Portfolio Project #1: Human Resources Strategic PlanPortfolio Project #1 provides data from a hypothetical organization. The data can be found at the bottom of the page.You will create a strategic plan that aligns the human resources (HR) function with the organization’s mission, vision, and objectives. The overall scope of the Portfolio Project is to create a “Shared Services” structure for HR that will be housed at the organization’s corporate offices.Milestone Deliverables due Weeks 2, 4 and 5 (which was already completed by me and is attached to the bottom of the paper, the three attachments need to be incorporated into weeks 8 Final project along with the sources and statements)Week 2: Portfolio Milestone: Outline (25 points of the final Portfolio grade)Prepare an outline of your plan project and submit it to your instructor for review. Please use APA format and include a two- to three-sentence description of each section.Week 4: Portfolio Milestone: Annotated Bibliography (75 points of the final Portfolio grade)A solid foundation of research will support the theoretical base and practical applications of your strategic plan. Prepare an annotated bibliography of the 10 or more sources you have selected. Submit the completed document to your instructor for review.Week 5: Portfolio Milestone: Purpose Statement (50 points of the final Portfolio grade)Most of us are aware of the term “purpose statement” but are unsure of its real meaning within an organization. It is a statement describing the organization’s purpose, or the reason for its existence. The purpose of an organization reflects a desired position in the marketplace. It should accurately answer to the questions below. The purpose statement is the written summary of those answers.Who are we?What do we do?For whom do we do this?How do we know when we are getting it done?The purpose statement is the written summary of those answers. The most effective purpose statements are short, concise, and direct. A good purpose statement is between 2–3 sentences.Answer the four questions above and create a purpose statement for your HR department. Submit the answers to the four questions and the purpose statement to your instructor for review.NOTE: At this stage, you will need to name your company and decide the service they provide or products they manufacture.For all Portfolio Milestone assignments: Although you will not earn points the weeks you submit these deliverables, they are required components of the Portfolio Project and you will lose points on your final project grade if you fail to submit these assignments as required by the end of the weeks they are due. See the Portfolio Project grading rubric on the Course Information page for details.Final Deliverable due Week 8Required Topics – Be sure to cover the following:Strategic Contribution,Personal Credibility,HR Delivery Metrics,Key Performance Measurements (KPM),Action Plan for each functional area,HR mission statement,HR vision statement and objectives.Your strategic plan should include:Title PageTable of ContentsExecutive SummaryBody of your planConclusionReference PageAppendix (optional)Submission requirements:Ten pages minimum (not including the title page, table of contents, reference page or appendix) will be needed to complete the project.Support your analysis and recommendations with 5 credible sources documented in accordance with the CSU-Global Guide to Writing and APA Requirements.Make sure sources are cited in the paper, and include a reference page
module2__portfolio_milestone.docx
portfolio__1_milestone__purpose_statement_for_human_resources.docx
annotated_bibliography__module4_human_resources.docx
Unformatted Attachment Preview
Running head: PORTFOLIO PROJECT MILESTONE
Portfolio Project Milestone
Destiny Brice
HRM400- Human Resource Development and Management
Colorado State University- Global Campus
Dr. Jeffery, Stevens
August 22, 2016
Running head: PORTFOLIO PROJECT MILESTONE
1) Introduction:
A) In my final project my goal is creating a strategic plan in order to set out goals and
strengthen the HR operations.
B) I will also list the actions needed to achieve these goals and all of the other critical
elements developed during the planning exercise.
C) Throughout my project I will also create a shared services structure, for HR that will be
housed at the organizations corporate offices. Shared services are used is very common
within organizations because it creates a more efficient service delivery. Shared services
can help improve costs, efficiency and service but can also generate organizational
capacity to focus on bigger issues that make a difference
2) Strategic Contribution
A) Strategic HR contributes to an organization by enacting the organizations strategy
through a focused HR plan which in turn sets out the organizations goals. I will be
focusing on people’s issues and activities that affect the behavior of individuals and hot
they contribute to the goals and objectives of the organization.
B) The 8 Steps to strategic contribution is ensuring that the operations are running smoothly,
strengthening the organization to enforce new strategies, learning skills and knowledge in
self and team, building unions, recognizing and maximizing opportunities, providing
value, and getting out of your way to implement proper decisions (Michelle, 2012).
3) Personal Credibility
A) Leaders also aim for achievement and are proactive and ethical in their dealings with
others. A human resource manager always leads by example and delivers to his or her
promises, earns trust and respect by demonstrating their credibility, integrity, being clear
Running head: PORTFOLIO PROJECT MILESTONE
when in word and action, acknowledges his or her mistakes treating them as learning
opportunities and creates a work environment where all employees are treated fairly and
equally.
B) It is important that HR leaders are trustworthy, and are conscious about their actions
when it comes to sensitive or confidential information, and are offering valuable and
credible insight to the organizations so that others have a better understanding (Skills
portal, 2006).
4) HR Delivery Metrics
A) Human resource metrics are standards of measurement by which HR performance is
assessed. Measuring HR adds value because it clarifies the information needed to make
better decisions about talent. Metrics report recent and ongoing year over year numbers
for common areas of HR such as engagement of employees, turnover, employee
engagement and accomplishments.
B) Many organizations base incentives on managements performance to HR metrics. HR
metrics that are aligned with corporate and business strategy add value and drive
organizational effectiveness (Cardenas, 2016).
5) Key Performance Measurements
A) Key performance measures are used in organizations to show how is a process is being
performed in the right manner. For example; with higher performance, the organization
can perform better than other organizations and therefore is better positioned to keep their
customers even while gaining new ones.
Running head: PORTFOLIO PROJECT MILESTONE
B) In my strategic plan I will list ways a business can be successful with their goals, some
of these include being ambitious and quantifiable, throughout your organization and
department (Jackson, 2015).
6) Action Plan for Each Functional Area
A) Action plans for the functional areas include enlisting and enrolling, benefits,
compensation, employee relations, HR compliance, organizational design, training and
developing staff members, human resource information systems, and payroll (New Focus
HR, 2016). I will integrate all of these functions in with the mission, vision and business
objectives of an organization.
7) HR Mission Statement
A) Human resource is an organization that gives expert advice and training to staff members
within all organizations. Our team joins with other businesses in order to attract,
motivate, and teach new skills to their employees. While being engaged with other
organizations our main focus is to find solutions that improve the overall company even
while increasing results at the same time! Our focus. Your results.
8) HR Vision Statement and Objectives
A) Our vision is inspiring people from all over the world to reach their dreams and
potentials, this allows them to contribute in the organization which leads to new
discoveries. We are leaders and partners that are dedicated to providing and progressing
excellence within the HR company.
B) Our objectives are making sure that our department keeps our employees morale’s high,
introduce programs that encourage benefits to employees, develop people with talents
that way these leaders can be provided with the proper training in order to succeed. Our
Running head: PORTFOLIO PROJECT MILESTONE
objectives are effectively enrolling, training and staffing members, increase productivity
within employees, and coming up with strategies and policies that resolves conflict
(Kihn, n.d).
Running head: PORTFOLIO PROJECT MILESTONE
References:
Cardenas, H. (2016). HR Metrics and Their Impact on Business. Retrieved August 23, 2016
http://smallbusiness.chron.com/hr-metrics-impact-business-62267.html
Jackson, T. (2015). 18 Key Performance Indicator Examples Defined for Managers.
Retrieved on August 23, 2016 https://www.clearpointstategy.com/18-key-performanceindicators/
Kihn, S. (n.d). Key Human Resources Objectives. Retrieved on August 23, 2016
http://careerminer.infomine.com/key-human-resources-objectives/
New Focus HR. (2016). The Functional Areas of Human Resources. Retrieved on August 23,
2016 http://newfocushr.com/2015/04/13/the-functional-areas-of-human-resources/
Randall, M. (2012). 8 Steps to Strategic Contribution. Retrieved on August 22, 2016
http://www.enrichingleadership.com/services/strategic-contribution/8-steps-to-strategiccontribution/
Skillsportal (2006). HR People Have to Focus on Building Personal Credibility. Retrieved on
August 22, 2016 http://www.skillsportal.co.za/content/hr-people-have-focus-buildingpersonal-credibility
Running head: PORTFOLIO #1 MILESTONE: PURPOSE STATEMENT
Portfolio #1 Milestone: Purpose Statement
Destiny Brice
HRM400: Human Resource Development and Management
Colorado State University- Global Campus
Dr. Jeffrey Stevens
September 18, 2016
Running head: PORTFOLIO #1 MILESTONE: PURPOSE STATEMENT
In HR organizations it is our mission to find solutions to improve the overall company which in
return should increase results. This includes treating our customers with respect since many want
to feel valuable, being proactive, engaging in other people’s lives, providing a stable work
environment, providing equal opportunity for learning and personal growth. It is the mission of
human resources to support its people in meeting their goals in an organization. It is our vision to
inspire people from all over the world to reach their dreams and potentials, this allows them to
discover new things in the organization. We value excellence, integrity, compassion and
diversity. Our strategic goals are to meet customer expectations by being proactive, responsive,
consistent, innovative and compassionate in all we do.
Who are we?
We are HR organizations it is our duty to train all staff members within the organization. Our
teams join with other businesses in order to attract, motivate and teach new skills to their
employees.
What do we do?
While being engaged with other organizations our main focus is to find solutions that improve
the overall company even while increasing results at the same time! Our focus. Your results
For whom do we do this?
Our organizations do this for the people, our goal is to inspire people from all over the world to
reach their dreams and potentials. This includes treating our customers with respect since many
want to feel valuable, being proactive, engaging in other people’s lives, providing a stable work
environment, providing equal opportunity for learning and personal growth.
How do we know when we are getting it done?
We get our objectives done by ensuring that our department keeps our employees morale’s high
by introducing programs that encourage benefits to employees, develop people with talents that
way these leaders can be provided with the proper training in order to succeed. Our objectives
are effectively enrolling, training and staffing members, increase productivity within employees,
and coming up with strategies and policies that resolves conflict.
Running head: PORTFOLIO #1 MILESTONE: ANNOTATED BIBLIOGRAPHY
Portfolio #1 Milestone: Annotated Bibliography
Destiny Brice
HRM400: Human Resources Development and Management
Colorado State University- Global Campus
Dr. Jeffrey Stevens
September 12, 2016
Running head: PORTFOLIO #1 MILESTONE: ANNOTATED BIBLIOGRAPHY
Cardenas, H. (2016). HR Metrics and Their Impact on Business. Retrieved August 23, 2016
http://smallbusiness.chron.com/hr-metrics-impact-business-62267.html
In my final project I will discuss the human resource metrics, which are standards of
measurement by which HR performance is assessed. Since many organizations base
incentives on managements performance to HR metrics. HR metrics add value too corporate
and business strategy; this also drives organizational effectiveness. I will discuss the
measurement of employee engagements, performance and the use of measurement plans in
an organization.
Jackson, T. (2015). 18 Key Performance Indicator Examples Defined for Managers.
Retrieved on August 23, 2016 https://www.clearpointstategy.com/18-key-performanceindicators/
In my strategic plan I will list key performance measurements, KPM is a performance
measurement that lets you understand how your organization or department is performing. A
good KPM helps businesses achieve their goals by acting as a compass leading teams to the
right track that way they can achieve their goals. In order for a KPM to be effective it’s
essential that a KPM is quantifiable and clearly defined that way it can be thoroughly
communicated throughout the organization and department.
Kihn, S. (n.d). Key Human Resources Objectives. Retrieved on August 23, 2016
http://careerminer.infomine.com/key-human-resources-objectives/
In my strategic plan I will list vital roles that the human resources company plays, especially
when it comes to the overall employee satisfaction and their wellbeing. Therefore, it’s
important that the human resources department has a finger at the pulse at all times when it
comes to the company’s goals and objectives, and that they are constantly looking for ways
Running head: PORTFOLIO #1 MILESTONE: ANNOTATED BIBLIOGRAPHY
to keep customers satisfied and motivated. I will be listing the key functions the human
resources department plays, as well as the HR Mission and objectives.
New Focus HR. (2016). The Functional Areas of Human Resources. Retrieved on August 23,
2016 http://newfocushr.com/2015/04/13/the-functional-areas-of-human-resources/
In my action plan for each functional area I will integrate all of these functions with the
mission, vision and business objectives of an organization. Some of these functional areas
include the recruitment and staffing of members, benefits, compensation, employee relations,
compliance in the HR organization, organizational design, development and training, human
resource information systems and payroll. I will focus on all of these areas implying how
they benefit the organization and the employees.
Randall, M. (2012). 8 Steps to Strategic Contribution. Retrieved on August 22, 2016
http://www.enrichingleadership.com/services/strategic-contribution/8-steps-to-strategiccontribution/
I will be focusing on how to keep the organization and employees on track. 8 steps to
strategic contribution is to ensure that operations are running smoothly, creating a capacity
for strategic contribution, acquiring the skills and knowledge in self and team, building key
alliances, recognizing and maximizing opportunities, providing tremendous value and getting
out of your own way to come up with new ideas.
Skillsportal (2006). HR People Have to Focus on Building Personal Credibility. Retrieved on
August 22, 2016 http://www.skillsportal.co.za/content/hr-people-have-focus-buildingpersonal-credibility
Running head: PORTFOLIO #1 MILESTONE: ANNOTATED BIBLIOGRAPHY
Personal credibility is important in an organization because this shows your staff that you are
reliable and can be trusted. A human resource manager should always lead by example since
many people look up to him/her. It also important that HR managers are offering credible
insight and are confident about the information they share; this way organizations can have a
better understanding. With developing credibility HR practitioners have the opportunity to
respond to demands and have an impact on the organizations performance.
SHRM. (2011). Mission Statements: Human Resources Mission Statement Examples.
Retrieved on September 13, 2016 https://www.shrm.org/resourcesandtools/tools-andsamples/policies/pages/missionstatementhr.aspx
My organizations mission is finding solutions to improve the overall company which in
return should increase results. This includes treating customers with respect since many want
to feel valuable, being proactive and engaging in other people’s lives, providing a stable
work environment, providing equal opportunity for learning and personal growth. It is the
mission of human resources to support its people in meeting their goals in the organization.
One UC Davis. (2014). Mission, Vision, Values and Goals. Retrieved on September 13, 2016
http://hr.ucdavis.edu/about/
Our vision is to inspire people from all over the world reach their dream and potentials, this
allows them to discover new things in the organization. We value excellence, integrity,
compassion and diversity. Our strategic goals are to meet customer expectations by being
proactive, responsive, consistent, innovative and compassionate in all we do. Our ultimate
goal is to build the HR community into a whole making it as a world class university.
Running head: PORTFOLIO #1 MILESTONE: ANNOTATED BIBLIOGRAPHY
Volini, E. (2016). HR Shared Services. Retrieved on September 14, 2016
http://www2.deloitte.com/us/en/pages/human-capital/solutions/hr-shared-services.html#
The Human resource (HR function) has the opportunity with changing the workforce and its
globalization, the HR department also helps create working styles and new technologies.
Many companies are turning to shared services because this improves costs, efficiency and
services but can also generate organizational capacity to focus on big picture issues that make
a difference.
IES HR Network. (2016). Report Summary: HR Shared Services and the Realignment of HR.
Retrieved on September 14, 2016 http://www.employment-studies.co.uk/reportsummaries/report-summary-hr-shared-services-and-realignment-hr
Shared services are increasingly common in organizations because it is very efficient with
service delivery. HR shared service activities are involved with a number of parties. Three
principle drivers to the introduction of HR shared services are cost, quality and
organizational change. I will list ways the organization can reduce costs by shared services in
order to meet their goals. I will also discuss the benefits of shared services and the issues
with creating HR shared services.
Running head: PORTFOLIO #1 MILESTONE: ANNOTATED BIBLIOGRAPHY
…
Purchase answer to see full
attachment
Recent Comments