Reference no: EM131653661
Workforce management and workforce development practices and strategies are essential to any successful organization.
As a representative of an organization's human resources group and a supporter of human capital management, it is important to understand these strategies and practices and how to apply, use, and measure them within an organization.
Examples of workforce management practices include compensation and benefits, reward and incentive programs, retention and turnover, and globalization.
Examples of workforce development practices include on-the-job training; onboarding practices, new employee orientation, and organizational socialization.
In this project you are asked to assess both a workforce management practice and a workforce development practice and apply both to an organization. In order to do that, you must complete the following:
o Choose one workforce development practice and one workforce management practice that should be started or improved in your organization. Select a practice from the Workforce Management and Workforce Development Practices Lists or choose your own.
o Provide a high-level overview of your chosen organization's business systems, processes, and technology to help explain why the practices you have chosen are the right ones on which to focus.
o Identify each practice and explain why you chose it. Provide scholarly support.
o Explain how each practice would be measured. How would you put those measurements in place?
o Describe how you will know if the practices are working.
You will be given time to work on this project in Units 1, 3, and 5. Studies in each of those units explain the steps and expectations of the assignment and provide guidance and suggestions to keep you on track to finish the project on time.
To successfully complete this project, you will be expected to:
6. Explain why the chosen business systems, processes, and technology practices are the best fit for the organization.
7. Support the choice of a particular workforce management strategy.
8. Support the choice of a particular workforce development strategy.
9. Explain how each practice would be measured.
10. Assess the effectiveness of workforce management practices within an organization.
11. Assess the effectiveness of workforce development practices within an organization.
12. Communicate in a manner that is professional and consistent with expectations for HR professionals and is appropriate for a graduate level course, citing resources.
Project Requirements
To achieve a successful project experience and outcome, you are expected to meet the following requirements.
o Written communication: Written communication is free of errors that detract from the overall message.
o APA formatting: Resources and citations are formatted according to APA (6th edition) style and formatting.
o Length of paper: Must be appropriate for the content expected within the assignment.
o Font and font size: Arial, 10 point.
Workforce Management and Workforce Development Practices Lists
Listed below is an example of workforce management practices and workforce development practices. For your course assignments, you may select from the following list or you may use your own example:
Workforce Management Practices:
• Compensation and Benefits (Total Rewards).
• Reward/Incentive Programs.
• People Strategy and Workforce Planning.
• Succession Plans and Internal Promotions.
• Recruitment and Referral Program.
• Retention and Turnover.
• Outsourcing.
• Job Analysis and Job Design.
• Globalization.
• Workforce Diversity.
• Talent Management.
• Performance Management.
Workforce Development Practices:
• On-the-Job Training.
• Meetings.
• Competency System.
• Onboarding for Executives.
• Development Experiences.
• Conferences.
• Educational Reimbursement (could also be considered a workforce management practice, depending on how it is used).
• External expert presentations.
• New Employee Orientation.
• Organizational Socialization.
• Management Training.
• Leadership Development.
Note that many of these practices can be considered a workforce management practice or a workforce development practice, depending on what aspect of the subject one is looking at.