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HRM601_Course_Project_Grading_Rubric1.xlsxRubric for Drafts
| HRM601 Plan Grading Rubric 5.0 (Draft Page) | |||
| Tips for using this rubric | Note that each page has a different rubric (i.e., drafts, final papers, presentation, project template, and presentation tips). | ||
| Team | Instructor | Term | Team Topic |
| Company Background | Points Available | Points Earned | Instructor Comments |
| Mission, Vision, Values | 2.5 | ||
| Internal Company Environment | 2.5 | ||
| Competitive Analysis | 2.5 | ||
| SWOT | 2.5 | ||
| Strategy | 2.5 | ||
| Total | 12.5 | 0 | |
| HR Strategic Plan | Points Available | Points Earned | Instructor Comments |
| HRM Role | 2.5 | ||
| HRM C-Suite Rationale | 2.5 | ||
| Workplace Culture Theory and Method | 2.5 | ||
| HR Metrics | 2.5 | ||
| Stakeholder Value Chart | 2.5 | ||
| Total | 12.5 | 0 | |
| Staffing Strategy | Points Available | Points Earned | Instructor Comments |
| Core Competencies, KSAs | 5 | ||
| Job Analysis | 5 | ||
| Recruitment | 5 | ||
| Diversity | 5 | ||
| Selection Method | 5 | ||
| Total | 25 | 0 | |
| Total Rewards | Points Available | Points Earned | Instructions for Completing Plan |
| Meet, Lead, or Lag? | 5 | ||
| Equity Strategy | 5 | ||
| Wage Incentives Method | 5 | ||
| Linkage to Performance Management | 5 | ||
| Benefits: Other Rewards | 5 | ||
| Total | 25 | 0 | |
| Training and Development | Points Available | Points Earned | Instructions for Completing Plan |
| Needs Assessment | 6 | ||
| Training Need/Method | 6 | ||
| Training Budget/Future | 6 | ||
| Employment Development/Talent Management | 7 | ||
| Total | 25 | 0 | |
| Performance Management | Points Available | Points Earned | Instructor Comments |
| Performance Appraisal Method | 6 | ||
| Feedback methods | 6 | ||
| Policies on Performance Improvement, Discipline, or Termination | 6 | ||
| Linkage to T&D, Total Rewards, Talent Management, and HRIS | 7 | ||
| Performance Management | 25 | 0 | |
Final Paper Grading Rubric
| HRM601 Plan Grading Rubric 5.0 (Final Paper) | |||
| Tips for using this rubric | Note that each page has a different rubric (i.e., drafts, final papers, presentation, grade description). | ||
| Team | Instructor | Term | Team Topic |
| Company Background | Points Available | Points Earned | Instructor Comments |
| Mission, Vision, Values | 10 | ||
| Internal Company Environment | 10 | ||
| Competitive Analysis | 10 | ||
| SWOT | 10 | ||
| Strategy | 10 | ||
| CB Total | 50 | 0 | |
| HR Strategic Plan | Points Available | Points Earned | Instructor Comments |
| HRM Role | 10 | ||
| HRM C-Suite Rationale | 10 | ||
| Workplace Culture Theory and Method | 10 | ||
| HR Metrics | 10 | ||
| Stakeholder Value Chart | 10 | ||
| HR SP Total | 50 | 0 | |
| Staffing Strategy | Points Available | Points Earned | Instructor Comments |
| Core Competencies, KSAs | 10 | ||
| Job Analysis | 10 | ||
| Recruitment | 10 | ||
| Diversity | 10 | ||
| Selection Method | 10 | ||
| SS Total | 50 | 0 | |
| Total Rewards | Points Available | Points Earned | Instructor Comments |
| Meet, Lead, or Lag? | 10 | ||
| Equity Strategy | 10 | ||
| Wage Incentives Method | 10 | ||
| Linkage to Performance Management | 10 | ||
| Benefits: Other Rewards | 10 | ||
| TR Total | 50 | 0 | |
| Training and Development | Points Available | Points Earned | Instructor Comments |
| Needs Assessment | 10 | ||
| Training Need/Method | 10 | ||
| Training Budget/Future | 10 | ||
| Employment Development/Talent Management | 10 | ||
| T&D Total | 40 | 0 | |
| Performance Management | Points Available | Points Earned | Instructor Comments |
| Performance Appraisal method | 10 | ||
| Feedback Methods | 10 | ||
| Policies on Performance Improvement, Discipline, or Termination | 10 | ||
| Linkage to T&D, Total Rewards, Talent Management, and HRIS | 10 | ||
| PM Total | 40 | 0 | |
| Human Resource Information System (HRIS) | Points Available | Points Earned | Instructor Comments |
| HR Needs | 10 | ||
| Schema/Chart | 10 | ||
| Two Vendors + One Recommendation | 15 | ||
| HRIS Total | 35 | 0 | |
| Subtotal | 315 | 0 | |
| Plan Professionalism | Points Available | Points Earned | Instructor Comments |
| Organization | 10 | ||
| Style/Spelling/Grammar | 20 | ||
| References | 20 | ||
| Overall Impact | 10 | ||
| PP Total | 60 | 0 | |
| Paper Total | 375 | 0 | |
Presentation Grading Rubric
| Oral Presentation | |||
| Earned by team, however failing to appear at presentation means 0 presentation and participation points for that team member; no exceptions. | |||
| Possible | Earned | Instructor Comments. | |
| Introduction | 15 | ||
| Company Background | 15 | ||
| HR Strategy | 30 | ||
| Staffing Strategy | 20 | ||
| Total Rewards | 15 | ||
| Training and Development | 15 | ||
| Performance Management | 15 | ||
| HRIS | 15 | ||
| PowerPoint Quality | 20 | ||
| Verbal Presentation Quality | 20 | ||
| Persuasiveness | 20 | ||
| Total Points | 200 | 0 | |
Project template
| I. Company Background (Week 2) | |
| Determine your fictitious company's strategy. Include in your analysis any industry realities, competitors’ analysis, and your company’s potential to differentiate in the marketplace. Provide the company background in HRM analytical terms, and decide whether your team wants to use Porter’s Five Forces Analysis or the Balanced Scorecard approach for setting up strategy. This section should contain: | |
| · Company foundation: Mission, vision, values, environment. | |
| · Competitive analysis: Company SWOT, competition, market differentiation | |
| · Choice of method (Porter’s or BS): Give brief explanation of the method and how it will tie into your strategic plan. | |
| II. HR Strategic Plan (Week 2) | |
| Develop the HR Strategy and critical linkages to your company strategy. Develop a narrative that describes that linkage. Include theory in this section. What type of culture will the HR Strategy envision, evolve, and support? Consider the work done, industry needs, and type of laborer involved in your organization and provide support for the decision. | |
| · HRM role in company: Function, structure, responsibilities (current and proposed) | |
| · Rationale for HRM seat at C-Suite in this company (and generally) | |
| · Describe the workplace culture desired, method of attaining it, and theory behind the choice, that is, Organizational Behavior culture, ABC Employee method, strict hierarchy, matrix management, continuous improvement , learning organization, and so forth. (Be as creative as you desire on this. See page 108 of the textbook for culture thoughts. To find theory and support for your culture ideas, use Google Scholar and the Keller Library.) | |
| · How will you know when the desired culture is attained? Provide metrics showing value add and to which stakeholders. | |
| III. Staffing Strategy (Week 3) | |
| Describe the current labor force for your company, and what you will need in the future. | |
| · What core competencies supports your company’s needs? What KSAs does the company employees need to have? (You may want to consider these by department.) | |
| · Include one example of a job analysis for a critical position in the company. | |
| · Explain what recruitment channels you will utilize and justify based on location, KSA needs, and future growth needs. | |
| · How will you ensure the staff hired contributes to diversity needs, as well as performance? Explain your company’s legal and ethical diversity requirements and strategy. | |
| · Describe the staffing methodology and explain how it will support your company’s budget and hiring timing. (For example, application to interview to hire process, including onboarding method.) | |
| IV. Total Rewards Strategy (Week 4) | |
| Describe the strategy for total rewards for your company. | |
| · Determine your company's strategy to lead, meet, or lag the market for total rewards and key positions. | |
| · Determine the decision to base wage on internal structural equity or external market equity. | |
| · Review the decision mix between base wage and incentive wage. | |
| · Develop a mix of employee benefits that differentiates in the market. | |
| V. Training and Development Strategy (Week 5) | |
| · Provide a needs assessment for training needed in the organization. | |
| · Identify one area where training will be needed, and explain the method of delivery of that training. | |
| · Explain how training needs will be determined, budgeted for, and provided for future company needs. | |
| · Describe implementation of an employee development strategy for talent management. | |
| VI. Performance Management Strategy (Week 6) | |
| · Review appraisal strategies and mechanisms to evaluate performance. | |
| · Review feedback methods to ensure continual information sharing versus annual events. | |
| · Explain linkages to T+D, Total Rewards, talent management, and HRIS strategies. | |
| VII. HRIS (Final Project submission only) | |
| · Describe the HRIS needs of the company. (For each section of this project, consider whether you will need some HRIS vendor or software package to assist with supporting.) | |
| · Create a schema or chart that depicts these needs and possible solutions. | |
| · Review two possible vendor solutions for HRIS for one area of the company and recommend one of the solutions. |
Presentation tips
| Verbal Presentation Tips: Suggestions | |
| Include a catchy introduction. | |
| Provide a quality background to the company. | |
| Explain the HR Strategy and persuade the company to adopt it. | |
| Describe the staffing strategy in terms that make listeners get motivated and excited. | |
| Provide exciting information about the new total rewards plan. | |
| Link performance management to all elements of the HR strategy and company performance. | |
| Explain the HRIS vendor solution to the one area you discussed in your paper. | |
| Have no more than one slide per plan topic. | |
| Use the PowerPoint template and keep it clean, neat. | |
| Everyone must present. | |
| Speak clearly, and with a smile, excitement. | |
| Have fun! | |
| MUST USE THE TEMPLATE IN FILES! |
