Assignment Due Saturday 03/26 At 11 Am For Tom Mutunga

Assignment Is Due Saturday 0326 11amfor Tom Mutunga Onlyyyyyyyyyyyy

Assignment is due Saturday, 03/26 at 11 AM for Tom Mutunga only. Complete Week 8 option Portfolio Project #1: Human Resources Strategic Plan. You will create a strategic plan that aligns the human resources (HR) function with the organization’s mission, vision, and objectives. The overall scope is to develop a “Shared Services” structure for HR to be housed at the organization’s corporate offices. The project includes multiple milestones: week 2 (outline), week 4 (annotated bibliography), week 5 (purpose statement), and the final deliverable in week 8.

Paper For Above instruction

Introduction

The development of a comprehensive Human Resources (HR) strategic plan is crucial for aligning HR functions with the broader organizational mission, vision, and objectives. This process ensures that HR strategies support the organization’s growth, adaptability, and competitive advantage through effective management of human capital. Specifically, for this project, the emphasis is on creating a shared services HR structure positioned at the corporate level, streamlining HR functions and enhancing organizational efficiency.

Understanding Organizational Context

Before designing the HR strategic plan, it is essential to identify and understand the organizational context, including the company's mission, vision, and core objectives. For this project, assuming the organization is a mid-sized company manufacturing educational technology products, the mission could be: "To innovate and deliver accessible educational tools worldwide." Its vision may focus on becoming the leading provider of educational technology solutions, emphasizing innovation, inclusivity, and sustainability. The objectives might include expanding market share, enhancing employee engagement, and fostering innovation.

Milestone 1: Outline

The initial outline should delineate the structure of the strategic plan, highlighting key sections such as introduction, organizational analysis, strategic contribution, HR delivery metrics, key performance indicators (KPIs), action plans, and concluding remarks. Each section should have a brief description outlining its purpose and content. An example includes the section on "Strategic Contribution," discussing HR’s role in supporting organizational growth, talent acquisition, and retention.

Milestone 2: Annotated Bibliography

The annotated bibliography lays a foundation for the strategic plan by summarizing the key findings from at least ten credible sources. These can include scholarly articles on HR strategy, shared services models, HR metrics, and best practices in organizational HR structuring. Each entry should provide a concise description of how the source informs the strategic plan, focusing on theoretical frameworks and practical applications.

Milestone 3: Purpose Statement

The purpose statement articulates the HR department’s reason for existence, answering who the organization is, what it does, for whom, and how success is measured. For instance, "Our HR department exists to attract, develop, and retain talented individuals who contribute to innovative educational solutions, driving organizational growth and employee satisfaction. Success is measured by employee engagement scores, retention rates, and operational efficiency."

Final Planning and Execution

The final HR strategic plan should be a minimum of ten pages, excluding supplementary sections such as the title page, table of contents, references, and optional appendices. It must integrate key topics including strategic contribution, personal credibility, HR delivery metrics, KPIs, and action plans for each functional area. The plan should clearly articulate the HR mission, vision, and objectives aligned with organizational goals, demonstrating a coherent approach to HR management.

Content Structure and Elements

The body of the strategic plan should encompass:

- Title Page: Including the project title, organization name, and date.

- Table of Contents: Listing all sections with page numbers.

- Executive Summary: Summarizing key points, objectives, and recommendations.

- Body of the Plan: Detailed analysis and strategic initiatives categorized under relevant headings.

- Conclusion: Summarizing the strategic plan's expected impact.

- References: Cited sources in APA format.

- Appendices: Optional supporting documents or data.

Support your analysis with at least five credible sources, including peer-reviewed articles, industry reports, or authoritative texts, and document all sources in APA style.

Conclusion

Creating an HR strategic plan involves a detailed understanding of both organizational goals and HR best practices. For this project, focusing on shared services at the corporate level is essential to streamline HR functions, improve service delivery, and support the organization’s overarching mission and vision. By systematically developing the plan through milestones — outline, bibliography, purpose statement, and final report — the HR department can strategically contribute to organizational success, ensuring sustainable growth and competitive advantage.

References

1. Ulrich, D., Brockbank, W., Johnson, D., Sandholtz, K., & Younger, J. (2012). HR competency model. University of Michigan Press.
2. Marler, J. H., & Boudreau, J. W. (2017). An evidence-based review of HR analytics. The International Journal of Human Resource Management, 28(1), 3-26.
3. Bondarouk, T. V., & Ruël, H. J. (2013). The strategic value of e-HRM: Unobtrusive insight into e-HRM’s impact on business performance. Employee Relations, 35(4), 436-454.
4. Kaufman, B. E. (2015). Evolution of strategic HRM as seen through two founding books: a 30th anniversary perspective on Wychbiz & boxall (1989) and Beer et al. (1984). Human Resource Management, 54(3), 427-438.
5. Fitz-enz, J. (2009). The ROI of human capital: Measuring the economic value of employee performance. Elsevier.
6. Becker, B. E., & Huselid, M. A. (2006). Strategic human resources management: Where have we come from and where they are going? In J. Barling & C. L. Cooper (Eds.), The SAGE handbook of organizational behavior (pp. 97-115). Sage Publications.
7. Schuler, R. S., Jackson, S. E., & Tarique, I. (2011). Framework for global talent management: Issues and implications. Journal of World Business, 46(4), 366-378.
8. Cascio, W. F., & Boudreau, J. W. (2016). The search for ROI in human resource management: Still moving forward. Journal of Organizational Effectiveness: People and Performance, 3(2), 157-164.
9. Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource management. Routledge.
10. Huselid, M. A., & Becker, B. E. (2011). Bridging micro and macro domains: Workforce differentiation and strategic human resource management. Journal of Management, 37(2), 421-428.