Posted on

building an appropriate HRIS—HRIS and Compliance with Government Laws and Outlines 

 HRIS and Compliance with Government Laws and Outlines 
For the first half of the quarter, we have been discussing how to build an appropriate HRIS. You can view these as the building blocks for a sustainable HRIS. In this week, we will now focus on HRIS and its responsibility to compliance with government laws and outlines. In the event of an audit from the Equal Employment Opportunity Commission (EEOC), accurate records must be accessible and accurate. If not, the organization can face critical consequences from various governmental entities.
• Read the article “Updating HRIS to Meet New Company, Governmental and Technological Requirements”, located at http://www.comparehris.com/Updating-HRIS-to-Meet-New-Company,-Governmental-and-Technological-Requirements-/. Next, from the readings in your textbook and the article, state the purpose for government mandates. Give three (3) examples of penalties that organizations induce when they fail to comply with government mandates such as OSHA or EEO. What strategies can organizations put in place to prevent penalties from occurring in the first place?

Posted on

maximizing effectiveness

Write five to six (5-6) page paper in which you:
(Note: Refer to Review Question 8 located at the end of Chapter 5 for criteria 1-3.)
1. Determine the following before deciding a prescription: (a) maximize effectiveness at the least cost; (b) maximize effectiveness at a fixed cost of $10,000; (c) achieve a fixed-effectiveness level of 6,000 units of service at a fixed cost of $20,000; (d) maximize net benefits, assuming that each unit of service has a market price of $10; (e) maximize the ration of benefits to costs, assuming that each unit of service has a market price of $10. 
2. Determine which of the two main programs (Program I and Program II) should be selected under each of these criteria. Justify your position.
3. Describe the conditions under which each criterion may be an adequate measure of the achievement of objectives.
(Note: Refer to the Demonstration Exercise at the end of Chapter 5 for criteria 4-9.)
4. Determine the assumptions that govern estimates of the value of time lost driving, indicating which assumptions (if any) are more tenable than others. Justify your position.
5. Determine the best way to estimate the value of time. Justify your position.
6. Determine the best way to estimate the cost of a gallon of gasoline. Justify your position.
7. Determine the more reliable method to estimate driving speeds and miles per gallon by using (a) official statistics on highway traffic from the Environmental Protection Agency or by using (b) engineering studies of the efficiency of gasoline engines by the Department of Energy. Discuss any consequences of using one source rather than another. Justify your position.
8. Estimate the value of a life saved. Justify your position.
9. Determine which policy is preferable, (a) the 55-mph speed limit or (b) the 65-mph limit. Justify your position.
10. Include at least two (2) peer-reviewed references (no more than five [5] years old) from material outside the textbook to support your views. Note: Appropriate peer-reviewed references include scholarly articles and governmental Websites. Do not use open source Websites such as Wikipedia, Sparknotes.com, Ask.com, and similar Websites are not acceptable resources.
Your assignment must follow these formatting requirements:
• Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
• Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
The specific course learning outcomes associated with this assignment are:
• Recommend policy alternatives to deal with a specific problem.
• Examine the nature, characteristics, models, and / or methods pertinent to the structuring of policy problems.
• Compare and contrast approaches and / or techniques for prescribing preferred policies.
• Use technology and information resources to research issues in policy analysis and program evaluation.
•Write clearly and concisely about policy analysis and program evaluation using proper writing mechanics.
 

Posted on

Examinining Comparative Group Companies 

Step 1: Examine Comparator Group Companies 
Refer to the SEC Form DEF14A Annual Proxy Statement obtained during Unit 1, identifying the company’s comparator group.

  • Visit each of the companies’ Investor Relations Web sites. Download  and review copies of their most recent SEC Form DEF14A, Proxy Statement,  focusing on Compensation Philosophy, Executive Compensation, the Report  of the Compensation Committee, and compensation plans up for vote or  ratification by shareholders, if any.

Step 2: Library Research and Review of Comparator Group Companies
Using the Library databases below, review business research reports on the comparator companies.

  • http://careered.libguides.com/university_AIUOnline/companyresearch Business Source Complete (EBSCO): Business  Source Complete offers full text coverage in all disciplines of  business, including marketing, management, accounting, finance and  economics. Additional full text, non-journal content includes market  research reports, industry reports, country reports, company profiles  and SWOT analyses.

Media and Public Relations Databases

  • Using the Library databases below, search for stories and articles  on the company relating to strategic human resources topics (e.g.,  employee or labor relations, human capital management, compensation and  benefits, diversity, affirmative action, outsourcing, downsizing,  employment law matters, etc.) published in the last 12 months.
  • Newsstand (Proquest): Proquest Newsstand offers access to full text of over 1,300 newspapers. The collection includes national newspapers including.
  • Regional Business News (EBSCO): Regional Business News provides full text for more than 80 regional U.S. and Canadian business publications.

Step 3: Assessment of the Comparator Group Human Resources Posture
Based on analysis of information obtained in Steps 1–3, prepare a  professionally written report assessing the overall comparator group’s  human resources posture, suitable for presentation to the senior  executives of the company. Your report should present your assessment of  the human resources areas listed below. Based on analysis of information obtained in Steps 1–3, prepare a  professionally written report assessing the overall comparator group’s  human resources posture, suitable for presentation to the senior  executives of the company. Your report should present your assessment of  the human resources areas listed below. The body of the report should  be 8–10 pages excluding title, references page(s), and any appendices.

  • Benefits and Compensation
  • Business Leadership and Strategy
  • Diversity
  • Employee Relations
  • Ethics and Corporate Social Responsibility
  • Organizational and Employee Development
  • Talent Management
  • Technology
  • Best Practices in Human Resource Management
Posted on

regional disaster preparedness-Human Resource Management

 
1. I really enjoyed your post this week and found it very informative. Of the three approaches to regional preparedness, do you think one is better than the others, or do you think that they should be combined in order to be more efficient? I think that either document analysis or preparatory behavior are strong by themselves, and provide decent preparations in the event of a crisis, but if they were paired with the self-evaluation of emergency management professionals, it could really drive the effectiveness of responding to a regional disaster. Each area is different and has a variety of disasters, so I think that implementing more than one approach is beneficial. Is this feasible or would it be too time consuming?
2.  Thank you for sharing with us this week in the forum on regional disaster preparedness. You made some interesting observations about the difficulties faced in this area. I agree that most of the current efforts on disaster preparedness are geared toward local coordination and do not necessarily make it easy to coordinate regionally. This can be concerning when faced with regional disasters that rely on multiple agencies across jurisdictional boundaries to control. In terms of planning for these disasters, what are some things you believe a manager can do to ensure the least amount of coordination resistance when the real thing occurs? What steps might they be able to take, at any level, to foster a more cooperative trans-regional relationship and ability to communicate? Great post!
 

Posted on

EHR Coding and Reimbursement

NO PLAGARISM!!!!!!
EHR Coding and Reimbursement
A 16 year old female who has asthma has an Emergency Department visit for angina, shortness of breath, and wheezing. The doctor performs a  chest x-ray, breathing treatments, and a Nuclear Medicine Stress Test utilizing a treadmill while monitoring the patient’s heart palpitations. While the patient is in the ED, the doctor evaluates her asthma and changes her prescription medication.
Review the chapter and consider the following questions:
   1. How would you select the ICD-9 and CPT codes for the procedural claim (encounter) for the ED visit?
2. What diagnosis and procedure codes will result in full reimbursement for the procedures rendered?
3. How will the claim demonstrate the medical necessity for the exams?
After reading the required chapter on EHR Coding and Reimbursement complete and submit the following in an APA format:
* Begin your case study with an introduction explaining the purpose of the case study.
* In no more than three paragraphs explain and answer the questions above. Be descriptive on the steps necessary to perform the above scenario. Defend your response and use terminology related to the scenario.
* Describe billing upcoding and downcoding. Describe the penalties related to performing these tasks. Is there a chance for the scenario listed above to be upcoded or downcoded? Explain your response.
* Important reminder, do not forget to include reference page, including all sources cited in your essay.
Follow directions please!!!

Posted on

Evaluating Training and Measuring Return on Investment for Training

“Evaluating Training and Measuring Return on Investment for Training” Please respond to the following:

Posted on

Budgeting Time and Valuing Risk Management

HR DISCUSSION

WEEK 5 Due 2/4/18 10:00pm est
Planning Your Project
· A potential client wants you to be the project manager for a project that involves moving to a new computerized human resource management system that supports the firm’s staffing, compensation, employee relation, and benefit functions. The client is very vague about what needs to be done for all that they know is that they do not like the current system. Identify the types of questions that you could ask the client to gain a better understanding of the scope of the project. Other than having the client answer your questions, what other activities could you engage in to gain a better understanding?
WEEK 6 due 2/7/18
· Discussion: Project Resources
· You have been asked to replace the project manager who was heading up your firm’s new compensation and benefits system. One of the reasons the project manager is being replaced is because the project schedule had the wrong resources assigned (e.g., resources who do not fully understand compensation and benefits). You have been asked to solve this problem quickly by either replacing the resources or getting the resources up-to-speed on compensation and benefits. Present your recommendation for solving this critical resource problem by reviewing the pros and cons of each option.
WEEK 7 due 2/7/18
· Discussion: Budgeting Time and Valuing Risk Management
·
. You have been assigned to analyze the project plan of a payroll system that is behind schedule and over budget. The project was supposed to be completed in one (1) year, but now, it is running about three (3) months behind schedule and 25% over budget. It is expected that the project may continue to fall further behind schedule and over budget. Your superior wants to know if the project can be saved. Recommend a series of actions to save the project and identify the risks in taking such an approach.
Posted on

General Mills Company

Respond to the four writing prompts below. Your responses must include information from academic and scholarly research, including at least two resources from the CSU Online Library and at least two other online sources.

  1. Create a case study summary of the company you have chosen, including a general overview of the company, its external environment, and a list of its current strategies and objectives. 
  2. If the company continues with its present strategies and objectives, where will it be in five years?
  3. If you were the CEO of the company, what strategies would you recommend, and why?
  4. Describe the competitive strategies used by the company’s main competitors. Which of these strategies are the most
    effective? How can your company combat these strategies? Support your answers.

If you paraphrase, quote, or use ideas from any source, you should cite your sources using APA guidelines. Your case study should be at least three pages in length, excluding a cover page and references page. Please contact your instructor if you have any questions, or contact the CSU Success Center should you need more support.
The Company is General Mills.

Posted on

economic culture-Managing Human Resources

Please answer the following questions in a well-integrated essay:

  1. Why do you think U.S. full-service airlines are largely undifferentiated, low-quality providers? What are the reasons that none of the full-service airlines positioned itself and delivers as a high service quality provider? 
  2. How might people feel if they are working in a culture that focuses so intensely on customers, but cuts costs to the bone internally?
  3. View: http://youtu.be/fNEJrd6GkSY (Across the World with the Singapore Girl) and http://youtu.be/P5sGKR6NJBw (Singapore Airlines SQ Girl), and discuss your perceptions of these videos from an HRM standpoint.

Bring in at least 2 library sources to help strengthen your discussion.
Your paper should be at least 2-3 pages, (not including the cover sheet and reference list). Deal with these issues in an integrated fashion, not as a series of individual questions.
Wirtz, J., & Heracleous, L. (2012). Singapore Airlines: Managing human resources for cost-effective service excellence. Retrieved from http://docplayer.net/2716897-Singapore-airlines-managing-human-resources-for-cost-effective-service-excellence.html

Posted on

Health Services-Discussion

HSA530 Week 6 Lecture 2: Health Services Human Resource Management – Documentation

Slide # Topics Narration
Slide 1 Intro Welcome to Health Services Human Resource Management.
In this lesson, we will discuss documentation.
Next slide.
Slide 2 Topics The following topics will be discussed in this lesson.
Paper remains important;
Legal implications of employment documentation;
Human resources and personnel files;
The department manager’s responsibilities;
Department manager’s employee files; and
Do the paperwork.
Next slide.
Slide 3 Paper Remains Important We will begin this lesson with discussing paper remains important.
Many documents are intended for simple record-keeping. Indexes and other records ensure that particular documents are available for reference of other ordinary business purposes if needed. However, in recent decades, an increasing amount of documentation has been created and maintained largely as protection against legal challenges. Documentation can be troublesome for a department manager in two ways. The first is when it is not available and appears never to have existed. The other is when documents do exist but are weak, inaccurate, or incomplete.
Next slide.
Slide 4 Legal Implications of Employment Documentation Employment documentation is always important when responding to charges of discrimination. If requested documentation cannot be produced, the worst is often assumed. Some records are retained on the basis of common sense. There may be legitimate needs to retrieve the information they contain at some time in the future. Other records are retained because of external or legal requirements. All federal laws that address aspects of employment include requirements for record retention. In most organizations, retaining records is a continuing responsibility of HR.
The threshold for retaining most employment documentation is six years. This is the statutory limit for filing most employment related charges arising from violations of the Civil Rights Act. Many organizations simply assume that all personnel files must be permanently retained. Employees come and go, in the process generating files that become inactive. Employees that remain for many years often generate thick files over the course of their employment. The net result is that HR has a considerable records retention challenge.
Next Slide.
Slide 5 Human Resources and Personnel Files A department manager may expect to hear from HR when documentation is not forthcoming. Performance appraisals and disciplinary actions are most likely to require additional input or actions. Depending on organizational policy, licensure information may be an HR responsibility. Department managers may have the responsibility to ensure that care- givers renew their licenses in a timely fashion and submit copies for their personnel files. Organizations occasionally maintain a separate central license repository. Regarding disciplinary actions, organizational personnel policies may include guidelines governing disciplinary actions. Written warnings in employee files are often considered to expire after a period of time if subsequent related infractions do not occur. To comply with such a policy, HR must monitor written warnings and invalidate them as needed. Human resources staff may not purposively review all personnel files to remove expired warnings. However, when expired warnings are encountered, they should be removed and placed in a separate file. The objective of a warning is to correct behavior.
Next Slide.
Slide 6 The Department Manager’s Responsibility Every organization should have an employee handbook, and all department managers and supervisors should be familiar with its contents. Two reasons support this suggestion. The first is for personal knowledge and use, because managers are employees as well as supervisors. The second is to answer employee questions. Managers must be able to handle general questions about the handbook’s contents and must know how and where to secure clarification of any of the book’s contents.
An organization’s personnel policy and procedure manual is ordinarily issued by HR. Most policies are prepared by HR directly or by using input from other organizational units and distributed by HR. In most organizations, every department has a copy of the manual. Larger departments may have multiple copies.
Sometimes department managers directly receive requests for information about particular employees, requests from outsiders who have—usually deliberately—bypassed human resources or other channels such as administration. Requests for employee information from outside of the organization should not be honored.
Next Slide.
Slide 7 Department Manager’s Employee Files Regardless of the amount of information contained, supervisors should always maintain a separate file folder for each employee. This avoids any charge of favoritism or discrimination by denying any employees the opportunity to claim that files were kept selectively or that some employees were watched while others were allowed to go their own way. A few items can be retained for every employee.
First-line managers are busy people, and they often tend to skimp on informal documentation. Negative comments seem to get written up more often than positive comments; these are supposedly “important” in that they may lead eventually to larger problems or necessary counseling or disciplinary action. Positive comments often do not get entered for employees who do something commendable. However, positives can be just as important as negatives—even more important to the employees themselves—to capture in a manager’s anecdotal note file.
Next Slide.
Slide 8 Do the Paperwork Many problems occur after the fact because of documentation that is missing or incomplete. Instances of incomplete documentation are common in every organization. These include forms that are not completely filled out, papers that are not signed, and information that is illegible or incomplete. An ongoing and recurring problem is documents that lack dates. Enter a date on any paper before adding any words. This simple act can prevent many problems associated with documentation.
Next Slide.
Slide 9 CYU
Slide 10 Summary Paper records are essential. The human resources (HR) department has an important role concerning employee personnel files. Department managers and supervisors share in documentation responsibilities. Relevant documents include personnel files, job descriptions, employee handbooks, and policy and procedure manuals. Departmental files are important but temporary. Human resources has the job of maintaining long-term files. Paperwork is necessary and should be completed in a timely fashion. Without proper and complete records, an important matter, issue, or event is considered never to have occurred.
While this chapter emphasizes several forms of documentation, medical records are excluded. Two general classes of employment documents are included. The first of these encompasses formal documentation that results primarily from adhering to laws or regulatory requirements. This includes the majority of items found in an employee’s personnel file. The second class is informal documentation. These papers are not required by law or regulations but are deemed to be helpful when running an organization. Examples include internal reports, statistics, meeting minutes, anecdotal notes, and personal reminders.
This completes the lesson.