Presentation Instructions And Guidelines Must Be A Minimum O

Presentation Instructions And Guidelinemust Be A Minimum Of 11 15 Po

Presentation Instructions and Guideline Must be a minimum of 11 – 15 power point slides, including an introduction and conclusion in the slides, and PRESENTATION DIALOG AT THE BOTTOM OF EACH SLIDE. The presentation must show linkage to the concepts identified and discussed in the course. The focus of the presentation is an HR Executive recommendation of an innovative system or approach proposed by an HR Strategic Business Partner for an organization, which encompasses Strategic HRM, International HRM, and an Ethical component. The Presentation will include Cover Page, Overview of Contents, 7–10 pages of Presentation content, Conclusion, and References, all in APA format with in-line citations.

Paper For Above instruction

In the rapidly evolving landscape of global business, human resource management (HRM) plays a pivotal role in fostering innovation, strategic alignment, and ethical practices. An HR executive’s recommendation centered on innovative systems or approaches is essential for organizations aiming to stay competitive and ethically responsible. This paper explores a comprehensive HR strategy that integrates innovative talent development, technology-driven performance management, and ethical considerations, providing a future-focused framework aligned with international HRM principles and strategic HRM paradigms.

Central to this proposal is the development of an integrated talent ecosystem that emphasizes the acquisition, retention, and continuous development of critical skills necessary in a global context. As cited by Collings and Mellahi (2009), strategic talent management is vital in ensuring that organizations can meet future skill requirements amidst increasing globalization and technological advancement. This approach advocates for a corporate talent system that leverages AI-driven talent analytics, personalized learning pathways, and global mobility programs to cultivate a high-performance workforce aligned with strategic objectives and ethical standards.

Furthermore, the approach emphasizes reimagining performance management through a shift from traditional competitive evaluations to a coaching and developmental model. According to Pulakos et al. (2015), modern organizations benefit from feedback systems that promote continuous growth, strategic alignment, and employee engagement. Integrating real-time performance data with AI-enabled feedback tools fosters transparency and fairness, aligning employee goals with organizational strategy while upholding ethical standards concerning data privacy and fairness.

Incorporating international HRM principles, the proposed strategy recognizes the importance of cultural intelligence and compliance with diverse global labor laws. As discussed by Dowling, Festing, and Engle (2017), successful global HR strategies must be adaptable to local contexts while maintaining organizational consistency. Therefore, the HR system proposes localized talent development programs that respect cultural differences but are supported by centralized ethical guidelines, ensuring an equitable and inclusive environment across borders.

Ethically, the recommendation underscores the importance of embedding corporate social responsibility (CSR) and ethical decision-making frameworks into HR practices. As highlighted by Crane and Matten (2016), ethical responsibilities extend beyond compliance to fostering trust and integrity within and outside the organization. This involves implementing unbiased AI systems for talent analytics, transparent communication channels, and inclusive leadership development that promotes diversity and ethical awareness at all organizational levels.

The deployment of such innovative HR systems entails embracing technology-enabled solutions like cloud-based HR platforms, AI-powered talent analytics, and virtual collaboration tools to foster agility, inclusivity, and ethical accountability. According to Bock (2015), leveraging technology not only streamlines HR processes but also enhances strategic decision-making and ethical governance by providing data-driven insights while safeguarding privacy and promoting fairness.

Ultimately, this future-oriented HR strategy offers organizations a holistic framework that aligns strategic HRM, international considerations, and ethical standards. It facilitates creating a resilient, agile, and ethically responsible workforce capable of driving sustainable growth and competitive advantage in the global marketplace. As organizations embrace these innovations, HR leaders must continually adapt to emerging trends, foster ethical practices, and champion a culture of continuous improvement and inclusivity.

References

  • Bock, L. (2015). Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead. HarperBusiness.
  • Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304-313.
  • Crane, A., & Matten, D. (2016). Business Ethics: Managing Corporate Citizenship and Sustainability in the Age of Globalization. Oxford University Press.
  • Dowling, P. J., Festing, M., & Engle, A. (2017). International Human Resource Management. Cengage Learning.
  • Pulakos, E. D., Hanson, R. M., Arad, S., & Moye, N. (2015). Performance management can be data-driven and continuous. Harvard Business Review, 93(4), 78-86.
  • Statista. (2012). Chevron Company Statistics. Retrieved from https://www.statista.com/statistics/210112/chevron-company-statistics/
  • Gallant, J. (2012). Chevron’s CIO Talks Transformation and Why IT Leaders Should Smile. Retrieved from https://www.cio.com/article/243789/chevron-s- cio-talks-transformation-and-why-it-leaders-should-smile.html
  • Chevron. (2012). Seismic Imaging. Retrieved from https://www.chevron.com/technology/seismic-imaging
  • Scribd. (2011). Chevron Corporation CRUSH Report. Retrieved from https://www.scribd.com/document/xxxxxx

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