Simulation Strategic Plan HR 304 Spring 2019 Section 01 8:00-9:15 am Group #4 Strategic Plan Budget Strategy Our company has decided to give ourselves a smaller budget for the first quarter just in case we come across some bumps in the next 3 quarters. The first quarter we will decide on our options while trying to stay within budget and based on that analysis we will increase spending in areas that are not on target. We have an annual budget of $1.3 Million. In the first quarter we were originally giving ourselves a budget of $275,000 but for good reason went over to $290,000. For the next 3 quarters we have a budget of up to $336,000 each quarter give or take depending on any issues we may or may not come across. Increasing spending incrementally will leave room for improvement in problem areas. For first quarter spending we have decided to focus on training . Having the right employees and proper training are important factors in any business and we hope focusing on these areas will improve performance and translate into higher profitability. We are aiming to improve several of our KPI results in the first quarter. Productivity, wellbeing, and turnover are a huge concern. By improving these as well as other KPI statistics we will hopefully have a much more profitable bottom line. We will work to improve diversity and other areas with additional spending later on in the year. Quarter 1 Practice Areas Option # Spending Performance Appraisals 7 $30,000 Work-Life Balance 7 $60,000 Training 9 $75,000 Talent Management 8 $50,000 Compensation 2 $40,000 Selection 6 $35,000 Total $290,000 Spending Analysis Performance Appraisal-Option 7, Cost: $30,000.00 “Use results-oriented appraisals that focus both employees and managers on the impact of employees’ work, rather than on less relevant features; consequently, employee results tend to improve, with greater contribution to strategic goals.” We chose the results-oriented appraisals for our company because we believe it will allow employees to significantly improve their results if they working towards a certain goal. Performance appraisals benefit not only the manager and employee but the overall company itself. It will give managers a chance to provide employees with positive feedback or constructive criticism. Employees will be able to know what they are doing well in and what areas they should be improving in and how to do so. Focusing our performance appraisals based off results will allow managers to compare the results alongside the goals that are set in the beginning for the employees. They will be able to pinpoint exactly the areas that need improving. If our employees know exactly what goals are to be achieved in the beginning, they are more likely to accomplish those goals. The results will be measured to the objectives that were first given and employees will be able to determine if the goal was achieved or not. Work/Life Balance-Option 7, Cost: $60,000 Programs to ma.

1. Simulation Strategic Plan
HR 304 Spring 2019
Section 01
8:00-9:15 am
Group #4
Strategic Plan Budget Strategy
Our company has decided to give ourselves a smaller budget for
the first quarter just in case we come across some bumps in the
next 3 quarters. The first quarter we will decide on our options
while trying to stay within budget and based on that analysis we
will increase spending in areas that are not on target. We have
an annual budget of $1.3 Million. In the first quarter we were
originally giving ourselves a budget of $275,000 but for good
reason went over to $290,000. For the next 3 quarters we have a
budget of up to $336,000 each quarter give or take depending on
any issues we may or may not come across. Increasing spending
incrementally will leave room for improvement in problem
areas.
For first quarter spending we have decided to focus on training .
Having the right employees and proper training are important
factors in any business and we hope focusing on these areas will
improve performance and translate into higher profitability.
We are aiming to improve several of our KPI results in the first
quarter. Productivity, wellbeing, and turnover are a huge
concern. By improving these as well as other KPI statistics we
will hopefully have a much more profitable bottom line. We
will work to improve diversity and other areas with additional
spending later on in the year.

2. Quarter 1 Practice Areas
Option #
Spending
Performance Appraisals
7
$30,000
Work-Life Balance
7
$60,000
Training
9
$75,000
Talent Management
8
$50,000
Compensation
2
$40,000
Selection
6
$35,000
Total
$290,000
Spending Analysis
Performance Appraisal-Option 7, Cost: $30,000.00
“Use results-oriented appraisals that focus both employees and
managers on the impact of employees’ work, rather than on less
relevant features; consequently, employee results tend to
improve, with greater contribution to strategic goals.”

3. We chose the results-oriented appraisals for our company
because we believe it will allow employees to significantly
improve their results if they working towards a certain goal.
Performance appraisals benefit not only the manager and
employee but the overall company itself. It will give managers a
chance to provide employees with positive feedback or
constructive criticism. Employees will be able to know what
they are doing well in and what areas they should be improving
in and how to do so. Focusing our performance appraisals based
off results will allow managers to compare the results alongside
the goals that are set in the beginning for the employees. They
will be able to pinpoint exactly the areas that need improving.
If our employees know exactly what goals are to be achieved in
the beginning, they are more likely to accomplish those goals.
The results will be measured to the objectives that were first
given and employees will be able to determine if the goal was
achieved or not.
Work/Life Balance-Option 7, Cost: $60,000
Programs to manage and reduce fatigue can improve employees’
health and energy levels. Such programs can include a nap
facility in eGS, energy management classes, healthy food in
eGS’s cafeteria, and exercise facilities or vouchers at local
health clubs.
We chose this option because of the importance of overall
health and its benefits to the employees as well as the company.
In any company it is important to find a work to life balance.
Due to the amount of hours employees spend at their
workplace, it is important that each employee is well-rested,
eating proper meals, and getting daily exercise. By
implementing programs such as a nap facility, energy
management classes, healthy food options and exercise

4. facilities, employees will be able to make sure each of these
categories are well taken care of. Some benefits to these
programs include: improved cognitive performance, decrease in
absenteeism, reduced levels of stress, reduced risk of illness or
disease, and an improved overall quality of life. If implemented,
these programs will likely encourage a more positive
atmosphere in order to stay focused and spark creativity.
Jessie
Training- Option 9, Cost: $75,000.00
“Consistent with eGS’s values and its legal responsibilities, all
three Bands of employees should receive training in diversity
management, risk management, ethics, and unlawful
harassment.”
Companies are always looking for new employees and seeking
competitive advantages over their competitors. One of the most
overlooked advantages by most companies is training. The
reason we decided to go with option 9 is because the more
properly trained employees within the company the most likely
it is to succeed without error. Employees from all bands will
know how to properly work their positions. Even though an
employee might already know how to do their job it should be
encouraged to constantly improve their knowledge and improve
their skills. We decided to splurge in training with $75,000
because our focus should be on the outcome benefits that it will
provide the company and hopefully the return on investment it
brings.
Amanda
Talent Management-Option 8, Cost: $50,000.00
“Develop an externship program for employees with solid career
records at eGS who want to use and develop their skills in a
different setting. The externship program could allow these eGS

5. employees four hours each week to work on projects with local
or web-based not-for-profit organizations. In addition to the
talent management advantages, this is also consistent with
eGS’s commitment to social responsibility as part of the triple-
bottom-line profitability. It could be especially valuable for
employees whose careers have plateaued in recent years.”
Implementing more developmental activities, such as the
externship program outlined above, will encourage employees to
learn and strive to advance further in their career. Applying this
form of talent management will result in more loyal employees
and more of a willingness to work harder, more logically, and
creatively, because the organization’s goal is to develop the
employees skills. This is why our group decided on option 8,
with an allocation of $50,000.
This plan also offers an opportunity for job stimulation.
Employees that showcase a plateaued performance or those that
have a reduced morale may not feel the need to perform to the
best of their ability because they are unsatisfied with their
position.This leads to employees searching for work outside of
the organization. Our goal is to maximize retention and have
employees become more satisfied with their position. This
externship allows willing employees to develop their skills
outside of the typical work place setting. Granting individuals
the capability to work on projects with local or web-based non
profit organizations, and overall this program provides the
employees with more experience. Ultimately this
implementation is valuable to the company as well as the
employee.
Melissa
Compensation-Option 2, Cost: $40,000.00
“With current levels of fixed pay, use merit increases based on
managers’ performance appraisals instead of variable incentives

6. (such as profit sharing). Merit increases encourage quantity and
quality of work, while the cost is more predictable and easy to
control.”
Our decision for our selection is to motivate employees to set
and complete work goals, and reward them for it. Rewarding
employees for their hard work will decrease employee turnover
and absenteeism, and increase employee innovativeness,
productivity, and well-being. With using the performance
appraisals, managers know their employee’s work ethic and can
help set realistic goals for their employees to complete. This
can help employees work efficiently to complete their goals and
increase their motivation and loyalty for the company. If
employees have unrealistic goals, chances are they will not
complete them and won’t be rewarded. This will discourage
employees and their motivation will decrease. Our budget
allocated $40,000 for compensation to increase the quantity and
quality of work. We hope that using merit pay will help improve
employee job performance, as well as their satisfaction with our
company.
Selection
Attachment 2
Team Member Job Description and Tasks
Soma
·
Jennifer Appelhans
· Reviewed selected options
· Wrote about performance appraisals section
· Wrote Work/Life Balance section
Jessie Diaz
· Helped in the selection process

7. · Wrote intro
· Wrote about our training selection
Melissa Polster
· Created group document in google drive
· Created group text for everyone to communicate with each
other
· Wrote about our choice in compensation and explained our
selection
· Reviewed each option that was selected
· In charge of submitting Strategic Plan on Blackboard, as well
as printing hard copy
Amanda Walborn
· In charge of the designated selector task for our final
simulation decisions
· Created strategic plan strategy chart
· Created meeting notes and agendas section
· Wrote about our talent management decision and why we
opted for that choice
Attachment 3
Meeting Notes and Agendas
Date: 04/09/2019 Time: 8:45 AMLocation: CSU Chico,
Library Duration: 30 Minutes
Group Members In-Attendance: All members
Meeting Goal(s):
· Work on the strategic plan
· Complete the budgetary decisions for quarter one
· Designate decision descriptions for strategic plan
· Exchange Phone Numbers/Email Addresses
· Creation of Collaborative Google Doc
· Designate person for submission
Important Business/Notes: Simulation Strategic Plan is due
04/10/2019 by midnight
Designation of Tasks:

8. · Creation of Google Doc: Melissa
· Creation of Group Text: Melissa
· Designation of Sections: Melissa
· Submission of Strategic Plan: Melissa Hard Copy &
Blackboard Submission
· Each member completes his or her individual sections of the
Strategic Plan
Reference Page
Performance Appraisals
“5 Performance Appraisal Methods That Garner the Best
Results.” Mitrefinch, 13 Nov. 2018,
mitrefinch.com/blog/performance-appraisal-methods-best-
results/.
Work/Life Balance
Papadopoulos, Monika. “Importance and Benefits of Health
Programs in Your Workplace.” The Online Learning Platform,
28 Feb. 2018, www.potential.com/articles/importance-benefits-
health-programs-workplace/.
Training
Sharer, Andrew. “Why Companies Should Train Their
Employees?” LinkedIn, www.linkedin.com/pulse/why-
companies-should-train-employees-andrew-sharer.
Talent Management:
Bathena, Z. (2019). Why Job satisfaction is an Important
Phenomenon of the Vicious Circle?. Retrieved from
https://www.entrepreneur.com/article/310608
Compensation:
Fuscaldo, D. (2018). What is a Merit Increase and Why Does it
Matter? Retrieved April 9, 2019, from
https://www.glassdoor.com/employers/blog/why-giving-merit-

9. raises-matters/
Selection
Cover page with:
Simulation Strategic Plan
HR 304 Spring 2019
Class time and Section ?
Group #
Group Names………

10. When submitted in Bb your report should have the 2
attachments on their “own page. See Bb in the “Simulation
information” area and follow the guide for submitting your
report in Bb
---------------------------------------------------------------------------
----------------------------------------------
Strategic Plan Budget Strategy
Summary of your Q1 decisions and overall Sim plan – How will
you spend your Q1 $1.4 million?
(you receive $1.5 million more for year 2/Quater5)
Note: the 9 choices within the Simulation for each of the 6
Practice Areas that are the exact same for each Quarter.
Example: Our company has decided to allocate a smaller portion
of the budget in the first quarter and incrementally increase per
quarter. The first quarter we will see what works well and what
areas may need to be improved. Based on that analysis we will
increase spending in areas that are not on target. We have an
annual budget of $1.3 Million. In the first quarter we can spend
up to $225,000. The second and third quarter we have a budget
of $325,000 each quarter and the last quarter we can increase

11. spending to $425,000. Increasing spending incrementally will
leave room for improvement in problem areas.
For first quarter spending we have decided to focus on
selection, training, compensation, and performance appraisals.
Having the right employees and proper training are important
factors in any business and we hope focusing on these areas will
improve performance and translate into higher profitability.
We are aiming to improve several of our KPI results in the first
quarter. Productivity, wellbeing, and turnover are a huge
concern. By improving these as well as other KPI statistics we
will hopefully have a much more profitable bottom line. We
will work to improve diversity and other areas with additional
spending later on in the year.
Note: There is no Attachment #1/ “X” chart this semester.
Quarter 1 Practice Areas
Option #
Spending

12. Performance Appraisals
7
$30,000
Work-Life Balance
2
$30,000
Training
3
$40,000
Talent Management
1
$0
Compensation
8
$55,000
Selection
8
$60,000
Total
$215,000

13. (Start on a new page)
Spending analysis for each of the 6 Practice Areas in Quarter 1.
The following is an explanation of why we chose each specific
option.
Name–of the person writing this Practice section (do this for
each of the 6 practice areas below)
List Practice Area , Option #, and the Cost like below
Performance Appraisal-Option 7, Cost: $30,000.00
Bold each selection description
“Ensure that EGS’s performance appraisal instruments meet the
standard of business necessity by customizing evaluation
criteria to eGS’s strategic goals and values as well as linking
essential job functions in job descriptions to performance
criteria in appraisals”.
The goal of our selection regarding performance appraisals is to
increase productivity within the firm. Setting goals for
employees that are in line with the strategic goals of the
company will help lead everyone toward the same target. If
everyone is on the same page, employees can operate more
effectively within their positions. Investing in performance
appraisals may also help to decrease absenteeism if the

14. performance criteria includes attendance. This option is a good
starting point because it fits within the budget and clearly
explains to employees our common goals and their part in them.
Lastly, conducting performance appraisals can enable us to
better plan the incorporation of new training in the workplace.
By conducting appraisals, we can determine what training is
necessary to increase employee performance in their essential
job functions. Performance appraisals will also help set
appropriate compensation levels. Some employees will stop
working as hard if they feel they are not being compensated
properly for their hard work. It can go the opposite way too. If
you give raises without proper data you may be encouraging an
employee to stop improving their performance because they are
being paid for a higher level of work than they are producing.
Name
Work/Life Balance- Option # ?, Cost: $30,000
Bold description you choose for Quarter 1
“Sponsor a series of Dinners-For-Eight so employees and their
partners can get to know others in eGS. Research on social
capital and social support indicate that positive relationships in
the workplace can reduce stress and increase satisfaction”.
The goal of this spending is to improve the overall wellbeing of

15. our employees and to steadily encourage innovation through
collaboration. If employees are encouraged to engage each other
socially they will be more likely to work well together as
teammates. This also encourages interdepartmental association.
Hopefully, with improved satisfaction with work, our employees
will also be more productive. Employees will also be less likely
to leave the company if they are happy. This will also help
reduce turnover.
It is both ethical and economical to ensure the wellbeing of our
employees. It is in everybody's best interest that employees are
happy with their work-life balance. That means different things
for different people, however some steps can be taken by any
company to make sure there is balance. If employees feel that
they are able to live their lives outside of work they are more
likely to be satisfied and stay with a company. They will also be
more productive at work if they are not preoccupied with
juggling too much work and neglecting other responsibilities in
other important aspects of their lives.
Next chosen practice area…
Name
Training- Cost: $40,000
Offer training to employees who’ve been with eGS less than two
years to provide follow-up for the newcomer orientation.
Mentors for newcomers could learn valuable skills and feel
more established at eGS. Newcomers at eGS could feel more
comfortable asking “silly” questions of someone who “learned
the ropes” at eGS not so long ago. This could also build social
capital in eGS.

16. The reason we chose this option is because it makes sense to
have more experienced employees help new trainees learn.
Having mentors will also increase job satisfaction and can
reduce turnover rates. The training will teach newcomers the
skills they need to perform well, build connections within the
company, and maintain a healthy business culture. Having
employees training together will also increase synergy. With
our investment in training we hope to improve productivity,
innovation, and turnover. We will improve our bottom line
spending less on turnover and working smarter as well as
harder.
Training is an important aspect of human resources because it
impacts so many areas of the business. People are the most
valuable resource in any company. If you can work to increase
the knowledge and resources of people in your firm then the
value of the company goes up. It is also necessary to ensure that
all employees are respectful of the business culture and
understand what is required of them. Training can help do all of
this.
Talent Management- Cost $0
For our spending we decided to allocate $0 towards talent
management. The reason for this spending amount was because
we want our company to rely on correct training for our
employees. We feel that if we have trained employees
effectively and efficiently there won’t be a need to retrain or
coach current employees. However, because of our budget plan
we are prepared to give more money towards this section if
needed for future quarters. Our strategy is to constantly improve
our company little by little, to make the most profit.
The purpose of talent management is to prepare employees for
future responsibilities and activities while rewarding employees
by utilizing learning problems. However, we feel that training

17. and compensation will solve this issue because we feel our
employees are motivated more through benefits and
compensation than advancement opportunities. Our plan is to
have a continuous budget that will affect the learning process
beforehand rather a learning process for current employees.
From this strategic planning our company will increase
employee spending and productivity. Our company will be
utilizing our spending and resources to create productive
employees and learning programs to earn the most profit.
Compensation- Cost: $55,000
Our purpose for our company’s compensation spending is to
increase our productivity by preventing employee turnover and
increasing our employee well-being. Our budget allocated
$55,000 for employee compensation to increase employee
motivation and company loyalty. From this we hope to increase
employee performance so that our employees have a constant
reminder for our brand's values and work ethic. Our company
wants to keep compensation plans public so that our employees
are aware of the potential benefits they’re able to receive
through hard work and reliability. We want to keep our
compensation plans at our employee’s best interest from a
budget, legal, and local perspective. Our company strives to
make our compensation management effective by providing
options for bonus, salary, stock, and commissions. By
empowering our employees through compensation and benefits
it will increase motivation and job performance in our company
so that we’ll continuously be ahead of our competitors.
Pay and benefits are one of the biggest influencers for our
company’s employee performance, both increase our brand
motivation and loyalty. We believe positive incentives can be
used to attract new employees while also increasing our current

18. employee’s skills and ability. We want compensation to
decrease employee turnover and increase our employee’s
knowledge and performance for our company. We also want our
employees to be focused and empowered throughout the work
day and be constantly satisfied. We separated our company’s
$55,000 budget for compensation into 4 major categories: base
pay, wages and salary, incentive, and benefits. Our company
wanted to be certain that we utilized our budget for both direct
and indirect compensation to provide our employees with the
best outcome. Our company’s compensation method will be
based around positive and avoidance reinforcement. We want to
have the ability to reward employees while still demonstrating
that the amount of work ethic correlates to the amount of
benefits. By doing this our company estimated $30,000 for base
pay, wages, salary and incentives. Our company wants to make
sure our employees are getting paid fairly and have the
opportunity to receive overtime pay. We also wanted to provide
stock options, by providing stock options it will display our
employees loyalty while providing constant motivation. This
will create the mentality of, “the harder I work the more I get
paid,” not only in a job perspective but a financial perspective
as well. Our leftover $25,000 budget we want to allocate
towards our employee benefits. Our company wants to provide a
mixed compensation package of benefit programs including
retirement, health, life and disability insurance. By doing so we
will build a strong employer to employee relationship built off
of trust and reliability. By keeping our employees well informed
and taken care of employee turnover rate will be reduced while
incentives will provide an increase in productivity giving our
company a successful advantage against others.
Selection- Cost: $60,000
The goal towards our selection spending is about understanding
and choosing the right employees that have the types of KSA’s
needed to successfully run our business. We believe efficiency

19. in selection is the foundation for a business to continuously
make profit due to the effects of turnover and well-being. Our
recruiters must be committed to finding the best employees that
will benefit our business while constantly being aware of the
changing global economy, thus allocating parts of our selection
spending to diversity. Gaining and recruiting applicants is one
of the most important aspects in running our business because
success comes from positive, effective, dedicated, and well-
communicated employees. And when you have employees that
are committed and satisfied it increases job satisfaction and
well-being and decreases turnover and firing.
Our business is committed to finding the best employees that
will have the most positive effect on our business. We have
allocated our spending towards 5 major categories: recruiting,
diversity, screening, interviewing, and turnover/well-being.
Recruiting is one of the major receivers in our selection
spending receiving $15,000. We chose this amount because our
company believes that when you have a wide variety of options
you find the best candidates. We want to improve our recruiting
process so that our business thrives on employees that identify
with our brand and values rather than hiring employees based
off of the best resume. During the recruitment and process we
also want to increase our online presence. By utilizing our
resources to increase the amount of foot traffic for our website
we hope to increase the amount of candidates and the diversity
of our recruitment process. In order to reach out to different
applicants in different areas and companies we allocated
$10,000 to diversity. We also estimate $5,000 towards screening
our applicants, we want to be certain our employees will have a
positive impact towards our employees and business
environment. For interviews we estimated $15,000 due to the
variety of applications from our recruiting stage. We plan to
have group interviews, one on one interviews, and video and
phone interviews for applicants as well. Lastly, we allocated
$15,000 for turnover and wellbeing to increase job satisfaction.

20. We believe job satisfaction and wellbeing are major components
for a successful business. If we have a higher turnover rate our
company loses more money for re-selecting and re-training new
employees, therefore finding and hiring the right applicants and
making sure they are satisfied is a main component for
profitable success.

21. (Start on new page)
Attachment #2
Team Member Job Description & Tasks
Note: you should list each team member name and their specific
duites with bullet points
Jane Doe
In charge of writing out the strategic plan for our group on how
we will be budgeting
ourselves to put us in the best position to win the simulation
Wrote about our choice in work life balance, giving a
description of our selection, the
money we spent and why
Took all of the team members references, organizing them and
formatting them to fit correctly
Joe Smith
In charge of taking notes on all our meeting times, discussions
and making an agenda for our meetings.
Wrote about our selection in Training and talent management,
the money we chose to allocate accordingly and describe why
we chose this
Created group text for everyone to stay in easy communication
with each other
throughout the project.
Wrote our conclusion/spending analysis to our budget strategy
on how our money was allocated and weather we came in under
the budget.

22. John Smith
In charge submitting our final and completed Strategic plan
paper on Black Board
Wrote about Performance appraisal explaining the choice we
selected in this category as well as why we chose this option
Created group document for everyone to access online
John Doe
In charge of creating all our graphs to help easier explain and
show our budget spent as well as all our choices and how they
affected Key Performance Indicators
Wrote about our selection in compensation explaining the
budget we chose to spend inthis category and why
Chose to be our designated selector and will be the only and
final person choosing our selection in the simulation
Jane Chang
Wrote about our choice in selection describing the amount of
money we chose to allocate
and why. Further breaking it down into five categories
In charge of describing everyone’s job description and the role
they had in the creation of
our strategic plan paper
In charge of proofreading our finalized paper to make sure
everything is correct before
submission

23. (Start on a new page)
Attachment 3
Meeting Notes and Agendas
Date:4/1/2016 Time: 1:00 pm Location: CSU Chico, Library
Duration: 30 Minutes
Group Members In-Attendance: All members
Meeting Goal(s):
· Designate sections to complete for first part of simulation.
· Exchange Phone Numbers/Email Addresses
· Creation of Collaborative Google Doc
Important Business/Notes: Simulation Paper is Due 4/15/2016
Designation of Tasks:
· Creation of Google Doc: Joe
· Creation of Group Text: Jane
· Designation of Sections for first paper (Due 4/6): Betty
Tentative Next Meeting Date/Location: Wednesday, April 6th

24. at 1:00 pm. Location: Library
Additional Notes:
Date:4/6/2016 Time: 1:00 pm Location: CSU Chico, Library
Duration: 30 Minutes
Group Members In-Attendance: All
Meeting Goal(s):
· Assess Progress on first paper, due 4/6
· Designate person to submit paper
· Designate sections for Simulation Paper, due 4/15/2016
Important Business/Notes: Submission Due Date Changed to
4/7 at Midnight. Simulation Paper is still Due 4/15/2016
Designation of Tasks:
· Submission of Assignment: Trevor
· Creation of Google Doc for Strategic Plan: Ed
· Designation of Sections for Strategic Plan (Due: 4/15): Sarah
Tentative Next Meeting Date/Location: Wednesday, April 13th
at 1:00 pm. Location: Library
Additional Notes: Everyone completed their tasks from the last
meeting.
Date:4/13/2016 Time: 1:00 pm Location: CSU Chico,
Library Duration: 30 Minutes
Group Members In-Attendance: All
Meeting Goal(s):
· Assess Progress Strategic Plan
· Designate person to submit Strategic Plan
· Work on Strategic Plan
Important Business/Notes: Simulation Paper is due 4/15/2016
Designation of Tasks:
· Submission of Strategic Plan: Betty
· Complete Individual Sections of Strategic Plan
(start on a new page)
Reference Page
Note: Below is fine…but it would be better to list the Six
Practice areas in the order you wrote your summary reports and

25. note the area each reference was used for:
Performance Management
Companion, K., LLC. (2015). HRSim Student manual. Retrieved
April 8, 2016, from
http://www.hrsimulations.com/documents/1/HRSim Student
Manual 2015-2016 V1.0.pdf
Work Life Balance:
The Importance of Work-Life Balance - Boundless Open
Textbook. (n.d.). Retrieved April 05, 2016, from
https://www.boundless.com/management/textbooks/boundless-
management-textbook/human-resource-management-7/current-
topics-in-human-resource-management-60/the-importance-of-
work-life-balance-303-7294/
Help Your Employees Achieve Work-Life Balance. (n.d.).
Retrieved April 05, 2016, from
http://humanresources.about.com/od/glossaryw/g/balance.htm
Lussier, R. N, & Hendon, J. R. (2016). Human Resource
Management: Functions, Applications, and Skill Development,
2nd Ed.. Los Angeles, CA: Sage.
Müller, A., Heiden, B., Herbig, B., Poppe, F., & Angerer, P.
(2016). Improving well-being at work: A randomized controlled
intervention based on selection, optimization, and
compensation. Journal of Occupational Health Psychology,
21(2), 169-181 13p. doi:10.1037/a0039676
Diamantidis, A. D., & Chatzoglou, P. D. (2014). Employee
post-training behaviour and performance: evaluating the results
of the training process. International Journal Of Training &
Development, 18(3), 149-170. doi:10.1111/ijtd.12034