德国、法国、美国商业计划代写Business Plan—GSBS 6192 STRATEGIC HRM & ER

STRATEGIC HR & ER REPORT

Assessment Notes: 商业计划代写

This purpose of this assessment is to evaluate students’ independent research and written communication skills.

Background:

Publically available strategic plans, strategic position statements, statements of intent or similar documents developed by public and private sector organisations are often presented without any detailed analysis of the wider business environment in which an organisation operates. Such plans rarely provide details of practice implications from a human resource management perspective.

Applying your integrated knowledge of SHRM & ER concepts, you must demonstrate your ability to carry out independent research focusing on analysing secondary data of an organisation of your choice. The nature of data must include an organisation’s strategic plan (available from the public domain) and any additional relevant resources such as the organisation’s website, relevant publications, policies and other media or similar data accessible through the public domain.

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Tasks

Using the above and any additional secondary data (e.g. organisational website, new reports and media releases), your task is to:

[i] Analyse what is involved in contextualising a business Strategic Plan; and

[ii] Identify and analyse ONE overarching SHRM and/or ER issue and develop HR Applications.

To develop your Strategic HRM and ER report, I suggest you systematically follow the steps outlined below:

Step 1: Analysing and contextualising a business Strategic Plan

1. Obtain an organisation’s Strategic Management Plan or a similar document. It is important that you obtain a ‘workable’ strategic plan, preferably of an organisation, which employs more than 25-30 people.  Most publically funded organisations such as city councils, district health boards, schools, hospitals, government departments, etc are required to develop a strategic plan. In most cases, these documents are publicly available and downloadable from the organisation’s website. If you are in doubt or unable to source one then please contact your lecturer immediately.
2. Analyse what is involved in contextualising a business Strategic Plan, and in identifying its human resource implications. To complete this task, you may like to follow these steps:

1. From the strategic management plan, identify the key strategic direction(s) or priorities that the organisation wishes to achieve in the short- to medium-term.
2. Next, you need to analyse a wide range of factors (internal and external) affecting the firm’s strategic plan that are likely to have an impact on its human resource needs. You should analyse the general and business environment affecting the achievement of the organisation’s strategic goals. You can use analytic tools such as SWOT and PEST/PESTL analysis. Analysis must always keep in mind the strategic goals.
3. Depending on the choice of your case organisation you must also state upfront the key assumptions underpinning your analysis of the plan.
4. Based on the above analysis and the organisation’s strategic direction(s) or priority (ies), you must focus on ONE overarching SHRM &/or ER issue.
5. Ensure your choice of the overarching SHRM & ER issue is informed through appropriate secondary data as well as your analysis is underpinned by theoretical concepts covered in the course materials.
6. Where possible, provide a short note on any projected variation in the nature and extent of workforce requirements based on the organisation’s strategic direction stated in the Strategic Plan document.

Step 2: Developing HR policies and plans addressing TWO HR implications

Following your identification and analysis of the plan and strategic HRM/ER issues, you should identify and briefly explain the key HR implications (a maximum of 3-4). These may include a number of functional/operational HRM themes from your analysis above. Based on the preliminary analysis undertaken in Step 1 above, your second task is further select and justify your choice, for any TWO of the 3-4 HR implications identified and analysed above for developing HR policies and plans for each.

To complete this task, you must:

1. Explain the relevance of the identified HR implications from a strategic perspective. Where appropriate, provide references to support your choices from the strategic plan and key SHRM & ER concepts covered in the course materials, case studies and through your own independent research on the topic.
2. Draw up two formal human resource policy statements and functional HR plans, each addressing your selected strategic HR implication. Ensure the policy statement and the plans are aligned and meet the requirements of a typical functional plan as well as contains references to ethical considerations.
3. Underpin the development of HR policies and plans applying your theoretical knowledge as well as keeping in mind the organisational context and the strategic plan document.
4. Provide also a short note for a contingency plan for each of the two critical strategic HR implications.

Your strategic HR plan must cover the following:

1. brief background
2. objectives of the plan
3. strategic alignment with the strategic management plan
4. major assumptions and limitations of the analysis
5. timing and resource considerations for coordinating the implementation and delivery
6. performance measures for monitoring and coordinating the planned milestones
7. measures for monitoring progress
8. any ethical considerations in its implementation and delivery
9. brief comment outlining a contingency plan if the above fails