Part One: Case Study, Constructive Discharge and Reinstatement of Strikers.

· Using Case 10-2: Constructive Discharge and Reinstatement of Strikers complete the following:

· Add your opinion about the choices and decisions being made—if this was your company, would you make this choice?

· What would you do differently?

Part Two: Employee Development and Performance.

Use the following scenario:

Continuing from the Strategy, Planning, and Selection assignment, where you were selected as the new HR director for the retail company, now you have been in the position for approximately six months. Your approach to strategy, planning, and selection has been quite successful thus far, and now it is time to address the organization’s expectation for the performance and development of employees since these components of HR strategy are critical in achieving business outcomes and success.

Instructions

Write a four- to five-page paper in which you do the following:

· Critically analyze and discuss any researched (web or textbook) training process model you may consider for use in developing employees (Please use The Addie Model, below). Then, identify and discuss some possible challenges that might be faced in implementing a new training process in the company.

· List and briefly discuss at least three types or methods of training that can be used for employee training. Of the three, which would you select to train the retail employees, and why? Be specific.

· Differentiate the concepts of performance management and performance appraisal with three to four key points. Then, make your case to leadership for or against using annual performance appraisals in the organization. Be specific with your perspective.

· Use at least five quality academic resources in this assignment. Note: You may only use the resources listed. Please number each reference and use the format of (author, number) for each citing.

ADDIE Model: Instructional Design

For many years now, educators and instructional designers alike have used the ADDIE Instructional Design (ID) method as a framework in designing and developing educational and training programs. “ADDIE” stands for Analyze, Design, Develop, Implement, and Evaluate. This sequence, however, does not impose a strict linear progression through the steps. Educators, instructional designers and training developers find this approach very useful because having stages clearly defined facilitates implementation of effective training tools. As an ID model, Addie Model has found wide acceptance and use.

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