What should be the basis of the HR department’s goals regarding their responsibilities to support management during the screening, hiring, and retention stages of employees?

In organizations today, the emphasis is on performance and the contribution of a function to the success of that organization. Senior managers demand evidence of effectiveness and efficiency. They need objective ways to measure achievement and strategically plan for the future. The heart of success at BANKS Industries is the HR department’s responsibility to guide managers in their ability to screen, hire, and retain quality employees.

As part of the BANKS management team, you have been assigned to a task force that is considering how the HR department should be strategically involved as the BANKS workforce becomes more diverse and experiences expansion, possibly into more countries. As part of a preliminary discussion, you have been asked to generate a report on the following issues:

  • What should be the basis of the HR department’s goals regarding their responsibilities to support management during the screening, hiring, and retention stages of employees?
  • How do these goals strategically align with success for BANKS?
  • How should the HR department interact with and implement these goals for management and employees?
  • How will you measure whether the HR department has been successful in achieving its goals? Based on your research, what assessments can be used to determine success?

Write an 8–10-page report in MS Word format. Apply APA standards to citation of sources. Use the following file naming convention: By Wednesday, January 13, 2016, deliver your assignment to the

Assignment 3 Grading Criteria
Identified the basis of the HR department’s goals regarding their responsibilities to support management during the screening, hiring, and retention stages of employee management.  
Explained how these goals are strategically aligned with the success of BANKS.  
Described how the HR department should interact with and implement these goals for management and employees.  
Elaborated on ways to measure whether the HR department has been successful in achieving its goals, including assessments used to determine success.  
Wrote in a clear, concise, and organized manner; demonstrated ethical scholarship in accurate representation and attribution of sources; displayed accurate spelling, grammar, and punctuation.
 

 

 

 

 

 

 

 

 

 

 

 

 

MEMORANDUM

BANKS Industries

TO: BANKS Senior Management

FROM: HR Department

SUBJECT: General Issues

BANKS would like to thank everyone for an excellent quarter following the completion of our merger with our partners in China. While there is still a lot to do, things are starting to fall into place and our new, bigger team is moving forward with some great product innovations and promising endeavors.

As you are aware, while we have a substantially diverse employee population in our home office, the addition of an international team has greatly increased the representation among employees. As we continue to operate, it is important to consider that our cultural values play a strong role in how we each function, and we are likely to encounter differences in how we communicate, interpret information, approach our workday, and many other aspects of work. We value human differences and believe they make us stronger as an organization. However, they can cause significant challenges in how we function on a daily basis.

While this will create challenges, it will also bring opportunities. We are a people-based organization. Without our employees, we have no product or service. This is true for virtually any organization in existence today.

Remember that we are here to work with you and support your efforts to make BANKS successful. The strategic partnership between the human resources (HR) department and management is critical in ensuring that we are well equipped to face current and future challenges, embracing our diversity as we move forward.

 

 

MEMORANDUM

BANKS Industries

TO: BANKS Senior Management

FROM: HR Department

SUBJECT: Strategic Partnerships

As we continue to collaborate with you, you may be wondering how human resource management (HRM) can add value to an organization.

The answer lies in the ability of the HRM function to contribute to the achievement of the organization’s strategic goals. If HRM or any other function does not meet this standard, it harms the organization and reduces its chances of being successful. Therefore, HRM must identify organizational goals. It should also build and maintain processes to support and help other operations to be successful. It must link its goals and activities with other organizational units or departments to balance the conflicting interests of the other groups.

Our goal is to accomplish these things while maintaining open lines of communication with management. Over the next several weeks, we will internally analyze our current policies and procedures in an effort to ensure they are consistent with our new goals and vision. We will be communicating these to you in a timely manner.

As a member of the management team, you will be instrumental in communicating this vision to your team. We will work together on this, frequently asking for your feedback or action

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