Directions
Design an HR strategy proposal that outlines your identified recommendations for a comprehensive strategic HR reorganization that will advance the global competitiveness of your chosen organization. Ensure that you support your proposal with viable evidence and research to support your stated assumptions and conclusions.
Human Resources Strategy Proposal For this capstone, you will develop a well-organized HR strategy proposal that will help build a solid foundation for moving HR functions from their administrative or operational state to a strong, strategic player within the organization.
You must select an organization and describe how you plan to position yourself and your division as a strategic business partner within the organization. Keep in mind that the organization you select must be one that already competes at the global level or has the potential to compete in the global environment. Before selecting your organization, conduct a basic review of the materials available through valid and reliable online sources to ensure enough information can be included as part of your final paper.
The following sections must be included, but you are not limited to them:
- Cover Letter: This should be a professionally written business letter addressing the senior leadership of your selected organization. The cover letter should briefly introduce the intent of your proposal and detail the various parts that may be implemented to advance HR initiatives. The letter should include specific information and evidence supporting your recommendations.
- The HR Strategy Proposal: This should include a detailed breakdown of how you will advance the organization’s vision and mission through effective leadership strategies that foster collaboration, promote consensus, and guide the organization through adversity and change with resilience and agility. Your analysis should highlight how the HR division will participate and lead as an effective business partner to the workforce. The HR strategy proposal should include a synthesis of the themes and ideas that you have learned during your time in the program. Your proposal should include the following elements:
- Vision and Mission: Introduce methods of advancing the organization’s vision and mission through effective leadership and critical evaluation and decision making.
- Outlook and Approach: Include a global outlook and cross-cultural approach for human resource professionals to improve cultural responsiveness and capitalize on the commonalities, values, and individual uniqueness of organizational members.
- Analysis and Decision Making: Include real-world examples and best practices that demonstrate how HR can leverage data analytics to enhance HR strategies and foster a culture of informed decision making that supports the goals, vision, and mission of the organization.
- Risk Management: Include an evaluation of how the HR division will continue protecting the integrity of the workplace and its policies and procedures through appropriate risk management and legal and ethical practices.
- Customer Service and Negotiations: Describe how to effectively leverage customer service and negotiation strategies that build engaging relationships with stakeholders through trust, teamwork, and direct communication.
- Data Analysis: Provide data analysis to further support the proposal and include opposing viewpoints on this issue while explaining how your chosen strategy is preferable.
- Include HR metrics (qualitative or quantitative) that assess the efficiency and effectiveness of your HR proposal and provide insights that help define your strategic leadership decisions that support organizational performance.
- Briefly discuss how utilizing various metrics may negatively impact HR’s ability to execute important actions and activities identified in your proposal.
- Implementation: In this section, you should explain how you would approach employee management at your selected organization should this proposal be accepted. If the changes you have proposed are accepted, include strategies on how to manage talent development and workforce planning, followed by an analysis of a measurable return on investment. You should also include a detailed description of the new role of the HR division regarding employee negotiations and interactions. Your implementation section should include the following elements:
- Acceptance Strategy: Explain the HR strategy to be used should this proposal be accepted and how the role of the HR department would change into a progressive-minded business partnership role as opposed to being administrative in nature.
- Talent Development and Workforce Planning: Include information on how to manage talent development and workforce planning.
- Return on Investment: Include an analysis of a measurable return on investment.
- Conclusion: In this final section of the project plan, you will summarize your proposal and explain how and why your HR strategy proposal recommendations are worthy of implementation. Also, discuss how you will ensure that your proposal conforms to business ethical standards while highlighting the practical implications of your proposal to senior leadership. Your conclusion section should include the following elements:
- HR Strategy: Summarize your proposal and explain how and why your HR strategy proposal is worthy of implementation, while highlighting the practical implications of the proposal for the target audience of senior management.
- Ethics and Legality: Include a discussion of how you will ensure that the proposal conforms to ethical standards and legal requirements in the workplace.
What to Submit
Your human resources strategy proposal should be submitted as a Microsoft Word document that is 25 to 30 pages in length, not including the title, table of contents, or reference pages. The document should use double spacing, 12-point Times New Roman font, page numbers, and one-inch margins. It should include a title page, table of contents, reference page, and appendices, if applicable. Information should be cited according to the latest edition of APA style. You may include illustrations, photographs, graphs and charts, and other non-textual materials as needed to support your proposal. These elements should be placed in appendices if used.Milestone Four: Implementation and Conclusion
In Module Seven, you will submit a detailed summary of your proposal and explain how and why your HR strategy is worthy of implementation while highlighting the practical implications of your proposal to the senior leadership team. You should discuss how you will ensure that your HR proposal conforms to ethical standards and legal requirements, including strategies on how to manage talent development and workforce planning, an analysis of a measurable return on investment, and the impact of HR regarding employee negotiations and interactions. This milestone will be graded with the Milestone Four Rubric.
Final Project Submission: Human Resources Strategy Proposal In Module Nine, you will submit your completed HR strategy proposal based on all the milestones completed in this course. The final project submission should incorporate all previous milestones into one complete paper.
The “Possible Indicators of Success” are examples for you and the instructor of the types of concepts to look for to demonstrate competency. They are neither exhaustive nor proscriptive and should be used as guides for illustrating how your capstone embodies the outcome. All outcomes are weighted equally.
Final Project Rubric
| Criteria | Progress Toward Meeting this Outcome | Value | |
|---|---|---|---|
| OL-751-01: Leverage effective customer service and negotiation strategies that build engaging relationships with stakeholders through trust, teamwork, and direct communication | Meets Expectations (100%) | Does Not Meet Expectations (0%) | 13 |
| OL-751-02: Integrate appropriate talent development and workforce planning strategies to effectively align employee competencies with business goals and provide a measurable return on investment for an organization | Meets Expectations (100%) | Does Not Meet Expectations (0%) | 12 |
| OL-751-03: Operate as an effective business partner and leader in human resources through clear, concise, and accurate communication skills | Meets Expectations (100%) | Does Not Meet Expectations (0%) | 13 |
| OL-751-04: Protect the integrity of the business, its employees, and its management practices through appropriate risk management and legal and ethical practices | Meets Expectations (100%) | Does Not Meet Expectations (0%) | 12 |
| OL-751-05: Recommend appropriate evidence-based strategies that integrate sound, data-driven analysis and critical decision making to support the goals, vision, and mission of the organization | Meets Expectations (100%) | Does Not Meet Expectations (0%) | 13 |
| OL-751-06: Articulate the importance of a global outlook and cross-cultural approach for human resource professionals in the interest of improving cultural competence and valuing the commonalities, values, and individual uniqueness of organizational... | Meets Expectations (100%) | Does Not Meet Expectations (0%) | 12 |
| OL-751-07: Advance an organization’s vision and mission through effective leadership strategies that foster collaboration, promote consensus, and guide the organization through adversity and change with resilience and agility | Meets Expectations (100%) | Does Not Meet Expectations (0%) | 13 |
| OL-751-08: Design, implement, and evaluate strategic human resource programs that deliver customized human resource solutions for organizational challenges and contribute to the success of the business | Meets Expectations (100%) | Does Not Meet Expectations (0%) | 12 |
| Total: | 100% |
Possible Indicators of Success
- Leverage effective customer service and negotiation strategies that build engaging relationships with stakeholders through trust, teamwork, and direct communication
- Does student demonstrate an ability to leverage effective communication among key stakeholders?
- Does student demonstrate an ability to articulate sound negotiation strategies in an effort to build effective relationships with internal stakeholders?
- Does student demonstrate an ability to build engaging relationships with target audiences?
- Does student demonstrate an ability to potentially gain trust and encourage teamwork through direct communication activities?
- Integrate appropriate talent development and workforce planning strategies to effectively align employee competencies with business goals and provide a measurable return on investment for an organization
- Does student demonstrate an ability to forecast a talent development strategy that aligns with existing and future organizational strategic goals?
- Does student demonstrate an ability to plan a future workforce strategy that aligns with existing and future organizational strategic goals?
- Does student demonstrate an ability to provide a measurable return on investment for an organization?
- Does student demonstrate an ability to potentially identify and capitalize on employee competencies as they relate to business goals and sustainability?
- Operate as an effective business partner and leader in human resources through clear, concise, and accurate communication skills
- Does student demonstrate an ability to become an effective business partner by demonstrating high-value, business-enhancing strategic contributions focused on organizational strategic goals and sustainability?
- Does student demonstrate an ability to lead the HR function from a low-value transactional or administrative function to one that significantly contributes to building and sustaining the organization’s competitive advantage?
- Does student demonstrate an ability to potentially collaborate with key stakeholders in the dissemination of information and crafting of professional communications that align with the needs and dispositions of targeted audiences?
- Protect the integrity of the business, its employees, and its management practices through appropriate risk management and legal and ethical practices
- Does student demonstrate an ability to devise a plan for the analysis of data and critique opposing viewpoints in ways that meet business ethical standards and protect the integrity of the business?
- Does student demonstrate an ability to identify ethical practices and standards within an organization that could adversely affect management and employees resulting from the implementation of the HR proposal?
- Does student demonstrate an ability to mitigate risk by incorporating human capital management theories, models, and tools into the proposal?
- Does student demonstrate an ability to evaluate how HR will continue protecting the integrity of the business, its employees, and its management practices through appropriate risk management and legal and ethical practices?
- Does student demonstrate an ability to create a framework for practice that promotes legal and ethical approaches to HRM?
- Does student demonstrate an ability to assess the capstone experience for its application to future academic or professional life?
- Recommend appropriate evidence-based strategies that integrate sound, data-driven analysis and critical decision making to support the goals, vision, and mission of the organization
- Does student demonstrate an ability to understand and integrate evidence-based HR and business strategies in supporting the organizational goals, vision, and mission?
- Does student demonstrate an ability to interpret and recommend HRM-based metrics or appropriate HR strategies that integrate sound, data-driven analysis in supporting the organizational goals, vision, and mission?
- Does student demonstrate an ability to make critical decisions enhancing strategic contributions focused on supporting the organizational goals, vision, and mission?
- Does student demonstrate an ability to integrate and synthesize an analysis of the scholarly debate among subject matter experts and HR professionals for recommending appropriate evidence-based strategies?
- Articulate the importance of a global outlook and cross-cultural approach for human resource professionals in the interest of improving cultural competence and valuing the commonalities, values, and individual uniqueness of organizational members
- Does student demonstrate an ability to evaluate and articulate the importance of a global outlook as it relates to an organization’s HR strategies?
- Does student demonstrate an ability to interpret the importance of diversity and its relevance in breaking down cultural barriers within an organization?
- Does student demonstrate an ability to appropriately address and capitalize on the commonalities, values, and individual uniqueness of organizational members?
- Advance an organization’s vision and mission through effective leadership strategies that foster collaboration, promote consensus, and guide the organization through adversity and change with resilience and agility
- Does student demonstrate an ability to articulate effective leadership strategies focused on supporting the organizational goals, vision, and mission?
- Does student demonstrate an ability to address the need to foster collaboration, promote consensus, and guide an organization through adversity throughout the HR proposal?
- Does student demonstrate an ability to potentially maintain resilience and agility when implementing a HR strategy?
- Design, implement, and evaluate strategic human resource programs that deliver customized human resource solutions for organizational challenges and contribute to the success of the business
- Does student demonstrate an ability to design a comprehensive and implementation-worthy HR proposal that articulates the vision of where the company’s HR function should be and how it plans to get there in relation to its existing position?
- Does student demonstrate an ability to evaluate multiple strategic HR programs and incorporate them into a strategic HR proposal aimed at contributing to the success and sustainability of the business?
- Does student demonstrate an ability to create and present a professional final product that delivers a customized HR solution to overcome organizational challenges designed to contribute to the success and sustainability of the business?