HRM501-01

Post 1: This week I completed a Capacity Audit for the sales department of Hanna Instruments, where I am currently employed. Capacity audits or capacity builder are tools that HR professionals use to evaluate as well as build an organization (Ulrich, 2012, pg. 109). Capacity audits determine what is needed and where the focus should be for improvement (Ulrich, 2012, pg. 109). Below is my capacity audit that I filled out from completing exercise 5.1 (Ulrich, 2012, pg. 117): After completing my Capability Audit, I found the three most critical areas are Talent, Shared Mindset and Accountability. Use of SHRM Connect: As an HR professional, it is important to asses a business and determine which areas need help or improvement in order to develop the organization as a whole. Completing a Capability Audit is one effective method in doing so. For this week’s SHRM discussion question, I am asking the SHRM connect community which of the three areas (Talent, Shared Mindset o...

Most Valuable Information: SHRM Connect Information (Hyperlinks provided): 6 PARADOX OF HR: ORGANIZATION AND INDIVIDUAL Though I did not receive any feedback on my question on SHRM Connect this week, I took it upon myself to further research the Paradox of Organization and the Individual on SHRM Connect. I did this to answer my question as well as to do some further searching. I found other individual posts on the same topic and was able to gather some insights as well as the most valuable information. The following information was found from the four hyperlinks, provided above each.  1.           Individual vs Organizational Development From this page, I gathered some insight as to how to manage exceptional and intermediate talent and how to manage the different talent levels reasonably. I gathered that it is important to find the behavioral differences among different talents and what may be causing those behavioral differences. As ...

Week 1 Use of SHRM Connect: The 6 Paradoxes of HR Post Hello! I am a student currently enrolled at New England College of Business and Finance, and I am working towards my Masters of Human Resource Management degree. I am enrolled in HRM501-Strategic Human Resources Management. This week, and we are investigating one of the six paradoxes facing Human Resources. I have decided to concentrate on the following paradox: Organization and individual: This paradox is all about HR finding the best variety of talent, all while developing them to generate success for each individual employee, the department, and the overall organizational culture. Question:   My question is with regard to an individual employee is going through a “rough patch” or currently experiencing difficulty with a change in the organization. What are some real-life examples that one could advise HR professionals to help enable that individual to get back on track, to continue developing the employee...