Overview

Write a 3–4-page analysis of HR professionals functioning as change agents and supporting organizations as internal consultants.By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:SHOW LESS

• Competency 1: Assess human resource functions, processes, and roles which support organizational strategy.
  • Define the role and function of HR as a change agent and as an internal consultant.
  • Explain how each HR role complements each other.
• Competency 2: Analyze the strategic role of human resource management (HRM) within the global business environment.
  • Relate how each HR role supports a global organization's strategy.
• Competency 3: Apply human resource practices to support strategic human resources management.
  • Examine cultural, ethical, and legal considerations for each role in supporting strategic HRM.
• Competency 4: Communicate in a manner that is scholarly and professional.
  • Write coherently to support a central idea (in appropriate APA format) with correct grammar, usage, and mechanics as expected of a business professional.

Competency Map

CHECK YOUR PROGRESSUse this online tool to track your performance and progress through your course.

Context

The HRM professional going forward will function in a variety of important roles, including change agent and internal consultant. For HR professionals to make value-based business contributions to achieving organizational goals, they must possess specific knowledge, competencies, and skills that will enable them to effectively manage human capital, as well make tangible economic contributions to business growth and sustainability.SHOW MORE

Questions to Consider

As you prepare to complete this assessment, you may want to think about other related issues to deepen your understanding or broaden your viewpoint. You are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your professional community. Note that these questions are for your own development and exploration and do not need to be completed or submitted as part of your assessment.SHOW MORE

Resources

Required Resources

The following library articles are divided into two subjects: HR as Change Agent and HR as Internal Consultant. Read at least one article from each list in preparation for this assessment.

HR as Change Agent

• Boldizzoni, D., & Quaratino, L. (2011). The role of human resource manager: Change agent vs. business partner? Research into HRM in Italy. EBS Review, (28), 41–52.
• Enescu, C., & Popescu, D. M. (2012, July). Executive coaching – Instrument for implementing organizational change. Review of International Comparative Management / Revista De Management Comparat International, 13(3), 378–386.
• Naudé, M., Dickie, C., & Butler, B. (2012). Global economic crisis: Employee responses and practical implications for organizations. Organization Development Journal, 30(4), 9–24.
• Rees, C. J., & Johari, H. (2010). Senior managers' perceptions of the HRM function during times of strategic organizational change. Journal of Organizational Change Management, 23(5), 517–536.

HR as Internal Consultant

• Long, C. S., Ismail, W. K. W., & Amin, S. M. (2011). Internal consultation skill and linkage with the critical strategic roles of HR practitioners in Malaysia. The Journal of Management Development, 30(2), 160–174.
• Long, C. S., & Ismail, W. K. W. (2012). The HR specialist as an agent of change: Skills that open up a place at the company's top table. Human Resource Management International Digest, 20(2), 24–28.
• Enescu, C., & Popescu, D. M. (2012, July). Executive coaching – Instrument for implementing organizational change. Review of International Comparative Management / Revista De Management Comparat International, 13(3), 378–386.
• Vosburgh, R. M. (2007). The evolution of HR: Developing HR as an internal consulting organization. Human Resource Planning, 30(3), 11–23.
• Wright, C. (2008). Reinventing human resource management: Business partners, internal consultants and the limits to professionalization. Human Relations, 61(8), 1063–1086.

SHOW LESS

Suggested Resources

The resources provided here are optional. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The MBA-FP6241 – Human Resource Management in the Twenty-First Century Knowledge Organization: Library Guide can help direct your research, and the Supplemental Resources and Research Resources, both linked from the left navigation menu in your courseroom, provide additional resources to help support you.

Capella University Library Resources

• Miller, C., & Subbiah, K. (2012). A five-factor model for success of internal consultants. S.A.M.Advanced Management Journal, 77(1), 4–12, 27
• Targeted News Service. (2011). Emerging markets, workforce analytics, and HR in the cloud are "revolutionary" trends expected to change the human capital landscape. Deloitte Report from PR Newswire.
• Trotter, W. (2012). Internal consulting skills enhance quality management capabilities. The Journal for Quality and Participation, 35(3), 36–38.
• Ulrich, D., Brockbank, W., & Ulrich, M. (2010). Capturing the credible activist to improve the performance of HR professionals. People and Strategy, 33(2), 22–30.

Assessment Instructions

Preparation

Read and select two articles from the Resources: one article from the HR as Change Agent list and one article from the HR as Internal Consultant list to complete this assessment.

Assessment Requirements

Write a 3–4-page analysis of HR professionals functioning as change agents and supporting organizations as internal consultants. Include the following:

• Define the role and function of HR as a change agent and as an internal consultant.
• Explain how each HR role complements each other.
• Relate how each HR role supports a global organization's strategy. Consider recruitment, retention, total rewards, performance management, employment law, and how these functions may differ between industries and countries.
• Examine cultural, ethical, and legal considerations for each role in supporting strategic HRM.

Your analysis should be written coherently to support a central idea, in appropriate APA format, with correct grammar, usage, and mechanics as expected of a business professional.

Additional Requirements

• References: Support your analysis with at least two Capella University Library articles from the Resources. You must use proper APA style to list your references.
• Length: The body of the analysis must be 3–4 pages, not including the references list.
• Written communication: Demonstrate graduate-level writing skills through accurate communication of thoughts that convey the overall goals of the analysis and do not detract from the message.
• Formatting: Use APA formatting, including correct in-text citations, proper punctuation, double-spacing throughout, proper headings and subheadings, no extra line spaces before headings and subheadings, proper paragraph and block indentation, no bolding, one-inch margins all around, and no bullets.
• Font and font size: Times New Roman, 12 point.