"Instructions1. Respond to each question with an Executive Summary (ES). a. Executive Summary content information: http://www.umuc.edu/writingcenter/writingresources/exec_summary_sample.cfmb. Executive summaries are, by definition, brief.In this case, the response toeach question should be about one (1) single-spaced page, size 10-12 font. 2. The total number of pages for all the responses, excluding references, is 4pages.Points will be deducted if you exceed that amount.3. To save space on the page, do not include the question in your response, but donumber them (e.g., 1, 2, or 3). 4. References may be on a separate page for all questions.Remember that anyreference must have been cited or quoted in your document.1. StaffingAssume you are the Staffing Manager in a large U.S. organization with 2,000 -plusemployees.At a monthly HR professional meeting, the speaker addressed the increasingsupport of the “Ban the Box” legislation by the U.S. Senate and House of Representatives. Because your organization is fully committed to eliminating any policy, procedure, practice,or behavior that would endanger the safety and well-being of all stakeholders, “Ban theBox” concerns you.? You can use this link to read about Ban the Box legislation: https://www.shrm.org/resourcesandtools/hr-topics/risk-management/pages/ban- the-box-movement-viral.aspxTo prepare for the potential passage of this legislation, write an executive summary topresent to the HRM Director addressing how (a) you would prepare for and implement sucha process within your organization, and (b) the staffing procedures would be affected forboth Human Resources and the managers/supervisors in the organization. 2. Training & DevelopmentThe Vice-President of Finance has come to you to assist with a problem she is experiencing. The errors in payroll processing and related benefits administration are increasing at a ratethat is unacceptable.These include, but are not limited to: ? Time records are not submitted by the weekly deadlines, or if submitted, theyare unsigned, inaccurate, and/or erroneously reported.This requiresreissuing checks.? Time records are changed to reflect schedules that violate overtime rules forfederal contractors, such as your employer.? Employees’ regular work schedules are changed without completing therequired paperwork, which affects employee eligibility for some benefits.Using what you know about the (1) employment and wage and hour, and (2) the Training &Development (T&D) function, what steps will you take to assist the VP with correcting thesepractices within the organization?3. Performance Management & HRISAssume you are an HR practitioner for a medium-sized retail fashion company that employsa total of 500 employees in New York City, Houston, and Montreal. The owner is consideringthe implementation of an HRIS to generate, track, process, and report the results of theannual employee performance appraisals.As the organization grows, and hopefullyexpands to other major cities, the goal is to be able to obtain company-wide data to (a)provide information concerning current individual employee performance, and (b) identifyemployees for future management positions.She has asked you to prepare an overview of the factors that should be considered in herdecision.Your response is to include, at a minimum, the following: ? How such a system would affect the HR department? Advantages to the employees and the organization, and ? Ethical and legal issuesYour response should be written from an HR viewpoint, not from that of an IT or projectmanagement professional. In other words, you should concentrate on HRIS’s impact on HRpractices, not on the minute technical details of implementing such a system. Solution1)Integrating a new HR Policy within the organization frame is the tough task since to train new &old employees adjust as per policies & update them regularly, still making them part of theorganization is a purely HR Responsibility. One needs to make employees understand theimplementation of the HR policies & why it's crucial to implement it. While surveying about theHR policies there is a growing support towards the “Ban the Box” legislation by the U.S. Senateand House of Representatives. On reading in-depth about it, it’s a checkpoint about theemployee’s past details, background check & any criminal probability which an employee isrequested to fill with honesty. It’s a box & has three set of questions which seeks informationfrom employee outlining any SEC, Felony convicts or any criminal & proceedings with theemployee was part of. In case, if the employee says yes & has relevant documents of the courtproceedings then suitable actions are taken. And if the employee does not disclose the truth &during a brief background check it comes in the eyes of the employer then it will result in thetermination of the employee. Hence ban the box should be taken seriously by the employer & theemployee.Implementation & execution is the main key. Employees while joining the company should bebriefed about this policy in details. This may result in new hiring a bit delayed since backgroundchecks & verification of civil or criminal proceedings takes time. HR & senior managementshould decide the consequences of it. If the civil or criminal proceedings are serious then it willlead to termination but if it’s an old case, a license is again renewed & all the court charges arecleared then the employee can be still thought to be accepted. For existing employees acceptancetowards the new policy is the main key. Firstly as an HR person, one should brief employeesabout the importance of the employees in details. Secondly, implementation & verification partshould be decided within a specific time line period. This may take time in the full forceimplementation but it will result in the full faith & trust within the employee’s existence & in theorganization.In an organization it's imperative for any employee or for the employee to work in an ethicalenvironment & keep things transparent. For an employer & for the employee trust & faith is thekey to maintaining decorum & coexistence within the same department & harmony in theorganization. If a wrongful employee is hired who is legally still bounded by court & there is noverification check, it will result in loss of assets be it in the form of human or materialistically toan organization.An employer or an organization in an exception instance still allows anunskilled employee to be part of the organization. But, keeping a criminal background employeewill make other employees lose faith, interest; will create disharmony & ruckus within theorganization. Hence ban the box may result in the bit delays during the hiring & recruiting cyclesbut it will only help an organization in hiring a suitable well educated with the good culturedbackground to enter in an organization. 2) Training & Development It is critically important to have smooth & timely transitions of payrolls & finances. For this,operations, administration & finance department should coordinate & work simultaneouslywithout any barriers or major challenges. The problem lies when there is a miscommunication orlack of clarity in understanding an individual role in a specific department. In order to get intothe nitty gritty functioning of various departments, one needs to set properly document workprofile responsibility & accountability of the individuals & of the departments. When there is avague environment with nothing documented or written it results in the disparity & confusion ofthe roles. Rules& regulations should be same for everyone & all should adhere to it.For the operations & administration department, we need to document regular attendance recordsof the employees, guidelines to define specific routine procedures & specific department’s headsshould coordinate between the subordinates & the operational/administration discrepancies. Thenext step will be for the finance department to finalize payrolls after verifying discrepancy errorsfrom the database & throwing back queries to the individual person or with the departments. Theemployment contract defining conditions, role, reporting structure, hours of work should be wellbalanced & documented. On the basis, the documented employment contract, any discrepanciesheld in the manner of attendance, process change and hours of work devoted will be directlyproportional to the salary paid & working counted days in the system.A suitable turnaround time should be defined from the time a person is employed in a company,to training period, to allowing a person to complete probation period, salary structure & creditedetc. This will help in understanding which department is lagging behind & marking a red alertsemails or issues. An individual from the administrator & operation can timely devise a strategyplan layout for a rollout of an individual person employed to structuring fitting within the scopeof the organization.In order to define roles, responsibilities, accountability of the specific department, of theindividual person employed in it, proper training & developments should be conducted. Thetraining module should contain department wise training, procedures to hire, employee exit,individual role contributor in the specific department, process & procedure for an interchangedepartmental rules should be well defined & within the scope of the company.Unlawful deduction makes an employee demotivated & loses focus in an organization. Henceemployment rules & per wage rules should be pre-decided. It should be uniformly the same &discussed in details before any discrepancies or any unlawful things. The same should be sharedwith the employees during training & development part (Koymo, 2011). Etically & legally it’s asuitable way to make everything transparent which will only smoothen the transitions, wage- appraisal systems & strength a bond between employer & employee. If they will be bothered bysuch petty issues on a routine basis, they will not be able to give their 100% to the organization.3) HR is an important integral part of the organization. Deciding upon the various factors such asleaves, exit policies, hiring, recruiting, training, development, performance appraisals etc. all arecrucial decisions to be taken by HR department for the benefit of each & every individualemployee in an organization. The problem arises when there is a huge employee’s strengthwithin an organization & offices are expanding to new cities or making a mark globally."