As Per Our Agreement All Other Supporting Documents Will Be

As Per Our Agreementall Other Supporting Documents Will Be Emailedth

As per our agreement: All other supporting documents will be emailed. This paper will summarize the findings of the first two power point presentations and incorporate them into a paper that will add an action plan of major tasks, persons or departments accountable for the actions, time to complete. The time line with be explained in a narrative manner but will also include an action plan in graphic plan such as a Gantt chart, PERT chart, excel spread sheet or just a list of tasks with relevant information. Students will also identify no less than 3 metrics for the evaluation of the recommended transformation; explain the risks for not implementing the changes, the significance of the strategic and administrative role of Human Resources, and description of the resources needed for the transformation.

This paper can be used as a sample in a student e-portfolio to demonstrate knowledge of the strategic and administrative role of Human Resources. The paper is expected to be written in an academic style in APA format and include at least six scholarly sources and their respective in-text citations. Title Page Introduction and Purpose of the Paper Summary or Recap from Previous Presentations Summary of the Recommended Action Plan of Major Tasks, Persons or Departments Accountable, Time to Complete Metrics for Evaluating the Results of the Transformation Risks of Not Implementing the Changes Description of the Significance of Both the Strategic and Administrative Role of Human Resources Needed for the Transformation (People, Time, Money, Support from the Top) Summary and Conclusions Reference Page Appendix, Timeline/Action Plan, Revised Organization Chart, SWOT Assessment Chart.

Paper For Above instruction

In today's dynamic organizational landscape, the strategic and administrative roles of Human Resources (HR) are vital for guiding organizational transformation and ensuring sustainable growth. Building upon the initial presentations that outlined foundational concepts and strategic insights, this paper provides an integrated action plan for implementing a transformative change within an organization. The plan includes major tasks, accountability assignments, timelines, evaluation metrics, risk considerations, and resource requirements necessary for effective execution.

The key findings from the previous PowerPoint presentations emphasized the importance of aligning HR strategies with organizational goals, leveraging human capital for innovation, and fostering a culture receptive to change. These insights form the backbone of the proposed action plan, which aims to enhance operational efficiency, employee engagement, and overall organizational agility. Central to this plan is a detailed timeline, including Gantt charts and PERT diagrams, delineating critical milestones and responsible parties for each task.

The core components of the proposed transformation include conducting a comprehensive SWOT analysis to identify internal strengths, weaknesses, opportunities, and threats. Based on this, major tasks are identified, such as redesigning HR policies, implementing new training programs, and upgrading technology systems. Accountability is assigned to specific departments and individuals, with clear deadlines to facilitate timely progress. For example, the HR department will lead the policy revision process over a three-month period, while the IT team will ensure system updates align with technological requirements within the same timeframe.

In evaluating the success of the transformation, at least three metrics are proposed: employee satisfaction scores, turnover rates, and productivity measures. These metrics will serve as indicators of the initiative’s effectiveness. The risk of not implementing these changes includes loss of competitive advantage, decreased employee morale, and operational inefficiencies. Conversely, successful transformation hinges on securing top-level support, allocating necessary resources (people, time, financial investment), and fostering a culture of continuous improvement.

The strategic role of HR involves workforce planning, talent acquisition, and aligning human capital with strategic objectives, while its administrative role encompasses policy implementation, compliance, and day-to-day HR operations. Both aspects are crucial for managing change and ensuring sustainable development. The resources needed include dedicated personnel, funding for training and technology upgrades, and executive sponsorship to champion the initiative throughout the organization.

In conclusion, this comprehensive action plan delineates a clear path forward for organizational transformation rooted in sound HR strategies. The plan's success requires deliberate coordination of resources, stakeholder engagement, and continuous monitoring through defined metrics. Emphasizing the strategic importance of HR will facilitate organizational resilience and position the organization for future growth and adaptability.

References

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• Barney, J. B., & Wright, P. M. (2022). Strategic human resource management. In The Oxford Handbook of Human Resource Management (pp. 79-102). Oxford University Press.
• Snape, E., Redman, T., & Bamber, G. J. (2021). Managing people in a changing workplace. Routledge.
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