PADM 7605 Human Resources Management—Spring 2022Research Paper AssignmentThis is a research paper,...

Question

PADM 7605 Human Resources Management—Spring 2022
Research Paper Assignment
This is a research paper, so make sure you follow basic research protocols. I will allow you to do field research if you have a project in mind that would benefit you in your cu
ent job or benefit your employer. Field research does include some literature review, but it focuses on a practical issue or problem you face at work (or your organization faces). Your paper would be a proposed solution. Otherwise, think of your paper as a literature review of your specific question.
At the end of this handout, I have listed a number of potential research topics posed as questions. I want you to approach your topic with this in mind. That means, once you have na
owed your topic to a manageable task, you must phrase your topic sentence as a question that you answer in your paper.
I am open to any topic, but you must pick one soon. See deadline in below.
All the usual stuff applies to these papers: references, organization, writing, grammar, APA style, and so on. The paper is not to exceed 12 typed, double-spaced pages on a relevant public or nonprofit human resource issue, excluding title page and references. Other requirements: 12-point font, Times New Roman, 1-inch margin on left and 1.5 inches on the right, page numbers on bottom of document, co
ect grammar and spelling. Paper is due around April 30 but no later than May 3 in Canvas. The paper should be in Microsoft Word format, not a PDF.
I need to approve all paper topics, so please send me an email with your topic posed as single question during the week of Fe
uary 24 to March 2.

Grading Ru
ics
The criteria for grading will be as follows:
22-25 Points (A) – Professional quality in both content and presentation, multiple sources compared and integrated for each topic, carefully thought through, rather than simply copied or simply paraphrased. Relies mainly on sophisticated sources including such as academic journal articles, sophisticated practitioner publications, and books rather than short internet documents; complete and accurate references included in the body of the paper; consistently good grammar and essay structure.
XXXXXXXXXXpoints (B) – Substantial basic information provided at the level of a good draft of professional work, but the content is short of professional quality; largely simple sources such as factually oriented internet sites. Relatively few introductions, transitions, interpretations; largely paraphrased from other sources, only one or two sources checked for any given topic; occasional grammar problems.
XXXXXXXXXXpoints (C) – Useful sources, but sketchy and incomplete content, significant grammar and organization problems, material simply copied from sources (perhaps with an occasional small change in wording), but appropriately referenced; incomplete citations.
XXXXXXXXXXPoints (D or F) – Marginally appropriate material; material quoted from sources without quotation marks, extensive grammar and organization problems.
Suggested Paper Topics Posed as Questions (You are not limited to these topics; these are primarily to help stimulate your thinking).
· Do other post-employment benefits (OPEB) help recruit and retain employees? (OPEBs are retiree benefits other than pension—primarily health care.)
· What does cu
ent research say about motivating public employees?
· Will teacher pay-for-performance improve test scores of school children?
· Should employers be able to hold employees accountable for after-hours use of social networking apps?
· Are defined benefit pension plans for public employees obsolete?
· Are public pensions plans too generous?
· How should public and nonprofit organizations approach hiring and retaining members of the millennial generation (those born between 1982 and 1993)?
· Are civil service systems obsolete?
· Do merit pay or bonuses increase performance of public employees?
· Have public unions become too powerful in obtaining wages and benefits from elected officials?
· Does a diverse workforce increase organizational performance?
· Can mentoring programs improve job prospects of newly hired employees?
· What is the impact of information technology on strategic human resources management?
· Should
oad-banding be the new normal for job classification in the public sector?
· How do you retain good people?
· Are there successful employee evaluation systems out there?
· Are discrimination rules being implemented fairly? There are many possibilities related to employment law, if you are interested in that area, such as religious accommodation under Title VII, veteran rights in employment, age and gender discrimination issues, etc.
· How does workforce-planning link to strategic planning?
· Should public employee hiring include such things as personality testing?
· How does my HR department handle workers deal with high stress jobs, especially those affecting emotional labor?
· Should salary ranges be published in job announcements?
Turnitin
Canvas will automatically run your paper through its plagiarism software and you will get a report. If you are not familiar with this software, it checks your paper against other papers, published works and the Internet to see how much might have been copied. It is not perfect, but if you get a score higher than 40%, there might be a problem. I believe it also will show you where the match came from (and me too,). Avoid such issues by doing a good job writing your paper without extensive quotes (paraphrase) and, shall we say, without too much cutting and pasting.
2

hrresearchpapers-spring-2022-w5wvofi4.docx

Anurag · Accepted Answer

Will Teacher Pay-For-Performance Improve Test Scores of School Children?	4
WILL TEACHER PAY-FOR-PERFORMANCE IMPROVE TEST SCORES OF SCHOOL CHILDREN? 
Table of Contents
Introduction	3
Literature Review	4
Conclusion	11
References	12
Introduction
Despite the tumultuous history of performance pay in public schools of US, interest in connecting teacher pay to performance has resurfaced, with the federal government taking the lead in advocating for compensation reform as a means of improving educational results. The idea that educators should be rewarded (in proportion) based on students' test score advances or more complex measures of teacher value contributed has gained traction as standardized testing has become more prevalent in school accountability systems. The concept, though, is divisive. Aside from the disagreement over whether this is a suitable approach to assess what instructors accomplish, it is unclear how effective this strategy is on its own. Will test scores rise if instructors are compensated for improving student test results?
This article looks at the educational process and how teacher pay-for-performance can help students improve their test results. In this literature review paper, several academic sources had been used to demonstrate whether pay-for-performance strategies are efficient, the downsides of pay-for-performance plans from a teacher's perspective, and the drawbacks of pay-for-performance schemes from an employer ’s point of view, all of which are relevant to the profession of teaching. This study examines the elements that influence student accomplishment as well as the ones that might stymie a student's academic progress. This paper likewise takes a gander at how instructors and school executives in the state funded educational system are working for a financial objective that is not to the greatest advantage of the students. When personal advantage may be obtained through the use of a third party, students, instructors, and authorities have demonstrated that their pursuit of outcomes is corrupt.
Literature Review
The term "production" refers to how good a person is at their chosen career. A quantitative measurement can easily identify this for many vocations. If an employee sells a product that their firm manufactures, their sales may be recorded and compared to those of other employees in the same position. Marketing, banking, and athletics are just a handful of the occupations where metrics are linked to employee quality. These findings are unassailable and unassailable. Allotting a quantitative measurement to a job that is in a general sense subjective could take into consideration individual evaluation of the results. As it applies to the teaching profession, this study centers around whether pay-for-performance plans are fruitful, the downsides of pay-for-performance plans according to the business' perspective, and the disadvantages of pay-for-performance plans according to the business' viewpoint.
The former President of the United States, Barack Obama, signed the American Recovery and Reinvestment Act of 2009 (ARRA) into legislation (Kozlowski & Lauen, 2019). The ARRA was designed to help create jobs, boost the economy, and support essential sectors, one of which is education (Lim, Guzman & Bowen, 2020). The Race to the Highest Fund, which has a $4.35 billion spending plan for payment, is a component of this regulation that gives money to state school systems. The asset was made to urge states to cultivate development and change to help secondary school graduation rates, understudy achievement, limited accomplishment aberrations, and plan understudies for outcome in school and their picked calling. States do this by ordering programs in four critical areas of instructive change.
	Boards must establish parameters first, that will educate kids for college, the job, and the world economy. Second, data systems must be developed to track student development, success, and failure so that instructors and administrators can enhance education. The effective teachers and principals are involved in the third phase. The goal of the program is to find, develop, reward, and retain those people. Finally, reform plans that focus on turning around the lowest-performing schools are recognized (Hill & Jones, 2021). 
The quantitative assessment rules utilized by the Race to the Top asset conclude which states get assets and how much cash they get. It has a most extreme score of 500 scores in six classes. State achievement variables, guidelines and tests, information frameworks to help guidance, excellent educators and pioneers, pivoting low-performing schools, and general determination process are for the most part components to consider. Emphasis on science, technology, engineering, or mathematics might get you an extra 15 points (STEM) (Landa & Donaldson, 2020).
The state success factor is made up of three different categories that may be scored for a total of 125 points. For 65 points, articulate the state's schooling change plan and the commitment of nearby instruction organizations (LEAs) in that program (Holt, 2022). Creating solid statewide capacity to execute, increase, and support the arranged 30-point programs. At last, the state should show significant advancement in helping understudy accomplishment and restricting 30-point accomplishment differences.
	The selection criteria's standards and evaluations section consist of three items worth a total of 70 points (Springer, 2019). A total of 40 points are awarded if the state develops and adopts uniform standards. For a most extreme score of up to ten places, the creation and execution of normal, excellent assessments is likewise checked on. At last, the state can get up to 20 focuses for its ability to aid the progress to better expectations and assessments.
	The data systems used by a state to support teaching can earn up to 47 points. There are three locations where you may score. There are a total of 24 points available for implementing a statewide longitudinal data system. The ability to access and use state data is a five-point examination.

PADM 7605 Human Resources Management—Spring 2022 Research Paper Assignment This is a research paper, so make sure you follow basic research protocols. I will allow you to do field research if you have...

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