NO EXTENSION or NEGOTIATION - Revise Assignment - If Graded now it would be a "C' - I need it to be a "A" - APA/PowerPoint Experts ONLY!!!

Capstone Project Option 2:

HRM 580 – Human Resources Capstone

Audio Script

Good morning to you all. Thank you for joining me. My name is Shantelle Hildred and I will be presenting the evaluation of 5 most important competencies that a global human resource leader should possess, human resource strategies that I have worked with specifically and 5 strategic strategies that will help HR become a strategic partner of an organization. In keeping with current times of Covid 19 and the climate of the world today HR leaders all over the world have been tested in ways they never have been before. There are hard decisions being made and a constant fear of the unknown while many companies decline in profits as a result of the Covid 19 pandemic. It is because of these factors that I have decided the 5 most important competencies a global HR leader should possess are:

· Being able to assess where you are

· Being able to plan a better future

· Creating the right culture

· Incentivizing Innovation

· Promoting available resources

I know the 5 factors mentioned above may not be your typical expected answers such as effective communication and cultural awareness which are also extremely important but if you bear with me I will explain and show you all how these 5 competencies can help global HR leaders move through unbearable times and come out on the other end successfully. These competencies will also assist HR global leaders if leveraged properly be more of a strategic partner no matter if there is a crisis like Covid 19 or not.

The 5 strategies that I will be presenting in relation to HR transforming from a more transactional/process oriented role to one where HR is partnering with an organization strategically to help determine the future of the company are:

· Strategies for ensuring a legal and inclusive workplace

· Best Workforce Management Practices Audit

· Compensation and Benefits Plan

· Organizational Intervention and Evaluation Plan

· Ongoing Communication Campaign

I have been able to dive into the above bullet points over the last 8 weeks more closely and deeply and with that I have found that without them I can assure you as a HR leader you will not be able to strategically partner with an organization and truly contribute to their overall success.

I personally once struggled with properly transitioning myself from a more process oriented role in HR to a more strategic role that is assisting the company in moving forward. It took me to a more uncomfortable space and because it was not familiar territory however it provided me the opportunity to share and highlight opportunities the company had that were preventing them from reaching their maximum potential. With that being said I also will be highlighting a couple of strategies that I have personally worked with as well which are:

· Understanding strengths and weaknesses

· Pulse Checks (Surveying the Workforce)

I want to thank you again for joining me for this presentation and I hope you find the materials presented beneficial and effective in assisting global HR leaders with being more strategic than transactional.