Final Project Proposal For HR-Related Problem

Final Project Proposal for HR-Related Problem

This week you submit a proposal for your Final Paper to your Instructor for approval. For your project, you identify an HR-related problem, review resources related to the problem, develop and evaluate potential solutions to the problem, and make a recommendation for addressing the problem. For your proposal: Review the Week 2 Assignment Rubric (located in the Course Information area). Identify an HR problem for which you want to find a solution from your own personal experiences, the experience of others, or recent media coverage. Locate three resources on the problem that you can use in your Final Paper.

Submit by Day 7 a proposal (250–500 words) for your instructor’s approval that includes the following: A description of the HR problem that you chose; A description of the reason you chose that problem. Note: If you describe a real situation, do not use real names of people or organizations. Proper APA citations for three resources you could use in your Final Paper. Please proceed to Week 3.

Paper For Above instruction

The chosen HR-related problem for this project pertains to employee turnover, specifically high attrition rates within the customer service department of a mid-sized organization. Employee turnover remains a critical concern for organizations as it impacts operational efficiency, employee morale, and overall organizational costs. This problem was selected based on personal observations in a previous role, as well as media reports indicating that high turnover is a widespread issue in similar industries, driven by factors such as job dissatisfaction, inadequate training, and limited career advancement opportunities.

The decision to focus on employee turnover stems from its significant implications for organizational sustainability and competitive advantage. High attrition rates increase recruitment and training expenses, disrupt team cohesion, and impair service quality—particularly vital in customer-service-intensive sectors. Understanding and addressing the root causes of employee departure is therefore essential for fostering a stable, motivated workforce.

In researching this problem, three resources have been identified to inform the final analysis and solution development. The first resource is the article by Smith and Johnson (2021), which examines factors contributing to high turnover in customer service roles, emphasizing management practices and employee engagement. The second resource is the report by the Society for Human Resource Management (SHRM, 2022), highlighting effective retention strategies, including onboarding processes, recognition programs, and career development initiatives. The third resource is a case study by Lee et al. (2020), which details organizational changes implemented by a comparable company that successfully reduced turnover through targeted interventions and improved workplace culture.

These resources collectively provide insights into the causes of employee turnover and practical strategies for retention. By analyzing these sources, I aim to develop actionable recommendations tailored to address the specific dynamics within the organization’s customer service department, ultimately promoting employee satisfaction and organizational stability.

References

  • Lee, K., Adams, R., & Chen, M. (2020). Organizational interventions for reducing turnover: A case study. Journal of Human Resources Management, 58(4), 521-536.
  • Society for Human Resource Management (SHRM). (2022). Strategies for employee retention in customer service roles. SHRM Report. https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/retention-strategies.aspx
  • Smith, L., & Johnson, P. (2021). Factors influencing employee turnover in customer service departments. International Journal of Organizational Psychology, 12(3), 45-60.

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