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Applied Research Project – ADM
464 Strategic Human Resources Management
HR
Project Paper: Applied Research Project
Due Date: April 17, 2019
Instructions:
Applied
Research Project Paper - Instructions
Students
will research a current human resource topic (with the instructor approval)
that is relevant to them in their workplace or profession.
The
project should examine a human resource issue that has been problematic and
offer a current or potential solution.
The
paper should be prepared as if it was an internal consulting report to be
presented to the organization’s decision makers.
The
paper should include: Introduction, Statement of Issue, Related
Research, Possible Alternatives/Solutions, and Recommendation(s). These are
mandatory sections. The inclusion of these goes toward your "Followed
Directions as per Syllabus" section of the rubric.
Students
may want to rename the organization and individuals for confidentiality
purposes.
The
paper should be at least five pages total, not including title page or
reference page. The paper should be double spaced, 12 pt. Font, in APA style,
with at least five scholarly/peer reviewed references, with
most being published within the past five years. References that
are NOT scholarly may be included as some topics call for them but will NOT be
counted toward the five. All research projects will be checked for plagiarism.
The paper should include an Assignment Cover Sheet. Please know that taking a
sentence from a source and changing a word or two within the sentence is not
using your own words. Any direct wording taken from a source needs to have
quotation marks around it and be cited with a page number.
Topic
Selected: Leadership
Development
Company Name: LMM
Hospice, Inc. (renamed (fake) company)
Reason:
This is a topic that not only it is relevant to my current workplace, but an
overall human resource issue that has been problematic for a very long time and
for many businesses. Lack of Leadership Development affects the bottom line of
a company. Employees usually leaves a company because of their supervisor /
manager, therefore, affecting the retention rate. As a company, we tend to see
the potential in a good employee(s) but fail to invest in the development of
that employee. Companies should provide training regularly in order to align a
clear career progression growth path for potential leaders. This is relevant to
my current workplace, we typically hire within due to an employee’s great
performance in existing positions. However, we have failed to provide adequate
leadership development or a clear career progression growth path causing
turnover and problems for the business.
Applied Research Project - Leadership Development
Student’s Name
Institutional Affiliation
Applied Research Project - Leadership Development
Introduction
Human resources experts recognize the significance of
leadership development plans in an organization. These strategies are important
as they are essential elements in the long-term success of an entity. In
modern-day society, firms are experiencing an increase in an exodus of
disgruntled employees. Majority of these personnel hold top managerial
positions, and so this mass exit causes significant challenges in the creation
of an active pipeline of leadership talent. Given that governance influences an
entire organization, arranging talent to manage this obligation is vital. As a
result, the status of leadership development is the ultimate goal for human
resource departments because it influences the bottom line of a company.
Statement
of Issue
LMM Hospice Inc. faces considerable challenges because
of small leadership development programs. This issue is not a subject that is
only relevant to this company, but a human resource challenge that results in
different organizational problems. Gandofi and Stone (2016) postulate this
state has devastating effects on the organization; for example, it forces
employees out of the company because of lack a good relationship with some of
the supervisors. The company discovers the potential among its work teams but
fails to invest in the development of such employees. All of these do not
motivate the workforce as team members fail to take the initiative to meet
company objectives.
Inadequate governance improvement initiatives affect
normal organization operations because work teams create negative workplace
settings. LMM Hospice Inc. identifies good talent but is unable to train them
to align with a clear career progression growth path towards strong leadership.
The failure to invest in employees results from poor leadership and causes low
morale, which impacts the retention levels. According to Ford, Harding,
Gilmore, and Richardson (2017), these circumstances initiate rippling effects
and impacts workers who were not initially affected by the lack of leadership
development. The low employee motivation has gradually spread in all areas of
the firm, causing detriment effects to the organizational operations.
Related
Research
Lack of robust leadership causes severe consequences
that ultimately limit an organization's bottom line as employees feel they do
not have upward mobility. For that reason, through feeling, undervalued work
teams are more likely to seek better opportunities from other organizations. According
to Ford et al. (2017), inadequate investment in workforce career progress causes
employee dissatisfaction with their direct supervisors. Poor managerial
policies fail to recognize strategies and the importance of providing an
employee with a platform to grow their skills. Leadership training initiatives
improve retention rates because they let the best employee to cultivate their
talents and plan a future career path.
Ineffective governance development programs affect the levels of workplace collaboration because employees do not share ideas and cooperate with the management. Investing in personnel underlines their importance in the organizational structure, and motivates them to be part of the future of business and achieve long-term objectives. As a result, the lack of leadership improvement hinders collaboration (Ford et al., 2017) and causes employees to concentrate on their specific roles at the expense...
