In This Course Has A Provision For Scoring Your Use Of APA G

In This Coursehas A Provision For Scoring Your Use Of Apa Guidelines

In This Coursehas A Provision For Scoring Your Use Of APA Guidelines

· IN THIS COURSE has a provision for scoring your use of APA guidelines. You should include in-text citation(s) & a reference(s) list in your work. Sources must be reliable and credible. Avoid using sources Wikipedia, Investopedia, wisegeek, justask, askthe professor, cliffsnotes.com, investopedia.com encyclopedia.com, dictionary.com, studymode, ehow.com, etc or any site that is a "type in a question, get an answer" as these type sites ARE NOT acceptable in Academia. What costs must be included in HRM projections to meet divisional needs?

Which are most important and why? How would you plan for a company’s divisional capabilities? How does one plan to address divisional limitations? What methods may be used to fill gaps between capabilities and limitations? What is the best strategy for addressing issues that may arise when a strategic plan is implemented?

Should stakeholders be involved? Should changes be made during a strategic plan’s initial unfolding if problems arise? Should this be staved off in favor of data collection? What was the most challenging aspect of your strategic planning process? Was the work more meaningful because it was done as a team?

Why or why not? What, if anything, would you change about your process or the plan? In what ways did the strategic planning process change the way you view your HR role? How will this course benefit on-the-job skills and your thinking processes? University of Phoenix HRM/498 Final Exam It is time to apply what you have learned from this course and take your Final Exam!

Directions: Choose from the essay questions below. Submit 1 (one) 1,000 word (minimum) essay in APA format following the instructions below: 1) You should support your work with at least 2 sources of scholarly research , formatted per APA formatting guidelines including Title Page, In-text citations in the body of your report and a Reference Page. 2) Submit your report, by 11:59 pm Phoenix time on the final day of class. 3) Check your turnitin similarity score as there is NO opportunity to resubmit your work after the course ends. Your % must be acceptable for your work to be graded and credit earned for the exam.

At least one of your scholarly resources in your essay should be from our online textbook(s)/learning materials. Your second source may be from an outside scholarly source. **Please remember Wikipedia and similar websites ARE NOT considered scholarly resources. DO NOT USE THEM!

1. Identify at least 2 to 3 basic HR needs in your current or past place of employment and propose some ideas about how they could be met. Support your work with at least two scholarly sources (as outlined above).

2. Considering your current or previous workplace, how would understaffing, benefit reductions, poor training, increased professional development requirements, and demand for furthering education affect HR? Support your work with at least two scholarly sources (as outlined above).

3. Diversity involves many factors, such as religion, race, age, gender, and national origin. Think about a diversity issue you read about or know about from the past. Recall what you remember about this issue, including the context, situation and what attention it attracted. Then, note how this issue affected the company and HRM. Support your work with at least two scholarly sources (as outlined above).

4. Choose a company you are familiar with recognized for recruiting and retaining quality employees. Conduct some online research of the company’s HR initiatives and strategies related to employee recruitment and retention. You have been selected to create an advertising pitch for the company’s vice president. Write a short advertisement, explaining every reason why the company is the year’s best place to work. Choose or create at least one graphic or image to add to the advertisement. Support your work with at least two scholarly sources (as outlined above).

5. Based on our course materials, your discussions with other students and your learning team discussions identify and discuss three major areas of HR Management you have found to be of most interest to you during this class. Support your work with at least two scholarly sources (as outlined above).

Paper For Above instruction

The provided prompts encompass a comprehensive overview of key HRM topics, emphasizing the importance of APA guidelines in academic writing. This essay addresses and synthesizes the essential elements outlined in the prompts, with a primary focus on the strategic and operational facets of human resource management, particularly in the context of the final exam for the HRM/498 course at the University of Phoenix.

Human resource management (HRM) plays a pivotal role in shaping organizational success through effective staffing, training, diversity management, and strategic planning. In the contemporary business landscape, HR professionals must demonstrate their capacity to meet divisional needs, address limitations, and implement strategies that align with organizational goals. This essay critically examines these components, supported by scholarly research, and reflecting on practical applications in real-world settings.

Understanding HR Projections and Divisional Needs

Accurately projecting costs and staffing requirements is fundamental for HR strategic planning. According to Armstrong (2020), HR projections must include direct staffing costs, benefits, training expenses, and contingency funds for unforeseen personnel needs. Prioritizing these costs ensures that divisions are adequately staffed and equipped to meet operational goals without unnecessary overspending. Furthermore, strategic HR planning requires an understanding of the divisional capabilities and limitations. For instance, a manufacturing division may face limitations in technological expertise, which necessitates targeted training programs (Dessler, 2019). Addressing these limitations involves identifying skill gaps, employing gap analysis, and designing interventions to enhance capabilities.

Planning for Capabilities and Addressing Limitations

Effective planning for a division's capabilities entails aligning HR initiatives with strategic objectives. As Ulrich et al. (2012) suggest, organizations should conduct capacity assessments to determine current capabilities and future needs. Addressing limitations involves deploying methods like talent acquisition, training, or outsourcing, as well as fostering a culture of continuous improvement. Strategies such as cross-training and mentorship programs help bridge capability gaps while minimizing disruptions. When limitations are identified, HR professionals must collaborate with leadership to develop action plans that mitigate risks and optimize performance.

Filling Gaps and Strategic Problem-Solving

Methods to fill capability gaps include recruiting specialized talent, leveraging technology, and investing in employee development. For example, increasingly prevalent use of analytics and AI-driven tools enables HR to predict future needs and proactively address potential shortages (Cascio & Boudreau, 2016). Addressing challenges during strategic implementation requires flexible adaptation, stakeholder involvement, and continuous data collection. Involving stakeholders ensures buy-in and diverse perspectives, which enhances the quality of decision-making (Ulrich et al., 2012). When issues emerge, prompt adjustments based on real-time data prevent derailment of strategic initiatives.

Stakeholder Involvement and Adaptive Planning

Involving stakeholders from various levels—employees, managers, executives—during the execution is critical for successful change management. As Kotter (2012) explains, stakeholder engagement fosters ownership and resistance mitigation. Stating that data collection should temporarily take precedence during initial phases aligns with the principles of evidence-based management, which advocates for informed decision-making (Pfeffer & Sutton, 2006). Flexibility in the strategic plan allows organizations to respond swiftly to unforeseen problems, ensuring smoother implementation and better outcomes.

Personal Reflection and Future Improvements

Reflecting on the strategic planning process, one of the most challenging aspects was balancing diverse stakeholder interests and data-driven decision-making. Working as a team enhanced the process, as it facilitated multiple perspectives, shared responsibilities, and collective problem-solving. Moving forward, integrating more agile methodologies can further improve responsiveness and adaptability. The experience has reshaped my perception of HR's strategic importance, recognizing that HR is not just administrative but integral to organizational agility and competitive advantage (Brewster et al., 2016). This course has strengthened my ability to apply strategic HR principles in real-world scenarios, improving both on-the-job decision-making and long-term planning skills.

Conclusion

In summary, effective HR planning for divisions involves diligent cost projection, capability assessment, and strategic gap-filling. Emphasizing stakeholder involvement and agility enhances the ability to navigate complexities during implementation. Reflecting on this process underscores the evolving role of HR from administrative functions to strategic partner, capable of influencing organizational success. Continued learning and application of evidence-based strategies are essential for HR professionals striving to meet the dynamic needs of their organizations.

References

• Armstrong, M. (2020). Armstrong's Handbook of Human Resource Management Practice. Kogan Page.
• Cascio, W. F., & Boudreau, J. W. (2016). The Search for Global Competence: From International HR to Talent Management. Journal of World Business, 51(1), 103-114.
• Dessler, G. (2019). Human Resource Management. Pearson.
• Kotter, J. P. (2012). Leading Change. Harvard Business Review Press.
• Pfeffer, J., & Sutton, R. I. (2006). Hard Facts, Dangerous Half-Truths, and Total Nonsense: Profiting from Evidence-Based Management. Harvard Business Review Press.
• Ulrich, D., Brockbank, W., Johnson, D., Sandholtz, K., & Younger, J. (2012). HR Competencies: Mastery at the Intersection of People and Business. Society for Human Resource Management.
• Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing Human Resource Management. Routledge.