Purpose of Assignment  The purpose of this assignment is to give students the opportunity to demonstrate knowledge and skills acquired in human resource evaluation

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Purpose of Assignment 

The purpose of this assignment is to give students the opportunity to demonstrate knowledge and skills acquired in human resource evaluation.  The project will incorporate multiple parts in order to develop a final presentation. First was the situational analysis (partnership assignment), then benchmarking and summarizing best practices (individual assignment), now the needs assessment (group assignment) will set the groundwork for the final recommendations. A needs assessment will integrate critical aspects generated from the situational analysis and best practices as related to the sustainable human resource management practices. Take into consideration the partners' project focus and related tensions that could impact project implementation success. What is missing? Where is the gap? Have various perspectives been explored? The needs assessment should take into account micro- (the individual stakeholders), meso- (the departments within the organizational), and macro-levels (the ecosystem as a whole).  

Program Competencies

• Human Resource Expertise 
• Business Acumen/Strategic Thinking
• Relationship Management
• Ethical Practice/Cultural Awareness

Program Learning Outcomes

Human Resource Expertise - Incorporate human resource theory, skill development, and best practices to assess the role of human resource management in supporting an organization’s human capital and business strategy by influencing and the attitudes and behaviors of employees and other workforce stakeholders.

Business Acumen/Strategic Thinking - Demonstrate the ability to align workforce development programs to support organizational performance by thinking strategically, understanding organizational strategies, and apply leadership skills.

Relationship Management - Manage interactions with key internal and external stakeholders through stakeholder analysis, effective communication, and consultative skills.

Ethical Practice/Cultural Awareness - Demonstrate an ability to integrate core values, integrity, and accountability throughout all organizational practices by considering the diverse perspectives and backgrounds of all stakeholders.

Assignment Description 

Needs Assessment - Complete the  template

Needs Assessment: Name of Project Student Names Name of your group Add Visual Logo or you could have a personal type logo date Highlights from the Situational Analysis (bullet points short phrases with action verbs) Overview of Micro-level Gap Analysis (Visual or Image Representation of Stakeholders – avoid word phrases, could be a picture or SmartArt) Highlights from Benchmarking & Best Practices (bullet points short phrases with action verbs) Overview Meso-level Gap Analysis (bullet points short phrases with action verbs) Overview of Macro-level Gap Analysis (bullet points short phrases with action verbs) Benchmarking - Best Practices Human resource management plays a vital role in ensuring that an organization or a business has the best workforce and maintains well-motivated employees who are productive and drive the organization towards its goals and success. St Mark community Education Program employs a volunteer program to attract talented human resources into its workforce. There are different insights into what attracts a particular volunteer in this field that helps provide an insight into the different aspects of human resource management and workforce motivation. The human resource department must focus on ensuring that the employees are focused and concentrated on the program's success. Nonetheless, the human resource personnel must focus on ensuring the department focuses on finding employees who match the program's needs. They also have to ensure that employees are retained by eliminating possible chances of turnover and churning. Potential problems may also be detected early enough, and mitigation measures are undertaken to ensure sustainability in the program. It also alleviates issues from other departments; however, the human resource manager must possess the appropriate skills to ensure the program's best practices that promote workforce continuity. Human resource managers must understand the scope of their job and the entails of the employee. Mike Oliver provides a close overview on volunteer development, onboarding volunteers, recruitment, and organizational culture in relation as employed in St Mark. These facets are of critical importance to the success of the program. The program requires proper management of the employees and mainly the volunteers to ensure its continuity. Understanding employee or volunteer needs can serve as one of the best approaches to dealing with significant hurdles often experienced in the workforce (Dauda & Singh, 2018). for example, volunteers may seek experience while others may want to contribute to the community. Understanding such factors may facilitate factors such as employee retention and workforce engagement. Understanding the workforce requires looking at individual preferences and drawing conclusions on how to instill motivation while ensuring the employees focus on the organization's goals. St Mark may employ concepts such as selective hiring in improving the productivity and output of the employee workforce are of critical importance to the organization (Lee, 2021). Selective hiring plays a pivotal role in investing in people as a pillar of organizational success (Kerdpitak & Jermsittiparsert, 2020). it helps in filtering out non-committed individuals from the program, which promotes productivity. Drawing strategies that encourage work output should be a key focus on any human resource personnel. For example, the human resource management at St Mark may decide that aligning their goals with those of the employees and providing benefits are vital to most of their employees and volunteers and hence develop highly competitive benefit programs and aligning goals. Such initiatives may allow the program to employ competitive employees and job seekers who join it and focus on its success. Employee engagement is another critical aspect of human resource management. St Mark can utilize engagement to motivate and instill morale in the volunteers and the existing employees. Employee engagement can be cultivated by using different programs that encourage them to focus their efforts on their success and the program (Mariappanadar, 2019). As HRM works to ensure engagement, extensive training may also facilitate better outcomes of the organization's production through the workforce. Training should focus on producing a better workforce that contributes to the development and progress of such an organization and or individual's professional development. Training may be based on different factors and may lie in various subjects or areas such as language teaching, which is the primary goal in St Mark Community Education Program(Pak et al., 2019). Benchmarking may help an organization, and the HRM refine its activities, procedures, and other norms. St Mark Community Education program could employ benchmarking as a source of insight and a potential tool for increasing output and performance. Benchmarking sources may be from different sources and may focus on a particular subject or outcome, such as for-profit education institutions or public institutes that dwell on similar programs. The key performance indicators (KPIs) should be one of the primary metrics of determining the workforce's output. Internal benchmarking, such as that used to evaluate performance, may help an organization determine whether the production is optimal or not (Basariya, 2020). Nonetheless, external benchmarking such as that used in competitors or other companies with excellent workforce may help in refining norms, procedures, and policies governing human resources. Conclusively, human resource management is a critical part of an organization and helps it focus on the human resource output. St Mark education program can use different means of shaping and refining the volunteer program as well as retaining the current employees. Managing the human resource and aligning with the Program's or community goals requires aptness and agility. The human resource best practices help generalize and bring out potential measures that optimize productivity. Efficiency in managing human resources is as critical as in other scarce resources that ought to be optimized. Nonetheless, failure to demonstrate agility and ability to deal with the ever-changing HRM means failure and low output performance. References Basariya, D. S. R. (2020). “A TORCH ON BENCH MARKING” As an Indicator of Best Practices in HRM. European Journal of Molecular & Clinical Medicine, 7(4), 1334-1341. Dauda, Y., & Singh, G. (2018). Assessment of human resource management best practices among private and public institutions. International Journal of Humanities and Social Sciences, 8(1). Kerdpitak, C., & Jermsittiparsert, K. (2020). The Impact of Human Resource Management Practices on Competitive Advantage: Mediating Role of Employee Engagement in Thailand. Systematic Reviews in Pharmacy, 11(1), 443-452. Lee, S. H. (2021). An Attention-Based View of Strategic Human Resource Management. Academy of Management Perspectives, 35(2), 237-247. Mariappanadar, S. (2019). Sustainable human resource management. Macmillan International Higher Education. Pak, K., Kooij, D. T., De Lange, A. H., & Van Veldhoven, M. J. (2019). Human Resource Management and the ability, motivation and opportunity to continue working: A review of quantitative studies. Human Resource Management Review, 29(3), 336-352. Dihan Wang 07/25/2021 Situational Analysis Scope of Project: The project's focus is on the situational analysis of the well-known organization and discussing the human resource theory and strategic thinking of the organization. The scope of situational analysis in the organizations is highly important because it combines different analyses tools, including SWOT and PESTLE, where the organization gets the idea of competition. The organization analyses are important because they direct the organizations to the right and aware of the situation inside and outside of the company. Once the situational analysis has been determined, it becomes easier for the organization to know its strengths and weaknesses. Moving on, situational analysis has a direct impact on the human resource management of a company. If the situational analysis is strong, showing the excessive strengths and fewer weaknesses of a company, it means HRM has implemented the solid and successful strategies and vice versa. The strategic thinking and implementation of HRM are pretty important in the project. It has been found that the situational analysis of a well-known organization will decide the HRM attributes for the company (Matthews, 2018). Organizational Context Amazon is the chosen company, and it is an American multinational company working in various countries. The industry where it has been working is cloud computing. Amazon has been giving importance to cloud computing, digital marketing and E-commerce. The number of employees, according to recent statistics, is 1298000 (McCray, 2012). The organization is working on cloud computing with wholesale as a regional context. The organizational structure of Amazon is hierarchical, where the different managers have been working for the people, and thousands of employees are working under their supervision. All the lower position staff are obliged to follow the higher management. The organizational structure has shown that it is not a person but a whole team working to accommodate the clients and customers (Denning, 2018). The culture and HRM strategy of Amazon is based on coordination and respect. All the managers have a cordial relationship with the employees. The culture of an organization is highly diverse, and it has been seen that the HR managers work to satisfy both the clients and employees. Though it is not an easy task to deal with such a huge multi-national company, it is found that Amazon is adopting the Human Capital Management system. The mission of Amazon is to provide services to customers at the lowest price, with the best selection and maximum convenience. The mission statement of Amazon refers that the customers should be provided with a wide range of products and services at the lowest rates with the choice of buyers by simply using the internet (Cattero, 2018). Stakeholder Analysis There are two types of stakeholders in every organization. The primary internal and external stakeholders have to work in coordination to create a suitable environment for the smooth working of a company. The primary internal stakeholders of the organization are the president, Chairman of Board, CEO, directors, managers, CEO, employees and the other staff members. They own the organization, and they help to run it across the globe. The external stakeholders are the customers, competitors, local communities, sellers and governments. More than 197 million visitors visit Amazon monthly, and most of them have prime membership of Amazon that is eligible only in the USA (Wayne, 2018). It has been found that these stakeholders play an important role in the company's success, and it cannot be successful without them. Both of them are necessary, and the company needs to evaluate the external stakeholders after regular intervals. It helps the company's organizational structure direct the employees in the right direction and encourage them to contribute to the company's success. The project focus is on the situational analysis and implementation of HRM strategy accordingly. As the criteria of stakeholder selection have been discussed, the rest of the aspects of situational analysis will be made in the project's final presentation. There are different aspects of situational analysis, but here, the SWOT analysis will be used. The SWOT analysis will explain the company's external and internal weaknesses and help the stakeholders improve the situation. Amazon is one of the biggest companies working in the E-commerce field, and it requires implementing a strong HRM strategy focusing on situational analysis. References Cattero, B., & D’Onofrio, M. (2018). Organizing and collective bargaining in the digitized "tertiary factories" of Amazon: Comparing Germany and Italy. In Working in digital and smart organizations (pp. 141-164). Palgrave Macmillan, Cham. Denning, S. (2018). The role of the C-suite in Agile transformation: The case of Amazon. Strategy & Leadership. Matthews, B. L., Harbin, J., & Daigle, J. (2018). The New York Times Versus Amazon: Is Jeff Bezos' head still in the clouds?. Journal of Organizational Psychology, 18(3). McCray, J. P., Gonzalez, J. J., & Darling, J. R. (2012). Transformational Crisis Management in Organizational Development: A Focus on the Case of Barnes & Noble vs Amazon. Organization Development Journal, 30(1). Wayne, M. L. (2018). Netflix, Amazon, and branded television content in subscription videoon-demand portals. Media, Culture & Society, 40(5), 725-741. Appendices Stakeholders Attributes Internal We already know that a whole system or a team is running the company. Jeff Bezos is CEO of the company, and there are thousands of employees working under his supervision. We know the culture and the HRM strategy of the company. The concerns are to evaluate the situational analysis based on SWOT analysis. External We need to know that how the competitors like E-bay can affect Amazon. The political analysis is required because the governments are external stakeholders, and the competition of Amazon is to be determined. https://research-methodology.net/amazon-organizational-structure-2-2/ https://www.garyfox.co/amazon-swot-analysis/