Workforce Management and Workforce Development
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Workforce Management and Workforce Development
For this assignment, choose a case study from Chapter 3 of your Strategic Human Capital Management text (pages 63–95). Use this case study to complete the following:
- Review the key points of the case study.
- Relate the case study to your organization. How does it fit with your organization’s current situation?
- Identify the workforce management strategies and workforce development strategies at work in your chosen case study. You may wish to refer to the Workforce Management and the Workforce Development Practices Lists, included in the Resources.
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Answer the following questions:
- What is the difference between a basic practice, best practice, and best fit?
- What is the role of “fit” in the case study, and how does it compare to how “fit” is achieved at your organization?
- Would the approach used in the case study apply to your organization? Why or why not?
- What would you recommend as a best fit solution for your organization?
Read through the Workforce Management and Workforce Development Scoring Guide prior to submitting this assignment to ensure you have met all of the expectations.
Workforce Management and Workforce Development
Workforce Management and Development Workforce Management and Workforce Development Practices Lists Listed below is an example of workforce management practices and workforce development practices. For your course assignments, you may select from the following list or you may use your own example: Workforce Management Practices: Compensation and Benefits (Total Rewards). Reward/Incentive Programs. People Strategy and Workforce Planning. Succession Plans and Internal Promotions. Recruitment and Referral Program. Retention and Turnover. Outsourcing. Job Analysis and Job Design. Globalization. Workforce Diversity. Talent Management. Performance Management. Workforce Development Practices: On-the-Job Training. Meetings. Competency System. Onboarding for Executives. Development Experiences. Conferences. Educational Reimbursement (could also be considered a workforce management practice, depending on how it is used). External expert presentations. New Employee Orientation. Organizational Socialization. Management Training. Leadership Development. Note that many of these practices can be considered a workforce management practice or a workforce development practice, depending on what aspect of the subject one is looking at. 1 Capella Proprietary and Confidential Course_File_Template_Portrait.doc Last updated: 8/14/2019 2:23 AM
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