Accomplishments and Goals

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David Gay

Lists the accomplishments and long term goals of the State of California HR Modernization project as of July 2008.

Technology Business

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Accomplishments that have Streamlined the Hiring Process ,[object Object],[object Object]

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Short-Term Goals – to be Accomplished in the next 6-18 Months ,[object Object],[object Object],[object Object]

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Long-Term Goals – to be Accomplished in the next 2-5 Years ,[object Object]

Long-Term Goals – to be Accomplished in the next 2-5 Years ,[object Object],[object Object],[object Object],[object Object]

Running head: LEVERAGING HUMAN CAPITAL: ACQUIRING EMPLOYEES 2 LEVERAGING HUMAN CAPITAL: ACQUIRING EMPLOYEE 2 Leveraging Human Capital: Acquiring Employees Your Name Grand Canyon University: HRM-635 Date Leveraging Human Capital: Acquiring Employees Every organization wants to be successful and create a strong impact in society. To continue in the upward desired trend, organizations need to analyze current practices in place and identify areas for potential growth and development. It is imperative that critical analysis takes place at both the employee and organizational levels which can be completed by performing a needs assessment (Canada, 2020). A needs assessment is a simple tool, with five different styles, which is to guide an organization in identifying any gaps between organization expectations and available resources that are preventing desired goals to be achieved. Outcomes of the needs assessment will present current problems and opportunities, provide data, insight, and generate justification for decision making. This paper will discuss use of a strategic needs assessment, followed with a proposal to incorporate jobs into an organization that are deemed important according to the needs assessment and conclude with an overview of processes made. This writer chose to critically analyze the Stabilization and Crisis Intervention Unit, an organization affiliated with the State of Oregon by conducting a strategic needs assessment. This writer implemented the SWOT method (S-strength, W-weakness, O-opportunity, T-threats) to analyze five internal departments and their functions, employment needs within, jobs and tasks completed by departments, and current personal trainings that each department held (Sleezer, 2014).. Please see attached needs assessment matrix. Results from the strategic needs assessment indicated that is essential to put energy into an upgrade of current technological process within the organization and develop critical education opportunities for staff and generate a solid charting system for the nurses to continue impacting the needs of the community into the future. In Conclusion, use of a strategic needs assessment appears to address the performance processes that are allied with SACU’s core strategies for long term success and opportunities. Creating a computer program and designating someone to follow educational gaps and create programs to resolve them would be an overall success for SACU. Providing the ability to decrease the workload on the nurses would allow for more time spent with the individuals served. House managers would have day to day operations easier tracked and allow for education classes on strategic development. Human resources could provide extra training on ways to ensure personnel adhere to policies and procedures. Placement would have access to a much-needed tracking system, and the IT department would have access .

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