AI in HR and Addressing Issues Behind High Turn Over Rates
QUESTION 2 – is a MINI –CASE – ACTION PLAN: (70 POINTS)
BEFORE YOU BEGIN YOUR WRITING, I SUGGEST YOU CONSIDER DOING THE FOLLOWING:
TAKE A LOOK AT THE ARTICLES THAT WERE LISTED IN ASSIGNMENT #9 – REGARDING THE FUTURE OF HR. (NOTE ASSIGNMENT #9 IS A DISCUSSION ASSIGNMENT – NO SUBMISSION REQUIRED – SO NOW IT WOULD BE HELPFUL FOR YOU TO REVIEW AND FIND ADDITIONAL ARTICLES ABOUT THE FUTURE OF HR.
- 10 HR TRENDS FOR THE NEW NORMAL OF WORK – (JAN 2021 – J. MEISTER)
- “4D”s and 4W”s - Shaping the Workplace of the Future – Reframe – August 2020
- “21 HR Jobs of the Future” – HBR MAGAZINE – AUG 2020
- “A CHRO’S VIEW OF THE NEW WORKFORCE” – FORBES MAGAZINE AUG 2020
- ALSO – ANY PERTINENT ARTICLES ABOUT AI IMPACT ON IN HRM…. MOSTLY REGARDING CHATGPT.
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PLACE YOURSELF IN THE FOLLOWING SITUATION:
your boss (who is the chro) has asked you (YOU ARE THE VP OF HR) via an internal memo (shown below) - to come up with fairly detailed
ACTION PLAN (ALSO KNOWN AS A “PROJECT PLAN” TO HELP ADDRESS A SPECIFIC CONCERN OF HIS….
HERE IS HIS MEMO TO YOU…..
CONFIDENTIAL
OFFICE OF THE CHIEF HUMAN RESOURCES OFFICER - MR. M. MILLER MEMO – APRIL 12, 2023
SUBJECT: AN ISSUE CONCERNING ME (AND OUR HRM FUNCTION) TO: VP OF HR….
HI, (assume your first name is used)
AS YOU ARE THE VP OF HR, I NEED YOUR (AND YOUR TEAM’S) HELP (ANYONE YOU ENLIST TO HELP YOU) WITH THIS ISSUE THAT IS BOTHERING ME AND MAYBE ONE THAT YOU ARE ALREADY AWARE OF.
I HAVE BEEN READING A LOT ABOUT THE WORKFORCE RECENTLY, ESPECIALLY THE “GREAT RESIGNATION” AND MORE RECENTLY THE CONCEPT OF “QUIET QUITING” AND I THINK OUR COMPANY IS ALSO EXPERIENCING THAT.
OUR TURNOVER IS PROBLEMATIC – IT SEEMS TO ME THAT WE ARE LOSING “KEY EMPLOYEES” WITHIN 3 YEARS OF THEIR JOINING. CAN YOU FIGURE OUT A WAY FOR US TO FIND OUT IF THAT IS HAPPENING AND IF SO, WHY IT MIGHT BE HAPPEINING AND WHAT WE AS AN ORGANIZATION CAN DO ABOUT IT? MAYBE YOUR HR TECH FOLKS CAN HELP US DIG DEEPER?
IN ADDITION, MANY OF THOSE THAT LEAVE ARE SEEMINGLY GOING TO OUR 2 CLOSEST COMPETITORS, HERE IN THE SAME CITY. AND WHAT’S WORSE, WE CANNOT SEEM TO ATTRACT EXPERIENCED GEN X, Y, AND Z WHO ARE CONSIDERED TOP TALENT. IN FACT, SOMETIMES AN APPLICANT EVEN “GHOSTS” US.
THE FEEDBACK ON SOCIAL MEDIA ABOUT US SEEMS TO BE MOSTLY NEGATIVE ABOUT OUR WORK “CULTURE” AND HOW WE TREAT OUR EMPLOYEES. THERE IS ALSO MENTION OF “PAY INEQUITIES” , “ESG” (WHATEVER THAT MEANS), OUR “DEI” INITIATIVES, AND HOW WE HANDLED OUR RECENT REDUCTION OF FORCE / LAYOFFS of 10% OF OUR EMPLOYEES.
SO, I AM ASKING YOU TO FOCUS ON THIS FOR ME. WHAT’S CAUSING ALL THIS? AND WHAT CAN WE (HR MANAGEMENT) DO ABOUT IT? YOUR INITIAL RECOMMENDATION AND SUGGESTED STEPS WILL BE CRITICAL FOR OUR FUTURE SUCCESS AS AN ORGANIZATION. I EXPECT YOUR APPROACH MIGHT INVOLVE HR TECHNOLOGY, AND EVEN USE OF THIS “GENERATIVE AI – CHATGPT” STUFF THAT HAS BEEN VERY MUCH IN THE NEWS THESE DAYS.
SO BE PREPARED TO JUSTIFY ANY EXPENDITURE.
OH, I REALIZED THESE ISSUES MIGHT BE RELATED. SO PLEASE THINK IT THROUGH AND REPORT BACK TO ME SOON WITH YOUR RECOMMENDATIONS AND ANY NEEDED BUDGET FOR WHAT YOU ARE PROPOSING ETC.
I NEED PROOF IN ORDER FOR ME TO GO TO OUR BOARD OF DIRECTORS WITH A REQUEST FOR FUNDING TO HELP STOP THE BLEEDING! WHATEVER IT TAKES, JUST GET ME INFO.
THANKS.
OFFICE OF THE CHRO
M. MILLER
PS, I WOULD LIKE IT ON MY DESK NO LATER THAN WEDNESDAY, MAY 10, 2023 BY 6PM.
TO FURTHER GUIDE YOU…
FIRST… LET ME (PROF MILLER) GIVE YOU WHAT I AM LOOKING FOR WHEN YOU DESCRIBE ANY ACTION OR PROJECT PLAN:
An Action/PROJECT Plan – must have specific action steps that when completed result in a completed and successful conclusion to help solve a problem or resolve an issue.
The Action /PROJECT Plan therefore should have for EACH STEP – a clear definition of the step, the planned timeframe to accomplish the step, the staff time to accomplish the overall plan, in other words, “Who does what?”, the desired outcome, and any costs and cost justifications of the overall solution (if applicable).
Additionally, the Action/PROJECT Plan can be illustrated with a GANTT CHART – SHOWING THE OVERALL PROJECT / ACTION PLAN.
For this assignment – some if not all of the above must be shown for WITHIN YOUR PRESENTED ACTION PLAN.
SECOND…..YOU CAN BE CREATIVE…
- Make up any type and size of company in any industry, YOU CAN EVEN GIVE IT A NAME…
- REMEMBER TO DESCRIBE THE COMPANY - number of employees, locations etc….
YOU ARE BEING ASKED TO PREPARE AN “ACTION/PROJECT PLAN” that helps your
CHRO understand what is to be done in the next few months (maximum):
THIRD……YOU ARE TO FIND ANY ARTICLES THAT SUPPORT YOUR ACTION PLANS. YOU MUST CITE AT LEAST 3 SOURCES.
CONSIDER WRITING ABOUT PROPOSING AT LEAST 4 -5 STEPS TO GET TO THE BOTTOM OF THE STATED ISSUE(S)….
- Describe what you would do and why.
- Does PEOPLE/WORKFORCE ANALYTICS MATTER IN YOUR SOLUTION? EXPLAIN
- Be specific .. in describing HOW WHAT YOU PLAN TO DO, WILL HELP… what would it accomplish? What are the expected outcomes etc.
- Be specific – would you need staff to help you? Would you create a team? How long you think it would take?
- Would you need money? You decide if you do need money to accomplish any of your solutions… TELL ME THE AMOUNT and why you need the funds, how would you justify the funds to senior management?
- HINTS:
- would you change existing procedures?
- would you suggest that your company consider evaluating and selecting a new HRMS system?
- Would you change or create a new Performance Evaluation procedure?
- Would you do a cost justification?
- Remember to document your assumptions – if you do not state them in your essay.
- When you are referencing any source materials besides the textbook, please make sure to use footnote or cite at the end of your document.
NOTE: For any COST JUSTIFICATION, OR ANY MENTION OF POTENTIAL EXPENDITURES IF YOU ARE PROPOSING A NEW OR REPLACEMENT
HRIS/HRMS/HCMS – use the following values:
- After “go live” the fees for running a software product with integrated HR/Payroll/Benefits and other modules.. use $20 dollars per employee per month (PEPM).
- And remember there is a ONE TIME implementation fee… from the point of contract signing and until “go – live” to set up the new system, vendors might charge…. Based on number of employees:
Less than 100 active employees - $20,000
Between 100 - 500 active employees - $50,000
between 501 – 1000 active employees - $100,000
greater than 1000 employees – use $200,000
SUBMISSION GUIDELINES:
THERE MUST BE AT LEAST 3 SOURCE CITATIONS IN YOUR DISCUSSION (you CAN use my
presentations and guest speaker presentations (IF WE HAD ANY) if needed –You CANNOT use the Textbooks as a source citation) but you CAN use ANY OF the reading assignments articles.
- 1. ACTION PLAN MUST BE BETWEEN 3 – 6 PAGES IN TOTAL… NO LONGER PLEASE.
- 2. SUBMIT YOUR FINAL ESSAY AS ONE DOCUMENT, WITH THE ANSWERS TO BOTH QUESTIONS: (DO NOT SEND ME SEPARATE DOCUMENTS).
- 3. Remember to have your name in the file name AND ON THE PAGE. It must be a Word document, OR a pdf.
WHAT I WILL BE LOOKING FOR TO DETERMINE YOUR GRADE?
YOUR GRADE WILL BE BASED ON YOUR WRITING AND HOW YOU DESCRIBE THE CHALLENGE / PROBLEM / ISSUE, YOUR STEPS IN TRYING TO SOLVE THE CHALLENGE
/PROBLEM / ISSUE, THE ANTICIPATED RESULTS, IF AND HOW YOU USE HR TECHNOLOGY TO HELP YOU ADDRESS THE PROBLEM, ANY COSTS YOU IDENTIFY AND WHAT IS ACCOMPLISHED DURING WHAT TIMEFRAME. ALL THIS FOR THE COMPANY YOU MAKE UP AND BRIEFLY DESCRIBE.
GENERALLY, I WANT TO SEE WRITINGS THAT SHOW YOU UNDERSTAND THE ROLE OF HR, ITS USE OF HR TECHNOLOGY, SOME PEOPLE ANALYTICS AND HOW HR MUST BE A “STRATEGIC BUSINESS PARTNER” IN HELPING THE COMPANY FACE THE ISSUE RAISED BY YOUR BOSS – THE CHRO – IN HIS MEMO TO YOU.
Good luck!!!
ANY QUESTIONS….?? JUST WRITE TO ME.
And make sure you submit your assignment to me ON TIME!!!
Professors Name
Course Code and Name
Date
Final Essay Assignment
Question One
One of the most surprising things I learned is the integration of AI in HR roles. AI has transformed HR roles from data management to information craftsmanship, enabling HR professionals to leverage data and insights to drive better business outcomes and create more effective HR strategies. In the past, the HR function was largely focused on data management, such as collecting, organizing, and maintaining employee records, payroll data, and benefits information. However, with the advent of artificial intelligence (AI) and machine learning (ML) technologies, HR roles have evolved to become more focused on information craftsmanship. Today, HR professionals are using AI and ML to analyse large sets of data and generate insights that can help them make more informed decisions about talent management, recruitment, employee engagement, and retention. This means that HR professionals are no longer just responsible for collecting and managing data, but also for extracting insights and crafting information that can be used to drive strategic business decisions. AI can help HR professionals to gain a deeper understanding of employee behavior and engagement. In addition, it can help to automate many routine HR tasks, such as scheduling interviews, responding to employee inquiries, and managing benefits enrolment. This can free HR professionals to focus on more strategic tasks requiring creativity, critical thinking, and problem-solving skills.
Another surprising concept is Dave Ulrich's argument that the evolved HR requires art and science to ensure effectiveness. The "science" part of HR refers to the analytical and quantitative skills necessary for HR professionals to make data-driven decisions. This involves using data to identify trends, predict outcomes, and measure the impact of HR policies and practices. HR professionals must be able to analyse data, interpret results, and use insights to make informed decisions. However, according to Ulrich, HR also requires an "art" component involving soft skills such as communication, collaboration, empathy, and creativity. HR professionals must be able to connect with employees on a human level and understand their needs, aspirations, and concerns. This involves building relationships, listening to feedback, and finding innovative solutions to complex HR challenges. In other words, HR professionals must be able to balance the science of data analysis with the art of human interaction to be effective in their roles. They must be able to use data to make informed decisions while also being able to communicate those decisions in a way that resonates with employees and builds trust. Ulrich argues that the art and science of HR are equally important and must be integrated to create a successful HR function. HR professionals must be able to combine their analytical skills with their soft skills to develop HR strategies that are both data-driven and employee-centric.
Stakeholders are not necessarily interested in raw data. Instead, they want meaningful information to make informed decisions and take action. Data refers to raw facts and figures, such as numbers, statistics, and graphs. While data can be helpful in identifying trends and patterns, it is often complex and difficult to interpret without proper context. On the other hand, information refers to processed and organized data that has been analysed, interpreted, and presented in a meaningful and relevant way to stakeholders. It provides the context and perspective needed to make informed decisions. In essence, stakeholders want information because it provides context, relevance, and insight to help them make better decisions. The information helps stakeholders understand the implications of the
Question Two
Dear Mr. Miller,
Thank you for bringing your concerns to my attention. As requested, I have prepared an action plan that will help us understand the reasons behind the high turnover rate and address the issues at hand. The information will reduce the company’s employee turnover rate and prevent our competitors from poaching our most talented workers. It will also create a work culture which attracts positive online reviews.
ABC Inc. is a privately held company headquartered in the United States. The company specializes in software development and has developed innovative software products that have gained recognition in the industry. The company has a strong commitment to innovation and inclusivity, and this culture is reflected in its daily operations. ABC Inc. strives to create an environment where employees feel empowered to take risks, experiment with new ideas, and collaborate with their peers. The company encourages diversity and inclusion, and it values employees from different backgrounds, cultures, and perspectives. However, following the current turnover rate, the company should take the following steps.
Step 1: Conduct an Exit Interview Analysis
To understand the reasons behind the high turnover rate, we need to conduct an analysis of exit interviews. We will analyze the data to identify common themes and trends, as well as any areas where we are faili...