Overview: you will analyze HR strategic engagement initiatives for attracting, r

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Overview: you will analyze HR strategic engagement initiatives for attracting, retaining, and rewarding employees.
The four critical element focus on talent acquisition, employee engagement and retention, learning and development, and total rewards.
Prompt: Refer to the chapter readings and module resources to support your responses to each of the four critical elements below. Carefully read and address
each critical element as written, using detailed and informative analysis that conveys critical thinking. The four critical elements are aligned to the people
technical competency within the HR knowledge domain.
Specifically, the following critical elements must be addressed:
 Talent Acquisition: Determine appropriate strategies for acquiring qualified talent, and explain how the strategies support organizational goals.
 Employee Engagement and Retention: Determine appropriate employee engagement strategies and explain how this approach will increase retention.
 Learning and Development: Determine learning and development opportunities aimed toward attracting and retaining qualified talent within the
organization.
 Total Rewards: Identify appropriate total rewards strategies to increase employee retention, and explain how these strategies support the goals of the
organization.
Be sure to incorporate instructor feedback on this milestone into your final submission.
Rubric
Guidelines for Submission: This milestone must be submitted as a 3- to 4-page Word document with double spacing, 12-point Times New Roman font, and one inch margins. Use the latest edition of the APA manual for formatting and citations.

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Textbook: Human Resource Management, Chapters 7, 9, and 10.
Chapter 7 covers training practices that support the organization’s competitive advantage and describes how managers can contribute to training and learning strategies. It reviews training methods and evaluation with a focus on cross-cultural elements such as managing diversity, orienting and socializing employees. Consider the following questions as you read this chapter:
Why is a needs assessment critically important to designing strategic training and talent development initiatives?
How does a dynamic work environment with advances in technology, changing customer needs, and changing products and services impact the types of training approaches?
How does investing in employee development through training have a direct and indirect impact on employee engagement, retention, and organizational goals?
Chapter 9 discusses the relationship between development planning, training, and careers. It reviews development approaches including formal education, assessment, job experiences mentoring, coaching and succession planning focusing on skills, knowledge and behaviors. Consider the following questions as you read this chapter:
How do employee development initiatives affect employee engagement, retention, and organizational goals?
What are the elements of an employee development plan, and why are each of these elements important?
What approaches to employee development would work best in your employer organization? Why?
Chapter 10 focuses on employee retention and separation. This chapter examines strategies to retain high-performing employees as well as managing low performers. Voluntary and involuntary turnover are discussed. Consider the following questions as you read this chapter:
How do organizations gain a strategic competitive advantage by properly managing employee separations while mitigating legal risk and negative impact to employee morale?
What strategic methods can be employed by human resource management to monitor employee engagement and morale after involuntary separations due to a reduction in force?
What are the best strategies to retain high performing employees who drive the organization’s outcome?

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