OL 600 Final Project Guidelines and Rubric

Overview

The final project for this course 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. The project is divided into three 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 Three, Five, and Seven. The final product will be submitted in Module Nine.

In this assignment, you will demonstrate your mastery of the following course outcomes:

• Develop strategic human resource initiatives for supporting the recruitment and retention of qualified talent within an organization OL 600 Final Project
• Formulate recommendations that support organizational effectiveness based on an analysis of internal elements
• Determine the impacts of external factors that influence an organization for mitigating risks
• Develop strategic approaches that incorporate relevant human resources behavioral competencies in addressing organizational issues.

Prompt

For the final project, you will assume the role of an HR professional for an organization. You will apply technical and behavioral competencies to develop strategic HR initiatives across the organization. OL 600 Final Project You will be required to 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:

1. People: In this section, you will develop strategic HR initiatives around acquiring and retaining qualified talent for an organization. Provide specific
   1. Talent Acquisition: Determine appropriate strategies for acquiring qualified talent, and explain how the strategies support organizational OL 600 Final Project
   2. Employee Engagement and Retention: Determine appropriate employee engagement strategies and explain how this approach will increase
   3. Learning and Development: Determine learning and development opportunities aimed toward attracting and retaining qualified talent within the organization.
   4. Total Rewards: Identify appropriate total rewards strategies to increase employee retention, and explain how these strategies support the goals of the.

1. Organization: In this section, you will analyze employee and labor relations that positively impact organizational effectiveness. Provide specific OL 600 Final Project
   1. Employee Discipline: Analyze punitive and nonpunitive disciplinary approaches, and explain their impacts on employee
   2. Performance Management: Determine the elements of an effective performance management system, and explain how well the employer’s system meets organizational needs.
   3. 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 OL 600 Final Project.

• Workplace: In this section, you will analyze external factors that influence organizational effectiveness while mitigating Provide specific examples.
  1. Diversity and Inclusion: Explain generational differences within the workplace, and describe appropriate strategies for managing a diverse OL 600 Final Project
  2. Risk Management: Determine appropriate proactive HR activities and policies for mitigating risk, and explain how these strategies can be used within the
  3. Corporate Social Responsibility: Describe HR’s role in creating a culture of social responsibility within the organization and the organization’s
  4. HR in the Global Context: Determine appropriate strategies for properly preparing employees for an expatriate assignment, and explain how these approaches ensure ongoing

1. Behavioral Competencies: In this section, you will determine strategic HR initiatives that support people, organization, and workplace under the technical competency while selecting the most appropriate behavioral competencies. OL 600 Final Project You must select at least one behavioral competency in addressing each domain (i.e., business, leadership, or interpersonal).
   1. Determine HR initiatives that support the people technical competency and explain which behavioral competencies within the business domain are the most appropriate.
2. Determine HR initiatives that support the organization technical competency and explain which behavioral competencies within the leadership domain are the most appropriate.
3. Determine HR initiatives that support the workplace technical competency and explain which behavioral competencies within the interpersonal domain are the most appropriate. OL 600 Final Project
4. Recommend strategic HR initiatives across the organization that utilize a combination of behavioral competencies, and explain why this is the most appropriate.

Milestone One: Employee Engagement and Retention

Milestones

In Module Three, you will analyze HR strategic engagement initiatives for attracting, retaining, and rewarding employees. The four critical element focus on talent acquisition, employee engagement and retention, learning and development, and total rewards. This milestone will be graded with the Milestone One Rubric.

Milestone Two: Performance Management: Employee and Labor Relations

In Module Five, you will analyze HR strategic initiatives of employee and labor relations that positively impact organizational effectiveness. OL 600 Final Project The three critical element focus on employee discipline, performance management, and employee and labor relations. This milestone will be graded with the Milestone Two Rubric.

Milestone Three: Global HR, Diversity, Risk Management, and Social Responsibility

In Module Seven, you will analyze HR strategic initiatives of managing HR globally, diversity and inclusion, risk management, and social corporate responsibility that impact an organization’s strategic goals. This milestone will be graded with the Milestone Three Rubric. OL 600 Final Project Get Study Plan Assignment Help Now!!

Final Submission: Strategic HR Plan

In Module Nine, you will submit your final project. It should address each of the four sections of the final project (People, Organization, Workplace, and Behavioral Competencies) that focus on HR initiatives that move across an organization. It should be a complete, polished artifact containing all of the critical elements of the final product. It should reflect the incorporation of feedback gained throughout the course. This submission will be graded with the Final Project Rubric.

Deliverables

Final Project Rubric

Guidelines for Submission: Your strategic HR plan must be 12 to 15 pages in length (plus a cover page and references). Use double spacing, OL 600 Final Project 12-point Times New Roman font, and one-inch margins. You should use current APA style guidelines for your citations and reference list.

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Milestone One: Employee Engagement and Retention

OL 600: Strategic Human Resource Management

Southern New Hampshire University

November 26, 2022

Talent Acquisition

There are different strategies the human resource department can use in talent acquisition but there is no “one size fill all” strategy. There are many factors an organization’s HR will consider before deciding on the best strategy to use. Factors such as the competition for labor, they type of industry, the company’s pay, company size, and employment opportunities must be considered.

According to Martin (2021), the organization has to understand the type of employees it requires and the resources available for acquisition to decide the best acquisition strategy. Strategies will be different for each company and the following strategies may work best in selecting and retaining qualified talent;

• Referral programs – this is the best strategy of acquiring qualified talent. The goal of the company is to acquire people who can achieve the performance goals of the company. Social networks and existing employees can propose successful talent who fit the positions in the organization.
• Creating attractive internship programs – it is through internships that an organization can learn about the potential talents that can meet its performance goals. The organization builds relationships with the interns and grooms them to become powerful talents in the organization.
• Creating temporary positions for prospective future roles – in its planning, a company should establish new roles and monitor the talents that can fit in those roles.
• Attending job fairs and job market events – serious employees and powerful talents are always looking for ways of empowering themselves and they attend fairs and events concerning the job market. These are the best paces to access your sought-after talent.

Employee Engagement and Retention

For an organization to retain its employees, it must engage them through activities and plans that match their needs in the organization. Research conducted by Career Builder (2019) indicates that over 50% of the workforce is nor engaged and turnover rates are high in organizations where employees feel disengaged. The strategies HR can use to engage their employees include;

• Providing career development opportunities – when employees are empowered to utilize their full potential, they can see their importance in the workplace and this motivates them. They become more engaged since they know there is a reward in the end.
• Helping employees plan their future – employees have goals and showing commitment to their goals is a key driver to their engagement in the workplace. When employees do not see where they are heading in your company, they are likely to seek better opportunities in other places.
• Tracking short and long-term goals – Rana and Chopra (2019) assert that feedback is essential in keeping employees engaged. Tracking short and long-term goals and informing employees the areas that need improvement keeps them engaged and committed.
• Listening to your employees – employee retention is high in organizations where employees are given a chance o express their views and participate in decision-making. It makes employees feel valued and develop a sense of belonging. This increases the chances of engagement and retention.

Learning and Development

Times have changed and millennials have taken over the workplace. Newton, Becker, and Bell (2014) assert that learning and development are required to increase retention rather than spending money in recruitment processes. The learning and development opportunities HR can utilize include;

• Coaching and mentoring – employees are attracted to workplaces where there are superiors who mentor and guide them on the right steps to take to achieve their goals. Coaching and learning help them acquire skills that are essential to grow their careers. This motivates them and increases their loyalty for the organization.
• Arranging for workshops and working groups – workshops allow employees to interact with their peers from other companies and they acquire knowledge ad skills that aid their personal growth. Employees are attracted to an organization that offers them a chance to explore the workplace and learn about new things.
• On the job development- here an organization ensures employees learn while doing it. This strategy mostly supplements training. After training employees, on the job development is done as a way of engaging employees in practical performance. That makes them conversant with their work and increases their accuracy in performing their duties.

Total Rewards

An organization needs a total reward strategy to attract top talent, achieve employee satisfaction and engagement, retain employees, remain competitive in the industry, and improve productivity and overall performance. The total rewards strategy used by HR must match the needs and goals of the organization. How a company rewards their employees determine how committed they will be to the achievement of goals. It is difficult for organizations that pay poorly to retain top talent.

“Total rewards include not just money, time off and stock options, but health plans, retirement programs and less-quantifiable elements such as flexible work arrangements and career training” (Kaplan, 2005). These rewards show employees how much a company values their contribution to the company’s success. Among the rewards strategies that can increase employee retention include;

• Appropriate compensation – this is the reward for their work. It ensures employees can meet all their basic needs and also makes them feel the appreciated.
• Additional benefits – these include programs that ensure employee physical and emotional safety. They may include health coverage plans and holiday leaves.
• Wellbeing programs – these are programs that promote the holistic wellbeing of employees for a satisfied, healthy, and motivated life. They Include; employee assistance programs, resource groups, diversity and equity programs, remote working, company sponsored events, and volunteer work.

References

Career Builder (2019). Survey from CareerBuilder Reveals Half of Employees Feel They Have “Just a Job” Amid Heightened Career Expectations. Press Release. Retrieved from https://press.careerbuilder.com/2019-07-23-Survey-from-CareerBuilder-Reveals-Half-of-Employees-Feel-They-Have-Just-a-Job-Amid-Heightened-Career-Expectations

Kaplan, S. (2005). Total rewards in action: Developing a total rewards strategy. Benefits & Compensation Digest, 42(8), 32-37.

Martin, J. (2021). It’s time to change how we think about our employees. Strategic HR Review, 20(2), 55-59.

Newton, C., Becker, K., & Bell, S. (2014). Learning and development opportunities as a tool for the retention of volunteers: A motivational perspective. Human Resource Management Journal, 24(4), 514-530.

Rana, S., & Chopra, P. (2019). Developing and sustaining employee engagement: the strategic perspective in telecom company. In Management Techniques for Employee Engagement in Contemporary Organizations (pp. 142-164). IGI Global.