Many businesses and organizations large enough to require human resource management (HRM) will need someone that not only understands core human resource (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 an organization in a case study. Be creative in assembling each of the individual components or HR tools to the HRM review so that they would 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’s overall 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 final submissions. 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 environment

 

Prompt In this assessment, you will review the human resource management (HRM) in an organization through a case study. This case study will give you the opportunity to explore various roles and processes within the human resources profession. A key skill for any professional working in human resources is the ability to develop and implement processes that align with a company’s strategic plan and mission.

 

I. HRM Functions and Practices  A. Explain why the human resource (HR) function should be aligned with an organization’s strategic plan. B. Explain how current global conditions in this industry impact human resource management (HRM) practices within organizations.

 

II. Staffing  A. Describe a process to recruit and select new employees who are aligned with the organization’s vision and goals from the case study. B. Compare and contrast recruitment and selection of internal versus external candidates using best practices from the Society for Human Resource Management (SHRM) website. Refer to the Research and Metrics page for helpful resources. You may want to consider which method of recruitment would be most beneficial to this organization.

 

 

III. Training A. Describe the components of a needs assessment used to determine the training requirements of the organization. B. Explain the importance of developing learning activities. Be sure to incorporate adult learning principles and methods of experiential learning from this course. C. Illustrate the value of a training needs assessment in an organization. Support your response. D. Describe the importance of creating SMART objectives for a training plan.

 

IV. Compensation A. Describe the compensation philosophy. How does the market influence this philosophy? B. Determine the value of salary surveys and describe the advantages of discretionary benefits.

 

V. Evaluation A. Determine the HRM’s role in the performance management process. How can you ensure the process aligns with the organization’s strategic plan? B. Differentiate between various performance appraisal systems. Provide an example where one would be more applicable. C. How do you identify best-suited appraisals for employee job duties? Support your response with an example. 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.

 

Milestones Milestone One: Evaluating Strategic Talent Management Initiatives—Functions and Practices/Staffing In 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 One Rubric.

 

Milestone Two: Employee Development Processes In 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 Two Rubric.

 

Milestone Three: Performance Management In Module Four, you will write a short paper that addresses Section V of the Final Project document. This milestone will be graded with the Milestone Three Rubric.

 

Milestone Four: Compensation In Module Five, you will write a short paper that addresses Section IV of the Final Project document. This milestone will be graded with the Milestone Four Rubric.

 

Final Submission: Human Resources Management review

In Module Seven, you will finalize and submit a paper that is comprised of all the milestone submissions with edits based on instructor feedback. This milestone will be graded with the Final Project Rubric below.

 

Deliverables Milestone Deliverable Module Due

Grading

1 Evaluating Strategic Talent Management Initiatives—Functions and Practices/Staffing

Two Graded separately; Milestone One Rubric

2 Employee Development Processes Three Graded separately; Milestone Two Rubric 3 Performance Management Four Graded separately; Milestone Three Rubric 4 Compensation Five Graded separately; Milestone Four Rubric  Final Submission: HRM review Seven Graded separately; Final Project Rubric (below)

 

 

Final Project Rubric Guidelines for Submission: Submit your human resource management review adhering to the following guidelines: minimum of 7 pages, double-spaced, using 12-point Times New Roman font and following APA 6th edition format.

 

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Chapter 13, 17, & 18 is attached including compensation plan.

I am asking you to consider all of the components needed in a comprehensive compensation plan.  More importantly, I am asking you to develop a compensation plan that is of your own design.  In other words, a plan that has not been cut and/or pasted from the Web or from another student.  I utilize SafeAssign, and you should be forewarned that any plan that has been plagiarized will earn you zero points and there will not be any opportunity for redoing the assignment.  To provide for information needed to complete your compensation plan, you are asked to read chapter 13 – “Benefit Options”, chapter 17 – “Government and Legal Issues in Compensation”, and chapter 18 – “Management:  Making it Work”.

You are the Director of Employee Compensation and Benefits for a small community college with more than 5,000 employees. Develop, in writing a compensation plan with the following components:

· History and background of the community college to include its compensation philosophy and influence of alumni or donors, state funding, and administration on compensation practices (ficticious).

· Job Description of a non-tenured full time faculty member (include all required components)

· Salary and Wages for a non-tenured full time faculty member

· Group Health Insurance/Benefits (your choice of plan)

· Mandatory benefits (ensure that these are correct)

· Voluntary Fringe benefits (your choice)

· Retirement

The Last Page of the Assignment Should be a Reference Page in APA format

Links to help

Teachers, Post-Secondary

https://www.onetonline.org/link/summary/25-1199.00

Salary Information: Academic Professor

https://swz.salary.com/SalaryWizard/layoutscripts/swzl_selectjob.aspx?txtKeyword=Professor&txtZipCode=

 

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Section C: Reward and Compensation Strategy. Next, develop your reward and compensation strategy by following the first four steps in Figure 6.1 (page 189 of the textbook). You need to define the type of employee behaviours that your client firm needs, define the role that compensation will play in producing those behaviours, determine the compensation mix, and determine the compensation level. If different behaviours are required from different job families, then you will need to repeat this process for each job family. The outcome of all this should be summarized for each job family in a compensation strategy template (shown on the following page). All jobs listed on the same compensation strategy template will have the same mix of compensation elements and the same compensation level relative to the market (i.e., lag the market by a certain percentage, lead the market by a certain percentage, or match the market). Note, however, that this does not mean that all jobs on the same template will receive the same dollar amount of pay; it just means they are all subject to the same compensation strategy. Figure 6.2 (page 224 of the textbook) provides an example of a filled-in compensation strategy template. You should carefully read the example that surrounds Figure 6.2. You will need at least two compensation strategy templates—one for those jobs you are putting under a pay-for-knowledge system (PKS) and at least one for the jobs you will be putting under a job evaluation (JE) system (you will not be putting any jobs under market pricing). In fact, it is  52 likely you will need three or four templates for your JE jobs. Every job listed in the “partial listing of job descriptions” at the end of your client description must appear on a compensation strategy template (except for any jobs you may eliminate by job redesign). For any new jobs that you create, you must prepare a job description, and that job must appear on a compensation strategy template. In creating job families, the first thing to decide is which jobs will be included under the pay-forknowledge system. (Material in Chapter 4 will be useful in making this decision.) The remaining jobs will fall under job evaluation, and you need to consider how many distinct groupings of behaviours (job families) you should have. (Incidentally, you do not need to include top management—the CEO and the two vice presidents—in a job family. Those three jobs will not be included in your compensation system.) Bear in mind that creating a high number of job families creates a very complex compensation structure but that too few job families may result in an inappropriate compensation strategy for some jobs. In this case, fewer than three JE job families is likely too few, while more than five JE job families is probably too many. To successfully complete this section, you will need to use the concepts found in Chapters 4, 5, and 6. The quality of this section (and the mark you receive for it) depends on how well you can demonstrate application of these concepts. Incidentally, don’t forget to include the behavioural objectives you are setting for the compensation system (see Table 6.2, page 195 of the textbook).

 

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Question 1

Expected benefits, which will result from implementation of the project and define success, establish:

Question options:

how quickly the project must be completed.

how much money the customer is willing to pay.

the reason the contractor proposes the solution.

why the project is being done.

Question 2

The contractor or project team needs to gain agreement from _____ on the project scope document.

Question options:

the sponsor or customer

only the contractor’s chief financial officer

only the subcontractors

all the stakeholders

Question 3

The project scope document is valuable for establishing:

Question options:

a request for proposal for the project.

the risk management plan for the project.

the contact between the contractor and the customer.

a common understanding among project stakeholders regarding the scope of the project.

Question 4

In order to prevent poor quality and avoid quality problems, there needs to be a/an:

Question options:

work breakdown structure.

audit at the end of the project.

responsibility assignment matrix.

project quality plan.

Question 5

The __________ defines what the project team or contractor will do.

Question options:

statement of work

network diagram

work breakdown structure

project scope document

Question 6

It is important to plan for __________ in performing the project to assure that the work is done according to specifications and applicable standards and that deliverables meet acceptance criteria.

Question options:

time

scope creep

quality

resources

Question 7

A __________ emphasizes who is responsible for each work item and shows each individual’s role in supporting the overall project.

Question options:

responsibility assignment matrix

project scope document

work breakdown structure

network diagram

Question 8

For each deliverable, the quantitative measures or references to __________ that will be used should be stated, as the criteria will be the basis for the customer agreeing that a deliverable is acceptable.

Question options:

quantitative and qualitative levels

audits and surveys

published articles

specifications, standards, and codes

Question 9

The project scope is all the work that must be done to do all of the following, EXCEPT:

Question options:

accomplish the project objective.

satisfy the sponsor or customer that all the work and deliverables meet the requirements or acceptance criteria.

produce all the project deliverables.

meet with every stakeholder.

Question 10

To help assure quality, the project quality plan should contain written procedures for:

Question options:

scope creep.

using various quality tools and techniques, such as audits, inspections, testing, checklists, and so on.

communicating with stakeholders about subcontractors.

assigning resources to tasks to be sure they meet the acceptance criteria.

Question 11

The major work elements defined in the statement of work section along with the detailed list of deliverables provide the basis for creating a:

Question options:

project scope document.

statement of work.

work breakdown structure.

network diagram.

Question 12

A __________ is a hierarchical decomposition of the project work scope into work packages that produce the project deliverables.

Question options:

network diagram

project scope document

work breakdown structure

statement of work

Question 13

Once the project scope document has been prepared and agreed on, the next step in the planning phase is to:

Question options:

begin work on the project.

monitor and control the quality to assure acceptance.

create a detailed work breakdown structure.

prepare and approve the contract.

Question 14

The __________ may include a high-level WBS in a graphic chart format or as an indentured list of the work elements and associated deliverables.

Question options:

network diagram

work breakdown structure

project scope document

statement of work

Question 15

Acceptance criteria for all project deliverables must be __________ than what is stated in the project charter or request for proposal.

Question options:

described in greater detail

listed in sequence with the responsible person or organization

stated at higher levels

repeated

Question 16

Quality standards that will be used should also be stated and referenced in other appropriate project documents, such as technical specifications and acceptance criteria, and communicated to members of the project team:

Question options:

after the work begins on the project.

at the outset of the project before the work begins.

at the end to check that the quality is met.

when the project team starts working on the specific tasks.

Question 17

The __________ is a communication tool for the project team because it shows who is responsible for each activity and how each person’s work fits into the overall project.

Question options:

responsibility assignment matrix

project scope statement

network diagram

work breakdown structure

Question 18

Although major or key deliverables may be stated in the project charter or request for proposal, they need to be __________ in the project scope document.

Question options:

expanded on in greater detail

listed in sequence with the responsible person or organization

repeated

stated at higher levels

Question 19

It is easier to define the details for __________, but as the project progresses or moves from phase to phase, the project team or contractor can progressively elaborate the details as more information is known or becomes clear.

Question options:

only tasks that take a day to complete

tasks that require a small effort

the near-term efforts

tasks near the end of the project

Question 20

The __________ is the tangible end product that the project team or contractor must produce and deliver in order for the sponsor or customer to achieve the expected benefits from implementing the project.

Question options:

objective

project plan

network diagram

work breakdown structure

 

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Chapter 3 end essay question:

 

Note: the submission should be typed and each response should not be longer than one typed page.

 

1.     Eduardo works at Hanson Engineering Works as a welder. Although he is provided with protective googles and a facemask, overalls or another type of protective clothing is not provided. After three months of works at Hanson, Eduardo notices his skin becoming drier and gradually changing color. Alarmed with this development, he approaches his supervisor asking for details of the materials he works with. The supervisor declines to reveal any kind of information. In this case, can Eduardo file a case against his supervisor? If so, which authority and laws can help him? Elaborate.

 

 

Plz answer the question based on Chapter 3.

 

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