Strategy Proposal Outline Overview: Your final project will be to create a strategic HR plan to position the human resources function as a key strategic contributor and focus on advancing the global competitiveness of your chosen organization. The final project will include an introductory cover letter, proposal content, an implementation method, and a conclusion. This milestone allows you to choose a company in which you have an interest. This should include learning more about the industry and function of the company, as this will be the subject of your research and the framework for your proposal. You will also have the opportunity to submit an outline. This outline will not be part of your final submission but rather is an opportunity to organize your thoughts and demonstrate the flow of your final paper. Prompt: For the first milestone, you will choose a real organization (Verizon Wireless: https://www.verizon.com/about/) (which is already competing globally or has the potential to expand globally) and submit your choice for instructor approval. You will also submit an outline that concisely provides a high level overview of the structure your final project will take. I. Cover Letter A. Briefly introduce the intent of your proposal B. Identify the proposal and how it may be implemented C. Possible sources II. The HR Strategy Proposal A. Identify possibilities for a global outlook and cross-cultural approach for human resource professionals in the interest of improving cultural responsiveness and capitalizing on the commonalities, values, and individual uniqueness of organizational members. B. Identify evidence-based strategies that integrate sound, data-driven analysis, and critical decision making to support the goals, vision, and mission of the organization. C. Suggest how the department will continue protecting the integrity of the business, its employees, and its management practices through appropriate risk management and legal and ethical practices. D. Suggest how to effectively leverage effective customer service and negotiation strategies that build engaging relationships with stakeholders through trust, teamwork, and direct communication. III. Implementation A. Summary of approach to employee management B. Summary of approach to talent development and workforce planning C. Predictions for return on investment D. Speculate as to the changes in human resources with regard to employee negotiations and interactions IV. Conclusion Guidelines for Submission: Your outline must contain all of the elements listed above. The purpose of the outline is to organize your thoughts and the flow of your final paper. Each element above should be no more than a few sentences or a paragraph at the very most. It should not be a fully fleshed out product. The outline should be one to two pages in length. It should use double spacing, 12-point Times New Roman font, and one-inch margins. Citations should be formatted according to APA style.
ol_751_milestone_one_rubric.pdf
ol_751_module_two___employment_law_and_workforce_strategy.pptx
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OL 751 Milestone One Rubric: Strategy Proposal Outline
Overview: Your final project will be to create a strategic HR plan to position the human resources function as a key strategic contributor and
focus on advancing the global competitiveness of your chosen organization. The final project will include an introductory cover letter, proposal
content, an implementation method, and a conclusion. This milestone allows you to choose a company in which you have an interest. This
should include learning more about the industry and function of the company, as this will be the subject of your research and the framework for
your proposal. You will also have the opportunity to submit an outline. This outline will not be part of your final submission but rather is an
opportunity to organize your thoughts and demonstrate the flow of your final paper.
Prompt: For the first milestone, you will choose a real organization (which is already competing globally or has the potential to expand globally)
and submit your choice for instructor approval. You will also submit an outline that concisely provides a high level overview of the structure your
final project will take.
I.
Cover Letter
A. Briefly introduce the intent of your proposal
B. Identify the proposal and how it may be implemented
C. Possible sources
II.
The HR Strategy Proposal
A. Identify possibilities for a global outlook and cross-cultural approach for human resource professionals in the interest of improving
cultural responsiveness and capitalizing on the commonalities, values, and individual uniqueness of organizational members.
B. Identify evidence-based strategies that integrate sound, data-driven analysis, and critical decision making to support the goals,
vision, and mission of the organization.
C. Suggest how the department will continue protecting the integrity of the business, its employees, and its management practices
through appropriate risk management and legal and ethical practices.
D. Suggest how to effectively leverage effective customer service and negotiation strategies that build engaging relationships with
stakeholders through trust, teamwork, and direct communication.
III.
Implementation
A. Summary of approach to employee management
B. Summary of approach to talent development and workforce planning
C. Predictions for return on investment
D. Speculate as to the changes in human resources with regard to employee negotiations and interactions
IV.
Conclusion
Guidelines for Submission: Your outline must contain all of the elements listed above. The purpose of the outline is to organize your thoughts
and the flow of your final paper. Each element above should be no more than a few sentences or a paragraph at the very most. It should not be
a fully fleshed out product. The outline should be one to two pages in length. It should use double spacing, 12-point Times New Roman font, and
one-inch margins. Citations should be formatted according to APA style.
Critical Elements
Selection of Organization
Proficient (100%)
Chooses an organization that either competes globally
or has the potential to compete globally by deadline
Outline Content
Includes potential points for the introductory cover
letter, proposal content, implementation method, and
conclusion by deadline
Outline is well thought out, organized, and concise
Submission has no major errors related to citations,
grammar, spelling, syntax, or organization
Outline Structure
Articulation of Response
Not Proficient (0%)
Does not choose organization that either competes
globally or has the potential to compete globally by
deadline
Does not include potential points for the introductory
cover letter, proposal content, implementation
method, and conclusion by deadline
Outline is not well thought out, organized, and concise
Submission has critical errors related to citations,
grammar, spelling, syntax, or organization that prevent
understanding of ideas
Earned Total
Value
20
50
10
20
100%
OL 751 Module Two:
Employment Law and Workforce
Strategy
2
SHRM’s HR Success Competency Model
3
Human Resources Expertise
❑ Developing and maintaining knowledge in the HR field,
including:
❑
❑
❑
❑
❑
❑
❑
Recruiting, training, and retention
Compensation and benefits knowledge
Legal compliance and employee relations
Performance management
Organizational development
Health and safety programs
Risk management
❑ Ensuring strong human relations skills
❑ Focusing on continuous learning and excellence
4
Fair Labor Standards Act of 1938
▪ Establishes federal minimum wage, overtime
pay requirements, recordkeeping, and child
labor standards
▪ Common area of violations is the
misclassification of independent contractors
and exempt-from-overtime workers
▪ Under the law, workers who are economically
dependent on the business of the employer,
regardless of skill level, are considered to be
employees
▪ Law provides exemptions from overtime for
the following classifications only:
▪ Exemption for executive, administrative,
professional, computer, and outside sales
upon meeting certain criteria
5
Federal Employment Law 1963–1978
Equal Pay Act of 1963
▪
Requires men and women to be paid equally for equal work
Title VII of the Civil Rights Act of 1964
▪
▪
▪
▪
Prohibits discrimination based on race, color, nation origin,
religion, and gender, including reverse discrimination
Includes any presumption of a protected class
Includes harassment or any hostile work environment
Sexual orientation and transgender identify are not specifically
included yet, but have been supported in court cases under
gender discrimination
Age Discrimination in Employment Act of 1967
▪
Prohibits discrimination for those 40 years old and older
Pregnancy Discrimination Act of 1978
▪
▪
▪
Prohibits discrimination based on pregnancy
Must treat pregnant employee as any other “disabled” employee
may be treated in regard to all policies
State laws may be more expansive, such as in NH
6
Federal Employment Law 1990–2008
Americans with Disabilities Act of 1990
▪ Prohibits discrimination due to disability
▪ Includes both mental and physical disabilities, with or without mitigation
of the disability
▪ Requires reasonable employer accommodation without undue
hardship
Family and Medical Leave Act of 1993
▪ Provides eligible employees with up to 12 weeks of unpaid leave in the
event of a birth, adoption, or foster care placement, or serious or
chronic health condition of the employee, spouse, children, or parent,
and for exigency care on behalf of employee’s spouse, child, or parent,
who is a covered military member on “covered active duty”
▪ Includes up to 26 weeks of unpaid leave for family caregivers of injured
military personnel under “covered active duty,” including next of kin
Genetic Information Nondiscrimination Act of 2008
▪ Prohibits genetic information discrimination and testing
Go to the www.DOL.gov website for more information.
7
2013 Defense of Marriage Act Repeal
▪ The federal Defense of Marriage Act of 1996 only
recognized opposite-gender couples in marriage
▪ In 2013, the U.S. Supreme Court found this prohibition to
be unconstitutional
▪ Same-sex couples married in states that recognize samesex marriages are now also entitled to all marriage
benefits available under 1,100+ federal laws, benefits, and
policies, including ERISA, FMLA, immigration, IRS, and
Social Security
▪ More discussion in Module Seven: Total Rewards Strategy
8
Recruitment and Retention
▪ Workforce planning and forecasting supply and demand
▪ Attracting qualified candidates, internally and externally
▪ Interviewing process
▪ Screening applicants
▪ Effective and legal interview processes
▪ Objectivity and avoiding interview bias
▪ Selection of the most qualified candidate
▪ Ensuring EEOC compliance
▪ Employment eligibility requirements
▪ I-9, e-verify, permanent and temporary visas
▪ Onboarding and orientation programs
▪ Ongoing training programs
▪ Timely performance evaluation and feedback
▪ Sufficient resources for new employee success
9
Organizational Development
▪
▪
▪
▪
▪
Training and Development:
Growth
Performance Appraisal:
Evaluation and coaching
Feedback: Monitoring and
measurement
Teambuilding: Culture and
climate
Alignment with organizational
needs
10
Health and Safety Programs
Human resources must keep compliant with current policies,
changing requirements, and ongoing training
▪
▪
▪
OSHA and State Department of Labor compliance
Workers’ compensation programs, including modified duty and benefits
Active safety committees, accident investigations, workplace inspections,
and education
Workplace training may include:
More in Module Nine!
▪ Hazard Communication Standard
▪ Material Safety Data Sheets (MSDS) and new Globally Harmonized
System (GHS)
▪ Confined spaces, hearing conservation, lockout/tagout, and more
▪ Emergency evacuation plans and fire safety
▪ First aid and bloodborne pathogens training
▪ Forklifts, fall protection, and personal protective equipment
▪ Workplace violence prevention and awareness
11
Proactive HR Strategies
▪
▪
▪
▪
▪
▪
▪
▪
▪
▪
▪
Clear mission, values, and goals
Strong leadership examples
Workforce planning and analysis
Employee training and development
Manager and supervisor education
on employment law
Clear performance expectations
Open communication and support
Accountability and zero tolerance
Prompt response and feedback
Fair and legally compliant
employment decisions
Competitive wages and benefits
…
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