Reference no: EM132193457

Application: Annual Human Resources Operating Plan

The Annual Human Resources Operating Plan should support objectives that are driven appropriately by the organization's strategic goals and/or strategies and supported by references.

To complete this Assignment, complete the following steps:

- Complete the Annual Human Resources Operating Plan that you began formalizing in Week 5, including work from previous weeks (Weeks 2, 3, 4 and 5) in a 10- to 20-page document, excluding the title page, references and appendices, using the provided AHROP Template, attached.

- Ensure that you have incorporated suggestions in feedback from your Instructor on sections already reviewed in previous weeks.

- Include, this week, in the Appendix, a final version of the Balanced Scorecard you submitted in the Week 6 Assignment, together with the existing HR Gap Analysis (Appendix A) that you completed in Week 2 and the HR SWOT Analysis (Appendix B) completed in Week 4.

- The HR Gap and SWOT analyses serve as the basis for the HR Strategies in the ARHOP, which you write this week, EACH with their own set of 6 -8 action steps (bullet points) needed to make the strategy happen. *HR leaders write the AHROP, but many people help with the implementation, so action steps must be clear and written for each strategy.

- Write Sections 5 and 6, drawing upon work already previously completed.

- Section 4 in the AHROP is where YOU write strategies derived from the analysis you conducted in Week 2 - the HR Gap (third column) and HR SWOT analyses. For example, in Appendix A, you identified existing strategies for HR and its organization, so that you could see what HR strategies are missing in column 3, or that appear as gaps - and which gaps should be addressed and become part of section 4 strategies, together with your HR SWOT analysis that showed where HR was vulnerable, i.e., threats, or where they had opportunities. THOSE together would be the strategies that are needed in your AHROP which YOU write for your plan based on your analysis*. Do not make the mistake of merely listing all the existing strategies currently in place, instead of using your comprehensive HR knowledge to determine what is need in YOUR AHROP for the year ahead. This course is a test of your knowledge from this entire MHRM program, by drawing upon everything you have learned, testing your ability to use knowledge and apply it to the real world.

- Remember the Difference between Objectives vs. Strategies

- *Objectives set the general direction, not easily measured, and they drive what is needed as strategies, and

- **strategies are the detailed statements which show direction or movement, easily measured.

- Strategies are driven or guided by general objectives, in planning - unlike personal development plans where objectives are the target, followed by goals. In planning, Objectives set the general direction for the strategies to follow and provide the necessary specifics. Strategies are action statements that are written as a single sentence, showing direction or movement, and they can be measured using HR strategy metrics. Objectives are too general to measure.

Attachment:- Application.zip