OL 211 Final Project Guidelines And Rubric

OL 211 Final Project Guidelines and Rubric

 

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 theorganization.

 

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 strategicplan.

 

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.ThesemilestoneswillbesubmittedinModulesTwo,Three,Four,andFive.YourcomprehensiveproposalwillbesubmittedinModuleSeven.

 

This assessment addresses the following courseoutcomes:

 

·         Explain core concepts of human resource management common in today’s global workplace for promoting shared values throughout anorganization

·         Describehumanresourcemanagementpracticesandtheoriesthatalignto andpromotetheorganization’svision,mission,andbusiness

·         Illustrate the functions of a human resource manager for ensuring alignment with the organization’s strategicplan

·         Explain modern human resource concepts and principles that are essential in a changing workenvironment

 

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 andmission.

 

I.            HRM Functions andPractices

A.      Explain why the human resource (HR) function should be aligned with an organization’s strategicplan.

B.      Explainhowcurrentglobalconditions inthisindustryimpacthumanresourcemanagement(HRM) practiceswithinorganizations.

 

II.            Staffing

A.      Describe a process to recruit and select new employees who are aligned with the organization’s vision and goals from the casestudy.

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 thisorganization.

III.            Training

A.      Describe the components of a needs assessment used to determine the training requirements of theorganization.

B.      Explain the importance of developing learning activities. Be sure to incorporate adult learning principles and methods of experiential learning from thiscourse.

C.      Illustrate the value of a training needs assessment in an organization. Support yourresponse.

D.      Describe the importance of creating SMART objectives for a trainingplan.

 

IV.            Compensation

A.      Describe the compensation philosophy. How does the market influence thisphilosophy?

B.      Determine the value of salary surveys and describe the advantages of discretionarybenefits.

 

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.      Differentiatebetweenvariousperformanceappraisalsystems.Provideanexamplewhereonewouldbemoreapplicable.

C.      How do you identify best-suited appraisals for employee job duties? Support your response with anexample.

D.      Identify a variety of performance rating scales that can be used in organizations that includes graphical scales, letter scales, and numeric scales. Describe eachscale.

 

 

MILESTONES

Milestone One: Evaluating Strategic Talent Management Initiatives—Functions andPractices/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 DevelopmentProcesses

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: PerformanceManagement

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 Managementreview

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 Rubricbelow.

 

 

Milestone	Deliverable	Module Due	Grading
1	Evaluating Strategic Talent Management Initiatives—Functions andPractices/Staffing	Two	Graded separately; Milestone OneRubric
2	Employee DevelopmentProcesses	Three	Graded separately; Milestone TwoRubric
3	PerformanceManagement	Four	Graded separately; Milestone ThreeRubric
4	Compensation	Five	Graded separately; Milestone FourRubric
	Final Submission: HRMreview	Seven	Graded separately; Final Project Rubric (below)

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 editionformat.

 

Instructor Feedback: This activity uses an integrated rubric in Blackboard. Students can view instructor feedback in the Grade Center. For more information, review theseinstructions.

 

CriticalElements	Exemplary(100%)	Proficient(85%)	Needs Improvement(55%)	Not Evident(0%)	Value
HRM Functions and Practices:Function	Meets “Proficient” criteria and explanation is supported with evidence	Explains why the humanresource function should be aligned with an organization’s strategicplan	Explains why the humanresource function should be aligned with an organization’s strategic plan, but explanation is cursory or inaccurate	Does not explain why thehuman resource function should be aligned with an organization’s strategicplan	8
HRM Functionsand Practices: Global Conditions	Meets “Proficient” criteria and explanation is clear anddetailed	Explains how current global conditions in the industry impact human resource management practices withinorganizations	Explains how current global conditions in the industry impact human resource management practices within organizations, but explanation is cursory or has gaps inaccuracy	Does not explain how current global conditions impact human resource managementpractices withinorganizations	6
Staffing:Recruiting	Meets “Proficient” criteria and description demonstrates a nuanced understanding of the relationship between recruiting and the organization’s vision and goals	Describes a process to recruit and select new employees who are aligned with the organization’s vision andgoals	Describes a process to recruit and select new employees who are aligned with the organization’s vision and goals, but description is cursory orinaccurate	Does not describe a process to recruit and select newemployees who are aligned with the organization’s vision andgoals	6
Staffing:Candidates	Meets “Proficient” criteria and establishes which methodwould be more beneficial for an organization based on the research	Compares and contrasts recruitment and selection of internal versus external candidates using the Society for Human Resource Management website asresource	Compares and contrasts recruitment and selection of internal versus external candidates but does not utilize the Society for Human Resource Management website asresource	Does not compare and contrast recruitment and selection of internal versus external candidates using the Society for Human Resource Management website asresource	6
Training:Needs Assessment	Meets “Proficient” criteria and description is clear anddetailed	Describes the components of a needs assessment used to determine the training requirements of theorganization	Describes the components of a needs assessment used to determine the training requirements of the organization, but description is cursory or inaccurate	Does not describe the components of a needs assessment used to determine the training requirements ofthe organization	6

Training:Learning Activities	Meets “Proficient” criteria and exhibits keen insight into the needs of adultlearners	Explains the importance of developing learning activities, and incorporates adult learning principles and methods of experientiallearning	Explains the importance of developing learning activities, but does not incorporate adult learning principles and methods of experientiallearning	Does not explain theimportance of developing learningactivities	8
Training: Training NeedsAssessment	Meets “Proficient” criteria and uses scholarly research to contextualizeclaims	Illustrates the value of a training needs assessment in an organization, and supports response	Illustrates the value of a training needs assessment in an organization, but does not supportresponse	Does not illustrate the value ofa training needsassessment	6
Training:SMART	Meets “Proficient” criteria and description is clear anddetailed	Describes the importance of creating SMART objectives fora trainingplan	Describes the importance of creating SMART objectives fora training plan, but description is cursory orinaccurate	Does not describe theimportance of creating SMART objectives for a trainingplan	6
Compensation: Compensation	Meets “Proficient” criteria and description is clear anddetailed	Describes the compensation philosophy and describes how the market influences thisphilosophy	Describes the compensation philosophy and describes how the market influences this philosophy, but description is cursory or inaccurate	Does not describecompensation philosophy	8
Compensation: SalarySurveys	Meets “Proficient” criteria and uses evidence to substantiate claims	Determines the value ofsalary surveys, and describes the advantages of discretionary benefits	Determines the value of salary surveys but does not describe the advantages of discretionary benefits	Does not determine the value of salarysurveys	8
Evaluation: Performance Management	Meets “Proficient” criteria and description is well supportedand plausible	Determines HRM’s role in the performance management process including how theprocess aligns with the organization’s strategicplan	Determines HRM’s role in the performance management process, but does not includehow the process aligns with the organization’s strategicplan	Does not determine HRM’s rolein the performance management process	8
Evaluation: Performance Appraisal	Meets “Proficient” criteria and example is well supported and contextualized	Differentiates between thetrait, behavioral, and results-based performance appraisal systems, and provides an example where each would be mostapplicable	Differentiates between the trait, behavioral, and results-based performance appraisal systems, but does not provide an example where each would be most applicable	Does not differentiate between the trait, behavioral, andresults- based performance appraisal systems	6
Evaluation: Best-Suited Appraisals	Meets “Proficient” criteria and uses scholarly research to substantiateclaims	Determines how to identify best- suited appraisals for employee job duties, and supportsresponse with anexample	Determines how to identifybest- suited appraisals for employee job duties, but does not support response with anexample	Does not determine how to identify best-suited appraisals for employee jobduties	8
Evaluation: PerformanceRating Scales	Meets “Proficient” criteria and description is clear and contextualized	Identifies a variety of performance scales that canbe used in organizations and describeseach	Identifies a variety of performance scales that canbe used in organizations, but does not describe eachscale	Does not identify a variety of performance scales that canbe used inorganizations	6