Evaluation Of Agency’s Human Resource

As a consultant, you need to develop an in-depth analysis and evaluation of the selected agency’s human resources management system and processes, and then provide recommendations for improvement, and research related academic sources and websites. The analysis will be read by the VP of Public Services and client support, as well as by the leaders of the agency for which you are working. Write a 5–7 page paper (including title and reference page) titled Part 3: Evaluation of [Selected Agency]’s Human Resources Management, in which you separate the content into the following sections:

Human Resources Processes.
Implications of Human Resource Workforce.
Succession Planning for Human Resource Management.
Instructions
Analyze the major components of the agency’s human resources system, including processes, and a performance evaluation plan for attracting and retaining the best and brightest public workforce. Analysis should be focused and detailed.
Describe three factors impacting the agency’s current employment trend and delivery of its products and services.
Recommend two strategies required to improve the agency’s workforce. Explain each recommendation providing specific reasons why it would bring about improvement.
Discuss two ways the agency could implement programs as a method of promotion and advancement for current employees.
Use at least three quality sources to support your writing. Choose sources that are credible, relevant, and appropriate. Cite each source listed on your source page at least one time within your assignment. Include no more than one nongovernment website.

 

Sample Solution

HR is a fundamental and necessary function in any organization. The work bureau encapsulates work power to an incredible degree. In order to benefit from HR’s capabilities and convert them into human resources, the office must consider a variety of HR methodologies to find the best fit between protecting the work environment’s way of life and various qualities while also ensuring that HR are transformed into human resources and human capital. Human Resource Management is a challenging area because each human is unique and described by their own set of mental states.

hile looking at the beneficial effects of implementing a social network in education, one must also consider the negative aspects. Social networks such as VR have been under development for many years. Gershon Dublon, professor of the Massachusetts Institute of Technology’s (MIT) Media Lab, and Joseph A. Paradiso, an electrical engineer also at MIT’s Media Lab, explain how this does not mean that networks are perfect. Existing devices that augment our reality such as “Google Glass, tend to act as third-party agents on our shoulders, suggesting contextually relevant information to their wearer” augmenting situations (Dublon and Paradiso 6). This augmentation can be used for educational purposes but networks such as Google Glass “are often disruptive, even annoying, in a way that our sensory systems would never be”(Dublon and Paradiso 6). If the purpose of VR is to make students more engaged, then disruptive functions would defeat it. They would distract the student away from the primary goal and lead to disengagement. This problem is easy to combat, however. Educational leaders should create programs that aren’t disruptive. For example, if a student is in a surgical training VR simulator, and ads that contain sites to buy medical tools were to show up, they would distract the student from the simulator ultimately causing them to make a mistake. Although this mistake wouldn’t have outside effects due to the nature of VR that “allows students control over their learning in a consequence-free, explorative manner”(Hu-Au and Lee 5), it would distract the student leading to an overall decrease in understanding of the content being shown. A designer could design the simulator to not show any ads or disruptive tools or minimize the effect of them by minimizing their disruptiveness.

Another limitation that comes up frequently when debating the implementation of VR into educational facilities is cost. VR technology can be expensive, with the highest quality being as pricey as $50,000. However, the reality is that many VR kits don’t cost a substantial amount. In general, plastic and cardboard models carry out the same task as the higher quality models. According to Russell Holly, an expert on virtual reality devices, “in most apps it’s nearly impossible to tell the difference between the [lower and higher quality] implementations”(Holly 2). This means that the differences between a low-quality and a high-quality VR headset are negligible and that both carry out its purpose. They would still allow students to become more engaged with the material. These lower-quality headsets can be implemented into schools’ curriculums without being too costly. If an underfinanced public school wants to introduce virtual reality into their classrooms, they would easily be able to, by opting for the cheaper VR headset as the user experien

This question has been answered.

Get Answer
WeCreativez WhatsApp Support
Our customer support team is here to answer your questions. Ask us anything!
👋 Hi, Welcome to Compliant Papers.