Imagine being an HR manager at KLC company who has been tasked with creating a Talent and Value Proposition that focuses on creativity, annual budget savings, and possible labor reduction. Leadership has recently learned about a variety of automated solutions to assist with faster production, including artificial intelligence. This solution could shrink the current internal workforce by at least 40 percent in the first six months, which would lead to the termination of more than 100 employees. Leadership also thinks that these changes can lead to becoming more competitive in the field and contribute to the overall growth of the organization. Lastly, leadership is interested in exploring a âgig economyâ within the company to potentially save even more money by working with non-employees.
Using this scenario, decide if you are going to advise leadership to implement the new ideas that were shared or if you are going to make an active attempt to save the current employee pool and find alternative ways to save money overall.
Create a PowerPoint presentation with a minimum of six slides to present your decision on automated solutions to leadership that includes the following.
- Assess the pros and cons associated with artificial intelligence and why it should or should not be considered for use within the company.
- Assess alternative ways to save money within the company to avoid having to terminate more than 100 employees.
- Evaluate if implementing a gig economy would benefit the organization.
- Evaluate the potential drawbacks of utilizing a gig economy with non-employees in lieu of current employees.
- Justify why you believe implementing automation solutions within the company is a good or bad choice based on your findings.
- Use at least five quality academic resources in this assignment. Note: Wikipedia and other websites do not quality academic resources.
This course requires the use of Strayer Writing Standards (SWS). The library is your home for SWS assistance, including citations and formatting. Please refer to the Library site for all support. Check with your professor for any additional instructions.
The specific course learning outcomes associated with this assignment are:
⢠Create a strategy for maximizing the advantages of a total rewards program, including how it’s communicated.
⢠Assess the effectiveness of a total rewards program in motivating employees.
⢠Formulate a total rewards program for a large, multinational company, including communication components and a competitive pay structure.
⢠Determine innovative approaches for optimizing employee benefits and rewards systems.
Sample Solution
2012 in Cowburn & Mayers 2016:94). This is completed in the form of an initial assessment when a request is received from the Court for a Pre-Sentence Report. A Pre-Sentence reportâs purpose is to give the Court an insight into the individual, their lifestyle, areas of risk/need and their attitude to their offending. âThere is a presumption that a court should request a PSR when considering a defendantâs suitability for the range of available community sentencesâ (Carr & Maguire 2017:57). Furthermore, the report will make an assessment on the likelihood of offending and the potential for intervention (and possible sentencing options) based on the risks, needs and strengths of the client following assessment. The assessment must be accurate, legally defensible, and proportional with the author being accountable for their work and committed to ethical practice as a social worker. In 2017 a pilot was launched to test the feasibility of a shortened Pre-Sentence Report in the form of a Magistrates Court Report (MCR). The Magistrates Court Report focuses the assessment on brevity and encourages the inclusion of relevant details only, to enable the Court to make decisions as to the most appropriate sentence for the individual (PBNI MCR Guidance 2018). Within my practice I regularly complete reports for the Court and I identified a client who was willing to allow me to use his anonymised information for the purposes of education. Respect was demonstrated to the client by explaining fully the purpose of the work, how his information would be used and the role of an assessor in the interview. This enabled him to consider the options and make informed choices before giving his written consent with the reassurance he could withdraw his consent at any time. This aided in creating a positive level of partnership working while empowering him to make his own decisions. NISCC Standards and Conduct of Practice (2015) state that the underpinning values for social workers include working in a respectful, person centred way while promoting their rights, equality and inclusion. Service users should expect their best interests to be at the heart of work and that their autonomy and independence is promoted through receiving a safe and effective service. These operating values are supported by the work of Beistek (1961 in Thompson 2009) and Rodgers (1961). As a Probation Officer I am mindful that many of our clients are not voluntary which can impact on the relationship and therefore the assessments we make. To prepare for my assessment of Mr M I completed a tuning in which gave me time to consider the knowledge, skills and values applicable to the case. In this case I had access to previ>
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2012 in Cowburn & Mayers 2016:94). This is completed in the form of an initial assessment when a request is received from the Court for a Pre-Sentence Report. A Pre-Sentence reportâs purpose is to give the Court an insight into the individual, their lifestyle, areas of risk/need and their attitude to their offending. âThere is a presumption that a court should request a PSR when considering a defendantâs suitability for the range of available community sentencesâ (Carr & Maguire 2017:57). Furthermore, the report will make an assessment on the likelihood of offending and the potential for intervention (and possible sentencing options) based on the risks, needs and strengths of the client following assessment. The assessment must be accurate, legally defensible, and proportional with the author being accountable for their work and committed to ethical practice as a social worker. In 2017 a pilot was launched to test the feasibility of a shortened Pre-Sentence Report in the form of a Magistrates Court Report (MCR). The Magistrates Court Report focuses the assessment on brevity and encourages the inclusion of relevant details only, to enable the Court to make decisions as to the most appropriate sentence for the individual (PBNI MCR Guidance 2018). Within my practice I regularly complete reports for the Court and I identified a client who was willing to allow me to use his anonymised information for the purposes of education. Respect was demonstrated to the client by explaining fully the purpose of the work, how his information would be used and the role of an assessor in the interview. This enabled him to consider the options and make informed choices before giving his written consent with the reassurance he could withdraw his consent at any time. This aided in creating a positive level of partnership working while empowering him to make his own decisions. NISCC Standards and Conduct of Practice (2015) state that the underpinning values for social workers include working in a respectful, person centred way while promoting their rights, equality and inclusion. Service users should expect their best interests to be at the heart of work and that their autonomy and independence is promoted through receiving a safe and effective service. These operating values are supported by the work of Beistek (1961 in Thompson 2009) and Rodgers (1961). As a Probation Officer I am mindful that many of our clients are not voluntary which can impact on the relationship and therefore the assessments we make. To prepare for my assessment of Mr M I completed a tuning in which gave me time to consider the knowledge, skills and values applicable to the case. In this case I had access to previ>
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