Running Head: STAFFING THE HR DEPARTMENT 1 STAFFING THE HR DEPARTMENT 2 Staffing the HR Department Delores Blango Dr. Thomas Hennefer HRM-599 Capstone May 19, 2018 Introduction Victory Limited is a company that offers Information Technology solutions to its clients. Over the years, the company has been a role model in the industry which had translated into sales and profitability. However, as the company seeks to expand its horizon, the labor force is incompetently characterized by inefficiency. This occurrence is associated with the weak Human Resource Department in the company. In this research, the focus is on how the Human Resource Department in the company can be improved to ensure the realization of the company's objective of creativity, innovation, and transformation. As an attempt to achieve a competent human resource department, this study outlines critical Human Resource duties which should be pursued to realize the aspirations of the company. Moreover, there is the development of an elaborate job description to ensure highly competent individuals are selected for the Human Resource positions. Similarly, the research provides a recommendation on the recruitment and selection techniques which should be deployed to ensure the acquisition of highly competent individuals in the company. As the study comes to an end,  a benefits package is formulated. The basis for the selection of a benefits package is that it will promote the return of investment in the company. Human Resource Functions The Human Resource department is the heart of the company which ensures all business operations are undertaken productively and effectively. As discussed above, Victory Limited has an undermined Human Resource Department which adversely affects the efficacy of the company. As the company seeks to achieve the growth trajectory aspired in the company, there is the need for the incorporation of essential HR functions in the Human Resource Department as discussed below: The first critical function which should be integrated is the recruitment and selection duties. Recruitment is an essential aspect of a company as it ensures that highly competent individuals are selected to contribute to the realization of business objectives (Ryan, 2016). By incorporating the recruitment process at Victory Limited, the company can attract an array of vital knowledge and skills necessary for the company to grow and scale to greater heights. Additionally, the integration of the selection process in the company allows the accurate validation of applicants which translates to the selection of capable employees in the company (Gavrel, 2015). In the long term, this strategy enhances business productivity, creativity, and innovation which foster the cornerstones of the company. Training is another Human Resource duty which should be integrated into the Human Resource Department of Victory Limited. Training is the systematic approach to informing new employees of ...

1. Running Head: STAFFING THE HR DEPARTMENT 1
STAFFING THE HR DEPARTMENT 2
Staffing the HR Department
Delores Blango
Dr. Thomas Hennefer
HRM-599 Capstone
May 19, 2018
Introduction
Victory Limited is a company that offers Information
Technology solutions to its clients. Over the years, the company
has been a role model in the industry which had translated into
sales and profitability. However, as the company seeks to
expand its horizon, the labor force is incompetently
characterized by inefficiency. This occurrence is associated
with the weak Human Resource Department in the company. In
this research, the focus is on how the Human Resource
Department in the company can be improved to ensure the
realization of the company's objective of creativity, innovation,
and transformation. As an attempt to achieve a competent
human resource department, this study outlines critical Human
Resource duties which should be pursued to realize the

2. aspirations of the company. Moreover, there is the development
of an elaborate job description to ensure highly competent
individuals are selected for the Human Resource positions.
Similarly, the research provides a recommendation on the
recruitment and selection techniques which should be deployed
to ensure the acquisition of highly competent individuals in the
company. As the study comes to an end, a benefits package is
formulated. The basis for the selection of a benefits package is
that it will promote the return of investment in the company.
Human Resource Functions
The Human Resource department is the heart of the company
which ensures all business operations are undertaken
productively and effectively. As discussed above, Victory
Limited has an undermined Human Resource Department which
adversely affects the efficacy of the company. As the company
seeks to achieve the growth trajectory aspired in the company,
there is the need for the incorporation of essential HR functions
in the Human Resource Department as discussed below:
The first critical function which should be integrated is the
recruitment and selection duties. Recruitment is an essential
aspect of a company as it ensures that highly competent
individuals are selected to contribute to the realization of
business objectives (Ryan, 2016). By incorporating the
recruitment process at Victory Limited, the company can attract
an array of vital knowledge and skills necessary for the
company to grow and scale to greater heights. Additionally, the
integration of the selection process in the company allows the
accurate validation of applicants which translates to the
selection of capable employees in the company (Gavrel, 2015).
In the long term, this strategy enhances business productivity,
creativity, and innovation which foster the cornerstones of the
company.
Training is another Human Resource duty which should be
integrated into the Human Resource Department of Victory
Limited. Training is the systematic approach to informing new
employees of their duties, responsibilities and the code of ethics

3. (Hopp, 2014). Currently, training is not an aspect of the Human
Resource Department. The lack of training leads to a significant
amount of time on the orientation process. This phenomenon is
hazardous in the company as output is lower than input in the
company which threatens business sustainability. Therefore, it
is essential for training to be instituted to ensure more
production from new employees in the company.
Lastly, performance evaluation is a critical aspect which should
be incorporated into the company's Human Resource
Department. Performance management is a vital enlightening
tool at Victory Limited. In performance evaluation, employees
are assigned objectives which reflect the aspiration of the
company. If each employee can achieve their set goals, there is
a high probability of business success in the enterprise. It is
from this realization, that performance evaluation is a critical
element of the Human Resource Department. Additionally,
performance evaluation acts as an indicator of the company. In
instances of deviation, performance assessment allows for
remedial actions to be undertaken which contribute to the
realization of the aspirations of the company (Wiskemann,
2016).
Decisively, as discussed above, performance assessment,
recruitment, and training are essential responsibilities in the HR
department which will contribute to the realization of the
aspirations of Victory Limited
Job Description
As discussed in the earlier section, performance evaluation is an
essential aspect of the company which will ensure productivity
and expansion of the company to new territories. Therefore,
among the critical recruits in the company include the
performance analyst. The following is a job description for the
performance analyst position at Victory Limited:
Job Description Form- Victory Limited
Title
Performance Analyst
Description

4. A performance analyst is an essential team member in the
structure of a company. The utilization of analytical skills
allows the performance analyst to provide critical information
concerning the performance level of different employees in the
company. Also, the performance analyst offers insightful
recommendations of what should be implemented to enhance the
performance level in the company.
Responsibilities
· Develop an elaborate strategy to evaluate the performance of
employees in the company.
· Perform interviews with employees to determine their
performance level.
· Process the collected data to present a specific status of the
performance level in the enterprise.
· Outline critical factors which contribute to poor performance
in the company.
· Provide recommendations on what strategies to implement to
improve and engage the performance of employees in the
company.
Requirements
Formal Education
· A Masters Degrees in Human Resource Management from a
known facility.
· A performance evaluation certificate from the Society of
Human Resource Management (SHRM).
Knowledge and Experience
· A minimum of four years of experience working as a
performance analyst.
· Two-Year working experience as working in a known
organization in the Human Resource departments.
· At least two referrals from well-known companies.
Recruitment and Selection Technique
The efficacy of the research and selection process in a company
is dependent on the techniques utilized. In the recruitment
process, the Human Resource Information System (HRIS) would
be a useful tool. As the world continues with digital

5. advancement, there is a need for business to adapt to safeguard
profitability and business success. The HRIS can contribute to
the efficacy of the recruitment process as it can attract a broad
group of applicants on the internet. Moreover, through HRIS, it
is possible for the company to reduce the cost associated with
the printing of application forms thus reducing the operational
cost in the company (Motwani, 2015). Similarly, HRIS saves
on time used in the evaluation of applicants as a criterion can be
developed which ensures only competent applicants are selected
in the company. Lastly, the HRIS promotes robustness in the
recruitment process as applicants get timely feedback
concerning their applications to the company.
In the selection process in the company, a panel of interviewers
should be used as the selection technique. A committee is a
group of individuals in the company equipped with various
skills and knowledge. By employing a panel, the vetting of
applicants is comprehensive as it ensures all aspects concerning
Human Resource Management are considered. This allows the
hiring of competent individuals in the company who contribute
to efficiency and the realization of the objectives of the
company.
Compensation Package
As discussed above, there is need to recruit a highly competent
team to ensure that the aspirations of the company are realized.
In the creation of the compensation package, smart objectives
should be used to provide a comprehensive compensation
package (Beck-Krala, 2013). Firstly, the compensation package
should be objective in the sense that it contributes to the
realization of business objectives. Also, the compensation
package should be formulated after-market evaluation. Market
assessment will lead to an attractive compensation package
which also averts adverse financial consequences in the
company. Similarly, the compensation package should act as an
incentive to effort. Therefore, bonuses in the compensation plan
will ensure that there is a high retainment of competent staff in
the organization. From the above consideration during the

6. formulation of the compensation package, the rate of investment
at Victory Limited will be high. Notably, the company will
benefit from the skills acquired from competent staff. Also, as
the effort is rewarded, the strategy will act as a motivation in
the company thus promoting business productivity. Lastly, the
thorough analysis of the compensation package ensures its
sustainability thus safeguarding the welfare of the company and
its aspirations.
Conclusion
Human Resource Management is an essential aspect which
contributes to the realization of business objectives and
aspirations. However, far too often, many companies have
ineffective Human Resource Departments which lead to
business inefficiency. For a company to be successful, it needs
to ensure that the Human Resource Department has essential
functions such as recruitment, training and performance
evaluation. The emphasis on the aforementioned aspects will
ensure an effective HR department thus contributing to the
overall success of the company.
Reference
Beck-Krala, E. (2013). Creating Employee’s Compensation
during the Recession. Organization and Management, 23(12),
32-45.
Gravel, F. (2015). Participation, Recruitment Selection, and the
Minimum Wage. The Scandinavian Journal of Economics,
117(4), 1281-1305.
Hopp, A. (2014). Why Should HR look at corporate language
training? Strategic HR Review.
Motwani, B. (2015) Perception of Professionals towards
Effectiveness of Human Resource Information System. Journal
of Strategic Human Resource Management.

7. Ryan, A. M. (2016). Highlighting Tensions in Recruitment and
Selection Research and Practice. International Journal of
Selection and Assessment, 24(1), 54-62.
Running head: MITIGATION OF LEGAL ISSUES
LEGAL ISSUES
2
Mitigation of Legal Issues
Delores Blango
Dr. Thomas Hennefer
HRM-599 Capstone
April 30, 2018
Introduction
Company growth is one of the most important factors which

8. determine whether a company survives in a particular market or
not. In the event that there are issues which might affect the
sustainable growth of especially small and mid-size
organizations, growth analysts have to make sure that the
management of the company knows about them and make
appropriate decisions on how to solve them. In this case, while
reviewing the growth of Pro-marketers Agency, a local
marketing company in my state founded by a close childhood
friend, I noticed that issues of diversity and sexual harassment
are having major impacts on the culture of the company. Such
issues are catastrophic to any company, especially the startups
when they start attracting public attention, plus, as long as they
exist, legal issues are bound to come up. Such issues form
foundations for court cases which in many cases, the company
involved becomes the biggest loser (Muskovitz, M. 2016). For
this reason, the following policies have been developed in order
to ensure that such issues do not occur and in the process cause
problems on the performance of victim employees as well as
cause legal problems to the company as a whole.
Diversity Policy
This policy has been developed with the purpose of ensuring
that the work environment of this company provides and
upholds diversity in all the fields of employment to people of
different genders, race, ethnicity, religion, skin color,
nationality of origin, disability, marital status and class in the
society (Klein, K.J. Harrison, D.A. 2007). All kinds of unfair
and unlawful discrimination acts are opposed in this
organization. In the event that the administration is notified of
such an act in the company, appropriate action will be taken on
the perpetrators which might include suspension, termination of
work or legal actions.
All employees of this company will treat each other with the
deserved respect and fairness whether working on a part-time,
temporary or permanent basis. The industry will always support
procedures for selection based on the individual's ability and
aptitude for any company processes which include employment,

9. promotions, employee training as well as the allocation of other
work benefits. Any employee found to have been offered a
position or any benefit using procedural practices stipulated by
the HR will be deprived of the benefit immediately and may
face other disciplinary actions as decided by the management.
This company recognizes all its employees and the purpose of
your presence as part of the workforce, for this reason, all
employees are entitled to support, help, and encouragement
while working for us in order to ensure that they realize their
full potentials and in the process maximize utilization of their
efficiency in the organization (Kelly, E. Dobbin, F. 2002).
Company Commitment
Pro-marketers Agency is committed to ensuring that each and
every individual recruited to be part of its workforce works in
an environment that which fosters and upholds respect and
dignity. There will be no tolerance for any act that can be
interpreted as bullying, intimidation or harassment. This
company is committed to ensuring that the diversity policies set
are fully adhered to because diversity in the workplace has been
proven to be a productive practice in business management,
allowing for sharing ideas and perspectives which lead to
overall business development (Klein, K.J. Harrison, D.A. 2007).
Any reported, noticed or observed breach of the diversity policy
set will be treated as a form of misconduct in the workplace and
hence will most probably attract the most appropriate
disciplinary actions depending on the nature of the breach.
There will be an annual monitoring and review of this policy to
ensure that it becomes part of the company's cultural values.
This will be done through interviews, focus groups,
questionnaires conducted by externally sourced research,
motoring and evaluation teams which will present a report of
their findings.
Sexual Harassment Policy
This is a policy developed for the purpose of protecting the men
and women working for Pro-marketers Agency against any
sexual advances which are unwanted, how to report an incident

10. and, disciplinary and recovery measures which will be taken
(Handrick, L. 2017). The company will not have tolerance for
any kind of sexual harassment of any kind in the place of work
or company vicinity. The management will ensure that a culture
based on collaboration and mutual respect I upheld, and such a
conduct is a severe violation of the principles which foster this
culture.
This policy will be applied to each and every person working
for Pro-marketers Agency irrespective of their level or seniority
in the company hierarchy, sexual orientation, their functions in
the company, gender or any other characteristic associated with
an individual. Other people, in addition to employees, covered
by this policy either inside or outside the company premises
include investors, customers contracted individuals and any
other as long as they interact with this company in one way or
another (Muskovitz, M. 2016)
Company Policy.
There is no one who holds a right to sexually harass people
employed in our company. In the event that an individual is
found guilty of a serious breach of the policy, their contract will
be terminated immediately. If at all the individual is contracted
from an external institution, the management will move to
ensure that the parent company takes appropriate disciplinary
actions against them. It has to be understood that there is
nothing like a minor sexual harassment case because any
incident is a seed that leads to another. Such harassments also
cause wear down the victims reducing their productivity, hence,
the company will listen to any claim and punish perpetrators if
found guilty.
The company sexual harassment policy also holds to the
assertion that any claim of such an offence is legitimate up until
the opposite is proven. This is mainly for the purpose of
ensuring that cases are reported and dealt with without any
undermining of the principle. It has to be known that sexual
harassment is mostly about how we make the other person feel
since some behaviors and comments might be considered too

11. light to be treated as harassment, however, if at all the other
party seems to be uncomfortable, one must stop.
The company also will not tolerate any behavior that shows
victimization of employees who have been harassed. The
company will ensure that the victim works as before or even
better without any show of malice or unfairness against them.
From this policy, it also has to be clear that anyone found to be
in support or who tried to give a blind eye to a case of sexual
harassment will be treated to be at fault just like the offenders
(Handrick, L. 2017). This will apply even to managers who
should be at the forefront to ensure such harassments do not
occur in the company. In the event that a manager lets go of
anyone, it will be perceived as an encouragement of the
behavior which will lead to disciplinary actions against them.
Any other witness to a case has to report to the HR or any
manager close to them and appropriate action will be taken.
Reporting a sexual harassment incident.
In the event that you have been harassed or suspect an employee
is being harassed, please report it to the HR manager. In case of
a serious case such as sexual assault, call the authorities and
inform the HR and report your intention of pressing charges. It
is true that in some cases it is hard to come out and share such
an offence but help us help you. For ease in reporting, you can
request for an urgent meeting with the management and give
details together with any evidence available. It is also allowed
to share via email addressed to your supervisor attached with
information which can be evidence and you will be contacted as
soon as possible. In the event that you want to press charges,
the company will provide any evidence needed as well as
support in any possible way (Muskovitz, M. 2016)
Sexual Harassment Training Program
In order to effectively communicate this policy, I chose to use
an all-hands meeting in order to review it and appropriately
clarify the expectations. It would follow the following order.
Introduction: At this point of the training program,
introductions will be made such as the name of the person

12. presenting, and some employees can also introduce themselves.
After this, the topic of the session is introduced, in this case,
how to Prevent Sexual Harassment. The purpose of the training
will also be given, which is implementation of the new company
policy against sexual harassment (Duggan, T. 2010)
Definition of Sexual Harassment: This will be the second phase
of the training program and the definition to be provided in this
case will be any harassment which is perpetrated basing on the
sex of an individual. They may include advances which are
unwelcomed, requests for favors which are sexual and other
verbal or physical harassments which are of sexual nature.
The third step in the training program will include the
description of behaviors which are classified as sexual
harassment and hence prohibited. These will include any kind of
insinuation or demand for favor which involves a sexual
activity; constant invading of another person's personal space
despite their demand to stop; graphic or written messages sent
to an unwilling colleague; stalking, intimidation or threats to
another with the demand for engagement in sexual acts; sexual
comments towards another about their look, dressing or
sexuality in a manner that is derogatory or objectifying making
them uncomfortable; making comments, jokes or gestures which
are obscene in order to offend others; persistent flirting or
pursue without the other party's willingness; and finally, the
most extreme form which is a serious criminal offence and the
company will give full support to any victim who is willing to
press charges against the perpetrator/s is sexual assault
(Handrick, L. 2017).
The fourth step of the training program will be on how to report
the policy violations. Here a description of how the company
will be able to handle any kind of report about a violation of the
policy will be clearly stated. An assurance will be given about
how serious the company takes sexual violation cases and why
it is important to report the issues whenever they come up. In
this case, anyone harassed sexually in this company will be able
to report directly to the company owner, HR or supervisor at

13. any time, and appropriate action will be taken without any
favor.
The step that will follow in the training program is an open
forum where anybody will be allowed to share their
misunderstandings, concerns, inquiries and other information
needed to enable proper synthesis of the provided information.
It will also offer an opportunity to gauge understanding of the
policy.
Finally, the wrap up of the training will offer a summary of the
entire session. The policy will also be posted both physically,
which include internal and external posters, and electronically
via emails to all the people who are involved. The policy forms
will also be signed by each and every one in the training
showing agreement to whatever has been written together with
the consequences (Duggan, T. 2010)
References
Duggan, T. 2010. How Do I Plan a Human Resource Training
Program in an Organization Setting? Chron. Retrieved from
http://smallbusiness.chron.com/plan-human-resource-training-
program-organization-setting-2553.html
Handrick, L. 2017. Sexual Harassment Training Guide for Small
Businesses. Fitsmallbusiness. Retrieved from
https://fitsmallbusiness.com/sexual-harassment-training-guide/
Kelly, E. Dobbin, F. (2002). 'How Affirmative Action Became
Diversity Management: Employer Response to Anti-
Discrimination Law, 1961-1996', American Behavioral Scientist
41(7): 960-84.
Klein, K.J. Harrison, D.A. (2007). On the Diversity of
Diversity: Tidy Logic, Messier Realities, Academy of
Management Perspectives.
Lussier, R., & Hendon, J. (2016). Human Resource
Management: Functions, Applications, and Skill Development
(2nd ed.). Los Angeles, CA: SAGE Publications, Inc.

14. Muskovitz, M. 2016. Hostile Environment Claims: Not Limited
to Sexual Harassment. The Balance. Retrieved from:
https://www.thebalance.com/sexual-harassment-claims-1918632
Running head: SUPREME LIMITED 1
SUPREME LIMITED 2
A Growing Small Business – Supreme Limited
Delores Blango
Dr. Thomas Hennefer
HRM – 599 Capstone
April 16, 2018
Business Strategy
Supreme Limited is a technological company which offers
computer solutions to individuals and corporations. The
company's business strategy leverages on the consumer-oriented
approach. The consumer-oriented approach advocates that the
services and products offered by the company should be tailored
to meet the specifications of the company's clients. Moreover,
the consumer-oriented approach is aimed at creating customer
satisfaction and customer loyalty. These approaches are
essential to sustain the development aspiration of the company.
At Supreme Limited, the business strategies of differentiation,
cost leadership, and niche are employed as business strategies

15. to enhance sales and growth within the company.
Differentiation is a marketing strategy that seeks to offer a
competitive advantage to the company. Differentiation at
Supreme Limited is achieved through the service
differentiation. Since the company offers computer solutions, it
seeks to distinguish itself through the quality of services
offered to customers. Particularly, timeliness, quality, and good
service are the pillars for service differentiation at Supreme
Limited. Secondly, the company seeks to gain a competitive
advantage over competitors through cost leadership. Cost
leadership is a marketing strategy employed at Supreme Limited
which aims at offering significantly reduced prices of products
and services to customers. Cost leadership provides a
competitive advantage to Supreme Limited as clients opt for
cheap but quality products and services. Lastly, in its business
strategy, Supreme Limited addresses the specific needs of its
customers. The company ensures that the products and services
offered, adequately address the unique needs of individual
customers. Also, the focus on customization by the company
offers a competitive advantage as it provides convenience to
customers in addition to outlining the value of the client.
Decisively, through the utilization of the business techniques as
mentioned above, the company will grow over the next few
years and diversify its operations.Human Resource Management
Strategy
The overall success of a business strategy is dependent on
the human resource management strategy employed in the
organization. The human resource management strategy acts as
an enabler to the overall business strategy. This realization
mandates that the two strategies should be in line and act as a
complementary to each other. There are several human resource
management strategies which can be used in the organization.
Each human resource management strategy has its benefits and
limitations mandating the need for careful evaluation before
selection within an organization. The leadership human resource
management strategy is extensively used strategy. The

16. technique seeks to employ leaders with exceptional leadership
skills to head operations in a company. The technique usually
results in effective management and coordination of
departments within an organization through the clear guidelines
provided by the leaders (Scott, 2017). The second type of
human resource department strategy extensively used is the
talent oriented human resource management strategy. Under this
strategy, the focus is on nurturing talent, skills, and knowledge
within a company. The strategy is characterized by the long
orientation period induced on new employees when they are
employed within the organization. Moreover, efforts are based
on the need to preserve knowledge and skills within an
organization. In this strategy, the human resource department
ensures availability of adequate information to employees to
ensure high knowledge and skills level. The high-performance
human resource management is the other technique used by the
human resource department. Under this methodology, the
emphasis is on optimization, effectiveness, and efficiency in
performance of duties in a company (Zoogah, 2017). Under this
technique, business operations are planned to enhance
performance. Additionally, the human resource department
focuses on the recruitment of highly motivated individuals with
high output or yield.
As mentioned above, each human resource management
strategy has its benefits and limitations. As an attempt for
Supreme Limited to achieve its business strategy, a hybrid
approach should be undertaken to eliminate the inadequacies of
individual human resource strategies. Furthermore, it is critical
that the human resource management strategy is in line with the
overall business strategy to ensure uniformity and avert
instances of conflict of interest. In the implementation of the
hybrid human resource management strategy, it is critical for
the integration of the leadership aspect. Empowered leaders are
vital to spearhead the campaign of attaining the business
strategy at Supreme Limited.
The leaders will ensure smooth operations in the company

17. by providing clear and concise directives. Also, empowered
leaders will ensure the formulation of effective solutions to
challenges plighting the company. Decisively, a leader oriented
human resource management strategy will ensure the
recruitment of empowered leaders who will contribute to the
attainment of the business strategy at Supreme Limited. Also,
the human resource management strategy needs to have the
aspect of talent. The intended business strategy intended for
Supreme Limited is a continuous process and should be
integrated into the business culture. The realization of this
objective mandates the practice of knowledge and skills
retention in the business to ensure that new employees are
empowered with the appropriate skills needed to achieve the
goals of the business strategy. Additionally, the practice of
knowledge and skills retention by the human resource
department averts the vulnerability of unqualified staff in the
event of resignation as the needed knowledge is universally
known in the company. The preparedness of the human resource
department ensures availability of a competent staff
contributing to the overall success of the business strategy.
Another element that should be integrated into the human
resource management strategy is the aspect of a high-
performance culture. The human resource department should
ensure the recruitment and selection of a productive team. This
requirement is further amplified by the highly competitive
business environment which necessitates the need for a
competitive advantage. A high-performance culture will ensure
the recruitment of productive individuals who will contribute to
the realization of the business strategy of Supreme Limited.
Decisively, the hybrid human resource management strategy
will ensure the benefits of individual strategies are realized and
contribute to the overall success of the business strategy
utilized in Supreme Limited.Human Resource Management
Strategy Scorecard
It is critical to assess the contribution of the human
resource management strategy employed in the company to

18. ensure it positively contributes to the attainment of the overall
business strategy. The human resource scorecard points critical
aspects that should be considered in the evaluation.
The following is the tabulation of the aspects to be
considered for evaluation in the human resource scorecard:
Value of the HRM strategy towards the business strategy
Increased Operations of the workforce through HRM practices
Efficiency enhanced through HRM practices.
Financial
Knowledge and skill development
Optimization of Processes
Highly Productive Workforce
Quality Services
Ideal Working Environment
Client
Enhanced overall performance
Internal Process
Growth

19. Strategic Implementation
Technology Integration
Ideal HR environment
As shown above, the human resource scorecard has four
critical elements in the evaluation of the contributions of the
human resource management strategy towards the business
strategy. Finance, customers, internal process and growth are
the four elements in the human resource scorecard. All the four
elements are interconnected as they cumulatively contribute to
the overall success of the business strategy (Gesuele, 2015).
The financial element encompasses the financial
implication of the human resource management strategy. This
involves quantification of financial resources spent and
financial benefits gained. The financial benefits should exceed
the financial cost and positively contribute to the optimization
of HRM practices. This enhances work practices in the
organization and increase financial value.
Under the customer element, the human resource
management strategy should enhance the quality of services
provided to customers. Moreover, the strategy should create an
ideal environment for customers by creating convenience of the
services offered by the company. Also, the human resource
management strategy should result in a highly productive
workforce to address the needs of the customers.
Under the internal processes, the optimization of processes
will lead to an ideal environment which enhances operations.
Moreover, the human resource management strategy should lead
to the development of knowledge and skills which contribute to
the delivery of better services to the customers. Also, the human
resource management strategy should cumulatively enhance
operations towards the attainment of the overall business

20. strategy.
As an attempt to enhance growth and learning in the
organization, the human resource management strategy should
execute a strategic plan which contributes to growth and
development of the company. Also, technological integration is
critical to contributing to the success of the organization
through growth and learning.Conclusion
In conclusion, it is evident that human resource
management strategy is critical to the realization of the
company's business strategy. It is critical that the human
resource management strategy is in line with the business
strategy to enhance the success of the company. In the
assessment of the human resource management strategy, the
financial, client, internal process and growth elements should be
attained to ensure the comprehensiveness of the strategy.
Reference
Gesuele, B. (2015). Human Resource Measurement: A Balanced
Scorecard Approach. Journal of Human Resource Management,
28.
Lussier, R., & Hendon, J. (2016) Human Resource Management:
Functions, Applications, and Skill Development (2nd ed.). Los
Angeles, CA: SAGE Publications, Inc.
Scott, C. P. (2017). The impact of implicit collective leadership
theories on the emergence and effectiveness of leadership
networks in teams. Human Resource Management Review.
Zoogah, D. B. (2017). High-performance organizing,
environmental management, and organizational performance:
An evolutionary economics perspective. Human Resource
Management.

21. Assignments Overview
Welcome to HRM 599, the capstone course for your graduate
degree. This course brings together the key concepts and
learning from other courses you have taken in your MSHRM
program. You will culminate your graduate degree journey with
a final Capstone Project which will build on the previous three
(3) assignments in the course. In addition, the job posting and
resume / cover letter posting activity in Week 8 discussion also
bridges the activities in Assignments 3 and 4 together. The
combination of activities involved in your capstone project will
prepare you for many key responsibilities you will face as a new
Human Resource Manager.
For all four (4) assignments, as well as the Week 8 Discussion,
you will be working with the same company, which you will
select in Week 3 Assignment 1. It is recommended that you
select a company in an industry in which you have some
familiarity and / or experience, as you will be researching key
HR issues within that industry.
Below is a breakdown of the main tasks involved in your
Capstone Project:
Week
Assignment / Discussion
Tasks / Activities
3
Assignment 1
Describing company’s business strategy; designing HRM
management strategy; developing HR Scorecard table
5
Assignment 2
Creating diversity and sexual harassment policies; developing a
training plan for one (1) of those policies

22. 7
Assignment 3
Assessing HR functions; writing a job description; choosing a
recruitment and selection method; developing a compensation
and benefit package
8
Week 8 Discussion 2
Creating a job posting for your job description; updating your
resume; writing a cover letter; responding to another student’s
job posting with your resume and cover letter
10
Assignment 4 (Final Capstone Project)
Reviewing another student’s resume / cover letter for your job
posting; critiquing the student’s competitive advantage;
selecting an interview method; creating an interview form;
conducting an interview; writing an interview summary and
recommendation
· Week 10 Assignment 4: Conducting an Interview - Capstone
Project
Click the link above to submit the assignment.
Assignment 4: Conducting an Interview – Capstone Project
Due Week 10 and worth 350 points
Congratulations! You have the foundation for your HR
department in place, and you are ready to select your staff. You
must make sure that you are selecting the best talents for your
HR department. You are now receiving resumes from recent
graduates of Masters of Human Research Management (MHRM)
programs, and you must prepare to interview the candidates.
Write a six to seven (6-7) page paper in which you:
1. Review the resume and cover letter you received from your
job posting in the Week 8 discussion. Next, critique the
competitive advantage you are predicting from the potential
candidate. Provide a rationale for your critique.
2. Indicate the interview type you will be using (i.e., phone,
video, in person). Next, determine one (1) challenge that may
arise with this type of interview. Develop a plan to mitigate this

23. challenge and minimize its impact on your interview.
3. Create the interview form. Use the job description from Week
7 Assignment 3 to write the interview questions.
· Note: The interview form should be incorporated into the
paper and is counted towards the total page length requirement
for this assignment.
· Hint: Review the article “Types of Interviews”
4. Conduct the interview with your potential candidate via
Google Hangouts, video conferencing, telephone or any other
appropriate technology. Input the interview information onto
the form you created.
5. Write a brief summary of your experience conducting the
interview. Indicate in the summary whether or not you have
chosen this candidate for the position. Include the ethical
decision-making abilities that went into your decision. Provide
a rationale for your decision.
6. Format your assignment according to these formatting
requirements:
· Be typed, double spaced, using Times New Roman font (size
12), with one-inch margins on all sides; references must follow
APA or school-specific format. Check with your professor for
any additional instructions.
· Include a cover page containing the title of the assignment, the
student’s name, the professor’s name, the course title, and the
date. The cover page and the reference page are not included in
the required page length.
· Cite the resources you have used to complete the assignment.
Note: There is no minimum requirement for the number of
resources used in the assignment.
The specific course learning outcomes associated with this
assignment are:
· Use communication skills to effectively convey human
resource policies and practices throughout the organization.
· Examine the human resource management function of
recruiting and selecting, and its importance to business strategy.
· Demonstrate an ability to motivate individuals and teams

24. toward organizational goals through the application of human
resource initiatives and policies.
· Develop ethical decision-making abilities that support
employment practices, policies, procedures, and integrity within
an organization.
· Use technology and information resources to research issues in
human resource management.
· Write clearly and concisely about human resource management
using proper writing mechanics.
Grading for this assignment will be based on answer quality,
logic / organization of the paper, and language and writing
skills, using the following rubric