Final Case Analysis Each student will choose eight cases, each from a different chapter, from the readings in Weeks 1 through 7 (Chapters 1 through 16). The student may not use cases

This assignment will consist of an APA formatted paper.

Final Case Analysis

Each student will choose eight cases, each from a different chapter, from the readings in Weeks 1 through 7 (Chapters 1 through 16). The student may not use cases done in previous case analysis submissions. The paper should be divided into sections in which each case is under a heading with the case name and page number on it. A common reference page will be used for all of the cases.

Your responses should be well-rounded and analytical and should not just provide a conclusion or an opinion without explaining the reason for the choice. For full credit, you must use the material from the textbook by using APA citations with page numbers when responding to the questions.

Utilize the following case format.

Read and understand the case. Show your analysis and reasoning and make it clear you understand the material. Be sure to incorporate the concepts of the chapter you are studying to show your reasoning. For each of the cases you select, dedicate one heading to each following outline topic.

Case: Identify the name of the case and page number in the textbook.
Parties: Identify the plaintiff and the defendant.
Facts: Summarize only those facts critical to the outcome of the case.
Issue: Note the central question or questions on which the case turns.
Applicable Law(s): Identify the applicable laws.) Use the textbook here by using citations. The law should come from the same chapter as the case. Be sure to use citations from the textbook including page numbers.
Holding: How did the court resolve the issue(s)? Who won?
Reasoning: Explain the logic that supported the court’s decision.
Case Questions: Explain the logic that supported the court’s decision. Dedicate one subheading to each of the case questions immediately following the case. First, fully state the question from the book and then fully answer.
Conclusion: This should summarize the key aspects of the decision and also your recommendations on the court’s ruling.
Include citations and a reference page with your sources for all of the cases. Use APA-style citations with page numbers and references.

Human Resource Management Analysis

What do the results of each case suggest about employment regulatory issues and legal matters in organizations? What policies should HRM implement to prevent the legal issues addressed in your cases?

Category	Description	Points
Organization and Cohesiveness	The deliverables should be created and organized using provided templates or equivalent.	25
Case Analysis Content	All of the required content is fully addressed.	105
Human Resource Management Analysis	What do the results of each case suggest about employment regulatory issues and legal matters in organizations? What policies should HRM implement to prevent the legal issues addressed in your cases? What is the role of HRM in preventing the legal failures highlighted in your selected cases? What metrics would you use to assess HRM efficacy in addressing the issues in your selected cases? What is the role of technology, human capital, organizational culture, leadership, workplace planning and talent management in preventing such legal failures and in improving overall organizational success? Responses to each question must be informed by outside research. At least two references must be used and cited in this section.	88
Reflection	Students must address specific cases or concepts with citations. This section should not be shallow but show some deep reflective thought to receive full credit.	35
Documenting and Formatting	The deliverables should be formatted correctly as a business document and should use APA formatting for cited sources. Spelling and grammar must be accurate.	25
Certification Outcome A	Analyze and demonstrate an ability to implement and oversee mid- to senior-level human resource management (HRM) functions, including change management, employment regulatory concerns and employee legal matters.	4
Certification Outcome B	Synthesize the role of HRM and contribute to the progression and achievement of an organization’s strategic plan through partnership.	4
Certification Outcome C	Create metrics to analyze organizational performance and inform improvement initiatives, and strategically design objectives resulting in the efficient use of technology, human capital, organizational culture, leadership, workforce planning and talent management.	4
Total	A quality paper will meet or exceed all of the previous requirements.	290

Category

Description

Points

Organization and
Cohesiveness

The deliverables
should be created and organized using provided templates or equivalent.

Case Analysis Content

All of the required
content is fully addressed.

105

Human Resource
Management Analysis

What do the results of
each case suggest about employment regulatory issues and legal matters in
organizations? What policies should HRM implement to prevent the legal issues
addressed in your cases?
What is the role of HRM in preventing the legal failures highlighted in your
selected cases?
What metrics would you use to assess HRM efficacy in addressing the issues in
your selected cases? What is the role of technology, human capital,
organizational culture, leadership, workplace planning and talent management
in preventing such legal failures and in improving overall organizational
success?
Responses to each question must be informed by outside research. At least two
references must be used and cited in this section.

Reflection

Students must address
specific cases or concepts with citations. This section should not be shallow
but show some deep reflective thought to receive full credit.

Documenting and
Formatting

The deliverables
should be formatted correctly as a business document and should use APA
formatting for cited sources. Spelling and grammar must be accurate.

Certification Outcome
A

Analyze and
demonstrate an ability to implement and oversee mid- to senior-level human
resource management (HRM) functions, including change management, employment
regulatory concerns and employee legal matters.

Certification Outcome
B

Synthesize the role of
HRM and contribute to the progression and achievement of an organization’s
strategic plan through partnership.

Certification Outcome
C

Create metrics to
analyze organizational performance and inform improvement initiatives, and
strategically design objectives resulting in the efficient use of technology,
human capital, organizational culture, leadership, workforce planning and
talent management.

Total

A quality paper will
meet or exceed all of the previous requirements.

290

What is the role of HRM in preventing the legal failures highlighted in your selected cases?
What metrics would you use to assess HRM efficacy in addressing the issues in your selected cases? What is the role of technology, human capital, organizational culture, leadership, workplace planning and talent management in preventing such legal failures and in improving overall organizational success?

Responses to each question must be informed by outside research. At least two references must be used and cited in this section.

Reflection: (Include a reflection section.) This should cover all of the work in this course. Students must address specific cases or concepts with citations. This section should not be shallow but show some deep reflective thought to receive full credit.

Grading Rubric

Week 8: Final Case Analysis

Instructions

The Week 8 Final Case Analysis is due this week. The cases used are at the end of every chapter. Each case also has case questions that must be addressed. Review the Case Analysis Overview under Introduction & Resources for the description.

Remember to submit your assignment.

Action

Select the Start Assignment button to begin.

Once you have uploaded your file(s), select Submit Assignment.

Rubric

LMA.HRM593.Case.Analyis.Overview

LMA.HRM593.Case.Analyis.Overview
This criterion is linked to a Learning OutcomeOrganization and Cohesiveness The deliverables should be created and organized using provided templates or equivalent.	25 to >22.5 ptsExcellentThe final case study analysis paper includes clear evidence the student integrates professional HR competencies and uses practical HR management applications to ensure human resources are available, capable and effective. 22.5 to >20.0 ptsCompetentThe final case study analysis paper provides most evidence the student integrates professional HR competencies and uses practical HR management applications to ensure human resources are available, capable and effective. 20 to >17.5 ptsLimitedThe final case study analysis paper some evidence the student integrates professional HR competencies and uses practical HR management applications to ensure human resources are available, capable and effective. 17.5 to >15.0 ptsPoorThe final case study analysis paper provides little evidence the student integrates professional HR competencies and uses practical HR management applications to ensure human resources are available, capable and effective. 15 to >0 ptsUnacceptableThe final case study analysis paper did not meet this competency. The paper provides very little or no evidence the student integrates professional HR competencies and uses practical HR management applications to ensure human resources are available, capable and effective.	25 pts
This criterion is linked to a Learning OutcomeCase Analysis Content Choose eight cases, each from a different chapter, from the readings in Weeks 1 through 7 (Chapters 1 through 16). The student may not use cases done in previous case analysis submissions. The paper should be divided into sections where each case is under a heading with the case name and page number on it. A common reference page will be used for all the cases. For each of the cases selected, dedicate one heading to each following outline topic. • Case: (Identify the name of the case and page number in the textbook.) • Parties: (Identify the plaintiff and the defendant.) • Facts: (Summarize only those facts critical to the outcome of the case.) • Issue: (Note the central question or questions on which the case turns.) • Applicable Law(s): (Identify the applicable laws.) Use the textbook here by using citations. The law should come from the same chapter as the case. Be sure to use citations from the textbook including page numbers. • Holding: (How did the court resolve the issue(s)? Who won?) • Reasoning: (Explain the logic that supported the court’s decision.) • Case Questions: (Explain the logic that supported the court’s decision.) Dedicate one subheading to each of the case questions immediately following the case. First, fully state the question from the book and then fully answer. • Conclusion: (This should summarize the key aspects of the decision and recommendations on the court’s ruling.) • Include citations and a reference page with sources for all the cases. Use APA-style citations with page numbers and references. – Integrate distinct professional HR competencies and practical applications in HR management to ensure that an organization’s most important asset is available, capable and effective in an ever-changing business environment. – Employ an interdisciplinary perspective for strategic leadership, HR management and decision making to add value to the overall success of a business enterprise. – Assess the culture and workplace environment and propose and make HR decisions that align with and help achieve an organization’s strategic goals.	105 to >94.5 ptsExcellentShow analysis and reasoning and make it clear that there is an understanding of the material. Be sure to incorporate the concepts of the chapter we are studying to show your reasoning. For each of the cases selected, dedicate one heading to each following outline topic. 94.5 to >84.0 ptsCompetentThe paper did not include one of the Course Objectives or one of the knowledge, skills, and abilities from the course. The paper length should be a minimum of 10–12 pages and comply with all formatting and APA style standards. The presentation vaguely describes the purpose of the paper, a summary of the research, and conclusions, as well as a brief discussion of how the researched topic could benefit the organization and the people that serve in the company. 84 to >73.5 ptsLimitedThe paper did not include one of the Course Objectives or one of the knowledge, skills, and abilities (KSAs) from the course. The paper does not connect with the concepts. The paper length should be a minimum of 10–12 pages and comply with all formatting and APA style standards. The presentation does not describe the purpose of the paper, and a lack of the research, and conclusions. 73.5 to >63.0 ptsPoorThe paper did not include one of the Course Objectives or one of the knowledge, skills, and abilities (KSAs) from the course. The paper does not connect with the concepts and is not organized to the guidelines. The paper length should be a minimum of 10–12 pages and comply with all formatting and APA style standards. The presentation does not describe the purpose of the paper, and a lack of the research, and conclusions and is poorly executed. 63 to >0 ptsUnacceptableThe paper and the presentation did not meet this competency.	105 pts
This criterion is linked to a Learning OutcomeHuman Resource Management Analysis What do the results of each case suggest about employment regulatory issues and legal matters in organizations? What Policies should HRM implement to prevent the legal issues addressed in your cases? a) What is the role of HRM in preventing the legal failures highlighted in your selected cases? b) What metrics would you use to assess HRM efficacy in addressing the issues in your selected cases? What is the role of technology, human capital, organizational culture, leadership, workplace planning and talent management in preventing such legal failures and in improving overall organizational success? Responses to each question must be informed by outside research. At least two references must be used and cited in this section.	88 to >79.5 ptsExcellentEach HRM criterion was define in great detail in how HRM can prevent legal failures and those cases were identified. Metrics were explained and how the efficacy is relevant. The role of technology, human capital, organizational culture, leadership, workplace planning and talent management in preventing such legal failures and in improving overall organizational success was demonstrated. At least two references were citations were used in this section. 79.5 to >71.0 ptsCompetentEach HRM criterion was mostly defined in detail in how HRM can prevent legal failures and those cases were identified. Metrics were explained and how the efficacy is relevant. The role of technology, human capital, organizational culture, leadership, workplace planning and talent management in preventing such legal failures and in improving overall organizational success was demonstrated. At least two references were citations were used in this section. 71 to >62.0 ptsLimitedEach HRM criterion was somewhat defined in detail in how HRM can prevent legal failures and those cases were identified. Metrics were explained and how the efficacy is relevant. The role of technology, human capital, organizational culture, leadership, workplace planning and talent management in preventing such legal failures and in improving overall organizational success was demonstrated. At one reference were citations were used in this section. 62 to >53.0 ptsPoorNot all HRM criterion was defined in detail in how HRM can prevent legal failures and those cases were identified. Metrics were explained and how the efficacy is relevant. The role of technology, human capital, organizational culture, leadership, workplace planning and talent management in preventing such legal failures and in improving overall organizational success was demonstrated. At least one reference were citations were used in this section. 53 to >0 ptsUnacceptableVery small representation of the HRM criterion was defined in detail in how HRM can prevent legal failures and those cases were identified. Metrics were explained and how the efficacy is relevant. The role of technology, human capital, organizational culture, leadership, workplace planning and talent management in preventing such legal failures and in improving overall organizational success was demonstrated. No references nor citations were used in this section.	88 pts
This criterion is linked to a Learning OutcomeReflection Students must address specific cases or concepts with citations. This should cover all the work in this course.	35 to >31.5 ptsExcellentThe reflection section demonstrated deep reflective thought that addresses specific cases and concepts. 31.5 to >28.0 ptsCompetentThe reflection section demonstrated reflective thought that addresses specific cases and concepts but not in full detail. 28 to >24.5 ptsLimitedThe reflection section has minimal reflection with some reference to cases and concepts but not fully connected the material with the learner’s experience. 24.5 to >21.0 ptsPoorThe reflection section does not have a reflection referring to cases or does not have any relatable concepts. 21 to >0 ptsUnacceptableThe reflection section did not meet this competency.	35 pts
This criterion is linked to a Learning OutcomeDocumentation and Formatting Paper is properly formatted to APA guidelines. This criterion is linked to Learning Outcomes: References must be in proper APA formatting. Spelling and grammar must be accurate.	25 to >22.5 ptsExcellentThe paper is properly referenced according to APA guidelines, Spelling and grammar must be accurate. 22.5 to >20.0 ptsCompetentThe paper is missing one reference, but the student used APA correctly. 20 to >17.5 ptsLimitedThe paper is missing two to three references, and the student uses APA inconsistently. 17.5 to >15.0 ptsPoorThe paper is missing more than three references and the student uses APA inconsistently. 15 to >0 ptsUnacceptableThe paper did not meet this competency.	25 pts
This criterion is linked to a Learning OutcomeHRM.CERT.PLO-A HR Analyze and demonstrate an ability to implement and oversee mid- to senior-level human resource management (HRM) functions, including change management, employment regulatory concerns and employee legal matters. threshold: 3.0 pts	4 ptsExcellent: The case study analysis includes clear evidence the student integrates professional HR competencies and uses practical HR management applications to ensure human resources are available, capable and very effective. 3 ptsCompetent: The case study analysis provides most evidence the student integrates professional HR competencies and uses practical HR management applications to ensure human resources are available, capable and effective. 2 ptsFair: The case study analysis provides some evidence the student integrates professional HR competencies and uses practical HR management applications to ensure human resources are available, but not fully capable and effective. 1 ptsPoor: The case study analysis provides little evidence the student integrates professional HR competencies and uses practical HR management applications to ensure human resources are not available, capable and effective. 0 ptsUnacceptable: The case study analysis provides very little or no evidence the student integrates professional HR competencies and uses practical HR management applications to ensure human resources are not available, capable and effective.	4 pts
This criterion is linked to a Learning OutcomeHRM.CERT.PLO-B HR Synthesize the role of HRM and contribute to the progression and achievement of an organization’s strategic plan through partnership. threshold: 3.0 pts	4 ptsExcellent: The case study analysis includes clear evidence the student employee’s strategic leadership, HR management, and decision making to add value to the company. 3 ptsCompetent: The case study analysis provides most evidence the student employees strategic leadership, HR management, and decision making to add value to the company. 2 ptsFair: The case study analysis provides some evidence the student employees strategic leadership, HR management, and decision making to add value to the company. 1 ptsPoor: The case analysis provides little evidence the student employees strategic leadership, HR management, and decision making to add value to the company. 0 ptsUnacceptable: The paper provides very little or no evidence the student employees strategic leadership, HR management, and decision making to add value to the company.	4 pts
This criterion is linked to a Learning OutcomeHRM.CERT.PLO-C HR Create metrics to analyze organizational performance and inform improvement initiatives, and strategically design objectives resulting in the efficient use of technology, human capital, organizational culture, leadership, workforce planning and talent management. threshold: 3.0 pts	4 ptsExcellent: The case analysis includes clear evidence the student assesses the culture and workplace environment of the company to make HR decisions that align with and help achieve the company’s strategic goals. 3 ptsCompetent: The case analysis includes most evidence the student assesses the culture and workplace environment of the company to make HR decisions that align with and help achieve the company’s strategic goals. 2 ptsFair: The case analysis includes some evidence the student assesses the culture and workplace environment of the company to make HR decisions that align with and help achieve the company’s strategic goals. 1 ptsPoor: The case analysis includes little evidence the student assesses the culture and workplace environment of the company to make HR decisions that align with and help achieve the company’s strategic goals. 0 ptsUnacceptable: The case analysis includes very little or no evidence the student assesses the culture and workplace environment of the company to make HR decisions that align with and help achieve the company’s strategic goals.	4 pts

LMA.HRM593.Case.Analyis.Overview

Criteria

Ratings

Pts

This criterion is linked to a Learning OutcomeOrganization and
Cohesiveness

The deliverables should be created and organized
using provided templates or equivalent.

25 to >22.5 ptsExcellentThe
final case study analysis paper includes clear evidence the student
integrates professional HR competencies and uses practical HR management
applications to ensure human resources are available, capable and effective.

22.5 to >20.0 ptsCompetentThe
final case study analysis paper provides most evidence the student integrates
professional HR competencies and uses practical HR management applications to
ensure human resources are available, capable and effective.

20 to >17.5 ptsLimitedThe
final case study analysis paper some evidence the student integrates
professional HR competencies and uses practical HR management applications to
ensure human resources are available, capable and effective.

17.5 to >15.0 ptsPoorThe
final case study analysis paper provides little evidence the student
integrates professional HR competencies and uses practical HR management
applications to ensure human resources are available, capable and effective.

15 to >0 ptsUnacceptableThe
final case study analysis paper did not meet this competency. The paper
provides very little or no evidence the student integrates professional HR
competencies and uses practical HR management applications to ensure human
resources are available, capable and effective.

25 pts

This criterion is linked to a Learning OutcomeCase Analysis Content

Choose eight cases, each from a different chapter,
from the readings in Weeks 1 through 7 (Chapters 1 through 16). The student
may not use cases done in previous case analysis submissions. The paper
should be divided into sections where each case is under a heading with the
case name and page number on it. A common reference page will be used for all
the cases.
For each of the cases selected, dedicate one heading to each following
outline topic.
• Case: (Identify the name of the case and page number in the textbook.)

• Parties: (Identify the plaintiff and the defendant.)

• Facts: (Summarize only those facts critical to the outcome of the case.)

• Issue: (Note the central question or questions on which the case turns.)

• Applicable Law(s): (Identify the applicable laws.) Use the textbook here by
using citations. The law should come from the same chapter as the case. Be
sure to use citations from the textbook including page numbers.

• Holding: (How did the court resolve the issue(s)? Who won?)

• Reasoning: (Explain the logic that supported the court’s decision.)

• Case Questions: (Explain the logic that supported the court’s decision.)
Dedicate one subheading to each of the case questions immediately following
the case. First, fully state the question from the book and then fully
answer.

• Conclusion: (This should summarize the key aspects of the decision and
recommendations on the court’s ruling.)

• Include citations and a reference page with sources for all the cases. Use
APA-style citations with page numbers and references.
– Integrate distinct professional HR competencies and practical applications
in HR management to ensure that an organization’s most important asset is
available, capable and effective in an ever-changing business environment.
– Employ an interdisciplinary perspective for strategic leadership, HR
management and decision making to add value to the overall success of a
business enterprise.
– Assess the culture and workplace environment and propose and make HR
decisions that align with and help achieve an organization’s strategic goals.

105 to >94.5 ptsExcellentShow
analysis and reasoning and make it clear that there is an understanding of
the material. Be sure to incorporate the concepts of the chapter we are
studying to show your reasoning. For each of the cases selected, dedicate one
heading to each following outline topic.

94.5 to >84.0 ptsCompetentThe
paper did not include one of the Course Objectives or one of the knowledge,
skills, and abilities from the course. The paper length should be a minimum
of 10–12 pages and comply with all formatting and APA style standards. The
presentation vaguely describes the purpose of the paper, a summary of the
research, and conclusions, as well as a brief discussion of how the
researched topic could benefit the organization and the people that serve in
the company.

84 to >73.5 ptsLimitedThe
paper did not include one of the Course Objectives or one of the knowledge,
skills, and abilities (KSAs) from the course. The paper does not connect with
the concepts. The paper length should be a minimum of 10–12 pages and comply
with all formatting and APA style standards. The presentation does not
describe the purpose of the paper, and a lack of the research, and
conclusions.

73.5 to >63.0 ptsPoorThe
paper did not include one of the Course Objectives or one of the knowledge,
skills, and abilities (KSAs) from the course. The paper does not connect with
the concepts and is not organized to the guidelines. The paper length should
be a minimum of 10–12 pages and comply with all formatting and APA style
standards. The presentation does not describe the purpose of the paper, and a
lack of the research, and conclusions and is poorly executed.

63 to >0 ptsUnacceptableThe
paper and the presentation did not meet this competency.

105 pts

This criterion is linked to a Learning OutcomeHuman Resource
Management Analysis

What do the results of each case suggest about
employment regulatory issues and legal matters in organizations? What
Policies should HRM implement to prevent the legal issues addressed in your
cases?
a) What is the role of HRM in preventing the legal failures highlighted in
your selected cases?
b) What metrics would you use to assess HRM efficacy in addressing the issues
in your selected cases? What is the role of technology, human capital,
organizational culture, leadership, workplace planning and talent management
in preventing such legal failures and in improving overall organizational
success?
Responses to each question must be informed by outside research. At least two
references must be used and cited in this section.

88 to >79.5 ptsExcellentEach
HRM criterion was define in great detail in how HRM can prevent legal
failures and those cases were identified. Metrics were explained and how the
efficacy is relevant. The role of technology, human capital, organizational
culture, leadership, workplace planning and talent management in preventing
such legal failures and in improving overall organizational success was
demonstrated. At least two references were citations were used in this
section.

79.5 to >71.0 ptsCompetentEach
HRM criterion was mostly defined in detail in how HRM can prevent legal
failures and those cases were identified. Metrics were explained and how the
efficacy is relevant. The role of technology, human capital, organizational
culture, leadership, workplace planning and talent management in preventing
such legal failures and in improving overall organizational success was
demonstrated. At least two references were citations were used in this
section.

71 to >62.0 ptsLimitedEach
HRM criterion was somewhat defined in detail in how HRM can prevent legal
failures and those cases were identified. Metrics were explained and how the
efficacy is relevant. The role of technology, human capital, organizational
culture, leadership, workplace planning and talent management in preventing
such legal failures and in improving overall organizational success was demonstrated.
At one reference were citations were used in this section.

62 to >53.0 ptsPoorNot
all HRM criterion was defined in detail in how HRM can prevent legal failures
and those cases were identified. Metrics were explained and how the efficacy
is relevant. The role of technology, human capital, organizational culture,
leadership, workplace planning and talent management in preventing such legal
failures and in improving overall organizational success was demonstrated. At
least one reference were citations were used in this section.

53 to >0 ptsUnacceptableVery
small representation of the HRM criterion was defined in detail in how HRM
can prevent legal failures and those cases were identified. Metrics were
explained and how the efficacy is relevant. The role of technology, human
capital, organizational culture, leadership, workplace planning and talent
management in preventing such legal failures and in improving overall
organizational success was demonstrated. No references nor citations were
used in this section.

88 pts

This criterion is linked to a Learning OutcomeReflection

Students must address specific cases or concepts with
citations. This should cover all the work in this course.

35 to >31.5 ptsExcellentThe
reflection section demonstrated deep reflective thought that addresses
specific cases and concepts.

31.5 to >28.0 ptsCompetentThe
reflection section demonstrated reflective thought that addresses specific
cases and concepts but not in full detail.

28 to >24.5 ptsLimitedThe
reflection section has minimal reflection with some reference to cases and
concepts but not fully connected the material with the learner’s experience.

24.5 to >21.0 ptsPoorThe
reflection section does not have a reflection referring to cases or does not
have any relatable concepts.

21 to >0 ptsUnacceptableThe
reflection section did not meet this competency.

35 pts

This criterion is linked to a Learning OutcomeDocumentation and
Formatting

Paper is properly formatted to APA guidelines. This
criterion is linked to Learning Outcomes: References must be in proper APA
formatting. Spelling and grammar must be accurate.

25 to >22.5 ptsExcellentThe
paper is properly referenced according to APA guidelines, Spelling and
grammar must be accurate.

22.5 to >20.0 ptsCompetentThe
paper is missing one reference, but the student used APA correctly.

20 to >17.5 ptsLimitedThe
paper is missing two to three references, and the student uses APA
inconsistently.

17.5 to >15.0 ptsPoorThe
paper is missing more than three references and the student uses APA
inconsistently.

15 to >0 ptsUnacceptableThe
paper did not meet this competency.

25 pts

This criterion is linked to a
Learning OutcomeHRM.CERT.PLO-A HR

Analyze and demonstrate an ability to implement and
oversee mid- to senior-level human resource management (HRM) functions,
including change management, employment regulatory concerns and employee
legal matters.

threshold: 3.0 pts

4 ptsExcellent: The case study analysis includes
clear evidence the student integrates professional HR competencies and uses
practical HR management applications to ensure human resources are available,
capable and very effective.

3 ptsCompetent: The case study analysis provides
most evidence the student integrates professional HR competencies and uses
practical HR management applications to ensure human resources are available,
capable and effective.

2 ptsFair: The case study analysis provides some
evidence the student integrates professional HR competencies and uses
practical HR management applications to ensure human resources are available,
but not fully capable and effective.

1 ptsPoor: The case study analysis provides
little evidence the student integrates professional HR competencies and uses
practical HR management applications to ensure human resources are not
available, capable and effective.

0 ptsUnacceptable: The case study analysis
provides very little or no evidence the student integrates professional HR
competencies and uses practical HR management applications to ensure human
resources are not available, capable and effective.

4 pts

This criterion is linked to a
Learning OutcomeHRM.CERT.PLO-B HR

Synthesize the role of HRM and contribute to the
progression and achievement of an organization’s strategic plan through
partnership.

threshold: 3.0 pts

4 ptsExcellent: The case study analysis includes
clear evidence the student employee’s strategic leadership, HR management,
and decision making to add value to the company.

3 ptsCompetent: The case study analysis provides
most evidence the student employees strategic leadership, HR management, and
decision making to add value to the company.

2 ptsFair: The case study analysis provides some
evidence the student employees strategic leadership, HR management, and
decision making to add value to the company.

1 ptsPoor: The case analysis provides little
evidence the student employees strategic leadership, HR management, and
decision making to add value to the company.

0 ptsUnacceptable: The paper provides very
little or no evidence the student employees strategic leadership, HR
management, and decision making to add value to the company.

4 pts

This criterion is linked to a
Learning OutcomeHRM.CERT.PLO-C HR

Create metrics to analyze organizational performance
and inform improvement initiatives, and strategically design objectives
resulting in the efficient use of technology, human capital, organizational
culture, leadership, workforce planning and talent management.

threshold: 3.0 pts

4 ptsExcellent: The case analysis includes clear
evidence the student assesses the culture and workplace environment of the
company to make HR decisions that align with and help achieve the company’s
strategic goals.

3 ptsCompetent: The case analysis includes most
evidence the student assesses the culture and workplace environment of the
company to make HR decisions that align with and help achieve the company’s
strategic goals.

2 ptsFair: The case analysis includes some
evidence the student assesses the culture and workplace environment of the
company to make HR decisions that align with and help achieve the company’s
strategic goals.

1 ptsPoor: The case analysis includes little
evidence the student assesses the culture and workplace environment of the
company to make HR decisions that align with and help achieve the company’s
strategic goals.

0 ptsUnacceptable: The case analysis includes
very little or no evidence the student assesses the culture and workplace
environment of the company to make HR decisions that align with and help
achieve the company’s strategic goals.

4 pts