Explore BrainMass

Organizational Assessment and Diagnosic Skills

With the changing work environment, there is a need to change how jobs are defined, organized, and structured. Organizational assessments are usually a collaborative initiative run by human resources staff, outside representatives, and subject matter experts that all have experience defining positions within organizations¹. Departments are investigated individually. Strategic plans, mission statements, goals, and objectives are reviewed for each department. It is then determined if the department is meeting its goals¹. Documents, such as job descriptions, structure charts, and operating procedures are also reviewed in order to ensure that they are effective¹. A written report is established that outlines all of the recommendations made by the panel of experts and human resources staff to increase the effectiveness of the department¹. An implementation plan is also created in order to slowly integrate the new changes into the departments.

Fieldstone Alliance, an online human resources publisher, outlines six success factors to complete an effective organizational assessment or diagnostic assessment: depth and breadth of skills needed, commitment and buy-in, a well-tested framework, accurate and complete information, confidence and ownership of findings, and clear expectations regarding the use of the findings². Through these six factors, organizations can complete thorough and effective diagnoses of processes.


1.  Organizational Assessments. Retrieved from
2.  Hyman, Vince. (January 10, 2009). Six Keys to Successful Organizationaol Assessment. Retrieved from

Testing and Assessment - I/O Psychology

I need some help with an outline with some real scholarly articles as references. Thanks 1. A discussion of the role of the industrial/organizational psychologist in the pre-screening process. (Benchmarks C 4.1: Identify the role of industrial/organizational psychologists in an organization.) 2. A discussion of common tech

Organizational structures and Hiring the very best

Based on the article "Hiring the Very Best", by Tracy Mullin, (2005) attached, consider the approaches to organizational design. Analyze the effects and applications of the various organizational structures and levels of authority. Given the benefits and motivations mention in the article, share an analysis of the referenced c

This question is about conflict resolution

What is a spiral in conflict? Provide an overview of the nature of spirals that occur in ongoing conflicts. Why should a spiral be altered in conflict? Next, discuss how a spiral can be altered. Be sure to use a specific example to make your point.

Measuring Human Capital

No copying from sources. no plagiarizing. 300 words What is the real importance of measuring human capital management strategies? From an HR perspective, why should they be measured in the first place? What should the outcomes of any measurement be?

Comparator Group Companies

Step 1: Examine Comparator Group Companies Refer to the SEC Form DEF14A Annual Proxy Statement obtained during Unit 1, identifying the company's comparator group. Visit each of the companies' Investor Relations Web sites. Download and review copies of their most recent SEC Form DEF15A, Proxy Statement, focusing on Compensa

Analysis of job recruitment success tools

Write a report describing the findings from a preliminary analysis. The analysis will be of the data found in Exhibit 3.3, Staffing Process Analysis. The report will be written from the perspective of the head of HR to an Executive Vice President (EVP) who requested information on staffing outcomes. However, given the short per

Organizational Behavior

CASE STUDY 4.1 RIDING THE EMOTIONAL ROLLER COASTER? Louise Damiani's work is an emotional roller coaster most days. The oncology nurse at Central State Healthcare System in Freehold Township, New Jersey, soars with joy as patients beat their cancer into remission. Then there are the low points when one of her patients is given

Stereotyping Affects Perceptual Process

1. Discuss how stereotyping, attribution, and self-fulfilling prophecy effects influence the perceptual process. Share a related personal experience. Need a 200 word response, APA format.Please have an introduction, summary and conclusion. 2. What mental models do you have about attending a college or university lesson?

Career Management Plan

Continuing with the information you used for your course PowerPoint Presentations, outline a career management plan for your organization. Make sure you introduce and define a career management plan, establish short-term and long-term goals, and summarize the benefits of a career management plan at both the individual and organi

Training for new staff that are coming in next week

Congratulations! Your boss has just given you the task of helping organize the training for new staff that are coming in next week for their orientation. She mentioned that you will be expecting 10 new employees for the training, and she wants you to be in charge of the icebreakers, exercises, and games in the training room. She

Personality Tests for Human Resource Development

Research and compare behavior assessment instruments available on the market today. Select and evaluate two behavior assessment tools by completing a complimentary assessment. Summarize your experiences, comparing the two instruments in relation to human behavior, and determine the key sources of internal influence on motivation

Research and describe the concept of HRD change in organization

Research and describe the concept of HRD change in an organization. In addition, rationalize suitable interventions to address emotions of change by choosing one of the following theories to assess and evaluate. 1. HRD of Human Processed-Based Intervention Theory 2. Techno-Structural Intervention Theory 3. Sociotechnical Sy

Justify the implementation of your HRD program

Create a PowerPoint Presentation for senior executives that will outline how you will measure, evaluate, and justify the implementation of your HRD program (from Unit II). Your presentation should include the following: Part I  Provide an overview of the various models and methods for evaluating the HRD program.  Summar

Determine method for selecting performance issue

Select an HRD need that you would like to focus on for the series of PowerPoint Presentations. This HRD need should pertain to your current organization, but if circumstances do not allow, please feel free to use a volunteer organization or a personal HRD need as the subject for this project. Create a PowerPoint Presentation for

Behavior assessment instruments available on the market today

Research and compare behavior assessment instruments available on the market today. Select and evaluate two behavior assessment tools by completing a complimentary assessment. Summarize your experiences, comparing the two instruments in relation to one or more motivational theories as described in the text. 200 words APA wit

Learning styles with motivational theories and behavior styles

Research and compare individual learning styles. Compare and contrast learning styles with motivational theories and behavior styles. Create a reference chart to summarize your findings to include sample learning objectives, and include the differences in instructional design strategies to appeal to different learning styles to

Starbucks - Business Decision Situation

Write a two-page paper based on the information from your responses. The paper should include the following headings: Current Situation, Problem Statement, Research Objective, Research Question(s), and Hypothesis. Be sure to include a title page and a reference page. Use correct APA formatting when writing your paper. I would

Kolb's Learning Styles Theory

Think about what types of content and activities are best for different learners who learn differently. For example, conduct research to learn Kolb's learning style theory and align your experience to this theory. What types are best for different learners who learn differently?

Technostructural Intervention

Please help me with an overview of technostructural intervention. Include the following: - topic and description - why it is relevant in today's workplace - three sources of information.

Criteria for Assessment of Job

Discuss the matter of choosing the "right" criterion/criteria for evaluation, including addressing the complications in developing reliable and valid criteria for hiring/selection, job analysis and job performance. In general what are the major criteria examined by I/O psychologists?

Recruitment Job and Task Analysis

In a broad outline, create a job-and-task analysis procedure accordingly for the following candidates: * Advanced administrative personnel * Entry-level clerical personnel Also provide potential HR assessments/tools/instruments that will aid in appropriate placement of said candidates. Cite sources.

Training and Development

The design and delivery of training rely on the needs assessment that is conducted to determine training topics and alignment of the topics with organizational strategy. Some important considerations regarding training design are: i) What training methods will maximize participant understanding, considering how participants le

Human Resources and selection committee

The process for filling a job vacancy varies greatly, but there is the requirement for information that must be gathered and used to define the position and match the right candidate to that requirement, which is essentially the same. As the human resources professional, you are expected to work with the supervisor of the pos

Technology in learning

Illustrate how technology can benefit the transfer of learning. Explain how organizations have utilized technology in learning. Use your research or examples from your experience. Comment on the appropriateness of the utilized technology in learning.

Strategy Implementation of Kraft Foods Group

Research the structure, systems, people, and culture at the Kraft Foods Group. Describe the Kraft Foods Group's organizational design, key strategic control systems, primary human resources concerns, and cultural factors, and the effect that these have had on the implementation of the Kraft Foods Group's strategy. Critically

Human Resource Management Selection Process

Determine three (3) disadvantages resulting from placing the right people into the wrong jobs. Next, provide three (3) HRM selection decisions that an organization can use to mitigate this issue.


The function of organizing in management is vital in recruiting, training, and retaining people. Evaluate how the growing use of telecommuters, temporary and part time workers, virtual teams, and social media will affect human resource management in finding the right people. Assume the role of a human resource manager and discus