Overview
You are an HR consultant, hired to resolve issues stemming from communication and coordination challenges between employees of the U.S. branch and the Singaporean headquarters of a software solutions provider. You decide to recommend organization-wide changes to resolve the issues related to communication and coordination. You evaluate the organizational change readiness and send a report on change management models, justifying your selection of a particular model.
Your efforts are appreciated and well received by the VP and the leadership team of the software solutions organization. However, they now want to understand how the training development needs of the workforce can be strategically aligned with the organization’s business needs.
You decide to prepare a presentation, detailing the training requirements for the employees and leadership of the U.S. branch, as well as leadership at the Singaporean headquarters. The strategy will target the identification of training that will improve communication and understanding between employees at the U.S. branch and leadership at both locations. Such a training strategy will facilitate interaction between both locations and align with the business strategy of expanding to the U.S. market.
Prompt
Create a PowerPoint presentation with on-slide text and narration or speaker notes to explain the methods of strategically aligning skill development with business strategy in the course scenario.
Note: Remember to use both on-screen text and narration or speaker notes in your PowerPoint slides to convey your information effectively. If narration is not possible, precise and extensive speaker notes should be used, while addressing all of the rubric elements in the presentation. For example, you can use brief, bulleted lists on the slide and include detailed explanations in your narration or speaker notes.
Specifically, you must address the following criteria in your presentation:
- Describe the skills required for managers to enable change in the organization (Singaporean headquarters and U.S. branch).
- Use the company data provided in the form of Leaders’ Self Evaluations to complete this step.
- Why could there be resistance to change implementation within the organization?
- Which skills do managers need to help address such resistance?
- Explain the methods of aligning training strategy with business strategy.
- How can training support the strategic goals of the organization (Singaporean headquarters and the U.S. branch)?
- What customization is required to align the training at the U.S. branch to the business strategy defined at the Singapore headquarters?
- How can training enable the U.S. branch employees to adapt to the work culture of the Singaporean head office?
- What are the learning objectives that will enable the American employees to meet the business goals defined for the U.S. branch?
- Describe two strategic workforce development goals for the U.S. branch.
- Use the Employee Engagement Surveys to identify the strategic workforce development goals.
- Which data points identify the development goals of the U.S. branch employees?
- How can training help meet the development goals of the U.S. branch employees?
What to Submit
Create a PowerPoint presentation with on-slide text and narration or detailed speaker notes. Your presentation should be 8 to 10 slides in length. Sources should be cited in APA format and listed on a separate reference slide. Consult the Shapiro Library APA Style Guide for more information on citations.
Module Five Presentation Rubric
| Criteria | Exceeds Expectations (100%) | Meets Expectations (90%) | Partially Meets Expectations (70%) | Does Not Meet Expectations (0%) | Value |
|---|---|---|---|---|---|
| Skills Required to Enable Change | Exceeds expectations in an exceptionally clear, insightful, sophisticated, or creative manner | Describes the skills required for managers to enable change in the organization | Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include identifying either the resistance to change or the skills required to address such resistance | Does not attempt criterion | 30 |
| Aligning Training Strategy and Business Strategy | Exceeds expectations in an exceptionally clear, insightful, sophisticated, or creative manner | Explains the methods of aligning training strategy with business strategy | Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include explaining how training strategies may further the business strategy goals | Does not attempt criterion | 25 |
| Strategic Workforce Development Goals | Exceeds expectations in an exceptionally clear, insightful, sophisticated, or creative manner | Describes two strategic workforce development goals for the U.S. branch | Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include identifying workforce development goals that are strategic in nature | Does not attempt criterion | 25 |
| Clear Communication | Exceeds expectations with an intentional use of language that promotes a thorough understanding | Consistently and effectively communicates in an organized way to a specific audience | Shows progress toward meeting expectations, but communication is inconsistent or ineffective in a way that negatively impacts understanding | Shows no evidence of consistent, effective, or organized communication | 10 |
| Citations and Attributions | Uses citations for ideas requiring attribution, with few or no minor errors | Uses citations for ideas requiring attribution, with consistent minor errors | Uses citations for ideas requiring attribution, with major errors | Does not use citations for ideas requiring attribution | 10 |
| Total: | 100% |