Final Project Milestone One: Employee Engagement and Retention - due in 16 hours

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Due in 16 hours:

I am posting the previous week's work to this. I am also including the module overview.


  

Final Project Milestone One: Employee Engagement and Retention

Instructions

For this first milestone assignment, you will analyze HR strategic engagement initiatives for attracting, retaining, and rewarding employees. The four critical element focus on talent acquisition, employee engagement and retention, learning and development, and total rewards

Module Overview

In Module Two, you explored the analysis and design of work, HR planning and recruitment, and selection and placement. You began with the analysis and design of work. You learned that job analysis is important to human resource management and to managers and explored HR planning and recruitment. In our exploration of selection and placement, you gained an understanding of the errors that may occur during the selection and placement process and examined how to mitigate risks. The goal of HR selection and placement is to hire the right individuals with the correct skill sets and to place those individuals in the correct positions, all while adhering to state and federal employment laws and regulations.

In this module, you will examine employee engagement and retention strategies of training and development. You will also explore employee separation strategies. These are elements noted under the People technical competency knowledge domain of the Society for Human Resource Management (SHRM) Body of Competency and Knowledge model. You will begin Module Three with the importance of strategic training.

Companies are in the business to make money, and every business function is under pressure to show how it contributes to business success or face spending cuts or even outsourcing. There is both a direct and indirect link between training and business strategy and goals. (Noe, Hollenback, Gerhart, & Wright, 2017, p. 286)

See Figure 7.1 in your text.

Our exploration of employee development includes development methods of formal education, assessment, job experiences, and interpersonal relationships. Table 9.1 in your text shows a comparison between training and development. Figure 9.2 in the text is an example of a development plan. The analysis of areas of strength, opportunities for improvement, and the creation of developmental goals is the same self-analysis approach you conducted when completing your first journal assignment in Module Two.

You will close out this module by examining “what can be done to retain high-performing employees who warrant development, as well as managing the separation process for low-performing employees who have not responded well to development opportunities” (Noe et al., 2017, p. 447).

To complete Milestone One, due in the module, you will analyze four critical elements focused on talent acquisition, employee engagement and retention, learning and development, and total rewards. It is important to note that HR strategic approaches and initiatives move across an organization. Rather than analyzing HR initiatives from a HR functional area perspective (e.g., talent acquisition), you will begin to build awareness of how various initiatives impact multiple functional areas related to people, organization, and workplace within the technical competency HR knowledge domains of people, organization, and workplace. Refer to the SHRM Body of Competency and Knowledge model. Building this awareness prepares you for Milestone Two, Milestone Three, and the final project. This awareness creates a connection between all three milestones, the final project, and your journal assignments. You are encouraged to review the Milestone One rubric and post any assignment-related questions in the General Questions topic.

In Module Four, you will explore pay structure decisions, the use of pay to recognize employee contributions, and employee benefits. These topics are aligned with total rewards, noted under the people technical competency of the SHRM Body of Competency and Knowledge model. This fourth module includes a group discussion, which is graded on an individual basis, and a journal assignment for self-analysis and reflection on the leadership behavioral competency.

Reference

Noe, R., Hollenback, J., Gerhart, B., & Wright, P. (2017). Human Resource Management: Gaining a Competitive Advantage. New York, NY: McGraw Hill.

  • Posted: 5 days ago
  • Due: 
  • Budget: $12
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