Write a 4-5-page situational analysis of a human resource

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Write a 4-5-page situational analysis of a human resource or

organizational function or process at a global organization, from the
perspectives of the business, organization, and its culture. The purpose
of your situational analysis should be to help inform strategic decisions
within the organization. It should include the following:

Articulate a human resource function or process within the selected

global organization.

Analyze the influences the selected HR function or process has on

achieving the organization's strategy. Does the function or process align
with the organization's goals?

Explain ethical and legal considerations for the selected HR function or

process. What is the impact of unaligned people and organizational
strategies?

Assess HR function or process influences from the cultural perspective

of the selected organization.

Assess how well the HR function or process meets (or does not meet)
the global business environment.

Your analysis should be written coherently to support a central idea, in

appropriate APA format, with correct grammar, usage, and mechanics as
expected of a business professional.

Additional Requirements
References:Support your situational analysis with at least two academic
resources from the Capella University Library, as seen below. You must
use proper APA style to list your references.

Capella University Library Resources

Boulanger, M., & Kleiner, B. H. (2003).Preparing and interpreting

collective bargaining agreements effectively.Management Research
News, 26(2-4), 193.

Coleman, C., & Wong, V. (2013).How to create a workplace people

never want to leave.Business Week,(4325), 90-91.

Dhal, M. (2015).HR practices & union management relationship.Indian

Journal of Industrial Relations, 50(4), 652-665.

Griswold, D. (2010).Unions, protectionism, and U.S.

competitiveness.Cato Journal, 30(1), 181-196.

Lawler, J.J., Po-Chien, C., Woonki, H, Shyh-Jer, C., Pei-Chuan, W., &
Johngseok, B. (2013).Going abroad: HR policies, national IR systems,
and union activity in foreign subsidiaries of U.S.
multinationals.Industrial & Labor Relations Review, 66(5), 1149-1171.

Pedersen, Z. (2012).Using appreciative inquiry to focus on positives,

transform workplace culture.Canadian HR Reporter, 25(14), 10, 12.

Rakichevikj, G., Strezoska, J., & Najdeska, K. (2010).Professional

ethics: Basic component of organizational culture.Faculty of Tourism
and Hospitality Management in Opatija: Biennial International
Congress, Tourism & Hospitality Industry, 1168-1177.

Suryanarayana, A. (2012).HR competencies for sustainable change and

talent management: Implications for HR professionals. Paper presented
at the Singapore Global Science and Technology Forum, Singapore.

Bookstore Resource
This resource is available from the Capella University Bookstore. When
searching the bookstore, select "FlexPath" in the School category, and
then select this course from the list.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M.

(2015).Human resource management: Gaining a competitive
advantage(10th ed.). New York, NY: McGraw-Hill Irwin.

Chapter 4, "The Analysis and Design of Work."

Chapter 6, "Selection and Placement."

Chapter 8, "Performance Management."

Chapter 14, "Collective Bargaining and Labor Relations.

Length: The body of the analysis must be 4-5 full pages, not including
the references list, appendices, or the title page.

Written communication: Demonstrate graduate-level writing skills

through accurate communication of thoughts that convey the overall
goals of the analysis and do not detract from the message.

Formatting:Use APA formatting, including correct in-text citations,

proper punctuation, double-spacing throughout, proper headings and
subheadings, no extra line spaces before headings and subheadings,
proper paragraph and block indentation, no bolding, one-inch margins
all around, and no bullets.

Font and font size:Times New Roman, 12 point.

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