Fluent Essays

Submit your completed final project based on your work throughout this course and anything else that needs to be added Running head:  HR APPROACH PROPOSAL. 1  HR APROACH PROPOSAL 7 HR Approach Proposal Dale Rice 2-1 Milestone One: Strategy Proposal Outline August 04, 2021 An Introductory Cover Letter I am interested in exploring the Human resource management of Coca-Cola Company. Coca-Cola is an American multinational beverage company interested in manufacturing, selling and advertising non-alcoholic cold drink distillates and syrups. In this perspective, this proposal intends to explore Coca-Cola human resource management and determine the secrets behind the companys success. Coca-Cola is arguably one of the world’s fast-growing Beverage companies with one of the best human resource management (Batie & Agyekum 2021). Various companies will use the proposal outlined in this paper to improve their human resource management by making numerous adjustments in their human resource departments. Oneh (2021), Mazibuko & Govender (2017) and Batie & Agyekum (2021) are the main sources used to write this proposal. The potential for a universal outlook and cross-national methodology for HR specialists in improving social openness and exploiting the commonalities, standards, and individual exceptionality of administrative members. These include: A. Designating employers for projects abroad: Once U.S businesses develop into new countries, their management must decide who hires the services of existing staff and new employees sent abroad. B. It is developing a strategy to employ local nationals. It entails employing employees through a local cooperate presence which is the safest way to hire local nations. The process also entails using third-party agencies, which is faster than setting up a local cooperate presence. It also entails hiring independent contractors, which is a quick way of getting employees on board. C. The organization should understand and adhere to both local and international laws. It means that employers must be conversant with local and international employment laws in which the employee and company can terminate the employment contract with or without notice (Mazibuko & Govender 2017). D. They understand the applicable privacy laws. All privacy regulations should be adhered to, and thus, employers must understand all applicable laws that affect their global workers. The evidence-based approaches that incorporate sound, data-driven study, and critical decision making to back the goals, ideas, and mission of the association For an organization to effectively integrate a sound statistic driven to study and decision-making to support the company visions, the company should fully adhere to the evidence-based practices. These include: A. Acquiring clinical questions from employees, stakeholders and third parties B. Obtaining evidence on areas the company is doing badly C. Evaluating the evidence D. Applying the results E. Assessing the outcome The HR department can do the following to defend the reliability of both the business, its workers, and its organization practices. These includes: A. The company should address the importance of ethics among both employees and stakeholders. B. Keeping workers informed about the various matters that impact them C. Upholding promises and commitments to both employees and stakeholders D. Acknowledging and rewarding good character. E. HR should hold people accountable for their violation of ethical standards and particularly leaders. Ways of efficiently influencing operational customer service and cooperation approaches build and appeal associations with investors through confidence, cooperation, and direct communication. There are five strategies that companies can effectively leverage effective customer service and negotiation with customers and stakeholders. These includes: A. Listening to the other party’s issues and perceptions B. Being prepared before getting into a negotiation C. Keeping the negotiations professional and courteous D. Understanding the ultimate dynamics of negotiation and customer service E. Always being ready to draft the first form of the bargain Implementation Summary of the method to employee supervision There are various strategies that companies can use to manage their employees effectively. In this context, the management under the leadership of the human resource manager should set up an employee expectation and ensure every employee is aware of what the management expects of them whenever in the organization. In simple terms, each employee should be aware of the kind of output the organization expects from him in a certain given time. The management should reward employees for hard work and discipline to motivate others to conduct themselves in the same manner. Training employees on the required company standards and ethics is also vital in employee management. In the same perspective, the management should respect its employees since they are valuable assets to the company. Summary of approach to talent development and workforce planning In workforce planning, talent development requires the organization to consider the organizations current and future needs and establish the pathways and programs for talent growth. THEREFORE, the HR department should formulate the necessary actions to promote and sustain the growth of talents in the organization. Predictions for Return on Investment According to Oneh (2021), the company calculates its expected returns by multiplying the potential outcomes by the chances of each outcome happening and computing the results figures. After the company sets effective strategies for employee management, the expected outcomes on investments would likely be twice the investment. In the long run, the required changes in human resources about employee negotiation and interactions include treating employees as customer’s marketers and using customer experience as a metric for good service delivery. Additionally, focusing on developing the employee brand is among the major changes the human resource department should ensure is put in place. Conclusion There are various strategies that companies can use to manage their employees effectively. In this context, the management under the leadership of the human resource manager should set up an employee expectation and ensure every employee is aware of what the management expects of them whenever in the organization. The management should reward employees for hard work and discipline to motivate others to conduct themselves in the same manner. References Batie, G. D. I., & Agyekum, K. (2021). The effectiveness of project management practices and performance in the beverage industry in Ghana: A case of coca-cola Company (Doctoral dissertation). Mazibuko, J. V., & Govender, K. K. (2017). Exploring workplace diversity and organizational effectiveness: A South African exploratory case study. SA Journal of Human Resource Management, 15, 10. Oneh, C. A. (2021). Formation of an effective process of human resource management at the enterprise in modern conditions. Diploma Master Thesis. Running head: HR APPROACH PROPOSAL. 1 HR Approach Proposal Dale Rice 2 - 1 Milestone One: Strategy Proposal Outline August 04, 2021 Running head: HR APPROACH PROPOSAL. 1 HR Approach Proposal Dale Rice 2-1 Milestone One: Strategy Proposal Outline August 04, 2021 Running head: HUMAN RESOURCE STRATEGY PROPOSAL 1 HUMAN RESOURCE STRATEGY PROPOSAL 3 Human Resource Strategy Proposal Dale Rice OL-751-X5074 HR Management Capstone 21TW5 Contents Techniques of Progressing the Organization’s Dream and Mission through Operational Management and Critical Assessment and Decision Making. 3 The Universal Outlook And Cross-Cultural Methodologies Companies Should Use To Cultivate Ethnic Receptiveness And Diversity In Organizations. 3 Administrative Growth Efforts to Nurture Teamwork and Guide the Business through Changes 4 Submission Of Performance Administration And Total Rewards Plans To Entice, Motivate, And Keep A Greatly Skillful And Productive Staff. 4 A Strategy Of How to Successfully Build Robust Associations with All Shareholders through Trust, Teamwork, and Direct Communication 5 Assessment of How the HR Sector Will Continue Guarding the Integrity of the Business, Its Staff, and Its Organization Activities through Proper Risk Administration and Legal and Ethical Practices 5 References 6 Techniques of Progressing the Organization’s Dream and Mission through Operational Management and Critical Assessment and Decision Making. There are several approaches to evolving an organizations vision, mission by employing efficient leaders and evaluating the effectiveness of the decision-making process. However, employee efficient leaders and evaluating the decision-making process is not enough. In this perspective, the HR department must invest its time and resources in developing a company mission (Peirson et al., 2016). The importance of developing a company mission is that it bids both employees and general management to a common goal from which they should work together in achieving such goals. The HR team should narrow the organizations visions to explain the organizations aspirations concisely effectively. Narrowing an organizations vision has the impact of developing other aspects of the company’s strategic plans. The other important methods include communicating the organizational values to employees and aligning them to organizational missions and visions. In the long run, the organization should keep the organizational missions and visions focused. The Universal Outlook And Cross-Cultural Methodologies Companies Should Use To Cultivate Ethnic Receptiveness And Diversity In Organizations. The organization should increase workers understanding of their own and worldview and others through the HR department. According to Amir & McAuliffe (2020), workers should learn to respect the beliefs and perceptions of others irrespective of coming from a different background. In the same context, the HR department has the mandate to train employees on the best ways of critically examining their attitudes towards different people. The organization should bridge the culture gap by celebrating traditional holidays, festivals, and food. In the long run, the organization can train employees on global citizenship and always observe and listen to foreign customers and –colleagues. Administrative Growth Efforts to Nurture Teamwork and Guide the Business through Changes An administrative development refers to the objective-based practice that organizations use to initiate a change of systems in the firm. The Human resource department can achieve organizational development by initiating proper communications between the management and employees (Austin & Bartunek, 2019). Effective communication is always important in an organization because it helps the management engage employees in the entire organizational development. Similarly, effective communication helps the management ensure employees know the organizational visions and objectives concerning the organizational change. Similarly, an effective communication plan during an organizational change process helps regulate the inertia or fears due to the change by explaining the impacts to the people associated with it and explaining why it should implement it. Submission Of Performance Administration And Total Rewards Plans To Entice, Motivate, And Keep A Greatly Skillful And Productive Staff. In organizations, effective performance management requires the management to implement rewards and incentives to attract, motivate, and keep the highly skillful and productive workforce. These rewards usually entail bonuses to motivate hardworking employees and inspire others to work hard towards attaining the same recognition. According to Mujtaba & Shuaib (2017), an organization can motivate and inspire employees by using written and verbal praises, especially during organizational meetings and summits. The other effective performance management approaches include celebrating employee birthdays and setting up an employee appreciation day where the organization rewards employees for their outstanding efforts and loyalty. A Strategy Of How to Successfully Build Robust Associations with All Shareholders through Trust, Teamwork, and Direct Communication Building stronger relationships with stakeholders entail several aspects which an organization should implement. Firstly, through the human resource manager, the organization should understand who stakeholders are and engage them in one-on-one conversations (Pollack & Matous 2019). The HR manager should always communicate to stakeholders with clarity and honesty to build their trust and confidence in its management. Assessment of How the HR Sector Will Continue Guarding the Integrity of the Business, Its Staff, and Its Organization Activities through Proper Risk Administration and Legal and Ethical Practices According to Boella & Goss-Turner (2013), there are numerous ways through which the HR department can protect the integrity of the business and its employees. In this context, the HR department should talk to employees about maintaining proper ethics and codes in the organization. In the same perspective, the organization should acknowledge and reward good conduct for ensuring those who go against the organizational ethics and codes are held accountable and suffer the consequences of their actions. References Amir, D., & McAuliffe, K. (2020). Cross-cultural, developmental psychology: Integrating approaches and key insights. Evolution and Human Behavior, 41(5), 430-444. Austin, J. R., & Bartunek, J. M. (2019). Theories and practices of organizational development. Handbook of psychology, 12, 309-332. Boella, M., & Goss-Turner, S. (2013). Human resource management in the hospitality industry: A guide to best practice. Routledge. Mujtaba, B. G., & Shuaib, S. (2017). A total equitable rewards approach to pay for performance management. Journal of Management Policy and Practice, 11(4), 11-121. Peirson, L., Ciliska, D., Dobbins, M., & Mowat, D. (2016). Building capacity for evidence-informed decision making in public health: a case study of organizational change. BMC public health, 12(1), 1-13. Pollack, J., & Matous, P. (2019). Testing the impact of targeted team building on project team communication using social network analysis. International Journal of Project Management, 37(3), 473-484. Running head: HUMAN RESOURCE STRATEGY PROPOSAL 1 Human Resource Strategy Proposal Dale Rice OL - 751 - X5074 HR Management Capstone 21TW5 Running head: HUMAN RESOURCE STRATEGY PROPOSAL 1 Human Resource Strategy Proposal Dale Rice OL-751-X5074 HR Management Capstone 21TW5 3 Proposal Dale Rice OL-751-X5074 HR Management Capstone 21TW52 August 26, 2021 Operation of the strategy A project manager and source of the strategy under concern, great emphasis is laid on how it will operate from the point of implementation till the end of the project. Ensure that all the concerned parties in the department are familiarized with the strategy before taking a step ahead. If possible, carry out some training on employees to enhance social relations between them and be in the position to work with them efficiently and effectively (Mueller, 2020). The select new council was now different from that of the department that will aid in carrying out the tasks within the project cycle and should be favourable to everyone. Ensure there is deliberate communication to the head of that department and all other people around on what the project is all about. However, continuous empowering of people is an excellent concern, so that will help them recognize the superb work you have done( M. J., Moreira, Ferreira & Seruca, 2017). The department will be required to slowly observe and adjust to the changes in the organization since, as a matter of concern, we cannot exclude it because of its core objective. It will have to participate in bringing in new members who will be required. On the contrary, the department should maintain a high level of accuracy while approving the work that the head of the strategy has already performed. Still, if the project fits into whatever was in the plan, it is good to go. Make a strong agreement between the head of a department and the most petite person. Further, it will prepare progress on any event that leads to presenting work in time. Reference M. J., Moreira, Ferreira, F., & Seruca, I. (2017). Corporate training within digital transformation: The ToOW model. Mueller-Hanson, R. (2020). Driving Organizational Strategy Through Performance Management. Performance Management Transformation: Lessons Learned and Next Steps, 289. 1 Proposal Dale Rice OL - 751 - X5074 HR Management Capstone 21TW5 2 Au gust 26, 2021 Operation of the strategy 1 Proposal Dale Rice OL-751-X5074 HR Management Capstone 21TW52 August 26, 2021 Operation of the strategy Implementation and Conclusion 3 Implementation and Conclusion Dale Rice 7-1 Milestone Four OL-751-X5074 HR Management Capstone 21TW5 Executing Team Bonding Events A project is a temporary activity set up by individuals to operate within a period. It is made up of a team that bind up to execute all works of the desired project. A project is developed under stages that must be followed to bring a successful ending. However, before the project commences, a proposal should be defined from internal and external perspectives. The proposal includes title, start and end dates, objectives and goals, requirements and a brief description of the proposed solution. After that, when all planning on the selected project has been done, the final stage is to implement a strategy and conclude that will determine the projects success. Implementation Executing team bonding events is a procedural strategy set to ensure unity in an organization. Implementation stage of a project teaches how to execute works of a project. Various activities involved in planning are in form of actions and perhaps they might not occur because of disadvantages associated to it (Han, 2018). Monitoring the efficiency of a budget based on costs, structure and making appropriate readjustments is the key activity carried out here. However, it is the point where problems associated with the project idea are looked into and appropriate alterations made. Again if the whole process have been attended to and still it does not conform to the organizational objectives then this is the stage where corrections are made. Disparities that arise in this stage are dealt with before they are discovered in the workplace to avoid interfering with set goals. Thus, to address this issue, it is vital to bring up team building events. First, determine the organizations category and then make clear goals you must achieve within a period (Han, 2018). Highlight the importance of the strategy under consideration, then do a review. Still, the system under action should be able to embrace the talents of people in an organization to ease the process of training; subsequently, most people will have their interest. However, planning in the organization ought to be under the new strategy so that there is balance. Reporting progress about the project is carried out in the implementation stage. In this case the stakeholders are informed about the direction the project has taken and the status of that project. Transparency is key here to help in building trust between members in an organization. Besides, among the items under consideration output should be a matter of concern (Agyenim-Boateng & Kwofie, 2021). . Stationing of regular meetings to be held should be made a priority to discuss important points about the project. Success or failure in a project will depend on a specific strategy being implemented, and so, for example, the best will give results to a good one, unlike the bad ones. The proposal under action will help in bringing motivation in the workplace to encourage people to work together. Through this, people can address their weaknesses and eradicate competition which is a barrier to lack of development. Problems which arise as a result of the project are attended .The implementation strategy is essential because trust is built, people can communicate freely, and there is a lot of freedom, especially in communication. Practically this strategy can be implemented as long as returns are positive (Nold, 1982). These strategies can be done as a business simulation, office debates and better puzzles. Again, just as the wish of a specific project is to progress should the strategy be and ensue ethical practices within an organization. Those that do not conform to the set strategy should be readjusted to meet the requirements of a project. Conclusion Evaluation of project performance .Before closing project it is important to ensure that team members are aware of the goals and objectives of a project. Stakeholders ought to know their roles and ensure there is success in their actions. The organization will be very developed after implementing strategy due to the increased productivity brought about by the renewed strength among members who will be motivated (Agyenim-Boateng & Kwofie 2021). In addition, the trust built between members is unexplainable because, at that moment, every employee lies within the same range as fellow workers. In the organization under study, communication barriers were becoming an issue due to disrespect between employees and stakeholders. Besides, there was a decline in production, and indeed it was difficult to solve such problems. Team building strategy is thus here to provide the solution for the same so that progress is seen. Closing of the project after all the activities have been carried out is essential. However, considerations to be undertaken in the closing process should include whether success can be seen at the end of everything. If all has gone hand in hand with organizational goals then it is time for celebration. Finally, recognize the efforts of team accomplishments. Make interrogations with the team to discover whether the idea will be a success in the entire project. Consequently, much hope is laid on the new strategy if granted an opportunity to change the organization. This is the only barrier that its eradication will enable the institution to move a step ahead. On the other hand, when implemented, employees will benefit from what the project holds because transparency is guaranteed from then. References Agyenim-Boateng, A. B., & Kwofie, T. E. (2021). An inquiry into the contribution of team bonding factors to project success (Doctoral dissertation). Han, J. (2018). Team-bonding and team-bridging social capital: conceptualization and implications. Team Performance Management: An International Journal. Nold, E. G. (1982). Developing the proposal. American journal of hospital pharmacy, 39(6), 1032-1039. Implementation and Conclusion 1 Implementation and Conclusion Dale Rice 7 - 1 Milestone Four OL - 751 - X5074 HR Management Capstone 21TW5 Implementation and Conclusion 1 Implementation and Conclusion Dale Rice 7-1 Milestone Four OL-751-X5074 HR Management Capstone 21TW5 OL 751 Final Project Guidelines and Rubric Overview As the final step in your journey toward your Master of Science in Human Resource Management, you will complete a capstone that integrates the knowledge and skills you have developed in previous coursework and over the duration of the term. Overall, as you have seen in your course of studies, human resources (HR) is often viewed as a service department for the other departments and is not often enough seen as a partner in decision-making practices. To this end, you will create a strategy proposal that seeks to reposition HR from a simple administrative function to a key strategic role within an organization. Your capstone should showcase your skills and abilities relative to how you plan to be active during the decision-making process and situate yourself as a strategic asset on par with a middle or senior management position. You will also reflect on your journey through the Human Resource Management program and how your goals and plans fit within the profession. Evaluation of Capstone This capstone will be assessed somewhat differently from other courses you have taken online at SNHU. There are two separate components, but they both operate together to make up the whole capstone experience and are not assessed separately. You will be evaluated on both of them as a unit in determining whether you have demonstrated proficiency in each outcome. Your instructor will guide you through this process, keeping a running narrative of your strengths and weaknesses in relation to the outcomes as you progress through the class. Your work is expected to meet the highest professional standards. This assessment will address the following outcomes:  Leverage effective customer service and negotiation strategies that build engaging relationships with stakeholders through trust, teamwork, and direct communication  Integrate appropriate talent development and workforce planning strategies to effectively align employee competencies with business goals and provide a measurable return on investment for an organization  Operate as an effective business partner and leader in human resources through clear, concise, and accurate communication skills  Protect the integrity of the business, its employees, and its management practices through appropriate risk management and legal and ethical practices  Recommend appropriate evidence-based strategies that integrate sound, data-driven analysis and critical decision making to support the goals, vision, and mission of the organization  Articulate the importance of a global outlook and cross-cultural approach for human resource professionals in the interest of improving cultural competence and valuing the commonalities, values, and individual uniqueness of organizational members  Advance an organization’s vision and mission through effective leadership strategies that foster collaboration, promote consensus, and guide the organization through adversity and change with resilience and agility  Design, implement, and evaluate strategic human resource programs that deliver customized human resource solutions for organizational challenges and contribute to the success of the business Prompt Develop a human resource strategy proposal that outlines your recommendations for a complete strategic HR overhaul that will advance the global competitiveness of your chosen organization. Be sure to support your proposal with evidence and research you have gathered during your time in this course. Component One: Human Resources Strategy Proposal For the first of two capstone components, you will develop a well-organized HR strategy proposal that should lay the foundation for a solid plan to move the HR function from its present state (administrative or technical) to a strong, strategic player within the organization. You must first choose a company and then describe how you plan to position yourself and your department professionally as a strategic member of the organization. You may choose a real-world company with instructor approval. Keep in mind that the company you choose must be one that already competes at the global level or has the potential to compete in the global arena. The following sections should be included, but you are not limited to them: I. Cover Letter: This should be a professionally appropriate business letter addressing the senior management of your company. The letter should briefly introduce the intent of your proposal and detail the various parts that are to come (the proposal itself and how you would implement the proposal, should it be approved). The letter should also use information and evidence supporting your plan that would excite your target audience into reading your proposal. II. The HR Strategy Proposal: This should include a detailed plan of how you will advance the organization’s vision and mission through effective leadership strategies that foster collaboration, promote consensus, and guide the organization through adversity and change with resilience and agility. Data analysis should be provided to further support your proposal and should also include opposing viewpoints on this issue and explain how your strategy is preferable. Overall, your analysis should highlight how the HR department will operate as an effective business partner and leader. Your strategy proposal should include, on the whole, a synthesis of the themes and ideas that you have learned during your time in the program. Specifically, your HR proposal should include the following: o 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 o Appropriate evidence-based strategies that integrate sound, data-driven analysis and critical decision making to support the goals, vision, and mission of the organization o An evaluation of 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 o A plan of how to effectively leverage effective customer service and negotiation strategies that build engaging relationships with stakeholders through trust, teamwork, and direct communication III. Implementation: In this section, you should explain how you would approach employee management at the chosen organization should this proposal be accepted. If the changes you have proposed are accepted, include strategies on how to manage talent development and workforce planning, followed by an analysis of a measureable return on investment. You should also include how the role of the human resources department would change with regard to employee negotiations and interactions. IV. Conclusion: In this final section of the text, you will summarize your proposal and explain how and why your HR strategy proposal is worthy of implementation, while highlighting the practical implications of your proposal for your target audience(s). You should also discuss how you will ensure that your proposal conforms to common business ethical standards. Guidelines for Submission: Your Component One submission should be 15 to 20 pages in length (in addition to elements such as the title page and reference pages). The document should use double spacing, 12-point Times New Roman font, and one-inch margins. It should follow professional industry standards and include all necessary elements that one would find in a research proposal. It should include a title page, table of contents, professional bibliography, and appendices, if applicable. The information should be cited according to the rules in the Publication Manual of the American Psychological Association, sixth edition. You may include illustrations, photographs, graphs and charts, and other nontextual materials as needed to support the underpinning proposal (though all of the latter should be placed in an appendix or appendices if used). Component Two: Professional Reflection For the second and final component of your final project, you will write an essay in which you discuss the process and outcomes of this project, as well as how your coursework culminated in the project. This may include discussions of unforeseen problems or obstacles, and any surprises. The essay should also discuss your identified strengths and problems that you encountered while completing the project. Finally, the essay will examine how the final project will be useful in the job market or in furthering your education. You should envision this component as a personal reflection on the capstone and your experience in the Human Resource Management program as a whole. For instance, relative to the capstone, you could discuss what you did (or intended to do) and then consider what worked well, what challenges you faced, and what you would change or do differently to make your experience better. In reflecting on your time here at SNHU, you might discuss where you started, where you have ended up, where you see yourself going, and so on. Note that this component is not about evaluating the capstone itself but rather your experience within the capstone project. Some of the topics that you could address in this final component of this capstone may include the following:  Overall, what was your capstone experience like?  Reflect on the significance of the capstone in relation to your own experience at SNHU.  What connections do you see between your capstone and your academic program?  How will you apply what you have learned to your future academic and/or professional life? Milestones Milestone One: Strategy Proposal Outline In Module Two, you will choose your organization by reviewing companies of interest to you. You will also submit an outline that concisely provides a high level overview of the structure your final project will take. This milestone will be graded with the Milestone One Rubric. Milestone Two: Cover Letter In Module Three, you will submit a draft of the first part of your final submission, the cover letter. This milestone will be graded with the Milestone Two Rubric. Milestone Three: Proposal Content In Module Five, you will submit a draft of your HR proposal, which should highlight how the HR department, under your leadership, will operate as an effective business partner. This milestone will be graded with the Milestone Three Rubric. Milestone Four: Implementation and Conclusion In Module Seven, you will submit a draft of the final two sections (implementation and conclusion) of your proposal. This milestone completes your detailed HR proposal, which should include, on the whole, a combination of the concepts that you have learned during your time in the Human Resource Management program. This milestone will be graded with the Milestone Four Rubric. Final Project Submission: Human Resources Strategy Proposal and Professional Reflection In Module Nine, you will submit your completed strategy proposal based on your work throughout this course. Additionally, you will write a short personal reflection on your experiences and what you learned throughout this capstone course, your process in developing your HR strategy proposal, and your experience in the Human Resource Management program. Final Project Rubric This rubric will be applied to both components as a whole, and neither component will be assessed on its own. The “Possible Indicators of Success” are examples for you and the instructor of the types of concepts to look for to demonstrate proficiency. They are neither exhaustive nor proscriptive and should be used as guides for illustrating how your capstone embodies the outcome. All outcomes are weighted equally. OL-751-01: Leverage effective customer service and negotiation strategies that build engaging relationships with stakeholders through trust, teamwork, and direct communication Proficient 100\% Not Proficient 0\% Possible Indicators of Success Does student demonstrate his or her ability to leverage effective communication among key stakeholders? Does student demonstrate his or her ability to articulate sound negotiation strategies in an effort to build effective relationships with internal stakeholders? Does student demonstrate his or her ability to build engaging relationships with target audiences? Does student demonstrate his or her ability to potentially gain trust and encourage teamwork through direct communication activities? OL-751-02: Integrate appropriate talent development and workforce planning strategies to effectively align employee competencies with business goals and provide a measurable return on investment for an organization Proficient 100\% Not Proficient 0\% Possible Indicators of Success Does student demonstrate his or her ability to forecast a talent development strategy that aligns with current and future organizational strategic goals? Does student demonstrate his or her ability to plan a future workforce strategy that aligns with current and future organizational strategic goals? Does student demonstrate his or her ability to provide a measurable return on investment for an organization? Does student demonstrate his or her ability to potentially identify and capitalize on employee competencies as they relate to business goals and sustainability? OL-751-03: Operate as an effective business partner and leader in human resources through clear, concise, and accurate communication skills Proficient 100\% Not Proficient 0\% Possible Indicators of Success Does student demonstrate his or her ability to become an effective business partner by demonstrating high-value, business-enhancing strategic contributions focused on organizational strategic goals and sustainability? Does student demonstrate his or her ability to lead the human resource function from a low-value transactional and/or administrative function to one that significantly contributes to building and sustaining the organization’s competitive advantage? Does student demonstrate his or her ability to potentially collaborate with key stakeholders in the dissemination of information and crafting of professional communications that align with the needs and dispositions of targeted audiences? OL-751-04: Protect the integrity of the business, its employees, and its management practices through appropriate risk management and legal and ethical practices Proficient 100\% Not Proficient 0\% Possible Indicators of Success Does student demonstrate his or her ability to devise a plan for the analysis of data and critique opposing viewpoints in ways that meet business ethical standards and protect the integrity of the business? Does student demonstrate his or her ability to identify ethical practices and standards within an organization that could adversely affect management and employees resulting from the implementation of the HR proposal? Does student demonstrate his or her ability to mitigate risk by incorporating human capital management theories, models, and tools into the proposal? Does student demonstrate his or her ability to evaluate how HR will continue protecting the integrity of the business, its employees, and its management practices through appropriate risk management and legal and ethical practices? Does student demonstrate his or her ability to create a framework for practice that promotes legal and ethical approaches to human resource management? Does student demonstrate his or her ability to assess the capstone experience for its application to future academic and/or professional life? OL-751-05: Recommend appropriate evidence-based strategies that integrate sound, data-driven analysis and critical decision making to support the goals, vision, and mission of the organization Proficient 100\% Not Proficient 0\% Possible Indicators of Success Does student demonstrate his or her ability to understand and integrate evidence-based HR and business strategies in supporting the organizational goals, vision, and mission? Does student demonstrate his or her ability to interpret and recommend HRM-based metrics or appropriate HR strategies that integrate sound, data-driven analysis in supporting the organizational goals, vision, and mission? Does student demonstrate his or her ability to make critical decisions enhancing strategic contributions focused on supporting the organizational goals, vision, and mission? Does student demonstrate his or her ability to integrate and synthesize an analysis of the scholarly debate among subject matter experts and HR professionals for recommending appropriate evidence-based strategies? OL-751-06: Articulate the importance of a global outlook and cross-cultural approach for human resource professionals in the interest of improving cultural competence and valuing the commonalities, values, and individual uniqueness of organizational members Proficient 100\% Not Proficient 0\% Possible Indicators of Success Does student demonstrate his or her ability to evaluate and articulate the importance of a global outlook as it relates to an organization’s HR strategies? Does student demonstrate his or her ability to interpret the importance of diversity and its relevance in breaking down cultural barriers within an organization? Does student demonstrate his or her ability to appropriately address and capitalize on the commonalities, values, and individual uniqueness of organizational members? OL-751-07: Advance an organization’s vision and mission through effective leadership strategies that foster collaboration, promote consensus, and guide the organization through adversity and change with resilience and agility Proficient 100\% Not Proficient 0\% Possible Indicators of Success Does student demonstrate his or her ability to articulate effective leadership strategies focused on supporting the organizational goals, vision, and mission? Does student demonstrate his or her ability to address the need to foster collaboration, promote consensus, and guide an organization through adversity throughout the HR proposal? Does student demonstrate his or her ability to potentially maintain resilience and agility when implementing a HR strategy? OL-751-08: Design, implement, and evaluate strategic human resource programs that deliver customized human resource solutions for organizational challenges and contribute to the success of the business Proficient 100\% Not Proficient 0\% Possible Indicators of Success Does student demonstrate his or her ability to design a comprehensive and implementation-worthy HR proposal that articulates the vision of where the company’s HR function should be and how it plans to get there in relation to where it is positioned currently? Does student demonstrate his or her ability to evaluate multiple strategic HR programs and incorporate them into a strategic HR proposal aimed at contributing to the success and sustainability of the business? Does student demonstrate his or her ability to create and present a professional final product that delivers a customized HR solution to overcome organizational challenges designed to contribute to the success and sustainability of the business?