Overview

For this assessment, you will write a 4–5-page analysis of the efficacy of specific HCM practices within an organization.Note: This course builds toward a final presentation in Assessment 5. The presentation synthesizes the work you will do in Assessments 1–4, thus the assessments in this course are presented in sequence and must be completed in order.SHOW LESSThis assessment asks you to evaluate the effectiveness of HCM programs, something human resource professionals must do within their organizations on an ongoing basis.By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

• Competency 1: Assess the effectiveness of workforce management strategies and recommend appropriate practices to support organizational strategies in a global environment.
  • Analyze how HCM practices are used to create value for stakeholders of the organization.
  • Demonstrate how the HCM practices can be enhanced to support the organizational goals.
• Competency 4: Communicate in a manner that is professional and consistent with expectations for HR professionals and master’s level programs.
  • Support your recommendation with evidence from credible recent sources.
  • Communicate in a manner that is professional and consistent with expectations for HR professionals and master’s level programs.

Competency Map

CHECK YOUR PROGRESSUse this online tool to track your performance and progress through your course.

Context

As business becomes ever more global, it is necessary for the human resource (HR) professional to be able to meet new strategic challenges. This new paradigm provides a strategic framework for improving talent decisions and increasing the value of HR professionals to an organization. This knowledge will enable the HR professionals of the future to create and sustain a human capital advantage for their organization and industry.

Questions to Consider

To deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of the business community.SHOW MORE

Resources

Suggested Resources

The resources provided here are optional and support the assessment. They provide helpful information about the topics. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The MBA-FP6247 – Human Capital Management Library Guide can help direct your research. The Supplemental Resources and Research Resources, both linked from the left navigation menu in your courseroom, provide additional resources to help support you.

Creating Value With HCM

The following resources provide information about human capital management practices.

• Burton-Jones, A., Spender, J. (2011). The oxford handbook of human capital. Oxford, England: Oxford University Press.
• Dash, S. P., & Agrawal, V. (2012). Role of human capital management in economic value addition of largescale organizations: A literature review. International Journal of Financial Management, 2(1), 45–54.
• Disselkamp, L. (2013). Workforce asset management book of knowledge. New York, NY: John Wiley & Sons.
• Edvardsson, I. R., & Gudmundur, K. O. (2011). Knowledge management and value creation in service ?rms. Measuring Business Excellence, 15(4), 7–15.
• Longenecker, C. O., & Fink, L. S. (2013). Creating human-resource management value in the twenty-?rst century. Human Resource Management International Digest, 21(2), 29–32.
• Workforce Management and Workforce Development Practices.

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Supporting Organizational Goals With HCM

The following resources provide information about human capital management practices.

• AL-Ma’ani, A. I., & Jaradat, N. M. S. (2010). Impact of human capital on the organization performance. Interdisciplinary Journal of Contemporary Research in Business, 2(4), 63–73.
• Ashford, O., & Dieck, E. (2012). A heightened interest in human capital as a strategic asset. Directorship, 54, 56.
• Deloitte University Press. (2014). Global human capital trends 2014. Retrieved from http://dupress.com/wp-content/uploads/2014/04/Glob…
• IIacob, A. G., & Andrei, A. (2011). Human capital and organizational performance. Managerial Challenges of the Contemporary Society: Proceedings, 130–136.
• Lombardi, M., & Laurano, M. (2013). Human capital management trends 2013: It’s a brave new world. Retrieved from http://www.aberdeen.com/assets/report-preview/8101-RA-human-capital- management.pdf
• Mayo, A. (2012). Human resources or human capital? New York, NY: Routledge. ISBN: 9781409422853. Available from a vendor of your choice.
• Phillips, J. (2014). Making human capital analytics work: Measuring the ROI of human capital processes and outcomes. New York, NY: McGraw Hill Professional. ISBN: 9780071840200. Available from a vendor of your choice.

Assessment Instructions

Note: This course builds toward a final presentation in Assessment 5. The presentation synthesizes the work you do in Assessments 1–4, thus, the assessments in this course are presented in sequence and must be completed in order.Write an analysis of specific HCM practices within an organization by completing the following steps:

• Select an organization with which you are very familiar. You may choose your current organization, one you have worked for in the past, or a different one.
• Identify overarching organizational goals.
• Select at least three HCM practices to examine in the context of creating value for stakeholders (employees, employers, and customers or clients).
• Analyze how HCM practices are used to create value for stakeholders of the organization.
• Demonstrate how the HCM practices can be enhanced to support the organizational goals. Support your recommendation with evidence from credible recent sources.

Your analysis should follow a logical structure and be evidence based. Follow the MEAL Plan for Academic Papers (linked in the left-hand navigation menu) to help guide the organization of your assessment.

Additional Requirements

Be sure your analysis adheres to the following guidelines:

• Written communication: Written communication should be free of errors that detract from the overall message.
• APA formatting: Resources and in-text citations should be formatted according to APA sixth edition style and formatting.
• Length: The analysis should be 4–5 pages in content length. Include a separate title page and a separate references page.
• Font and font size: Times New Roman, 12 point, double-spaced. Use Microsoft Word.
• Number of resources: Use a minimum of two scholarly resources.

• Analyzing Value of HCM Practices Scoring Guide

  CRITERIA	NON-PERFORMANCE	BASIC	PROFICIENT	DISTINGUISHED
  Analyze how human capital management practices are used to create value for stakeholders of the organization.	Does not list how human capital management practices are used to create value for stakeholders of the organization.	Lists human capital management practices used to create value for stakeholders of an organization, but fails to analyze the practices.	Analyzes how human capital management practices are used to create value for stakeholders of the organization.	Analyzes how human capital management practices are used to create value for stakeholders of the organization and provides strong supporting evidence indicative of critical thinking and analysis.
  Demonstrate how the human capital management practices can be enhanced to support the organizational goals.	Does not discuss the human capital management practices that could be enhanced.	Discusses the human capital management practices that could be enhanced but does not connect them with the organizational goals.	Demonstrates how the human capital management practices can be enhanced to support the organizational goals.	Demonstrates how the human capital management practices can be enhanced to support the organizational goals and provides strong supporting evidence indicative of critical thinking and analysis.
  Support recommendations with evidence from credible recent sources.	Does not support recommendations with evidence from credible recent sources.	Supports recommendations with evidence from credible recent sources, but the support is unclear or incomplete.	Supports recommendations with evidence from credible recent sources.	Supports recommendations with evidence from credible recent sources, using both real-world and scholarly examples to support the recommendations.
  Communicate in a manner that is professional and consistent with expectations for human resource professionals and master’s level programs.	Does not communicate in a manner that is professional and consistent with expectations for human resource professionals and master’s level programs.	Communicates in a manner that generally conforms with expectations for human resource professionals and master’s level programs, although errors may be present, some of which may interfere with meaning. Errors may be found in areas such as citation format, grammar, spelling, punctuation, tone, formality or word choice.	Communicates in a manner that is professional and consistent with expectations for human resource professionals and master’s level programs.	Communicates in a manner that is professional and consistent with expectations for human resource professionals and master’s level programs. May contain minor errors. Any errors that are present do not interfere with meaning. Writing is clear and well organized.