In this section, you will begin your course project, which is to develop a business plan for a business, that is, the case study for the course.Include a catchy introduction.Provide a quality background to the company.Explain the HR Strategy and PERSUADE the company to adopt it.The total of these sections should be about 5 pages without title page and references page. Include at least two references this week. Please make sure to include the HR strategy, culture, and choice of metric method.Please see the attached template for better understanding it. I have to do this till week 2 only. So you have to just incorporate till week 2 submission in the template. Also grading rubric is attached. It goes without saying that the assignment will be posted on turnitin, so original work only. This is what our professor sent us this morning to get us started on the assignment.I. Company BackgroundMotors and More, Inc. is a business-to-business sales company which manufactures small motors and accessories for industrial and home products. They are a highly competitive company that strives to be best in their industry. Motors and More Inc. currently has a staff of 116 employees.  They are located in a small southern town of 28,000 people were unemployment rate is 3.1 percent. While the demand of their product has increased, the employee turnover rate  has been higher than normal.Running head: ABBREV TITLE HERE
1
Title
Group [A, B, C, D, or E]
Group Member Names
Professor
Date
[To use the template, delete out the bracketed content under each section (i.e., the
instructions), and type in your plan information or content. For each week’s submission,
you can either submit the entire paper with just the section you are doing for that week, or
you can let the project build. Your instructor will only grade and comment on that week’s
submission.]
ABBREV TITLE
Group [A,B,C,D,or E]
2
Executive Summary
[In one page, summarize the plan’s main points, strategies, and any action items.
Consider this like a cover memo that the top company executives (CEO, CFO) and board
of directors will want to review, or which will be used to justify requests for any funding
needed to make this happen. Complete this for the final submission.]
ABBREV TITLE
Group [A,B,C,D,or E]
3
Table of Contents
Company Background
p. #
HR Strategic Plan
p. #
Staffing Strategy
p. #
Total Rewards Strategy
p. #
Training and Development Strategy
p. #
Performance Management Strategy
p. #
HRIS
p. #
Conclusion
p. #
References
p. #
Appendix
p. #
Work Breakdown Log
p. #
ABBREV TITLE
Group [A,B,C,D,or E]
4
Title of Paper
[Brief Introduction]
I. Company Background (Week 2)
[Review the company strategy in the SHRM case study (or if your instructor has allowed
you to use a different case or company, review it). Include in your analysis any industry
realities, competitors’ analysis, and your company’s potential to differentiate in the
marketplace. Provide the company background in HRM analytical terms, and decide
whether your team wants to use Porter’s Five Forces Analysis or the Balanced Scorecard
approach for setting up strategy. This section should contain the following.



Company foundation: mission, vision, values, and environment
Competitive analysis: company SWOT, competition, and market differentiation
Choice of method (Porter’s or BS): Give brief explanation of the method and how
it will tie into your strategic plan.] Sections to include:
Mission, Vision, Values
Internal Company Environment
Competitive Analysis
SWOT
Strengths
Opportunities
Weaknesses
Threats
Strategy
II. HR Strategic Plan (Week 2)
ABBREV TITLE
Group [A,B,C,D,or E]
5
[Develop the HR strategy and critical linkages to company strategy. Develop a narrative
that describes that linkage. Include theory in this section. What type of culture will the
HR strategy envision, evolve, and support? Consider the work done, industry needs, and
type of laborer involved in your organization, and provide support for the decision.




HRM role in company: function, structure, responsibilities (current and proposed)
Rationale for HRM seat at C-Suite in this company (and generally)
Describe the workplace culture desired, method of attaining it, and theory behind
the choice; for example, organizational behavior culture, ABC employee method,
strict hierarchy, matrix management, continuous improvement, learning
organization, and so forth. (Be as creative as you desire on this. See p. 108 of the
textbook for culture thoughts. To find theory and support for your culture ideas,
use Google Scholar and the Keller Library.)
How will you know when the desired culture is attained? Provide metrics showing
value added and to which stakeholders. (Hint: see pp. 35–51 of the textbook.
Using the chart on p. 35 may help you decide your company culture needs, as
well as providing you with a way to measure changes.)]
Sections to include:
HRM Role
HRM C-Suite Rationale
Workplace Culture Theory and Method
HR Metrics
Stakeholder Value Chart
III. Staffing Strategy (Week 3)
[Describe the labor force you currently have and will need in the future.




What core competencies support your company’s needs? What KSAs do the
company’s employees need to have? (You may want to consider these by
department).
Include one example of a job analysis for a critical position in the company.
Explain what recruitment channels you will utilize, and justify them based on
location, KSA needs, and future growth needs.
How will you ensure the staff hired contributes to diversity needs, as well as
performance? Explain your company’s legal and ethical diversity requirements
and strategy.
ABBREV TITLE

Group [A,B,C,D,or E]
Describe the staffing methodology, and explain how it will support your
company’s budget and hiring timing (i.e., application–to interview–to hire
process)?] Sections to include:
Core Competencies, KSAs
Job Analysis
Recruitment Channels
Selection Method
Diversity
IV. Total Rewards Strategy (Week 4)
[Describe the strategy for total rewards for the company. Along with specific
ideas for what benefits and compensation structure will exist, provide support for your
rationale and decisions using current scholarly theory in the field.





Review the company strategy to lead, meet, or lag the market for total rewards
and key positions.
Review the decision to base wage on internal structural equity or external market
equity.
Review the decision mix between base wage and incentive wage.
Develop a mix of employee benefits that differentiates in the market.
Linkages to performance management or motivation theories.] Sections to
include:
Meet, Lead, or Lag?
Equity Strategy
Wage Incentives Method
Linkage to Performance Management
Benefits – other rewards
V. Training and Development Strategy (Week 5)

[Provide a needs assessment for training needed in the organization.
6
ABBREV TITLE
Group [A,B,C,D,or E]
7

Identify one area where training will be needed, and explain the method of
delivery of that training.
 Explain how training needs will be determined, budgeted for, and provided for
future company needs.
 Describe implementation of an employee development strategy for talent
management, including succession planning.
 Tie T&D into Staffing by explaining on-boarding/orientation] Sections to include:
Needs Assessment
Training Need/Method
Training Budget/Future
Employee Development/Talent Management (SP)
On-Boarding/Orientation
VI. Performance Management Strategy (Week 6)




[Review appraisal strategies and mechanisms to evaluate performance.
Review feedback methods to ensure continual information sharing versus annual
events.
Explain policies on performance improvement needs, discipline, and terminations.
Explain linkages to T+D, total rewards, talent management, and HRIS strategies;
consider reviewing High Performance Work Systems, or other systems theories
on performance management.] Sections to include:
Performance Appraisal Method
Feedback Methods
Policies on Performance Improvement, discipline or Termination
Linkage to T&D, Total Rewards, Talent Management, and HRIS
VII. HRIS (final project submission only)



[Describe the HRIS needs of the company (i.e., for each section of this project,
consider whether you will need some HRIS vendor or software package to assist
with supporting.
Create a schema or chart that depicts these needs and possible solutions.
Review two possible vendor solutions for HRIS for one area of the company, and
recommend one of the solutions.] Sections to include:
Company HRIS Needs
Schema/Chart
ABBREV TITLE
Group [A,B,C,D,or E]
Two vendors + one recommendation
Conclusion
8
ABBREV TITLE
Group [A,B,C,D,or E]
9

References
[Have at least 10 scholarly sources. Strive for two each week of Weeks 2, 3, 4, 5, and 6.
Use APA formatting. For HRIS, you might prefer to use white paper or vendor
schematics and specifications, instead of scholarly sources. Scholarly articles that are
peer reviewed from journals in the field of HRM are preferred; white papers from HBR
and similar review journals are find; avoid Wikis, blogs, and other non-authored sources.]
ABBREV TITLE
Group [A,B,C,D,or E]
10
Appendix
This is not required, but could include examples of items such as job application or HRIS
documents or comparisons.
ABBREV TITLE
Group [A,B,C,D,or E]
11
Document Work Log
To assist in assessing the contributions made by the individual team members, the team
must complete the table below and include this in the final project submission.
Section
Executive Summary
Company Background
HR Strategy
Staffing Strategy
Total Rewards Strategy
Training and Development
Strategy
Performance Management Strategy
HR Information Systems
Presentation
Synthesis and Editing
Team Member—
Primary
Team Member—
Secondary
HRM600 Plan Grading Rubric 5.0 (Draft Page)
Tips for using this rubric
Note that each page has a different rubric (i.e. drafts, final papers, presentation, project template, and presentation tips).
Team
Instructor
Term
Team Topic
Company Background
Points
Available
Points
Earned
Instructor Comments
Mission, Vision, Values
2.5
Internal Company
Environment
2.5
Competitive analysis
2.5
SWOT
2.5
Strategy
2.5
Total
12.5
0
HR Strategic Plan
Points
Available
Points
Earned
Instructor Comments
HRM Role
2.5
HRM C-Suite Rationale
2.5
Workplace Culture Theory
and Method
2.5
HR Metrics
2.5
Stakeholder Value Chart
2.5
Total
12.5
0
Staffing Strategy
Points
Available
Points
Earned
Core Competencies, KSAs
5
Job Analysis
5
Recruitment
5
Diversity
5
Instructor Comments
Selection Method
5
Total
25
0
Total Rewards
Points
Available
Points
Earned
Meet, Lead, or Lag?
5
Equity strategy
5
Wage incentives method
5
Linkage to Performance
Management
5
Benefits – other rewards
5
Total
25
0
Training and Development
Points
Available
Points
Earned
Needs Assessment
6
Instructions for Completing Plan
Instructions for Completing Plan
Training Need/Method
6
Training Budget/Future
6
Employment
Development/Talent
Management
7
Total
25
0
Performance Management
Points
Available
Points
Earned
Performance Appraisal
method
6
Feedback methods
6
Policies on performance
improvement, discipline, or
termination
6
Linkage to T&D, Total
Rewards, talent management,
and HRIS
7
Performance Management
25
0
Instructor Comments
HRM600 Plan Grading Rubric 5.0 (Final Paper)
Note that each page has a different rubric (i.e. drafts, final papers, presentation, grade description
Tips for using this rubric
Team
Instructor
Term
Company Background
Points
Available
Points
Earned
Mission, Vision, Values
10
Internal Company
Environment
10
Competitive analysis
10
SWOT
10
Strategy
10
CB Total
50
0
HR Strategic Plan
Points
Available
Points
Earned
HRM Role
10
HRM C-Suite Rationale
10
Workplace Culture Theory
and Method
10
HR Metrics
10
Stakeholder Value Chart
10
HR SP Total
50
0
Staffing Strategy
Points
Available
Points
Earned
Core Competencies, KSAs
10
Job Analysis
10
Recruitment
10
Diversity
10
Selection Method
10
SS Total
50
0
Total Rewards
Points
Available
Points
Earned
Meet, Lead, or Lag?
10
Equity strategy
10
Wage incentives method
10
Linkage to Performance
Management
10
Benefits – other rewards
10
TR Total
50
0
Training and Development
Points
Available
Points
Earned
Needs Assessment
15
Training Need/Method
15
Training Budget/Future
10
Employment
Development/Talent
Management
10
T&D Total
50
0
Performance Management
Points
Available
Points
Earned
Performance Appraisal
method
15
Feedback methods
10
Policies on performance
improvement, discipline, or
termination
10
Linkage to T&D, Total
Rewards, talent management,
and HRIS
15
PM Total
50
0
Human Resource
Information System (HRIS)
Points
Available
Points
Earned
HR Needs
20
Schema/Chart
20
Two vendors + one
recommendation
20
HRIS Total
60
0
Subtotal
360
0
Plan Professionalism
Points
Available
Points
Earned
Organization
10
Style/Spelling/Grammar
25
References
30
Overall Impact
10
PP Total
75
0
Paper Total
435
0
HRM600 Plan Grading Rubric 5.0 (Final Paper)
Note that each page has a different rubric (i.e. drafts, final papers, presentation, grade description).
Team Topic
Instructor Comments
Instructor Comments
Instructor Comments
Instructor Comments
Instructor Comments
Instructor Comments
Instructor Comments
Instructor Comments
Oral Presentation
Earned by team, however failing to appear at presentation means 0 presentation and participation points for that team member; no
exceptions .
Introduction
Possible
15
Company
Background
15
HR Strategy
30
Staffing Strategy
20
Total Rewards
15
Training &
Development
15
Performance
Management
15
HRIS
15
Earned
Instructor Comments.
PowerPoint Quality
20
Verbal Presentation
Quality
20
Persuasiveness
20
Total Points
200
0
I. Company Background (Week 2)
[Review the company strategy in the SHRM case study (or if your instructor has allowed you to use a different case o
·
Company foundation: Mission, vision, values, environment.
·
Competitive analysis: Company SWOT, competition, market differentiation
·
Choice of method (Porter’s or BS) – give brief explanation of the method and how it will tie into your strategic pl
II. HR Strategic Plan (Week 2)
[Develop the HR Strategy and critical linkages to company strategy. Develop a narrative that describes that linkage.
·
HRM role in company: function, structure, responsibilities (current and proposed)
·
Rationale for HRM seat at C-Suite in this company (and generally)
·
Describe the workplace culture desired, method of attaining it, and theory behind the choice, i.e. Organizational
·
How will you know when the desired culture is attained? Provide metrics showing value add and to which stake
III. Staffing Strategy (Week 3).
[Describe the labor force you currently have, and will need in the future.
·
What core competencies supports your company’s needs? What KSAs does the company employees need to
·
Include one example of a job analysis for a critical position in the company
·
Explain what recruitment channels you will utilize and justify based on location, KSA needs, and future growth n
·
How will you ensure the staff hired contributes to diversity needs, as well as performance? Explain your compan
·
Describe the staffing methodology and explain how it will support your company’s budget and hiring timing? (i.e
IV. Total Rewards Strategy (Week 4)
[Describe the strategy for total rewards for the company.
·
Review the company strategy to lead, meet, or lag the market for total rewards and key positions.
·
Review the decision to base wage on Internal Structural Equity or External Market Equity.
·
Review the decision mix between base wage and incentive wage.
·
Develop a mix of Employee Benefits that differentiates in the market.]
V. Training and Development Strategy (Week 5)
·
[Provide a Needs Assessment for Training needed in the organization.
·
Identify one area where training will be needed, and explain the method of delivery of that training.
·
Explain how training needs will be determined, budgeted for, and provided for future company needs.
·
Describe implementation of an employee development strategy for talent management.]
VI. Performance Management Strategy (Week 6)
·
[Review Appraisal strategies and mechanisms to evaluate performance.
·
Review Feedback methods to insure continual information sharing vs. annual “events.”
·
Explain linkages to T+D, Total Rewards, talent management, and HRIS strategies.]
VII. HRIS (final project submission only)
·
[Describe the HRIS needs of the company (i.e. for each section of this project, consider whether you will need s
·
Create a schema or chart which depicts these needs and possible solutions.
·
Review two possible vendor solutions for HRIS for one area of the company – and recommend one of the solut
u to use a different case or company, review it). Include in your analysis any industry realities, competitors’ analysis, and your company’s pote
ll tie into your strategic plan. ]
at describes that linkage. Include theory in this section – what type of culture will the HR Strategy envision, evolve, and support? Consider th
hoice, i.e. Organizational Behavior culture, ABC Employee method, strict hierarchy, matrix management, continuous improvement , learning
e add and to which stakeholders. (Hint: see pp. 35-51 of the textbook. Using the chart on p. 35 may help you decide your company culture ne
pany employees need to have? (You may want to consider these by department).
eeds, and future growth needs.
nce? Explain your company’s legal and ethical diversity requirements and strategy.
get and hiring timing? (i.e. application – to interview – to hire process, including on-boarding method). ]
hat training.
ompany needs.
er whether you will need some HRIS vendor or software package to assist with supporting.
ommend one of the solutions.]
and your company’s potential to differentiate in the marketplace. Provide the company background in HRM analytical terms, and decide wh
and support? Consider the work done, industry needs, and type of laborer involved in your organization and provide support for the decision.
s improvement , learning organization, etc. (Be as creative as you desire on this. See p. 108 of the textbook for culture thoughts. To find the
e your company culture needs as well as providing you with a way to measure changes.)]
ical terms, and decide whether your team wants to use Porter’s Five Forces Analysis or the Balanced Scorecard approach for setting up stra
support for the decision.
ure thoughts. To find theory and support for your culture ideas, use Google Scholar and the Keller Library.)
proach for setting up strategy. This section should contain:
Verbal Presentation tips – suggestions
Include a catchy introduction.
Provide a quality background to the company
Explain the HR Strategy and PERSUADE the company to adopt it.
Describe the Staffing strategy in terms that make listeners get motivated and excited.
Provide exciting information about the new total rewards plan.
Link Performance Management to all elements of the HR strategy and company performance.
Explain the HRIS vendor solution to the one area you discussed in your paper.
Have no more than one slide per plan topic.
Use the ppt. template and keep it clean, neat.
Everyone must present.
Speak clearly, and with a smile, excitement.
Have fun!
MUST USE THE TEMPLATE IN DOC-SHARING!

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