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The final project 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 at currently, and design a plan to get from where they are to where they want to be.
Milestone Two Prompt
Submit a 4–5 page paper analyzing the current state of the workforce for your chosen company. This information will be used as part of the final Human Resources Workforce Plan. Within the analysis of the current state, address the following:
I. 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?
II. Strategies
a. What is the 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.
III. 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.
Format: The Milestone Two Human Resources Workforce Plan Current State paper should follow these formatting guidelines: 4–5 pages, double spacing, 12-point Times New Roman font, 1-inch margins, and citations in APA format.
Instructor feedback: Students can find their feedback in the Grade Center.
Rubric
|
Critical Elements |
Exemplary |
Proficient |
Needs Improvement |
Not Evident |
Value |
|
Current State: Competency Gaps (Current State) |
Meets “Proficient” criteria and analysis is supported by specific examples (9-10) |
Detailed analysis of the current state of the workforce is presented (8) |
Current state of the company’s workforce is analyzed, but is lacking detail (7) |
Current state of the company’s workforce is not analyzed
(0-6) |
10 |
|
Current State: Competency Gaps (Current Workforce) |
Meets “Proficient” criteria and analysis is supported by one or more specific examples
(9-10) |
Gaps (or lack thereof) in current employee competencies are identified, along with the method used to draw that conclusion (8) |
Gaps (or lack thereof) in current employee competencies are identified, but the method used to draw that conclusion are not discussed |
Gaps (or lack thereof) in current employee competencies are not identified
(0-6) |
10 |
|
Current State: Competency Gaps (Identification) |
Meets “Proficient” criteria and provides greater detail, substantiated with examples and/or scholarly research
(9-10) |
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
(8) |
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 (7) |
Does not analyze the company’s systematic approach for identifying competency or skills gaps
(0-6) |
10 |
|
Current State: Competency Gaps (Strategy) |
Meets “Proficient” criteria and is analysis is multidimensional
(9-10) |
Current human resources strategy is analyzed for its integration with the company’s business strategy
(8) |
Current human resources strategy is identified, but the relationship with the company’s business strategy is not sufficiently analyzed (7) |
Current human resources strategy is not discussed or the company’s business strategy is not considered
(0-6) |
10 |
|
Current State: Strategies (Talent Development) |
Meets “Proficient” criteria and detail is insightful and substantiated by scholarly research (9-10) |
Provides in depth details on the strategic development strategy of the chosen organization
(8) |
Makes generalizations about the strategic development strategy of the chosen organization (7) |
Does not provide details on the company’s strategic development strategy
(0-6) |
10 |
|
Current State: Strategies (Employee Goals)
|
Meets “Proficient” criteria and detail is insightful and substantiated by scholarly research
(9-10) |
Evaluates the current strategic development strategy for its alignment with employee goals
(8) |
Provides some detail on the strategic development strategy of the chosen organization and employee goals, but does not identify a specific relationship (7) |
Does not discuss the company’s strategic development strategy in association with employee goals
(0-6) |
10 |
|
Current State: Strategies (Organizational Goals)
|
Meets “Proficient” criteria and detail is insightful and substantiated by scholarly research
(9-10) |
Evaluates the current strategic development strategy for its alignment with organizational goals
(8) |
Discusses the strategic development strategy of the chosen organization and organizational goals, but does not identify a specific relationship (7) |
Does not discuss the company’s strategic development strategy in association with organizational goals
(0-6) |
10 |
|
Current State: Training (Needs) |
Meets “Proficient” criteria and the needs are exceptionally well defined
(9-10) |
Identifies the training and employee development needs of the chosen company
(8) |
Identifies the training and employee development needs of the chosen company, but does so in a unclear manner (7) |
Does not identify the training and employee development needs of the chosen company
(0-6) |
10 |
|
Current State: Training (Integrated)
|
Meets “Proficient” criteria and analysis is supported by specific examples
(9-10) |
Determines if employee development needs are appropriately integrated in the company’s training and development program (8) |
Provides a general discussion of the integration of employee training and development needs in the company’s training and development program (7) |
Does not discuss integration of employee training and development needs
(0-6) |
10 |
|
Articulation of Response |
Submission has few errors related to citations, grammar, spelling, syntax, and organization and is presented in a professional and easy to read format (9-10) |
Submission has no major errors related to citations, grammar, spelling, syntax, or organization
(8) |
Submission has major errors related to citations, grammar, spelling, syntax, or organization that negatively impact readability and articulation of main ideas (7) |
Submission has critical errors related to citations, grammar, spelling, syntax, or organization that prevent understanding of ideas
(0-6) |
10 |
|
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