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Option #1: HR Organizational AnalysisYou have been asked to serve as an HR Consultant and conduct an organizational analysis of HRM practices in an organization of your choice: Choose an organization that you are interested in learning more about. Make arrangements to conduct a 30-minute interview with the HR Manager/Director/VP of that organization by phone, in person, or via email. Prepare a list of 10-15 questions for the interview that are related to the primary functional areas of HR, such as recruiting, legal/EEO compliance, compensation, benefits, performance management, reward systems, training, and development. As part of your preparations for the interview, research best practices in each of those functional areas and how they align with organizational strategy and success. Be prepared to ask follow-up questions based on the answers provided by your interviewee. If you are conducting your interview via email, you should ask at least 5 to 7 follow-up questions in order to engage more fully in a dialogue with your interviewee. Carefully consider how your initial list of questions might create these opportunities for further discussion.Upon the completion of your interview, write a consulting report to the CEO that compares the existing state of the organization to best practices in HRM. Include your interview questions in your report. As part of the consulting report to the CEO, develop and present recommendations for necessary changes and/or additions to current practices in the organization.Requirements: Conduct a 30-minute interview with a Human Resources Manager, Director, or VP at an organization of your choice. Write a 12-15 page consulting report, or about 5000 words, not including the title and reference pages, or the interview questions/responses, which are required. Include your interview and follow-up questions in your report. Your paper must be properly cited and formatted according to the CSU Global Guide to Writing & APA(Links to an external site.). Include a formal reference page. This is an individual paper, however, you should reflect on our discussion forums and incorporate ideas from there, as appropriate. You must support your analysis with at least five scholarly references, and can include resources from this course. The CSU Global Library(Links to an external site.) is a good place to find these sources. You cannot use Wikipedia or any CSU Global assignment. For this assignment, a credible source is defined as: A scholarly or peer-reviewed journal article A government-based website or publication A trade or industry journal article, publication, or website, including those from trade organizations such as SHRM.org and TD.org.
Option #1: HR Organizational AnalysisYou have been asked to serve as an HR Consultant and conduct an organizational analysis of HRM practices in an organization of your choice: Choose an organization
Running head: HUMAN RESOURCE ORGANIZATIONAL ANALYSIS Human Resource Organizational Analysis of Walmart – Interview Questions HRM 500 – Managing Human Resources Colorado State University-Global Campus Dr. David Moody June 14, 2020 Human Resource Organizational Analysis of Walmart – Interview Questions The interview questions below utilize varied Human Resource (HR) functions. Compensation 1. What is Walmart’s compensation strategy? 2. What methods does your organization use to offer incentives to bottom-line staff? Performance management 3. What is Walmart’s approach to its training program design? 4. What is the basis for Walmart’s performance planning in general? Any differences at the branch level? Staffing and recruiting 5. What is your organization’s recruitment strategy? 6. What is Walmart’s retention strategy? Reward system 7. How does Walmart reward its employees? Organizational design 8. What is Walmart’s organizational structure, and what impact does it have on HR? 9. What is Walmart’s organizational culture, and how does this affect your job as an HR manager? Employee relations 10. How do you ensure HR availability in times of High HR demand by employees? HR planning 11. What strategies are in place to ensure effective HR planning in your branch and across different branches? 12. Do you have any additional information you want to share?
Option #1: HR Organizational AnalysisYou have been asked to serve as an HR Consultant and conduct an organizational analysis of HRM practices in an organization of your choice: Choose an organization
Running head: HUMAN RESOURCE ORGANIZATIONAL ANALYSIS Human Resource Organizational Analysis of Walmart – Portfolio 1 HRM 500 – Managing Human Resources Colorado State University-Global Campus Dr. David Moody June 6, 2020 Human Resource Organizational Analysis of Walmart – Portfolio 1 Walmart is an international organization specializing in household goods, groceries, furniture, electronics, clothing, and online shopping services with thousands of brick and mortar locations and subsidiaries such as Sam’s Club. Walmart ranks number 1 in the Fortune 500 for eight straight years with a revenue of over $514 billion (Vachris, 2019; “Statista.com,” n.d.) with more than 11000 stores worldwide according to data collated by (“Statista.com,” n.d.). Walmart was Sam Walton’s idea. Sam Walton believed that it was possible to extend discount offerings to customers all year round, not only on holiday sales, and still maintain profitability. So the idea for the first Walmart was born on July 2nd, 1962, in Rogers, Arkansas. The organization has maintained a 58-year track record of profits due to rapid expansion, offshoring, and globalization efforts. Walmart’s success is noticeable in its early days as the profits exceeded Sam’s expectation resulting in the addition of 24 more stores by 1967 accumulating about $12.7 million in sales revenue (Our History, n.d.). Walmart’s success was undeniable that in 1970 it became a publicly-traded organization with offerings of $16.50 per share, and its growth continued that it garnered 275 stores and 21000 employees by the 1980s with annual sales of over $1 billion (Our History, n.d.). Walmart’s success is in part is due to its early use of technology, the organization was one of the first to connect all their stores and offices with a private satellite linking all their voice, data, and video communication. The purpose of this study is to interview the HR manager of Walmart in the city via email to elucidate their Human Resource (HR) functions and identify their best practices. The study is qualitative and uses literature from the library, online peer-reviewed sources, and the company website. Some of the references below are not in the body of this paper; however, the final project utilizes them. References Gurchiek, Kathy. “6 Steps for Building an Inclusive Workplace.” SHRM, 19 Mar. 2018, https://www.shrm.org/hr-today/news/hr-magazine/0418/pages/6-steps-for-building-an-inclusive-workplace.aspx. Our History (n.d.). Retrieved from https://corporate.walmart.com/our-story/our-historySnell, S. A., Morris, S. S., & Bohlander, G. W. (2016). Managing human resources (17th ed.). Boston, MA: Cengage Learning. Statista.com, (n.d.) Retrieved from https://www.statista.com/statistics/256172/total-number-of-walmart-stores-worldwide/ VaChris, M. A. (2019). Dynamism as a Bump on the Road to Crony Capitalism? Independent Review, 23(3), 369–377. Retrieved from http://search.ebscohost.com.csuglobal.idm.oclc.org/login.aspx?direct=true&db=bth&AN=134459642&site=ehost-live

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