Strategic human resource initiatives for supporting the recruitment

Develop strategic human resource initiatives for supporting the recruitment and retention of qualified talent within an organization
 Formulate recommendations that support organizational effectiveness based on an analysis of internal elements
 Determine the impacts of external factors that influence an organization for mitigating risks
 Develop strategic approaches that incorporate relevant human resources behavioral competencies in addressing organizational issues
Prompt
For the final project, you will assume the role of an HR professional for an organization. You will apply technical and behavioral competencies to develop
strategic HR initiatives across the organization. You will be required to support the organization’s recommendations using data, specific examples, and detailed
explanations of how these HR initiatives address organizational goals.
Specifically, the following critical elements must be addressed:
I. People: In this section, you will develop strategic HR initiatives around acquiring and retaining qualified talent for an organization. Provide specific
examples.
A. Talent Acquisition: Determine appropriate strategies for acquiring qualified talent, and explain how the strategies support organizational goals.
B. Employee Engagement and Retention: Determine appropriate employee engagement strategies and explain how this approach will increase
retention.
C. Learning and Development: Determine learning and development opportunities aimed toward attracting and retaining qualified talent within
the organization.
D. Total Rewards: Identify appropriate total rewards strategies to increase employee retention, and explain how these strategies support the goals
of the organization.
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II. Organization: In this section, you will analyze employee and labor relations that positively impact organizational effectiveness. Provide specific
examples.
A. Employee Discipline: Analyze punitive and nonpunitive disciplinary approaches, and explain their impacts on employee relations.
B. Performance Management: Determine the elements of an effective performance management system, and explain how well the employer’s
system meets organizational needs.
C. Employee and Labor Relations: Determine the differences between union grievance procedures and nonunion complaint processes, and
describe improvements that could be made to a nonunion complaint process.
III. Workplace: In this section, you will analyze external factors that influence organizational effectiveness while mitigating risk. Provide specific examples.
A. Diversity and Inclusion: Explain generational differences within the workplace, and describe appropriate strategies for managing a diverse
workforce.
B. Risk Management: Determine appropriate proactive HR activities and policies for mitigating risk, and explain how these strategies can be used
within the organization.
C. Corporate Social Responsibility: Describe HR’s role in creating a culture of social responsibility within the organization and the organization’s
community.
D. HR in the Global Context: Determine appropriate strategies for properly preparing employees for an expatriate assignment, and explain how
these approaches ensure ongoing engagement.
IV. Behavioral Competencies: In this section, you will determine strategic HR initiatives that support people, organization, and workplace under the
technical competency while selecting the most appropriate behavioral competencies. You must select at least one behavioral competency in addressing
each domain (i.e., business, leadership, or interpersonal).
A. Determine HR initiatives that support the people technical competency and explain which behavioral competencies within the business domain
are the most appropriate.
B. Determine HR initiatives that support the organization technical competency and explain which behavioral competencies within the leadership
domain are the most appropriate.
C. Determine HR initiatives that support th