The HR operating plan is a look ahead at what activities will support the organization’s strategic plan. For this 2–week unit, you will study how to align the operating plan with the strategic plan, based on some of the data that might be available to an HR manager. In addition, you will conduct an HR SWOT and an HR gap analysis as an essential step in the process to ensure the objectives of the plan align with the organization’s objectives.
Learning Objectives
Students will: · Analyze how an HR SWOT analysis drives an HR operating plan · Analyze HR’s change management roles as part of an HR operating plan · Analyze the effect of workforce diversity on change management plans · Identify literature related to aligning strategies · Create an annotated bibliography Note: This objective will be assessed in Week 7 of the course. · Create HR SWOT and HR gap analysis for HR operating plan Note: This objective will be assessed in Week 7 of the course.
Discussion 1: Strategic HR Management (D1–W2)
{**** 510 Words ****)
Participants:
Many organizations use the SWOT analysis to determine a department or organization’s strengths, weaknesses, opportunities, and threats. For this Discussion, you will explore the results of an HR SWOT analysis and its role as an integral part of creating an HR operating plan. You will also examine change management strategies and workforce diversity as other important elements that might also affect the details and components of the HR operating plan.
By Day 3 of Week 2
Based on this week’s readings and your own academic research, respond to the following discussion questions/prompts in the Discussion 1 – Week 2 thread:
· Suggest how an HR SWOT analysis drives an HR operating plan. · Explain one role change management plays in an HR operating plan. · Explain one way workforce diversity might affect change management plans.
