Description
Scenario
Imagine you are the HR Director of your organization. This could be your place of employment today or, if you are not working or do not have a frame of reference, you can choose an organization by doing an internet search on the 2022 list of great places to work:
http://www.greatplacetowork.com/best/list-bestusa.htm
In your quarterly executive meeting, The CEO just announced plans to expand the business a minimum of 30% in the next 3-5 years.
In your current review of the organization, you have identified gaps in productivity, innovativeness, profitability (or cost effectiveness), and employee morale. All of which are much lower than they should be to meet today’s competitive and social challenges. You are now even more concerned after your quarterly meeting and especially with plans of future growth of 30%.
With the knowledge gained, you are tasked with developing a Strategic HR Plan by formulating gap strategies and organizational policies to support and align with the strategic direction of the organization. Your Strategic HR Plan will be presented to the Board of Directors in the next quarterly meeting.
The strategies that you choose to address the gaps in your analysis may affect any of these areas within the organization:
Job/Work Design
Selection/Staffing
Performance Management
Compensation/Rewards
Training/Development
Employee Relations
Safety and Health
Workforce Diversity
HR Policies that you could choose from to include in your Strategic HR Plan could be in any of these areas:
• Hiring Practices
• At-Will Employment
• Conduct Policies
• Work Processes
• Compensation
• Leave Policies
• Training & Development
• Promotion
• Work Environment & Safety
• Disciplinary/Termination Policies
• Non-Discrimination and Anti-Harassment
For your final Strategic HR Plan, Members of the Board of Directors will be looking at (1) the soundness and innovativeness of your recommended HR Strategic Plan, (2) evidence of industry-study, and library research, and (3) the quality of your presentation.
