This specialization provides a robust introduction to the key principles, policies, and practices of human resource management, with a focus on understanding managerial choices and constraints, acquiring and onboarding talent, managing employee performance, and rewarding employees. The capstone project provides learners with the opportunity to apply these key principles and practices to a real-world workplace (including a learner's own workplace if desired). Specifically, the capstone project will involve identifying the key human resources challenges for a workplace--including the most pressing motivational, selection, performance evaluation, and reward issues. And for each of these areas, learners will devise a multi-step action plan for addressing the challenges identified.
Welcome to the HRM Capstone
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来自 University of Minnesota 的课程
Human Resources Management Capstone: HR for People Managers
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从本节课中
Welcome and Getting Started
The capstone project provides you with the opportunity to apply the key principles and practices presented in the four courses of the HRM specialization to a real-world workplace. In this first module, you will get acquainted with the overall expectations of this capstone course and identify the work unit that will be the focus of their your capstone project.
与讲师见面
John W. BuddProfessor and Director
Center for Human Resources and Labor Studies
Larry BourgerieSenior Lecturer
Carlson School of Management, Department of Work and Organizations
Amy SimonSenior Lecturer
Department of Work and Organizations
Alan BensonAssistant Professor
Carlson School of Management, Department of Work and Organizations
[MUSIC]
Welcome back.
>> We're all really excited that you completed all four courses in the human
resource management specialization.
You now know about the context for
managing people and- >> How to recruit, select, and
onboard employees.
>> And manage their performance.
>> And how to compensate and reward them.
And now it's time to apply what you've learned to the capstone project.
>> Let's think back to the beginning of the specialization when we introduced you
to the people manager value proposition.
A value proposition is simply a statement of benefits.
So the People Manager Value Proposition captures the benefits we will deliver to
you through this specialization.
And it also captures the benefits that you will bring to your organization, and
to your career, after completing the specialization.
>> The People Manager Value Proposition provides a guide to the key HR-related
tasks of effective people managers and HR professionals And therefore,
provides a roadmap for this specialization.
Managers must know how to take organizational objectives and
determine what people need to accomplish.
And then understand how to devise and implement a strategy for leading and
motivating employees to fulfill those goals.
But this doesn't occur in a vacuum, it's influenced by organizational values,
external factors like the legal environment, and maybe even labor unions.
So it's this part of the people manager value proposition that I'll cover in
the first course.
>> Finding and hiring the right people is often cited as the number one concern
of businesses today.
It seems we are all competing for the best and brightest workers.
As you will see in our time together in the second course,
a critical component of the People Manager Value Proposition is to hire talented
people who enable the organization to achieve its strategic goals.
At the outset of the course, we will explore the importance of
linking recruitment goals with overall company strategy.
We then look at a number of options to recruit and
select employees both effectively and legally.
Throughout the course we will examine current issues and
talent acquisition, such as how companies are now leveraging social media and
hiring analytics to ensure better quality hires.
>> Once you have hired good employees the next step that successful people managers
take is to develop the full potential of their employees.
Performance management is a process that helps managers achieve the goal of
getting the best from their employees.
In the performance management course, we'll discuss the skills and
key processes you will need to develop your employees to attain department and
organizational goals.
These skills will include setting clear expectations, providing positive and
corrective feedback, and delivering an effective performance appraisal.
>> Successful people managers must also know how to reward employees.
We begin from the question, what kind of a person must we attract, retain,
and motivate in order to execute our business strategy?
We'll discuss how your answer to that question can help you design salary
structures, benefits, short-term incentives, and
long-term incentives that are aligned to your business strategy.
They'll also help you evaluate benefits and ensure compliance.
>> We've all come a long way since the first video, and so have you.
Now it's your turn to apply this framework to a real life situation.
In the capstone project, you will pick a work unit to analyze.
Don't try to analyze the entire organization,
because the HR challenges and strategies will be too complex.
Focus on a specific work unit, such as tellers in a bank, salespeople
in any kind of organization, teachers in a school, or any other focus situation.
>> We encourage you to analyze your own work unit,
because that will be the most familiar and relevant to you.
However, if you're not able to do that, that's fine.
We have some guidelines for you in the next lesson.
>> In the first peer review assignment,
you will create a description of the unit you will be analyzing.
And then you'll have the opportunity to get feedback from other learners to make
sure that that description is clear and comprehensive.
>> Once you have identified the working that you are going to use,
you'll identify the key HR challenges for this work unit and
construct a multi-step action plan for addressing these challenges.
To do this you will need to apply the people manager value proposition
to this work unit.
As a foundation this begins with identifying the internal and
external contexts as we discussed in my course.
What is the work unit's mission?
What do the employees need to accomplish?
What motivates them?
What economic, cultural, legal and other factors influence this work unit?
>> In Recruitment, Selection and
Onboarding course you already developed a workforce planning analysis.
In week three you will take that to the next level and
have an opportunity to develop a recruitment and selection plan.
>> In the managing employee performance section, you'll have the chance to
look at, does your strategy and your performance management match?
You'll have a chance to look at your performance review process, and
a chance to look at giving feedback.
And finally, you'll look at the role of your culture and
supporting ineffective performance management program.
>> Lastly, as people managers, you'll need to evaluate and
design an employee value proposition appropriate to your business strategy.
This part of the capstone encourages you to evaluate the alignment of your business
strategy and the compensation strategy.
And then, the specific mechanics of an important component of the employee value
proposition.
>> To complete your project, you'll complete six peer review assessments.
The first five are to get feedback from your peers.
First, on your work unit's description, then on each of
the four parts of the project corresponding to each of our courses.
>> Your last peer review assessment, in week 6,
is the submission of your final capstone project.
This is the final project that needs to receive a passing grade from your peers.
The elements in the final project are the same as in each component from weeks 2-5,
but don't just submit everything you submitted the first time.
Instead, use what you submitted in weeks 2-5 as your starting point.
And use the feedback and reflection from weeks 2-5 to revise, and improve,
your submission.
In other words, think of what you produce during weeks 2-5 as your first draft,
and now produce a revised final submission.
>> As you can see, an important part of the capstone project is feedback
from your peers.
You'll need to include this to get an excellent final submission.
>> This means that you'll also be reviewing the submissions of your other
classmates.
This is very important, as your feedback will be critical for
them to improve their own projects.
>> But reviewing other projects also provides an opportunity to think about
managing human resources in other contexts and to reflect upon the strengths and
weaknesses of your own capstone project.
So, don't just use the peer assessment process as a way of giving feedback,
use it as a learning opportunity as well.
>> Good luck on your final capstone project.
You've learned a lot in the courses, now put it to good use.
