At least nine scholarly sources and six outside references are required (anonymous authors or web pages are unacceptable). These should be listed on the last page titled References.
The paper’s content length is 18–24 pages (guideline), not including the title page, appendices, and references
Rubric:
– The paper includes detailed descriptions of all the following items for the company: Mission, Values, Vision; Internal Company Environment, Competitive Analysis, SWOT, and Strategy.
– The paper includes detailed descriptions of all the following items: HRM Role, HRM C-Suite Rationale, Workplace Cultural Theory and Method, HR Metrics, and Stakeholder Value Chart.
– The paper includes detailed descriptions of all the following items: Core Competencies, KSAs; Job Analysis; Recruitment; Diversity; and Selection Method.
-The paper includes detailed descriptions of all the following items: Meet, Lead, or Lag?, Equity Strategy, Wage Incentives Method, Linkage to Performance Management, and Benefits: Other Rewards.
-The paper includes detailed descriptions of all the following items: Needs Assessment, Training Need/Method, Training Budget/Finance, and Employment Development/Talent Management.
-The paper includes detailed descriptions of all the following items: Performance Appraisal method, Feedback Methods, Policies on Performance Improvement, Discipline, or Termination, and Linkage to T&D, Total Rewards, Talent Management, and HRIS.
-The paper is well organized, contains correct spelling and grammar, has properly formatted references in APA, and includes an overall impact.
-The paper includes clear evidence the student integrates professional HR competencies and uses practical HR management applications to ensure human resources are available, capable and effective.
– Excellent: The paper includes clear evidence the student employees strategic leadership, HR management, and decision making to add value to the company.
-The paper includes clear evidence the student assesses the culture and workplace environment of the company to make HR decisions that align with and help achieve the company’s strategic goals.