OL 655: Final Project Guidelines and Rubric Overview The final assessment for this course is the creation of a Human Resources Workforce Plan on a company of your choice (approved by your instructor)

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OL 655: Final Project Guidelines and Rubric Overview The final assessment for this course is the creation of a Human Resources Workforce Plan on a company of your choice (approved by your instructor). The current state of the chosen organization’s workforce will be examined, and plans to meet organizational goals will be detailed. The workforce plan will describe the process that a human resource manager must take in order to achieve the desired results, supported by scholarly research. The final artifact will be a document worthy of presentation to future employers as a methodical approach in identifying and resolving talent development and workforce planning discrepancies. The proposed workforce plan should cover talent development and workforce planning as they relate to the organizational goals of projected growth and projected reductions, as well as current staffing level. The “big picture” view is to determine, from an HR standpoint, where the company wants to go, assess where they are currently, and design a plan to get from where they are to where they want to be. The project is divided into three milestones and one final submission, which will be submitted at various points throughout the course to scaffold learning and ensure quality final submissions. These milestones will be submitted in Modules Three, Five, and Seven. The final submission will occur in Module Nine. Outcomes This assignment will assess your mastery with respect to the following course outcomes: • • • • • Analyze gaps in employee competencies utilizing job descriptions, job analysis, and organizational needs to ensure the human resources strategy is integrated with the business strategy Forecast workforce needs for growth and reductions based on organizational strategic goals and objectives Evaluate talent development strategies for alignment with employee and organizational goals Assess employee development needs for the extent to which they are integrated in organizational training and development programs Evaluate succession planning for its relationship to organizational sustainability Relate an organization’s human resources opportunities and challenges to the advancement of the vision and mission of the organization Prompt and Guidelines Your Human Resources Workforce Plan should address the following question: In order to guide a company to meet its strategic initiatives, what considerations must a human resources professional contemplate in the proposal of human resource solutions? Specifically, the following critical elements must be addressed: Introduction: Introduce your audience to the purpose and scope of your chosen company. I. Give an overview of your company, including the type of company (profit/non-profit, public/private), years in existence, products/services offered, and strategic goals and objectives. Current State: An assessment of the current state of a company’s workforce is often used as starting place for desired changes. Specifically, address the questions below. I. II. III. Competency Gaps a. What is the current state of the workforce of your company? b. Based on the company’s strategic goals, are there gaps in the competencies of the current workforce? Explain how you identified these gaps (or lack of gaps). c. Does the company systematically identify competency (or skill) gaps for workforce planning and development purposes? If so, explain their current process, including the types of data used for analysis. If not, provide a framework for identifying gaps in the current workforce. d. What is the current human resources strategy for your company? Is it integrated with the company’s business strategy? Strategies a. What is the strategic talent development strategy for your organization? Is it apparent to employees? b. Does this strategy align with employee goals? Discuss. c. Does the strategy align with organizational goals? Discuss. Training a. Identify the training and employee development needs at your company. b. Are these needs currently integrated in a training and development program? Explain. Recommendations: An important part of a workforce plan is the recommendations, based on valid evidence. These recommendations should support a company’s strategic goals, leading the company in its desired direction. I. Forecast – In order to alleviate gaps in the current workforce to future needs, forecast and provide recommendations based on alignment with organizational goals for company: a. Growth b. Reduction II. Succession Planning – As part of a company workforce plan, individual employees’ training and talent development must be considered. For your chosen company, address the following: a. Evaluate succession planning for its relationship to organizational sustainability. If the company does not utilize succession planning, give reasons for the omission of such a feature. b. What recommendations would you make to this company in regards to succession planning? Explain your rationale. Conclusion: Provide concluding thoughts on the use of the following to advance the company’s organizational mission and vision: a. Human resource opportunities b. Human resource challenges Milestones Milestone One: Human Resources Workforce Plan Introduction In task 3-2, you will submit Human Resources Workforce Plan Milestone One: Introduction. The introduction should include the purpose and scope of your chosen company, including an overview of your company. The overview should include the type of company (profit/non-profit, public/private), the number of years in existence, the products/services offered, and the company’s strategic goals and objectives. This milestone is graded with the Milestone One: Human Resources Workforce Plan Introduction Rubric. Milestone Two: Human Resources Workforce Plan Current State In task 5-2, you will submit Human Resources Workforce Plan Milestone Two: Current State, in which you will analyze the current state of the workforce of the company you chose for your final project. Your analysis of the current state of the workforce should include an evaluation of competency gaps, strategies, and training. This milestone will be graded with the Milestone Two: Human Resources Workforce Plan Current State Rubric. Milestone Three: Human Resources Workforce Plan Recommendations In task 7-2, you will submit Human Resources Workforce Plan Milestone Three: Recommendations, in which you will discuss your recommendations for the company you chose to analyze for your final project. Your recommendations should support the company’s strategic goals and include forecasting and succession planning. This milestone will be graded with the Milestone Three: Human Resources Workforce Plan Recommendations Rubric. Final Submission: Human Resources Workforce Plan In task 9-2, you will submit the final product of your Human Resources Workforce Plan. The final product should be a complete, polished artifact adhering to the instructions set forth within the Prompt and Guidelines section. It should also reflect changes based on the incorporation of feedback. This milestone will be graded using the Final Product Rubric (below). Deliverable Milestones Milestone 1 2 3 Deliverables Human Resources Workforce Plan Introduction Human Resources Workforce Plan Current State Human Resources Workforce Plan Recommendations Final Product: Human Resources Workforce Plan Module Due Three Five Seven Nine Grading Graded separately; Milestone One: Human Resources Workforce Plan Introduction Rubric Graded separately; Milestone Two: Human Resources Workforce Plan Current State Rubric Graded separately; Milestone Three: Human Resources Workforce Plan Recommendations Rubric Graded separately; Final Product Rubric Final Product Rubric Requirements of Submission: The Human Resources Workforce Plan should be a 10-12 page document (not including the cover page or reference page), double spaced, written in APA format, Times New Roman 12 point font. The inclusion of a minimum of seven scholarly resources is required to support your work. A cover page and a reference page should be included. Critical Elements Introduction Exemplary (100%) Meets “Proficient” criteria and submission provides additional substantial details Current State: Competency Gaps (Current State) Current State: Competency Gaps (Current Workforce) Meets “Proficient” criteria and analysis is supported by specific examples Current State: Competency Gaps (Identification) Meets “Proficient” criteria and detail is insightful and substantiated by scholarly research Current State: Competency Gaps (Strategy) Meets “Proficient” criteria and analysis is multidimensional Current human resources strategy is analyzed for its integration with the company’s business strategy Current State: Strategies (Talent Development) Meets “Proficient” criteria and detail is insightful and substantiated by scholarly research Provides in depth details on the strategic development strategy of the chosen organization Meets “Proficient” criteria and analysis is supported by specific examples Proficient (90%) An overview of the chosen company is given, including the company’s strategic goals and objectives Detailed analysis of the current state of the workforce is presented Needs Improvement (70%) An overview of the chosen company is given, but does not include the company’s strategic goals and objectives Current state of the company’s workforce is analyzed, but is lacking detail Not Evident (0%) An overview of the company is not given Value 5 Current state of the company’s workforce is not analyzed 4 Gaps (or lack thereof) in current employee competencies are identified, along with the method used to draw that conclusion Analyzes the company’s systematic approach (or lack of an approach) for identifying competency or skills gaps and relates them to workforce planning and development Gaps (or lack thereof) in current employee competencies are identified, but the method used to draw that conclusion are not discussed Analyzes the company’s systematic approach (or lack of an approach) for identifying competency or skills gaps, but does not relate them to workforce planning and development Current human resources strategy is identified, but the relationship with the company’s Business strategy is not sufficiently analyzed Gaps (or lack thereof) in current employee competencies are not identified 4 Does not analyze the company’s systematic approach for identifying competency or skills gaps 4 Current human resources strategy is not discussed or the company’s business strategy is not considered 4 Makes generalizations about the strategic development strategy of the chosen organization Does not provide details on the company’s strategic development strategy 5 Current State: Strategies (Employee Goals) Meets “Proficient” criteria and detail is insightful and substantiated by scholarly research Evaluates the current strategic development strategy for its alignment with employee goals Provides detail on the strategic development strategy of the chosen organization and employee goals, but does not identify a specific relationship Does not discuss the company’s strategic development strategy in association with employee goals 5 Current State: Strategies (Organizational Goals) Meets “Proficient” criteria and detail is insightful and substantiated by scholarly research Evaluates the current strategic development strategy for its alignment with organizational goals Does not discuss the company’s strategic development strategy in association with organizational goals 5 Current State: Training (Needs) Meets “Proficient” criteria and the needs are exceptionally well defined Identifies the training and employee development needs of the chosen company Provides detail on the strategic development strategy of the chosen organization and organizational goals, but does not identify a specific relationship Identifies the training and employee development needs of the chosen company, but does so in an unclear manner Does not identify the training and employee development needs of the chosen company 7 Current State: Training (Integrated) Meets “Proficient” criteria and analysis is supported by specific examples 7 Meets “Proficient” criteria and recommendations are supported by valid evidence Provides a general discussion of the integration of employee training and development needs in the company’s training and development program Workforce needs are forecasted based on organizational strategic goals in relation to company growth, but no recommendations are given Does not discuss integration of employee training and development needs Recommendations: Forecast (Growth) Workforce needs are not forecasted for growth 7 Recommendations: Forecast (Reduction) Meets “Proficient” criteria and recommendations are supported by valid evidence Determines if employee development needs are appropriately integrated in the company’s training and development program Workforce needs are forecasted based on organizational strategic goals in relation to company growth and recommendations are given to alleviate gaps Workforce needs are forecasted based on organizational strategic goals in relation to a company reduction and recommendations are given to alleviate gaps) Workforce needs are forecasted based on organizational strategic goals in relation to a company reduction, but no recommendations are given Workforce needs are not forecasted for reduction 7 Recommendations: Succession Planning (Evaluation) Meets “Proficient” criteria and analysis is supported by scholarly research Evaluates succession planning as it relates to the company’s workforce development plan Evaluates succession planning, but does not address its connection with the workforce development plan Does not evaluate succession planning 7 Recommendations: Succession Planning (Rationale) Meets “Proficient” criteria and recommendations are supported by valid evidence, example, or research Recommendations are given for succession planning, along with their justification Recommendations are given for succession planning, but are not justified Recommendations are not given for succession planning 7 Conclusion (Opportunities) Meets “Proficient” criteria and cites relevant sources to support concluding thoughts Provides closing remarks concerning the utilization of human resource opportunities to support the company’s mission and vision Does not provide closing remarks on human resources opportunities 7 Conclusion (Challenges) Meets “Proficient” criteria and cites relevant sources to support concluding thoughts Does not provide closing remarks on human resources challenges 7 Articulation of Response Submission is free of errors related to citations, grammar, spelling, syntax, and organization and is presented in a professional and easy to read format Provides closing remarks concerning the human resource challenges that could be used to support the company’s mission and vision Submission has no major errors related to citations, grammar, spelling, syntax, or organization Provides closing remarks concerning human resource opportunities, but does not adequately relate those opportunities to the mission or vision Provides closing remarks on human resource challenges, but does not adequately address how they are related to the mission or vision Submission has major errors related to citations, grammar, spelling, syntax, or organization that negatively impact readability and articulation of main ideas Submission has critical errors related to citations, grammar, spelling, syntax, or organization that prevent understanding of ideas 8 Total 100%