Formulate project groups and assign roles.

Tasks:

Confirm Group Members and Roles:

·     Formulate your project groups by Week 5. Confirm the members of each group and assign specific roles to each member based on their strengths and expertise.

·     Ensure that each group member understands their responsibilities and contributions to the overall project.

·     Begin Initial Research on HR Strategic Analysis Topics – This activity must be done by the whole class and submission must be made as one document to the RIIPEN platform

Commence your research on HR strategic analysis topics. This includes understanding the key components of a comprehensive HR strategic analysis, such as job analysis, recruitment strategies, performance evaluation systems, and compliance with human rights legislation.

Utilize scholarly articles, books, and reputable online sources to gather information on current trends, best practices, and case studies in the field of strategic human resource management.

Identify Relevant Literature, psychological theories, and/or Case Studies.

Identify and compile relevant literature, theories, and case studies related to HR strategic analysis. Look for materials that provide insights into the various components of the project, such as best practices in job analysis, recruitment strategies, and performance evaluation.

Consider theoretical frameworks in psychology and human resource management that could enhance the understanding and implementation of your assigned tasks.

Note

·     Collaboration is key. Communicate effectively within your class for this initial foundation activity to ensure a mutual understanding of individual roles and project goals.

·     Use the RIIPEN platform and other collaboration tools to facilitate discussions and coordinate tasks.

·     This milestone sets the foundation for a successful project. Your group's ability to efficiently organize and initiate the research phase will contribute significantly to the overall quality of the HR strategic analysis.

Tasks:

Evaluate Existing Staffing Programs for Effectiveness and Legal Compliance:

·     Conduct a thorough evaluation of existing staffing programs within the organization.

·     Assess their effectiveness in achieving recruitment and HR goals.

·     Ensure compliance with legal requirements and employment legislation.

·     Incorporate Organizational Psychology Theories on Performance Appraisal:

·     Integrate organizational psychology theories related to performance appraisal into the evaluation.

·     Assess how well the existing staffing programs align with these theories and principles.

Submission Guidelines for Milestone 2b

Group leaders or designated members are required to upload a document summarizing key information for Milestone 2 from group 2b.

The document should include:

Evaluation of Existing Staffing Programs:

·     Provide a comprehensive evaluation of existing staffing programs.

·     Assess their effectiveness in achieving organizational goals and their compliance with legal requirements.

Incorporation of Organizational Psychology Theories:

·     Detail the organizational psychology theories related to performance appraisal that were incorporated into the evaluation.

·     Discuss how these theories informed the assessment of the staffing programs.

Recommendations for Improvement:

·     Based on the evaluation, provide recommendations for improving existing staffing programs.

·     Align your recommendations with organizational psychology principles for enhanced performance appraisal.

Consideration of Company Goals and Strategic Objectives:

·     Reinforce how your staffing program evaluation aligns with the company's overarching goals and strategic objectives.

·     Highlight the role of organizational psychology theories in enhancing the effectiveness of the staffing programs.

Document Length:

Aim for a concise document, approximately 2 to 3 pages, effectively communicating your staffing program evaluation and recommendations.

Submission Method:

Upload the document to the designated area on the RIIPEN platform.

Tasks:

Conduct Job Analysis for Specified Positions in the company:

·     Initiate and conduct a thorough job analysis for the specified positions as finalized in discussions with the CEO.

·     Utilize appropriate methods to identify key knowledge, skills, abilities, and requirements for each position.

Develop a Job Description with KSAOs Specifications:

·     Based on the job analysis, make a comprehensive job description that includes specific Knowledge, Skills, Abilities, and Other characteristics (KSAOs) required for each position.

·     Ensure that the job description aligns with psychological theories related to job analysis and individual differences.

Identify Assessment Tools Aligned with Psychological Theories:

·     Explore and identify assessment tools that effectively measure the identified KSAOs for the specified positions.

·     Align your choice of assessment tools with relevant psychological theories to enhance the depth of your analysis.

Submission Guidelines for Milestone 2a

Group leader or designated members are required to upload a document summarizing key information for Milestone 2a

The document should include:

Summary of Job Analysis:

Provide a brief overview of the job analysis conducted for the specified positions.

Highlight key findings regarding knowledge, skills, abilities, and requirements.

Job Description with KSAOs Specifications:

·     Present the job description for each specified position (positions), including detailed KSAOs specifications.

·     Clearly detail how the job description aligns with psychological theories related to job analysis and individual differences.

Identification of Assessment Tools:

·     List and explain the assessment tools chosen for measuring KSAOs for the specified positions.

·     Discuss the alignment of these tools with relevant psychological theories.

Consideration of Company Goals and Strategic Objectives:

·     Reinforce how the job analysis, job description, and assessment tools contribute to the company's goals and strategic objectives.

·     Explain the relevance of psychological theories in enhancing the understanding and implementation of these tasks.

Document Length

Aim for a well-organized and concise document, approximately 2-3 pages, to effectively communicate the details of your job analysis and description deliverable.

Submission Method

Upload the document to the designated area on the Riipen platform.

Tasks:

Design a Recruitment Plan for the Target Job/Jobs:

·     Develop a comprehensive recruitment plan outlining the strategies to attract qualified candidates for the specified target job/jobs.

·     Consider channels, methods, and timelines for recruitment activities.

Develop Interview Structures and Scoring Systems:

·     Create structured interview processes for evaluating candidates for the target job/jobs.

·     Design scoring systems to objectively assess candidate performance during interviews.

·     Integrate Relevant Recruitment and Selection Theories:

·     Integrate theories on effective recruitment and selection, such as person-organization fit and social cognitive theory, to inform your strategies.

·     Justify your choices by explaining how these theories enhance the overall effectiveness of your recruitment and selection approach.

Submission Guidelines for Milestone 3

Group leader or designated members are required to upload a document summarizing key information for Milestone 3

The document should include:

Recruitment Plan:

Present a detailed recruitment plan for the specified target job/jobs.

Outline strategies, channels, and timelines for sourcing and attracting qualified candidates.

Interview Structures and Scoring Systems:

·     Provide a breakdown of the structured interview processes designed for evaluating candidates.

·     Include the scoring systems to objectively assess candidate performance.

Integration of Relevant Theories:

·     Explain how relevant recruitment and selection theories have been integrated into your strategies.

·     Justify your choices by illustrating how these theories enhance the overall effectiveness of your recruitment and selection approach.

Consideration of Company Goals and Strategic Objectives:

·     Reinforce how your recruitment and selection strategy aligns with the company's overarching goals and strategic objectives.

·     Highlight the impact of the chosen theories on achieving successful recruitment outcomes.

Document Length:

Aim for a concise document, approximately 2 to 3 pages, effectively communicating your recruitment and selection strategy.

Submission Method:

Upload the document to the designated area on the RIIPEN platform.

Tasks:

Create an Effective Performance Evaluation System for Specified Organizational Structures:

·     Suggest performance evaluation system tailored to the specified organizational structures.

·     Define key performance indicators (KPIs) and assessment criteria for evaluating employee performance.

Incorporate Motivation Theories and Performance Appraisal Models:

Integrate motivation theories into the design of the performance evaluation system.

Utilize performance appraisal models to ensure a fair and objective assessment process.

Submission Guidelines for Milestone 3b

Group leaders or designated members are required to upload a document summarizing key information for Milestone 3b.

The document should include:

Performance Evaluation System:

·     Present the design of the performance evaluation system for the specified organizational structures.

·     Outline key components, including KPIs and assessment criteria.

Incorporation of Motivation Theories:

·     Detail the motivation theories that were incorporated into the performance evaluation system design.

·     Explain how these theories contribute to fostering motivation and employee engagement.

Utilization of Performance Appraisal Models:

·     Describe the performance appraisal models utilized in the design of the system.

·     Discuss how these models ensure fairness and objectivity in the evaluation process.

Implementation Plan:

·     Provide a brief implementation plan for rolling out the new performance evaluation system.

·     Include considerations for communication, training, and feedback mechanisms.

Document Length:

Aim for a concise document, approximately 2 to 3 pages, effectively communicating the details of your performance evaluation system.

Submission Method:

Upload the document to the designated area on the RIIPEN platform.

Tasks:

Evaluate Staffing Systems for Compliance with Canadian and Provincial Human Rights and Employment Legislation:

·     Conduct a comprehensive evaluation of staffing systems to ensure compliance with both Canadian and Provincial Human Rights and employment legislation.

·     Identify any potential areas of non-compliance and propose corrective measures.

Integrate Relevant Legal and Ethical Theories into the Evaluation:

·     Integrate relevant legal and ethical theories into the evaluation process.

·     Provide/ suggest a framework for understanding how these theories guide and inform decisions related to compliance.

Submission Guidelines for Milestone 4b

Group leaders or designated members are required to upload a document summarizing key information for Milestone 4b

Evaluation of Staffing Systems for Compliance:

·     Present the results of the evaluation of staffing systems for compliance with Canadian and Provincial Human Rights and employment legislation.

·     Highlight areas of compliance and identify any potential non-compliance issues.

Integration of Legal and Ethical Theories:

·     Detail the legal and ethical theories that were integrated into the evaluation process.

·     Explain how these theories provide a foundation for ensuring compliance and ethical decision-making.

Corrective Measures and Recommendations:

·     Propose corrective measures for any identified areas of non-compliance.

·     Provide recommendations for enhancing compliance processes within staffing systems.

Implementation Plan for Compliance Measures:

·     Outline a brief implementation plan for the proposed corrective measures and recommendations.

·     Include considerations for communication, training, and ongoing monitoring.

Consideration of Company Goals and Strategic Objectives:

·     Reinforce how your evaluation of compliance aligns with the company's overarching goals and strategic objectives.

·     Highlight the importance of legal and ethical theories in maintaining a compliant and ethical organizational culture.

Document Length:

Aim for a concise document, approximately 2 to 3 pages, effectively communicating your evaluation of compliance with human rights legislation.

Submission Method:

Upload the document to the designated area on the RIIPEN platform.

Tasks:

Assist in Evaluating Resumes Against Job Descriptions:

·     Play a role in evaluating resumes (atleast 1) received against a job description for the specified positions.

·     Provide insights into how well candidates' qualifications align with the identified KSAOs.

Implement Skill Testing Evaluations, Including Personality Assessments:

·     Design and implement skill testing evaluations to assess candidates' competencies relevant to the job requirements.

·     Include personality assessments to gauge attributes that contribute to job fit.

·     Connect with Theories Related to Job Fit and Personality Assessments:

·     Justify your chosen assessments by explaining how they align with these theories and contribute to effective candidate evaluation.

Submission Guidelines for Milestone 4a

Group leaders or designated members are required to upload a document summarizing key information for Milestone 4a.

The document should include:

Resume Evaluation:

1.    Summarize the process of evaluating resumes against job descriptions.

2.    Provide insights into the alignment of candidates' qualifications with identified KSAOs.

Skill Testing Evaluations and Personality Assessments:

3.    Detail the design and implementation of skill testing evaluations.

4.    Include a discussion on how personality assessments were integrated into the evaluation process.

Connection with Theories:

·     Discuss how theories related to job fit and personality assessments were considered in your evaluation approach.

·     Justify your choices by explaining how these theories enhance the validity and reliability of your assessments.

Consideration of Company Goals and Strategic Objectives:

·     Reinforce how your resume evaluation and skill testing strategy aligns with the company's overarching goals and strategic objectives.

·     Highlight the role of theories in ensuring a thorough and effective candidate evaluation process.

Document Length:

Aim for a concise document, approximately 2 to 3 pages, effectively communicating your resume evaluation and skill testing approach.

Submission Method:

Upload the document to the designated area on the RIIPEN platform.

Presentation Date: to be informed.

Tasks:

Dry Run of the Presentation for Instructor for Feedback:

·     Conduct a thorough dry run of the final presentation for the instructor.

·     Seek constructive feedback on content, delivery, and overall effectiveness.

Make Necessary Improvements Based on Feedback:

·     Incorporate feedback received during the dry run into the final presentation.

·     Ensure that any identified areas for improvement are addressed.

Deliver the Final Presentation to the CEO:

·     Present the comprehensive HR strategic analysis to the CEO.

·     Cover key findings, recommendations, and the rationale behind strategic decisions.

·     Highlight the alignment of the project with the company's goals and strategic objectives.

Submit the Comprehensive Final Report:

·     Provide the CEO and instructor with the final comprehensive report, including all deliverables and any additional insights gained during the project.

·     Ensure that the report is well-organized, clearly structured, and incorporates feedback received throughout the project.

Presentation Guidelines: (See the rubric standards on CANVAS)

·     Content: Ensure that the presentation covers all aspects of the HR strategic analysis, including key findings, recommendations, and the integration of theories.

·     Visuals: Use visual aids such as slides, charts, and graphs to enhance the clarity and impact of the presentation.

·     Engagement: Foster engagement by encouraging questions and discussions during and after the presentation.

Final Report Guidelines: (See the rubric standards on CANVAS)

·     Organization: Ensure the final report is well-organized, with clear sections corresponding to each milestone.

·     Incorporation of Feedback: Demonstrate that feedback received throughout the project has been considered and addressed in the final report.

·     Executive Summary: Include a concise executive summary that provides an overview of the entire HR strategic analysis.

·     Alignment with Company Goals: Reiterate how the project aligns with the company's goals and strategic objectives.

Submission Method:

Submit the final compiled report (Group A & Group B separately) and final presentations (Group A & Group B separately) through the RIIPEN platform as well as the Adler Assignment submission links that would be provided to you.