Please complete those 2 sheets with your organization.

HRM 535 Handout ER Influence and Control of Workforce Management There are many approaches to strategic workforce management. The field of employee relations influences and controls the approaches that are taken in an organization and can assist in the process of organizational change, which can move the approach from a controlling, traditional approach toward a commitment-oriented strategy if needed. The following table will be used throughout the course to help you assess the current strategy in your organization throughout the lifecycle of an employee, assess areas of influence and control assigned to the ER function, and propose a desired future state that would align with your organization's strategy. Use the chart to suggest strategies to improve HR policies, procedures, and key documentation to manage risks and achieve organizational objectives. Area Current Strategy ER Influence ER Control Desired Strategy Talent Management Example: Example Example Example: The current talent management Business department Most hiring and termination A standardized talent strategy is informal with no leadership conducts talent are driven within the management and acquisition formal reviews and no real acquisition with little or no departments, with HR approval practices guide to be planning. There are no attention paid to the Equal but no ER control. Job administered across the succession plans. Promotions Employment Opportunity descriptions are not organization that includes a are sporadic. The current talent compliance or Uniformed standardized, as a result there formal performance review management strategy is not Services Employment and is lack of clarity to roles and process as well as guidelines aligned with the corporate Reemployment Rights Act accountabilities of the job. for promotion and succession business goals, performance regulations. There is no planning. The guide will reviews are more process corporate directions except for Replace this text with your include clear roles and focused than quality of passing background checks. own response responsibilities of the conversation focused. There is departments, HR, and ER. lack of deep bench strength Replace this text with your and a diverse slate of internal own response. talent to fill the succession Replace this text with your pipeline is not available. own response. Promotions not aligned with individual performance deliverables. Replace this text with your own response. (Source: USC Bovard College Faculty, 2019)Learning and Development Performance Management Total Rewards Dispute Management / Conflict Resolution Discipline / Discharge Labor Relations Ethics (Source: USC Bovard College Faculty, 2019)HRM 535 Handout ER Workforce Evaluation Checklist There are many approaches to evaluating an organization. The following checklist will be used throughout the course to help you assess the current state of your organization throughout the lifecycle of an employee. In the middle column there are "best practices" for ER as they relate to areas of HR. An organization may be practicing these or other best practices. They are listed as a way of assessing the current state of the organization's ER capacity. Current State Checklist Area (Check all that apply to List opportunities to improve, manage risks, and achieve your organization organizational objectives. Talent Management We have a clear strategy to attract and acquire talent Example: that is aligned with the organizational strategy, Talent acquisition has been difficult in my organization, we are mission, vision, and values. currently at 50% capacity. In addition, the company is not We have an effective orientation and onboarding remaining competitive in terms of salary and benefits. There is process. no succession planning currently in any department. We engage employees to retain talent. We ensure we have the leadership talent required to Replace this text with your own response. achieve ongoing success (e.g., a succession plan, functional organization chart with back-ups) Learning and We have a clear strategy to develop talent aligned with Development the organizational strategy, mission, vision, and values. We have an ongoing coaching process to develop talent. O We provide a clear path for growth within the organization. We encourage collaboration, O We model open communication. We analyze the effectiveness of our training and development strategy. Senior management is actively engaged in our development efforts. (Source: USC Bovard College Faculty, 2019)Performance Management Our performance reviews measure against set objectives and incentives linked to individual and team performance. We are forward looking, action oriented, and reviewed quarterly. We design performance evaluations to encourage accomplishment rather than "catching" the employee doing something wrong. Our performance management practices are aligned with our mission, vision, and values. We have cutting-edge performance management practices. We analyze our employee performance appraisal for possible errors and bias. Total Rewards We have a rewards strategy that is consistent with the needs of our organization. Our rewards program is motivating, attracting, and retaining employees. We effectively communicate the rewards program to employees. We have a total rewards strategy that is compliant with local, state, and federal regulatory guidelines. Dispute Management / We provide training on conflict resolution as part of Conflict Resolution the on-boarding process. We foster civility in the workplace. Open communication is key to our management of disputes. We work to understand the issues and underlying causes in resolving conflict. We partner effectively with legal representation during disputes. Discipline / Discharge We provide training on disciplinary practices as part of the on-boarding process. We evaluate arguments for and against disciplinary (Source: USC Bovard College Faculty, 2019)actions before administering them. We follow major regulatory guidelines for dismissal. We regularly analyze the effectiveness of our discipline and discharge policies. Labor Relations O We partner effectively with legal representation during negotiations. We align to our core values in labor relations. We effectively manage all employees that are represented by a labor union with a corresponding collective bargaining agreement. We employ best practices in maintaining productive relationships with labor unions representing employees. Ethics We support ethical decision-making using sound, logical reasoning and appropriate principles of ethical practice. We support organizational social responsibility. We consider the role of emotions in resolving ethical dilemmas (Source: USC Bovard College Faculty, 2019)