HRM599 : Human Resource Management Capstone

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	Week 1 – To Do List
Discuss: Introduce yourself to your classmates.
Learn: Read Chapter 1, “The New Human Resource Management Process,” in Human Resource Management: Functions, Applications, and Skill Development.
Learn: Read the presentation that goes with Chapter 1.
Learn: Read Chapter 2, “Strategy-Driven Human Resource Management,” in Human Resource Management: Functions, Applications, and Skill Development.
Learn: Read the presentation that goes with Chapter 2.
Learn: Complete viewing the video titled “Human Resource Strategy & Planning” (10 minutes 49 seconds).
Learn: Read the blog, 5 Steps to Developing a Strategic HR Plan.
Discuss: Complete the discussion, Chapter 1 and 2 Case Studies.
Week 2 – To Do List Learn: Read Chapter 3, “The Legal Environment and Diversity Management,” in Human Resource Management: Functions, Applications, and Skill Development. Learn: Read the presentation that goes with Chapter 3. Learn: Complete viewing the video titled “Human Resources: Job Structure & Design” (55 seconds). Learn: Read Job Design – Meaning, Steps, and its Benefits. Discuss: Complete the discussion, Chapter 3 Case Studies. Prepare: Read the instructions for the assignment due in Week 3. Week 3 – To Do List

	Week 3 – To Do List
Learn: Read Chapter 4, “Matching Employees and Jobs,” in Human Resource Management: Functions, Applications, and Skill Development.
Learn: Read the presentation that goes with Chapter 4.
Learn: Read Chapter 5, “Recruiting Job Candidates,” in Human Resource Management: Functions, Applications, and Skill Development.
Learn: Read the presentation that goes with Chapter 5.
Learn: Read Chapter 6, “Selecting New Employees,” in Human Resource Management: Functions, Applications, and Skill Development.
Learn: Read the presentation that goes with Chapter 6.
Learn: Complete viewing the video titled “The Recruitment Process” (3 minutes 58 seconds).
Learn: Read Recruitment and Selection Process in HRM.
Discuss: Complete the discussion, Chapter 4–6 Case Studies.
Assignment: Complete the Strategy, Planning, and Selection assignment.
Week 4 – To Do List Learn: Read Chapter 7, “Learning and Development,” in Human Resource Management: Functions, Applications, and Skill Development. Learn: Read the presentation that goes with Chapter 7. Learn: Complete viewing the video titled “Identifying Training Needs” (5 minutes 21 seconds). Learn: Read How to Design Your Personal and Professional Development Program Discuss: Complete the discussion, Chapter 7 Case Studies.

	Week 5 – To Do List
Learn: Read Chapter 8, “Performance Management and Appraisal,” in Human Resource Management: Functions, Applications, and Skill Development.
Learn: Read the presentation that goes with Chapter 8.
Learn: Read Chapter 9, “Rights and Employee Management,” in Human Resource Management: Functions, Applications, and Skill Development.
Learn: Read the presentation that goes with Chapter 9.
Learn: Complete viewing the video titled “Be a Strategic Human Resource Partner” (8 minutes 45 seconds).
Learn: Read 6 Key Qualities Transforming HR as a Strategic Business Partner.
Discuss: Complete the discussion, Chapter 8 and 9 Case Studies.
Prepare: Read the instructions for the assignment due in Week 6.
Week 6 – To Do List Learn: Read Chapter 10, “Employee and Labor Relations,” in Human Resource Management: Functions, Applications, and Skill Development. Learn: Read the presentation that goes with Chapter 10. Learn: Complete viewing the video titled “5 Reasons to Seek SHRM Certification” (1 minute 4 seconds). Discuss: Complete the discussion, Chapter 10 Case Studies. Assignment: Complete the Employee Development and Performance assignment. Week 7 – To Do List Learn: Read Chapter 11, “Compensation Management,” in Human Resource Management: Functions, Applications, and Skill Development.

	Week 7 – To Do List
Learn: Read the presentation that goes with Chapter 11.
Learn: Read Chapter 12, “Incentive Pay,” in Human Resource Management: Functions, Applications, and Skill Development.
Learn: Read the presentation that goes with Chapter 12.
Learn: Complete viewing the video titled “SHRM Certification Testimonial” (49 seconds).
Learn: Complete viewing the video titled “Why Choose SHRM-CP/SHRM-SCP Certification?” (1 minute 12 seconds).
Discuss: Complete the discussion, Chapter 11 and 12 Case Studies.
Prepare: Read the instructions for the assignment due in Week 8.
Week 8 – To Do List Learn: Read Chapter 13, “Employee Benefits,” in Human Resource Management: Functions, Applications, and Skill Development. Learn: Read the presentation that goes with Chapter 13. Learn: Complete viewing the video titled “Who is Eligible for SHRM Certification?” (59 seconds). Learn: Read Eligibility Criteria. Discuss: Complete the discussion, Chapter 13 Case Studies. Assignment: Complete the Strategic Value of Employee Benefits Programs assignment. Week 9 – To Do List Learn: Read Chapter 14, “Workplace Safety, Health, and Security,” in Human Resource Management: Functions, Applications, and Skill Development. Learn: Read the presentation that goes with Chapter 14.

	Week 9 – To Do List
Learn: Read Chapter 15, “Organizational Ethics, Sustainability, and Social Responsibility,” in Human Resource Management: Functions, Applications, and Skill Development.
Learn: Read the presentation that goes with Chapter 15.
Learn: Take a look at the SHRM BoCK website.
Learn: Read The SHRM Body of Competency & Knowledge.
Discuss: Complete the discussion, Chapter 14 and 15 Case Studies.
Prepare: Read the instructions for the assignment due in Week 10.
Week 10 – To Do List Learn: Read Chapter 16, “Global Issues for Human Resources,” in Human Resource Management: Functions, Applications, and Skill Development. Learn: Read the presentation that goes with Chapter 16. Learn: Complete viewing the video titled “The Value of SHRM Certification to Your Employer” (1 minute 53 seconds). Discuss: Complete the discussion, Chapter 16 Case Studies. Assignment: Complete the Human Resource Business Partner (HRBP) Development assignment. Week 11 – To Do List Discuss: Complete the discussion, Career Goals and Assessing the MSHRM Program.
Grading Scale

	Participation	Total Points	% of Grade
Discussion Participation	330	33%
Assignment	Total Points	% of Grade

	Participation	Total Points	% of Grade
w03a1 – Strategy, Planning, and Selection	150	15%
w06a1 – Employee Development and Performance	125	12.5%
w08a1 – Strategic Value of Employee Benefits Programs	150	15%
w10a1 – Human Resource Business Partner (HRBP) Development	245	24.5%
Totals	1000	100%

Final Course Grade
Points Percentage Grade 900 – 1000 90% – 100% A 800 – 899 80% – 89% B 700 – 799 70% – 79% C 0 – 699 69% and below F
Unique Course Features
Grading Scale Notation Please consult the University Catalog and your academic advisor to determine the final grade needed in this class to satisfy your specific degree conferral requirements. HR Certifications Below is a list of optional HR certifications and exams for graduating HR students and the websites to access more information about them. Please note that this course is not specifically affiliated with any of these certifications, organizations, or exams. Successfully completing this course does not guarantee a student will pass a certification exam. Societ y of Human Resource Mana g ement Certifications: SHRM-CP and SHRM-SCP , located at http://www.shrm.org/certification/pages/default.aspx Human Resource Certification Institute: PHR, SPHR, and GPHR, located at http://www.hrci.org/our-programs/our-hrcertifications Association for Talent Development Certification: CPLP, located at https://www.td.org/Certification WorldatWork Certifications: CCP , CBP , GRP , WLCP , CSCP , and CECP , located at https://www.worldatwork.org/certification/ Graduating HR Student Exam Assurance of Learning® Assessment for Graduating HR Students: The Society for Human Resource Management’s (SHRM) Assurance of Learning® Assessment for graduating HR students is the new universal benchmark for students who are completing an HR degree and who have little to no work experience in HR. More information is located at: https://www.shrm.org/certification/apply/Pages/applicationprocess.aspx Note: Students are not required to complete the SHRM assessment for successful completion of the course.
Assignments

		Did not submit or incompletely analyzed different types of strategies (cost leadership, differentiation, and focus or niche) and selected one deemed more appropriate for an “efficiency-minded” retail organization and incompletely explained rationale to include how the selected strategy ultimately affects how HR does its job.	Partially analyzed different types of strategies (cost leadership, differentiation, and focus or niche) and selected one deemed more appropriate for an “efficiencyminded” retail organization and partially explained rationale to include how the selected strategy ultimately affects how HR does its job.	Satisfactorily analyzed different types of strategies (cost leadership, differentiation, and focus or niche) and selected one deemed more appropriate for an “efficiency-minded” retail organization and satisfactorily explained rationale to include how the selected strategy ultimately affects how HR does its job.	Thoroughly analyzed different types of strategies (cost leadership, differentiation, and focus or niche) and selected one deemed more appropriate for an “efficiencyminded” retail organization and thoroughly explained rationale to include how the selected strategy ultimately affects how HR does its job.
Examine the four approaches to job design or redesign and provide an example (not a definition) of each. Then, make a case to the interviewing panel on the importance of effective job design applications in supporting the overall strategic goals of the organization. 20 %
Unacceptable	Needs Improvement	Competent	Exemplary
Did not submit or incompletely examined the four approaches to job design or redesign and provided an example (not a definition) of each and incompletely made a case to the interviewing panel on the importance of effective job design applications in supporting the overall strategic goals of the organization.	Partially examined the four approaches to job design or redesign and provided an example (not a definition) of each and partially made a case to the interviewing panel on the importance of effective job design applications in supporting the overall strategic goals of the organization.	Satisfactorily examined the four approaches to job design or redesign and provided an example (not a definition) of each and satisfactorily made a case to the interviewing panel on the importance of effective job design applications in supporting the overall strategic goals of the organization.	Thoroughly examined the four approaches to job design or redesign and provided an example (not a definition) of each and thoroughly made a case to the interviewing panel on the importance of effective job design applications in supporting the overall strategic goals of the organization.
Consider the challenges and constraints associated with recruiting workers and identify and discuss at least two issues. What advice would you give to ease your selected issues? Be specific. 15 %
Unacceptable	Needs Improvement	Competent	Exemplary
Did not submit or incompletely considered challenges and constraints associated with recruiting workers and identified and discussed at least two issues, and did not include advice given to ease the selected issues.	Partially considered challenges and constraints associated with recruiting workers and identified and discussed at least two issues, and partially included advice given to ease the selected issues.	Satisfactorily considered challenges and constraints associated with recruiting workers and identified and discussed at least two issues, and satisfactorily include advice given to ease the selected issues.	Thoroughly considered challenges and constraints associated with recruiting workers and identified and discussed at least two issues, and thoroughly include advice given to ease the selected issues.
List and describe 2–3 candidate selection process ideas that might add value and overall effectiveness to the process. Also, what problems should HR and management teams avoid during the selection process? 20 %
Unacceptable	Needs Improvement	Competent	Exemplary

		Did not submit or incompletely listed and described 2–3 candidate selection process ideas that might add value and overall effectiveness to the process, and also did not address what problems HR and management teams should avoid during the selection process.	Partially listed and described 2–3 candidate selection process ideas that might add value and overall effectiveness to the process, and also partially addressed what problems HR and management teams should avoid during the selection process.	Satisfactorily listed and described 2–3 candidate selection process ideas that might add value and overall effectiveness to the process, and also satisfactorily addressed what problems HR and management teams should avoid during the selection process.	Thoroughly listed and described 2–3 candidate selection process ideas that might add value and overall effectiveness to the process, and also thoroughly addressed what problems HR and management teams should avoid during the selection process.
Four references. 5 %
Unacceptable	Needs Improvement	Competent	Exemplary
No references provided.	Does not meet the required number of references; some or all references poor quality choices.	Meets number of required references; all references high quality choices.	Exceeds number of required references; all references high quality choices.
Writing mechanics, grammar, and formatting. 5 %
Unacceptable	Needs Improvement	Competent	Exemplary
Serious and persistent errors in grammar, spelling, punctuation, and formatting.	Partially free of errors in grammar, spelling, punctuation, and formatting.	Mostly free of errors in grammar, spelling, punctuation, and formatting.	Error free or almost error free in grammar, spelling, punctuation, and formatting.
Appropriate use of Strayer Writing Standards for in-text citations and references. 5 %
Unacceptable	Needs Improvement	Competent	Exemplary
Lack of in-text citations and/or lack of reference section.	In-text citations and references are provided, but they are only partially formatted correctly.	Most in-text citations and references are provided, and they are generally formatted correctly.	In-text citations and references are error free or almost error free and consistently formatted correctly.
Information literacy / integration of sources. 5 %
Unacceptable	Needs Improvement	Competent	Exemplary
Serious errors in the integration of sources, such as intentional or accidental plagiarism, or failure to use in-text citations.	Sources are partially integrated using effective techniques of quoting, paraphrasing, and summarizing.	Sources are mostly integrated using effective techniques of quoting, paraphrasing, and summarizing.	Sources are consistently integrated using effective techniques of quoting, paraphrasing, and summarizing.
Clarity and coherence of writing. 5 %
Unacceptable	Needs Improvement	Competent	Exemplary
Information is confusing to the reader and fails to include reasons and evidence that logically support ideas.	Information is partially clear with minimal reasons and evidence that logically support ideas.	Information is mostly clear and generally supported with reasons and evidence that logically support ideas.	Information is provided in a clear, coherent, and consistent manner with reasons and evidence that logically support ideas.

w06a1 – Employee Development and Performance

	Summary The Employee Development and Performance assignment is due this week. Get started by reading the instructions in the Course Guide so you understand the requirements. Click the linked activity title to access the assignment. Text Scenario Continuing from the Strategy, Planning, and Selection assignment, you were selected as the new HR director for the retail company and now have been in the position for approximately six months. Your approach to strategy, planning, and selection have been quite successful thus far, and now it is time to address the organization’s expectation for performance and development of employees since these components of HR strategy are critical in achieving business outcomes and success. Instructions Write a four- to five-page paper in which you do the following: Critically analyze and discuss any researched (web or textbook) training process model you may consider for use in developing employees (Here’s an idea: The Addie Model or exhibit 7-1, page 230 in the textbook). Then, identify and discuss some possible challenges that might be faced in implementing a new training process in the company. List and briefly discuss at least three types or methods of training that can be used for employee training. Of the three, which would you select to train the retail employees, and why? Be specific. Differentiate the concepts of performance management and performance appraisal with three to four key points. Then, make your case to leadership for or against using annual performance appraisals in the organization. Be specific with your perspective. Use at least four quality academic resources in this assignment. Note: You may only use the resources listed in the Course Guide and those that are specifically provided by the professor. This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course. Check with your professor for any additional instructions. Use the Stra y er Universit y Library to locate additional sources to support your work. The specific course outcome associated with this assignment is: Propose effective methods for implementing employee development and performance management processes for an organization. Scoring Guide Critically analyze and research (web or textbook) any training process model you may consider for use in developing employees, and then identify and discuss some possible challenges that might be faced in implementing a new training process in the company. 25 %
	Unacceptable	Needs Improvement	Competent	Exemplary
Did not submit or incompletely critically analyzed and researched (web or textbook) any training process model you may consider for use in developing employees, and	Partially critically analyzed and researched (web or textbook) any training process model you may consider for use in developing employees, and then partially identified and	Satisfactorily critically analyzed and researched (web or textbook) any training process model you may consider for use in developing employees, and then satisfactorily identified	Thoroughly critically analyzed and researched (web or textbook) any training process model you may consider for use in developing employees, and then thoroughly identified and

		then did not identify and discuss some possible challenges that might be faced in implementing a new training process in the company.	discussed some possible challenges that might be faced in implementing a new training process in the company.	and discussed some possible challenges that might be faced in implementing a new training process in the company.	discussed some possible challenges that might be faced in implementing a new training process in the company.
List and briefly discuss at least three types or methods of training that can be used for employee training. Of the three, which would you select to train the retail employees, and why? Be specific. 25 %
Unacceptable	Needs Improvement	Competent	Exemplary
Did not submit or incompletely listed and briefly discussed at least three types or methods of training that can be used for employee training, and of the three, did not select one to be used to train the retail employees and specifically stated why.	Partially listed and briefly discussed at least three types or methods of training that can be used for employee training, and of the three, partially selected one to be used to train the retail employees and specifically stated why.	Satisfactorily listed and briefly discussed at least three types or methods of training that can be used for employee training, and of the three, satisfactorily selected one to be used to train the retail employees and specifically stated why.	Thoroughly listed and briefly discussed at least three types or methods of training that can be used for employee training, and of the three, thoroughly selected one to be used to train the retail employees and specifically stated why.
Differentiate the concepts of performance management and performance appraisal with three to four key points. Then, make your case to leadership for or against using annual performance appraisals in the organization. Be specific with your perspective. 25 %
Unacceptable	Needs Improvement	Competent	Exemplary
Did not submit or incompletely differentiated the concepts of performance management and performance appraisal with three to four key points and did not make a specific case to leadership for or against using annual performance appraisals in the organization.	Partially differentiated the concepts of performance management and performance appraisal with three to four key points and partially made a specific case to leadership for or against using annual performance appraisals in the organization.	Satisfactorily differentiated the concepts of performance management and performance appraisal with three to four key points and satisfactorily made a specific case to leadership for or against using annual performance appraisals in the organization.	Thoroughly differentiated the concepts of performance management and performance appraisal with three to four key points and thoroughly made a specific case to leadership for or against using annual performance appraisals in the organization.
Four references. 5 %
Unacceptable	Needs Improvement	Competent	Exemplary
No references provided.	Does not meet the required number of references; some or all references poor quality choices.	Meets number of required references; all references high quality choices.	Exceeds number of required references; all references high quality choices.
Writing mechanics, grammar, and formatting. 5 %
Unacceptable	Needs Improvement	Competent	Exemplary
Serious and persistent errors in grammar, spelling, punctuation, or formatting.	Partially free of errors in grammar, spelling, punctuation, or formatting.	Mostly free of errors in grammar, spelling, punctuation, or formatting.	Error free or almost error free grammar, spelling, punctuation, or formatting.

	Appropriate use of Strayer Writing Standards for in-text citations and references. 5 %
	Unacceptable	Needs Improvement	Competent	Exemplary
Lack of in-text citations and / or lack of reference section.	In-text citations and references are provided, but they are only partially formatted correctly.	Most in-text citations and references are provided, and they are generally formatted correctly.	In-text citations and references are error free or almost error free and consistently formatted correctly.
Information literacy / integration of sources. 5 %
Unacceptable	Needs Improvement	Competent	Exemplary
Serious errors in the integration of sources, such as intentional or accidental plagiarism, or failure to use in-text citations.	Sources are partially integrated using effective techniques of quoting, paraphrasing, and summarizing.	Sources are mostly integrated using effective techniques of quoting, paraphrasing, and summarizing.	Sources are consistently integrated using effective techniques of quoting, paraphrasing, and summarizing.
Clarity and coherence of writing. 5 %
Unacceptable	Needs Improvement	Competent	Exemplary
Information is confusing to the reader and fails to include reasons and evidence that logically support ideas.	Information is partially clear with minimal reasons and evidence that logically support ideas.	Information is mostly clear and generally supported with reasons and evidence that logically support ideas.	Information is provided in a clear, coherent, and consistent manner with reasons and evidence that logically support ideas.

w08a1 – Strategic Value of Employee Benefits Programs
Summary The Strategic Value of Employee Benefits Programs assignment is due this week. Get started by reading the instructions in the Course Guide so you understand the requirements. Text Instructions To attract, motivate, and retain good workers, companies need to define what an employee wants from the employment relationship. One way to define employee needs is to consider “total rewards,” which are everything an employee perceives to be of value resulting from working for the company. Benefits are a core element of total rewards and the ever-growing package of offerings have evolved. You must now work with the company to define precisely where the various programs will be categorized. Write a six- to seven-page paper in which you do the following: Identify and discuss at least three important variables that almost always should be considered by organizations when providing employee benefits programs. Be sure the response is specific and relevant. Compare and contrast income protection programs and pay for time not worked programs, both of which are usual elements of benefits programs. How are the programs similar? Are they mandatory? Research and discuss at least four to five of what may be referred as “Other Benefits” that you could recommend to the management team as necessary elements for the benefits package. Hint: Flextime and product or service discounts are good examples. Develop an employee benefits package for any exempt or non-exempt position level of your choosing, making sure you support the selection of your program elements. Note: The preferred method for presenting your benefits package information is using a table or exhibit, but either approach is not mandatory.

	Examples: US Bank Benefits at a Glance and UW-Madison New Employee Benefits Summary. Use at least four quality academic resources in this assignment. Note: You may only use the resources listed in the Course Guide and those that are specifically provided by the professor. This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course. Check with your professor for any additional instructions. The specific course outcome associated with this assignment is: Design a strategic employee benefits package for an exempt or non-exempt position. Scoring Guide Identify and discuss at least three important variables that almost always should be considered by organizations when providing employee benefits programs. Be sure the response is specific and relevant. 15 %
	Unacceptable	Needs Improvement	Competent	Exemplary
Did not submit or incompletely identified and discussed at least three important variables that almost always should be considered by organizations when providing employee benefits programs and did not make sure the response is specific and relevant.	Partially identified and discussed at least three important variables that almost always should be considered by organizations when providing employee benefits programs and partially made sure the response is specific and relevant.	Satisfactorily identified and discussed at least three important variables that almost always should be considered by organizations when providing employee benefits programs and satisfactorily made sure the response is specific and relevant.	Thoroughly identified and discussed at least three important variables that almost always should be considered by organizations when providing employee benefits programs and thoroughly made sure the response is specific and relevant.
Compare and contrast income protection programs and pay for time not worked programs, both of which are usual elements of benefits programs. How are the programs similar? Are they mandatory? 10 %
Unacceptable	Needs Improvement	Competent	Exemplary
Did not submit or incompletely compared and contrasted income protection programs and pay for time not worked programs and did not address the programs’ similarity and whether they are mandatory or not.	Partially compared and contrasted income protection programs and pay for time not worked programs and partially addressed the programs’ similarity and whether they are mandatory or not.	Satisfactorily compared and contrasted income protection programs and pay for time not worked programs and satisfactorily addressed the programs’ similarity and whether they are mandatory or not.	Thoroughly compared and contrasted income protection programs and pay for time not worked programs and thoroughly addressed the programs’ similarity and whether they are mandatory or not.
Research and discuss at least four to five of what may be referred to as “Other Benefits” that you could recommend to the management team as necessary elements for the benefits package. 20 %
Unacceptable	Needs Improvement	Competent	Exemplary
Did not submit or incompletely researched and discussed at least four to five of what may be referred to as “Other Benefits” that could be recommended to the	Partially incompletely researched and discussed at least four to five of what may be referred to as “Other Benefits” that could be recommended to the	Satisfactorily incompletely researched and discussed at least four to five of what may be referred to as “Other Benefits” that could be recommended to the	Thoroughly incompletely researched and discussed at least four to five of what may be referred to as “Other Benefits” that could be recommended to the

		management team as necessary elements for the benefits package.	management team as necessary elements for the benefits package.	management team as necessary elements for the benefits package.	management team as necessary elements for the benefits package.
Develop an employee benefits package for any exempt or non-exempt position level of your choosing making sure you support the selection of your program elements. 30 %
Unacceptable	Needs Improvement	Competent	Exemplary
Did not submit or incompletely developed an employee benefits package for any exempt or non-exempt position level of your choosing and did not make sure the selection of program elements was supported.	Partially developed an employee benefits package for any exempt or non-exempt position level of your choosing and partially made sure the selection of program elements was supported.	Satisfactorily developed an employee benefits package for any exempt or non-exempt position level of your choosing and satisfactorily made sure the selection of program elements was supported.	Thoroughly developed an employee benefits package for any exempt or non-exempt position level of your choosing and thoroughly made sure the selection of program elements was supported.
Four references. 5 %
Unacceptable	Needs Improvement	Competent	Exemplary
No references provided.	Does not meet the required number of references; some or all references poor quality choices.	Meets number of required references; all references high quality choices.	Exceeds number of required references; all references high quality choices.
Writing mechanics, grammar, and formatting. 5 %
Unacceptable	Needs Improvement	Competent	Exemplary
Serious and persistent errors in grammar, spelling, punctuation, or formatting.	Partially free of errors in grammar, spelling, punctuation, or formatting.	Mostly free of errors in grammar, spelling, punctuation, or formatting.	Error free or almost error free grammar, spelling, punctuation, or formatting.
Appropriate use of Strayer Writing Standards for in-text citations and references. 5 %
Unacceptable	Needs Improvement	Competent	Exemplary
Lack of in-text citations and/or lack of a reference section.	In-text citations and references are provided, but they are only partially formatted correctly.	Most in-text citations and references are provided, and they are generally formatted correctly.	In-text citations and references are error free or almost error free and consistently formatted correctly.
Information literacy / integration of sources. 5 %
Unacceptable	Needs Improvement	Competent	Exemplary
Serious errors in the integration of sources, such as intentional or accidental plagiarism or failure to use intext citations.	Sources are partially integrated using effective techniques of quoting, paraphrasing, and summarizing.	Sources are mostly integrated using effective techniques of quoting, paraphrasing, and summarizing.	Sources are consistently integrated using effective techniques of quoting, paraphrasing, and summarizing.
Clarity and coherence of writing. 5 %
Unacceptable	Needs Improvement	Competent	Exemplary
Information is confusing to the reader and fails to include	Information is partially clear with minimal reasons and	Information is mostly clear and generally supported with	Information is provided in a clear, coherent, and

	All bullet point information in the Notes sections must be descriptive and have a minimum of 3–4 full sentences. This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course. Check with your professor for any additional instructions. The specific course outcome associated with this assignment is: Convince stakeholders of the value of using the SHRM BoCK model to develop effective and motivated HR business partners. Scoring Guide Include cover, presentation agenda, conclusion, and reference list slides, all of which may count toward total slide count. 10 %
	Unacceptable	Needs Improvement	Competent	Exemplary
Did not submit or incompletely included cover, presentation agenda, conclusion, and reference list slides, all of which may count toward total slide count.	Partially included cover, presentation agenda, conclusion, and reference list slides, all of which may count toward total slide count.	Satisfactorily included cover, presentation agenda, conclusion, and reference list slides, all of which may count toward total slide count.	Thoroughly included cover, presentation agenda, conclusion, and reference list slides, all of which may count toward total slide count.
Provide a slide with an overview on the importance of having a highly-developed staff of HR business partners. Be clear with your position. 15 %
Unacceptable	Needs Improvement	Competent	Exemplary
Did not submit or incompletely provided a slide with an overview on the importance of having a highlydeveloped staff of HR business partners and wan not clear with their position.	Partially provided a slide with an overview on the importance of having a highlydeveloped staff of HR business partners and was partially clear with their position.	Satisfactorily provided a slide with an overview on the importance of having a highlydeveloped staff of HR business partners and was satisfactorily clear with their position.	Thoroughly provided a slide with an overview on the importance of having a highlydeveloped staff of HR business partners and was thoroughly clear with their position.
Provide 1–4 slides introducing the SHRM BoCK model and its components. Be sure to highlight each of the areas of the model. Note: It is highly recommended to insert an image of the actual SHRM BoCK model into the presentation. 20 %
Unacceptable	Needs Improvement	Competent	Exemplary
Did not submit or incompletely provided 1–4 slides introducing the SHRM BoCK model and its components. Did not highlight each of the areas of the model or follow recommendation to insert an image of the actual SHRM BoCK model into the presentation.	Partially provided 1–4 slides introducing the SHRM BoCK model and its components. Partially highlighted each of the areas of the model and followed recommendation to insert an image of the actual SHRM BoCK model into the presentation.	Satisfactorily provided 1–4 slides introducing the SHRM BoCK model and its components. Satisfactorily highlighted each of the areas of the model and followed recommendation to insert an image of the actual SHRM BoCK model into the presentation.	Thoroughly provided 1–4 slides introducing the SHRM BoCK model and its components. Thoroughly highlighted each of the areas of the model and followed recommendation to insert an image of the actual SHRM BoCK model into the presentation.
Include in the remaining slides all required presentation information (see bullet information with required information in assignment requirements). 30 %

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reasons and evidence that logically support ideas.

evidence that logically support ideas.

reasons and evidence that logically support ideas.

consistent manner with reasons and evidence that logically support ideas.

w10a1 – Human Resource Business Partner (HRBP) Development

Summary The Human Resource Business Partner (HRBP) Development assignment is due this week. Get started by reading the instructions in the Course Guide so you understand the requirements. Click the linked activity title to access the assignment. Text Instructions Your previous contributions addressing a variety of important topics outlined in all previous assignments for this course are deemed essential in supporting the business’ overall organizational structure and competitive advantage strategy. It is now time to consider developing your own HR department team to ensure they have the requisite skills and competencies necessary to perform at high levels over time. Effective and motivated HR business partners (HRBP) will be the key to translating HR and business strategy into action. The Society for Human Resource Management (SHRM) Body of Competency and Knowledge (BoCK) can be an invaluable resource to help develop and certify HR professionals. You must now explain to the management team the components of this model and how it can be leveraged to achieve operational success for the HR department. A one-hour meeting has been scheduled, and the CEO will be in attendance. Create a 20-slide minimum PowerPoint presentation with your script or discussion or commentary in the Notes section of each slide, in which you do the following: Include cover, presentation agenda, conclusion, and reference list slides, all of which may count toward total slide count. Provide a slide with an overview on the importance of having a highly-developed staff of HR business partners. Be clear with your position. Example: The Evolution of the HR Business Partner Role. Provide 1–4 slides introducing the SHRM BoCK model and its components. Be sure to highlight each of the areas of the model. Note: It is highly recommended to insert an image of the actual SHRM BoCK model into the presentation. Include in the remaining slides the following required presentation information: Provide a minimum of three to four bullet points (more if needed) of information or discussion describing the specifics on the SHRM BoCK’s “Behavioral Competencies.” Provide a minimum of three to four bullet points (more if needed) of information or discussion describing the specifics on the SHRM BoCK’s “HR Expertise: Domains 1 & 2.” Provide a minimum of three to four bullet points (more if needed) of information or discussion describing the specifics on the SHRM BoCK’s “HR Expertise: Domains 3 & 4.” Provide a minimum of three to four bullet points (more if needed) of information or discussion describing specifics on certifying your HRBPs. Note: Good PowerPoints have very few words on the slides themselves—almost all of the information you need to include should be in the Notes. Use at least four quality academic resources in this assignment. Note: You may only use the resources listed in the Course Guide and those that are specifically provided by the professor.Your assignment must follow these formatting requirements: Select any one of three professional PowerPoint templates provided by the professor (required). Have headings for each section with all bulleted information aligned properly and using the same font and size. Images may be used but must be professional and relevant to the topic. The source or sources of all images must be credited with both citation and reference. Check with your professor for any additional instructions. Include citations and references for all information received from other sources.

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