A ?Strategic HR Plan helps organizations to align human resources to ?corporate strategy. It is an essential planning document built upon the ?corporate mission, vision, values an

A  Strategic HR Plan helps organizations to align human resources to  corporate strategy. It is an essential planning document built upon the  corporate mission, vision, values and goals established in the strategic  business plan.

Topic:   Creation and Implementation of an Effective Recruiting and Retention Program to Enhance the Quality of Employees and Management within the Organization

Please use attachment outline as guide (please do not copy and paste from outline)

A  Strategic HR Plan provides information on how the HR function will  support the goals and strategies of the organization, while also  ensuring that HR planning and practices are consistent.

The  ideal Strategic HR Plan outlines how the gaps between present and  future capabilities will be addressed, enabling businesses to  effectively pursue their company goals.

Considering  what you have learned in the learning modules, and as we progress  through the course, you will develop your comprehensive Strategic HR  plan to present to the executives of your organization. The process for developing a Strategic HR Plan begins by identifying where your organization is now. Then formulate a clear picture of your company’s future along with ways to get there.

 The summary must contain the following elements:
a. Title Page (or letter of transmittal if a memorandum format is used)
b. Table of Contents (unless a memorandum format is used).
c. Introduction
d. Problem Statement (5-8 sentence paragraph that clearly defines the problem and why it needs to be researched).
e. Review of current practices (background of literature) in the area
f.  Strategic plan for change or creation of the anticipated change (use  examples of where this approach has been successful in other  organizations if pertinent).
g. Strategic approach for implementation of the change(s)
h. Final recommendations and possible outcomes (best and worst case scenarios)
i. Summary/Conclusions
j. References section
k. Appendix (if tables or charts or necessary)