1. Week 1 Assignment 3: Human Resources Strategic Planning and
Measurement Task Force
In organizations today, the emphasis is on performance and the
contribution of a function to the success of that organization.
Senior managers demand evidence of effectiveness and
efficiency. They need objective ways to measure achievement
and strategically plan for the future. The heart of success at
BANKS Industries is the HR department's responsibility to
guide managers in their ability to screen, hire, and retain quality
employees.
As part of the BANKS management team, you have been
assigned to a task force that is considering how the HR
department should be strategically involved as the BANKS
workforce becomes more diverse and experiences expansion,
possibly into more countries. As part of a preliminary
discussion, you have been asked to generate a report on the
following issues:
What should be the basis of the HR department’s goals
regarding their responsibilities to support management during
the screening, hiring, and retention stages of employees?
How do these goals strategically align with success for
BANKS?
How should the HR department interact with and implement
these goals for management and employees?
How will you measure whether the HR department has been
successful in achieving its goals? Based on your research, what
assessments can be used to determine success?
Write an 8–10-page report in MS Word format. Apply APA
standards to citation of sources. Use the following file naming
convention: By
Wednesday, January 13, 2016
, deliver your assignment to the
Assignment 3 Grading Criteria
Identified the basis of the HR department’s goals regarding

2. their responsibilities to support management during the
screening, hiring, and retention stages of employee
management.
Explained how these goals are strategically aligned with the
success of BANKS.
Described how the HR department should interact with and
implement these goals for management and employees.
Elaborated on ways to measure whether the HR department has
been successful in achieving its goals, including assessments
used to determine success.
Wrote in a clear, concise, and organized manner; demonstrated
ethical scholarship in accurate representation and attribution of
sources; displayed accurate spelling, grammar, and punctuation.
MEMORANDUM
BANKS Industries
TO: BANKS Senior Management
FROM: HR Department

3. SUBJECT: General Issues
BANKS would like to thank everyone for an excellent quarter
following the completion of our merger with our partners in
China. While there is still a lot to do, things are starting to fall
into place and our new, bigger team is moving forward with
some great product innovations and promising endeavors.
As you are aware, while we have a substantially diverse
employee population in our home office, the addition of an
international team has greatly increased the representation
among employees. As we continue to operate, it is important to
consider that our cultural values play a strong role in how we
each function, and we are likely to encounter differences in how
we communicate, interpret information, approach our workday,
and many other aspects of work. We value human differences
and believe they make us stronger as an organization. However,
they can cause significant challenges in how we function on a
daily basis.
While this will create challenges, it will also bring
opportunities. We are a people-based organization. Without our
employees, we have no product or service. This is true for
virtually any organization in existence today.
Remember that we are here to work with you and support your
efforts to make BANKS successful. The strategic partnership
between the human resources (HR) department and management
is critical in ensuring that we are well equipped to face current
and future challenges, embracing our diversity as we move
forward.
MEMORANDUM
BANKS Industries
TO: BANKS Senior Management
FROM: HR Department
SUBJECT: Strategic Partnerships
As we continue to collaborate with you, you may be wondering

4. how human resource management (HRM) can add value to an
organization.
The answer lies in the ability of the HRM function to contribute
to the achievement of the organization's strategic goals. If HRM
or any other function does not meet this standard, it harms the
organization and reduces its chances of being successful.
Therefore, HRM must identify organizational goals. It should
also build and maintain processes to support and help other
operations to be successful. It must link its goals and activities
with other organizational units or departments to balance the
conflicting interests of the other groups.
Our goal is to accomplish these things while maintaining open
lines of communication with management. Over the next several
weeks, we will internally analyze our current policies and
procedures in an effort to ensure they are consistent with our
new goals and vision. We will be communicating these to you in
a timely manner.
As a member of the management team, you will be instrumental
in communicating this vision to your team. We will work
together on this, frequently asking for your feedback or action