Hrcu 351 Week 5 Paper Outlineguidelines And Grading Rubriclength Pa ✓ Solved

HRCU 351 Week 5: Paper Outline Guidelines and Grading Rubric Length: Paper: 2-3 double-spaced pages (excluding title and references pages) Due: Week 5 by Sunday Midnight Value: 50 Points Post: Week 5 Assignments For this week (5), you will draft and submit an outline of the final Application Paper that is due in week 8. Your outline needs to be at least 2 pages (not including cover/title page), double-spaced, 12pt. font and must be in APA format. For the outline you should consider including the following sections: 1) list four (4) important insights into workplace planning and staffing you gained from course theories and concepts, 2) application of each of these insights can enhance workforce planning and staffing and 3) your plan to apply the insights gained. · Identify the four (4) significant insights gained into workplace planning and staffing you gained from course theories and concepts.

Include at least 1-2 sentences explaining each. · Assess how the application of these insights can enhance organizational effectiveness. Include at least 2-3 sentences explaining each. · Create a specific action plan based on the insights gained from course theories and concepts to improve workforce planning activities and strategies. Include at least 2-3 sentences explaining each. · Bibliography: Any and all potential resources you find that you intend to use in the final paper. Rubric: Evaluation Criteria Criteria Exemplary Proficient Developing Emerging No credit Theoretical Insights 15-13 Clearly and concisely identifies and reflects in-depth on 4 important insights gained from course theories and concepts that have or could enhance into workplace planning and staffing.

12-9 Clearly identifies and reflects on 3 - 4 insights gained from course theories and concepts that have or could enhance into workplace planning and staffing. 8-5 Somewhat clearly identifies 2 - 4 insights gained that have or could enhance into workplace planning and staffing but may be vague or unclear. 4-2 May identify 1 – 4 insights which may not be connected to course theories and/or concepts, but may be missing or unclear. 0 Assignment, meeting grading criteria, was not submitted. Application to Practice 15-13 Comprehensively assesses how the application of these insights can enhance organizational effectiveness 12-9 Assesses how the application of these insights can enhance organizational effectiveness fairly well, but either lacking clarity or organization of thought.

8-5 Somewhat assesses how the application of these insights can enhance organizational effectiveness 4-2 Limited if any discussion on how the application of these insights can enhance organizational effectiveness. 0 Assignment, meeting grading criteria, was not submitted. Action Plan 15-13 Consistently employs critical analysis in creating an effective action plan that synthesizes and integrates insights gained, course theories and concepts, and actions planned to improve workforce planning activities and strategies. 12-9 Fairly consistently employs critical analysis in creating an action plan to apply insights gained, course theories and concepts, and actions planned to improve workforce planning activities and strategies.

8-5 Some critical analysis in discusses general actions planned to enhance workforce planning activities and strategies, but may not link actions to insights gained and/or course theories and concepts. 4-2 Limited if any critical analysis in discussing actions planned to enhance workforce planning activities and strategies; does not link actions to insights gained and/or course theories and concepts. 0 Assignment, meeting grading criteria, was not submitted. Writing Mechanics 5-4 The outline is logical and well-written; spelling, grammar and punctuation are accurate. Each section and consequent section is present.

Included a bibliography. 3 The outline is logical and well-written but with minor (1 – 3) errors in spelling, grammar and/or punctuation. The content may be 5% too long or short. Include a bibliography. 2 The outline is somewhat logical and well-written but with several (4 – 10) errors in spelling, grammar and/or punctuation.

The content may be 10% too long or short. 1 The paper lacks clarity and may be confusing; may contain numerous (11+) errors in spelling, grammar and/or punctuation. The content may be 15% too long or short, and may not include a title page 0 Assignment, meeting grading criteria, was not submitted. *Do not forget that for the final paper there will be an additional grading criteria titled, APA. Please make sure that you read the requirements for that section as you prepare your final paper for submission.

Paper for above instructions

Title: Insights into Workplace Planning and Staffing: Enhancing Organizational Effectiveness

I. Introduction

A. Purpose of the Outline
B. Overview of Workplace Planning and Staffing

II. Four Important Insights into Workplace Planning and Staffing

A. Insight 1: Importance of Workforce Diversity
1. Explanation: Diverse teams bring varied perspectives and skills, fostering innovation (Cox & Blake, 1991).
2. Impact on Organizational Effectiveness: Organizations that embrace workforce diversity improve problem-solving and creativity, which can lead to better overall performance (Kochan et al., 2003).
B. Insight 2: Role of Strategic Alignment in Staffing
1. Explanation: Strategic alignment involves ensuring that workforce strategies match organizational goals (Kates & Galbraith, 2007).
2. Impact on Organizational Effectiveness: When staffing is aligned with organizational strategy, it enhances efficiency and productivity (Barney, 1991).
C. Insight 3: Significance of Employee Engagement
1. Explanation: Engaged employees are more productive, dedicated, and loyal to the organization (Saks, 2006).
2. Impact on Organizational Effectiveness: High levels of engagement lead to reduced turnover and increased profitability, contributing to a healthier workplace culture (Harter et al., 2002).
D. Insight 4: Data-Driven Decision Making
1. Explanation: Utilizing data analytics allows organizations to make informed decisions regarding hiring and workforce management (Ransbotham et al., 2017).
2. Impact on Organizational Effectiveness: Data-driven decisions lead to better talent acquisition and retention strategies, ultimately improving operational efficiency (Barton & Court, 2012).

III. Application of Insights to Enhance Organizational Effectiveness

A. Application of Insight 1 (Workforce Diversity)
1. Initiatives: Implement training programs to promote diversity and inclusiveness in hiring.
2. Expected Outcome: Enhanced creativity and innovation from diverse teams.
B. Application of Insight 2 (Strategic Alignment)
1. Initiatives: Develop a workforce planning model that regularly aligns hiring practices with organizational goals.
2. Expected Outcome: Improved productivity and alignment with overall business objectives.
C. Application of Insight 3 (Employee Engagement)
1. Initiatives: Create an employee engagement program to solicit feedback and foster participation in decision-making.
2. Expected Outcome: Higher retention rates and increased employee satisfaction.
D. Application of Insight 4 (Data-Driven Decision Making)
1. Initiatives: Integrate HR analytics tools to provide data on staffing trends and workforce performance.
2. Expected Outcome: More informed hiring decisions, leading to effective workforce management.

IV. Action Plan to Apply the Insights Gained

A. Action for Workforce Diversity
1. Develop a comprehensive diversity hiring plan that includes outreach to diverse communities.
2. Timeline for Implementation: Q2, 2024.
B. Action for Strategic Alignment
1. Conduct quarterly reviews to ensure staffing strategies are aligned with business goals.
2. Timeline for Implementation: Ongoing with first review by Q3, 2024.
C. Action for Employee Engagement
1. Launch periodic engagement surveys to assess employee sentiment and areas for improvement.
2. Timeline for Implementation: By the end of Q1, 2024.
D. Action for Data-Driven Decision Making
1. Train HR staff in the use of analytics tools and software for optimal data utilization.
2. Timeline for Implementation: Q1, 2024, followed by regular training sessions.

V. Conclusion

A. Recap of the Importance of Insights
B. Emphasis on the Plan for Application
C. Call to Action: Encouragement to implement insights for enhanced workplace planning and staffing

References

1. Barton, D., & Court, D. (2012). Making Advanced Analytics Work for You. Harvard Business Review, 90(10), 2-7.
2. Barney, J. B. (1991). Firm Resources and Sustained Competitive Advantage. Journal of Management, 17(1), 99-120.
3. Cox, T., & Blake, S. (1991). Managing Cultural Diversity: Implications for Organizational Competitiveness. The Executive, 5(3), 45-56.
4. Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level Relationship Between Employee Satisfaction, Employee Engagement, and Business Outcomes: A Meta-Analysis. Journal of Applied Psychology, 87(2), 268-279.
5. Kates, A., & Galbraith, J. (2007). Designing Your Organization: Using the STAR Model to Solve 21st Century Problems. Jossey-Bass.
6. Kochan, T. A., Bezuita, J., & Hsu, H. (2003). A Study on Diversity and Its Impact on Organizational Effectiveness. Industrial Relations Research Association.
7. Ransbotham, S., Mitra, S., & Mitra, A. (2017). Data-Driven Decision Making in Organizations: The Role of Data Analytics Capabilities. Information Systems Research, 28(4), 969-984.
8. Saks, A. M. (2006). Antecedents and Consequences of Employee Engagement. Journal of Managerial Psychology, 21(7), 600-619.
9. Wright, P. M., & Boswell, W. R. (2002). Desegregating HRM: A Review and Future Directions for the Study of Human Resource Management and Firm Performance. Journal of Management, 28(3), 247-276.
10. McKinsey & Company. (2022). Diversity Wins: How Inclusion Matters. Retrieved from https://www.mckinsey.com/business-functions/organization/our-insights/diversity-wins-how-inclusion-matters
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This outline serves as a blueprint for the final application paper, allowing for an organized approach to discussing valuable insights and strategies for improvement in workplace planning and staffing. Each section outlines key insights, their applications, and practical plans for implementation, aligning with the assignment requirements.