HR Plan for Organizational Agility
An HR Plan for Organizational Agility Introduction Program Transcript
DR YVONNE DOLL: Welcome to your DBA specialization in human resource management. I’m Yvonne Doll, Faculty Member in the Doctor of Business Administration Program. There are three required HR courses for your specialization.
I’m excited to preview your final specialization course with you. Graduates of this new HR strategic partner course will be able to integrate several key HR concepts with organization wide strategic planning to develop an evidence based annual human resource department division operating plan critical to for profit or not for profit organizations. New HR professionals must be able to direct individual and organizational performance to deliver on value proposition, build sustainability, and impact positive social change.
The big ideas for this course include– in week 1, we will review the concepts of strategic HR, change management, HR’s role in organizations, training and development, workforce planning and talent management. In weeks 2 and 3, we will review strategic HR, change management, and selection strategies. In weeks four and five we will review strategic HR, change management, and performance reviews.
Weeks 6 and 7 will include performance management and compensation models. And in week 8, the concepts of sustainability, corporate social responsibility, managing a diverse workforce, innovation, mergers and acquisitions will all be explored.
The learning outcomes for this course include, understand and build upon organizational mission and vision and business objectives and strategies. Analyze the linkage between HR approaches and the organizational strategy. Create alignment between the business direction of the organization and the department and division directional intent.
Extrapolate strategic planning concepts at the organizational level to the HR department or division operations planning. Convert big corporate organizational strategy into specific HR strategies with enabling tactical actions, including key performance metrics that keep the plan on track. Evaluate the implementation, challenges, and opportunities that are inherent in operating plans.
The deliverables for this course include writing a paper, consisting of three sections of the final paper. Each paper will consist of 5 to 7 pages and will be written across the first four units, weeks 1 through 7 of the course. Each student will be a presenter for a two week unit. Each student will conduct research and present a 7 to 10 slide PowerPoint on their selected unit topic. During weeks 1 through 8, the weekly HR discussion questions are due.
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An HR Plan for Organizational Agility Introduction
Thank you for your attention. I know you will expand your HR knowledge and enjoy the course. I’ve enjoyed going through these modules with you during your HR specialization.
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Week 1 Discussion/.Lerning Resources.docx
Learning Resources
Note: To access this week’s required library resources, please click on the link to the Course Readings List, found in the Course Materials section of your Syllabus.
Required Readings
Adams, A. (2011). Mapping a strategic approach to HR leadership. Strategic HR Review, 11(1), 31–36.
Adams discusses the contribution the HR leadership team contributes to the success of an organization. Adams defines strategic HR and what it entails. The author also provides insight on how organizations can build their leadership capability in order to make a greater strategic contribution.
Alexander et al. examine the gaps in logistics industries in terms of human resource departments. An effective human resource department is the key strength of an organization facing organizational challenges. The authors introduce various challenges faced by human resources and possible ways to overcome them.
Atkins, A. (2013). Three step HR strategy. Human Resources Magazine, 18(1), 8-9.
In this article, Atkins describes a three step framework tool that assists organizational issues as HR teams develop their HR strategies. This article is useful for organizations that are developing a strategic plan.
Bennett and Brush examine the HR strategic planning process from Corning Incorporated. The authors detail the history of Corning corporate as well as the Corning human resource department. The authors also share process, design, and facilitation of their HR strategy planning, and lessons learned from their work with clients.
This website is helpful in identifying financial information for public companies worldwide.
In this article, Kalyani and Sahoo examine HR’s role in the success of organizational change. The authors highlight the essential role HR has in maintaining a firm’s competitive advantage. The HR strategies and practices describe how to maintain the transition of change smoothly and successfully.
Kumari et al. examine the need for HR strategies, policies, and practices in order to achieve organizational goals. They observe the importance of alignment between business strategy and HR management strategies in the Indian banking sector.
Labedz and Lee look at the mental models of HR professionals in shaping a competitive strategy. In this study, a sense of urgency is examined among departments of organizations to become strategic partners in strategy development. Although HR is always involved in skills and development, it is noted that they should also take part in the development of a strategic plan.
Mostaghim et al. examine the essential role of HR planning. Various methods in strategic planning are explained in this article to highlight their benefits to organizations. The distinctive features, elements, characteristics, and obstacles of human resource planning are also outlined
Shaban examines the purpose of HR audits in evaluating HR activities in organizations. The author evaluates the efficiency of human resource functions and the personal activities and compliance of an organization’s policies.
Shen, K. F. (2011). The analytics of critical talent management. People and Strategy, 34(2), 50-56
Shen reviews the basic concepts and practices of critical talent management and examines how it has been used successfully in different organizations. Shen includes various case studies as examples of critical talent management application. The author also describes three key components that involve HR partnering with business leaders.
Document: Presentation Format (PDF)
Document: Final Paper Guidelines (PDF)
Note: This handout provides guidelines for completing your Final Paper.
Required Media
Laureate Education (Producer). (2014). An HR plan for organizational agility introduction [Video file]. Baltimore, MD: Author.
