Need Assistance with Revision

Guidance:

The proposal should include description of the organization you are proposing to analyze, scope (e.g., entire organization, key business area, major system, etc.) for the risk assessment, research methods to be used and preliminary list of research information sources and references. Your instructor will provide feedback on the suitability of the proposed subject organization and the scope, as well as the suitability of the proposed research methods and information sources.

Professor's Feed Back:

From this submission, I do not understand the focus of your Risk Assessment Project.This submission reads more like the annotated bib than a Risk Assessment.

Research Paper Project:

The objective of this project is to develop a Risk Assessment Report for a company, government agency,

or other organization. The analysis will be conducted using only publicly available information (that is,

Information obtainable on the Internet (using a browser), company reports, news reports, journal articles,etc.). The risk analysis should consider legitimate, known threats that pertain to the subject organization. Based on the information gathered, presumed vulnerabilities of the company or organization's computing and networking infrastructure will be identified. Then, based on the identified threats and vulnerabilities you will describe the risk profile for the subject organization and suggest recommendations to mitigate the risks. The students will demonstrate in the Research Paper project their ability to communicate clearly and acquisition, application and integration of knowledge skills. We will have rubrics to evaluate risk analysis subject matter competency and communications and knowledge competencies.

Challenges in HRM 0 Most Important Information in Article: The most important information in this article is the identification of the undeniable trends facing organizations today along with the implications. Several trends with HRM implications will have a large impact on how companies compensate, retain and hire employees. Main Points Addressed in Article: The main point addressed in the article is the importance of organizations monitoring the external environment to adjust their HRM practices. Article's Key Concepts for Understanding: Stone (2015) outlines the key concepts of his article by providing the framework, implication and solution for each challenge. For example, according Berlingieri (2002) professional and business services outsourcing accounts for 36% of the increase in services and 25% of the fall in manufacturing in the US economy over the last 60 years. Stone (2015) states that the rise of the knowledge economy bas placed new demands in organizational goals and HR practices. As a result, Stone (2015) expects that HR practices will employ broad based recruiting efforts to ensure that the company can uncover skilled applicants, design job descriptions that address autonomy, team building and decision making in order to enhance collaboration and innovation. While addressing the emergence of multinational corporations (MNC) Stone (2015) identifies the plethora of challenges this provides these types of organizations. Over the centuries human societies have gradually integrated. \"The pace of integration increased dramatically in the late 20th century. Fast aircraft, huge ships, and information technology, especially the Internet, have made the world more interdependent than ever\" (Browne, 2014). Stone (2015) outlines the Challenges in HRM 1 HRM challenges that this integration poses which includes compliance with foreign legal systems, the political landscape and cross cultural challenges stemming from differences in employee languages, value systems and motivators. A positive implication of this shift is that it will cause the work place to be more culturally diverse. Studies show that diversity increases innovation and creativity accord to Stone (2015). Stone (2015) further suggests that HR managers may consider offering unique or cafeteria type reward systems where workers can choose or customize their own performance incentives. One cultural may value additional time away from work to spend with family while another group may value a monetary incentive The article discusses in depth the domestic and generational diversity trends and implications. According to Stone (2015), by 2060 1 and 5 Americans will be 65 years of age or older and by 2043 the United States will become a majority-minority. While members of the baby boomer generation value loyalty, hard work and intrinsic rewards, members of generation X were more likely to value extrinsic rewards, leisure time and steady employment, according to Stone (2015). This poses challenges to HR departments as they must align reward and compensation systems across employees from multiple generations. Stone (2015) further addresses the ethnic diversity opportunity by stating that by 2060 1 in 3 people in the US will be Hispanic which will require companies to continuously revise their values, incentive programs and retention approach. According to Stone (2015) many ethnic subgroup members are more familistic and collective than Anglo Americans, so they may prefer a company that values teamwork, a strong work-family balance and time off. This will require organizations to consider how they structure compensation packages and incentive plans. Stone (2015) indirectly refers to technological advances in HRM as a double edged sword. While technology has increased efficiency, reduced administrative burden and expanded Challenges in HRM 2 candidate search across the globe, it has in some cases replaced human interaction with employees and created additional requirements. Stone (2015) states that information technologies are often used as a one way communication system that inhibits employees from asking questions to gain advice from HR professionals. As a result, according to Stone (2015), this may create an artificial distance between supervisors and employees. Stone (2015) does offer a positive outlook on emerging technologies of the future through the use of the cloud, virtual job fairs, virtual candidate interviews and more frequent interaction between supervisors and employees via chat platforms such as Skype, Lync and teleconferences. Article's Main Conclusion: Stone (2015) offers a conclusion for each of his stated challenges. Collectively his conclusion is simple: organizations must recognize the data trends to better attract, retain, train and treat their workers. A reoccurring theme in Stone's (2015) research is the offering of unique and creative compensation, reward and retention plans. Companies must recognize that their work force(s) will continue to diversify in ethnicity, location and age and that each employee will have different values from the person(s) working directly next to him or her. Stone (2015) infers that companies who recognize and adapt by finding the right mix of offerings to employees will succeed in the future. Challenges in HRM 3 References Berlingieri, G. (2014, September 25). Outsourcing and the shift from manufacturing to services | VOX, CEPR's Policy Portal. Retrieved from http://www.voxeu.org/article/outsourcingand-shift-manufacturing-services Browne, C. (n.d.). The Effects of Globalization in the Workplace | Everyday Life - Global Post. Retrieved from http://everydaylife.globalpost.com/effects-globalization-workplace2787.html Stone, D. L. (2015). Challenges and Opportunities Affecting the Future of Human Resources Management. Human Resources Management Review. doi:10.1016/j.hrmr.2015.01.003