Please review the attached progress reports when writing the final notebook for
Please answer the following questions within amaximum of 3 double-spaced pages. Notethe limit requires you to be concise in synthesizing all the input from theclassroom material and any external literature you gather. 1. Explain how each of the HR staffing,training & development, and performance management functional areas relatesto turnover. Consider: How does turnover impact the HRfunction? How does the HR functioninfluence turnover? 2. Using one of the steps in the staffing(recruitment and selection) function, identify an action that could increasediversity in the organizations labor pool. Explain how/why that change can be effective, using support from theliterature. Then, explain the impact an increase in diversity could have on theorganizations training & development and performance managementfunctions. 3. Your organization is planning a major organizational changethat will impact a number of employees. Some departments will need additionalemployees with specialized skills and other departments will need feweremployees, leading to a reduction in force (RIF). As the head of the HRdepartment, what steps will you take in planning for both the increased needfor employees with specialized skills and the RIF? Classroom Reading list available for sources: Main Topic: Staffing Bauer, T. N., Bodner, T., Erdogan, B., Truxillo, D. M., & Tucker, J. S. (2007). Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes, and methods. Journal of Applied Psychology, 92(3), 707721. Bhakta, K., & Medina, M. S. (2021). Preboarding, Orientation, and Onboarding of New Pharmacy Faculty During a Global Pandemic. American Journal of Pharmaceutical Education, 85(3), 169172. https://doi-org.ezproxy.umgc.edu/10.5688/ajpe8510 Cascio, W. F. (2014). Leveraging employer branding, performance management and human resource development to enhance employee retention. Human Resource Development International, 17(2), 121-128. Cioca, J. A. (2018). Employee Turnover: An Evidence-Based Approach to a Thorny Issue Science for Work. Cubrich, M., King, R. T., Mracek, D. L., Strong, J. M. G., Hassenkamp, K., Vaughn, D., & Dudley, N. M. (2021). Examining the criterion-related validity evidence of LinkedIn profile elements in an applied sample. Computers in Human Behavior, 120. https://doi-org.ezproxy.umgc.edu/10.1016/j.chb.2021.106742 Dault, J. (2018). Recruitment: what you can do to attract the best candidatesScience for Work. DeFazio, S. M. (2016). Future-proof your workforce. Strategic Workforce Review, 7(92), 40-43. Fleck, C. (2016). An algorithm for success. HR Magazine, 61(5), 130-135. Fox, A. (2015). Keep your top talent: The return of retention. HRMagazine, 59(4), 30-40.Main Topic: Employee Training & DevelopmentEbook:Jain, S. (2019). HR Solutions for Excellence in Training & Development. Society Publishing.Articles:Allen, M. & Naughton, J. (2011, August). Social learning: A call to action for learning professionals. T+D, 51-55. Alonso, A., Kurtessis, J. N., Schmidt, A. A., Strobel, K., & Dickson, B. (2015). A competency-based approach to advancing HR. People & Strategy, 38(4), 38-44.Crosby, D. M. (2014). Sustainability program leadership for human resource development professionals: A competency model. Journal of Organizational Culture, Communication and Conflict, 18(2), 79-86. Kirkpatrick, J. D., & Kirkpatrick, W. K. (2015). Creating a post-training evaluation plan. T+D 67(6), 12-14.Pee, L. G. & Kankanhalli, A. (2016). Interactions among factors influencing knowledge management in public-sector organizations: A resource-based view. Government Information Quarterly 33(1), 188189.Pennington, H. (2011). Using a training needs analysis framework in career development. Nursing Management, 18(2), 32-36.Tracey, J. G., Hinkin, T. R., Tran, T. L. B., Kingra, M., & Taylor, J. (2015). A field study of new employee training programs: Industry practices and strategic insights. Cornell Hospitality Quarterly, 56(54), 345-354Yasinski, L. (2014). A competency-based technical training model that embraces learning flexibility and rewards competency. American Journal of Business Education, 7(3), 171-174.Main Topic: Organizational Change (OC)Armenakis, A. A., & Harris, S. G. (2009). Reflections: Our journey in organizational change research and practice. Journal of Change Management, 9(2), 127-142.Kotters 8-step Change Model (2014). Retrieved from https://www.kotterinc.com/8-steps-process-for-leading-changePiderit, S. K. (2000). Rethinking Resistance and Recognizing Ambivalence: A Multidimensional View of Attitudes toward an Organizational Change. Academy of Management Review, 25(4), 783794. https://doi-org.ezproxy.umgc.edu/10.5465/AMR.2000.3707722SHRM.org (2016). SHRM Competency Model ©. Retrieved from https://www.shrm.org/learningandcareer/competency-model/pages/default.aspx#article-section-1Sinval, J., Miller, V., & Marôco, J. (2021). Openness Toward Organizational Change Scale (OTOCS): Validity evidence from Brazil and Portugal. PLoS ONE, 16(4), 122. https://doi-org.ezproxy.umgc.edu/10.1371/journal.pone.0249986Unger, C., Mosley Jr., D. C., Gillis, W. E. (Bill), & Maes, J. D. (2021). The Tree of Organizational Change: Historic Narrative Overview. Organization Development Journal, 39(3), 5566.