Overview

Write a 4–5 page situational analysis of a human resource or organizational function or process at a global organization from the perspectives of the business, organization, and its culture. The purpose of your situational analysis should be to help inform strategic decisions within the organization.By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:SHOW LESS

• Competency 1: Assess human resource functions, processes, and roles which support organizational strategy.
  • Articulate a human resource function or process within the selected global organization.
• Competency 2: Analyze the strategic role of human resource management (HRM) within the global business environment.
  • Analyze the influences the selected HR function or process has on achieving the organization’s strategy.
• Competency 3: Apply human resource practices to support strategic human resources management.
  • Explain ethical and legal considerations for the selected HR function or process.
  • Assess HR function or process influences from the cultural perspective of the selected organization.
  • Assess how well the HR function or process meets (or does not meet) the global business environment.
• Competency 4: Communicate in a manner that is scholarly and professional.
  • Write coherently to support a central idea (in appropriate APA format) with correct grammar, usage, and mechanics as expected of a business professional.

Competency Map

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

Context

Like other organizational disciplines, human resource management achieves its operational goals through policies, procedures, and practices. In order for organizations to operate effectively and efficiently, their operational infrastructures (that is, their policies, procedures, and practices) must be designed to achieve specific strategic outcomes. Since the roles and responsibilities of human resource professionals are different in twenty-first century knowledge organizations, HR professionals are increasingly involved in communication, negotiation, and influencing activities.SHOW LESSThese three capabilities and activities are important internal drivers toward achieving organizational goals. These skills are vital as HRM professionals are often involved in union negotiations representing their organization’s interests concerning employee job design, benefits, and policies and procedures. It is also the HRM professional who is tasked with day-to-day interpretation and application of the labor contract. As organizations increasingly enter the global markets, opening international offices and forming multiple and global partnerships, these activities may become more complex and challenging to execute.

Questions to Consider

As you prepare to complete this assessment, you may want to think about other related issues to deepen your understanding or broaden your viewpoint. 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 your professional community. Note that these questions are for your own development and exploration and do not need to be completed or submitted as part of your assessment.SHOW LESS

Organizational Productivity

• Examine the topic of organizational productivity in HR. Consider areas such as job design, interview items, personnel selection methods, and performance management. What is the impact of these areas on policies, procedures, and practices for organizational productivity?

Unions in Other Countries

• Examine how HR professionals contribute to negotiations concerning employee job design, benefits, and policies and procedures. Negotiations with workers’ unions are notorious for their strategic positioning, hard bargaining, and tough talk. and HR professionals are traditionally involved in union negotiations, representing their organization’s interests.
• Compare and contrast another country’s union practices, laws, or policies with those in the United States. Since the practice of HR in twenty-first century knowledge organizations frequently requires HR professionals to work with unfamiliar cultures in diverse countries, what impact would these differences have on HR in a multinational organization?

Resources

Suggested Resources

The resources provided here are optional. 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-FP6241 – Human Resource Management in the Twenty-First Century Knowledge Organization: Library Guide can help direct your research, and the Supplemental Resources and Research Resources, both linked from the left navigation menu in your courseroom, provide additional resources to help support you.

Capella Multimedia

• Employment and Labor Law Timelines l Transcript.
• Strategic HR Roles in Developing a Competitive Advantage for the Organization l Transcript.
• Strategic Planning l Transcript.

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Assessment Instructions

Preparation

Use the Capella University Library or your own research to select a global organization and analyze a country (outside of the United States) in which it operates. Research the organization from a global human resources perspective. You will also need at least two resources to support your situational analysis for this global organization.

Assessment Requirements

Write a 4–5-page situational analysis of a human resource or organizational function or process at a global organization, from the perspectives of the business, organization, and its culture. The purpose of your situational analysis should be to help inform strategic decisions within the organization. It should include the following:

• Articulate a human resource function or process within the selected global organization.
• Analyze the influences the selected HR function or process has on achieving the organization’s strategy. Does the function or process align with the organization’s goals?
• Explain ethical and legal considerations for the selected HR function or process. What is the impact of unaligned people and organizational strategies?
• Assess HR function or process influences from the cultural perspective of the selected organization.
• Assess how well the HR function or process meets (or does not meet) the global business environment.

Your analysis should be written coherently to support a central idea, in appropriate APA format, with correct grammar, usage, and mechanics as expected of a business professional.

Additional Requirements

• References: Support your situational analysis with at least two academic resources from the Capella University Library. You must use proper APA style to list your references.
• Length: The body of the analysis must be 4–5 full pages, not including the references list, appendices, or the title page.
• Written communication: Demonstrate graduate-level writing skills through accurate communication of thoughts that convey the overall goals of the analysis and do not detract from the message.
• Formatting: Use APA formatting, including correct in-text citations, proper punctuation, double-spacing throughout, proper headings and subheadings, no extra line spaces before headings and subheadings, proper paragraph and block indentation, no bolding, one-inch margins all around, and no bullets.
• Font and font size: Times New Roman, 12 point

• Inform Strategic Decisions With a Situational Analysis Scoring Guide

  CRITERIA	NON-PERFORMANCE	BASIC	PROFICIENT	DISTINGUISHED
  Articulate a human resource function or process within the selected global organization.	Does not identify a human resource function or process within the selected global organization.	Identifies but does not articulate a human resource function or process within the selected global organization.	Articulates a human resource function or process within the selected global organization.	Articulates a human resource function or process and relates it to the selected global organization’s strategies.
  Analyze the influences the selected HR function or process has on achieving the organization’s strategy.	Does not describe the influences the selected HR function or process has on achieving the organization’s strategy.	Describes but does not analyze the influences the selected HR function or process has on achieving the organization’s strategy.	Analyzes the influences the selected HR function or process has on achieving the organization’s strategy.	Analyzes the influences the selected HR function or process has on achieving the organization’s strategy; summarizes the findings.
  Explain ethical and legal considerations for the selected HR function or process.	Does not identify ethical and legal considerations for the selected HR function or process.	Identifies but does not explain ethical and legal considerations for the selected HR function or process.	Explains ethical and legal considerations for the selected HR function or process.	Examines ethical and legal considerations for the selected HR function or process using scholarly resources.
  Assess HR function or process influences from the cultural perspective of the selected organization.	Does not identify HR function or process influences from the cultural perspective of the selected organization.	Identifies but does not assess HR function or process influences from the cultural perspective of the selected organization.	Assesses HR function or process influences from the cultural perspective of the selected organization.	Assesses HR function or process influences from the cultural perspective and provides relevant examples from the selected organization.
  Assess how well the HR function or process meets (or does not meet) the global business environment.	Does not identify how well the HR function or process meets (or does not meet) the global business environment.	Identifies but does not assess how well the HR function or process meets (or does not meet) the global business environment.	Assesses how well the HR function or process meets (or does not meet) the global business environment.	Analyzes how well the HR function or process meets (or does not meet) the global business environment using scholarly resources or real-world examples.
  Write coherently to support a central idea (in appropriate APA format) with correct grammar, usage, and mechanics as expected of a business professional.	Writing does not support a central idea in appropriate APA format. Does not use correct grammar, usage, and mechanics as expected of a business professional.	Writing supports an idea. APA format is inconsistent and/or contains major errors of grammar, usage, and mechanics.	Writing coherently supports a central idea in appropriate APA format; writing has few errors of grammar, usage, or mechanics.	Writing is coherent, using evidence to support a central idea in a consistently appropriate APA format with correct grammar, usage, and mechanics as expected of a business professional.