Due Date: Mar 28, 2015 23:59:59       Max Points: 80 Please read this assignment before you offer handshake Details: The three major human resources management responsibilities are: attracting a quality workforce, developing a quality workforce, and maintaining a quality workforce. Research the RSPS scenario with which you are familiar to identify a need for change. Based on the Rancho Solano case studied earlier in the course, you have been selected to make changes to the RSPS subsystems most in need of change, as well as make the necessary human resources management decisions to bring about that change.  Write a 1,250-1,500 word paper in which you address the following questions: 1 What one major organizational subsystem needs to be changed in RSPS? Justify your choice. 2 How will that subsystem change affect two other subsystems within the organization and how will you realign the total system? 3 How could you ensure 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? 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. Choose at least one of the following in your discussion about how to develop a quality workforce to support the change: employee orientation, training and development, or performance appraisal. Choose at least one of the following in your discussion about how to maintain 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/worldview-based** component in the paper and make a clear connection on how it informs your management practices. (** As individuals, we all have a worldview, and that influences our decisions, values, and perceptions. It also affects how we manage people [or think they should be managed.] This requirement relates to your worldview, not of RSPS). Include at least four academic references for this assignment to support your position. One of them should relate to the company discussed in your paper. Prepare this assignment according to the APA 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. THIS IS THE RUBIC PLEASE FOLLOW Human Resources and Change (Benchmark Assignment) 1 Unsatisfactory 0.00% 2 Less than Satisfactory 65.00% 3 Satisfactory 75.00% 4 Good 85.00% 5 Excellent 100.00% 70.0 % Content 15.0 % Determines One Major Organizational Subsystem Requiring Change The evaluation does not include changes in one organizational subsystem. The evaluation includes changes to one organizational subsystem, but .

1. Due Date:
Mar 28, 2015 23:59:59
Max Points:
80
Please read this assignment before you offer handshake
Details:
The three major human resources management responsibilities
are: attracting a quality workforce, developing a quality
workforce, and maintaining a quality workforce.
Research the RSPS scenario with which you are familiar to
identify a need for change.
Based on the Rancho Solano case studied earlier in the course,
you have been selected to make changes to the RSPS
subsystems most in need of change, as well as make the
necessary human resources management decisions to bring
about that change. Write a 1,250-1,500 word paper in which
you address the following questions:
1
What one major organizational subsystem needs to be changed
in RSPS? Justify your choice.
2
How will that subsystem change affect two other subsystems
within the organization and how will you realign the total
system?
3
How could you ensure the proposed change will satisfy any
three stakeholders of RSPS?
4
How should RSPS

2. attract
,
develop
, and
maintain
the workforce required to bring about your proposed change?
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.
Choose at least one of the following in your discussion about
how to develop a quality workforce to support the change:
employee orientation, training and development, or performance
appraisal.
Choose at least one of the following in your discussion about
how to maintain 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/worldview-based** component in the paper and
make a clear connection on how it informs your management
practices. (** As individuals, we all have a worldview, and that
influences our decisions, values, and perceptions. It also affects
how we manage people [or think they should be managed.] This
requirement relates to your worldview, not of RSPS).
Include at least four academic references for this assignment to
support your position. One of them should relate to the company
discussed in your paper.
Prepare this assignment according to the APA 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.
THIS IS THE RUBIC PLEASE FOLLOW

3. Human Resources and Change (Benchmark Assignment)
1
Unsatisfactory
0.00%
2
Less than Satisfactory
65.00%
3
Satisfactory
75.00%
4
Good
85.00%
5
Excellent
100.00%
70.0 %
Content
15.0 %
Determines One Major Organizational Subsystem Requiring
Change
The evaluation does not include changes in one organizational
subsystem.
The evaluation includes changes to one organizational
subsystem, but they are incomplete or lack detail.
The evaluation includes changes to one major organizational
subsystem in RSPS. There are some details included to support
the changes.
The evaluation includes changes to one major organizational
subsystem in RSPS. The changes include one necessary human
resource management decision to bring about change. There is a
clear justification to support the changes.

4. The evaluation includes changes to one major organizational
subsystem in RSPS. The changes include two or more necessary
human resource management decisions to bring about change.
There is a clear justification to support the changes.
10.0 %
Identifies the Impact to Two Other Subsystems and Describes
How the Total System Will be Realigned (PSC-3.2)
The evaluation does not identify the impact to other subsystems
or a description on realignment.
The evaluation identifies the impact to other subsystems or a
description on realignment, but it is incomplete or lacks detail.
The evaluation identifies the impact to other subsystems. There
is some detail on how the change will affect two other
subsystems. The description addresses how the total system will
be realigned.
The evaluation identifies the impact to other subsystems. There
is clear evidence on how the change will affect two other
subsystems. The description addresses how the total system will
be realigned and includes a justification for the realignment.
The evaluation thoroughly describes the impact to two other
subsystems. There is a detailed description on how the change
will affect two other subsystems, including supporting evidence.
The description addresses how the total system will be realigned
and includes a justification for the realignment.
15.0 %
Identifies the Consequences on Three Stakeholders
The evaluation does not identify the consequences on multiple
stakeholders.
The evaluation identifies the consequences on multiple
stakeholders, but is incomplete or lacks detail.
The evaluation identifies the consequences on multiple
stakeholders, while ensuring the change satisfies the
stakeholders. There is some evidence supporting proposed
stakeholder's satisfaction.

5. The evaluation identifies the consequences on multiple
stakeholders. There is some justification of the consequences to
the stakeholders. The description supports ensuring the change
satisfies the stakeholders. There is clear justification of
stakeholder's satisfaction.
The evaluation identifies the consequences on multiple
stakeholders. There is thorough justification of the
consequences to the stakeholders. The description supports
ensuring the change satisfies the stakeholders. There is clear
evidence reinforcing stakeholder's satisfaction.
20.0 %
Determines How to Attract, Develop, and Maintain a Quality
Workforce
The evaluation does not discuss attracting, developing, or
maintain a quality workforce.
The evaluation includes a description concerning how RSPS
should attract, develop, and maintain a quality workforce. The
student selected one component to support the change in
attracting quality workforce, developing quality workforce, and
maintaining quality workforce.
The evaluation includes a description concerning how RSPS
should attract, develop, and maintain a quality workforce. The
student selected one component to support the change in
attracting quality workforce, developing quality workforce, and
maintaining quality workforce and integrates each area.
The evaluation includes a description concerning how RSPS
should attract, develop, and maintain a quality workforce. The
student selected one component to support the change in
attracting quality workforce, developing quality workforce, and
maintaining quality workforce and provides a justification for
how to integrate changes in each area.
The evaluation includes a description concerning how RSPS
should attract, develop, and maintain a quality workforce. The
student selected one component to support the change in
attracting quality workforce, developing quality workforce, and

6. maintaining quality workforce and provides a justification for
selecting each component and integrating changes in each area.
10.0 %
Integrates a Faith/Worldview on Personal Management Practices
The evaluation does not integrate a faith/worldview-based
component that determines how it will inform personal
management practices.
The evaluation integrates a faith/worldview-based component
and discusses how it will inform personal management
practices, but is incomplete or lacks detail.
The evaluation integrates a faith/worldview-based component
that determines how it will inform personal management
practices. This component relates to a personal worldview, not
that of RSPS.
The evaluation integrates a faith/worldview-based component
that determines how it will inform personal management
practices. There is a clear connection between the
faith/worldview and how it will affect management practices.
This component relates to a personal worldview, not that of
RSPS.
The evaluation integrates a faith/worldview-based component
that determines how it will inform personal management
practices, including decisions, values, and perceptions. There is
a clear connection between the faith/worldview and how it will
affect management practices. This component relates to a
personal worldview, not that of RSPS.
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.

7. 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.
Sufficient justification of claims is lacking. Argument lacks
consistent unity. There are obvious flaws in the logic.
Argument is orderly, but may have a few inconsistencies. The
argument presents minimal justification of claims. Argument
logically, but not thoroughly, supports the purpose. 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.
Clear and convincing argument presents a persuasive claim in a
distinctive and compelling manner.
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

8. 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
10.0 %
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.
100 %
Total Weightage