How has HR's role as a strategic partner in organizations evolved? How have metrics contributed to HR's role as a
Part 2: Create a linkage map that tells the "story" of the HR performance drives that would be important to the success of the organization's strategy. Underneath the linkage map, provide a short written-summary describing the HR metrics and functions, along with their strategic value. Part 3: In describe a setting for a training class you might facilitate. Include information on the size of the organization, supervisory structure and the nature of the employees. Write a training goal, 3-5 related objectives, and how you would assess if learning has occurred.
Part 4: Discuss the benefits of using an HR Scorecard for organizational performance measurement. Review the competitive advantages that might result from using an HR Scorecard. Discuss at least two challenges you may encounter when implementing an HR Scorecard. Based on the challenges you have identified, propose a strategy for minimizing these challenges. Explain what might be included in your HR Scorecard objectives in regards to the following four dimensions: HR deliverables, high-performance work system, HR system alignment, and HR efficiency measures.
Part 5: Construct an HR linkage model (similar to Figure 3-4 in your course text) for your chosen organization. Be sure to include 1-2 of your own chosen measures, as well as 2-3 categories listed in your course text (financial, customer, operations, and strategic). Your model should demonstrate a clear connection between at least two HR drivers (objectives) and both the organizational and strategic business unit levels.
Part 6: Explain the benefits of assessing how well the HR goals align with the organization's strategy. Discuss the role HR has as a partner and driver of change when meeting the organization's strategy. Discuss how using a systems view can better align HR goals with the organization's strategy.
Part 7: Discuss what you believe are the two most important competencies for HR professionals that utilize HR metrics and why, using this week's readings to support your assertions. Based on the competencies you identified, discuss whether these add to an HR professional's ability to be a strategic partner. Why or why not? What value do these competencies bring to an organization? What new competencies do you anticipate HR professionals will need in the future in order to be valuable strategic partners that utilize metrics and why?
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Question Posted: November 20, 2017 07:09:12