Overview
The final project for this course is the creation of a strategic HR plan. The project is divided into three milestones, which will be submitted at various points throughout the course to scaffold learning and ensure quality final submissions. These milestones will be submitted in Modules Three, Five, and Seven. The final product will be submitted in Module Nine.
In this assignment, you will demonstrate your mastery of the following course outcomes:
Develop strategic human resource initiatives for supporting the recruitment and retention of qualified talent within an organization
Formulate recommendations that support organizational effectiveness based on an analysis of internal elements
Determine the impacts of external factors that influence an organization for mitigating risks
Develop strategic approaches that incorporate relevant human resources behavioral competencies in addressing organizational issues
Scenario
For this final project consider the following scenario: Assume the role of a human resources director at a U.S.-based call center that is currently based in the Midwest. The organization plans to expand their call center locations in the states of South Carolina and Tennessee and the country of India and needs to hire 100 employees. Your organization has been primarily hiring “local” talent, many of whom have been relatives of current employees. The Midwest location is union free but does not have well-defined policies to address employee issues. Additionally, the organization’s approach to performance management is very traditional and may not reflect the needs of today’s workforce. As the organization considers the talent pool in in their new locations, the organization needs to consider the diversity of the potential new workforce, their responsibility to new locations of their call centers, and how to prepare Midwest managers for potential overseas work. As the human resources director, you will create a strategic HR plan that addresses goals related to your organization’s growth. The plan should have an influence across the organization to be successful.
Prompt
For the final project, you will assume the role of an HR professional for an organization. You will apply technical and behavioral competencies to develop strategic HR initiatives across the organization. You will be required to support the organization’s recommendations using data, specific examples, and detailed explanations of how these HR initiatives address organizational goals.
Specifically, the following critical elements must be addressed:
People: In this section, you will develop strategic HR initiatives around acquiring and retaining qualified talent for an organization. Provide specific examples.
Talent Acquisition: Determine appropriate strategies for acquiring qualified talent to fill 30 call center openings in each state. Explain how the strategies will support organizational goals.
Employee Engagement and Retention: Determine appropriate employee engagement strategies and explain how this approach will increase retention.
Learning and Development: Determine learning and development opportunities aimed toward attracting and retaining qualified talent within the organization.
Total Rewards: Identify appropriate total rewards strategies to increase employee retention and explain how these strategies support the goals of the organization.
Organization: In this section, you will complete the following. Provide specific examples.
Employee Discipline: Compare punitive and nonpunitive disciplinary approaches and explain the impacts of the differences to employee relations.
Performance Management: Determine the elements of an effective performance management approach and explain how an effective approach influences organizational outcomes.
Employee and Labor Relations: Describe the differences between union grievance procedures and nonunion complaint processes, and identify improvements that could be made to a nonunion complaint process.
Workplace: In this section, you will complete the following. Provide specific examples.
Diversity and Inclusion: Explain differences within the workplace and describe appropriate strategies for managing a diverse workforce.
Risk Management: Determine appropriate proactive HR activities and policies for mitigating risk and explain how these strategies can be used within the organization.
Corporate Social Responsibility: Describe HR’s role in creating a culture of social responsibility within the organization and the organization’s community.
HR in the Global Context: Determine appropriate strategies for properly preparing employees for an expatriate assignment and explain how these approaches ensure ongoing engagement.
Behavioral Competencies: In this section, you will determine strategic HR initiatives that support people, organization, and workplace behavioral competencies using the SHRM model.
Determine HR initiatives that support the people knowledge and skill competencies and explain which behavioral competencies within the Business cluster are the most appropriate.
Determine HR initiatives that support the organization knowledge and skill competencies and explain which behavioral competencies within the Leadership cluster are the most appropriate.
Determine HR initiatives that support the workplace knowledge and skill competencies and explain which behavioral competencies within the Interpersonal cluster are the most appropriate.
Recommend strategic HR initiatives across the organization that utilize a combination of behavioral competencies and explain why this is the most appropriate approach.
Milestones
Milestone One: Employee Engagement and Retention
In Module Three, you will analyze HR strategic engagement initiatives for attracting, retaining, and rewarding employees. The four critical element focus on talent acquisition, employee engagement and retention, learning and development, and total rewards. This milestone will be graded with the Milestone One Rubric.
Milestone Two: Performance Management: Employee and Labor Relations
In Module Five, you will analyze HR strategic initiatives of employee and labor relations that positively impact organizational effectiveness. The three critical elements focus on employee discipline, performance management, and employee and labor relations. This milestone will be graded with the Milestone Two Rubric.
Milestone Three: Global HR, Diversity, Risk Management, and Social Responsibility
In Module Seven, you will analyze HR strategic initiatives of managing HR globally, diversity and inclusion, risk management, and social corporate responsibility that impact an organization’s strategic goals. This milestone will be graded with the Milestone Three Rubric.
Final Submission: Strategic HR Plan
In Module Nine, you will submit your final project. It should address each of the four sections of the final project (People, Organization, Workplace, and Behavioral Competencies) that focus on HR initiatives that move across an organization. It should be a complete, polished artifact containing all of the critical elements of the final product. It should reflect the incorporation of feedback gained throughout the course. This submission will be graded with the Final Project Rubric.
What to Submit
Your strategic HR plan must be 8–12 pages in length (plus a cover page and references). Use double spacing, 12-point Times New Roman font, and one-inch margins. You should use current APA style guidelines for your citations and reference list.
Required Resources
Conducting Background Investigations and Reference Checks opens in new window
This SHRM toolkit provides an overview of risk-management candidate screening processes, the types of background and reference checks, and the regulatory requirements associated with each screening process. The toolkit includes links to additional information, which you can explore for a more in-depth review of a specific topic.
Conducting Human Resource Audits opens in new window
This SHRM toolkit examines the rationale for and the types of HR audits, when and where to audit, and a defined process for conducting an HR audit. The toolkit includes links to additional information, which you can explore for a more in-depth review of a specific topic.
Managing Through Emergency and Disaster opens in new window
This SHRM toolkit examines HR’s role in disaster. It also covers business continuity planning. It outlines the basic steps of emergency and disaster planning from an HR function perspective. The toolkit includes links to additional information, which you can explore for a more in-depth review of a specific topic. Consider the following questions as you read these toolkits:
Why it is important for HR to engage in risk-management initiatives that are inwardly and outwardly focused?
What types of risks are mitigated when HR professionals conduct properly handled background and reference checks?
What types of background and reference checks should be conducted for different types of positions? For example, a credit report would be an appropriate background check for an individual with access to company funds and not appropriate for an individual working in a customer service call center.
Why are HR audits a proactive approach to mitigating risks? What are the potential organizational impacts when HR does not conduct regular audits?
Why is it important for HR to play a critical role in emergency and business continuity planning? What is the risk when HR emergency and business continuity plans are not established?
SHRM Body of Applied Skills and Knowledge (BASK) opens in new window
Reference this resource throughout this course and support your work on the final project. This will help to develop an applied understanding of the strategic role of HR functions in an organization. As you review this resource, consider HR initiatives that impact the various functional areas within the HR knowledge domains of the technical competencies of People, Organization, and Workplace.
Human Resource Management
Raymond Noe
kaye.guy@
snhu.edu
Maximagirl.807
