Assignment - Human Resources and Change Note that there will be a template for the paper

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Assignment - Human Resources and Change

Assignment:

The major responsibilities of human resources management are attracting, developing, and maintaining a quality workforce.

Review the RSPS (Rancho Solano) case from Topics 1 and 2. Recall that the board of directors at RSPS has hired you as part of a consulting team to review the situation and present your findings and recommendations. Refresh your memory on the issues in the K-12 sector in general, as well as in the case of RSPS in particular, by reading the case study again. Your next task is to identify three subsystems that are in need of change in RSPS, as well as the people (human resources) you would "attract, develop, and maintain" in order to effectively implement change.

Based on the RSPS case, you will choose one subsystem to change and write a 1,250-1,500 word paper in which you address the following questions that pertain to the major human resource management responsibilities and to change management. Strengthen your recommendations by showing how your proposed changes are working in another successful organization. In your comparison, consider referring to successful private, charter, or public schools in Arizona. A list of recommended websites and articles is provided at the end of this document for use in conjunction with this assignment.

Address then following in your paper:

1. What one major organizational subsystem needs to be changed in RSPS? Justify your choice. How does it compare to any of the successful private, charter, or public schools in Arizona?

2. How will the subsystem change affect the two other subsystems within RSPS that you have identified and how will you realign the total system?

3. Identify and explain how you would ensure that the proposed change will satisfy any three stakeholders of RSPS?

4. How should RSPS attract, develop, and maintain the workforce required to bring about your proposed change?

a. Choose at least one of the following in your discussion about attracting a quality workforce to support the change: human resource planning, recruitment, or selection.

b. Choose at least one of the following in your discussion about developing a quality workforce to support the change: employee orientation, training and development, or performance appraisal.

c. Choose at least one of the following in your discussion about maintaining a quality workforce to support the change: career development, work-life balance, compensation and benefits, employee retention and turnover, or labor-management relations.

Integrate a faith-based or worldview-based component in the paper and make a clear connection on how it informs the groups' management practices. (NOTE: Individuals all have a worldview, and that worldview influences their decisions, values, and perceptions. It also affects how they manage people, or think they should be managed. For this assignment, this requirement relates to your worldview, not of RSPS.

Include at least four academic references to support your position. One of them should directly relate to the company discussed in your paper.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to Turnitin. Please refer to the directions in the Student Success Center.

Recommended Websites and Articles:

Lists of Private Schools in Arizona:

1. 14 Most Expensive Private Schools in Metro Phoenix. http://www.azcentral.com/story/news/local/phoenix/2014/09/17/arizona-phoenix-expensive-private-schools/15736007/

2. Best Private High Schools in Arizona. https://k12.niche.com/rankings/private-high-schools/best-overall/s/arizona/

Lists of Charter and Public Schools in Arizona:

1. Best High Schools in Arizona. http://www.usnews.com/education/best-high-schools/arizona

2. Phoenix School. http://www.greatschools.org/arizona/phoenix/

3. Top 10 Arizona companies: Private schools. http://www.azcentral.com/story/money/business/2014/06/28/top-10-arizona-companies-private-schools/11366935/

Articles: Subsystems/Schools as Subsystems:

1. "What Are Organizational Subsystems?" by Kokemuller. http://smallbusiness.chron.com/organizational-subsystems-41735.html

2. "Social Organization and Schools: A General Systems Theory Perspective," by Bowen. http://www.uncssp.org/publications/Bowen%20social%20Organizations%20and%20Schools%202006.pdf

3. "Educational Systems and Development and Its Relationship to ISD," by Reigeluth. Chapter 6 in Instructional Technology: Past Present and Future (2nd ed., 1995), by Anglin (Ed.). http://www.indiana.edu/~syschang/decatur/reigeluth_pubs/documents/74_esd_relation_to_isd.pdf

Human Resources and Change

	1 Unsatisfactory 0.00%	2 Less than Satisfactory 65.00%	3 Satisfactory 75.00%	4 Good 85.00%	5 Excellent 100.00%
65.0 %Content
5.0 %Organizational Subsystems in Need of Change within RSPS	Identification of a major organizational subsystem in need of change in RSPS is absent, inappropriate, or irrelevant.	Identification of a major organizational subsystem in need of change in RSPS is vague or incomplete. Justification of the selected subsystem is weak or marginal with gaps in presentation. Supporting material is often confusing or inappropriate.	Identification of a major organizational subsystem in RSPS in need of change is provided, but at a cursory level. Justification of choice is rudimentary and may contain some inconsistencies. Supporting material is of baseline acceptable quality and quantity.	Identification of a major organizational subsystem in need of change is comprehensive and detailed. Justification for the need of change is clear and well-integrated. Supporting material is of above average quality and quantity.	Identification of a major organizational subsystem in need of change is comprehensive and detailed. A thorough description of that subsystem is provided and supported with relevant examples or personal insight are to further understanding. Justification for the need of change is clear and well-integrated. Supporting material is of exceptional quality and quantity.
10.0 %Comparison of Subsystem to Change With Successful Subsystems (Programmatic Competency 3.1)	Proposal for changes to the subsystem identified as most in need of change as well as a justification through comparison with subsystems in successful schools is absent, inappropriate, or irrelevant.	Proposal for changes to the subsystem identified as most in need of change is vague or incomplete. Justification through comparison with subsystems in successful schools is weak or marginal with gaps in presentation. Supporting material is often confusing or inappropriate.	Proposal for changes to the subsystem identified as most in need of change is provided, but at a cursory level. Rudimentary justification through comparison with subsystems in successful schools may contain some inconsistencies. Supporting material is of baseline acceptable quality and quantity.	Proposal for changes to the subsystem identified as most in need of change is clear and well-integrated with justification through comparison with subsystems in successful schools. Supporting material is of above average quality and quantity.	Proposal for changes to the subsystem identified as most in need of change is thorough and well-integrated with justification through comparison with subsystems in successful schools. Examples and personal insight are used to further understanding. Supporting material is of exceptional quality and quantity.
10.0 %Impact of the Proposed Change on Organizational Subsystems (Programmatic Competency 3.2)	Examination of the impact of the proposed change on the two other identified subsystems as well as a proposal for relevant realignment of the total organization to facilitate the change is absent, inappropriate, or irrelevant.	Examination of the impact of the proposed change on the two other identified subsystems as well as a proposal for relevant realignment of the total organization to facilitate the change is vague or incomplete.	Examination of the impact of the proposed change on the two other identified subsystems as well as a proposal for relevant realignment of the total organization to facilitate the change is provided, but at a cursory level.	Examination of the impact of the proposed change on the two other identified subsystems as well as a proposal for relevant realignment of the total organization to facilitate the change is clear and well-integrated.	Examination of the impact of the proposed change on the two other identified subsystems as well as a proposal for relevant realignment of the total organization to facilitate the change is thorough and well integrated.
10.0 %Satisfaction of three stakeholders	Explanation of how to ensure satisfaction of any three RSPS stakeholders is absent, inappropriate, or irrelevant.	Explanation of how to ensure satisfaction among three of the RSPS stakeholders is incomplete or irrelevant. Supporting material is often confusing or inappropriate.	Rudimentary explanation of how to ensure satisfaction among three of the stakeholders may contain some inconsistencies. Supporting material is of baseline acceptable quality and quantity.	A clear explanation of how to ensure satisfaction of three RSPS stakeholders is provided. Supporting material is of above average quality and quantity.	A clear explanation of how to ensure satisfaction of three RSPS stakeholders is provided. Examples and personal insight are used to further understanding. Supporting material is of exceptional quality and quantity.
5.0 %Attracting, Human Resources	Proposal for how RSPS should attract the human resources required to bring about the change is absent, inappropriate, or irrelevant. Discussion of the specifics as instructed in the assignment is absent, inappropriate, or irrelevant.	Proposal for how RSPS should attract the human resources required to bring about the change is vague or incomplete. Discussion of the specifics of this effort as instructed in the assignment is vague or incomplete. Supporting material is often confusing or inappropriate.	Proposal for how RSPS should attract the human resources required to bring about the change, including discussion of specifics of this effort as instructed in the assignment, is provided, but at a cursory level. Supporting material is of baseline acceptable quality and quantity.	Proposal for how RSPS should attract the human resources required to bring about the change, including discussion of specifics of this effort as instructed in the assignment, is clearly articulated and well-integrated. Supporting material is of above average quality and quantity.	Proposal for how RSPS should attract the human resources required to bring about the change, including discussion of specifics of this effort as instructed in the assignment, is thorough and well-integrated. Examples and personal insight are used to further understanding. Supporting material is of exceptional quality and quantity.
5.0 %Developing, Human Resources	Proposal for how RSPS should develop the human resources required to bring about the change is absent, inappropriate, or irrelevant. Discussion of the specifics as instructed in the assignment is absent, inappropriate, or irrelevant.	Proposal for how RSPS should develop the human resources required to bring about the change is vague or incomplete. Discussion of the specifics of this effort as instructed in the assignment is vague or incomplete. Supporting material is often confusing or inappropriate.	Proposal for how RSPS should develop the human resources required to bring about the change, including discussion of specifics of this effort as instructed in the assignment, is provided, but at a cursory level. Supporting material is of baseline acceptable quality and quantity.	Proposal for how RSPS should develop the human resources required to bring about the change, including discussion of specifics of this effort as instructed in the assignment, is clearly articulated and well-integrated. Supporting material is of above average quality and quantity.	Proposal for how RSPS should develop the human resources required to bring about the change, including discussion of specifics of this effort as instructed in the assignment, is thorough and well-integrated. Examples and personal insight are used to further understanding. Supporting material is of exceptional quality and quantity.
5.0 %Maintaining Human Resources	Proposal for how RSPS should maintain the human resources required to bring about the change is absent, inappropriate, or irrelevant. Discussion of the specifics as instructed in the assignment is absent, inappropriate, or irrelevant.	Proposal for how RSPS should maintain the human resources required to bring about the change is vague or incomplete. Discussion of the specifics of this effort as instructed in the assignment is vague or incomplete. Supporting material is often confusing or inappropriate.	Proposal for how RSPS should maintain the human resources required to bring about the change, including discussion of specifics of this effort as instructed in the assignment, is provided, but at a cursory level. Supporting material is of baseline acceptable quality and quantity.	Proposal for how RSPS should maintain the human resources required to bring about the change, including discussion of specifics of this effort as instructed in the assignment, is clearly articulated and well-integrated. Supporting material is of above average quality and quantity.	Proposal for how RSPS should maintain the human resources required to bring about the change, including discussion of specifics of this effort as instructed in the assignment, is thorough and well-integrated. Examples and personal insight are used to further understanding. Supporting material is of exceptional quality and quantity.
5.0 %Internal consistency between the proposed functions of attracting developing and marinating a quality workforce that would bring about the change	The student fails to select relevant HR process to attract develop and maintain the quality workforce.	Choices are made from the relevant categories to attract develop and maintain the quality workforce but lack connectivity, are vague, incomplete, confusing or inappropriate. Selected processes would not bring about the changes proffered.	Choices are from the relevant categories to attract develop and maintain the quality workforce but are rudimentary and incapable of bringing about optimal results. There is a minimal lack of alignment among HR practices selected, with some inconsistencies in the argument. Supporting material is of baseline acceptable quality and quantity.	The selected HR processes to attract develop and maintain the quality workforce to bring about the proposed change are connected, internally consistent and are suitable to achieve the overall changes suggested. Supporting material is of above average quality and quantity.	The selected HR processes to attract develop and maintain the quality workforce to bring about the proposed change are the optimal choices, connected, internally consistent and are applicable to the overall changes suggested. Supporting material is of exceptional quality and quantity
5.0 %Connectivity to course	No attempt is made to go beyond the topics of HRM and change management. No other course material is integrated. The student fails to develop or demonstrate a holistic understanding of subject area or discipline.	A weak attempt is made to go beyond the topics of HRM and change management. The student is unable to clearly articulate develop or demonstrate a holistic understanding of the connectivity between the studied topics, the attempt is vague, incomplete, confusing or inappropriate.	The student attempts to link at least one relevant topic in demonstrating a holistic understanding of the subject area and discipline, however, it is at a cursory level. The explanation is rudimentary and may contain some inconsistencies. Supporting material is of baseline acceptable quality and quantity.	At least two broader topics are clearly and appropriately integrated into the argument to develop or demonstrate a holistic understanding of subject area and discipline. A clear explanation of the relevance of the chosen topics is presented. Supporting material is of above average quality and quantity.	At least three appropriate topics from the broader course material are clearly, thoroughly and seamlessly integrated into the argument to develop a persuasive argument and demonstrate a holistic understanding of subject. Supporting material is of exceptional quality and quantity.
5.0 %Research Sources (relevancy, quantity, and type specifications)	Sources are not used or cited as required in the assignment instructions. Noncredible sources are used.	Source relevance is vague or inconsistent. References from appropriate sources are not included: at least four academic resources.	Source relevance is mostly applicable and appropriate. References from appropriate sources are included: at least four academic resources.	Source relevance is applicable and appropriate in all instances. References from appropriate sources are included: at least four academic resources.	Source relevance is applicable and appropriate in all instances and sparks interest in the reader to pursue further investigation. References from appropriate sources are used: more than four academic resources.
5.0 %Integration of Faith, Learning, and Work
5.0 %CWV 4: Examines the Application of a personal Christian Worldview Within the Context of Discipline and Vocation	The assignment does not articulate an application of the Christian perspective as it relates to discipline and vocation.	The assignment articulates a basic understanding of the connection among the Christian perspective, discipline, and vocation.	The assignment expresses a limited application of the Christian worldview to discipline and vocation.	The assignment examines the application of the Christian worldview within the context of discipline and vocation in ways that contribute to the common good.	The assignment interprets implications of applying a Christian perspective within a discipline and vocation.
20.0 %Organization and Effectiveness
7.0 %Thesis Development and Purpose	Paper lacks any discernible overall purpose or organizing claim.	Thesis and/or main claim are insufficiently developed and/or vague; purpose is not clear.	Thesis and/or main claim are apparent and appropriate to purpose.	Thesis and/or main claim are clear and forecast the development of the paper. It is descriptive and reflective of the arguments and appropriate to the purpose.	Thesis and/or main claim are comprehensive. The essence of the paper is contained within the thesis. Thesis statement makes the purpose of the paper clear.
8.0 %Argument Logic and Construction	Statement of purpose is not justified by the conclusion. The conclusion does not support the claim made. Argument is incoherent and uses noncredible sources.	Sufficient justification of claims is lacking. Argument lacks consistent unity. There are obvious flaws in the logic. Some sources have questionable credibility.	Argument is orderly, but may have a few inconsistencies. The argument presents minimal justification of claims. Argument logically, but not thoroughly, supports the purpose. Sources used are credible. Introduction and conclusion bracket the thesis.	Argument shows logical progression. Techniques of argumentation are evident. There is a smooth progression of claims from introduction to conclusion. Most sources are authoritative.	Clear and convincing argument presents a persuasive claim in a distinctive and compelling manner. All sources are authoritative.
5.0 %Mechanics of Writing (includes spelling, punctuation, grammar, language use)	Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice and/or sentence construction are used.	Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice (register) and/or word choice are present. Sentence structure is correct but not varied.	Some mechanical errors or typos are present, but are not overly distracting to the reader. Correct and varied sentence structure and audience-appropriate language are employed.	Prose is largely free of mechanical errors, although a few may be present. The writer uses a variety of effective sentence structures and figures of speech.	Writer is clearly in command of standard, written, academic English.
10.0 %Format
5.0 %Paper Format (use of appropriate style for the major and assignment)	Template is not used appropriately, or documentation format is rarely followed correctly.	Appropriate template is used, but some elements are missing or mistaken. A lack of control with formatting is apparent.	Appropriate template is used. Formatting is correct, although some minor errors may be present.	Appropriate template is fully used. There are virtually no errors in formatting style.	All format elements are correct.
5.0 %Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style)	Sources are not documented.	Documentation of sources is inconsistent or incorrect, as appropriate to assignment and style, with numerous formatting errors.	Sources are documented, as appropriate to assignment and style, although some formatting errors may be present.	Sources are documented, as appropriate to assignment and style, and format is mostly correct.	Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error.
100 %Total Weightage