, if applicable.

Subsequent Posts—Module 3

After some of your classmates have posted, read through their contributions and enter individual responses to  at least two classmates’ posts.

Paid Time Off Policies

  1. What paid-time-off (PTO) benefits would you implement to retain and attract talent?,

  2. Why would you choose those benefits?,

  3. What are the strengths of your recommended PTO policies?,

  4. What are the drawbacks of your recommended PTO policies?,

  5. Can you support your response with two reputable sources?


General Discussion Response:

If I were leading a business, I would implement a comprehensive and flexible paid-time-off (PTO) policy that includes:

  • Unlimited PTO (with manager approval)

  • Mandatory minimum vacation use

  • Paid parental leave (up to 16 weeks)

  • Mental health days

  • Volunteer time off (VTO)


Why These Benefits?

These policies are designed to support employees holistically—promoting work-life balance, family needs, mental well-being, and community involvement. In a competitive labor market, generous and flexible PTO demonstrates that a company values its people, not just productivity.


Strengths of These PTO Policies

  1. Increased Retention and Attraction
    A Glassdoor study (2022) found that generous PTO is among the top five non-financial benefits influencing job choice.

  2. Improved Employee Well-Being and Productivity
    The Harvard Business Review (2020) highlights that regular time off decreases burnout and improves creativity.

  3. Stronger Organizational Culture
    Offering VTO and mental health days signals a values-driven and compassionate culture.

  4. Competitive Differentiator
    These benefits help smaller firms stand out against competitors with higher salaries but fewer perks.


Drawbacks of These PTO Policies

  1. Potential for Abuse
    Unlimited PTO can backfire if not managed well. Employees may either overuse it—or feel unsure about taking time off and underuse it.

  2. Operational Disruption
    Without proper planning, extended leaves or frequent absences could impact team productivity and deadlines.

  3. Financial Costs
    Paid parental leave and VTO represent financial investments, especially in smaller firms.


Conclusion

While there are operational and financial considerations to account for, the overall ROI of generous PTO policies includes increased morale, reduced turnover, and a stronger employer brand. Careful planning, clear guidelines, and leadership support are key to making these policies effective and sustainable.


References

Harvard Business Review. (2020). Research: Taking vacation is good for your health. https://hbr.org/2020/12/research-taking-vacation-is-good-for-your-health

Glassdoor. (2022). 50 HR and recruiting stats for 2022. https://www.glassdoor.com/employers/blog/hr-stats/

Let me know if you’d like help drafting replies to classmate

Paid Time Off Policies

July 2, 2025
July 2, 2025

Employee Benefits: Continued

Assignment Overview

Today’s HR professionals are expected to measure the success or failure of HR practices based on the achievement of organizational outcomes. Brand identity, bottom-line profitability, employee job satisfaction, and increased management focus are all outcomes that can be achieved in part through an organization’s total rewards program.

This case examines a fictitious M. K. Makey organization and how it aligns its total rewards programs with its organizational goals and values.

Employee Benefits

Read the  The Makey Case .

Case Assignment

You have been asked to write an  opinion piece for a local newspaper in which you address the following:

1. Analyze the practice of companies offering their own products to enhance the total compensation of its employees.

2. Is this a common practice in U.S. organizations? Give real-life examples (employers by name). In your educated opinion, do you think this is a good idea? Why or why not? 

3. Make recommendations regarding an expansion of the benefits programs offered at Makey’s. Justify your recommendations with outside sources.

Use at least  3 library sources &/or module sources to help strengthen and validate your discussion. Also, utilize actual employer examples (stating employers by name) from your readings/research.

Submit your paper by the module due date. Paper length:  3-4 pages (not counting the cover and reference pages).

  1. Analyze the practice of companies offering their own products to enhance total compensation.,

  2. Is this common in U.S. organizations? Provide real-life examples.,

  3. Do you think this is a good idea? Why or why not?,

  4. What benefits program expansions would you recommend for Makey’s?,

  5. How can you justify your recommendations with external sources?

Assignment Expectations

Employee Benefits

Your paper will be evaluated using the criteria as stated in the Case rubric. The following is a review of the rubric criteria:

· Assignment-Driven: Does the paper fully address all aspects of the assignment? Is the assignment addressed accurately and precisely using sound logic? Does the paper meet minimum length requirements?

· Critical Thinking: Does the paper demonstrate graduate-level analysis, in which information derived from multiple sources, expert opinions, and assumptions has been critically evaluated and synthesized in the formulation of a logical set of conclusions? Does the paper address the topic with sufficient depth of discussion and analysis?

· Business Writing: Is the essay logical, well organized, and well written? Are the grammar, spelling, and vocabulary appropriate for graduate-level work? Are section headings included? Are paraphrasing and synthesis of concepts the primary means of responding, or is justification/support instead conveyed through excessive use of direct quotations?

· Effective Use of Information: Does the submission demonstrate that the student has read, understood, and can apply the background materials for the module? If required, has the student demonstrated effective research, as evidenced by student’s use of relevant and quality (library?) sources? Do additional sources used provide strong support for conclusions drawn, and do they help in shaping the overall paper?

· Citing Sources: Does the student demonstrate understanding of APA Style of referencing by inclusion of proper citations (for paraphrased text and direct quotations) as appropriate? Have all sources (e.g., references used from the Background page, the assignment readings, and outside research) been included, and are these properly cited? Have all sources cited in the paper been included on the References page?

· Timeliness: Has the assignment been submitted to TLC (Trident’s learning management system) on or before the module’s due date?

Employee Benefits

July 2, 2025
July 2, 2025

Evaluating Change Interventions

The last part of a change process typically includes the analysis and monitoring of any interventions that were implemented. This process entails data collection and measuring outcomes. The analysis would also require assessing the actual effectiveness of the interventions.

Once the initial effectiveness of interventions is determined, it is important to continue with routine or regular follow-up evaluations These evaluations would enable organizations to do the following:

  • Identify any other areas requiring improvement
  • Track progress
  • Make any necessary adjustments to the interventions

Evaluating Change Interventions

Answer the following questions:

  1. What are some examples of ways to analyze the effectiveness of organizational development (OD) interventions?,
  2. Why is key stakeholder involvement and feedback important to evaluate success of OD interventions?,
  3. What monitoring strategy would you recommend to ensure that OD interventions are maintained?,
  4. Reflect on a successful change that you were a part of., What advice would you give to help others manage change?

Your final submission should consist of a 5–7-page Word document (including cover page and resource page).

Evaluating Change Interventions

Please use this template to complete your work.

  1. What are some examples of ways to analyze the effectiveness of organizational development (OD) interventions?

  2. Why is key stakeholder involvement and feedback important to evaluate success of OD interventions?

  3. What monitoring strategy would you recommend to ensure that OD interventions are maintained?

  4. Reflect on a successful change that you were a part of.

  5. What advice would you give to help others manage change?


General Assignment Response:

Introduction

The final phase of a change management process is critical for ensuring long-term success. It involves analyzing the results of implemented interventions, monitoring their impact, and making necessary adjustments. The purpose of this section is to determine whether the intended goals were achieved and to develop a sustainable plan for continued growth and improvement.


1. Examples of Ways to Analyze the Effectiveness of OD Interventions

Analyzing OD interventions involves both qualitative and quantitative methods. Common approaches include:

  • Employee Surveys and Feedback: Collecting perceptions and satisfaction levels of employees to gauge changes in culture, morale, or performance.

  • Performance Metrics: Comparing pre- and post-intervention metrics such as productivity, turnover rates, or customer satisfaction.

  • Focus Groups or Interviews: Engaging small groups or individuals to provide deeper insight into how changes have impacted day-to-day operations.

  • Benchmarking: Measuring against industry standards or competitors to determine relative success.

  • Balanced Scorecards: Using a comprehensive tool that considers financial, customer, internal processes, and learning/growth perspectives.


2. Importance of Key Stakeholder Involvement and Feedback

Stakeholder involvement ensures that interventions are not only accepted but also adapted effectively across different levels of the organization. Their feedback is crucial because:

  • Buy-in and Support: Stakeholders are more likely to support initiatives they were involved in developing or refining.

  • Ground-Level Insight: Employees and managers can offer real-time insight into what’s working or failing.

  • Early Problem Identification: Stakeholders help identify gaps and challenges that may not be visible in high-level data.

  • Improved Communication: Regular feedback loops create transparency and a culture of continuous improvement.


3. Recommended Monitoring Strategy

A multi-layered monitoring strategy is ideal to ensure sustainability of OD interventions. Recommended components include:

  • Regular Progress Reviews: Monthly or quarterly check-ins to evaluate short-term and long-term goals.

  • KPI Dashboards: Real-time access to performance indicators to track changes effectively.

  • Responsibility Assignment: Assigning specific monitoring roles to department heads or change champions.

  • Continuous Feedback Mechanisms: Anonymous surveys or suggestion boxes to gather ongoing input.

  • Change Logs: Documentation of changes, outcomes, and follow-ups to build

  • Evaluating Change Interventions