DDBA 8581 Entire Course | DDBA 8581 Week 1 to Week 8 assignments & discussion solution

DDBA 8581 Succession Planning: A Survival Tool of the Fittest

DDBA 8581 Week 1 Discussion: Branding Policy (D–W1)

DDBA 8581 Week 1 Assignment: Begin Writing Final Paper: Section 1 (5–7 pages) (A–W1)

DDBA 8581 Week 2 Discussion 1 Selection Process (D1–W2)

DDBA 8581 Week 3 Discussion 2 Presentation Peer Review Presenter and Participants

DDBA 8581 Week 3 Assignment 2: Final Paper: Annotated Bibliography (A2–W3)

DDBA 8581 Week 3 Assignment 3: Continue Writing Final Paper: Section 2 (5–7 pages) (A3–W3)

DDBA 8581 Week 4 Discussion 1 Affirmative Action (D1–W4)

DDBA 8581 Week 5 Discussion 2 Presentation Peer Review Presenter and Participants (D2–W5)

DDBA 8581 Week 5 Assignment 2: Continue Writing Final Paper: Section 3 (5–7 pages) (A2–W5)

DDBA 8581 Week 6 Discussion 1 Performance Reviews (D1–W6)

DDBA 8581 Week 6 Assignment 1: Presentation of Analysis and Synthesis of Research (A1–W6)

DDBA 8581 Week 6 DQ Presenter(s) and Participants

DDBA 8581 Week 7 Final Project Final Paper and Flowchart

DDBA 8581 Week 8 Discussion 1 & 2

DDBA/8581 Entire Course

DDBA - 8581 SUCCESSION PLANNING: A SURVIVAL TOOL OF THE FITTEST

DDBA/8581 Week 1 Discussion: Branding Policy (D–W1)

Week 1: HR Branding

A succession plan should support other organizational objectives, such as enhancing diversity at every level in the hierarchy. Treating HR practices and policies like a marketable commodity, i.e., branding, is a conceptual approach that focuses on developing and managing a reputation as an employer. Each branding decision must consider legal and ethical issues, as well as the potential effects on employee retention. Creation of a formal plan is essential to ensure consistency in these actions. This week you will explore HR branding and its ramifications for the organization.

Discussion: Branding Policy (D–W1)

There might be as many HR brands as there are organizations. However, the branding strategy can affect the type of person that applies for a position, whether they are motivated to perform well while there and, ultimately, how long they will stay.

By Day 3 of Week 1

Based on this week’s readings and your own academic research, respond to the following discussion questions/prompts:

·        Suggest an employment branding policy that includes whether internal or external recruitment will be the primary strategy. What is the possible impact on employee retention of the strategy selected? Identify legal or ethical issues that should be considered. Which is the most troublesome, and why?
·        How does branding affect the diversity of candidates? Explain how diversity affects succession planning. If succession planning is so important to organizational success, explain why the general succession plan should, or should not, be communicated to employees. How might succession plan transparency affect turnover?

Week 1 Assignment: Begin Writing Final Paper: Section 1 (5–7 pages) (A–W1)

For the first section of your Final Paper, you will focus on HR Branding.

·        Recommend a recruitment strategy that includes elements of both internal and external recruitment and is connected to the organization’s long–term vision and values.
·        Incorporate diversity and legal considerations.

By Day 7 of Week 7

Note: You do not have to submit Section 1 of your Final Paper to your Instructor in Week 1. Rather, it will become part of your final compiled paper that you will submit.


DDBA - 8581 Week 2 Discussion 1 Selection Process (D1–W2)

Participants

Many applicants experience the selection process as a face–to–face interview, after which someone decides which applicant to hire based on interviewing skills. Others might experience an assessment center with various tests of skills, aptitude, or other qualities. However, HR should consider the opportunities inherent in the selection process. A selection experience that provides realistic information about the organization and its culture can increase the “fit” between employee and employer.

By Day 3 of Week 2

Based on this week’s readings and your own academic research, respond to the following discussion questions/prompts in the Discussion 1 – Week 2 thread:

Analyze the benefit of organizational engagement with candidates during the recruiting process. Explain how a realistic interview reduces turnover and increases job/person fit. Describe how recruitment strategies affect employee turnover. Explain the role of job descriptions in the selection process. Explain the role of job descriptions in supporting succession planning and employee development. Identify legal or ethical issues related to selection. Which is the most troublesome, and why?


DDBA8581 Week 3 Discussion 2 Presentation Peer Review Presenter and Participants

Participants:

By Day 3 of Week 3

Upon review and consideration of the Presenter’s PowerPoint(EDITH THOMPSON Presentation (attached)), and based on your own research, respond to your assigned presentation in an edited 3–paragraph, formal academic peer review.

Now, position yourself in support of one of these alternatives for growth and organizational capability, and identify whether they are restricted to large organizations only, or are they readily applicable to organizations regardless of size? Explain your rationale and support your position.

In your review, be sure to: 

·        Assess the conceptualization, analysis, and synthesis of key research concepts presented.
·        Determine whether or not the presentation provides a cohesive summary of the assigned concepts with an effective evaluation of their implications for human resources.
·        Assess whether or not the presenter made a meaningful academic argument or interpretation that demonstrated fluency with the material.
·        Include an annotated bibliography of at least five additional resources related to the research topic.

In the subject line of your reply, replace the text with “Your First Name Last Name’s Response to First Name Last Name’s Presentation” (for example, “Jeff Smith’s Response to Melissa Gore”). This will ensure it is easily identifiable by your Instructor and your colleagues.

Presenter(s) and Participants:

By Day 3 and Day 7 of Week 3

Continue the Discussion on both the Participants’ and Presenter(s)’ postings by addressing the following summative considerations that pertain specifically to the topics for this 2–week unit:

·        In what ways do the readings provided in this week’s Learning Resources and those identified by you and your colleagues answer important “so what?” questions in the field of human resources?
·        How are these readings potentially valuable for research in the field?
·        Are there any important gaps (i.e., contradictions, arguments, disagreements, or areas of divergence) within this set of readings that point to potential topics for future research?
·        How would you follow up to extend or explore these gaps?

 
DDBA 8581 Week 3 Assignment 2: Final Paper: Annotated Bibliography (A2–W3)

As part of your Doctoral Seminar, you will submit your Final Paper. In preparation, you will create an annotated bibliography of 15+ reputable, relevant, current resources related to the topic of your Final Paper. For each entry, be sure to do the following:

·         Include the full APA citation
·         Discuss the scope, purpose, and philosophical approach or methodology of the resource
·         Relate the resource to the body of resources you have consulted thus far in this seminar
·         Evaluate both the limitations of and the opportunities for further inquiry

By Day 7 of Week 3

Submit your annotated bibliography.

A thorough review of the literature (minimum of 15 resources, with 85% being five or fewer years old and peer reviewed) that shows evidence of a potential research opportunity/gap that has not been discussed in the academic literature.


Week 3 Assignment 3: Continue Writing Final Paper: Section 2 (5–7 pages) (A3–W3)

Drawing upon and applying the insights you have gained from this 2–week unit’s learning activities and your own academic research, focus on Section 2 of your Final Paper, “Selecting for the Future.”

·        What legal and ethical issues might arise during the succession planning process?
·        What skills or talents are needed for the long term, not just to replace positions?
·        How will interviews be conducted?
·        How will job descriptions provide the flexibility needed for succession planning?

By Day 7 of Week 7

Note: You do not have to submit Section 2 of your Final Paper to your Instructor in Week 3. Rather, it will become part of your final compiled paper that you will submit.


DDBA/8581 Week 4 Discussion 1 Affirmative Action (D1–W4)

Participants:

Affirmative action often has a negative connotation. However, there are some misconceptions associated with affirmative action plans. Affirmative action plans must align with the HR brand, as well as recruitment, selection, and diversity objectives, to be effective. These elements are intertwined and contribute to the organization’s competitive advantage.

By Day 3 of Week 4

Based on this week’s readings and your own academic research, respond to the following discussion questions/prompts in the Discussion 1 – Week 4 thread.

•        What myths or misconceptions of affirmative action plans did you have before reading about them? How do they compare with reality? How can affirmative action plans support succession planning strategies?
•        How might affirmative action plans affect training and development programs? What legal and ethical issues should be considered in the succession planning process?
•        What strategies could be used to establish a culture that is inclusive of diversity and to support succession planning? How might succession planning affect an organization’s structure or the traditional hierarchy?


DDBA 8581 Week 5: Discussion 2 Presentation Peer Review Presenter and Participants (D2–W5)

By Day 3 of Week 5

Upon review and consideration of the Presenter’s PowerPoint (Establishing a Culture and Structure for the Future Presentation), and based on your own research, respond your assigned presentation in an edited 3–paragraph, formal academic peer review.

Now, position yourself in support of one of these alternatives for growth and organizational capability, and identify whether they are restricted to large organizations only, or are they readily applicable to organizations regardless of size? Explain your rationale and support your position.

In your review, be sure to: 

·        Assess the conceptualization, analysis, and synthesis of key research concepts presented.
·        Determine whether or not the presentation provides a cohesive summary of the assigned concepts with an effective evaluation of their implications for human resources.
·        Assess whether or not the presenter made a meaningful academic argument or interpretation that demonstrated fluency with the material.
·        Include an annotated bibliography of at least five additional resources related to the research topic.

In the subject line of your reply, replace the text with “Your First Name Last Name’s Response to First Name Last Name’s Presentation” (for example, “Jeff Smith’s Response to Melissa Gore”). This will ensure it is easily identifiable by your Instructor and your colleagues.

Presenter(s) and Participants:

By Day 3 and 7 of Week 5

Continue the Discussion on both the Participants’ and Presenter(s)’ postings by addressing the following summative considerations that pertain specifically to the topics for this 2–week unit:

·        In what ways do the readings provided in this week’s Learning Resources and those identified by you and your colleagues answer important “so what?” questions in the field of human resources?
·        How are these readings potentially valuable for research in the field?
·        Are there any important gaps (i.e., contradictions, arguments, disagreements, or areas of divergence) within this set of readings that point to potential topics for future research?
·        How would you follow up to extend or explore these gaps?


Week 5 Assignment 2: Continue Writing Final Paper: Section 3 (5–7 pages) (A2–W5)

Drawing upon and applying the insights you have gained from this 2–week unit’s learning activities and your own academic research, focus on Section 3 of your Final Paper, “Establishing a Culture and Structure for the Future.”

·        What training programs must be in place and will they be conducted by internal or external providers?
·        How can performance reviews be used to build structure for succession planning and training?
o   Which performance review methods would best support succession planning strategies?
·        What compensation strategies would best support a culture of succession planning?
·        How might affirmative action considerations affect training and development strategies?

By Day 7 of Week 7

Note: You do not have to submit Section 3 of your Final Paper to your Instructor in Week 5. Rather, it will become part of your final compiled paper that you will submit.


DDBA 8581 Week 6 Discussion 1 Performance Reviews (D1–W6)

Weeks 6–7: Forecasting and Knowledge Management

Once applicants are recruited, selected, and working in the organization, HR must implement a method of evaluating their performance. Performance evaluations can highlight training gaps and identify personnel that might not be the best organizational fit. They can also provide valuable information on which to forecast human capital needs and utilization. The value of performance evaluations in forecasting and knowledge management will be the focus of this 2–week unit’s resources.

Discussion 1: Performance Reviews (D1–W6)

Participants:

By Day 3 of Week 6

Many employees dread performance reviews because salary decisions are often influenced by the outcomes. However, performance reviews can be mined for other essential information, such as the effectiveness of training programs. Consequently, the type of review implemented can determine the usefulness of the information collected by the process.

Based on this week’s readings and your own academic research, respond to the following discussion questions/prompts in the Discussion 1 – Week 6 thread:

1. How can performance reviews be used to identify potential talent pools for succession planning? Which performance review process is most likely to provide the data needed for succession planning (e.g., balanced score cards, 360 reviews)? Compare and contrast the pros/cons of two performance review strategies. 
2. How might diversity affect the success of knowledge management strategies?How might diversity and affirmative action initiatives be supported by performance reviews? What strategies might increase objectivity related to performance reviews?

DDBA8581 Week 6 Assignment 1: Presentation of Analysis and Synthesis of Research (A1–W6)

By Day 7 of Week 6

If you have been assigned to be a Presenter this week, please review and complete the following assignment. If you have been assigned the role of Participant this week, you should proceed to Discussion 1 on the course navigation menu.

As the Presenter for this 2–week unit, based on your own prior knowledge and current research, you will present a 7– to 10–slide PowerPoint presentation relating to the weekly topic “Forecasting and Knowledge Management.” You should strive to be as persuasive as possible that the specific concepts you have reviewed are exciting research avenues and that they are potentially breakthrough areas in the understanding of forecasting and knowledge management.

Your presentation should contain the following elements:

·        Incorporation and analysis of the Required Resources from this 2–week unit
·        Incorporation and analysis of at least three additional resources from the Walden Library
·        Identification of principal schools of thought, tendencies in the academic literature, or commonalities that define the academic scholarship regarding your topic
·        Evaluation of the main concepts with a focus on their application to management practice and their impact on positive social change
·        Incorporation of the Learning Objectives from this 2–week unit

Post your 7– to 10–slide PowerPoint presentation to the Discussion 2 – Week 7 thread. In the subject line of your post, replace the text with “Your First Name Last Name’s Presentation” (for example, the subject line for Jeff Smith’s post would be Jeff Smith’s Presentation). This will ensure it is easily identifiable by your Instructor and your colleagues.


DDBA 8581 Week 6 DQ Presenter(s) and Participants

Presenter(s) and Participants:

By Day 3 and 7 of Week 7

Continue the Discussion on both the Participants’ and Presenter(s)’ postings by addressing the following summative considerations that pertain specifically to the topics for this 2–week unit:

·        In what ways do the readings, provided in this week’s Learning Resources and those identified by you and your colleagues, answer important “so what?” questions in the field of human resources?
·        How are these readings potentially valuable for research in the field?
·        Are there any important gaps (i.e., contradictions, arguments, disagreements, or areas of divergence) within this set of readings that point to potential topics for future research?
·        How would you follow up to extend or explore these gaps?


DDBA 8581 Week 7 Final Project Final Paper and Flowchart

Assignment: Begin Writing Final Paper: Section 1 (5–7 pages) (A–W1)

For the first section of your Final Paper, you will focus on HR Branding.

·         Recommend a recruitment strategy that includes elements of both internal and external recruitment and is connected to the organization’s long–term vision and values.

·         Incorporate diversity and legal considerations.

Assignment 3: Continue Writing Final Paper: Section 2 (5–7 pages) (A3–W3)

Drawing upon and applying the insights you have gained from this 2–week unit’s learning activities and your own academic research, focus on Section 2 of your Final Paper, “Selecting for the Future.”

·         What legal and ethical issues might arise during the succession planning process?
·         What skills or talents are needed for the long term, not just to replace positions?
·         How will interviews be conducted?
·         How will job descriptions provide the flexibility needed for succession planning?

Assignment 2: Continue Writing Final Paper: Section 3 (5–7 pages) (A2–W5)

Drawing upon and applying the insights you have gained from this 2–week unit’s learning activities and your own academic research, focus on Section 3 of your Final Paper, “Establishing a Culture and Structure for the Future.”

·         What training programs must be in place and will they be conducted by internal or external providers?
·         How can performance reviews be used to build structure for succession planning and training?
·         Which performance review methods would best support succession planning strategies?
·         What compensation strategies would best support a culture of succession planning?
·         How might affirmative action considerations affect training and development strategies?

Assignment 2: Final Project: Final Paper and Flowchart Submission (A2–W7)

As you compile, edit, and finalize the three main sections of your paper and build your flowchart, identify the processes you might recommend to organizational leaders for critiquing and improving business practices. Explain how you would design a decision–making process flow to evaluate key elements in using partnering or outsourcing to build agility and capacity in your chosen organization.

Refer to the “Final Paper Guidelines” document in the Learning Resources area of Week 1 for additional Final Project details.

                         Final Project: Final Paper and Flowchart

Use the Hoover’s Company Records database in the Walden Library to find an organization or choose one with which you are familiar for the Final Project.
For this project, you will create a succession plan in the form of a paper and flowchart. Requirements for each follow.

Final Paper

You will write three sections of the Final Paper, each consisting of 5–7 pages, across the first 7 weeks of the course. The paper must include:

Section 1: HR Branding

o   Recommend a recruitment strategy that includes elements of both internal and external recruitment and is connected to the organizational long–term vision and values.
o   Incorporate diversity and any legal considerations.

Section 2: Selecting for the Future

o   What legal and ethical issues might arise during the succession planning process?
o   What skills or talents are needed for the long term, not just to replace positions?
o   How will interviews be conducted?
o   How will job descriptions provide the flexibility needed for succession planning?

Section 3: Establishing a Culture and Structure for the Future

o   What training programs must be in place, and will they be conducted by internal or external providers?
o   How can performance reviews be used for succession planning and training?
o  Which performance review methods would best support succession–planning strategies?
o   What compensation strategies would best support succession planning?
o   How might affirmative action considerations affect training and development strategies?

Your Final Paper should adhere to APA format (6th edition), which requires a title page, an abstract, a reference list, and appropriate sections and their headings. Your paper should include your Week 3 annotated bibliography: A thorough review of the literature (minimum of 15 resources, with 85% being five or fewer years old and peer reviewed) that shows evidence of a potential research opportunity/gap that has not been discussed in the academic literature.

Flowchart

A flowchart demonstrating an organizational chart with possible executive development career paths from a low–/entry–level position. Include a minimum of 4 organizational levels and whether each position would ideally be an internal/external recruit ideally. Specify the skills and training required for each. The Australian Government Initiative reading listed in the Learning Resources in Week 1 has an example that might be helpful.

DDBA 8581 Week 8 Discussion 1 & 2

Week 8: Evaluation and Executive Selection

The strategic plan for any organization should be periodically reevaluated for currency. External conditions that affect the organization may change. Legislation, competitors, and other factors may change as well. Succession plans also require updating to ensure they are still viable and effective. Consider the scenario of unexpected departures of key personnel, especially if a succession plan has not had time to mature. HR may face choices such as promoting an executive who is not fully groomed for a role or seeking an outside candidate for a key position. Each choice may involve challenges or opportunities that must be considered in haste.

Discussion 1: Looking Ahead (D1–W8)

HR managers must stay abreast of changes in the profession. Historically, HR was the personnel department, but incremental changes have resulted in HR being seen as a strategic business partner. Future changes likely will continue to challenge the HR profession to continue its metamorphosis. What will the future bring?

By Day 3 of Week 8

Respond to the following:

In looking forward, how might changes in the business environment (diversity, virtual teams, globalization, etc.) affect succession plans? How might HR plan for these possible changes?

Discussion 2: Reflection (D2–W8)

Reflect upon key lessons derived from this course, in content, discussion, and opposing views. Consider how you might synthesize lessons learned into action plans as an HR leader.

By Day 5 of Week 8

Respond to the following:

Explain how you might plan for future staffing needs. Describe how your viewpoints on succession planning have changed as a result of this course, and why. Explain how to determine whether to hire a new CEO from within the organization or from outside. Explain a method to evaluate a succession plan. If you were the HR manager for the organization you chose for your course project, how might you integrate the information you have learned in this seminar into a philosophy of succession planning?

Course: DDBA8581 Succession Planning: A Survival Tool of the Fittest