HRM 635 Leveraging Human Capital

Grand Canyon University HRM 635 Leveraging Human Capital– Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University HRM 635 Leveraging Human Capital  assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for HRM 635 Leveraging Human Capital                        

Whether one passes or fails an academic assignment such as the Grand Canyon University HRM 635 Leveraging Human Capital       depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for HRM 635 Leveraging Human Capital                        

The introduction for the Grand Canyon University HRM 635 Leveraging Human Capital      is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for HRM 635 Leveraging Human Capital                        

After the introduction, move into the main part of the HRM 635 Leveraging Human Capital      assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for HRM 635 Leveraging Human Capital                        

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for HRM 635 Leveraging Human Capital                        

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for HRM 635 Leveraging Human Capital

The increased competition in various business sectors has led companies to explore strategies that can make them remain ahead of the rest in terms of either the goods they deal in or the services they offer to their customers and consumers. The implication is that consumers are continually presented with a chance to choose from a wide range of goods and services. In recent years, organizations have employed various strategies such as employee training and development, resource acquisition, and leveraging human capital (Arsawan et al.,2022). Human capital has been a common strategy since employees constitute the biggest asset that organizations have or possess. In addition, they play a critical role in the running of an organization’s functions, hence determining market performance. Therefore, the purpose of this paper is to formulate a proposal focusing on performance indicators, rewards and incentives, and a plan for motivating employees.

A Description of Tasks and Performance Indicators That Contribute to the Overall Employee Performance On the Job

It is important for organizations to ensure that their employees are achieving the organizational goals for organizational success. Such an aspect can be achieved by exploring various performance indicators and tasks. One of the indicators is teamwork. Employees who have the ability to work in groups dealing with various projects and initiatives can be good team players (Michael, 2019). Employees show the ability to effectively work in teams in various ways, such as helping in other roles when called upon, showing a positive attitude, appreciating other peoples’ ideas, and having the willingness to brainstorm and support other people’s initiatives.

The next indicator is how a person can complete a task competently. Competency and efficiency in task completion are demonstrated when an employee is capable of completing tasks as assigned with minimum errors and on time. Besides, they should also be able to complete such tasks under no or limited supervision. The other indicator is productivity, which can be used as a measure of an employee’s efficiency (Michael, 2019). For an employee to be considered productive, they need to complete the assigned tasks in time, give dependable results, display an ability to multi-task, and be in a position to prioritize tasks.

Identifying An Employee’s Strengths and Skills to Leverage Their Performance

As earlier highlighted, employees are the most important asset of an organization. Therefore, it is important to appropriately identify their strength and skills to help leverage their performance. Such a strategy can be key to improving the organization’s performance. In addition, the strategy offers the managers a chance to play to the employees’ strengths and achieve individual and organizational goals and objectives (Elayan et al.,2023). Therefore, one of the strategies that can be used is carrying out a formal or informal interview and asking questions such as what the employee believes they add to the organization. The approach plays a significant role in understanding the employee’s perceived strength and value. The leaders can also check particular competencies such as tenacity, problem-solving, and communication, among others. Leveraging employee performance should come after identifying their strengths. Therefore, one strategy for leveraging employee strength is to select the best individuals to complete particular tasks. The approach gives the employees an opportunity to perform in their strong areas and achieve the formulated goals.

Providing Employees With Rewards And Incentives For Performance Improvement

Organizations usually use various strategies to improve performance with the ultimate aim of profit optimization. Employee performance can significantly affect such aims. Therefore, organizations should use proven strategies to improve employee performance. Among the strategies that can be used to improve employee performance is creating and sustaining a culture of employee recognition (Michael, 2019). As part of the program, the organization’s leaders identify individuals who exceptionally carry out their tasks and reward them in the presence of every other employee. Such a strategy is likely to motivate other employees to work harder and achieve the same feat.

It is also important to use effective communication strategies such as listening to the employee’s grievances and complaints and acting upon them. Such a strategy will make the employees feel valued and part of the company, which consequently improves their performance (Michael, 2019). Giving attention to the employees’ ideas, opinions, and grievances also helps the organization identify areas that may need improvement, hence offering a better work environment. The overall impact will be a group of employees who are willing to use their knowledge, skills, and expertise to serve the organization and improve its performance.

It is also important that the organization offers continuous training to its employees. Every industry currently finds itself in a fast-paced environment, largely due to technological advancements. Therefore, it is important for organizations to conduct frequent and continual training to help build capacity and ensure that employees are updated on current industry trends, hence improving their performance. The training also offers the employees a chance to learn new skills which are key to improving their performance.

Rewards and incentives can also be used to promote employee performance. As such, it is important to use appropriate strategies to accomplish it. One way is offering financial rewards to the employees. Such rewards can be given as salary bonuses or vouchers to the employees who perform best to encourage the urge to continue performing (Manzoor et al.,2021). Another strategy is offering the high-performing a sponsored and fully paid vacation to an attractive place after a period of hard work. It is also important to publicly recognize and appreciate employees who have worked hard and achieved exceptional levels of performance.

Integrating Rewards and Incentives to Remain Competitive In the Marketplace

Rewards and incentives can play a significant role in ensuring that the organization remains competitive in the marketplace. Integrating the reward and incentive system into the organization ensures that the employees feel valued, appreciated, and proud of the organization. Therefore, they would do their best to ensure that the organization performs well and remains competitive in the marketplace. The reward system can include both intangible and tangible rewards, such as physical financial rewards and publicly recognizing and praising employees who have done well (Manzoor et al.,2021). The organization can also create an initiative that focuses on helping or assisting the employees whenever they experience difficulties, such as a health insurance plan. Offering career growth and development paths to the employees can also be a great way of keeping them motivated, ensuring that they work harder, and helping the organization remain competitive.

Unique Benefits or Programs Offered By Companies to Retain And Recruit Employees

Employee recruitment and retention is an important aspect as it helps the organization achieve its goals. Therefore, organizations use unique programs or benefits to retain and recruit employees in a bid to attract and retain top talent. One of the programs is the provision of wellness programs that focus on employee well-being. The next unique benefit is the use of flexible work arrangements, which enable talented and top-performing employees to work in a flexible manner (Choi, 2020). For example, compressed workweeks, flexible workers, and remote work. Such arrangements can be attractive to prospective employees, hence acting as an incentive to join the company and work for a longer time, hence an advantage over competition.

Vision For the Overall Culture to Be Developed In My Organization

It is important to formulate a vision for the overall culture. Therefore, as part of the vision for my organization, I would like employees to be treated with respect such that they feel part and parcel of the organization. In addition, it is important to use a reward system that can help in rewarding the organization’s top performers. These measures will help keep the employees motivated, hence minimizing staff turnover and resulting in better profit margins.

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HRM 635 Organizational and Personal HR Development Plan

HRM 635 Performance Appraisals: Aligning Strategic Goals to People Development 

Conclusion

Leveraging human capital can be key to organizational performance. As such, it is important for organizations to use appropriate strategies. Therefore, this assignment has focused on various strategies that can be used to leverage human capital for better organizational performance. Besides, strategies for enhancing employee performance, such as incentive and reward systems, have also been discussed.

References

Arsawan, I. W. E., Koval, V., Rajiani, I., Rustiarini, N. W., Supartha, W. G., & Suryantini, N. P. S. (2022). Leveraging knowledge sharing and innovation culture into SMEs sustainable competitive advantage. International journal of productivity and performance management, 71(2), 405-428. Doi: 10.1108/IJPPM-04-2020-0192

Choi, S. (2020). Flexible work arrangements and employee retention: A longitudinal analysis of the federal workforces. Public Personnel Management, 49(3), 470-495. https://doi.org/10.1177/0091026019886340

Elayan, M. B., Hayajneh, J. A. M., Abdellatif, M. A. M., & Abubakar, A. M. (2023). Knowledge-based HR practices, π-shaped skills and innovative performance in the contemporary organizations. Kybernetes, 52(9), 3102-3118. https://doi.org/10.1108/K-08-2021-0737

Manzoor, F., Wei, L., & Asif, M. (2021). Intrinsic rewards and employee’s performance with the mediating mechanism of employee’s motivation. Frontiers in Psychology, 12, 563070. https://doi.org/10.3389/fpsyg.2021.563070

Michael, A. (2019). A handbook of human resource management practice.

Sample Answer 2 for HRM 635 Leveraging Human Capital

Employees are a valuable organizational asset, contributing significantly to the organization’s growth, competitiveness, and longevity. Given this importance, human resource managers and other leaders must continually explore and implement strategies for enhancing employee performance. Successful implementation of these strategies requires data about employees’ key strengths, progressive performance, and critical areas of improvement. Employee motivation should also be prioritized in organizations where top performance and retention are highly valued. This proposal aims to discuss performance indicators, rewards and incentives, and a plan for motivating employees.

Tasks and Performance Indicators

Employee performance is multimodal since many factors influence it, and multiple areas indicate effective and efficient employees. Among many tasks and performance indicators, employee productivity should be a central reference point. In healthcare facilities, productivity entails the employee’s output, including the patients served in a particular period, innovation, and the type of tasks executed during their routine practice. The other important reference area is work quality. From a healthcare dimension, high work quality is characterized by minimal errors, compassionate care, and patient satisfaction (Krijgsheld et al., 2022). High work quality requires employees to understand their roles and use their skills excellently. Leaders should offer the necessary support to sustain optimal performance.

Other tasks and performance indicators for overall employee performance include teamwork, goal attainment, and initiative. Teamwork is the spine of interprofessional collaboration, where diverse individuals work together and share skills and perspectives (Schot et al., 2020). It enhances performance by maximizing the strengths of each team member while reducing potential errors in group tasks as much as possible. Goal attainment is primarily about the employees accomplishing their performance targets. Besides indicating a productive workforce, goal attainment shows that employees are committed and focused on helping the organization progress according to its strategic direction. Initiative entails an employee doing more than what their standard job requirements obligate. A suitable example is guiding colleagues on data security.

Identifying Employee Strengths and Skills to Leverage Performance

Evaluating employees’ strengths and skills helps their progressive improvement through interventions that fix capacity gaps. Performance appraisals are an effective strategy for assessing an employee’s annual performance, skills, and growth (Meghdad et al., 2020). This review is fundamental to leveraging performance since employees and managers can discuss performance against job expectations and outline future development opportunities. During the appraisal, leaders should embrace 360-degree feedback, which encourages obtaining information about the employee’s performance from multiple sources (Meghdad et al., 2020). Doing so ensures a comprehensive assessment and support tailored to the employee’s specific growth needs. Strengths and skills can also be effectively identified via surveys. The survey should focus on job factors affecting performance to enable leaders to determine strategies for maximizing employees’ strengths and skills while enabling work efficiently. The third identification method is observations. Here, employees are observed closely as they execute their roles to identify hidden or underutilized skills.

Strategies to Improve Performance

Organizational productivity is directly proportional to employee performance. This relationship signifies the need for performance improvement through training and development, fostering interprofessional collaboration, encouraging diversity, and leadership support (Dincer & Yüksel, 2021; Watkins & Marsick, 2023). As time progresses, employees should update their skills, learn about emerging issues, and adapt to change. Training and development (on-the-job learning) opportunities improve employee knowledge, making them more proficient and empowered to deliver better results (Watkins & Marsick, 2023). Interprofessional collaboration and diverse workgroups are perfect learning opportunities for sharing expertise, leading to more connected, skilled, and innovative teams. Leadership support includes continual evaluation of workplace needs, responding effectively, and providing employees with the resources needed to perform their tasks. Such resources include personal protective equipment, technology devices, and learning materials.

Rewards and incentives are also central to performance improvement protocols as employee motivation strategies. They are widely applied in organizations to enhance job satisfaction, make employees feel valued, and prevent turnover (Ge et al., 2021; Pamungkas et al., 2022). Employees should receive rewards and incentives upon meeting or surpassing specific performance goals. These goals should be mutually agreed between leaders and employees. Rewards and incentives should also be earned when employees perform unique tasks like helping onboard new employees. General praise during meetings, monetary rewards, holidays, and material gifts are reasonable rewards and incentives for stimulating employees to sustain excellent performance or do better.

Integration of Rewards and Incentives to Remain Competitive

The best way to integrate rewards and incentives to remain competitive in the marketplace is to formulate a policy that formalizes them as a component of the organization’s strategic plan. This policy will outline the conditions under which rewards and incentives are necessary and what employees are entitled to when they meet specific performance targets. The plan will be communicated to all stakeholders to avoid confusion that can trigger unwanted workplace politics when top employees and unique performers are rewarded. Formalization will also ensure that resources to finance the processes are set aside for timely and seamless implementation.

Unique Benefits or Programs

Companies offer various benefits to retain and recruit employees. One such benefit is work-life balance, which is crucial for optimal health and well-being (Rainstorm, 2023). Companies that value work-life balance provide employees with flexible working conditions to ensure they do not neglect their family and social life as they attend to company demands. This approach is better than competition since it creates an intrinsically motivated workforce, hence high productivity and retention. The other unique benefit is a comprehensive wellness program. It is an important employee attraction and retention strategy since it signifies an organization’s commitment to optimizing performance through a motivated and healthy workforce (Marques, 2023). A wellness program ensures employees are physically, mentally, and emotionally healthy. Unlike competition, this program emphasizes the human element, which connects employees more to the organization and its strategic plan.

Culture Within the Organization

The various employee performance improvement strategies will create an inclusive, positive work environment characterized by high morale and commitment to the assigned roles. The interventions, policies, and work models are all employee-centered since they focus on employees’ needs to ensure they are empowered and motivated to excel in their roles. Suitable examples include performance appraisals, rewards, incentives, and wellness programs. Their implementation is driven by the urge for an organizational culture where employees are valued, supported, and helped to grow to be more competitive and skilled to perform higher roles.

Conclusion

Employees are a valuable asset and play a valuable role in enabling the organization to achieve its strategic goals. A fundamental part of human resource development is evaluating employee performance and ensuring they are supported and motivated to work productively. As this proposal discusses, multidimensional practices include appraisals, surveys, rewards, and wellness programs. Their integration and successful implementation create a culture that values employee contribution to the company’s growth through improved skills, competence, and sustained motivation.

References

Dincer, H., & Yüksel, S. (Eds.). (2021). Management strategies to survive in a competitive environment: how to improve company performance. Springer Nature.

Ge, J., He, J., Liu, Y., Zhang, J., Pan, J., Zhang, X., & Liu, D. (2021). Effects of effort-reward imbalance, job satisfaction, and work engagement on self-rated health among healthcare workers. BMC Public Health, 21(1), 195. https://doi.org/10.1186/s12889-021-10233-w

Krijgsheld, M., Tummers, L. G., & Scheepers, F. E. (2022). Job performance in healthcare: a systematic review. BMC Health Services Research, 22(1), 149. https://doi.org/10.1186/s12913-021-07357-5

Marques, J. (Ed.). (2023). The Palgrave handbook of fulfillment, wellness, and personal growth at work. Palgrave Macmillan.

Meghdad, R., Nayereh, R., Zahra, S., Houriye, Z., & Reza, N. (2020). Assessment of the performance of nurses based on the 360-degree model and fuzzy multi-criteria decision-making method (FMCDM) and selecting qualified nurses. Heliyon, 6(1), e03257.

Pamungkas, W. N., Wahidi, K. R., & Pamungkas, I. J. A. (2022). Working motivation and reward system influenced nurses’ perception of performance mediated by organizational commitment. International Journal of Nursing and Health Services (IJNHS), 5(4), 374-383. DOI: 10.35654/ijnhs.v5i4.639

Rainstorm, L. Z. (2023). Work-life synergy: Unlocking the power of a balanced life. Shuttle Systems.

Schot, E., Tummers, L., & Noordegraaf, M. (2020). Working on working together. a systematic review on how healthcare professionals contribute to interprofessional collaboration. Journal of Interprofessional Care, 34(3), 332-342. https://doi.org/10.1080/13561820.2019.1636007

Watkins, K. E., & Marsick, V. J. (2023). Rethinking workplace learning and development. Edward Elgar Publishing.