Imagine that you are a workplace supervisor and are considering the merits of using the electronic data in carrying out your responsibilities. In this paper, you will evaluate the risks and benefits associated with obtaining Internet-based information on applicants you are interviewing and employees that you supervise.

1. Use concepts and terminology from the HR & Social Media Guest Lecture and the 2 social media articles to support and defend your arguments. 2. Distinctly analyze each of your two tasks (hiring and supervising) and note any significant differences in how you would carry them out regarding the use of social networking sites (SNS) and other electronic data. 3. Format: APA style, 2000-3000 words (exclusive of your title and reference pages), written prose with citations from your sources, reference and title page. Organize your paper using the following required subheadings: Hiring, Supervising, Risks, Benefits. 4. Submit the Microsoft Word document to the assignment dropbox by the due date.

Ive listed some questions below to help get you started in your assessment however, you should not limit yourself to these questions alone. How might Googling an applicants or employees name or looking through their social media pages affect the way in which you carry out employment processes at work? What are the legal and moral implications of accessing co-workers social media pages or their friends SNS? What are the legal and moral implications of accessing a candidates SNS and are these implications different given that they are not yet hired? What about other electronic data gained from other sources? How does the verifiability of the information impact its use? Is there an expectation of privacy, confidentiality or respectful boundaries among office colleagues? If the roles were reversed, how might you, as a potential or current employee feel about HR or your boss checking your SNS or that of your family or friends.

HUMAN RESOURCE MANAGEMENT

Organisation Design & Organisation Development

(your Action Learning Set groups) produce
1. a report and 2. Deliver a PowerPoint presentation that uses academic models from the course to critically assess the effectiveness and efficiency of your Action Learning set. Specifically you should:

1. Reflect upon the outcomes of action learning set process and critically assess action learning as a tool for addressing organisational issues.
2. Include relevant academic organisation design and development theory in support of your discussion.
3. Produce a set of Power Point slides detailing the content of your presentation.

Learning Outcomes Assessed

Will be able to demonstrate an understanding, analyse and critically evaluate:

• Understand, analyse and critically evaluate the processes and systems that need to be in place to maintain such structures and relationships and evaluation of same.
• Understand, analyse and critically evaluate the methods and procedures of organisation development and review their strategic impact.
• Understand, analyse and critically evaluate possible change management strategies and activities, through the application of organisation development strategies, which might support organisation design and realignment outcomes.
• The importance of the HR role in advising on organisation design and development choices and supporting their implementation.
1. Group Report (2500 words – this can be increased to 3000 words to accommodate all individual reflections if you have a large group)
• Introduction to Action Learning (AL).
• Introduction to your Action Learning Set (ALS).
• Short (approximately between 200 and 300 words) individual reflections from each group member in relation to your experiences of being involved in an ALS.
• Detailed discussion relating to the group’s experiences of ALS meetings. Within this section please include 2 problems/cases/meetings as examples. I expect to see some related Organisation Design theory within this section to help explain the circumstances under which the problem presenter is/was operating.
• A collective critical analysis (including opinions from the whole group) of AL as a means of collective reflective learning and its potential as a tool within a wider Organisation Development context. Please ensure that you include AL and Organisation Development theory within this analysis.
• Conclusions
• Recommendations that may include how you envisage this approach could be adopted by you or others in the future.
• Appendix section to include copies of the presentation PowerPoint slides. No more than between 7 and 10 slides to be included.

2. Presentation
• Introduction to AL and your ALS members – ensure that too much time isn’t wasted describing AL. You can assume that your audience knows the concept.
• Introduction to the 2 problems/cases you wish to discuss (include Organisation Design theory to help explain the organisations’ contexts, and the circumstances of the problems faced by the problem presenters).
• Critical analysis of AL (including your experiences) and its potential within Organisation Development.
• Recommendations for future use.

CU Harvard Referencing

PLAGIARISM WARNING!
Assessment Criteria and Marking Scheme is on the following page.

Organisation Design and Development

Assessment Criteria % of Overall Mark
Reflections relating to the outcomes of action learning set meetings take full account of the organisations’ business environments and organisational contexts (including behaviours, cultures, structures and strategies). 35
Demonstrates a critical awareness of action learning as a tool within a wider Organisation Development context. 35
Application of relevant theory and academic models to provide an effective blend of theory and practice. 25
Application of approved academic referencing.
5
Total

HUMAN RESOURCE MANAGEMENT

Organisation Design & Organisation Development

(your Action Learning Set groups) produce
1. a report and 2. Deliver a PowerPoint presentation that uses academic models from the course to critically assess the effectiveness and efficiency of your Action Learning set. Specifically you should:

1. Reflect upon the outcomes of action learning set process and critically assess action learning as a tool for addressing organisational issues.
2. Include relevant academic organisation design and development theory in support of your discussion.
3. Produce a set of Power Point slides detailing the content of your presentation.

Learning Outcomes Assessed

Will be able to demonstrate an understanding, analyse and critically evaluate:

• Understand, analyse and critically evaluate the processes and systems that need to be in place to maintain such structures and relationships and evaluation of same.
• Understand, analyse and critically evaluate the methods and procedures of organisation development and review their strategic impact.
• Understand, analyse and critically evaluate possible change management strategies and activities, through the application of organisation development strategies, which might support organisation design and realignment outcomes.
• The importance of the HR role in advising on organisation design and development choices and supporting their implementation.
1. Group Report (2500 words – this can be increased to 3000 words to accommodate all individual reflections if you have a large group)
• Introduction to Action Learning (AL).
• Introduction to your Action Learning Set (ALS).
• Short (approximately between 200 and 300 words) individual reflections from each group member in relation to your experiences of being involved in an ALS.
• Detailed discussion relating to the group’s experiences of ALS meetings. Within this section please include 2 problems/cases/meetings as examples. I expect to see some related Organisation Design theory within this section to help explain the circumstances under which the problem presenter is/was operating.
• A collective critical analysis (including opinions from the whole group) of AL as a means of collective reflective learning and its potential as a tool within a wider Organisation Development context. Please ensure that you include AL and Organisation Development theory within this analysis.
• Conclusions
• Recommendations that may include how you envisage this approach could be adopted by you or others in the future.
• Appendix section to include copies of the presentation PowerPoint slides. No more than between 7 and 10 slides to be included.

2. Presentation
• Introduction to AL and your ALS members – ensure that too much time isn’t wasted describing AL. You can assume that your audience knows the concept.
• Introduction to the 2 problems/cases you wish to discuss (include Organisation Design theory to help explain the organisations’ contexts, and the circumstances of the problems faced by the problem presenters).
• Critical analysis of AL (including your experiences) and its potential within Organisation Development.
• Recommendations for future use.

CU Harvard Referencing

PLAGIARISM WARNING!
Assessment Criteria and Marking Scheme is on the following page.

Organisation Design and Development

Assessment Criteria % of Overall Mark
Reflections relating to the outcomes of action learning set meetings take full account of the organisations’ business environments and organisational contexts (including behaviours, cultures, structures and strategies). 35
Demonstrates a critical awareness of action learning as a tool within a wider Organisation Development context. 35
Application of relevant theory and academic models to provide an effective blend of theory and practice. 25
Application of approved academic referencing.
5
Total