Question.4317 - Week Four: Signature Assignment. PLO 8, 6, 11, C1, IE1,H9, H 11, IE2, L3 H8InstructionsPlease review the Signature Assignment below: Topic: A proposal toward a new strategic direction, with a strong focus on employee growthScenario: Diagnostic Medical INC (DMI), a midsize establishment founded in 2012, is a healthcare organization that specializes in high-end hospital products like diagnostic equipment and hospital products. DMI currently employs 600 people in their main location, located in the Southwestern United States. DMI just hired a new president/CEO; Dr. Jones for the company who is eager to take the organization to the next level of performance. Dr. Jones’ plan includes to grow the business through entry of more diagnostic equipment into more hospitals. Cultural considerations for this growth strategy include: Passion for innovation, expansion, and growth toward the future in high technology, and collaboration, teamwork and mindset of high-tech discovery.DMI has been recognized by accreditation agencies as an organization with a track record of high-technological advancements in the field of diagnostic procedures. Financial goals have been diligently reached every year for the last ten years. Dr. Jones feels that the healthcare industry is ready for an expansion in the high-tech diagnosis field and believes the time is now to enter a new phase of marketing. With a new strategic direction in mind, Dr. Jones has recruited you as the new Vice President of Human Resources. You were selected based on your outstanding performance, innovative approach to HR as demonstrated in your former organization, and your goals to action and results. Dr. Jones admires your strategic skills and proven accomplishments.Dr. Jones is excited to move forward and has requested a proposal from you about your best thinking in aligning the HR function with the new strategic direction. Your job in this signature assignment is to develop a proposal including the following nine strategic considerations for DMI’s future success.The importance of talent acquisition and retention when based on current cultural consideration of DMI.The importance of learning and development of employeesThe importance of collaboration, teamwork and futuristic discovery in healthcareOrganizational effectiveness, innovation and total rewardsDiversity and InclusionBusiness and Human Resource StrategyCreation of a business case that includes the business objectives you hope to achieve by aligning the HR organization with the new strategic direction, a strong focus on growth.Analysis of legal and ethical considerations related to necessary functional and practical areas.Create 3-5 frequently asked questions (FAQs) with answers in preparation for discussion with other members of Dr. Jones’ executive team. Design your proposal in 1250-1400 words, 5-8 double spaced pages with attention to APA. Please use the attached National University Case Study Template. Research information on Human Resource Strategic Planning using the National University Library.All written assignments must be formatted in APA using a cover letter, page numbers, running head, and reference page. Students are required to complete this assignment in 5-7 pages paper that illustrates: A proposal toward a new strategic direction, with a strong focus on employee growth. This assignment is worth 30 points and is due by Sunday at 10:00 p.m. (Pacific Time).Please find below the "Week Four Signature Assignment Template" link, to learn how to compose your case study assignment.Week Four Signature Assignment Template - PDF Document (161.1 KB)Please find below the grading rubric to which the assignment is graded.How to Write a Paragraph, Chapter, Book - PDF Document (498 KB)
Answer Below:
Running xxxx A xxxxxxxx toward x new xxxxxxxxx direction xxxx a xxxxxx focus xx employee xxxxxx A xxxxxxxx toward x new xxxxxxxxx direction xxxx a xxxxxx focus xx employee xxxxxxxxxxxxxx UniversityJune xx AbstractThis xxxxxxxx presents x strategic xxxxx resources xx alignment xxxx for xxxxxxxxxx Medical xxx DMI xx support xx its xxx strategic xxxxxxxxx under xxx Dr xxxxx With x focus xx innovation xxxxxx and xxxxxxxxx expansion xxxx proposal xxxxxxxxxx employee xxxxxxxxxxx as x cornerstone xxx sustained xxxxxxxxxxx Key xxxxx addressed xxxxxxx talent xxxxxxxxxxx and xxxxxxxxx learning xxx development xxxxxxxxxxxxx organizational xxxxxxxxxxxxx diversity xxx inclusion xxx ethical xxxxxxxxxxxxxx A xxxxxxxx case xxx HR xxxxxxxxx is xxxxxxxxx followed xx a x A xxxxxxx to xxxxxxx executive xxxxxxxxxx This xxxxxxxx aims xx ensure xxx s xxxxxxxxx success xx the xxxxxxxxxx industry xx prioritizing xxxxxxxx growth xx the xxxxxxxx for xxxxxxxxxx and xxxx performance x proposal xxxxxx a xxx strategic xxxxxxxxx with x strong xxxxx on xxxxxxxx growthDiagnostic xxxxxxx Inc xxx has xxxxxxxxxxx itself xx a xxxxxx in xxxxxxxxx diagnostic xxxxxxxxxx products xxxxx its xxxxxxxx in xxxx consistent xxxxxxxxx growth x committed xxxxxxxxx and xxxxxxxxxx industry xxxxxxxxxxxxx DMI xx well-positioned xx expand xxx market xxxxxxxx Under xxx new xxxxxxxxxx of xx Jones xxx aims xx enter x bold xxxxxxxxx phase xxxxxxx on xxxxxxxxxx expansion xxxx new xxxxxxxx markets xxx a xxxxxxx of xxxxxxxxx and xxxxxxxxxxxxx As xxx newly xxxxxxxxx Vice xxxxxxxxx of xxxxx Resources xxxx proposal xxxxxxxx a xxxxxxxxx approach xx align xxx HR xxxxxxxx with xxxx new xxxxxxxxx with xxxxxxxx growth xx its xxxx Talent xxxxxxxxxxx and xxxxxxxxx Aligned xxxx DMI x CultureTo xxxxxxx DMI x ambitious xxxxxx strategy xx is xxxxxxxxx to xxxxxxx and xxxxxx highly xxxxxxx professionals xxx embody xxx company x cultural xxxxxx of xxxxxxxxxx teamwork xxx future-focused xxxxxxxxx As xxx healthcare xxxxxxxx continues xx evolve xxxxxxxxxxx for xxxxxxxx talent xxxx intensify xxx Sahu xxxxxxxxx our xxxxxx acquisition xxxxxxxx must xxx only xxxxxxxx individuals xxxx technical xxxxxxxxx but xxxx those xxx are xxxxxxxxxx about xxxxxxx the xxxxxxxxxx of xxxxxxxxxx technology xxx must xxxxxx known xx an xxxxxxxx of xxxxxx within xxx healthcare xxxxxxxxxx sector xx essential xxxx in xxxx direction xxxxxxxx building x strong xxxxxxxx brand xxxx reflects xxx commitment xx high-tech xxxxxxxxxx and xxxxxxxx development xx will xxxxxxx recruitment xxxxxxx through xxxxxxxxxxxx with xxxxxxx universities xxxxxxxxxxxxx in xxxx conferences xxx strategic xxxxxxxxx initiatives xxxx highlight xxx innovative xxxxxxxx and xxxxxxxxxxxxx work xxxxxxxxxxx To xxxxxx top xxxxxx we xxxx also xxxxx on xxxxxxxx engagement xxxxxxxxxxx and xxxxx career xxxxxxxxxxx opportunities xxxxxxx feedback xxxxxxxxxx competitive xxxxxxxxxxxx and xxxxxxxx packages xxxxxxxx to xxxxxxxxxx needs xxxx help xxxxxxxx a xxxxxxxxx and xxxxxxxxx workforce xxxxxxxx and xxxxxxxxxxxxx a xxxxxxxxx and xxxxxxxxxxxxx industry xxxxxxxx learning xxx development x D xxx critical xx sustaining xxxxxxxxxx and xxxxxxxxxxx competitive xxxxxxxxx DMI xxxx foster x learning xxxxxxx where xxxxxxxxxx professional xxxxxx is xxxxxxxxxx and xxxxxxxxx This xxxx not xxxx enhance xxxxxxxx performance xxx also xxxxx company-wide xxxxxxxxxx by xxxxxxxxx the xxxxxxxxx with xxxxxxxxxx knowledge xxx skills xxx L x initiatives xxxx begin xxxx the xxxxxxxxxxx of x robust xxxxxxx learning xxxxxxxx that xxxxxx flexible xxxxxxxxxxxxx training xxxxxxx These xxxxxxx will xxxxxxx courses xx emerging xxxxxxxxxx technologies xxxx analytics xxxxxxxxxx compliance xxx cross-functional xxxxxxxxxxxxx Leadership xxxxxxxxxxx will xxxx be x cornerstone xx our x D xxxxxxxx American xxxxxxxxxxxxx Association x structured xxxxxxxxxx academy xxxx be xxxxxxxx to xxxxxxx high-potential xxxxxxxxx for xxxxxx management xxxxx ensuring x strong xxxxxxxxxx pipeline xxxx aligns xxxx DMI x strategic xxxxx Moreover xx will xxxxxxx experiential xxxxxxxx through xxx rotations xxxxxxx assignments xxx collaborative xxxxxxxx Such xxxxxxxxxxxxx will xxxxxxx employee xxxxxxxxxxxx encourage xxxxxxxxxx and xxxxxxxxxx team xxxxxxxx Personalized xxxxxxxxxxx plans xxx regular xxxxxxxxx will xxxxxx that xxxxxxxxx are xxxxxxxxxxx toward xxxxx career xxxxx while xxxxxxxxxxxx meaningfully xx the xxxxxxxxxxxx Promoting xxxxxxxxxxxxx Teamwork xxx DiscoveryThe xxxxxxx of xxxxxxxxxxxxx and xxxxxxxxx must xx embedded xxxxxx all xxxxxx of xxx organization xx DMI xxxxxxx into xxx markets xxxxxxxx communication xxx teamwork xxxx be xxxxx to xxxxxxxxx new xxxxxxxxxxxx and xxxxxxxx effectively xxxxxxxxxxxxxxx teams xxx characterized xx trust xxxxxx respect xxx shared xxxxxxxxxx To xxxxxx such xxxxx we xxxx create xx environment xxxx encourages xxxx communication xxxxx problem-solving xxx collective xxxxxxxxxxx DMI xxxx adopt xxxxx methodologies xxx establish xxxxxxxxxxxxxxxx teams xx facilitate xxxxx innovation xxxxxx Savitha xxxxx These xxxxx will xxxxx together xxxxxxxxxxx from xxxxxxx backgrounds xxx expertise xxxxxxxx holistic xxxxxxxxxxxxxxx and xxxxxxxx breakthroughs xxxxxxxxxx in xxxxxxxxxxxxx tools xxxx support xxxxxxxxx communication xxx knowledge xxxxxxx particularly xxxxxxxxx in xxxxxx or xxxxxx work xxxxxxxx Recognition xxxxxxxx will xx redesigned xx highlight xxxxxxxxxx accomplishments xxx employees xxxx be xxxxxxxxxx to xxxxxxxxxxx in xxxxxxxxxx Labs xxxxxxxx workshops xxxxx at xxxxxxxx and xxxxxxxxxxx new xxxxxxxxx This xxxxxxxxxxxxx infrastructure xxxx reinforce x mindset xx discovery xxx ensure xxxx innovation xxxxxxx a xxxxxx responsibility xxxxxxxxxxxxxx Effectiveness xxxxxxxxxx and xxxxx RewardsOrganizational xxxxxxxxxxxxx is xxx linchpin xxxx connects xxxxxxxxxx performance xxxx strategic xxxxxxxx outcomes xx ensure xxx operates xxxxxxxxxxx while xxxxxxxxx innovation xx must xxxxx organizational xxxxxxxxxx performance xxxxxxx and xxxxxx systems xxxx strategic xxxxxxxxxx This xxxxxxxx a xxxxxxxxxxxxx review xx existing xx policies xxxxxxxxxxx management xxxxxxx and xxxxxxxxxxx workflows xx will xxxxxxx a xxxxxxxxxx audit xx identify xxxxxx gaps xxx align xxxxxxxxx planning xxxx strategic xxxxxxxxxx Innovation xxxx be xxxxxxxxxxxxxxxxx through xxxxx performance xxxxxxxxxx and xxxxxxxxx structures xxxx reward xxxxxxxxxx and xxxxxxxxxxx Schneiderman xx al xxx total xxxxxxx strategy xxxx go xxxxxx monetary xxxxxxxxxxxx to xxxxxxx health xxx wellness xxxxxxxx professional xxxxxxxxxxx support xxxxxxxx work xxxxxxxxxxxx and xxxxxxxxxxx of xxxxxxxxxx and xxxx contributions xxxxxxx employee xxxxxxx and xxxxxxxxxx metrics xxxx guide xxxxxxxxxx improvement xx organizational xxxxxxxxx By xxxxxxxxx feedback xxxxx we xxx ensure xxxx our xxxxxxx remain xxxxx and xxxxxxxxxx to xxxx employee xxxxx and xxxxxx demands xxxxxxxxx and xxxxxxxxxxxxxxxxxx and xxxxxxxxx D x are xxx only xxxxxxx imperatives xxx also xxxxxxx of xxxxxxxx performance xxx innovation xxxxxxx teams xxxxx varied xxxxxxxxxxxx which xxxx to xxxxxx decision-making xxx more xxxxxxxx solutions xx DMI xxxxxxx its xxxxxxxxx it xxxx prioritize xxxxxxxx an xxxxxxxxx culture xxxxx all xxxxxxxxx feel xxxxxx and xxxxxxxxx to xxxxxxxxxx We xxxx begin xx conducting x thorough x I xxxxx to xxxxxx the xxxxxxx state xx representation xxx inclusion xxxxxx the xxxxxxxxxxxx Based xx the xxxxxxxx we xxxx develop xxxxxxxxxx goals xxx metrics xx track xxxxxxxx Recruitment xxxxxxxxxx will xx refined xx ensure xxxxxxxxx access xxx minimize xxxx including xxx use xx diverse xxxxxx panels xxx inclusive xxx descriptions xxxxxxxx programs xx unconscious xxxx inclusive xxxxxxxxxx and xxxxxxxx awareness xxxx be xxxxxxxxx for xxx employees xxxxxxxxxxxx we xxxx support xxx formation xx employee xxxxxxxx groups xxxx to xxxxxx community xxx dialogue xxxxxx shared xxxxxxxxxx and xxxxxxxxxxx Celebrating xxxxxxx cultural xxxxxx and xxxxxxxxxxx inclusive xxxxxxxxx into xxxxxxxx operations xxxx further xxxxxxxxx our xxxxxxxxxx to xxxxxx and xxxxxxxxx Aligning xxxxxxxx and xxxxx Resource xxxxxxxxxxx alignment xx HR xxxx DMI x overall xxxxxxxx strategy xx essential xxx sustained xxxxxxx HR xxxx evolve xxxx a xxxxxxx function xx a xxxxxxxxx partner xxxx directly xxxxxxxxxxx to xxxxxxxx outcomes xxxx alignment xxxxxx with x clear xxxxxxxxxxxxx of xxxxxxxx goals xxx the xxxxxxxxxxx of xxxxx goals xxxx actionable xx initiatives xx will xx integrated xxxx strategic xxxxxxxx processes xxx represented xx leadership xxxxx to xxxxxx that xxxxxx strategies xxx central xx decision-making xxxxxxxxx analytics xxxx be xxxx to xxxxxxx insights xxxx employee xxxxxxxxxxx engagement xxx development xxxxx These xxxxxxxx will xxxxxx talent xxxxxxxxxxx succession xxxxxxxx and xxxxxxxxxxxxxx design xxxxxxxxxxx management xxxxxxx will xx aligned xxxx business xxxx linking xxxxxxxxxx contributions xx organizational xxxxxxx Cohen xx al xxxx will xxxxxx a xxxxxxx of xxxxxxxxxxxxxx and xxxxxxx where xxxxxxxxx understand xxx their xxxx drives xxxxxxx performance xx aligning xx practices xxxx business xxxxxxxxxx we xxxxxx that xxx remains xxxxx innovative xxx competitive xxxxxxxx Case xxx HR xxxxxxxxxxxx business xxxx for xxxxxxxx HR xxxx DMI x strategic xxxxxxxxx is xxxxxxxx in xxx belief xxxx people xxx the xxxxxxxxxxxx s xxxx valuable xxxxx As xx expand xxxx new xxxxxxx and xxxxxxx cutting-edge xxxxxxxxxx technologies xxx ability xx attract xxxxxxx and xxxxxx top xxxxxx will xxxxxxxxx our xxxxxxx By xxxxxxxxx in xxxxxxxx growth xxx aligning xx initiatives xxxx strategic xxxxx we xxxxxxxx DMI xxx long-term xxxxxxxxxx Key xxxxxxxx objectives xxxxxxx increasing xxx quality xx hires xxxxxxxxx retention xxxxx accelerating xxxxxxxxxx and xxxxxxxxx employee xxxxxxxxxx These xxxxxxxx will xxxx to xxxxxx product xxxxxxxxxxx cycles xxxxxxxxx customer xxxxxxxxxxxx and xxxxxxx market xxxxx The xxxxxxxxx of xx with xxxxxxxx strategy xxxx reduces xxxxxxxxxxx inefficiencies xxx improves xxxxxxxxxxxx in x rapidly xxxxxxxx industry xx summary xxx proposed xx strategy xxxxxxxx DMI x goals xx creating x high-performing xxxxxxx and xxxxxxxxxxxx workforce xxxx alignment xxx only xxxxxx business xxxxxxx but xxxx enhances xxx s xxxxxxxxxx as x leader xx healthcare xxxxxxxxxx Legal xxx Ethical xxxxxxxxxxxxxxxx DMI xxxxxxxxxx strategic xxxxxx it xxxx remain xxxxxxxx about xxxxx compliance xxx ethical xxxxxxxxxxxxxx HR xxxxxxxxx must xxxxxx to xxx relevant xxxxx laws xxx regulatory xxxxxxxxxxxx including xxxxx related xx discrimination xxxxxxxxx safety xxxx privacy xxx employee xxxxxx Failure xx comply xxx result xx legal xxxxxxxxxxx and xxxxxxxxxxxx damage xx will xxxxxx that xxx HR xxxxxxxx are xxxxxxxxx reviewed xxx updated xx reflect xxxxxxx laws xxxxxxxxx those xxxxxxxx by xxx Equal xxxxxxxxxx Opportunity xxxxxxxxxx EEOC xxx Americans xxxx Disabilities xxx ADA xxx the xxxxxx and xxxxxxx Leave xxx FMLA xxxxxxxx data xxxx be xxxxxxxxx through xxxxxx digital xxxxxxx and xxxxxx will xx restricted xxxxx on xxxxxxxxxxxxx needs xxxxxxxxx DMI xxxx foster x culture xx integrity xxxxxxxx and xxxxxxxxxxxx Employees xxxx have xxxxx channels xxx reporting xxxxxxxxxx and xxxxxxxxxxxxx protection xxxx be xx place xxxxxxx leadership xxxx be xxxxxxxx through xxxxxxxx and xxxxxxx by xxxxxx management xx upholding xxxxx and xxxxxxx standards xxx will xxxxx trust xxxx employees xxx stakeholders xxxxx Frequently xxxxx Questions xxxx How xxxx DMI xxxxxxx current xxxxxxxxx in xxxxxxxx to xxx new xxxxxxxxx focus xxx will xxxxxxx ongoing xxxxxxxx mentorship xxx career xxxxxxxxxxx opportunities xx help xxxxxxx employees xxxxxxx and xxxxxxxxxx into xxxxx aligned xxxx the xxxxxxx s xxxxxxxxx direction xxx goal xx to xxxxxx institutional xxxxxxxxx while xxxxxxxxx capabilities xxxx changes xxxx employees xxx in xxx performance xxxxxxxxxx system xxx revised xxxxxx will xxxxxxx regular xxxxxxxx clear xxxxxxxxxxxx tied xx innovation xxx collaboration xxx individualized xxxxxxxxxxx plans xx will xxxxx on xxxx results xxx behaviors xxxx support xxx s xxxxxxx How xxxx this xxxxxxxx ensure xxxxxxxxx in x fast-paced xxxxxxxxx environment xxx D x strategy xxxxxxxx diverse xxxxxx practices xxxx training xxxxxxx for xxxx and xxxxxxx measurement xx inclusion xxxxxxx This xxxxxxx that xxx employees xxx thrive xxx contribute xxxx HR xx more xxxxxxxx in xxxxxxxx operations xxx HR xxxx be xxxxxxxx in xxxxxxxxx planning xxx operational xxxxxxxxxxxxxxx This xxxxxxx alignment xx talent xxxxxxxxxxx with xxxxxxxx needs xxx improves xxxxxxxxxxxxxx responsiveness xxx does xxxx plan xxxxxxx long-term xxxxxxxxxxxxxx success xx focusing xx employee xxxxxx innovation xxx strategic xxxxxxxxx this xx plan xxxxxx a xxxxxxxxx agile xxx high-performing xxxxxxxxxxxx that xx well-equipped xxx future xxxxxxxxxx ConclusionDiagnostic xxxxxxx Inc xxxxxx at xxx brink xx an xxxxxxxx new xxxxxxx under xx Jones xxxxxxxxxx By xxxxxxxx human xxxxxxxxx with xxx company x strategic xxxxxx we xxxxxx the xxxxxxx of xxxxxxxxxx expansion xxx employee xxxxxxxxxxx A xxxxxxxxxxxx approach xxxxxxx on xxxxxx collaboration xxx inclusion xxxx strengthen xxx position xx the xxxxxxxxxx market xxx prepare xxx for xxxxxxxxx excellence xxxx the xxxxxxxxxxxxxxx in xxxx proposal xx will xxxx a xxxxxxx role xx shaping xxx s xxxxxx ReferencesAmerican xxxxxxxxxxxxx Association xxxxxxxxxxx manual xx the xxxxxxxx Psychological xxxxxxxxxxx th xx Washington xx Author xxxxx L xx vez x Chehimi x Prevention xx primary xxxxxxxxxx for xxxxxxxxx well-being xxx Francisco xx Jossey-Bass xxx K xxxx S xxxxxxxx a xxxxxxxxx Healthcare xxxxxxxxx in xxxxx A xxxxxx Management xxxxxxxxxxx NHRD xxxxxxx Journal x Savitha x Kumar x P xxxxxxxx an xxxxx Organizational xxxxxxxxx to xxxxx Innovation xxx Technology xxxxxxxxxx de xxxxxxxxxxxx - xxxxxxxxxxxx N xxxxxx M x Silva x M xxxxx H xxxxxx J x Integrating xxxxxxxxxx and xxxxxx sciences xxxx public xxxxxx Washington xx American xxxxxxxxxxxxx AssociationMore Articles From HCA 628
.ico)
.ico)
.ico)
.ico)
