Overview: Human Resources as a profession is transitioning from personnel to hum

Overview:
Human Resources as a profession is transitioning from personnel to human resources to strategic business partner or HCAM (human capital asset management) an arduous journey requiring significant continuous monitoring and redesign of many best/successful organizations and HCAM practices. This course examines various aspects of that journey by delving into the redesign of work, the redesign of the workplace and ultimately the redesign of the engine driving those redesigns – namely HCAM –Human Capital Asset Management.
With that unequivocal statement in mind, the final project is directed towards coalescing ‘research/information’ discovered in each unit into completing a SMART GOAL Analysis as part of a comprehensive planning analysis that would ultimately be used a ‘map’ to the future of work, the workplace and HR.
Instructions:
Using The Redesign of HR
‘Fill in’ the SMART Goal Template that you choose as your project identifying the goals
needed to meet the redesign changes taking place specifically related to key/relevant
processes directly or indirectly impacting the redesign of work, the redesign of the
workplace or the redesign of HR responsibilities in the 21st century.
Read the following articles on how to use a SMART GOAL Analysis tool:
SMART Goals: Definition and Examples
5 Dos and Don’ts When Making a SMART Goal [Examples]
How to Make Your Goals Achievable
Recommendation: ‘Collect’ data for all those sources as you navigate the journey
through each Unit to create the building blocks needed to complete each section of the
SMART GOAL TEMPLATE.
Requirements:
SMART Goal Template in Word document format
SMART Goal Example:
Approval of Affirmative Action Plan by federal and state agencies.
Specific: The HR Affirmative Action Officer will determine if current handbook
policies related to Affirmative Action Plans comply with 2021 directives.
Measurable: The HR Affirmative Action Officer will ‘check/read’ employment law
letter reports related to Affirmative Action plans from 3 sources to see if any
federal and state laws have changed over the last 12 months.
Attainable: The HR Affirmative Action Office will ensure budget allocation to
continue to subscribe to state and federal law alerts.
Relevant: The HR Affirmative Action Officer will ensure compliance with all
directives to receive state and federal approval of our Affirmative Action plans.
Time-Based: The HR Affirmative Action Officer will conduct a data analysis and
be ready to submit the company’s Affirmative Action Plan data report to the
EEOC one month before submission is required.