Assessment 2write A 3 4 Page Analysis In Which You Examine The Differe ✓ Solved

Assessment 2 Write a 3-4 page analysis in which you examine the different categories of employment. Analyze the pros and cons of each type of worker from an employer's perspective and then describe the ideal proportion of workers for a business type of your choosing. Provide a supporting rationale for your description. For this assessment, write a 3–4 page analysis in which you complete the following: · Describe each category of worker (full- and part-time employees, independent contractors, temporary employees, interns, students, volunteers, and partners). · Include an analysis of the pros and cons of each type of worker, from an employer's perspective. · Select and describe a type of business.

Describe the ideal proportion of workers (full- and part-time employees, independent contractors, temporary employees, interns, students, volunteers, and partners) and include a supporting rationale. Competencies Measured By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria: · Competency 1: Examine the effect of the employment process on current work environments. 1. Describe important issues in the case. 1.

Discuss the outcome of the case. 1. Competency 2: Analyze trends and changes in the laws on diversity, gender, and harassment. 2. Discuss the evidence of discriminatory effects.

1. Competency 3: Apply the laws and safety issues in the workplace. 3. Discuss court distinctions. 1.

Competency 4: Implement the mission, vision, and values to impact organizational culture. 4. Discuss personal opinion on the outcome of the case. 1. Competency 6: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession.

5. Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession. Assessment 3 Write a 2-3 page analysis of a legal case that addresses the legalities of employment screening exams used in the selection process. To prepare for this assessment, use the Capella library and the Internet to research a legal case that addresses the legalities of employment screening exams used in the selection process. Then, complete a 2–3 page analysis in which you include the following: · Provide a description of the case. · Summarize the important issues in this case. · Include a detailed discussion of the outcome. · Address the evidence of discriminatory effects, and discuss the distinction the court is drawing between job-relatedness and business necessity. · Finally, offer your opinion regarding the reasons you are for or against the outcome of your case, along with your supporting rationale.

Competencies Measured By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria: · Competency 1: Examine the effect of the employment process on current work environments. 1. Describe important issues in the case. 1. Discuss the outcome of the case.

1. Competency 2: Analyze trends and changes in the laws on diversity, gender, and harassment. 2. Discuss the evidence of discriminatory effects. 1.

Competency 3: Apply the laws and safety issues in the workplace. 3. Discuss court distinctions. 1. Competency 4: Implement the mission, vision, and values to impact organizational culture.

4. Discuss personal opinion on the outcome of the case. 1. Competency 6: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession. 5.

Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession. Assessment 1 Write a 2-3 page summary of your research into laws that have impacted today's workplace.Then, write a 2–3 page summary of your research into employment law. Complete the following: · Summarize two of the laws that you feel have the greatest impact in the workplace today, and provide a rationale to support your point of view. · Discuss two employment-related topic areas in which you believe the laws will change or evolve in the next 10 years. · Describe any trends or historical perspectives that support your position regarding the laws that will change or evolve in the next 10 years.

Competencies Measured By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria: · Competency 1: Examine the effect of the employment process on current work environments. 1. Summarize current legislation regarding workers' rights. 1. Competency 2: Analyze trends and changes in the laws on diversity, gender, and harassment.

2. Describe any trends or historical perspectives that foreshadow probable change. 2. Anticipate future changes in the law. 2.

Analyze the reasons why the law can be expected to evolve. 1. Competency 3: Apply the laws and safety issues in the workplace. 3. Analyze current employment laws affecting the workplace.

1. Competency 6: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession. 4. Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession. Assessment 4 Write a 1-2 page summary of an employment accountability- or ethics-related event that, in your opinion, has had the largest impact on the workplace today.

Use the Capella library and the Internet to research an event that, in your opinion, has had the largest impact on the workplace today. Then, write a 1–2 page summary that reflects the importance of this event. In this summary: · Identify an event that greatly impacted today's workplace. · Describe why you believe the event you chose is significant. · Discuss the event's relation to current trends. · Relate the event to a personal experience. This can be the experience of a friend, coworker, relative, or yourself. Competencies Measured By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria: · Competency 2: Analyze trends and changes in the laws on diversity, gender, and harassment.

1. Discuss event's relation to current trends. 1. Competency 3: Apply the laws and safety issues in the workplace. 2.

Identify an event that impacts today's workplace. 2. Describe personal opinion on event's significance. 1. Competency 6: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession.

3. Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession.

Paper for above instructions

Analysis of Different Categories of Employment: Implications and Ideal Proportions for a Business

Employment categorization is a fundamental aspect of labor economics and human resource management. Various worker types significantly influence a company's organizational structure, operational efficiency, and overall culture. This analysis explores the different categories of workers including full-time employees, part-time employees, independent contractors, temporary employees, interns, students, volunteers, and partners. It deliberates on the advantages and disadvantages of each from an employer's viewpoint, focusing on an ideal distribution for a retail business.

Categories of Workers

1. Full-Time Employees:
Full-time employees typically work around 40 hours per week and are eligible for benefits such as health insurance, paid time off, and retirement plans.
Pros:
- Stability: They offer consistency in performance and a commitment to the organization.
- Loyalty: Full-time staff tend to be more loyal, reducing turnover costs (Bureau of Labor Statistics, 2021).
Cons:
- Higher costs: Employers must provide benefits and cover payroll taxes.
- Limited flexibility: Harder to adjust workforce levels in response to economic fluctuations (Sullivan, 2019).
2. Part-Time Employees:
Part-time workers usually work fewer than 30 hours a week and might not receive the same benefits as full-time employees.
Pros:
- Flexibility: Ideal for businesses that experience fluctuations in demand (Gunnigle & Flood, 2018).
- Cost-effectiveness: Lower costs associated with benefits and payroll taxes.
Cons:
- Employee engagement: Part-time employees may be less engaged with the company's mission (Ployhart & Molloy, 2011).
- Higher turnover rates, which can lead to increased training and recruitment costs.
3. Independent Contractors:
These are self-employed individuals contracted to deliver specific tasks or projects.
Pros:
- Cost control: Employers pay for specific work without incurring benefits costs.
- Specialized skills: Quick access to expertise not needed full-time (Katz & Krueger, 2016).
Cons:
- Less control: Limited ability to enforce company standards or culture (Bourke et al., 2018).
- Risk of misclassification leading to legal ramifications (FLSA, 2021).
4. Temporary Employees:
They are often hired through staffing agencies for short-term assignments.
Pros:
- Flexibility: Can quickly scale labor up or down as needed.
- Reduced administrative burden: Agencies typically handle payroll and taxes.
Cons:
- Limited integration: Temporary workers may feel less attached to the company.
- Variable skill levels, which may impact quality (Kauffman, 2019).
5. Interns:
Interns are usually students or recent graduates seeking practical experience.
Pros:
- Cost-Effective labor: Often paid less and can provide fresh perspectives.
- Talent pipeline: Potential to convert successful interns to full-time hires (Sullivan & Decker, 2018).
Cons:
- Training burden: Requires supervision and training.
- Variability in commitment level, as interns may focus more on academic goals than work responsibilities.
6. Students:
These individuals may work part-time while pursuing their education.
Pros:
- Flexible schedules accommodating academic commitments.
- Opportunity to build a future workforce (Davis, 2020).
Cons:
- Generally less experience leading to more extensive training needs.
- Availability limits during exam periods.
7. Volunteers:
Unpaid workers who offer their services usually for non-profit organizations.
Pros:
- Low-cost labor that helps fulfill community missions.
- Engaged community members who can enhance corporate image.
Cons:
- Managing volunteers can be unpredictable and less reliable (Hager & Brudney, 2020).
- Limited experience may affect the quality of work.
8. Partners:
Generally, individuals who share ownership and managerial responsibilities within a business.
Pros:
- Shared risk and responsibility leading to more significant investments in outcomes.
- Diverse expertise enriching decision-making (DePamphilis, 2020).
Cons:
- Potential for conflict between partners.
- Complex profit-sharing agreements can lead to disputes.

Ideal Proportion of Workers for a Retail Business

For a retail business, it is vital to structure the workforce optimally to ensure efficiency and service quality. The ideal workforce composition might be 50% full-time employees, 30% part-time employees, 10% temporary employees, and 10% interns or students.
- Full-Time Employees (50%): They provide stability and comprehensive knowledge of the store's operations, thus improving customer service and store efficiency (Davis, 2020).
- Part-Time Employees (30%): They allow flexibility in staffing to meet customer demands, especially during peak hours or seasons (Kauffman, 2019).
- Temporary Employees (10%): Used during high-demand periods or special events, reducing the burden of training for less frequent peaks (Sullivan, 2019).
- Interns or Students (10%): This category ensures a fresh talent influx, and part-time availability can help fulfill lower-demand shifts while providing valuable experience to young people looking to join the workforce (Sullivan & Decker, 2018).

Rationale for the Proposed Distribution

This distribution strikes a balance between operational efficiency and flexibility. Full-time employees bring commitment and operational knowledge, part-time workers offer flexible staffing solutions, and temporary workers handle unexpected changes in demand. Moreover, involving interns or students eases workforce turnover and fosters growth in future talent.
Adopting this approach positions the retail business to maintain high service standards while remaining adaptive to market changes and enhancing overall productivity.

References

1. Bourke, J., et al. (2018). The Future of Work: Attracting, Engaging, and Retaining Workers. Deloitte Insights.
2. Bureau of Labor Statistics (2021). Characteristics of the Employed and Unemployed. U.S. Department of Labor.
3. Davis, B. (2020). Student Workers: Balancing Work and Education. Higher Education Research Journal.
4. DePamphilis, D. (2020). A Guide to Business Partnerships: Balancing Profit and Control. Business Management Journal.
5. FLSA (2021). Fair Labor Standards Act. U.S. Department of Labor.
6. Gunnigle, P., & Flood, P. (2018). The Changing Nature of Work: Part-Time Employment in Retail. Employment, Education, and Work Journal.
7. Hager, M., & Brudney, J. (2020). The Role of Volunteers in Community Organizations: An Empirical Study. Journal of Nonprofit Management.
8. Katz, L. F., & Krueger, A. B. (2016). The Rise and Nature of Alternative Work Arrangements in the United States, 1995-2015. National Bureau of Economic Research.
9. Kauffman, R. (2019). Temporary Employment and Labor Market Flexibility: A Retail Perspective. Economic Studies Journal.
10. Ployhart, R. E., & Molloy, J. C. (2011). Emerging Issues in Employee Selection: A New Era in HR Research. Personnel Psychology.
This analysis showcases the intricate dynamics of worker categories essential for forming a well-rounded workforce and suggests an ideal composition tailored for the unique needs of a retail business.