Expert answer:Business and finance help needed to write a paper
Answer & Explanation:OL 211 Final Project Guidelines and Rubric.pdf
ol_211_final_project_guidelines_and_rubric.pdf
Unformatted Attachment Preview
OL 211 Final Project Guidelines and Rubric
Overview
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
1
2
3
4
Deliverable
Evaluating Strategic Talent Management
Initiatives—Functions and Practices/Staffing
Employee Development Processes
Performance Management
Compensation
Final Submission: HRM review
Module
Grading
Due
Two
Graded separately; Milestone One Rubric
Three
Four
Five
Seven
Graded separately; Milestone Two Rubric
Graded separately; Milestone Three Rubric
Graded separately; Milestone Four Rubric
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.
Instructor Feedback: This activity uses an integrated rubric in Blackboard. Students can view instructor feedback in the Grade Center. For more information,
review these instructions.
Critical Elements
Exemplary (100%)
HRM Functions and Meets “Proficient” criteria and
Practices: Function explanation is supported with
evidence
HRM Functions and Meets “Proficient” criteria and
Practices: Global
explanation is clear and detailed
Conditions
Staffing: Recruiting
Meets “Proficient” criteria and
description demonstrates a
nuanced understanding of the
relationship between recruiting
and the organization’s vision and
goals
Staffing: Candidates Meets “Proficient” criteria and
establishes which method would
be more beneficial for an
organization based on the
research
Training: Needs
Assessment
Meets “Proficient” criteria and
description is clear and detailed
Proficient (85%)
Needs Improvement (55%)
Explains why the human resource Explains why the human resource
function should be aligned with
function should be aligned with
an organization’s strategic plan
an organization’s strategic plan,
but explanation is cursory or
inaccurate
Explains how current global
Explains how current global
conditions in the industry impact conditions in the industry impact
human resource management
human resource management
practices within organizations
practices within organizations,
but explanation is cursory or has
gaps in accuracy
Describes a process to recruit and Describes a process to recruit and
select new employees who are
select new employees who are
aligned with the organization’s
aligned with the organization’s
vision and goals
vision and goals, but description is
cursory or inaccurate
Not Evident (0%)
Does not explain why the human
resource function should be
aligned with an organization’s
strategic plan
Value
8
Does not explain how current
global conditions impact human
resource management practices
within organizations
6
Does not describe a process to
recruit and select new employees
who are aligned with the
organization’s vision and goals
6
Compares and contrasts
recruitment and selection of
internal versus external
candidates using the Society for
Human Resource Management
website as resource
Describes the components of a
needs assessment used to
determine the training
requirements of the organization
Does not compare and contrast
recruitment and selection of
internal versus external
candidates using the Society for
Human Resource Management
website as resource
Does not describe the
components of a needs
assessment used to determine
the training requirements of the
organization
6
Compares and contrasts
recruitment and selection of
internal versus external
candidates but does not utilize
the Society for Human Resource
Management website as resource
Describes the components of a
needs assessment used to
determine the training
requirements of the organization,
but description is cursory or
inaccurate
6
Training: Learning
Activities
Meets “Proficient” criteria and
exhibits keen insight into the
needs of adult learners
Training: Training
Needs Assessment
Meets “Proficient” criteria and
uses scholarly research to
contextualize claims
Training: SMART
Meets “Proficient” criteria and
description is clear and detailed
Compensation:
Compensation
Meets “Proficient” criteria and
description is clear and detailed
Describes the compensation
philosophy and describes how the
market influences this philosophy
Compensation:
Salary Surveys
Meets “Proficient” criteria and
uses evidence to substantiate
claims
Determines the value of salary
surveys, and describes the
advantages of discretionary
benefits
Determines HRM’s role in the
performance management
process including how the process
aligns with the organization’s
strategic plan
Differentiates between the trait,
behavioral, and results-based
performance appraisal systems,
and provides an example where
each would be most applicable
Evaluation:
Performance
Management
Meets “Proficient” criteria and
description is well supported and
plausible
Evaluation:
Performance
Appraisal
Meets “Proficient” criteria and
example is well supported and
contextualized
Evaluation:
Best-Suited
Appraisals
Meets “Proficient” criteria and
uses scholarly research to
substantiate claims
Evaluation:
Meets “Proficient” criteria and
Performance Rating description is clear and
Scales
contextualized
Explains the importance of
developing learning activities, and
incorporates adult learning
principles and methods of
experiential learning
Illustrates the value of a training
needs assessment in an
organization, and supports
response
Describes the importance of
creating SMART objectives for a
training plan
Determines how to identify bestsuited appraisals for employee
job duties, and supports response
with an example
Identifies a variety of
performance scales that can be
used in organizations and
describes each
Explains the importance of
developing learning activities, but
does not incorporate adult
learning principles and methods
of experiential learning
Illustrates the value of a training
needs assessment in an
organization, but does not
support response
Describes the importance of
creating SMART objectives for a
training plan, but description is
cursory or inaccurate
Describes the compensation
philosophy and describes how the
market influences this philosophy,
but description is cursory or
inaccurate
Determines the value of salary
surveys but does not describe the
advantages of discretionary
benefits
Determines HRM’s role in the
performance management
process, but does not include how
the process aligns with the
organization’s strategic plan
Differentiates between the trait,
behavioral, and results-based
performance appraisal systems,
but does not provide an example
where each would be most
applicable
Determines how to identify bestsuited appraisals for employee
job duties, but does not support
response with an example
Identifies a variety of
performance scales that can be
used in organizations, but does
not describe each scale
Does not explain the importance
of developing learning activities
8
Does not illustrate the value of a
training needs assessment
6
Does not describe the importance
of creating SMART objectives for
a training plan
6
Does not describe compensation
philosophy
8
Does not determine the value of
salary surveys
8
Does not determine HRM’s role in
the performance management
process
8
Does not differentiate between
the trait, behavioral, and resultsbased performance appraisal
systems
6
Does not determine how to
identify best-suited appraisals for
employee job duties
8
Does not identify a variety of
performance scales that can be
used in organizations
6
Articulation of
Response
Submission is free of errors
Submission has no major errors
related to citations, grammar,
related to citations, grammar,
spelling, syntax, and organization spelling, syntax, or organization
and is presented in a professional
and easy-to-read format
Submission has major errors
related to citations, grammar,
spelling, syntax, or organization
that negatively impact readability
and articulation of main ideas
Submission has critical errors
related to citations, grammar,
spelling, syntax, or organization
that prevent understanding of
ideas
Earned Total
4
100%
…
Purchase answer to see full
attachment
How it works
- Paste your instructions in the instructions box. You can also attach an instructions file
- Select the writer category, deadline, education level and review the instructions
- Make a payment for the order to be assignment to a writer
- Download the paper after the writer uploads it
Will the writer plagiarize my essay?
You will get a plagiarism-free paper and you can get an originality report upon request.
Is this service safe?
All the personal information is confidential and we have 100% safe payment methods. We also guarantee good grades