Throughout the course, you will be tasked with selecting,
researching, and then writing a paper on the Human Resource Management (HRM)
topic of your choice. You are encouraged to select a topic you find interesting
or one that is relevant to your current or future career. I find that it is
generally more enjoyable and thus successful when you focus on research for a
topic you personally find interesting and relevant to you. There are three
assignments throughout the seven weeks to help you complete the course topic
paper. They are:

(1) Topic Paper Proposal Due Week 2
(2) Topic Paper Outline Due Week 4
(3) Topic Paper Due Week 6
.gif”>
(1) Topic Proposal Assignment Points: 75
Assignment
Expectations:
For this portion of the
assignment, you will draft a proposal for the topic you would like to further
research. The paper will be on a topic
of your choice, related to Human Resource Management. As a suggestion, peruse
the text for a topic that is of interest to you, or that you want to more fully
understand. The proposal should be between 1-2 pages, and highlight the reason
for the topic selected, as well as the scope and purpose of the paper. As a
minimum, you should use, cite, and reference at least five scholarly references
for the paper. You will receive feedback
on you proposal to help you focus in on an appropriate topic and ensure you are
not taking on a focus area that is too broad or narrow in scope before moving
on to the outline stage of the assignment.

Due: Week 2, Day 7
Submission Expectations:
Your submission for this assignment should:
Be
in a MS Word document
Follow
all APA 6th edition formatting requirements (including cover page
and references)
Demonstrate
college level writing (spelling, vocabulary, structure, style, etc.)
Upload your completed proposal paper via the appropriate link available
under the Written Assignments area under the Learning Hub section of the course
site.
.gif”>
(2) Topic
Paper Outline & Interview
Assignment
Points: 90
Assignment
Expectations:
For the second portion of this assignment you will be
interviewing the HR professional of your choice to gain a fresh perspective on
the topic you have chosen to focus on for the course topic paper then providing
a written summary of that interview along with an outline of your Topic Paper
using a full sentence outline format.

The summary of your interview
should provide, at a minimum, detail on the HR professional you interviewed
(who they are, the functional area of HR in which they work), a list of the
questions you asked, and a summary of their answers. You will of course be using data gathered
within the interview as supporting detail for your final Topic Paper due in
week six.
The second element due is the
full sentence outline. Here, you should
demonstrate that progress has been made on the course project, and that your
research is well underway. You should
follow APA 6th edition format guidelines as you construct your outline. Be sure
to provide a list of references you have identified as useful (remember you
will need to have a minimum of five for the final paper).
If you need further guidance
on proper full sentence outline format, you may go to the following link to
obtain further information and view examples.
.english.purdue.edu/owl/resource/544/01/”>http://owl.english.purdue.edu/owl/resource/544/01/.english.purdue.edu/owl/resource/544/01/”>
Due: Week 4, Day 7
Submission Expectations:
Your submission for this assignment should:
Be
in a MS Word document
Follow
all APA 6th edition formatting requirements (including cover page
and references)
Demonstrate
college level writing (spelling, vocabulary, structure, style, etc.)
Upload your Interview Summary and full sentence Outline (in one
document) via the appropriate link available under the Written Assignments area
under the Learning Hub section of the course site.
.gif”>
(3) Topic Paper

Assignment Points: 125

Assignment Expectations:

Using the work completed in the first two parts of this
assignment (Proposal & Outline/Interview) complete your topic paper on your
chosen HRM topic. The paper should be at least 10 – 15 pages in length (not
including cover page, references) addressing the key elements identified in
relation to your selected topic. You are not required to cover all elements of
HRM, but only your selected target/topic area.
Be mindful of the scope of your topic and watch assignment length
carefully. An important element of
writing at the graduate level is to be clear and concise in your delivery. As a reminder a minimum of five scholarly
sources must be utilize, cited within the text of your paper, and referenced.
Paper should fully follow APA 6th Edition format including the use of
appropriate headings and subheadings throughout to help guide your reader and
facilitate topic transitions, proper citations and references, and appropriate
document format (margins, spacing, etc).

Assignment Due Date:Day 7, Week 6

Submission Expectations:
Your submission for this assignment should:
Be
in a MS Word document
Follow
all APA 6th edition formatting requirements
Demonstrate
college level writing (spelling, vocabulary, structure, style, etc.)
Upload your completed Course Topic Paper via the appropriate link
available under the Written Assignments area under the Learning Hub section of
the course site.]Course PowerPoint PresentationWith your group partners you are to act as a consulting firm and develop a narrated PowerPoint presentation for High Growth Industries (HGI) management via Blackboards Collaborate Classroom. Shirley Stevenson, recently hired HR Vice President has asked you to come into HGI and provide her and HGIs senior management a review and recommendation for the next two to three years. She has requested a SWOT Analysis of HGIs situation, an Operational Plan Analysis, and a Strategic Plan making recommendations..0001pt;text-indent:0cm;
line-height:102%;tab-stops:center 441.6pt”>Running Head: HIGH GROWTH
INDUSTRIES (HGI) CASE OVERVIEW Page
1 ofHigh Growth Industries (HGI) Case Overview High Growth Industries (HGI) is a
regionally accredited chain of daycare centers in northern California with
headquarters in San Francisco. HGI has established an excellent reputation
during more than 30 years of service and has worked hard to achieve its motto
to foster high growth for your child. It was recently awarded its largest
contract ever; in just six months, HGI will be the sole provider of daycare
services for all central and northern California state agencies. HGI currently operates 17 daycare
centers, mostly near San Francisco, Sacramento, and Napa Valley. These centers
employ approximately 163 teachers, childcare specialists, and aides. Thirteen
centers are more than 15 years old, and 60 percent of workers have been with
HGI for more than 10 years. Centers range in size from two to 19 employees.
Shirley Stevenson was recently hired as HGIs first Vice President of Human
Resources. She left an HR director position in a major manufacturing
organization out of boredom. With an HR degree and 20 years of progressive HR
experience in various industries, she claims to have seen it all. She has
always been quite successful and eagerly anticipates the challenge that HGIs
president said would be there for her. Yet she cannot help feel somewhat uneasy
at the enormity of all future tasks and in building the HR function. The current HR department is in a
shambles. She was unable to find an affirmative action plan, training
documents, or other basic personnel information, including I-9s. Although the
company has been unionized for the better part of 20 years, labor contracts are
available for only the past five years. The teachers union attempted to strike
two years ago over wages and conditions, although the specialists/aides union
appears less militant. Each union is a union shop. Both contracts expire
January 1 of next year. In the past, the president and each
centers managers performed all of the organizations personnel functions by
the seat of their pants. Recruiting was done by word-of-mouth, performance
appraisals rarely occurred, and the president was the chief union negotiator.
Management by walking around is constantly practiced; the president visits
each childcare center every month. Most managers are happy with this management
style and the flexibility it provides them. The data surrounding HGIs upcoming
expansion are astounding. HGI will be adding between 1,200 and 1,500 daycare
workers, and a commensurate number of support staff. There will be
approximately 40 new daycare facilities, some as far as 350 miles away. Shirley
is now wondering if enough skilled and certified teachers are available. HGI organization consist of the
following functional areas: Chief
executive officer. HR
vice president: Shirley Stevensons new position. Legal
staff: Focus on all legal issues within the corporation, including teacher
certification, labor issues (EEO, wage and hour, legal ability to work, safety,
etc.). Marketing
vice president: Focus on increasing the client base, both short-term, and
long-term. Chief
financial officer: Focus on budgetary and other financial issues, seeking ways
to keep costs low. Should examine cost-saving potential in operations,
teachers, and support staff. Managers
of individual daycare centers: Responsible for the daily operations of each
center. Middle
management (such as accounting, purchasing, etc.): Responsible for specific
functions. Training
director: Responsible for teacher and support staff training (either conducting
the training internally or finding budgetary sources for training). Union
leadership: Elected by the teachers, specialists, and aides themselves. A union
shop requires all workers to join the union shortly after becoming employed. Workers:
These are primarily the teachers, specialists, and aides who work with the
children. (They do not necessarily have the same goals as the union leaders.) Ver.:
February 25, 2013HIGH GROWTH
INDUSTRIES (HGI) CASE OVERVIEW PAGE
2 OFTo help Shirley get her hands
around this situation, she has called on your consulting group to assist. She
has asked for your group to first carry out a SWOT analysis of HGIs HR
situation. She described the process that she would like to see as: First, provide a SWOT
Analysis of HGIs situation. Strengths
are those tangible and intangible qualities that enable an organization to
achieve its mission. These include human competencies, services, and process
capabilities. Weaknesses
are those activities, services or other factors that block the organization
from fulfilling its mission. Opportunities
present themselves through the environment in which an organization operates.
They may be generated by the appearance of new trends in the marketplace,
technology or demographics. Threats
are external to the organization. Unlike weaknesses, they cannot be directly
controlled; in fact, they exploit weaknesses and increase vulnerability. Second, she has asked for your
group to devise an Operational Plan Analysis to suggest steps to be taken to deal
and to minimize the problems, based on the SWOT analysis, with a review of: Legal
issues, including I-9s, affirmative action and EEO, teacher certification, etc.
Contract
negotiation, labor relations, union certification/decertification, and other
labor issues. HR
staff development. Teacher
staffing and diversity. Documentation,
both past and future. Compensation.
New
vs. old: respect loyal employees while simultaneously embracing change. HR
vice president; personal style, department style. Communication
needs and corporate culture issues. Effect
of changes on both operations managers and the CEO. Budget.
Training
needs Methods
of getting employ and management buy-in. Use
of consultants or other short-term support staff (e.g., retired executives). And last she suggests a Strategic
Plan making recommendations not only for the areas mentioned above, but
to get entire organizational buy-in
for the next two to three years. She would like to see your recommendations and
a timeline so that she plans for implementation and budgeting. Your groups consulting assignment
is to address these problems based on your study of Managing Human Resources and to develop a narrated PowerPoint
presentation (Executive presentation) that will be present to her and the Chief
Executive Officers via Blackboards Collaborate Classroom. Shirley has asked
that it not be longer than 25 minutes in length. Your analysis should follow the
case model described below: Describe
a Synopsis of the Situation: background information about this case, and an
overview of the case as you understand it or assume it to be. Present
Key Issues: Define the key issues/factors and the roles of the Key Players. You
should include only those issues that affect the identified problem. Define
the Problem(s): Identify one key problem. While there may be several problems
and a multitude of symptoms, attempt to identify one problem, the resolution of
which would alleviate most of the symptoms found in the case. Alternative
Solutions: Develop alternative solutions to the defined problem. This should not
be a laundry list of actions one could take to address every symptom, but
alternative actions that could correct the problem at hand. Identify the pros
and cons of implementing each alternative. HIGH GROWTH
INDUSTRIES (HGI) CASE OVERVIEW PAGE
3 OF
Selected Solution to the Problem: Select several
of the alternatives and explain why it would be best. Implementation/Recommendations:
Identify how to implement the selected solution and what the expected results
(positive and negative) might be. Your job is to identify an action plan. General Guidelines: 1.
Your final group analysis will be presented as a
narrated PowerPoint presentation in the Blackboard Collaborate Classroom, not
longer than 25 minutes. 2.
Use the information learned to develop and agree upon a
group approach. 3.
Spend more time on Recommendations than Synopsis of
Situation. This is where you demonstrate your problem solving abilities. Be
sure you (a) identify alternatives, (b) evaluate each alternative, and (c)
recommend the alternative you think is best. 4.
Be specific in your recommendations. Develop specific
recommendations logically and be sure your recommendations are well defended by
your analysis. Avoid using generalizations, clichs, and ambiguous statements.
Remember that any number of answers is possible and so your professor is most
concerned about how your reasoning led to your recommendations and how well you
develop and support your ideas. 5.
Do not overlook implementation. Many good analyses
receive poor evaluations because they do not include a discussion of
implementation. Your analysis will be much stronger when you discuss how your
recommendation can be implemented. Include some of the specific actions needed
to achieve the objectives you are proposing.
6.
Specifically state your assumptions. Cases, like all
real business situations, involve incomplete information. Therefore, it is
important that you clearly state any assumptions you make in your analysis. 7.
Include a title slide that lists each participating
team members name and a reference slide that indicates the outside resources
used to prepare your presentation. One team member should upload your final
PowerPoint through the assignment manager for grading. All participating team
members will receive the same grade. 8.
Present your narrated case project via the Collaborate
Live Classroom, much like you are presenting your findings and recommendations
directly to Shirley Stevenson. Make sure you record your presentation so the
instructor is able to view it. There is a practice area for each group. 9.
As a team, present your PowerPoint in Live Classroom.
Create an introductory overview and then each team member can address specific
sections of your findings and recommendationssee the items presented above.
The final presentation should be uploaded and presented in your teams live
Collaborate Classroom. 10.
Try to be professional as possible. Visualize
yourselves as a consulting group who really want to help this organization and
to make a good impression so this can become a lasting consulting opportunity. vvNote: There are two steps to submitting your group project. Both
steps must be completed in order to earn credit for this assignment. vvSubmit your PowerPoint via email to the instructor. This
document does not need to be submitted to Turnitin.com. vvPresent and record your narrated presentation in Collaborate
Live Classroom. You will need a microphone and speakers or a headset with a microphone
to record the presentation. vvYour last recorded presentation by date and time will be the
presentation that will be reviewed and graded using the associated scoring
rubric.
Throughout the course, you will be tasked with selecting,
researching, and then writing a paper on the Human Resource Management (HRM)
topic of your choice. You are encouraged to select a topic you find interesting
or one that is relevant to your current or future career. I find that it is
generally more enjoyable and thus successful when you focus on research for a
topic you personally find interesting and relevant to you. There are three
assignments throughout the seven weeks to help you complete the course topic
paper. They are: (1) Topic Paper Proposal Due Week 2 (2) Topic Paper Outline Due Week 4 (3) Topic Paper Due Week 6.gif”>(1) Topic Proposal Assignment Points: 75 Assignment
Expectations: For this portion of the
assignment, you will draft a proposal for the topic you would like to further
research. The paper will be on a topic
of your choice, related to Human Resource Management. As a suggestion, peruse
the text for a topic that is of interest to you, or that you want to more fully
understand. The proposal should be between 1-2 pages, and highlight the reason
for the topic selected, as well as the scope and purpose of the paper. As a
minimum, you should use, cite, and reference at least five scholarly references
for the paper. You will receive feedback
on you proposal to help you focus in on an appropriate topic and ensure you are
not taking on a focus area that is too broad or narrow in scope before moving
on to the outline stage of the assignment.
Submission Expectations:Your submission for this assignment should: Be
in a MS Word document Follow
all APA 6th edition formatting requirements (including cover page
and references) Demonstrate
college level writing (spelling, vocabulary, structure, style, etc.) Upload your completed proposal paper via the appropriate link available
under the Written Assignments area under the Learning Hub section of the course
site..gif”>(2) Topic
Paper Outline & InterviewAssignment
Points: 90 Assignment
Expectations: For the second portion of this assignment you will be
interviewing the HR professional of your choice to gain a fresh perspective on
the topic you have chosen to focus on for the course topic paper then providing
a written summary of that interview along with an outline of your Topic Paper
using a full sentence outline format. The summary of your interview
should provide, at a minimum, detail on the HR professional you interviewed
(who they are, the functional area of HR in which they work), a list of the
questions you asked, and a summary of their answers. You will of course be using data gathered
within the interview as supporting detail for your final Topic Paper due in
week six. The second element due is the
full sentence outline. Here, you should
demonstrate that progress has been made on the course project, and that your
research is well underway. You should
follow APA 6th edition format guidelines as you construct your outline. Be sure
to provide a list of references you have identified as useful (remember you
will need to have a minimum of five for the final paper). If you need further guidance
on proper full sentence outline format, you may go to the following link to
obtain further information and view examples. .english.purdue.edu/owl/resource/544/01/”>http://owl.english.purdue.edu/owl/resource/544/01/.english.purdue.edu/owl/resource/544/01/”>Submission Expectations:Your submission for this assignment should: Be
in a MS Word document Follow
all APA 6th edition formatting requirements (including cover page
and references) Demonstrate
college level writing (spelling, vocabulary, structure, style, etc.) Upload your Interview Summary and full sentence Outline (in one
document) via the appropriate link available under the Written Assignments area
under the Learning Hub section of the course site..gif”>(3) Topic PaperAssignment Points: 125 Assignment Expectations: Using the work completed in the first two parts of this
assignment (Proposal & Outline/Interview) complete your topic paper on your
chosen HRM topic. The paper should be at least 10 – 15 pages in length (not
including cover page, references) addressing the key elements identified in
relation to your selected topic. You are not required to cover all elements of
HRM, but only your selected target/topic area.
Be mindful of the scope of your topic and watch assignment length
carefully. An important element of
writing at the graduate level is to be clear and concise in your delivery. As a reminder a minimum of five scholarly
sources must be utilize, cited within the text of your paper, and referenced.
Paper should fully follow APA 6th Edition format including the use of
appropriate headings and subheadings throughout to help guide your reader and
facilitate topic transitions, proper citations and references, and appropriate
document format (margins, spacing, etc). Assignment Due Date:Day 7, Week 6 Submission Expectations:Your submission for this assignment should: Be
in a MS Word document Follow
all APA 6th edition formatting requirements Demonstrate
college level writing (spelling, vocabulary, structure, style, etc.) Upload your completed Course Topic Paper via the appropriate link
available under the Written Assignments area under the Learning Hub section of
the course site.]With your group partners you are to act as a consulting firm and develop a narrated PowerPoint presentation for High Growth Industries (HGI) management via Blackboards Collaborate Classroom. Shirley Stevenson, recently hired HR Vice President has asked you to come into HGI and provide her and HGIs senior management a review and recommendation for the next two to three years. She has requested a SWOT Analysis of HGIs situation, an Operational Plan Analysis, and a Strategic Plan making recommendations.High Growth Industries (HGI) Case Overview High Growth Industries (HGI) is a
regionally accredited chain of daycare centers in northern California with
headquarters in San Francisco. HGI has established an excellent reputation
during more than 30 years of service and has worked hard to achieve its motto
to foster high growth for your child. It was recently awarded its largest
contract ever; in just six months, HGI will be the sole provider of daycare
services for all central and northern California state agencies. HGI currently operates 17 daycare
centers, mostly near San Francisco, Sacramento, and Napa Valley. These centers
employ approximately 163 teachers, childcare specialists, and aides. Thirteen
centers are more than 15 years old, and 60 percent of workers have been with
HGI for more than 10 years. Centers range in size from two to 19 employees.
Shirley Stevenson was recently hired as HGIs first Vice President of Human
Resources. She left an HR director position in a major manufacturing
organization out of boredom. With an HR degree and 20 years of progressive HR
experience in various industries, she claims to have seen it all. She has
always been quite successful and eagerly anticipates the challenge that HGIs
president said would be there for her. Yet she cannot help feel somewhat uneasy
at the enormity of all future tasks and in building the HR function. The current HR department is in a
shambles. She was unable to find an affirmative action plan, training
documents, or other basic personnel information, including I-9s. Although the
company has been unionized for the better part of 20 years, labor contracts are
available for only the past five years. The teachers union attempted to strike
two years ago over wages and conditions, although the specialists/aides union
appears less militant. Each union is a union shop. Both contracts expire
January 1 of next year. In the past, the president and each
centers managers performed all of the organizations personnel functions by
the seat of their pants. Recruiting was done by word-of-mouth, performance
appraisals rarely occurred, and the president was the chief union negotiator.
Management by walking around is constantly practiced; the president visits
each childcare center every month. Most managers are happy with this management
style and the flexibility it provides them. The data surrounding HGIs upcoming
expansion are astounding. HGI will be adding between 1,200 and 1,500 daycare
workers, and a commensurate number of support staff. There will be
approximately 40 new daycare facilities, some as far as 350 miles away. Shirley
is now wondering if enough skilled and certified teachers are available. HGI organization consist of the
following functional areas: Chief
executive officer. HR
vice president: Shirley Stevensons new position. Legal
staff: Focus on all legal issues within the corporation, including teacher
certification, labor issues (EEO, wage and hour, legal ability to work, safety,
etc.). Marketing
vice president: Focus on increasing the client base, both short-term, and
long-term. Chief
financial officer: Focus on budgetary and other financial issues, seeking ways
to keep costs low. Should examine cost-saving potential in operations,
teachers, and support staff. Managers
of individual daycare centers: Responsible for the daily operations of each
center. Middle
management (such as accounting, purchasing, etc.): Responsible for specific
functions. Training
director: Responsible for teacher and support staff training (either conducting
the training internally or finding budgetary sources for training). Union
leadership: Elected by the teachers, specialists, and aides themselves. A union
shop requires all workers to join the union shortly after becoming employed. Workers:
These are primarily the teachers, specialists, and aides who work with the
children. (They do not necessarily have the same goals as the union leaders.) Ver.:
February 25, 2013HIGH GROWTH
INDUSTRIES (HGI) CASE OVERVIEW PAGE
2 OFTo help Shirley get her hands
around this situation, she has called on your consulting group to assist. She
has asked for your group to first carry out a SWOT analysis of HGIs HR
situation. She described the process that she would like to see as: First, provide a SWOT
Analysis of HGIs situation. Strengths
are those tangible and intangible qualities that enable an organization to
achieve its mission. These include human competencies, services, and process
capabilities. Weaknesses
are those activities, services or other factors that block the organization
from fulfilling its mission. Opportunities
present themselves through the environment in which an organization operates.
They may be generated by the appearance of new trends in the marketplace,
technology or demographics. Threats
are external to the organization. Unlike weaknesses, they cannot be directly
controlled; in fact, they exploit weaknesses and increase vulnerability. Second, she has asked for your
group to devise an Operational Plan Analysis to suggest steps to be taken to deal
and to minimize the problems, based on the SWOT analysis, with a review of: Legal
issues, including I-9s, affirmative action and EEO, teacher certification, etc.
Contract
negotiation, labor relations, union certification/decertification, and other
labor issues. HR
staff development. Teacher
staffing and diversity. Documentation,
both past and future. Compensation.
New
vs. old: respect loyal employees while simultaneously embracing change. HR
vice president; personal style, department style. Communication
needs and corporate culture issues. Effect
of changes on both operations managers and the CEO. Budget.
Training
needs Methods
of getting employ and management buy-in. Use
of consultants or other short-term support staff (e.g., retired executives). And last she suggests a Strategic
Plan making recommendations not only for the areas mentioned above, but
to get entire organizational buy-in
for the next two to three years. She would like to see your recommendations and
a timeline so that she plans for implementation and budgeting. Your groups consulting assignment
is to address these problems based on your study of Managing Human Resources and to develop a narrated PowerPoint
presentation (Executive presentation) that will be present to her and the Chief
Executive Officers via Blackboards Collaborate Classroom. Shirley has asked
that it not be longer than 25 minutes in length. Your analysis should follow the
case model described below: Describe
a Synopsis of the Situation: background information about this case, and an
overview of the case as you understand it or assume it to be. Present
Key Issues: Define the key issues/factors and the roles of the Key Players. You
should include only those issues that affect the identified problem. Define
the Problem(s): Identify one key problem. While there may be several problems
and a multitude of symptoms, attempt to identify one problem, the resolution of
which would alleviate most of the symptoms found in the case. Alternative
Solutions: Develop alternative solutions to the defined problem. This should not
be a laundry list of actions one could take to address every symptom, but
alternative actions that could correct the problem at hand. Identify the pros
and cons of implementing each alternative. HIGH GROWTH
INDUSTRIES (HGI) CASE OVERVIEW PAGE
3 OF
Selected Solution to the Problem: Select several
of the alternatives and explain why it would be best. Implementation/Recommendations:
Identify how to implement the selected solution and what the expected results
(positive and negative) might be. Your job is to identify an action plan. General Guidelines: 1.
Your final group analysis will be presented as a
narrated PowerPoint presentation in the Blackboard Collaborate Classroom, not
longer than 25 minutes. 2.
Use the information learned to develop and agree upon a
group approach. 3.
Spend more time on Recommendations than Synopsis of
Situation. This is where you demonstrate your problem solving abilities. Be
sure you (a) identify alternatives, (b) evaluate each alternative, and (c)
recommend the alternative you think is best. 4.
Be specific in your recommendations. Develop specific
recommendations logically and be sure your recommendations are well defended by
your analysis. Avoid using generalizations, clichs, and ambiguous statements.
Remember that any number of answers is possible and so your professor is most
concerned about how your reasoning led to your recommendations and how well you
develop and support your ideas. 5.
Do not overlook implementation. Many good analyses
receive poor evaluations because they do not include a discussion of
implementation. Your analysis will be much stronger when you discuss how your
recommendation can be implemented. Include some of the specific actions needed
to achieve the objectives you are proposing.
6.
Specifically state your assumptions. Cases, like all
real business situations, involve incomplete information. Therefore, it is
important that you clearly state any assumptions you make in your analysis. 7.
Include a title slide that lists each participating
team members name and a reference slide that indicates the outside resources
used to prepare your presentation. One team member should upload your final
PowerPoint through the assignment manager for grading. All participating team
members will receive the same grade. 8.
Present your narrated case project via the Collaborate
Live Classroom, much like you are presenting your findings and recommendations
directly to Shirley Stevenson. Make sure you record your presentation so the
instructor is able to view it. There is a practice area for each group. 9.
As a team, present your PowerPoint in Live Classroom.
Create an introductory overview and then each team member can address specific
sections of your findings and recommendationssee the items presented above.
The final presentation should be uploaded and presented in your teams live
Collaborate Classroom. 10.
Try to be professional as possible. Visualize
yourselves as a consulting group who really want to help this organization and
to make a good impression so this can become a lasting consulting opportunity. vvNote: There are two steps to submitting your group project. Both
steps must be completed in order to earn credit for this assignment. vvSubmit your PowerPoint via email to the instructor. This
document does not need to be submitted to Turnitin.com. vvPresent and record your narrated presentation in Collaborate
Live Classroom. You will need a microphone and speakers or a headset with a microphone
to record the presentation. vvYour last recorded presentation by date and time will be the
presentation that will be reviewed and graded using the associated scoring
rubric.