Talent management initiatives ppt

Part 3: Addressing Organizational Changes (6–9 slides)

Illustrate the role of HR in managing the talent pipeline during organizational change and restructuring. Provide at least three specific examples of HR functions that would apply to this type of situation. (1–2 slides)

Describe how HR can address the impacts of organizational change and restructuring on employee morale. In your response, identify at least two tools, methods, and/or strategies that HR can employ, including a brief rationale for each selection. (2–3 slides)

Identify at least three examples of legal challenges a company could potentially face during restructuring and explain how HR can help the organization avoid committing violations for each example. (3–4 slides)

Note: Your presentation should adhere to the template provided. It should consist of 6–9 slides, not including a title slide and References slide that includes properly formatted citations for a minimum of two scholarly sources to support the information you presented. You should also include detailed speaker notes to be used as a script for delivering the presentation. Use the Week 5 Assignment Template, provided in this week’s Learning Resources, to complete this Assignment.Week 5 Assignment Template: HR Presentation on Talent Management in a Changing Organization: Part 3 [Your Name Here] Walden University Part 3: Addressing Organizational Changes The Role of HR • • [Illustrate the role of HR in managing the talent pipeline during organizational change and restructuring. Provide at least three specific examples of HR functions that would apply to this type of situation. 1–2 slides] [Add an additional slide if necessary. If a second slide is added, update the titles in both to reflect “1 of 2” and “2 of 2.”] Impacts on Morale: 1 of […] [Describe how HR can address the impacts of organizational change and restructuring on employee morale. In your response, identify at least two tools, methods, and/or strategies that HR can employ, including a brief rationale for each selection. 2–3 slides] Impacts on Morale: 2 of […] • • • [Continue from the previous slide] [Update the title with the total number of slides for this question.] [Add an additional slide if necessary. If a third slide is added, update the title in it to reflect “3 of 3.”] Legal Challenges: 1 of […] [Identify at least three examples of legal challenges a company could potentially face during restructuring and explain how HR can help the organization avoid committing violations for each example. 3–4 slides] Legal Challenges: 2 of […] • • [Continue from the previous slide] [Update the title with the total number of slides for this question.] Legal Challenges: 3 of […] • • • [Continue from the previous slide] [Update the title with the total number of slides for this question.] [Add an additional slide if necessary. If a fourth slide is added, update the title in it to reflect “4 of 4.”] References [Include a reference list at the end of your presentation, just as you would in a paper. Include a minimum of two scholarly references. Reference list entries take the same format they would in a paper: Jones, P. (2004). This great book. New York, NY: Publisher. Smith, W., & Cat, D. (2010). How to make a good presentation great. Presentations Quarterly, 45(4), 56–59. doi:10.123.45/abc] Assignment: HR Presentation on Talent Management in a Changing Organization: Part 3 XYZ Logo Jacob WickhamYou are an HR analyst for XYZ Corporation, and you have been tasked with the assignment of helping a company through a period of organizational change. Your client, Thoreau Enterprises, recently acquired several other companies in its industry. The organization has gone from being a $1 billion entity to a $15 billion entity as a result of these acquisitions. Though Thoreau Enterprises purchased the others, it was actually the smallest entity of the entire grouping. After meeting with Thoreau Enterprises’ company leadership, your Director, Jacob Wickham, has compiled notes on three main areas that need to be addressed: talent management needs, compensation, and the role of HR to lead change for the new organization. Following is a list of specific concerns that Jacob noted during the initial meeting: There are a number of “legacy” employees whose roles in the new organization have changed drastically as a result of the acquisitions. Many employees are unclear whether their jobs are going to be considered redundant or if they are “safe” in the new organizational structure. Rumors are spreading that everyone’s jobs are up for grabs, employees will have to re-interview to keep their jobs, and the severance packages for anyone laid off may not be as great as people are hoping for. Morale is low in this period of uncertainty. HR leaders are aware of the need to hire to fill certain functions, and it has come to light that job descriptions do not exist for all levels in the organization. In the past, employees were typically hired because they were referred by existing staff.