Human Resources and ChangeThe major responsibilities of human resources management (HRM) are attracting, developing, and maintaining a quality workforce. Research an organization, with which you are f

Human Resources and Change
The major responsibilities of human resources management (HRM) are attracting, developing, and maintaining a quality workforce. Research an organization, with which you are familiar, that is in need of a change and present how you will manage the change process by incorporating the three essential duties of HRM.
Choose one subsystem to change and write a 1,250-1,500 word paper addressing the following questions that pertain to the major human resource management responsibilities and to change management. Strengthen your recommendations by showing how your proposed changes are working in another similar organization that is successful.
Address following in your paper:
Provide an overview of the organization you have chosen including three subsystems of the organization, three stakeholders of the organization, and the reason for selecting this organization.
What one major organizational subsystem needs to be changed in the organization? Justify your choice. How does it compare to a similar successful organization?
How will the subsystem change affect the two other subsystems within the organization that you have identified and how will you realign the total system?
Identify and explain how you would ensure that the proposed change will satisfy any three stakeholders of the organization?
How should the organization attract, develop, and maintain the workforce required to bring about your proposed change?
Choose at least one of the following in your discussion about attracting a quality workforce to support the change in Questions 2 and 3 above: human resource planning, recruitment, or selection.
Choose at least one of the following in your discussion about developing a quality workforce to support the change in Questions 2 and 3 above: (and this must tie in to 4a too): employee orientation, training and development, or performance appraisal.
Choose at least one of the following in your discussion about maintaining a quality workforce to support the change in Questions 2 and 3 above (and must relate to 4a and 4b): career development, work-life balance, compensation and benefits, employee retention and turnover, or labor-management relations.
Integrate a faith-based or worldview-based component in the paper and make a clear connection on how it informs the groups’ management practices. (NOTE: Individuals all have a worldview, and that worldview influences their decisions, values, and perceptions. It also affects how they manage people, or think they should be managed. For this assignment, this requirement relates to the worldview of the
presenters
Include at least four academic references to support your position. One of them should directly relate to the company discussed in your paper and another to the organization to which you are comparing it.
Human Resources and Change
1Unsatisfactory0.00%
2Less than Satisfactory65.00%
3Satisfactory75.00%
4Good85.00%
5Excellent100.00%
65.0 %
5.0 %
Organizational Subsystems in Need of Change Within the Organization
Identification of a major organizational subsystem in need of change in the organization is absent, inappropriate, deficient, or irrelevant.
Identification of a major organizational subsystem in need of change in the organization is vague or incomplete. Justification of the selected subsystem is weak or marginal with gaps in reasoning. Supporting material is often confusing or inappropriate.
Identification of a major organizational subsystem in the organization in need of change is provided, but at a cursory level. Justification of choice is rudimentary and may contain some inconsistencies. Supporting material is of baseline acceptable quality and quantity.
Identification of a major organizational subsystem in need of change is comprehensive and detailed. Justification for the need of change is clear and well integrated. Supporting material is of above average quality and quantity.
Identification of a major organizational subsystem in need of change is comprehensive and detailed. A thorough description of that subsystem is provided and supported with relevant examples or personal insights to further understanding. Justification for the need of change is clear and well integrated. Supporting material is of exceptional quality and quantity.
10.0 %
Comparison of Subsystem to Change With Successful Subsystems (Programmatic Competency 3.1)
Proposal for changes to the subsystem identified as most in need of change is absent. A presentation of a similar subsystem in a successful organization as a justification of the selection of that subsystem is absent, inappropriate, or irrelevant.
Proposal for changes to the subsystem identified as most in need of change is vague or incomplete. Justification through a comparison of that subsystem in a successful organization is weak or marginal with gaps in presentation. Supporting material is often confusing or inappropriate.
Proposal for changes to the subsystem identified as most in need of change is provided, but at a cursory level. Rudimentary justification through a comparison of that subsystem in a successful organization is provided but may contain some inconsistencies. Supporting material is of baseline acceptable quality and quantity.
Proposal for changes to the subsystem identified as most in need of change is clear and well integrated with a justification through a comparison of that subsystem in a successful organization. Supporting material is of above average quality and quantity.
Proposal for changes to the subsystem identified as most in need of change is thorough and well integrated with the justification through a comparison of that subsystem in a successful organization. Examples or personal insights are used to further understanding. Supporting material is of exceptional quality and quantity.
Impact of the Proposed Change on Two Other Organizational Subsystems (Programmatic Competency 3.2)
Examination of the impact of the proposed change on the two other identified subsystems in the organization and a proposal for relevant realignment of the total organization to facilitate the change are absent, inappropriate, or irrelevant.
Examination of the impact of the proposed change on the two other identified subsystems in the organization and a proposal for relevant realignment of the total organization to facilitate the change are vague or incomplete.
Examination of the impact of the proposed change on the two other identified subsystems in the organization and a proposal for relevant realignment of the total organization to facilitate the change are provided, but at a cursory level.
Examination of the impact of the proposed change on the two other identified subsystems in the organization and a proposal for relevant realignment of the total organization to facilitate the change are clear and well integrated.
Examination of the impact of the proposed change on the two other identified subsystems in the organization and a proposal for relevant realignment of the total organization to facilitate the change are thorough and well integrated.
Satisfaction of Three Stakeholders
Explanation of how to ensure satisfaction of any three stakeholders is absent, inappropriate, or irrelevant.
Explanation of how to ensure satisfaction among three of the stakeholders is incomplete or irrelevant. Supporting material is often confusing or inappropriate.
Rudimentary explanation of how to ensure satisfaction among three of the stakeholders may contain some inconsistencies. Supporting material is of baseline acceptable quality and quantity.
A clear explanation of how to ensure satisfaction of three stakeholders is provided. Supporting material is of above average quality and quantity.
A clear explanation of how to ensure satisfaction of three stakeholders is provided. Examples and personal insights are used to further understanding. Supporting material is of exceptional quality and quantity.
Attracting, Human Resources
Proposal for how the organization should attract the human resources required to bring about the change is absent, inappropriate, or irrelevant. Discussion of the specifics as instructed in the assignment is absent, inappropriate, or irrelevant.
Proposal for how the organization should attract the human resources required to bring about the change is vague or incomplete. Discussion of the specifics of this effort as instructed in the assignment is vague or incomplete. Supporting material is often confusing or inappropriate.
Proposal for how the organization should attract the human resources required to bring about the change, including discussion of specifics of this effort as instructed in the assignment, is provided, but at a cursory level. Supporting material is of baseline acceptable quality and quantity.
Proposal for how the organization should attract the human resources required to bring about the change, including discussion of specifics of this effort as instructed in the assignment, is clearly articulated and well integrated. Supporting material is of above average quality and quantity.
Proposal for how the organization should attract the human resources required to bring about the change, including discussion of specifics of this effort as instructed in the assignment, is thorough and well integrated. Examples and personal insights are used to further understanding. Supporting material is of exceptional quality and quantity.
Developing, Human Resources
Proposal for how the organization should develop the human resources required to bring about the change is absent, inappropriate, or irrelevant. Discussion of the specifics as instructed in the assignment is absent, inappropriate, or irrelevant.
Proposal for how the organization should develop the human resources required to bring about the change is vague or incomplete. Discussion of the specifics of this effort as instructed in the assignment is vague or incomplete. Supporting material is often confusing or inappropriate.
Proposal for how the organization should develop the human resources required to bring about the change, including discussion of specifics of this effort as instructed in the assignment, is provided, but at a cursory level. Supporting material is of baseline acceptable quality and quantity.
Proposal for how the organization should develop the human resources required to bring about the change, including discussion of specifics of this effort as instructed in the assignment, is clearly articulated and well integrated. Supporting material is of above average quality and quantity.
Proposal for how the organization should develop the human resources required to bring about the change, including discussion of specifics of this effort as instructed in the assignment, is thorough and well integrated. Examples and personal insights are used to further understanding. Supporting material is of exceptional quality and quantity.
Maintaining Human Resources
Proposal for how the organization should maintain the human resources required to bring about the change is absent, inappropriate, or irrelevant. Discussion of the specifics as instructed in the assignment is absent, inappropriate, or irrelevant.
Proposal for how the organization should maintain the human resources required to bring about the change is vague or incomplete. Discussion of the specifics of this effort as instructed in the assignment is vague or incomplete. Supporting material is often confusing or inappropriate.
Proposal for how the organization should maintain the human resources required to bring about the change, including discussion of specifics of this effort as instructed in the assignment, is provided, but at a cursory level. Supporting material is of baseline acceptable quality and quantity.
Proposal for how the organization should maintain the human resources required to bring about the change, including discussion of specifics of this effort as instructed in the assignment, is clearly articulated and well integrated. Supporting material is of above average quality and quantity.
Proposal for how the organization should maintain the human resources required to bring about the change, including discussion of specifics of this effort as instructed in the assignment, is thorough and well integrated. Examples and personal insights are used to further understanding. Supporting material is of exceptional quality and quantity.
Internal Consistency Between the Proposed Functions of Attracting, Developing, and Maintaining a Quality Workforce That Would Bring About the Change
The student fails to select a relevant HR process to attract, develop, and maintain the quality workforce.
Choices are made from the relevant categories to attract develop and maintain the quality workforce but lack connectivity, are vague, incomplete, confusing, or inappropriate. Selected processes would not bring about the changes proffered.
Choices are from the relevant categories to attract, develop, and maintain the quality workforce but are rudimentary and incapable of bringing about optimal results. There is a minimal lack of alignment among HR practices selected, with some inconsistencies in the argument. Supporting material is of baseline acceptable quality and quantity.
The selected HR processes to attract, develop, and maintain the quality workforce to bring about the proposed change are connected, internally consistent, and suitable to achieve the overall changes suggested. Supporting material is of above average quality and quantity.
The selected HR processes to attract, develop, and maintain the quality workforce to bring about the proposed change are the optimal choices, connected, internally consistent, and applicable to the overall changes suggested. Supporting material is of exceptional quality and quantity
Connectivity to course
No attempt is made to go beyond the topics of HRM and change management. No other course material is integrated. The student fails to develop or demonstrate a holistic understanding of subject area or discipline.
A weak attempt is made to go beyond the topics of HRM and change management. The student is unable to clearly articulate, develop, or demonstrate a holistic understanding of the connectivity between the studied topics, or the attempt is vague, incomplete, confusing, or inappropriate.
The student attempts to link at least one relevant topic in demonstrating a holistic understanding of the subject area and discipline, but it is at a cursory level. The explanation is rudimentary and may contain some inconsistencies. Supporting material is of baseline acceptable quality and quantity.
At least two broader topics are clearly and appropriately integrated into the argument to develop or demonstrate a holistic understanding of the subject area and discipline. A clear explanation of the relevance of the chosen topics is presented. Supporting material is of above average quality and quantity.
At least three appropriate topics from the broader course material are clearly, thoroughly, and seamlessly integrated into the argument to develop a persuasive argument and demonstrate a holistic understanding of subject. Supporting material is of exceptional quality and quantity.
Integration of Faith, Learning, and Work
CWV 4: Examines the Application of a personal Christian Worldview Within the Context of Discipline and Vocation
The assignment does not articulate an application of the Christian perspective as it relates to discipline and vocation.
The assignment articulates a basic understanding of the connection among the Christian perspective, discipline, and vocation.
The assignment expresses a limited application of the Christian worldview to discipline and vocation.
The assignment examines the application of the Christian worldview within the context of discipline and vocation in ways that contribute to the common good.
The assignment interprets implications of applying a Christian perspective within a discipline and vocation.
20.0 %
Organization and Effectiveness
7.0 %
Thesis Development and Purpose
Paper lacks any discernible overall purpose or organizing claim.
Thesis and/or main claim are insufficiently developed and/or vague; purpose is not clear.
Thesis and/or main claim are apparent and appropriate to purpose.
Thesis and/or main claim are clear and forecast the development of the paper. It is descriptive and reflective of the arguments and appropriate to the purpose.
Thesis and/or main claim are comprehensive. The essence of the paper is contained within the thesis. Thesis statement makes the purpose of the paper clear.
8.0 %
Argument Logic and Construction
Statement of purpose is not justified by the conclusion. The conclusion does not support the claim made. Argument is incoherent and uses noncredible sources.
Sufficient justification of claims is lacking. Argument lacks consistent unity. There are obvious flaws in the logic. Some sources have questionable credibility.
Argument is orderly, but may have a few inconsistencies. The argument presents minimal justification of claims. Argument logically, but not thoroughly, supports the purpose. Sources used are credible. Introduction and conclusion bracket the thesis.
Argument shows logical progression. Techniques of argumentation are evident. There is a smooth progression of claims from introduction to conclusion. Most sources are authoritative.
Clear and convincing argument presents a persuasive claim in a distinctive and compelling manner. All sources are authoritative.
Mechanics of Writing (includes spelling, punctuation, grammar, language use)
Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice and/or sentence construction are used.
Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice (register) and/or word choice are present. Sentence structure is correct but not varied.
Some mechanical errors or typos are present, but are not overly distracting to the reader. Correct and varied sentence structure and audience-appropriate language are employed.
Prose is largely free of mechanical errors, although a few may be present. The writer uses a variety of effective sentence structures and figures of speech.
Writer is clearly in command of standard, written, academic English.
Paper Format (use of appropriate style for the major and assignment)
Template is not used appropriately, or documentation format is rarely followed correctly.
Appropriate template is used, but some elements are missing or mistaken. A lack of control with formatting is apparent.
Appropriate template is used. Formatting is correct, although some minor errors may be present.
Appropriate template is fully used. There are virtually no errors in formatting style.
All format elements are correct.
Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style)
Sources are not documented.
Documentation of sources is inconsistent or incorrect, as appropriate to assignment and style, with numerous formatting errors.
Sources are documented, as appropriate to assignment and style, although some formatting errors may be present.
Sources are documented, as appropriate to assignment and style, and format is mostly correct.
Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error.
100 %
Total Weightage