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 need help writing a paper for my Human Resources class.  Can one help me with creating a strategic plan that aligns the human resources (HR) function with the organization’s mission, vision, and objectives. The overall scope of the Portfolio Project is to create a “Shared Services” structure for HR that will be housed at the organization’s corporate offices.
instructions 

Portfolio Project #1 provides data from a hypothetical organization. The data can be found at the bottom of the page.

You will create a strategic plan that aligns the human resources (HR) function with the organization’s mission, vision, and objectives. The overall scope of the Portfolio Project is to create a “Shared Services” structure for HR that will be housed at the organization’s corporate offices.

Milestone Deliverables due Weeks 2, 4 and 5

Week 2: Portfolio Milestone: Outline (25 points of the final Portfolio grade) 

Prepare an outline of your plan project and submit it to your instructor for review. Please use APA format and include a two- to three-sentence description of each section.

Week 4: Portfolio Milestone: Annotated Bibliography (75 points of the final Portfolio grade) 

A solid foundation of research will support the theoretical base and practical applications of your strategic plan. Prepare an annotated bibliography of the 10 or more sources you have selected. Submit the completed document to your instructor for review.

Week 5: Portfolio Milestone: Purpose Statement (50 points of the final Portfolio grade) 

Most of us are aware of the term “purpose statement” but are unsure of its real meaning within an organization. It is a statement describing the organization’s purpose, or the reason for its existence. The purpose of an organization reflects a desired position in the marketplace. It should accurately answer to the questions below. The purpose statement is the written summary of those answers.

•Who are we?

•What do we do?

•For whom do we do this?

•How do we know when we are getting it done?

The purpose statement is the written summary of those answers. The most effective purpose statements are short, concise, and direct. A good purpose statement is between 2–3 sentences.

Answer the four questions above and create a purpose statement for your HR department. Submit the answers to the four questions and the purpose statement to your instructor for review.

NOTE: At this stage, you will need to name your company and decide the service they provide or products they manufacture.

For all Portfolio Milestone assignments: Although you will not earn points the weeks you submit these deliverables, they are required components of the Portfolio Project and you will lose points on your final project grade if you fail to submit these assignments as required by the end of the weeks they are due. See the Portfolio Project grading rubric on the Course Information page for details.

Final Deliverable due Week 8

Required Topics – Be sure to cover the following:

•Strategic Contribution,

•Personal Credibility,

•HR Delivery Metrics,

•Key Performance Measurements (KPM),

•Action Plan for each functional area,

•HR mission statement,

•HR vision statement and objectives.

Your strategic plan should include:

•Title Page

•Table of Contents

•Executive Summary

•Body of your plan

•Conclusion

•Reference Page

•Appendix (optional)

Submission requirements:

•Ten pages minimum (not including the title page, table of contents, reference page or appendix) will be needed to complete the project.

•Support your analysis and recommendations with 5 credible sources documented in accordance with the  APA Requirements.

 

Running header: HUMAN RESOURCE MANAGEMENT 1

HUMAN RESOURCE MANAGEMENT 4


Aswathappa, K. (2005). Human resource and personnel management: Text and cases. New Delhi: Tata McGraw-Hill.

In the text Aswathappa offers great piece of work on the topic human resource and personal management hence with the reality that exist in the midst being that personnel and the other companies and organizations have to have. The inevitability of the companies operating without employees is very minimal and is very rhetorical in some of the organization which might seem possible. The reality is that in some of the instances, the author speaks of the audit that should be on the yearly basis auditing the quality of work that the workers have been doing.

The author in his text literates the importance of the audit and the handling of the workers by the management of the companies making it part of the larger prospect that defines the reality about the responsible company. With the actions that the author speaks of it is inevitable for the company to continuously audit the employees of the company.

Grensing-Pophal, L. (2010). Human resource essentials: Your guide to starting and running the HR function. Alexandria, VA: Society for Human Resource Management.

Grensing-Pophal in his book speaks of the reality of the human resource that are in the development in some of the concept the reality is that for some of the instances a developing human resource should function well with the inevitable change that might occur on it. The reality is that in some of the instances there are some of the realities that are so complex to understand but by the read of the book it makes someone understand the vulnerability of the so called HRM. The author speaks of the functions of HRM in the depth and in this he develops a list of the risks that might be or even involve the HRM manager.

The reality about the author’s thoughts in the book is that with all the vast knowledge it is one of the best books that best describes the reality about the personality that an HRM should portray.

Lawler, E. E., Boudreau, J. W. & University of Southern California (2009)achieving excellence in human resources management: An assessment of human resource functions Stanford, Calif: Stanford Business Books.

In his book Lawler also take a glimpse in the function and the responsibility that the company owes the HRM managers. He also talks of the respect that should be given to the personnel that works in a company as the HR. this is because of the dignified job that they work mutually at the benefit of both the employee and the employer making it part of the greatest chores in the company.

With all this the reality is that for some of the instances there are some of the functions that are mentioned and the reality is that in as much as there are controversial issues that surrounds them there are also some of the inevitable that have to be foreseen. In the conclusive the author summarizes the book well and it is a very helpful one most especially among the students.

Walker, J. W, &Human Resource Planning Society (2003)Building a strategic HR function. New York, NY: Human Resource Planning Society

In the company of the many that result into the so called HRM there are some of the strategies that are laid out by the frontiers in the HRM and the reality is that for the creative HR should be able to find the text interesting since it offers the best in all of the areas. The main central theme that surrounds the book is being that it lays in the development of the functions and making of the quality functions in the departments that are concern. The book also speaks of the tips that are in the existence of the HR in which they are very useful in the field making them some kind of inevitably configured to be successful.

The amazing thing is that in the reality the following and the audibility of the particulars the author *(walker) has shown some of the best tips in the development of a successful HRM firm and even a better understanding to the growing firms.

Lussier, P. R. N. (2015). Human Resource Management: Functions, Applications, and Skill Development. New York: Sage Publications, Inc.

In parts the amazing fact about the human resource is all about maintaining and implementing the functions that is according to the book by Lussier. The reality is that in her book she literates the reality about HR and in the theory form. She speaks of it very vastly and all the information needed about HRM is found in the book.

The reality being that the author of the book considered everything to be known about HRM and in the end starts on the high note about the betterment of the HRM. In the essence the relevance of the book is true and should be considered by the parties concern

Price, A. (2011). Human resource management Andover: Cengage Learning EMEA

The reality of the matter is that Price spoke of the HRM in the greater depth including all the functions and the realization of the so called HRM with all of the ease and the reality of the complex admonition. The book speaks of the greater and the massive parts and even gives parts of the real life examples making the book feel real.

The tranquility spoken of has it that the essence of all the complexity is to entice and give the reader the conformability of enjoying the book for the rest of the course without using another and by this the book is written with a great deal and vast knowledge.

Sims, R. R. (2007). Human resource management: Contemporary issues, challenges and opportunities. Greenwich, Conn: Information Age Publ.

In part of the greater reality, Sims wrote of the HRM in part and the book does not contain all of the details. But the main dogma that the author uses for the whole book, he focuses on the challenges that face the HRM personnel and the difficulty that resist the growth of the HRM firm. He speaks in depth and literate the whole concept of errors and the weaknesses.

The book is best to address the HRM who are in the beginning process of the incumbent risk that are bound with the department.

Burke, R. J., & Cooper, C. L (2012)Human resource management in the nonprofit sector: Passion, purpose and professionalism. Cheltenham: Edward Elgar.

The main purpose of why Burke wrote the book is because of the characterization that HRM had been viewed as. The reality is that it has been viewed as a work that is not remunerated and he signifies the importance of it being a nonprofit sector and the reality about the risks involved and the advantages.

The book is best in its content addressing the general public.

Noe, R. A. (2013). Fundamentals of human resource management New York, NY: McGraw-Hill/Irwin.

Noe wrote his book on the HRM and the aspect of the development the reality is that the better part of the book speaks of what HRM is and the risks that are incurred with the HRM department. The book speaks volumes of words on the issues and the examples of the department.

The reality is that the author nailed it by the means he covered all the work on the same book and the book is relevant to the researchers.

Phillips, J. M., & Gully, S. M (2013)Human resource management Mason, Ohio: South-Western Centage Learning.

Philips and all his group of authors also wrote a great book on the issues at hand and the reality about the HRM functions. In their books the reality about HRM is spoken right from the start to the conclusive of the book. The book is best if used by the researchers.

RUNNING HEAD: OUTLINE PORTFILO 5

Assignment Choice #2: Case Law Analysis

Brandon R. Butler

Human Resources Development and Management: FALL16-A-8-HRM400-5

Colorado State University – Global Campus

Instructor: Dr. Jill Legare

Summary

In the uncertain recall there were so many of the people who applaud our new project in the company and some doubted the abilities and the efforts that we put in place. But now no matter the feeling the organization is striving and moving to the greater heights that the reality is that it is all in the verge of emerging amongst the top most since the issues affecting it are becoming minimal day by day. In the real sense who knew that because of the new project proposed the CMS Company would have to yield not only in terms of employees but also the customer’s satisfaction. This is a great stride that we have made as a company and the reality is that for a number of times that we held the project and held in the schizophrenic situation not knowing what to do till now I believe some are still debating on the issue which according to me it has started yielding fruits before we start it.

Strategic planning

This is placed into consideration as a matter of fact this comes first in the major objectives and the plans can affect the budgetary and the whole project if placed in secrecy (Kumar, R., 2011).

Organization goals and priorities

This are laid down and sorted within the organization and priorities the organization have placed first are the once which are influencing the whole project. In reality the organizational goals and priorities should be handled with great vitality and they should be listed down for clarity and remembrance.

The drives and the Challenges affecting the organization

The reality is that this might be far more dangerous and need to be kept at bay so as to avoid the uncertainty that might be brought forth by the so called risks to the company. In the concept, it is inevitable that for an event where the challenges and the drivers are gone viral the mission and the objective if the organization might fail. In the continuity, the reality about the challenges and the drives it is important to note the both external and internal risk and drives so as to evade or embrace to the inevitable end (Truss, C., Mankin, D., & Kelliher, C, 2012).

Identification of the loop holes

This is important in the event when the company’s executives and the shareholders are converged trying to evaluate the success in relation to the failures. This can make and evaluate the loop holes that might be in existence so that in the continuity of the so called project the factors at hand shall be handled with no uncertain loop that might bring depravity to the so called projects.

Human Resource Strategy and goals identification

The reality is that in some of the extent the HRM strategy and goals are part of the major existing factors that might affect the company’s objectives. This makes the identification and the strategy of the HRM a step in the closing the loop ends of the mission the company has.

The HR plans and the Gap

The reality is that in some of the extent the human resource department plans have been so huge that without a look out the HR management might face some of the challenging times and they need to be placed on watch. The plans are also important for the company to be able to undertake steps to see their plans through.

Training and orientation programs

This are important in the sense that the new people(employees) should be given the chance to training and the orientation process to see if they are fit in their so called field. This will also help the company to talk of their objectives and the missions to the future they are headed to. This will prepare the new lot into some real business that the company has placed before them. In the due process they shall be assessed in order to see if they have moved out of the course of which the company is prepared to handle or is handling.

Remuneration

This should be considered in order to get much out of the employer’s reality. In addition, the incentives should also be discussed as a measure to appreciate the good work the employees have been doing.

The company’s Reorganization

This is in the believe that if the company remains in the same position, workers having worked at the same level for so long, people will start losing the reason why the company was formed. This will make the people be demoralized and even quit the job. For a good job Reorganization is important in the sense that the employees will be motivated to work hard since it involves, firing hiring and promoting while others are demoted.

Conclusion

In above all the steps created by the organization to be followed it is inevitable to be followed to the latter because even if they are beautiful if not put in practice they can take a V turn.

References

Armstrong, M., & Armstrong, M. (2011) Armstrong’s handbook of strategic human resource management London: Kogan Page

Kandula S. R. (2009). Strategic human resource development New Delhi: PHI Learning Pvt Ltd.

Kumar, R. (2011). Human resource management: Strategic analysis text and cases. New Dehli: I.K. International.

Perkins, S. J., Shortland, S. M., & Perkins, S. J. (2006) Strategic international human resource management: Choices and consequences in multinational people management. London: Kogan Page.

Truss, C., Mankin, D., & Kelliher, C. (2012) Strategic human resource management Oxford: Oxford University Press.