F- Comphresive Review of HR Strategy

[ad_1]

OL 211 Final Project Guidelines and RubricOverviewMany businesses and organizations large enough to require human resource management (HRM) will need someone that not only understands core humanresource (HR) responsibilities, but also understands the vision and mission of the organization.To align the core HR requirements of an organization with its strategic plan, you will conduct an HRM review of the organization in the Moller-Maersk case studylocated in the Harvard Business Review Coursepack. Be creative in assembling each of the individual components or HR tools to the HRM review so that theywould be consistent with and add value to the organization. Complete the HRM review that illustrates how each of the HR tools plays a role in an organization’soverall strategic plan.The project is divided into four milestones, which will be submitted at various points throughout the course to scaffold learning and ensure quality finalsubmissions. These milestones will be submitted in Modules Two, Three, Four, and Five. Your comprehensive proposal will be submitted in Module Seven.This assessment addresses the following course outcomes: Explain core concepts of human resource management common in today’s global workplace for promoting shared values throughout an organization Describe human resource management practices and theories that align to and promote the organization’s vision, mission, and business Illustrate the functions of a human resource manager for ensuring alignment with the organization’s strategic plan Explain modern human resource concepts and principles that are essential in a changing work environmentPromptIn this assessment, you will review the human resource management (HRM) of the organization within the case study. This case study will give you theopportunity to explore various roles and processes within the human resources profession. A key skill for any professional working in human resources is theability to develop and implement processes that align with a company’s strategic plan and mission.I. HRM Functions and PracticesA. Explain why the human resource (HR) function should be aligned with an organization’s strategic plan. [OL-211-03]
B. Explain how current global conditions in this industry impact human resource management (HRM) practices within organizations. [OL-211-01]
II. StaffingA. Describe a process to recruit and select new employees who are aligned with the organization’s vision and goals from the case study. [OL-211-02]
B. Compare and contrast recruitment and selection of internal versus external candidates using best practices from the Society for HumanResource Management (SHRM) website. Refer to the Research and Metrics page for helpful resources. You may want to consider which methodof recruitment would be most beneficial to this organization. [OL-211-01]
III. TrainingA. Describe the components of a needs assessment used to determine the training requirements of the organization. [OL-211-01]
B. Explain the importance of developing learning activities. Be sure to incorporate adult learning principles and methods of experiential learningfrom this course. [OL-211-03]
C. Illustrate the value of a training needs assessment in an organization. Support your response. [OL-211-01]
D. Describe the importance of creating SMART objectives for a training plan. [OL-211-02]
IV. EvaluationA. Determine the HRM’s role in the performance management process. How can you ensure the process aligns with the organization’s strategicplan? [OL-211-03]
B. Differentiate between various performance appraisal systems. Provide an example where one would be more applicable. [OL-211-02]
C. How do you identify best-suited appraisals for employee job duties? Support your response with an example. [OL-211-04]
D. Identify a variety of performance rating scales that can be used in organizations that includes graphical scales, letter scales, and numeric scales.Describe each scale. [OL-211-02]
V. CompensationA. Describe the compensation philosophy. How does the market influence this philosophy? [OL-211-04]
B. Determine the value of salary surveys and describe the advantages of discretionary benefits. [OL-211-04]
MilestonesMilestone One: Evaluating Strategic Talent Management Initiatives—Functions and Practices/StaffingIn Module Two, you will write a short paper that addresses Sections I and II of the Final Project document. This milestone will be graded with the Milestone OneRubric.Milestone Two: Employee Development ProcessesIn Module Three, you will write a short paper that addresses Section III of the Final Project document. This milestone will be graded with the Milestone TwoRubric.Milestone Three: Performance ManagementIn Module Four, you will write a short paper that addresses Section IV of the Final Project document. This milestone will be graded with the Milestone ThreeRubric.Milestone Four: CompensationIn Module Five, you will write a short paper that addresses Section V of the Final Project document. This milestone will be graded with the Milestone FourRubric.Final Submission: Human Resources Management reviewIn Module Seven, you will finalize and submit a paper that is comprised of all the milestone submissions with edits based on instructor feedback. This milestonewill be graded with the Final Project Rubric below.DeliverablesMilestone Deliverable ModuleDueGrading1 Evaluating Strategic Talent ManagementInitiatives—Functions and Practices/StaffingTwo Graded separately; Milestone One Rubric2 Employee Development Processes Three Graded separately; Milestone Two Rubric3 Performance Management Four Graded separately; Milestone Three Rubric4 Compensation Five Graded separately; Milestone Four RubricFinal Submission: HRM review Seven Graded separately; Final Project Rubric(below)Final Project RubricGuidelines for Submission: Submit your human resource management review adhering to the following guidelines: minimum of 7 pages, double-spaced, using12-point Times New Roman font and following APA 6th edition format. Submit journal assignment as a Word document.Instructor Feedback: This activity uses an integrated rubric in Brightspace. Students can view instructor feedback in the Grade Center.Critical Elements Exemplary (100%) Proficient (85%) Needs Improvement (55%) Not Evident (0%) ValueHRM Functions andPractices: FunctionMeets “Proficient” criteria andexplanation is supported withevidenceExplains why the human resourcefunction should be aligned withan organization’s strategic planExplains why the human resourcefunction should be aligned withan organization’s strategic plan,but explanation is cursory orinaccurateDoes not explain why the humanresource function should bealigned with an organization’sstrategic plan8HRM Functions andPractices: GlobalConditionsMeets “Proficient” criteria andexplanation is clear and detailedExplains how current globalconditions in the industry impacthuman resource managementpractices within organizationsExplains how current globalconditions in the industry impacthuman resource managementpractices within organizations,but explanation is cursory or hasgaps in accuracyDoes not explain how currentglobal conditions impact humanresource management practiceswithin organizations6Staffing: Recruiting Meets “Proficient” criteria anddescription demonstrates anuanced understanding of therelationship between recruitingand the organization’s vision andgoalsDescribes a process to recruit andselect new employees who arealigned with the organization’svision and goalsDescribes a process to recruit andselect new employees who arealigned with the organization’svision and goals, but description iscursory or inaccurateDoes not describe a process torecruit and select new employeeswho are aligned with theorganization’s vision and goals6Staffing: Candidates Meets “Proficient” criteria andestablishes which method wouldbe more beneficial for anorganization based on theresearchCompares and contrastsrecruitment and selection ofinternal versus externalcandidates using the Society forHuman Resource Managementwebsite as resourceCompares and contrastsrecruitment and selection ofinternal versus externalcandidates but does not utilizethe Society for Human ResourceManagement website as resourceDoes not compare and contrastrecruitment and selection ofinternal versus externalcandidates using the Society forHuman Resource Managementwebsite as resource6Training: NeedsAssessmentMeets “Proficient” criteria anddescription is clear and detailedDescribes the components of aneeds assessment used todetermine the trainingrequirements of the organizationDescribes the components of aneeds assessment used todetermine the trainingrequirements of the organization,but description is cursory orinaccurateDoes not describe thecomponents of a needsassessment used to determinethe training requirements of theorganization6Training: LearningActivitiesMeets “Proficient” criteria andexhibits keen insight into theneeds of adult learnersExplains the importance ofdeveloping learning activities, andincorporates adult learningprinciples and methods ofexperiential learningExplains the importance ofdeveloping learning activities, butdoes not incorporate adultlearning principles and methodsof experiential learningDoes not explain the importanceof developing learning activities8Training: TrainingNeeds AssessmentMeets “Proficient” criteria anduses scholarly research tocontextualize claimsIllustrates the value of a trainingneeds assessment in anorganization, and supportsresponseIllustrates the value of a trainingneeds assessment in anorganization, but does notsupport responseDoes not illustrate the value of atraining needs assessment6Training: SMART Meets “Proficient” criteria anddescription is clear and detailedDescribes the importance ofcreating SMART objectives for atraining planDescribes the importance ofcreating SMART objectives for atraining plan, but description iscursory or inaccurateDoes not describe the importanceof creating SMART objectives fora training plan6Evaluation:PerformanceManagementMeets “Proficient” criteria anddescription is well supported andplausibleDetermines HRM’s role in theperformance managementprocess including how the processaligns with the organization’sstrategic planDetermines HRM’s role in theperformance managementprocess, but does not include howthe process aligns with theorganization’s strategic planDoes not determine HRM’s role inthe performance managementprocess8Evaluation:PerformanceAppraisalMeets “Proficient” criteria andexample is well supported andcontextualizedDifferentiates between the trait,behavioral, and results-basedperformance appraisal systems,and provides an example whereeach would be most applicableDifferentiates between the trait,behavioral, and results-basedperformance appraisal systems,but does not provide an examplewhere each would be mostapplicableDoes not differentiate betweenthe trait, behavioral, and resultsbased performance appraisalsystems6Evaluation:Best-SuitedAppraisalsMeets “Proficient” criteria anduses scholarly research tosubstantiate claimsDetermines how to identify bestsuited appraisals for employeejob duties, and supports responsewith an exampleDetermines how to identify bestsuited appraisals for employeejob duties, but does not supportresponse with an exampleDoes not determine how toidentify best-suited appraisals foremployee job duties8Evaluation:Performance RatingScalesMeets “Proficient” criteria anddescription is clear andcontextualizedIdentifies a variety ofperformance scales that can beused in organizations anddescribes eachIdentifies a variety ofperformance scales that can beused in organizations, but doesnot describe each scaleDoes not identify a variety ofperformance scales that can beused in organizations6Compensation:CompensationMeets “Proficient” criteria anddescription is clear and detailedDescribes the compensationphilosophy and describes how themarket influences this philosophyDescribes the compensationphilosophy and describes how themarket influences this philosophy,but description is cursory orinaccurateDoes not describe compensationphilosophy8Compensation:Salary SurveysMeets “Proficient” criteria anduses evidence to substantiateclaimsDetermines the value of salarysurveys, and describes theadvantages of discretionarybenefitsDetermines the value of salarysurveys but does not describe theadvantages of discretionarybenefitsDoes not determine the value ofsalary surveys8Articulation ofResponseSubmission is free of errorsrelated to citations, grammar,spelling, syntax, and organizationand is presented in a professionaland easy-to-read formatSubmission has no major errorsrelated to citations, grammar,spelling, syntax, or organizationSubmission has major errorsrelated to citations, grammar,spelling, syntax, or organizationthat negatively impact readabilityand articulation of main ideasSubmission has critical errorsrelated to citations, grammar,spelling, syntax, or organizationthat prevent understanding ofideas4Earned Total 100%

")96% of our customers have reported a 90% and above score. You might want to place an order with us."

Essay Writing Service
Affordable prices

You might be focused on looking for a cheap essay writing service instead of searching for the perfect combination of quality and affordable rates. You need to be aware that a cheap essay does not mean a good essay, as qualified authors estimate their knowledge realistically. At the same time, it is all about balance. We are proud to offer rates among the best on the market and believe every student must have access to effective writing assistance for a cost that he or she finds affordable.

Caring support 24/7

If you need a cheap paper writing service, note that we combine affordable rates with excellent customer support. Our experienced support managers professionally resolve issues that might appear during your collaboration with our service. Apply to them with questions about orders, rates, payments, and more. Contact our managers via our website or email.

Non-plagiarized papers

“Please, write my paper, making it 100% unique.” We understand how vital it is for students to be sure their paper is original and written from scratch. To us, the reputation of a reliable service that offers non-plagiarized texts is vital. We stop collaborating with authors who get caught in plagiarism to avoid confusion. Besides, our customers’ satisfaction rate says it all.

© 2022 Homeworkcrew.com provides writing and research services for limited use only. All the materials from our website should be used with proper references and in accordance with Terms & Conditions.