The writing of a report to the Chief Operations Officer

This is a paper that is focusing on the writing of a report to the Chief Operations Officer. The paper also provides the structure of the assignment paper in terms of steps and sections.

The writing of a report to the Chief Operations Officer

Option #1: Report to the Chief Operations Officer

Step 1) Firstly, assume your CEO, COO, and the VP of HR want certain HR functions to be centralized to meet the needs of the employees and achieve HR and organizational goals. This will promote consistency across the organization. As a result of the change, each area will have one single HR representative who will be the face of HR in the field, called an HR Business Partner. The HR Business Partners have access to the following centralized HR functions at headquarters:
Recruitment & Selection (Module 3)
Performance Management (Module 4)
Training & Development (Module 5)
Compensation & Benefits (Module 6)

Step 2)

Secondly, review the information found in the Hypothetical Organizational Data for HR Strategic Recommendations Report, found below the requirements for this assignment. This information provides background information for your organization and describes the problems with the current HR Department.

Step 3) Thirdly, in at least 10 full pages (excluding reference page and appendices) write a report to your Chief Operations Officer discussing the following topics in order, using the prescribed section headers in bold.
·         Section 1- Introduction. In this section,
1.    Firstly, describe the purpose and value of this report.
2.    Secondly, provide persuasive evidence as to why the COO needs to take action based on your recommendations.

·         Section 2- Strategic Recommendations for Recruitment and Selection. In this section,
1.    Firstly, explain how this centralized HR function supports the HR department’s purpose statement submitted in Week 5.
2.    Secondly, provide recommendations and rationale on improving the consistency of the services, programs, and/or tools for employees and managers related to this HR function.
3.    Thirdly, identify and define important quantitative HR metrics that can be used to measure the effectiveness of this human resource function. You must include the formula or equation to calculate quantitative measurements.

The writing of a report to the Chief Operations Officer

·         Section 3- Strategic Recommendations for Performance Management. In this section,
1.    Firstly, explain how this centralized HR function supports the HR department’s purpose statement submitted in Week 5.
2.    Secondly, provide recommendations and rationale on improving the consistency of the services, programs, and/or tools for employees and managers related to this HR function.
3.    Thirdly, identify and define important quantitative HR metrics that can be used to measure the effectiveness of this human resource function. You must include the formula or equation to calculate quantitative measurements.

·         Section 4- Strategic Recommendations for Training and Development. In this section,
1.    Firstly, explain how this centralized HR function supports the HR department’s purpose statement submitted in Week 5.
2.    Secondly, provide recommendations and rationale on improving the consistency of the services, programs, and/or tools for employees and managers related to this HR function.
3.    Thirdly, identify and define important quantitative HR metrics that can be used to measure the effectiveness of this human resource function. You must include the formula or equation to calculate quantitative measurements.

·         Section 5- Strategic Recommendations for Compensation and Benefits. In this section,
1.    Firstly, explain how this centralized HR function supports the organization’s purpose statement submitted in Week 5.
2.    Secondly, provide recommendations and rationale on improving the consistency of the services, programs, and/or tools for employees and managers related to this HR function.
3.    Thirdly, identify and define important quantitative HR metrics that can be used to measure the effectiveness of this human resource function. You must include the formula or equation to calculate quantitative measurements.