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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
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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.
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
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.
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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.
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:
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.
| 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. |
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“Strengths and Weaknesses of System Acquisition and Implementation”
What are the various options for acquiring a health care information system and the advantages and disadvantages of each option?
Discuss the key risks to a health care organization that fails to allocate sufficient support and resources to a newly implemented health care information system. Next, propose one (1) strategy to mitigate the risks in question. Provide a rationale to support your response.
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I need this assignment completed in 11 hours. It needs to be at least 200 words. And I need 1 reference.
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