Question.4282 - Week Four: Discussion Two Subscribe(CLO8) Why do many organizations require that significant disciplinary action be cleared with human resources before they are implemented?This week contains multiple discussion questions that you are required to answer. To access each of the discussions for this week, please click the link above.Once on that page, you will see the list of discussion forums that have been created for each unit. Click on the appropriate forum and then select the Create Thread button to write your response. After you are finished answering the question, click on the Submit button located at the top right-hand corner of the page.Read each question -- there may be more than one.Post your responses in the appropriate threads. Students are required to make their initial post by Thursday at 11:59 p.m. (your time zone).Responses should be at least 200 words or more. You must research answers and all answers must include reading citations, with page numbers, parenthetical style (Author, Date: page#), and the source listed APA style at the end of the post.Respond to at least two of your classmates' postings. Responses should be at least 100 words or more. Responses are due by Sunday at 11:59 p.m. (your time zone).Review your postings to see who has responded to you.Be sure to answer ALL QUESTIONS.Best approach: Just “talk “ to your fellow students. Have a conversation. If you do not count how many times you connect with your fellow students, you will give more than adequate responses. Prompt discussion, not make a simple comment, such as “good work!” There will be no credit for such responses that end rather than foster discussion. Address fellow students with respect and acceptance that there may be a variety of personal views.Please find below the rubric to which all discussion board answers are graded.
Answer Below:
Hello xxxxx and xxxxxxxxx Many xxxxxxxxxxxxx require xxxx significant xxxxxxxxxxxx action xx cleared xxxx Human xxxxxxxxx HR xxxxxx implementation xx ensure xxxxxxxx consistency xxx legal xxxxxxxxxx Marama xx al xxxxxxxxxxxx actions xxxx as xxxxxxxxxx demotion xx termination xxxxx serious xxxxxxxxxxxx for xxxx the xxxxxxxx and xxx organization xx involvement xxxxx to xxxxxx that xxxxx actions xxx justified xxxxxxxxxx properly xxx handled xx a xxx that xxxxxxxx the xxxxxxxxxxxx from xxxxxxxxx legal xxxxx One xxx reason xx to xxxxxx compliance xxxx employment xxxx and xxxxxxxxxxx HR xxxxxxxxxxxxx are xxxxxxx to xxxxxxxxx and xxxxx violations xx labor xxxx anti-discrimination xxxx and xxxxxxxxx policies xx reviewing xxxxxxxxxxxx actions xx can xxxx prevent xxxxxxxx termination xxxxxxxx or xxxxxx of xxxxxx treatment xxxxx could xxxxxx the xxxxxxxxxxxx s xxxxxxxxxx and xxxx to xxxxxxxxx penalties xxxxxxx reason xx to xxxxxxxx consistency xx how xxxxxxxxxxxx actions xxx applied xxxxxx the xxxxxxxxxxxx Without xx oversight xxxxx is x greater xxxx that xxxxxxxxx managers xxx discipline xxxxxxxxx in xxxx that xxx inconsistent xx biased xx ensures xxxx policies xxx applied xxxxxxx which xxxxxxxx fairness xxx trust xxxxx employees xx also xxxx as x neutral xxxxx party xxxxxxxx an xxxxxxxxx perspective xx the xxxxxxxxx Erbil xx al xxxx can xxxx reduce xxxxxxxxx or xxxxxxxxx decisions xxxx by xxxxxxxxxxx who xxx be xxx close xx the xxxxx HR xxx guide xxxxxxxx through x progressive xxxxxxxxxx process xxxxxxxx that xxxxxxxxx receive xxxxxx warnings xxx opportunities xx correct xxxxxxxx before xxxx severe xxxxxxx are xxxxx In xxxxxxx involving xx in xxxxxxxxxxx disciplinary xxxxxxx protects xxx organization xxxxxxx promotes xxxxxxxx ensures xxxxxxxxxx policy xxxxxxxxxxx and xxxxxxxx a xxxxxxxxx work xxxxxxxxxxx It xx a xxxxx step xx responsible xxx ethical xxxxxxxxxx practices xxxxxxxxxx Erbil x zbilgin x F x ndo xx N xxxxxxxxxxxxxxxx as xxxxxxxx design xx human xxxxxxxx management xxx case xx an xxxxxxxxxxxx national xxxxxxx Human xxxxxxxx Management xxxxxxx - xxxxxx M x Nouralib x Farahabadic x Larijanid x T xxxxxxxxx H x Moghilanf x Larijani x T xxxxxxxxxxxx of xxxxxxxxx types xx management xxxxxxxxxxx and xxxxxxxxxxx of xxxxx job xxxxxx in xxxxxxxx to xxx law xxx legal xxxxxxxxx that xx related xx their xxxx Russian xxx Journal x -More Articles From HCA 628
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