MBA 533 – Human Resource in Management

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MBA 533 – Human Resource in Management

[Type the document title] [Type the document subtitle] List author names [Select the date] [Abstract: Type the abstract of the HR Plan here. The abstract is typically a short summary of the contents of the document.]

Table of Contents I. Executive Summary 1 II. Business Strategy Report 1 III. HR Organization Design 1 V. Compensation Plan 1 VI. Training and Development Plan 1 VII. HR Forecast Plan 2 VIII. Conclusions 2 IX. Appendix 2 X. References 2 XI. Document Work Log 2

MBA 533 – Human Resource in Management – HR Project Template

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I. Executive Summary

You will complete this portion when the Comprehensive HR Project is submitted in Module 7.

MBA 533 – Human Resource in Management

II. Business Strategy Report – 100 Points (Module 1)

As a team, review and discuss the company strategy, including industry realities, competitors’ analysis, and differentiation in the market. Be sure to focus on the role of strategy in the competitive position of Motors and More. Your report should address the items below.

1. Using Porter’s Five Factors Analysis of competitive position, analyze the business strategy and describe your findings.
2. Review the role of strategy in company performance. What will be needed in the human resource strategy to support the company strategy?

III. HR Organization Design – 100 Points (Module 2)

1. Design a typical HR department and identify each HR unit. For each HR unit, provide roles/ responsibilities and job titles. Develop an organization chart of a typical HR department.
2. Given the size of Motors and More, indicate which positions identified in your typical HR department should be combined or eliminated to reduce the number of HR employees. Provide new job titles and develop an organizational chart specifically for Motors and More’s new HR department. Provide the total number of staff for each HR unit.
3. Recruiting and Retention Plan – 100 Points (Module 3)
4. Given the increase in product demand, how many people will you need to hire and in what functional areas (manufacturing, operations, customer service, marketing and sales, finance/ accounting, and HR)? Provide your rationale for the proposed hiring in each unit. Consider the turnover rate. Identify the factors that could be causing turnover. Identify the costs of turnover.
5. Include the types of interviews you would conduct and why.
6. Develop strategies to recruit the appropriate applicants and include sources and tools used for recruiting and selection. Identify the possible areas and types of discrimination that could occur.
7. What can you do to retain current employees? What are the benefits of retention?
8. How will you assess the effectiveness of your recruiting efforts?

V. Compensation Plan – 100 Points (Module 4)

Develop a progressive yet competitive compensation plan that will support recruiting and retention efforts and lower the employee turnover rate. Traditionally, Motors and More has provided employees minimum wage and statutory benefits.

1. How does Motors and More’s employee compensation compare relative to other organizations in the area? Will the organization meet, lead, or lag the local market? Explain your rationale.
2. Identify alternative pay methods and discuss the advantages and disadvantages of each.
3. What benefits will you offer? Include statutory benefits. What are the costs of those benefits? What is the rationale for offering those benefits?
4. Develop a communications plan regarding how employees will be informed about the compensation plan. Define the sequence of communications considering the who, what, and when of the message.

VI. Training and Development Plan – 100 Points (Module 5)

Develop a human resource development (HRD) plan. Given the fact that Motors and More has no formal training program and promotions have been based on seniority, your plan should address:

1. New-employee training.
2. Current-employee training for current and future jobs according to a career path.
3. Manager and supervisory training.

In your training plan, address the following:

1. How will you conduct a needs assessment for each group (include methods and instruments)?
2. How will training content be developed or obtained?
3. How will training be delivered (e.g., classroom, intranet, blended, self-study, etc.) and by whom internal employee or external consultant/trainer)? Provide a rationale for your decision.

VII. HR Forecast Plan – 100 Points (Module 6)

Develop a three-year HR forecast (prediction of the future) using the following assumptions:

1. Labor supply/demand will become more rigorous (demand for workers will increase, but the labor pool will remain the same or shrink). Labor costs will increase.
2. Demand for Motors and More products will continue to increase. Production defects will also continue to increase.
3. Motors and More’s workforce will become more diverse as the company hires more Hispanics, Kurds and persons from alternative workforces.
4. The president will start another company and will hire someone to manage the daily operations of Motors and More while he takes on more of an overseeing role.
5. Motors and More will decide to develop an additional product to broaden its portfolio. There is no existing capacity for the product, nor do the existing production lines meet the manufacturing requirements for the new product.

VIII. Conclusions

You will complete this portion when the Comprehensive HR Project is submitted in Module 7.

IX. Appendix

Add any supplemental information, diagrams, pictures, or forms that support your project work.

X. References

Include references to support your conclusions.

XI. Document Work Log

Complete the table to assist in assessing the contributions made by the individual team members.

Section	Team Member – Primary	Team Member – Secondary
I. Executive Summary
II. Business Strategy Report
III. HR Organization Design
IV. Recruiting and Retention Plan
V. Compensation Plan
VI. Training and Development Plan
VII. HR Forecast Plan

Human Resource in Management

RUBRIC
Excellent Quality 95-100%	Introduction 45-41 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.		Literature Support 91-84  points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.			Methodology 58-53 points Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met.
Average Score 50-85%	40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided.		83-76  points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration.			52-49  points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met.
Poor Quality 0-45%	37-1 points The background and/or significance are missing. No search history information is provided.		75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration.			48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met
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