HR Business Brief Project (Paper and Presentation):
For the HR Business Brief project, you need to choose a recent article on a business-related issue that you think is interesting and applies to a topic of the class. You’ll introduce this article to the class and present (about 10 min.) about why you think it is important or why it is an important element of human resources. Relate the article specifically to the concepts studied in class.
You will be required to turn in a copy of the article and a brief written summary (3 pages) that describes why you chose this article to share with the class. You should discuss the issues (pro and con) and come to a position that you advocate with respect to the issue. An issue brief is a concise description and analysis of some current HR related issue that affects business. The completed issue brief, with some exceptions, may contain the following sections:
Issue summary: A brief description of the issue being examined, including its major dimensions.
Background analysis: Discuss the issue’s current context, why and how it has become a business issue, and the major implications for business organizations that are affected by the issue.
Analysis of the intended and unintended consequences of implementing the proposed change or program–who would benefit and who would be harmed by implementation?
Relate the proposed change or program to the concepts studied in this course.
Conclude with your personal position on the issues raised or change proposed.
***Please include your article, presentation link, paper and 2 discussion questions in your submission.
AND
*** Please post your presentation, 2 questions and link to main article on the discussion board also.
Institution Release Statement
By submitting this assignment, you agree that you understand UNM’s Academic Dishonesty policy in The Pathfinder (UNM Student Handbook).
Drag a file here, or click to select a file to upload
Drag a file here, or
Choose a file to upload
No file chosen
or
I agree to the tool’s End-User License Agreement
I understand that Turnitin is designed to promote academic integrity. This and future submissions can be added to Turnitin’s database where it can be compared against institutional and online databases for similarity. In addition, submissions will be evaluated by Turnitin for the likelihood of AI-generated content. By submitting this assignment, I agree to and understand the Academic Dishonesty policy in UNM’s Student Handbook, The Pathfinder. Some departments and instructors may have additional expectations. If you have any questions, please ask your instructor. Policy page: https://pathfinder.unm.edu/campus-policies/academic-dishonesty.html
This is the link https://www.shrm.org/topics-tools/tools/toolkits/creating-mental-health-friendly-workplace
Category: talent management
Talent Management
Individual Paper #2
Even as organizations become more strategic in how they manage talent, they remain faced with
making thoughtful decisions regarding which talent is necessary to achieve today’s objectives and
the kind of talent that will be necessary for meeting tomorrow’s challenges. Today, forward looking
organizations consider talent an investment not a cost. However, funding and resources should
always be managed efficiently and effectively and will never be unlimited. Trade off decisions and
return on investment regarding human capital will always be necessary and important. Estimating
talent needs, identifying and sourcing critical talent populations, creating a credible leadership
pipeline, developing talent and integrating the key elements of talent management, is recognized
as a source of strong and sustained competitive advantage.
This paper is an opportunity for you to leverage and apply class discussions, readings, videos, and
your own experience and learnings; with a focus on the key areas of managing talent covered in
the second half of the course. This assignment asks you to respond to a series of questions and
topic areas that will require you to synthesize, integrate learnings and then express your own point
of view and include your rationale. Although there are no right answers, what is expected and
required is well-developed, specific, complete and thoughtful responses.
The talent management elements that your paper will cover include:
● Identifying and managing talent populations that are key to business/organization performance
and success.
● Building and maintaining a leadership pipeline.
● Strategic workforce planning including forging strong connections to the business/organization
strategy and objectives and addressing talent requirements.
● Developing talent.
● Building and sustaining an integrated talent management approach.
● Increasing the chances that a talent management approach will be future proof.
● Your brief assessment of how your current organization, or an organization that you recently
worked for, manages each of these elements.
● Your individual paper #2 is due on Sunday, April 28, 2024 by 11:59 pm.
Here are the specific focus areas and questions for each of the above elements that require a
response:
1. Identifying and managing talent populations that are key to business/organization
performance and success
● What is your view/perspective regarding what organizations should and can do regarding
focusing on specific population segments of talent?
● What special populations would you identify and focus on and why? How would you identify
and manage these populations?
● What special programs would you develop and introduce to retain and develop these
populations?
2. Building and maintaining a leadership pipeline
● What are the key elements of establishing and maintaining an effective succession
planning process/program and building a credible leadership pipeline?
● What are the key challenges of building and maintaining a leadership pipeline and how can
you mitigate these challenges?
● What other elements/parts of talent management would you connect to succession
planning and the leadership pipeline? Provide your rationale.
● How would you explain to senior leaders the importance of having a strong succession
planning process and a leadership pipeline?
3. Strategic workforce planning (SWP) including forging strong connections to the
business/organization strategy and objectives and addressing talent requirements
● How would you define strategic workforce planning? What are the typical steps of SWP?
● Why is it important and what role does it play in an organization’s success?
● What is necessary for SWP to be effective and valuable?
● What are the challenges associated with utilizing SWP? How would you mitigate these
challenges?
4. Developing talent
● How would you describe your approach to developing talent? What are the key elements of
talent development?
● What do you believe is the role/responsibility of the organization, leaders/managers and
employees in development?
● If you were the head of talent development, how would you distribute your budget
regarding development approaches, processes and programs?
● How would you measure the impact/effectiveness/ROI of talent development processes
and programs?
5. Building and sustaining an integrated talent management approach
● Define integrated talent management; what does it mean to you both as a concept and in
practice? What should be integrated? Integrated to what?
● How would you explain to the senior leaders why having an integrated approach to talent
management is important?
● How do you know if an organization’s approach to managing talent is integrated?
● What would help maintain an integrated approach to managing talent and why?
6. Increasing the chances that a talent management approach will be future proof
● What are the most likely key threats, challenges and opportunities to managing talent in the
future? Be specific.
● What are your recommendations to ensure that an approach to managing talent will be
able to anticipate and respond to these future threats, challenges and opportunities?
7. Your brief assessment of how your current organization, or an organization that you
recently worked for, manages each of these elements.
● For each of the above six elements, in a few paragraphs, assess the effectiveness of how
this element is managed and include your rationale.
Individual Paper Format
●
The paper should be from 8 -10 pages.
● APA format.
● Arial 11-point and double-spaced.
●
The paper should include at least 8 robust references from class content including
readings, videos and class materials, along with your research and use of other external
references and sources from respected publications. For example: peer-reviewed journal
articles, business publications such as the Harvard Business Review, etc.). Although you
may use sources such as the Society of Human Resource Management (SHRM), Wall
Street Journal, etc., you are also expected to go beyond such sources of non-peer
reviewed, “newsy” information and white papers.
● Sources should be cited using full APA style citations.
Refer to the Revised Rubric for Individual Paper #2 for guidance regarding achievement criteria
levels/points.
*Submit by due date listed in course schedule
Talent Management
Individual Paper #1, Due 04/04/2024
The current environment for managing talent has never been more dynamic and challenging.
Economic, political, social, and environmental change takes place on a rapid cycle. Talent
shortages exist alongside surpluses. Technology and generational differences present both
opportunities and threats to recruiting, retention, loyalty and productivity. How can each critical
element in the talent lifecycle support the businesses or organization’s strategy and provide the
quality, types and numbers of talent required for now and in the future? How can the
management of talent create both a sustainable and a reliable source of competitive
advantage?
This paper is an opportunity for you to leverage and apply class discussions, readings, videos,
and your own experience and learnings; with a focus on the key areas of managing talent
covered in the first half of the course. This assignment asks you to respond to a series of
questions and topic areas that will require you to synthesize, integrate learnings and then
express your own point of view and include your rationale. Although there are no right
answers, what is expected and required is well-developed, specific, complete and thoughtful
responses.
The talent management elements that your paper will cover include:
● Connecting to the businesses or organization’s strategy
● Philosophy, strategy, and other foundational elements of talent management
● Sourcing, recruiting, hiring and onboarding processes that promote a positive
candidate/employee experience, motivated employees and sufficient talent flow
● A powerful employee value proposition that can and will attract and retain both internal
employees and external candidates
● Performance management approach, programs and processes that you believe in and
would advocate for
● An approach to motivation and how to maximize employee motivation at every level
● Your brief assessment of how your current organization, or an organization that you
recently worked for, manages each of these elements.
● Your individual paper #1 is due on Thursday, April 4, 2024 by 11:59 pm.
Here are the specific focus areas and questions for each of the above elements that require a
response:
1. Connecting to the businesses or organization’s strategy:
● Why is starting with the organizational strategy important to managing talent?
● What would be your approach and key steps in linking the management of talent to
organizational strategy?
● How can the leadership and HR ensure that the TM philosophy, TM strategy and TM
programs and processes, are fully aligned and support the achievement of that strategy?
● What kind of measurement approach would you include to determine whether TM is really
aligned and directly supportive of the organizational strategy and goals?
2. Philosophy, strategy and other foundational elements of talent management:
● Describe/define what you believe should be an overall talent management philosophy.
Include your reasoning/rationale and any assumptions that you are making. Provide examples.
● Describe/define an overall talent management strategy and what you would base it on.
Include your reasoning/rationale. Provide examples (i.e., if an organization’s strategy is this,
then the talent management strategy should be that/includes that/focuses on that, etc.).
● Based on your perspective/point of view; provide a definition of how talent is defined.
● How you would define potential versus performance and define high potentials. How
would you identify these populations (what methods, processes, instruments or tools would
you use).
3. Sourcing, recruiting, hiring, onboarding and performance management processes that
promote a positive candidate/employee experience, motivated employees and sufficient
talent flow:
● What does it take for the sourcing, recruiting and hiring processes to promote a positive
candidate experience? How would you measure this?
● What is key to ensuring that each of these processes are both effective and efficient? How
do you define efficient and effective? Provide specific suggestions/recommendations regarding
sourcing, recruiting and hiring that are critical to success.
● What is necessary for an onboarding process to be both a positive experience and
effective? How would you measure?
● Performance management approach, programs and processes that you believe in and
would advocate for. What is your approach to performance management? What would you
include? Eliminate? Key elements including processes, frequency, forms? Include your rationale
for what you are describing and advocating for
4. A powerful employee value proposition (EVP) that can and will attract and retain both
internal employees and external candidates and other approaches to motivation and
how to maximize employee motivation at every level:
● Describe the key elements of an EVP. What is necessary to make it a powerful approach to
both candidates and current hires?
● What is your view regarding whether an EVP should be universal or customized. Provide
your rationale.
● What are your beliefs about motivation and whether and if so, how employees and leaders,
managers can be motivated? What makes a difference/what matters?
● How would you explain to senior leaders that having a clear set of assumptions/beliefs and
approach to motivation is an important element of managing talent?
5. Your brief assessment of how your current organization, or an organization that you
recently worked for, manages each of these elements.
●
For each of the above four elements, in a few paragraphs, assess the effectiveness of how
this element is managed and include your rationale.
Individual Paper Format
● The paper should be from 12-15 pages.
● APA format.
● Arial 11-point front and double-spaced.
● The paper should include at least 5 robust references from class content including
readings, videos and class materials, along with your research and use of other external
references and sources from respected publications. For example: peer-reviewed journal
articles, business publications such as the Harvard Business Review, etc.). Although you may
use sources such as the Society of Human Resource Management (SHRM), Wall Street Journal,
etc., you are also expected to go beyond such sources of non-peer reviewed, “newsy”
information and white papers.
● Sources should be cited using full APA style citations.
Refer to the Rubric for Individual Paper #1 for guidance regarding achievement criteria
levels/points.