Strategic Plan: Presentation

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qbzvab2012

Business Finance

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Attached below are two assignments. This is the first assignment mentioned below.

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In order to complete your strategic plan, select the methods you will use to evaluate how your strategic goal is being met. Include specific metrics that will be used to evaluate the success of the implementation of the plan. What types of controls will you use? Provide your response in 250-500 words.

APA format is not required, but solid academic writing is expected.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.


This is the second part of the assignment mention below. With this assignment, I need you to type all of the information that I would say for the company and I will record it on my own.

Details:

Effective oral communication is essential in the business setting, especially when it comes to achieving buy-in for significant, complex, or costly change. To practice your oral communication skills, create a 5-7 minute oral presentation of your strategic plan for your manager or director or other essential stakeholders whose approval you would require. Be sure to address the "why" and "how" for your strategic plan in the presentation, providing all the necessary details your audience needs to make an informed decision. Record yourself presenting the plan using YouTube or any other video site that allows you to post your video. Adhere to the following:

  1. Be sure to demonstrate appropriate and meaningful professionalism for the intended audience which include proper pace, tone, inflection, pronunciation, and meaningful gestures that convey clarity.
  2. Be sure the audio included in the video is clear and free of technological glitches that diminish the audio quality.
  3. Be sure the visual appearance of the video is free of technological glitches that diminish the visual quality.

Please refer to the "How to Share a Private YouTube Video" if you are concerned with privacy issues.

APA format is not required, but solid academic writing is expected.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

Attached below are all the projects leading up to this assingment.

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Running head: COMMUNICATION PLAN Benchmark- Strategic Planning: Communication Plan Wilburn Smith Grand Canyon University February 21, 2018 Benchmark - Strategic Planning: Communication Plan Smith 1 BENCHMARK- COMMUNICATION PLAN Smith 2 Human resource management department at the southwest airlines requires that the functional level strategies are addressed to ensure efficiency. Due to the sensitivity of the human resource department, there is need to come up with strategies that can better enhance collaboration and productivity at work. To implement the strategic plan, stakeholders will be delegated various roles which have to be met. Vision The southwest airlines aim at ensuring that employees are up to speed with the target of the company and that sustainable productivity is maintained. Communication objectives To spell out various roles, responsibilities and job descriptions of different job positions. In this case, the southwest airlines seek to ensure that the corporate structure is set up in a way that is efficient to be able to analyze and design jobs. Moreover, the strategies to be used involve selecting and hiring employees who have skills and expertise of work. This ensures that the right people are brought into work and thereby ensuring productivity is sustained. To set up foundations for employee training and talent management This objective aims at setting a corporate environment that promotes maximum productivity of all workers. Moreover, the southwest airlines plan on providing the right work environment through remuneration and other benefits to improve employee trust and work returns. The human resource manager is required to convince the management of the need for training. Through this, the department can be able to improve worker’s skills through impending efficient and rewarding systems that bring workers together. The turnover will also be reduced. BENCHMARK- COMMUNICATION PLAN Smith 3 To ensure that employees share in the beliefs goals and visions of the company The idea behind this is to foster stronger employee management with the aim of strengthening their capabilities within the company. Southwest airlines consider itself sensitive, and therefore with the help of the employees, it will be easier to handle the complex responsibilities like security and ground transport. Stakeholders These are the people and groups who will ensure the success of the strategic plan by providing necessary assistance 1. The human resource manager 2. The procurement/ finance department 3. Employees 4. Management Channel for disseminating information To deliver this message emails will be sent to the various stakeholders so that they can be able to identify their roles in the implementation of the strategic plan for the human resource manager will have to communicate the vitality of training the employees for a reduced turnover. This method of disseminating information is chosen in line with the technological advancement of the present age. Additionally, emails provide a higher chance of reaching the stakeholders because finding them at once may be difficult. BENCHMARK- COMMUNICATION PLAN Smith 4 Afterwards, a joint meeting will be held with all the stakeholders to pass the information officially. This strategy confirms the seriousness of the strategic plan and invites the input of the stakeholders towards the implementation of the plan. It is necessary that every member is present at this meeting to understand their roles. Timetable of activities Priority 1 Activity  The human resource management to have a meeting with the management and in this forum, the importance of improved training of the employees will be communicated.  The human resource manager will also request for the budget allocation towards training 2  The human resource department to have a meeting where the outcomes of priority 1 will be discussed including the objectives of the department towards improving productivity. 3  The management to allocate funds for the necessary employee training and talent management.  Time allocation for the training sessions by the HR department 4  Training to be held BENCHMARK- COMMUNICATION PLAN Smith 5 Evaluation This will involve a follow up of the training activities to confirm whether or not the objectives of enhancing productivity are met. The human resource manager will be required to clearly and succinctly explain the feasibility of the goals and other possible ways to achieve them. Auditing can also be carried out to assess the manner in which the allocated funds have been used. The evaluation will require progress reports to see whether the company is making progress regarding employee productivity. Running head: FUNCTIONAL LEVEL STRATEGY Benchmark - Strategic Planning: Action Plan Wilburn Smith Grand Canyon University February 14, 2018 Smith 1 FUNCTIONAL LEVEL STRATEGY Smith 2 The paper will address functional level strategies for the human resource department at Southwest Airlines. The policy will make use of the completed SWOT analysis to enhance the capacity of the Airline to achieve the set targets for the human resource department. Labour is an integral element in the productivity of the airline. The human resource department is sensitive as involves management of people which includes the activities held in the transaction theory. Also, the unit serves the role of recruitment and hiring of employees and links them to the company management. The set target is to have a workforce with the capacity to drive the Airlines to meet the overall corporate objective of inventing the next industrial era (Brewster, & Hegewisch, 2017). Therefore, the company should have a scheme of ensuring the employees are up to speed with the company targets. The initial step has a corporate structure that spells out the various roles and job descriptions for the different job positions after a thorough job analysis and design. The strategy will involve the selection and hiring of employees who have exhibited expertise useful to the business to fill up the job positions. After the hiring process, the scheme will lay the foundations for employee training, talent management, and compensation to return the favor for the services offered. The scheme aims at setting a corporate environment that supports the maximum productivity of the workers. Southwest Airlines will provide the employees good remuneration, benefits and a suitable working environment (Cascio, 2018). On the other hand, the employees will be required to share in the beliefs of the company and make a contribution to the achievement of the company vision and goals. Employee engagement will be fostered by motivating the employees to boost job satisfaction. Talent management and development will be enhanced by having an environment that supports the capability of the workers to use their skills and develop talents. Hence, Easyjet is vulnerable to the risk of labor unrest. Southwest Airlines not only relies on its FUNCTIONAL LEVEL STRATEGY Smith 3 workforce but also other vital suppliers based at the airports, for example, ground-handling, ATC, security, and transport on the ground. The business model is growing complex; this might be a threat to the management is not able to handle the firm. The decision-making process is key to strategy formulation and implementation process. The company activities are carried out as per the choices made by the stakeholders in the department. Therefore, the form of leadership available will determine the capacity of the work personnel to make a choice prudent for the company (Purce, 2014). Consistent evaluation of the implementation process will help keep the strategy as the guiding force in the company management. The action plan will have an impact on the organization as a whole as the human resource department comprises of all employees. Management of people in the organization is the initial step in implementing the Southwest Airlines aggregate company plans for profitability and excellence. Implementation of the strategy is likely to be faced with the threat of resistance from the employees. Change management schemes, for instance, communicating the approach to the employees in due time, and offering training to bring the workers up to speed will help. Additionally, developing a corporate culture characterized by dedication, accountability, and sharing in the company’s vision will ensure the employees are conversant with the company policy. Therefore, the shareholders, top management, and the workforce at large will play a role in the formulation and implementation of the scheme. The ultimate means of managing crossfunctionality will be by having all the stakeholders share in the idea behind the strategy. Leadership skills to be included in the implementation process will center on the rallying the entire corporate society to share in the idea of using the strategy for the good of the company. Therefore, being charismatic, open-minded, friendly and mentoring the employees will attract FUNCTIONAL LEVEL STRATEGY Smith 4 them to support the implementation of the scheme. Furthermore, adopting transformational and eco-leadership traits will come in handy. Teamwork and collaboration can be fostered by having an effective means of communication across the organization (Armstrong, & Taylor, 2014). Additionally, conducting team building activities for the stakeholders will enhance socialization and interaction between them to promote working together. The company management ought to treat the employees as equals rather than juniors. The teamwork enhancement schemes will be successful as they attempt to create an environment that allows employee interaction at a social level. In conclusion, it is vital for the human resource department to be effectively managed through the enactment of an excellent scheme. The plan to hire and retain a skilled workforce will be of benefit to achieving corporate targets. References: Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers. FUNCTIONAL LEVEL STRATEGY Smith 5 Brewster, C., & Hegewisch, A. (Eds.). (2017). Policy and practice in European human resource management: The Price Waterhouse Cranfield survey. Taylor & Francis. Cascio, W. (2018). Managing human resources. McGraw-Hill Education. Purce, J. (2014). The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67. Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. Routledge. Southwest Airlines Strategy Map Wilburn Smith LDR 620 O501 February 7, 2018 Brief Overview – A strategy map is a crucial step for the South West Airlines company because of the benefits of having a strategy map and also conducting a stakeholder analysis. – A few of the benefits of strategy mapping include;  It will help South West Airlines to communicate and capture their strategies.  It will also help South West Airlines manage performance better  It helps in systematically designing measures and aligning investments -This presentation will include the strategy map and also include the stakeholder analysis. Stakeholder Analysis – Stakeholder analysis is an important aspect of strategy mapping since its differentiates the key stakeholders and how the company is affiliated with each. – There are several steps that are useful in conducting a stakeholder analysis and they include: – 1. Identification of stakeholders – 2. Prioritizing stakeholders – 3. Assess Key Stakeholders – 4. Execute – 5. Reassess and re-planning Stakeholder – Stakeholder Analysis is the first step in Stakeholder Management , an important process that South West Airlines can use to win support from others. Managing stakeholders helps them to ensure that their projects succeed where others might fail. – South West Airlines can use the opinions of the most powerful stakeholders to help define their projects at an early stage. These stakeholders will then more likely support the activities taken, and their input can also improve the quality of the primary projects. 1. Analysis – 1. Identification of stakeholders – For South West Airlines, some of the identified stakeholders include senior executives, shareholders, customers, prospective customers, the community, the public and lenders. Each of these stakeholders has a role to play in actualizing the company’s strategies. – 2. Prioritizing stakeholders – From the list of identified stakeholders the company has to set aside their priority stakeholders. The influential stakeholders and the ones that are responsible for making decisions should be highly regarded since they impact the strategy greatly. 2. Prioritizing Stakeholders – 3. Assess Key Stakeholders – Assessment of the key stakeholders is meant to illustrate the influential figures that weigh in on the company’s mission statement and vision and the activities surrounding the strategies. – 4. Execute – Execution involves including the key stakeholders in the decision making process as well as the planning process such that they do not hinder the actualization of the strategy map. – 5. Reassess and re-planning – After the stakeholders have been engaged, the Conclusion – Identifying key players is crucial to South West Airlines project is to succeed. They have a high political interest and are powerful enough to either stop work completely or to move mountains to make your project a success. – Once the company has mapped the stakeholders then they can focus the efforts on the highest priority groups while providing sufficient information to keep the less powerful groups happy References: – Lueg, R. (2015). Strategy maps: the essential link between the balanced scorecard and action. Journal Of Business Strategy, 36(2), 34-40. http://dx.doi.org/10.1108/jbs-10-2013-0101 – Scholey, C. (2005). Strategy maps: a step‐by‐step guide to measuring, managing and communicating the plan. Journal Of Business Strategy, 26(3), 12-19. http://dx.doi.org/10.1108/02756660510597065 Wilburn Smith Grand Canyon University January 24, 2018  An American multinational conglomerate founded in the state of New York  Headquarters in located in Boston, Massachusetts, USA  Offer products in the energy sector  Operates through various segments such as: aviation, energy connections, healthcare, renewable energy, transportation, and much more.  Fortune 500 company  Being the world’s premier digital industry company  To transform the industry with machines and predictive, responsive and connected solutions  Critical outcome execution to the customers  Inventing the next industrial era  Building, powering, moving and curing the world forward  It keeps evolving to create new and better products in the market and world  Offer global green brands  It’s the world most ethical company  GE dominates in the alternative energy industry  Offers resources to solve problems such as clean water and access to resources  Various educational programs/opportunities  Struggle to meet rapid innovation  Strive to meet customers’ intensity  Build strong leadership team  Re-invent the flagship products  Inspire and connect the next generation of leadership  GE is one of the most ethical companies globally  GE focus to achieve highest honest and trustworthy in the organization  Create most safe working environment  Avoid organization and personal interest conflict  Employees adhere to the GE mission and vision and work towards the company’s goals.  They use diversification to incorporate all aspects of life.  Ensure Product & Market development  GE aims to achieve global recognition  Invent future products  Focus on alternative and green product  Build a strong leadership team  Ensure competitive advantage  Demmerling, T. (2014). Corporate social responsibility overload? intention, abuse. Place of publication not identified: Anchor Academic Publishin.  Lapierre, L., & Carsten, M. K. (2014). Followership: What is it and why do people follow?. SWOT analysis for the HR department Wilburn Smith Grand Canyon University January 31, 2018 © 2015. Grand Canyon University. All Rights Reserved. Introduction A SWOT analysis of a company’s department is very crucial to the success of the strategic performance of the organization. In this SWOT analysis discussion, the study examines a SWOT analysis of South West Airlines Human Resource Department. The aim is to see how through the SWOT analysis, the department can achieve its set goals. As mentioned, the identified area within the organization is the Human Resource Department. The human resource department is a very sensitive department in an organization as it is concerned with managing people within the organization. Furthermore, it is this department that is concerned with recruiting workers and welfare of workers within an organization. It also acts as the link between the workers and the company management. Strengths The HR department at South West Airlines (S.W. Airlines) has the following as the strengths that enable it to perform. Firstly, the company upholds the policy of “train for skills.’ (Weber, 2015) In this procedure the company has made, it a requirement that there are enough supervisors. In fact, the supervisors are in the ration of one supervisor for every ten frontline personnel. Hence as long as the staff is working alongside the supervisors, they have a very high degree of credibility and influence. This is strength because the company has workers that perform to their best and perform their tasks flawlessly. The second strength is the method of recruitment. The company does not just recruit employees than give them jobs permanently. Instead, the company employs, then takes the employee as a trial employee during a period when they are undergoing training to understand © 2015. Grand Canyon University. All Rights Reserved. their responsibilities correctly. This is a strength because the company can put only skilled and well-trained employees to do the work (Cascion & Boudreau, 2012). In fact, such employees’ performances are excellent and competent because they are very well aware of what is expected of them at the capacity that they have been employed in. Other strengths that competitors have identified and that are applied by S.W. Airlines include overall work process that involves regular exchanges this ensure that workers are aware of what the other companies do, they use internal promotions to fill management positions which motivate employees hence reduced turnover (Weber, 2015). Finally, the HR uses efficient conflict resolution processes to that ensure that all the workers are working efficiently. Thus as mentioned, this department is very sensitive since it is the backbone of the productivity of the company. It deals with the welfare of workers and as such motivating them to work efficiently. Weaknesses The HR department at S.W. Airways is having a handful of weaknesses. The first is the internal weaknesses where the HR department still needs to keep upgrading their technology to manage the workers effectively (Cascion & Boudreau, 2012). For instance, having programs that monitor performance in order to ensure proper awarding system. Currently, the company is using a manual rewarding system which might cause some workers to complain of bias. The second weakness is the lack of knowledge of remuneration and allowance legislation, and this is because the HR department has not worked effectively to encourage the workers to know their remuneration laws. Finally, the HR is lacking training programs apart from those that are implemented for the initial stages where the personnel is newly employed. © 2015. Grand Canyon University. All Rights Reserved. When compared to other competitor companies such as Delta Airlines, as mentioned, the S.W. airlines should increase the number of training programs for their working crew. These competitor companies are having more than five training programs annually that keep their employees up to speed with any new development in their field. While this is one weakness that even the competitor companies consider as S.W. airline’s HR weakness, this vulnerability can be improved by allocating a budget towards increased training and creating time for training sessions (Weber, 2015). Opportunities There are a few opportunities that the HR department has which if they use, they can make the unit better (Cascion & Boudreau, 2012). The first is the hiring of HR manager. Currently, the company is spending a lot on the HR manager which again can be cured if the company can consider looking into finding another employee for the department who can be hired at a cheaper rate since the HR pool is flooded with skilled and well-trained HR managers. The second opportunity is internal, and this is a case where the HR manager should convince the management of the importance of more training sessions (Lawler, Boudreau & University of Southern California, 2012). Through this process, the HR department can better their performance by making the workers better skilled and trained. Finally, the HR should implement efficient, rewarding systems that are not likely to cause complaints about biases. That way all the employees will be motivated and hence reducing the turnover. Threats © 2015. Grand Canyon University. All Rights Reserved. The HR department is threatened first of all by internal factors such as the lack of support from the management and the company board. Such threats are arising because this administration is a costly department that requires a lot of money pumped into making the employees better and more excellent performers. As such, funds for programs such as training programs and exchange programs may not be available, and this is likely to affect the performance of S.W. Airline’s HR department (Weber, 2015). Competitors on the other hand rare increasing the use of technology and such ideas are making their operations much smoother and swift. This is likely to give them an upper hand in coming up with and putting in place, adequate HR programs or organizational changes. Finally, with new skills coming into the job market, the HR department personnel are likely to be of higher number with better skills and these people can be employed by competitors and hence pose a threat (Lawler, Boudreau & University of Southern California, 2012). Finally, in case the current HR manager chooses to move to another company, he is likely to take with him the skills that he has acquired from S.W. Airlines to their competitor and hence make their HR better. Since the company is very much concerned with the performance of their employees, this department has good financial backing (Cascion & Boudreau, 2012). The company is ready to spend on the department since they have seen the returns and this can be proved by the fact that S.W Airlines is one of the companies that has the best effective policy that looks at employees and puts them first. All the other giant companies in the U.S. have had to borrow from the company (Weber, 2015). Finally, the weakness of this company’s HR is the need to incorporate technology into the HR to make the rewarding system efficient. This weakness can give opportunities to the © 2015. Grand Canyon University. All Rights Reserved. threats to be very useful. For example, the other companies can use this and do better in their HR that S.W. Airlines. SWOT Analysis Strengths (Internal/Execution) 1. Effective recruitment policy. 2. Training for new employees. Weaknesses (Internal/Execution) 1. Internal weakness by lacking more advance technology for the department. 3. Using motivation such as rewarding system. 2. Employees have not been well informed on remuneration legislations. 4. The company puts a lot of emphasis hence 3. The HR is very costly. is willing to finance HR department. 4. The HR lack enough training programs for already 5. Effective conflict resolution processes employed personnel. © 2015. Grand Canyon University. All Rights Reserved. Opportunities (External/Environment) 1. Involving technology to make HR department more effective. Threats (External/Environment) 1. Losing their manager to a competitor. 2. Lack of finances/ funds from company B.O.G. 2. The company can recruit a manager hired at 3. Newly skilled HR managers are entering the market a lower rate. with new ideas and their competitors are employing 3. Use of training can better the performance them. of the personnel 4. Leaking of their HR ideas to competitors. © 2015. Grand Canyon University. All Rights Reserved. Conclusion The S.W. Airlines HR department has been found to be efficiently performing according to this study. It has however been illuminated that the HR has some weaknesses and threats. The vulnerabilities are in the company’s lack of involving better technology in the HR; the dangers are in the fact that the company might lose their HR manager to their rivals even though through better training and more money pumped into the department, this department can do better. © 2015. Grand Canyon University. All Rights Reserved. References: Cascio, W. F., & Boudreau, J. W. (2012). Short introduction to strategic human resource management. Lawler, E. E., Boudreau, J. W., & University of Southern California. (2012). Effective human resource management: A global analysis. Stanford, Calif: Stanford Business Books, an imprint of Stanford University Press. Weber, J., (2015). How Southwest Airlines Hires Such Dedicated People. Harvard Business Review. © 2015. Grand Canyon University. All Rights Reserved.
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