Category: Human resource management

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Read the article titled “Top Five Issues Facing Human Resources in 2020Links to an external site.” and outline a five-stage plan of an intervention process for one current issue in human resources. Justify each stage’s impact on an organization’s OLM designed to address the chosen issue.

Top Five Issues Facing Human Resources In 2020

ByEric Friedman,Former Forbes Councils Member.

for Forbes Human Resources CouncilCOUNCIL POST | Membership (fee-based)

Published Apr 06, 2020, 07:00am EDTApr 14, 2022, 02:04pm EDT

As the business landscape changes with ever-increasing speed, so does the role of human resource (HR) professionals. HR has come a long way from processing employee paperwork to now holding a strategic position and often a chief seat at the senior leadership table. Having founded a platform for complete candidate skills and job fit assessment, I see firsthand how adequate insight into candidates skills and behaviors can offer HR teams invaluable information that can aid in meeting the most pressing personnel challenges.

To help you stay abreast of the changes, here is a closer look at the issues facing HR this year:

1. Finding And Landing High-Quality Talent

When it comes to acquiring top talent, the game has changed. The tight labor market continues to create significant challenges for HR. In XpertHRs recently released survey, “Top HR Trends for 2020,” HR professionals reported recruiting and hiring as their most critical challenge. Of those respondents, 51% said that their organization is facing an extreme challenge recruiting and hiring high-quality candidates, more than double the number (22%) from just two years ago.

So how can companies begin to bend the cost- and time-to-hire curves backward? Create competitive advantages for talent processes by offering tailored incentives. Use skills tests and behavioral assessments during the initial stage of the hiring process, and determine what motivates top talent. For some new hires, it may mean a larger paycheck, but for most employees, it means development opportunities, flexible working conditions, management responsibilities, greater autonomy, a better job title or even the chance to do good in the world.

2. The Revolving Door Of Talent

The World Health Organization made headlines last year when it classified burnout as a medical diagnosis, defining burnout as a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed. Sixty-two percent of respondents to a survey published in Emplify’s 2020 Employee Engagement Trends report suffer from burnout at work. In the face of widespread burnout, it is not surprising that the same study found nearly 73% of respondents are open to new career opportunities, and for respondents who have been employed by their current company for less than a year, that number is 77%.

The fight to retain top talent starts with making employee wellness a priority. Though the answer may not be as obvious as it seems, a study published in the journal Career Development International found that many highly engaged employees are also exhausted and ready to leave their employer. Companies are at the most significant risk of losing their most motivated and hard-working employees due to high stress and burnout.

The solution? Develop processes to ensure that workloads are more reasonable. Offer flexible work options. Create a company culture that encourages work-life balance. And educate staff about the warning signs of burnout and ways to combat it.

3. Developing The Next Generation Of Leaders

Businesses spend billions of dollars annually on leadership development. The scarcity of in-demand talent and the high cost of attracting and retaining talent means many corporations are setting their sights on inside talent. Employees are more motivated to stay with a company that offers leadership training, according to a recent survey. However, 47% of respondents are dissatisfied with their employers current learning and development opportunities and would prefer more flexibility in learning opportunities and real-world application wherever possible.

To retain employees, organizations need to create or expand leadership development programs to meet the needs of their workforce. Implementing innovative approaches to learning new skills, such as self-guided online learning, on-the-job coaching and virtual training can help improve engagement and lower costly employee turnover.

4. Finding Resources For Workforce Development

While mega-companies like Amazon are investing hundreds of millions of dollars in workforce development initiatives, many businesses are reluctant to invest heavily in training and development. Although there is no promise of a return on investment, organizations of all sizes should initiate training strategies and structures that grow over time and deliver a competitive advantage. Investing in the training and development of entry-level employees is a strategy that is gaining momentum, as their positions are most easily filled once the trainee moves up the corporate ladder.

Training and development dont have to consume a massive portion of your budget. Online evaluations and training courses are relatively inexpensive and can provide employees with in-depth insight into their own skill sets and a self-guided path for learning new skills or improving existing skills. Investing in your workforce will create a loyal, productive team.

5. Achieving Diversity With Inclusion

Workplace bias both conscious and unconscious continues to impede the hiring, development and promotion of underrepresented groups. Although many companies have made great strides in hiring a more diverse workforce in recent years, the likelihood that organizations will be able to retain this staff without explicitly structuring an inclusive workplace is low. Evaluating skills and gaining insight into behavioral patterns prior to an interview can help combat bias by elevating candidates based on job-fit metrics, not demographics.

If HR focuses on diversity without creating a culture of inclusion, the diverse mix of people we hire will be less likely to stay. Organizations must establish strong policies to protect employees from negative behaviors. Creating a culture of inclusivity improves retention and acts as a magnet for talent, drawing a more diverse set of applications. Companies must build an inclusive culture. Training to policies to ensure people are aware of their biases and aware of how to not act on them is critical.

Although the tight labor market presents some unique challenges, adopting these recommendations can help your organization stay ahead of the curve.

1. Eric Friedman. April 14, 2022. Top Five Issues Facing Human Resources In 2020. https://www.forbes.com/councils/forbeshumanresourcescouncil/2020/04/06/top-five-issues-facing-human-resources-in-2020/?streamIndex=0Links to an external site.

This course requires the use of Strayer Writing Standards (SWS).

In this assignment you will combine all of your application documents into one final portfolio and add a written summary. This HSM (health services manager) HR application assignment supports functions of employment evaluation, review, and retention. This assignment is linked to the following course objectives: Demonstrate an understanding of key Human Resource issues. Develop leadership, coaching, performance feedback and disciplinary skills to stimulate staff development and performance. Apply employee performance management measures. Explain key legal responsibilities of managers as they relate to HR management in healthcare facilities. Criteria for Success Use this checklist to evaluate the pieces of your portfolio and ensure you have completing everything to your satisfaction. Use the free college’s tutoring resources to get help with any written assignment.Links to an external site. Plan ahead to complete your assignments in advance of the deadlines to give enough time to connect with a tutor. All written assignments in this course, including discussion summary and response posts must must demonstrate the five Cs of business writing as follows: Clear: The purpose and intent is clear to the reader. Complete: The summary is posted before the deadline and follows the assignment instructions and includes all the required information. Concise: Includes only necessary and relevant information. Courteous: Addresses the reader politely. Correct: Formatted with correct grammar and punctuation and is appropriate length. Instructions PART 1 – Review and revise Applications 1-6. Review grading and comments for all six of the previous application assignments and edit them to be as perfect as you can make them. Each document should have a heading with the clinic name and the name of the document. The format of the documents headings should be the same (consistent) for each document. PART 2 – Write a project summary. Open a Word or google doc and save it with the following file name format: IHCM Practice_Final Project Portfolio Summary_your name. Example: My file name would be IHCM Practice_Final Project Portfolio_ Write a summary for your project using the following guidelines. Your summary should be between one and two pages in length, single spaced, and 12 point font. Use an essay-paragraph format with an introduction, body, and closing paragraph. (Do not write in question/response format – this is one, cohesive essay that should flow from introduction to closing.) Address the following questions in your summary (remember that you are selling what you learned to a potential employer). Name and describe the six application project documents that are included in your portfolio. Describe how working through the process of each of these six applications helped you reach the following objectives for this course (use examples). Demonstrate an understanding of key Human Resource issues. Develop leadership, coaching, performance feedback, and disciplinary skills to stimulate staff development and performance. Apply employee performance management measures. Explain key legal responsibilities of managers as they relate to HR management in healthcare facilities. You may use AI to help you with an outline for this summary, but you must write the body of each paragraph yourself. Use your Word or google doc software to proof your work. Get writing help online or on campus from the Learning Support CenterLinks to an external site.. Ask for help early to ensure you can get it. PART 3 – Create a cover sheet. Open a Word or google doc and save it with the following file name format: IHCM Practice_Final Project Portfolio_Complete_your name. Example: My file name would be IHCM Practice_Final Project Portfolio_ Create a professional-looking cover sheet using the following guidelines: Include the course name, your name, the date, and the title “Final Project Portfolio”. If you choose to use color on the cover page, use bright colors sparingly. Create this cover page with future employers in mind. PART 4 – Put it all together. Use this checklist to evaluate the pieces of your portfolio and ensure you have completing everything to your satisfaction. Choose one of the two options below to merge all of the pieces of your document into one portfolio. OPTION 1: Copy/paste each page of your project into a Word or google doc and convert it to a PDF. OPTION 2: Print each page of your project and scan it into one PDF file. Use the following order to assemble your document. Cover page Summary Applications 1-6 in order

Analyze how organizations can align their HR strategies with a multigenerational workforce to enhance competitive advantage, using the Resource-Based View (RBV) perspective. While addressing through critical evaluation the argument that generational differences (Baby Boomers, Gen X, Millennials, Gen Z) assist or impede the competitive advantage of an organization.

Email

Cynthia Smith, CEO of ABC Manufacturing

Welcome

Monday, 9:04 AM

From: Cynthia Smith

To: You

Congratulations on your selection! There were many qualified candidates, but I am confident in your abilities and was very impressed by your experience and credentials. I am confident you’ll be a great addition to our leadership team.

I’m sorry I am not available to personally welcome you, but we are in a very competitive business, and I often travel as customer satisfaction (both externally and internally) is a key concern of mine. I’ll often have to communicate via email when travelling due to differences in time zones, meetings, etc. We use a variety of communication methods for our leadership team including virtual meetings, emails, etc.

One of the first things I’d like you to do is lead a project to centralize our human resource services. We currently use a decentralized form of HR support where each location has an HR support staff dedicated to that location. This approach worked well when we only had a few locations. However, the company has grown from 1 manufacturing site to the current 6 sites over the past 5 years. We are considering even further expansion due to business opportunities.

For several reasons, the decentralized approach to HR is no longer serving ABC well. First of all, expansion caused a significant increase in the cost of our HR operations. Moreover, each manufacturing site is evaluated as an independent operation for financial purposes, and the general managers at each location consider the assignment of HR support staff and costs unfair, because they perceive HR support to be a corporate level function. A related concern is confusion over whom the embedded HR generalists report to as they support the general manager of their location but are evaluated and directed on many HR activities by the corporate HR department.

Additional reasons are related to the quality of HR service delivery. It is inconsistent across the organization because it depends on the knowledge and experience of the HR support staff at a particular location. Similarly, decentralization means that HR policies and procedures are not applied uniformly across the organization.

You will lead the project, and I’ll serve as the project sponsor. I was going to lead the project team myself, but I believe your talent and abilities are better suited to the task. Your leadership will free me up to continue to build our business. I’ve left a memo with my initial thoughts on your desk. Please read it, so that you can be ready for the meeting I’ve scheduled for you with your project team members.

Thank you so much, and again, we’re so glad to have you on board.

Warmly,

Cynthia

Project Memo

From: Cynthia Smith

To: Director of HR

Subject: My Initial Thoughts on HR Centralization.

Here are some initial thoughts/guidance to help you get started:

Desired project duration 12 months

Proposed budget – $4 million (but flexible if properly documented, additional funding possible)

Key project outcomes:

HR support structure centralized at one location. Need not be at current corporate location but should be collocated at one of the current 6 locations.

Reduction in overall HR staffing expected. Try to retain the best qualified staff.

General Managers and all employees will receive better HR support at less cost with the new HR structure and process.

HR policies/procedure aligned and consistent across the organization.

Project team members have increased project management skills upon completion of the project.

Lessons learned are captured to improve the performance of future projects.

Once you’ve had time to read this, meet with the project team members. They’ll provide more information to help you get started.

Project Team Members:

1. A 15-year employee who works in the accounting department, Brad has been with the company since inception and works as a budget analyst. He can provide you with financial information you need as part of your team.

Can you tell me a little about your tenure and experience with ABC?

Well, I’ve been with ABC since day one. Hard to believe it’s been 15 years already! I was originally hired as a payroll specialist and have progressed through the years to be the lead budget analyst for the company. I oversee all budget functions.

Have you ever served on a project team before?

Not really. I’ve provided some financial reports sometimes to a variety of people who were working on various projects, but I’ve never been formally assigned to a project. This will be a first for me!

Is there any information/concerns you have right now?

Cynthia told me we have a project budget of $4 million. I’m already swamped with my regular duties as it’s the beginning of budget prep time for all our locations. We also have recently changed to a new financial reporting software program that is causing a lot of concerns/questions from the General Managers. I’m hoping this project will not require a lot of my time away from my regular duties.

2. A 5-year employee who has helped stand up the last 2 locations we have acquired, Amber was involved in site acquisition and helped us prepare both of our last two locations for operations.

Can you tell me a little about your tenure and experience with ABC?

I’ve been with ABC for five years now. Cynthia recruited me from one of our current customers who was downsizing, and I was let go. I worked with her when we added her products to the manufacturing facility I was managing. I’ve helped with the site selection of our two newest locations. We purchased an existing facility and retrofitted it for one location and built the other location from scratch once we purchased the land.

Have you ever served on a project team before?

Yes. I was on the project team for the two new facilities we purchased. The first project seemed very disorganized. We ended up taking twice as long as planned to complete the project and overspent our budget. We also had to replace 2 team members during the project. The second project went a lot smoother. I think the project manager for the second project learned a lot from the lessons of the first project.

Is there any information/concerns you have right now?

Not really. Not sure how much I can contribute. I’m not very familiar with what we need to do. Cynthia just sent me an email assigning me to this team and said a project manager would be assigned to lead the project. I do have pretty good knowledge of all 6 current of our locations as I try to spend at least one week on site at each location once a quarter.

3. Jim is a new employee (less than 1 year) recently hired to support our growing Information Technology needs within the HR department. This is a good opportunity for this new employee to gain additional skills.

Can you tell me a little about your tenure and experience with ABC?

I’ve only been with ABC for about 6 months now. I’m a recent college graduate but am interested in growing my career in HRM. I’m an active member of the local SHRM chapter and am working on my master’s degree at Strayer University.

Have you ever served on a project team before?

No we haven’t had any projects in the HR department since I was hired.

Is there any information/concerns you have right now?

Honestly, I’m a little anxious about this assignment. I do see it as a great opportunity to grow and learn but I’m unsure about what is expected of me as a project team member. I did minor in communications while completing my bachelor’s degree. One of my specific duties is editing the monthly employee newsletter.

4. Emily is a 7-year employee who currently heads up the recruitment and selection activities for the organization.

Can you tell me a little about your tenure and experience with ABC?

I’ve been with ABC for seven years. I started as an admin assistant initially supporting the CEO as her admin assistant. I’ve eventually taken on a variety of assignments and am currently overseeing all employee recruitment and retention activities.

Have you ever served on a project team before?

Yes. I was a member of the two project teams we’ve had to select and start up our last two locations.

Is there any information/concerns you have right now?

Time management is always a concern for me. I don’t have the two assistants I’m authorized. I’m having to rely on a third-party recruitment firm to help me try to keep up with my responsibilities for recruitment and selection. Cynthia wants an updated succession plan completed before the next strategic plan update and that is taking up a lot of time as I must consult with all the General Managers to develop one corporate-wide succession plan in addition to site specific succession plans.

Cynthia did tell me as part of our meeting regarding this assignment that she expects there will be a reduction in force when we consolidate HR functions at one location. This could impact on a lot of good hard-working employees. I hope you are prepared to do the right thing for all employees affected by this project. It’s going to be a challenge to fight the rumor mill once this project gets going.

5. Bernadette is a contractor for our Legal team which is an external law firm. Their role is limited to providing any legal information the project team needs as we are billed on an hourly basis for this team member.

Can you tell me a little about your tenure and experience with ABC?

I have advised ABC Corporation since its inception. I personally have worked on this account for 3 years now. Our rate is $250 per hour for onsite consultation. I am also available remotely at a rate of $150 per hour. Happy to provide services using either approach as needed. If you’d like me to be physically present, please let me know at least 3-4 weeks ahead of time so I can plan accordingly (this includes any virtual calls you’d like to schedule). I will respond to any email inquiries/phone calls within 3 business days.

Have you ever served on a project team before?

Yes. I was the legal advisor for the two project teams established to purchase/select the last two manufacturing locations.

Is there any information/concerns you have right now?

Not really. I’m pretty well-versed in employment law and have some more experienced employment law subject matter experts we can rely on should anything unusual arise during the project. The project charter used by the last project manager I worked with was well designed. The milestone chart and communication plan were especially beneficial to help me ensure I had dedicated the proper amount of time to support the project team.

Research a current event that is undergoing a negotiation process and write a reflection paper addressing the following.

1. Explain the event that is under negotiation.
2. What is the purpose of the negotiation?
3. What are their vital components, and who will they benefit?
4. What are your thoughts on this negotiation?
5. What would have been your BATNA?

In this assignment you will combine all of your application documents into one final portfolio and add a written summary. This HSM (health services manager) HR application assignment supports functions of employment evaluation, review, and retention. This assignment is linked to the following course objectives: Demonstrate an understanding of key Human Resource issues. Develop leadership, coaching, performance feedback and disciplinary skills to stimulate staff development and performance. Apply employee performance management measures. Explain key legal responsibilities of managers as they relate to HR management in healthcare facilities. Criteria for Success Use this checklist to evaluate the pieces of your portfolio and ensure you have completing everything to your satisfaction. Use the free college’s tutoring resources to get help with any written assignment.Links to an external site. Plan ahead to complete your assignments in advance of the deadlines to give enough time to connect with a tutor. All written assignments in this course, including discussion summary and response posts must must demonstrate the five Cs of business writing as follows: Clear: The purpose and intent is clear to the reader. Complete: The summary is posted before the deadline and follows the assignment instructions and includes all the required information. Concise: Includes only necessary and relevant information. Courteous: Addresses the reader politely. Correct: Formatted with correct grammar and punctuation and is appropriate length. Instructions PART 1 – Review and revise Applications 1-6. Review grading and comments for all six of the previous application assignments and edit them to be as perfect as you can make them. Each document should have a heading with the clinic name and the name of the document. The format of the documents headings should be the same (consistent) for each document. PART 2 – Write a project summary. Open a Word or google doc and save it with the following file name format: IHCM Practice_Final Project Portfolio Summary_your name. Example: My file name would be IHCM Practice_Final Project Portfolio_ Write a summary for your project using the following guidelines. Your summary should be between one and two pages in length, single spaced, and 12 point font. Use an essay-paragraph format with an introduction, body, and closing paragraph. (Do not write in question/response format – this is one, cohesive essay that should flow from introduction to closing.) Address the following questions in your summary (remember that you are selling what you learned to a potential employer). Name and describe the six application project documents that are included in your portfolio. Describe how working through the process of each of these six applications helped you reach the following objectives for this course (use examples). Demonstrate an understanding of key Human Resource issues. Develop leadership, coaching, performance feedback, and disciplinary skills to stimulate staff development and performance. Apply employee performance management measures. Explain key legal responsibilities of managers as they relate to HR management in healthcare facilities. You may use AI to help you with an outline for this summary, but you must write the body of each paragraph yourself. Use your Word or google doc software to proof your work. Get writing help online or on campus from the Learning Support CenterLinks to an external site.. Ask for help early to ensure you can get it. PART 3 – Create a cover sheet. Open a Word or google doc and save it with the following file name format: IHCM Practice_Final Project Portfolio_Complete_your name. Example: My file name would be IHCM Practice_Final Project Portfolio_ Create a professional-looking cover sheet using the following guidelines: Include the course name, your name, the date, and the title “Final Project Portfolio”. If you choose to use color on the cover page, use bright colors sparingly. Create this cover page with future employers in mind. PART 4 – Put it all together. Use this checklist to evaluate the pieces of your portfolio and ensure you have completing everything to your satisfaction. Choose one of the two options below to merge all of the pieces of your document into one portfolio. OPTION 1: Copy/paste each page of your project into a Word or google doc and convert it to a PDF. OPTION 2: Print each page of your project and scan it into one PDF file. Use the following order to assemble your document. Cover page Summary Applications 1-6 in order

Week 10 Assignment – Change Management Plan

Due: Mon Mar 16, 2026 9:00am

Due: Mon Mar 16, 2026 9:00am

Ungraded, 130 Possible Points

130 Points Possible

Attempt

In Progress

NEXT UP: Submit Assignment

3 Attempts Allowed

Available after Feb 23, 2026 12:00am

Available after Feb 23, 2026 12:00am

Watch the

for help getting started on this assignment.

Introduction

In this assignment, you will combine the previous four assignments into a proposal that you could present to the executive leadership and board members. You will argue the value of the change management plan to the overall success of the organization. Add to your previous submissions a plan for sustaining the change in the long run.

Instructions

Create a 10-15 slide PowerPoint presentation that proposes the value of your change management plan for executive leadership and the board in which you:

Section I: Organization

The content for this section of your PowerPoint comes from the Week 4 assignment with corrections based on the professor’s feedback you received.

Describe the organization and comment on the HR change that the organization should make. Utilize effective diagnostic tools to assess the organization’s ability to change. Support assertions with theoretical evidence.

1. Describe the company in terms of industry, size, number of employees, and history.
2. Analyze in detail the current HR practice, policy, process, or procedure that you believe should be changed.
3. Formulate three valid reasons for the proposed change based on current change management theories.
4. Appraise the diagnostic tools that you can use to determine an organizations readiness for change. Propose two diagnostic tools that you can utilize to determine if the organization is ready for change. Defend why you believe the diagnostic tools selected are the best choice for diagnosing change in the organization.
5. Using one of the diagnostic tools you selected, assess the organizations readiness for change.

• Provide results of the diagnostic analysis
• Explain the results

1. Interpret whether or not the organization is ready for change. Substantiate your conclusion by referencing current change management theories.

Section II: Kotter Change Plan

The content for this section of your PowerPoint comes from the Week 6 assignment with corrections based on the professor’s feedback you received.

Utilizing the Kotter eight-step method of change, create a solid change management plan for the HR initiative you identified as requiring improvement.

1. Ascertain how each of the steps applies to your specific organization.
2. Develop a strategy that illustrates how you would address each of the eight stages of change:

• Establishing a sense of urgency.
• Creating a coalition.
• Developing vision and strategy.
• Communicating the vision.
• Empowering broad-based action.
• Generating short-term wins.
• Consolidating gains and producing more change.
• Anchoring new approaches into the culture.

Section III: Resistance and Communication

The content for this section of your PowerPoint comes from the Week 8 assignment with corrections based on the professor’s feedback you received.

1. Diagnose the reasons for resistance to change.
2. Interpret the potential causes of resistance in the organization. Identify and describe three potential causes of resistance to your change plan. Identify and describe three potential sources of resistance to your change plan.
3. Create a plan for minimizing possible resistance to your change management plan.
4. Elaborate on the relationship between resistance to change and communication.
5. Evaluate three communication strategies.
6. Recommend one communication strategy that would apply to your organization. Diagnose why this communication strategy is best for your organization.
7. Create a solid communication plan for your change initiative.

Section IV: Sustaining Change

Research methods of sustaining change in organizations and create a plan for sustaining proposed change.

1. Recommend two strategies for sustaining change:

• Diagnose the two theories from a scholarly perspective
• Evaluate why the strategies selected are viable for the organization

Section V: Presentation

Create a visually appealing and informative presentation espousing the importance of the change management plan you developed.

1. Create a 10-15-slide PowerPoint presentation to submit to executive leadership and board members outlining and describing your recommended change. Include the following criteria:

• Be creative in your design so that it is appealing to others.
• Ensure that all of the major points of the plan are covered.

1. Include the speaker’s notes for each slide.

• Speaker’s notes should adequately explain, expand, and express your main points for each slide.
• Include correct in-text citations and any other supporting or SWS formatting protocols.

1. Include a cover page slide and a source page slide, they will not count toward the 10-15 slides of content.

• Use a professional technically written style to graphically convey the information.

Note: You may create or assume any fictitious names, data, or scenarios that have not been established in this assignment for a realistic flow of communication.

Turnitin Notes: When using Turnitin for a PowerPoint presentation with speaker notes, please export your PPT to a PDF using the appropriate settings so the speaker notes can be read in Turnitin. Follow these instructions for

. In addition, be sure to use the Upload button when submitting the file.

Additional Resources

If you are unfamiliar with MS PowerPoint, please visit the following LinkedIn course resource for more information.

• .
• .

Section VI: References

Utilize good scholarly research skills and writing skills to develop a solid change plan and presentation.

1. Use at least 10 quality academic resources in this assignment. ;

• You may use the resources from prior assignments.
• Note: Wikipedia and other similar Websites do not qualify as academic resources

1. Write clearly and concisely about managing organizational change using proper writing mechanics.

The specific course learning outcome associated with this assignment is:

• Create a proposal for a change management plan for an organization.