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[>Criminal homework help](https://www.sweetstudy.com/fields/law-criminal) **files (1)** – ## week3.docx **## week3.docx** 1 5 526 d1 (250 words) Why, in summary, should managers think of staffing-training-appraising and paying employees as a talent management process? What is the advantage of such l…
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[>Criminal homework help](https://www.sweetstudy.com/fields/law-criminal)
**files (1)**
– ## week3.docx
**## week3.docx**
1
5
526 d1 (250 words)
Why, in summary, should managers think of staffing-training-appraising and paying employees as a talent management process? What is the advantage of such linkage?
Provide at least one real-world example of such a process in action, pulled from a scholarly or business publication resource.
Dessler, G. (2023). Human Resource Management (17th ed.). Pearson Education (US). https://ccis.vitalsource.com/books/9780137927357
526 d2 (250 words)
How, specifically, do equal employment laws apply to personnel recruiting activities? Identify at least two initiatives you would do to recruit and retain a more diverse workforce.
Remember to support your initial post with at least one scholarly or business publication resource.
Dessler, G. (2023). Human Resource Management (17th ed.). Pearson Education (US). https://ccis.vitalsource.com/books/9780137927357
Dropbox
Read the Application Case: The Out of Control Interview (Dessler, Ch. 7). After reading the case, answer the questions below. The text of your case study submissions (not including your reference page) should be at least 1.5 pages long (maximum 3 pages). See
[Assignment Expectations](https://ccis.ucourses.com/d2l/common/dialogs/quickLink/quickLink.d2l?ou=1055625&type=content&rcode=CCIS-3134864) for more information regarding the required elements for these case studies.
1. How would you explain the nature of the panel interview Maria had to endure? Specifically, do you think it reflected a well-thought-out interviewing strategy on the part of the firm, or carelessness on the part of the firm's management? If it was carelessness, what would you do to improve the interview process at Apex Environmental?
2. Would you take the job offer if you were Maria? If you're not sure, what additional information would help you make your decision?
3. The job of applications engineer for which Maria was applying requires: (a) excellent technical skills with respect to mechanical engineering; (b) a commitment to working in the area of pollution control; (c) the ability to deal well and confidently with customers who have engineering problems; (d) a willingness to travel worldwide; and (e) a very intelligent and well-balanced personality. List 10 questions you would ask when interviewing applicants for the job.
Remember to include at least two scholarly and/or business publication resources to support your position. See Assignment Expectations for more information regarding the required elements for these case studies.
Dessler, G. (2023). Human Resource Management (17th ed.). Pearson Education (US). https://ccis.vitalsource.com/books/9780137927357
543 d1 (300 words)
Discuss whether problems within an organization should be a catalyst for change, or if agency administrators should be designing a policy that heads off a potential problem. Cite past or current examples and/or cases that support your discussion points.
Ross, D. L. (2023). Civil Liability in Criminal Justice (8th ed.). Taylor & Francis.
[https://ccis.vitalsource.com/books/9781000844719](https://ccis.vitalsource.com/books/9781000844719)
543 General order
must include a cover memorandum (in the form of an executive summary) that addresses the following:
· A summary of the content
· A dissemination plan
· A training plan
· An inspection and a review plan
· All the documents must be in Microsoft Word or PDF format
· Sources documented in current edition APA style
All writing must be original. You are encouraged to look at other general orders and standard operating procedures. This can include existing real-world documents as well as model policies such as those developed by the International Association of Chiefs of Police, the Commission on Accreditation for Law Enforcement Agencies, and similar state and/or national associations. Your final product should be the same as what you would find in a General Order Manual, as such it should be concise and to the point, condensing relevant information into a 1400-2100-word document. Also, it is important to use relevant sources based on the topic you choose. At least 3 sources, such as working manuals, case studies, model and real-world policies, and/or peer-reviewed articles may be used.
Ross, D. L. (2023). Civil Liability in Criminal Justice (8th ed.). Taylor & Francis.
[https://ccis.vitalsource.com/books/9781000844719](https://ccis.vitalsource.com/books/9781000844719)
Below is the draft for the policy
**General Order Draft: Social Media Policy**
**Purpose**
This General Order is in place to lay out the guidelines for employees to follow when using social media in their professional and personal lives (Serenko, 2024). The policy aims to ensure the maintenance of public trust, safeguard confidential information, ensure professionalism for the agency, minimize legal liability, and assist with appropriate involvement of the community.
**Policy**
Staff should behave professionally in all their online activities, for which it is reasonable to hold them liable as employees of the agency. An employee shall not post any confidential investigative records, evidence, criminal history information, court proceeding information, or material that could harm the investigation or court proceeding (Serenko, 2024). Refrain from any posting of content that may be considered discriminatory, harassing, threatening, or offensive to another, which could not be considered to instill public confidence or professional ethics in the employees.
Agency logos, uniforms, badges, vehicles, or agency equipment must be removed from personal social media accounts when not authorized to be shown. Employees will not express personal opinions as a representation of the agency unless given express authority to do so (Ross, 2023). Only specific person(s) shall have access to control all official agency social media accounts.
It is important that employees realize that there is no privacy when using privacy settings. Information on the internet can be made public and might be subject to review in internal investigations or legal proceedings. The reporting of breaches of this policy is the responsibility of the supervisors. Depending on the amount of violation, counseling, retraining, disciplinary, suspension or termination may occur. Violation and/or civil liability are possible if a violation or breach of confidentiality occurs.
This policy aims to make it clear to the school community that there are expectations for transparency, professionalism and accountability in the workplace, as well as for staff to exercise their rights appropriately. Criminal justice agency policies involving formal practice on social media are important for maintaining the integrity of criminal justice agencies and for the community to believe in criminal justice agencies, and they continue to have a place in shaping community views on CJA policies.
**Reference**
Ross, D. L. (2023).
_Civil liability in criminal justice_ (8th ed.). Taylor & Francis.
Serenko, A. (2024). The human capital management perspective on quiet quitting: recommendations for employees, managers, and national policymakers.
_Journal of knowledge management_,
_28_(1), 27-43.
**## week3.docx**
1
5
526 d1 (250 words)
Why, in summary, should managers think of staffing-training-appraising and paying employees as a talent management process? What is the advantage of such linkage?
Provide at least one real-world example of such a process in action, pulled from a scholarly or business publication resource.
Dessler, G. (2023). Human Resource Management (17th ed.). Pearson Education (US). https://ccis.vitalsource.com/books/9780137927357
526 d2 (250 words)
How, specifically, do equal employment laws apply to personnel recruiting activities? Identify at least two initiatives you would do to recruit and retain a more diverse workforce.
Remember to support your initial post with at least one scholarly or business publication resource.
Dessler, G. (2023). Human Resource Management (17th ed.). Pearson Education (US). https://ccis.vitalsource.com/books/9780137927357
Dropbox
Read the Application Case: The Out of Control Interview (Dessler, Ch. 7). After reading the case, answer the questions below. The text of your case study submissions (not including your reference page) should be at least 1.5 pages long (maximum 3 pages). See
[Assignment Expectations](https://ccis.ucourses.com/d2l/common/dialogs/quickLink/quickLink.d2l?ou=1055625&type=content&rcode=CCIS-3134864) for more information regarding the required elements for these case studies.
1. How would you explain the nature of the panel interview Maria had to endure? Specifically, do you think it reflected a well-thought-out interviewing strategy on the part of the firm, or carelessness on the part of the firm's management? If it was carelessness, what would you do to improve the interview process at Apex Environmental?
2. Would you take the job offer if you were Maria? If you're not sure, what additional information would help you make your decision?
3. The job of applications engineer for which Maria was applying requires: (a) excellent technical skills with respect to mechanical engineering; (b) a commitment to working in the area of pollution control; (c) the ability to deal well and confidently with customers who have engineering problems; (d) a willingness to travel worldwide; and (e) a very intelligent and well-balanced personality. List 10 questions you would ask when interviewing applicants for the job.
Remember to include at least two scholarly and/or business publication resources to support your position. See Assignment Expectations for more information regarding the required elements for these case studies.
Dessler, G. (2023). Human Resource Management (17th ed.). Pearson Education (US). https://ccis.vitalsource.com/books/9780137927357
543 d1 (300 words)
Discuss whether problems within an organization should be a catalyst for change, or if agency administrators should be designing a policy that heads off a potential problem. Cite past or current examples and/or cases that support your discussion points.
Ross, D. L. (2023). Civil Liability in Criminal Justice (8th ed.). Taylor & Francis.
[https://ccis.vitalsource.com/books/9781000844719](https://ccis.vitalsource.com/books/9781000844719)
543 General order
must include a cover memorandum (in the form of an executive summary) that addresses the following:
· A summary of the content
· A dissemination plan
· A training plan
· An inspection and a review plan
· All the documents must be in Microsoft Word or PDF format
· Sources documented in current edition APA style
All writing must be original. You are encouraged to look at other general orders and standard operating procedures. This can include existing real-world documents as well as model policies such as those developed by the International Association of Chiefs of Police, the Commission on Accreditation for Law Enforcement Agencies, and similar state and/or national associations. Your final product should be the same as what you would find in a General Order Manual, as such it should be concise and to the point, condensing relevant information into a 1400-2100-word document. Also, it is important to use relevant sources based on the topic you choose. At least 3 sources, such as working manuals, case studies, model and real-world policies, and/or peer-reviewed articles may be used.
Ross, D. L. (2023). Civil Liability in Criminal Justice (8th ed.). Taylor & Francis.
[https://ccis.vitalsource.com/books/9781000844719](https://ccis.vitalsource.com/books/9781000844719)
Below is the draft for the policy
**General Order Draft: Social Media Policy**
**Purpose**
This General Order is in place to lay out the guidelines for employees to follow when using social media in their professional and personal lives (Serenko, 2024). The policy aims to ensure the maintenance of public trust, safeguard confidential information, ensure professionalism for the agency, minimize legal liability, and assist with appropriate involvement of the community.
**Policy**
Staff should behave professionally in all their online activities, for which it is reasonable to hold them liable as employees of the agency. An employee shall not post any confidential investigative records, evidence, criminal history information, court proceeding information, or material that could harm the investigation or court proceeding (Serenko, 2024). Refrain from any posting of content that may be considered discriminatory, harassing, threatening, or offensive to another, which could not be considered to instill public confidence or professional ethics in the employees.
Agency logos, uniforms, badges, vehicles, or agency equipment must be removed from personal social media accounts when not authorized to be shown. Employees will not express personal opinions as a representation of the agency unless given express authority to do so (Ross, 2023). Only specific person(s) shall have access to control all official agency social media accounts.
It is important that employees realize that there is no privacy when using privacy settings. Information on the internet can be made public and might be subject to review in internal investigations or legal proceedings. The reporting of breaches of this policy is the responsibility of the supervisors. Depending on the amount of violation, counseling, retraining, disciplinary, suspension or termination may occur. Violation and/or civil liability are possible if a violation or breach of confidentiality occurs.
This policy aims to make it clear to the school community that there are expectations for transparency, professionalism and accountability in the workplace, as well as for staff to exercise their rights appropriately. Criminal justice agency policies involving formal practice on social media are important for maintaining the integrity of criminal justice agencies and for the community to believe in criminal justice agencies, and they continue to have a place in shaping community views on CJA policies.
**Reference**
Ross, D. L. (2023).
_Civil liability in criminal justice_ (8th ed.). Taylor & Francis.
Serenko, A. (2024). The human capital management perspective on quiet quitting: recommendations for employees, managers, and national policymakers.
_Journal of knowledge management_,
_28_(1), 27-43.