Talent is getting harder for organizations to attract and retain, and employee turnover is very costly but there is much more loss than that. Today, teams collaborate and cooperate with each other to develop and complete projects and support customers in business-to-business operations. Internal promotion programs are among the most important attributes of a powerful and recognizable retention effort. Upward mobility is essential to the hopes and expectations of many employees of the organization. Internal opportunities for promotion show a clear commitment by the organization to the development and retention of its employees. In this assessment, the SHRM behavioral competencies of Leadership and Organizational Navigation and the HRM content knowledge area Employee and Labor Relations will support your recommended course of action for an important hiring decision in a workplace scenario.
Scenario
You are a newly hired HR professional in a small private-sector company that provides a broad spectrum of products for the cruise ship industry. The company repackages standard personal grooming products, perfumes, and lotions into smaller gift packages appropriate for customer appreciation gifts. There are 300 employees in the firm, and the organization has a history of a stable workforce with very limited turnover. Recently, the company gained over 200 employees and there are several supervisory and managerial positions that need to be filled. The CEO has asked you to work with him to fill positions based on an organizational structure he has just created. It is rumored that the CEO has spoken discreetly to two internal candidates about the position and feels no need to take any action to announce the position internally. It should be noted that the employee manual specifies that all vacant positions be announced both internally and externally. New supervisors and managers are needed in sales (one), marketing (one), operations (two), and security (one). Each of these areas has seasoned employees eager to compete for jobs, though some may not be as qualified as external candidates.
Your Challenge
You are now in a situation with a tough call to make. As the responsible HR professional, you must consider and decide which course of action will provide the greatest benefit for the company and its employees, and how to make a persuasive argument for your recommendation. Your options are to support the CEOs guidance, or to take a hiring position that protects the organizations legal posture and maintains an ethical work environment.
Prepare a 34 page plan that states your recommended course of action. Along with your recommendation, include the following:
- Analyze how your proposed HR solution to an HR challenge contributes to organizational goals and strategies.
- Should you just follow the guidance of the CEO, or discuss the consequences of placing unqualified people in managerial roles?
- If you remain silent without any further discussion, what might the implications be to you and the organization?
- What is the potential opportunity cost of ignoring outstanding external candidates?
- Describe key legal factors you considered in the formulation of a proposed HR solution.
- Explain the role of the HR practitioner in advancing a proposed HR solution.
- Briefly explain the role you will take in influencing the eventual outcome. Consider aspects of leadership, negotiation, and consultation.
- What pros and cons are there for promoting internally versus externally? Consider the implications to the organization and its operations when selecting from both of these populations.
- Discuss the application of any SHRM behavioral competency(ies) to the process of solving an HR challenge.
- Which SHRM behavioral competencies are most directly applicable to a successful resolution of this challenge, and why?
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The deliverable for this assessment applies professional skills in Human Resources Management (HRM) to workplace situations that you will likely encounter in your day-to-day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace.Your assessment should meet the following additional requirements:
- Written communication: Use spell-check and other tools to ensure correct spelling and grammar.
- Support main points and recommendations with relevant and credible evidence.
- Address the appropriate audience, using familiar, discipline-specific language and terminology.
- Resources: Use 24 references from trade publications.
- Use the for research resources and library tools.
- APA formatting: Use for guidance in citing sources and formatting your paper in proper APA style. See the for more APA resources specific to your degree level.
- Length: Your plan should be 34 typed, double-spaced pages, not including the cover and resources pages. Use headings and subheadings to organize content for the reader.
- The first page should be a cover sheet with your name, the course number, assessment title, and date. No other information is required on this page.
- The last page should be the reference list.
- Font and font size: Times New Roman, 12-point font; double spaced.
- Academic Integrity and Honesty: You must adhere to academic integrity and honesty policies and incorporate practices that support ethically sound work in your assessments. View .
Review the HR Challenge: Hire From Within or Outside? rubric to see the criteria by which your assessment will be evaluated before submission
- Written communication: Use spell-check and other tools to ensure correct spelling and grammar.
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By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and scoring guide criteria:
- Competency 1: Analyze the ways in which the human resource function contributes to individual and organizational performance.
- Discuss the application of any SHRM behavioral competency(ies) to the process of solving an HR challenge.
- Competency 2: Analyze the impact of the legal environment of human resource management policies and practices.
- Describe key legal factors considered in the formulation of a proposed HR solution.
- Competency 3: Explain the strategic role of human resources in the support of organizational goals in a multicultural and global environment.
- Analyze how a proposed HR solution to a HR challenge contributes to organizational goals and strategies.
- Competency 5: Analyze the strategic and operational roles that a human resource practitioner plays within an organization.
- Explain the role of the HR practitioner in advancing a proposed HR solution.
- Competency 6: Communicate clearly, accurately, and professionally in the Human Resource Management field.
- Support main points and recommendations with relevant and credible evidence.
- Address the appropriate audience, using familiar, discipline-specific language and terminology.
- Competency 1: Analyze the ways in which the human resource function contributes to individual and organizational performance.
Requirements:
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