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 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.

 

 

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)

   

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%)

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 human  resource function should be aligned with an organization’s strategic  plan

Explains why the human  resource function should be aligned with an organization’s strategic plan, but explanation is cursory or inaccurate

Does not explain why the  human resource function should be aligned with an organization’s strategic  plan

8

HRM Functions  and Practices: Global Conditions

Meets “Proficient” criteria and explanation is clear and  detailed

Explains how current global conditions in the industry impact human resource management practices within  organizations

Explains how current global conditions in the industry impact human resource management practices within organizations, but explanation is cursory or has gaps in  accuracy

Does not explain how current global conditions impact human resource managementpractices within  organizations

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 and  goals

Describes a process to recruit and select new employees who are aligned with the organization’s vision and goals, but description is cursory or  inaccurate

Does not describe a process to recruit and select new  employees who are aligned with the organization’s vision andgoals

6

Staffing:  Candidates

Meets “Proficient” criteria and establishes which method  would 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 as  resource

Compares and contrasts recruitment and selection of internal versus external candidates but does not utilize the Society for Human Resource Management website as  resource

Does not compare and   contrast recruitment and selection of internal versus external candidates using the Society for Human Resource Management website as  resource

6

Training:  Needs Assessment

Meets “Proficient” criteria and description is clear and  detailed

Describes the components of a needs assessment used to determine the training requirements of the  organization

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 of  the organization

6

 

Training:  Learning Activities

Meets “Proficient” criteria and exhibits keen insight into the needs of adult  learners

Explains the importance of developing learning activities, and incorporates adult learning principles and methods of experiential  learning

Explains the importance of developing learning activities, but does not incorporate adult learning principles and methods of experiential  learning

Does not explain the  importance of developing learning  activities

8

Training: Training Needs  Assessment

Meets “Proficient” criteria and uses scholarly research to contextualize  claims

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 support  response

Does not illustrate the value of  a training needs  assessment

6

Training:  SMART

Meets “Proficient” criteria and description is clear and  detailed

Describes the   importance of creating SMART objectives for    a training  plan

Describes the importance of creating SMART objectives fora training plan, but description is cursory or  inaccurate

Does not describe the  importance of creating SMART objectives for a training  plan

6

Compensation: Compensation

Meets “Proficient” criteria and description is clear and  detailed

Describes the compensation philosophy and describes how the market influences this  philosophy

Describes the compensation philosophy and describes how the market influences this philosophy, but description is cursory or inaccurate

Does not describe  compensation philosophy

8

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 the value of salary surveys but does not describe the advantages of discretionary benefits

Does not determine the value of salary  surveys

8

Evaluation: Performance Management

Meets “Proficient” criteria and description is well supported  and plausible

Determines HRM’s role in the performance management process including how the  process aligns with the organization’s strategic  plan

Determines HRM’s role in the performance management process, but does not include  how the process aligns with the organization’s strategic  plan

Does not determine HRM’s role  in the performance management process

8

Evaluation: Performance Appraisal

Meets “Proficient” criteria and example is well supported and contextualized

Differentiates between the  trait, behavioral, and results-based performance appraisal systems, and provides an example where each would be most  applicable

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, and  results- based performance appraisal systems

6

Evaluation: Best-Suited Appraisals

Meets “Proficient” criteria and uses scholarly research to substantiate  claims

Determines how to identify best- suited appraisals for employee job duties, and supports  response with an  example

Determines how to identify  best- suited appraisals for employee job duties, but does not support response with an  example

Does not determine how   to identify best-suited appraisals for employee job  duties

8

Evaluation: Performance  Rating Scales

Meets “Proficient” criteria and description is clear and contextualized

Identifies a variety of performance scales that can  be used in organizations and describes  each

Identifies a variety of performance scales that can  be used in organizations, but does not describe each  scale

Does not identify a variety of performance scales that can  be used in  organizations

6

 

Articulationof Response

Submission is free of errors related to citations, grammar, spelling, syntax, and organization and is presented in a  professional and easy-to-read  format

Submission has no major errors related to citations, grammar, spelling, syntax, or  organization

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

4

Earned  Total

100%