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Records, Termination, and SuccessionOverviewOne of the major responsibilities

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ASSIGNMENT INSTRUCTIONS

Records, Termination, and Succession
Overview
One of the major responsibilities of HR is to, of course, manage human capital. This continues after employee hiring and continues through termination and succession. Having effective policies in place that define these, and other functions in between, is critical to an organization’s commitment to ethical, legal, fair, and efficient operating practices. In this assignment, you are asked to share best practices or policies on these topics during a series of brown bag sessions (these are informal lunch time presentations).
Scenario
Imagine
that HR leadership is busy integrating the HR teams from both hospitals and they want to make sure department members are operating in concert with one another on a range of topics. Over the next several weeks, leadership plans to have you conduct three brown bag sessions (informal lunch-time presentations) that examine the topics of record keeping, ethics and law, and succession planning. They have asked you to write an executive summary of the content planned for each session in advance.
Session Descriptions:
Session 1: Maintaining Accurate Employee Records—In this session, you identify, and elaborate upon, four reasons for maintaining accurate and objective employee records.
Session 2: Ethical and Legal Termination—In this session, you examine the legal and ethical aspects of selecting and terminating an employee out of a group of people with similar performance, behaviors, and jobs as a part of a broad-ranging cost saving initiative. Employee differences:
One has a disability.
One is paid significantly more than others.
One is 60 years of age and older than the others.
One is planning on soon taking an extended family leave
Session 3: Succession Planning—In this session, you recommend a process to identify and groom an internal candidate to move into a senior-level leadership position in a health care organization such as CEO, COO, and CFO.
Instructions
Consider the scenario above and imagine that your audience is a group of department managers. Write an executive summary that introduces the topics in an introductory paragraph and then describes the content to be delivered in each of the three sessions in detail. Each session description should be two pages in length (six total pages plus cover page).
Your work will be measured against the following criteria:
1. Identify, and elaborate upon, four reasons for maintaining accurate and objective employee records.
2. Analyze the legal implications or requirements of a termination decision. (Make sure to reference specific statutes or laws that govern this area of employment law.)
3. Analyze the ethical facets of a termination decision. (Make sure to reference an ethical framework to support your assertions or positions.)
4. Recommend and justify a process to identify and groom a candidate for a senior-level position.
Additional Requirements
Resources:Use four sources to support your writing. Choose sources that are credible, relevant, and appropriate. Cite each source listed on your source page at least one time within your assignment. For help with research, writing, and citation, access the library or review library guides.
SWS: This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course. Check with your professor for any additional instructions.
The specific course learning outcome associated with this assignment is:
Propose procedures related to maintaining employee records, ensuring legal and ethical standards during employee terminations, and executive succession planning.

HOW TO WORK ON THIS ASSIGNMENT (EXAMPLE DRAFT/ESSAY)

Executive Summary

The purpose of this report is to provide an overview of the content that will be covered during three brown bag sessions for department managers on the topics of record keeping, ethics and law, and succession planning. The first session will focus on maintaining accurate employee records and will identify four reasons for doing so. The second session will examine the legal and ethical aspects of termination decisions, particularly in a cost-saving initiative, by analyzing the case of four employees with differing characteristics. The third session will provide recommendations for a process to identify and groom internal candidates for senior-level leadership positions.

Session 1: Maintaining Accurate Employee Records

The first session will focus on maintaining accurate employee records, which are critical to an organization’s legal, ethical, and operational needs. The four reasons for maintaining accurate and objective employee records are:

  1. Compliance: Organizations must maintain accurate employee records to comply with various legal and regulatory requirements, such as tax laws, wage and hour laws, and workplace safety laws.
  2. Performance Management: Employee records can be used to track performance and productivity, identify areas for improvement, and provide feedback to employees.
  3. Legal Defense: Accurate and objective employee records can serve as evidence in legal disputes, such as discrimination lawsuits, wage and hour disputes, and wrongful termination cases.
  4. Succession Planning: Employee records can be used to identify high-performing employees who can be groomed for leadership positions and who can fill critical roles in the event of unexpected turnover.

Session 2: Ethical and Legal Termination

The second session will examine the legal and ethical aspects of termination decisions in the context of a cost-saving initiative. The case involves four employees with differing characteristics, including a disabled employee, an employee paid significantly more than others, an employee over 60 years of age, and an employee planning to take an extended family leave. The legal implications of termination decisions will be analyzed with reference to specific statutes or laws governing employment law. Ethical facets of termination decisions will be examined with reference to an ethical framework to support assertions or positions. The aim is to provide guidance for managers on how to make fair and legal termination decisions, while considering ethical implications.

Session 3: Succession Planning

The third session will provide recommendations for a process to identify and groom internal candidates for senior-level leadership positions. Succession planning is a critical process for organizations to ensure continuity of leadership and to maintain organizational effectiveness. The process of identifying and grooming internal candidates for senior-level leadership positions will be described in detail, including the use of talent management programs, mentoring, and leadership development initiatives. Recommendations will be provided on how to ensure that the selection process is fair, transparent, and effective.

In conclusion, these three brown bag sessions will provide department managers with a comprehensive understanding of record keeping, ethics and law, and succession planning. Accurate employee records, legal and ethical termination decisions, and effective succession planning are critical to organizational success and sustainability. By implementing best practices in these areas, organizations can ensure that they operate in a fair, ethical, and effective manner, and that they are well-positioned for long-term success.

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