Assignment Becoming a Changemaker Throughout this course, you will complete a series of assignments that align with the following scenario You are a college senior who has been selected to participate in a hybrid internship onboarding program with an elite HR research and advisory firm Your training consists of a combination of formal educationspecifically, enrollment in this Human Resource Management courseand a rotation in support of the principals of the firm In your rotations, you will synthesize what youve learned in the relevant modules to address firm or client issues, conducting additional research as necessary and developing draft deliverables as instructed by the principal consultant The quality of your deliverablesthat is, your ability to convert learning into practical insightwill largely determine whether, at the end of the internship period, you are offered a position with the firm or simply thanked for your participation Scenario A quote from the Boston Consulting Groups People Organization website page summarizes Modules 1 and 2 Human resources has long been evolving beyond its traditionaland outdatedrole as a mere processor of administrative transactions Today, HR is usually viewed as a strategic partner to the business The intensity of competition and the pace of change demand that the HR function fulfill this mandate HR leaders need a clear view of their current capabilities, a set of clear priorities linked to the business strategy, and a targeted approach to improve the most urgent problem areas 1 Your Task In your first rotation, you will be reporting to the Strategic Planning principal consultant She is developing an interactive game for client HR teams to play to develop their adaptability specifically, to be able to envision and implement the changes required in the HR organization in order to capitalize on emerging trends and technologies Your assignment is to reframe one of the following trends (discussed in Human Resources Today) as a business opportunity Changes in Workforce Composition Increasing Workforce Diversity Increased Employee Expectations of Employers Changes in Societal Expectations Infrastructural Obsolescence Changes in the Nature of Work Market and Industry 4 0 Changes in the Evaluation and Valuation of Talent A Reskilling Imperative Increasing Geopolitical Risks For example, changes in workforce composition is a trend that represents both a challenge and an opportunity How might an organization use that to their advantage How would you express that as a Human Resource strategy What policies and procedures would need to be in place to support that strategy and leverage a flexible workforce How would you avoid the typical disconnect between planning and implementation Be specific your recommendations must be actionable To take it from mets expectations to exceeds expectations, cite (summarize and link to) an example of a best practice organization As a perspective point, she suggests you keep the following quote from the text in mind The essence of management and strategy is making sense of reality human, organizational and situational And, more critically, to be able to act on that insight more info Changes in Workforce Composition In a Wall Street Journal briefing, advisory firm Deloitte observes, The flexible workforcecrowd sourced networks, outsourced teams, independent contractors, freelancers and gig workershas joined the mainstream, adding that the ability to manage this diverse talent segment will become essential to business growth in the years ahead 1 Deloitte notes that the alternative workforce can be a long term solution to tight labor marketsdriving business growth and extending workforce diversityif managed strategically that is, if organizations adopt a source blind approach to deploying talent and ensure that both alternative and traditional workers be treated with respect with regard to culture, inclusion, and work assignmentsand that perceptions on all sides reflect these values Increasing Workforce Diversity The labor force is not only generationally diverse, its becoming more racially and ethnically diverse, driven largely by immigration thanks to the U S s relatively low population growth and labor participation rate 2 Increased Employee Expectations of Employers Given the tight labor market, employees are demanding a more personalized work experience, a more flexible, equitable and inclusive culture, and social advocacy on the part of employers In their Global Talent Trends 2019 report, LinkedIn observed that Employees expect more transparency, flexibility, and accountability from the companies that hope to attract and retain them 3 Well discuss these points further in future modules

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Assignment: Becoming a Changemaker Throughout this course, you will complete a series of assignments that align with the following scenario: You are a college senior

Assignment: Becoming a Changemaker

Throughout this course, you will complete a series of assignments that align with the following scenario:

You are a college senior who has been selected to participate in a hybrid internship/onboarding program with an elite HR research and advisory firm. Your training consists of a combination of formal educationspecifically, enrollment in this Human Resource Management courseand a rotation in support of the principals of the firm. In your rotations, you will synthesize what youve learned in the relevant modules to address firm or client issues, conducting additional research as necessary and developing draft deliverables as instructed by the principal consultant. The quality of your deliverablesthat is, your ability to convert learning into practical insightwill largely determine whether, at the end of the internship period, you are offered a position with the firm or simply thanked for your participation.

Scenario

A quote from the Boston Consulting Groups People & Organization website page summarizes Modules 1 and 2: Human resources has long been evolving beyond its traditionaland outdatedrole as a mere processor of administrative transactions. Today, HR is usually viewed as a strategic partner to the business. The intensity of competition and the pace of change demand that the HR function fulfill this mandate. HR leaders need a clear view of their current capabilities, a set of clear priorities linked to the business strategy, and a targeted approach to improve the most urgent problem areas.^[1]

Your Task

In your first rotation, you will be reporting to the Strategic Planning principal consultant. She is developing an interactive game for client HR teams to play to develop their adaptability; specifically, to be able to envision and implement the changes required in the HR organization in order to capitalize on emerging trends and technologies.

Your assignment is to reframe one of the following trends (discussed in Human Resources Today) as a business opportunity:

Changes in Workforce Composition
Increasing Workforce Diversity
Increased Employee Expectations of Employers
Changes in Societal Expectations
Infrastructural Obsolescence
Changes in the Nature of Work
Market and Industry 4.0
Changes in the Evaluation and Valuation of Talent
A Reskilling Imperative
Increasing Geopolitical Risks

For example, changes in workforce composition is a trend that represents both a challenge and an opportunity. How might an organization use that to their advantage? How would you express that as a Human Resource strategy? What policies and procedures would need to be in place to support that strategy and leverage a flexible workforce? How would you avoid the typical disconnect between planning and implementation? Be specific; your recommendations must be actionable. To take it from mets expectations to exceeds expectations, cite (summarize and link to) an example of a best practice organization. As a perspective point, she suggests you keep the following quote from the text in mind: The essence of management and strategy is making sense of reality: human, organizational and situational. And, more critically, to be able to act on that insight.

more info

Changes in Workforce Composition

In a Wall Street Journal briefing, advisory firm Deloitte observes, The flexible workforcecrowd-sourced networks, outsourced teams, independent contractors, freelancers and gig workershas joined the mainstream, adding that the ability to manage this diverse talent segment will become essential to business growth in the years ahead.^[1] Deloitte notes that the alternative workforce can be a long-term solution to tight labor marketsdriving business growth and extending workforce diversityif managed strategically; that is, if organizations adopt a source-blind approach to deploying talent and ensure that both alternative and traditional workers be treated with respect with regard to culture, inclusion, and work assignmentsand that perceptions on all sides reflect these values.

Increasing Workforce Diversity

The labor force is not only generationally diverse, its becoming more racially and ethnically diverse, driven largely by immigration thanks to the U.S.s relatively low population growth and labor participation rate. ^[2]

Increased Employee Expectations of Employers

Given the tight labor market, employees are demanding a more personalized work experience, a more flexible, equitable and inclusive culture, and social advocacy on the part of employers. In their Global Talent Trends 2019 report, LinkedIn observed that Employees expect more transparency, flexibility, and accountability from the companies that hope to attract and retain them.^[3] Well discuss these points further in future modules.