Employee Engagement and Retention
Overview
For this first milestone, due in Module Three, you will analyze HR strategic engagement initiatives for attracting, retaining, and rewarding employees. The rubric criteria focus on talent acquisition, employee engagement and retention, learning and development, and total rewards.
Scenario
For this milestone, consider the following scenario: Assume the role of an HR director at a U.S.-based call center that is presently based in the Midwest. The organization plans to expand its call center locations into the states of South Carolina and Tennessee and the country of India and needs to hire 100 employees. Your organization has been primarily hiring “local” talent, many of whom are relatives of present employees. There are no formalized strategies to address filling positions from a different part of the country or in addressing learning, engagement, or retention needs. As the HR director, you will create a strategic HR plan that addresses goals related to your organization’s growth. The plan should have an influence across the organization to be successful.
Directions
Refer to the chapter readings and module resources to support your responses to each of the rubric criteria below. Carefully read and address each rubric criterion as written, using detailed and informative analysis that conveys critical thinking. The rubric criteria are aligned to the people technical competency within the HR knowledge domain.
Specifically, you must address the following rubric criteria:
- Talent Acquisition: Determine appropriate strategies for acquiring qualified talent and explain how the strategies support organizational goals.
- Employee Engagement and Retention: Determine appropriate employee engagement strategies and explain how these approaches will increase retention.
- Learning and Development: Determine learning and development opportunities aimed toward attracting and retaining qualified talent within the organization.
- Total Rewards: Identify appropriate total rewards strategies to increase employee retention and explain how these strategies support the goals of the organization.
- People Knowledge and Skill Competencies: Determine HR initiatives that support the people knowledge and skill competencies and explain which behavioral competencies within the Business Cluster are the most appropriate.
Be certain to incorporate instructor feedback on this milestone into your final submission.
What to Submit
This milestone must be submitted as a Microsoft Word document with double spacing, 12-point Times New Roman font, and one-inch margins. It may be 2-3 pages in length. Use the latest edition of the APA manual for formatting and citations.
Note that the grading rubric for this milestone submission is not identical to that of the final project. The Final Project Rubric will include an additional “Exceeds Expectations” category that provides guidance as to how you can go above and beyond “Meets Expectations” in your final submission.
AI Usage
If you use gen AI tools to support your work on this assignment, be sure to follow these AI usage guidelines. You must acknowledge your use of these tools in your work. Guidelines on how to cite AI tools can be found in this Shapiro Library guide.
Milestone One Rubric
| Criteria | Meets Expectations (100%) | Partially Meets Expectations (70%) | Does Not Meet Expectations (0%) | Value |
|---|---|---|---|---|
| Talent Acquisition | Determines appropriate strategies for acquiring qualified talent and explains how these strategies support organizational goals, using specific examples | Determines appropriate strategies for acquiring qualified talent and explains how these strategies support organizational goals, using specific examples, but explanation is cursory or contains inaccuracies, or examples are inappropriate | Does not determine appropriate strategies for acquiring qualified talent | 18 |
| Employee Engagement and Retention | Determines appropriate employee engagement strategies and explains how these approaches will increase retention, using specific examples | Determines appropriate employee engagement strategies and explains how these approaches will increase retention, using specific examples, but explanation is cursory or contains inaccuracies, or examples are inappropriate | Does not determine appropriate employee engagement strategies | 18 |
| Learning and Development | Determines learning and development opportunities aimed toward attracting and retaining qualified talent within the organization, using specific examples | Determines learning and development opportunities aimed toward attracting and retaining qualified talent within the organization, using specific examples, but examples are inappropriate | Does not determine learning and development opportunities aimed toward attracting and retaining qualified talent | 18 |
| Total Rewards | Identifies appropriate total rewards strategies to increase employee retention and explains how these strategies support the goals of the organization, using specific examples | Identifies appropriate total rewards strategies to increase employee retention and explains how these strategies support the goals of the organization, using specific examples, but explanation is cursory or contains inaccuracies, or examples are inappropriate | Does not identify appropriate total rewards strategies to increase employee retention | 18 |
| People Knowledge and Skill Competencies | Determines HR initiatives that support the people knowledge and skill competencies and explains which behavioral competencies within the Business Cluster are the most appropriate | Determines HR initiatives that support people knowledge and skill competencies and explains which behavioral competencies within the Business Cluster are the most appropriate, but explanation is cursory or contains inaccuracies | Does not determine HR initiatives that support the people knowledge and skill competencies | 18 |
| Clear Communication | 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 | 5 |
| Citations and Attributions | 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 | 5 |
| Total: | 100% |