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Human Resource Report to the Chief Operations Operator

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Step 1) Assume
your CEO, COO, and the VP of HR want certain HR functions to be
centralized to meet the needs of the employees and achieve HR and
organizational goals. This will promote consistency across the organization. As
a result of the change, each area will have one single HR representative who
will be the face of HR in the field, called an HR Business Partner. The HR
Business Partners have access to the following centralized HR functions at
headquarters:

  • Recruitment & Selection
  • Performance Management
  • Training & Development  
  • Compensation & Benefits

Step 2) Review
the information found in the Hypothetical Organizational Data for HR
Strategic Recommendations Report, found below the requirements
for this assignment. This information provides background information for your
organization and describes the problems with the current HR Department. 

Step 3) In at
least 10 full pages (excluding reference page and appendices) write a report to
your Chief Operations Officer discussing the following topics in order, using
the prescribed section headers in bold.

  • Section 1- Introduction. In this section,
    • Describe the purpose and value of this report.
    • Provide persuasive evidence as to why the COO needs to take
      action based on your recommendations.
  • Section 2- Strategic
    Recommendations for Recruitment and Selection.     In this
    section,

    • Explain how this centralized HR function supports the HR
      department’s purpose statement submitted in Week 5.
    • Provide recommendations and rationale on improving the
      consistency of the services, programs, and/or tools for employees and managers
      related to this HR function.
    • Identify and define important quantitative HR
      metrics that can be used to measure the effectiveness of this human resource
      function. You must include the formula or equation to calculate quantitative
      measurements.
  • Section 3- Strategic
    Recommendations for Performance Management.     In this
    section,

    • Explain how this centralized HR function supports the HR
      department’s purpose statement submitted in Week 5.
    • Provide recommendations and rationale on improving the
      consistency of the services, programs, and/or tools for employees and managers
      related to this HR function.
    • Identify and define important quantitative HR
      metrics that can be used to measure the effectiveness of this human resource
      function. You must include the formula or equation to calculate quantitative
      measurements.
  • Section 4- Strategic
    Recommendations for Training and Development.     In this
    section,

    • Explain how this centralized HR function supports the HR department’s
      purpose statement submitted in Week 5.
    • Provide recommendations and rationale on improving the
      consistency of the services, programs, and/or tools for employees and managers
      related to this HR function.
    • Identify and define important quantitative HR
      metrics that can be used to measure the effectiveness of this human resource
      function. You must include the formula or equation to calculate quantitative
      measurements.
  • Section 5- Strategic
    Recommendations for Compensation and Benefits.     In this
    section,

    • Explain how this centralized HR function supports the
      organization’s purpose statement submitted in Week 5.
    • Provide recommendations and rationale on improving the
      consistency of the services, programs, and/or tools for employees and managers
      related to this HR function.
    • Identify and define important quantitative HR
      metrics that can be used to measure the effectiveness of this human resource
      function. You must include the formula or equation to calculate quantitative
      measurements.
  • Section 6- References. In this section, provide the full citations for 5
    peer-reviewed credible sources. You also incorporated these the references
    internally appropriately.

Additional
requirements:

  • This assignment is not a
    traditional APA-styled paper. A conclusion section is not required.
  • You may have optional appendices
    after Section 6.
  • Use one-inch margins, size 12
    font, double-spaced line spacing, and page numbers.
  • A minimum of 5
    scholarly/peer-reviewed references must be included in the reference list and
    incorporated in the body as appropriate. (Do not include blogs, Wikis,
    anonymous sources, etc.). Use EBSCO, ProQuest, or other online library
    available through CSU Global Library’s A to Z online databases.
  • Use Microsoft Word format to
    submit your document.

Hypothetical
Organizational Data for HR Strategic Recommendations Report

Information
about the Company

Company Name

You must
identify a hypothetical corporate name during Module 5 as a portfolio
milestone.

Company
Industry

Information
technology

Corporate
Vision Statement

To become a
world class company, the standard by which others are measured.

Corporate
Mission Statement

Design and
deliver the highest quality IT solutions utilized by 75% of the market while
maintaining a 98% customer satisfaction rating.

Corporate Goals

  • Increase shareholder value.
  • Increase profits
  • Increase customer satisfaction
  • Increase employee satisfaction.
  • Out compete our competition.
  • Focus on a more targeted segment
    within our industry
  • Positively shape the regulatory
    and policy environment to allow for innovation and build our brands reputation.
  • Deliver a more differentiated
    motivating brand proposition.

Information
about the HR Department

Problems with
the Current Structure of Human Resources

We are only as
good as our teams. Organizational HR functions have been known to create
barriers and extra work for employees, preventing them from achieving
organizational goals.  While we are a very successful organization, HR
operates in a decentralized fashion. Currently, most HR related decisions are being
made at the area office level. This means that HR practices and employment
issues vary across the United States because there are over 5 area offices.
This can impede our ability to respond effectively to new issues or carry out
innovative employment relations strategies that are in the best interests of
the organization.

HR Department
Goals

  1. Create a centralized human resources function located at our
    corporate offices that identifies and supports individual needs and their use
    of locally assigned human resources contact.
  2. Minimizing the inconsistencies that currently exist in HR
    policies and practices across areas; and implementing practice, process, and
    structural changes that will ensure the consistent application of best
    practices in the human resources function enterprise-wide.
  3. Eliminating unnecessary duplication of processes and services in
    the HR function.
  4. Ensure that HR personnel receive the training and experience
    they need to develop their expertise and cultivate opportunities for career advancement
    in the HR field.
  5. Improve communications and information sharing among all areas
    to ensure consistent application of the HR function.

The Proposed
Structure of Human Resources

The CEO, COO,
and the VPHR want certain HR functions to be centralized to meet the needs of
the employees and achieve HR and organizational goals. This will promote
consistency across the organization. Therefore, each area will have one single
HR representative who will be the face of HR in the field, called an HR
Business Partner. The HR Business Partners have access to the following
specialized HR services at the central office or headquarters.

  • Recruitment & Selection
  • Performance Management
  • Training & Development
  • Compensation & Benefits

HR Purpose
Statement

You must create
the HR purpose statement given the organization’s needs and the CEO/COO’s
directive to central four HR functions.

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