Deliverable 5 - Proposed HR Initiatives Presentation Assignment Content

Proposed Human Resources Initiatives

Russell Vilardi

Etta Steed

Change Management

05/05/2021

Human Resources Initiatives

• HR sections is responsible for talent acquisition and development. • Talent acquisition strategy will include development of a solid pipeline (Zeuch, 2016) • Strengthening of company’s brand will also be key. • Talent development will involve coaching and training. • Provision of continuous learning will be vital (Zeuch, 2016).

Metrics for Measurement

•Return on investment (ROI). •Employee productivity rate (EPR) (Muller, 2018). •Training effectiveness. •Recruitment channel analysis (Muller, 2018).

Data Collection Plan

• Identification of what to measure. • Identification of the sources and type of data. • Carry out surveys, assessments and questionnaires. • Measurement of the outcomes (Johhson & Sylvia, 2018). • The key sources will be company information on employee performance and the profitability of the company

Potential Ethical Issues and Risks

•Possible breach of confidentiality when using the assessments and questionnaires (Anderson, 2015). •Potential biasness from feedback. •Unauthorized access to the data. •There is risk of inaccuracies (Anderson, 2015).

Risk Mitigation Plan

• Securing the data effectively (Anderson, 2015). • Use of feedback from different sources. • Double checking the details on organization performance. • Sensitization of the employee group on the need for accurate feedback (Anderson, 2015).

Impact of Initiatives

• The pipeline will allow the organization to engage candidates they see fit for the new roles. • Company brand will help attract top talent (Zeuch,

2016). • Coaching and training will ensure employees gain

proficiency and competency. • Continuous learning will allow employees to play their

roles while they continue developing (Zeuch, 2016).

References

Anderson, V. (2015). Research Methods in Human Resource Management-Investigating a Business Issue.

Johhson, E., & Sylvia, M. L. (2018). Secondary Data Collection. Critical Analytics and Data Management for the DNP, 61.

Muller, J. Z. (2018). The tyranny of metrics. Princeton University Press.

Zeuch, M. (Ed.). (2016). Handbook of human resources management. Springer Berlin Heidelberg.