Assignment

Overview

This project is the creation of a strategic HR plan. The final product represents an authentic demonstration of competency because it is important for HR professionals to gain management support and buy-in for HR involvement from a strategic perspective in the achievement of organizational goals. This assignment will involve creating a strategic plan that focuses on achieving goals that have influence across the organization.

In this assignment, you will demonstrate the following outcomes:

1. Develop strategic human resource initiatives for supporting the recruitment and retention of qualified talent within an organization
2. Formulate recommendations that support organizational effectiveness based on an analysis of internal elements
3. Determine the impacts of external factors that influence an organization for mitigating risks
4. Develop strategic approaches that incorporate relevant human resources behavioral competencies in addressing organizational issues

Prompt

For the final project, assume the role of an HR professional for an organization. Apply technical and behavioral competencies to develop strategic HR initiatives across the organization. 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:

I. People: In this section, develop strategic HR initiatives around acquiring and retaining qualified talent for an organization. Provide specific examples.

A. Talent Acquisition: Determine appropriate strategies for acquiring qualified talent, and explain how the strategies support organizational goals.

B. Employee Engagement and Retention: Determine appropriate employee engagement strategies and explain how this approach will increase
retention.

C. Learning and Development: Determine learning and development opportunities aimed toward attracting and retaining qualified talent within
the organization.

D. Total Rewards: Identify appropriate total rewards strategies to increase employee retention, and explain how these strategies support the goals of the organization.

II. Organization: In this section, analyze employee and labor relations that positively impact organizational effectiveness. Provide specific examples.

A. Employee Discipline: Analyze punitive and nonpunitive disciplinary approaches, and explain their impacts on employee relations.

B. Performance Management: Determine the elements of an effective performance management system, and explain how well the employer's
system meets organizational needs.

C. Employee and Labor Relations: Determine the differences between union grievance procedures and nonunion complaint processes, and describe improvements that could be made to a nonunion complaint process.

III. Workplace: In this section, analyze external factors that influence organizational effectiveness while mitigating risk. Provide specific examples.

A. Diversity and Inclusion: Explain generational differences within the workplace, and describe appropriate strategies for managing a diverse workforce.

B. Risk Management: Determine appropriate proactive HR activities and policies for mitigating risk, and explain how these strategies can be used within the organization.

C. Corporate Social Responsibility: Describe HR's role in creating a culture of social responsibility within the organization and the organization's community.

D. HR in the Global Context: Determine appropriate strategies for properly preparing employees for an expatriate assignment, and explain how these approaches ensure ongoing engagement.

IV. Behavioral Competencies: In this section, determine strategic HR initiatives that support people, organization, and workplace under the technical competency while selecting the most appropriate behavioral competencies. Select at least one behavioral competency in addressing each domain (i.e., business, leadership, or interpersonal).

A. Determine HR initiatives that support the people technical competency and explain which behavioral competencies within the business domain are the most appropriate.

B. Determine HR initiatives that support the organization technical competency and explain which behavioral competencies within the leadership domain are the most appropriate.

C. Determine HR initiatives that support the workplace technical competency and explain which behavioral competencies within the interpersonal domain are the most appropriate.

D. Recommend strategic HR initiatives across the organization that utilize a combination of behavioral competencies, and explain why this is the most appropriate approach.

Guidelines for Submission: This strategic HR plan must be 12 to 15 pages in length (plus a cover page and references). Use double spacing, 12-point Times New Roman font, and one-inch margins. Use current APA style guidelines for your citations and reference list.