Scenario: ABC Company, a midsize organization founded in 2010, is a health care company specializing in hospital products. ABC employs approximately 600 employees. The company is currently doing business in the Midwestern states. The new president, Jason Fenwick, is eager to take the organization to the next level of performance. Jason’s plan is to grow the business through entry into the medical device business. Cultural considerations for the growth strategy include: o A passion for innovation, expansion, and growth o Collaboration and teamwork o A discovery mindset o Drive and a bias for action ABC has established a track record of success. Financial goals have been reached every year for the past five years. The health care industry continues to experience extraordinary change and Jason senses that the time is right to expand the footprint of ABC through entering a new market, the medical device business.

Date Posted: 03/10/2020

Category: Business
Due Date: 05/10/2020

Instruction

Develop the proposal requested by Jason, include the following seven considerations: 5. Synthesize what you learned from being in charge of HR for a small business that you would like to try to implement at ABC. 6. Analyze the challenges of working in HR for a larger business like ABC that need to be addressed to better align the HR function with the new strategic direction. 7. Evaluate each HR functional area to determine what changes will be needed to align with and support the new strategic direction (Refer to Appendix B for assistance): 8. Functional Area #1: Talent Acquisition & Retention 9. Functional Area #3: Learning & Development 10. Functional Area #4: Total Rewards 11. Functional Area #6: Organizational Effectiveness & Development 12. Functional Area #11: Diversity & Inclusion 13. Functional Area #15: Business & HR Strategy 14. Integrate the cultural considerations discussion important to Jason into the proposal. 15. Create a business case that includes the business objectives you hope to achieve by aligning the HR organization with the new strategic direction, with a strong focus on growth. 16. Analyze legal and ethical considerations related to the functional areas covered. 17. Create 3 to 5 frequently asked questions(FAQ) with answers in preparation for discussions with other members of Jason’s executive leadership team. Research information on HR strategic planning proposals using the internet and University Library. Design a 1,050- to 1,400-word proposal to respond request made by Jason. Write the plan in the third-person voice. Use the bullet points in the assignment as an organizational tool to develop headings (the exact wording of headings is your choice) that will signal the topics and keep your document organized.

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Elitetutor 5 years, 12 months ago
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Elitetutor | Oct 03, 2020, 16:32 PM
Hello do you have appendix B?
Elitetutor | Oct 04, 2020, 16:28 PM
Can you please send appendix B?
Elitetutor | Oct 04, 2020, 16:28 PM
Hi, I will have to copy and paste it here.
User_31352 | Oct 04, 2020, 16:40 PM
Domain 2: OrganizationFunctional Area #5: Structure of the HR FunctionDefinition: Structure of the HR Function encompasses the people-related processes, theories, and activities used to deliver HR services that create and drive organizational effectiveness. HR demonstrates value by selecting the appropriate delivery model (e.g. Center of Excellence/COE, generalist, shared services) with an understanding of stakeholder needs and the impact of decisions on the overall workforce.
User_31352 | Oct 04, 2020, 16:42 PM
DevelopmentDefinition: Organizational Effectiveness & Development deals with the overall structure and functionality of the organization — that is, measuring the effectiveness and growth of people and processes from long- and short-term perspectives, and leading necessary organizational change initiatives. HR demonstrates value by aligning the organization’s vision, mission, and goals with day-to-day Operational activities, including organizational design, development, performance measures, and standards.
User_31352 | Oct 04, 2020, 16:43 PM
Functional Area #7: Workforce ManagementDefinition: Workforce Management enables the organization to meet its talent needs and close critical skill gaps using data-driven processes (e.g., workforce planning, succession planning) that inform HR initiatives. HR demonstrates value by facilitating financial and operational growth, continuity, or stability.
User_31352 | Oct 04, 2020, 16:43 PM
Functional Area #8: Employee RelationsDefinition: Employee Relations refers to any dealings between the organization and its employees regarding the terms and conditions of employment. HR demonstrates value by ensuring that the appropriate framework, mindset, and practices are in place to embrace or react or respond to the employment relationship, including relationships with employee representatives.
User_31352 | Oct 04, 2020, 16:44 PM
Functional Area #9: Technology & DataDefinition: Technology & Data deals with the use of tools, technologies, and systems that support the gathering, analysis, and reporting of workforce information, as well as effective and efficient collaboration and communication throughout the organization. HR demonstrates value by developing knowledge about technology uses, trends, and innovations applicable to HR’s strategic goals.
User_31352 | Oct 04, 2020, 16:44 PM
Can you copy it on word document and send it?
Elitetutor | Oct 04, 2020, 16:46 PM
Domain 3: WorkplaceFunctional Area #10: HR in the Global ContextDefinition: HR in the Global Context focuses on organizational growth and workforce-related issues and impacts, viewed from domestic, multinational, transnational, and global perspectives. HR demonstrates value by understanding how global PEST factors influence business decisions, and by applying this knowledge to day-to-day HR activities, policy creation, and business solution recommendations.
User_31352 | Oct 04, 2020, 16:46 PM
Functional Area #11: Diversity & InclusionDefinition: Diversity & Inclusion encompasses the qualities, life experiences, personalities, education, skills, competencies, and collaboration of the many different types of people who are necessary to propel an organization to success. HR demonstrates value by creating opportunities that leverage the human experience to address organizational needs or solve issues on a global basis.
User_31352 | Oct 04, 2020, 16:46 PM
Functional Area #12: Risk ManagementDefinition: Risk management is the identification, assessment, and prioritization of risks (defined in ISO 31000 as the effect of uncertainty on objectives), followed by the coordinated and economical application of resources to minimize, monitor, and control the probability and/or impact of unfortunate events or to maximize the realization of opportunities.
User_31352 | Oct 04, 2020, 16:47 PM
Functional Area #13: Corporate Social ResponsibilityDefinition: Corporate Social Responsibility represents the organization’s commitment to operate its business in an ethical and sustainable manner. HR demonstrates value by understanding the societal impacts to business decisions and using this insight to improve the quality of life for the community—people, organization, and planet—through philanthropy, ethics and governance, and environmentally sound practices, respectively.
User_31352 | Oct 04, 2020, 16:47 PM
Functional Area #14: U.S. Employment Law & RegulationsImportant Note: This Area is applicable only to examinees testing within the United States; examinees outside the U.S. will not be tested on it.Definition: U.S. Employment Law & Regulations deals with the knowledge and application of all relevant laws and regulations in the United States relating to employment. These provisions set the parameters and limitations for each HR Functional Area and for organizations overall. HR demonstrates value by ensuring the organization’s compliance with laws and regulations domestically and globally (including extraterritorially).
User_31352 | Oct 04, 2020, 16:47 PM
Domain 4: StrategyFunctional Area #15: Business & HR StrategyDefinition: Business & HR Strategy involves organizational planning to achieve success and create value for stakeholders. HR demonstrates value by contributing its perspective and expertise to development of the enterprise strategy, and by developing, implementing, and evaluating an HR strategy aligned with the organization’s goals, values, and tactics, as defined in the enterprise strategy.
User_31352 | Oct 04, 2020, 16:49 PM
Please put it in one document,this way I won't get it clearly
Elitetutor | Oct 04, 2020, 16:49 PM
I have uploaded the word document. Please let me know if that works for you. thank you
User_31352 | Oct 04, 2020, 17:11 PM
Hello check the assignment and release the payment
Elitetutor | Oct 05, 2020, 01:31 AM
Hi, I did not see the 1st question being answered. 1. Synthesize what you learned from being in charge of HR for a small business that you would like to try to implement at ABC.
User_31352 | Oct 05, 2020, 04:12 AM
Let me check that and fix it
Elitetutor | Oct 05, 2020, 04:14 AM
Could you please enumerate each paragraph to each question?
User_31352 | Oct 05, 2020, 05:04 AM
Hello I did the corrections as requested please check it out and RELEASE THE PAYMENT
Elitetutor | Oct 05, 2020, 10:36 AM