Annual Human Resources Operating Plan Order Description COMPLETE THE ATTACHED PAPER SECTIONS 5 & 6 ONLY. FOLLOW THE FORMAT AND KEEP THE HEADERS/TEMPLATE. THIS IS FOR COCA-COLA COMPANY. EACH SECTION NEEDS AN INTRODUCTION TO THAT TOPIC (I.E. GENERAL ACADEMIC INTRODUCTION TO IMPLEMENTATIONOF AHROP FOR SECTION 5 AND GENERAL ACADEMIC INTRODUCTION TO MEASUREMENT & ASSESSMENT FOR SECTION 6) THEN GO INTO THE REST. FOLLOW DIRECTIONS IN PARENTHESIS 5. Implementation. (Read, then delete: Note that this section anticipates likely internal challenges that will be faced as reactions to the AHROP during the implementation and then plans briefly for them, using the 3 categories identified. First, provide a comprehensive introduction with appropriate academic citations to explain this, i.e., that there are always things that happen when change is implemented, because people react. *NOTE: the implementation phase is roughly the week during which the launch occurs.). 5.1. Constraints. (Read, then delete: This section is 2 – 3 paragraphs and anticipates and identifies likely internal barriers, roadblocks and challenges that may get in the way of the HR plan launch, and then, right here, plans for how to address these likely constraints to mitigate them). 5.2. Collaboration. (Read, then delete: This section recognizes that HR cannot implement their plan without the involvement of others in the organization, and so it plans for opportunities to create buy-in and support, builds trust, shared ownership, build teams and/or camaraderie, etc. This is part of the plan, so specific groups or departments are identified with a plan for how they will support the implementation of the AHROP). 5.3. Communications. (Read, then delete: This is essential a mini-communications plan for the implementation of the AHROP. This section plans for timely and carefully crafted messaging throughout the implementation of the AHROP during its different phases, to ensure that everyone who needs to know what is going on is informed at the right time). 6. Measurement and Assessment. (Read, then delete: Provide a general introduction with appropriate academic citations to explain the key concepts to readers of the plan about the use of metrics and their utilization, monitoring and reporting. Be sure to discuss the purpose and value of having measurements, and be sure to explain that HR has three specific categories of metrics – unlike companies that have four – then provide a transition into the discussion of HR metrics.). 6.1. HR Metrics. (Write a brief introduction for the reader of this plan that explains the value and use of metrics by the Corporate HR to assess the progress and status of the AHROP, and be sure to explain that HR has three specific categories of metrics – unlike companies that have four). 6.1.1 Routine HR Metrics (Read, then delete: Write a brief introduction, then discuss the HR Routine Metrics chosen for the BSC). 6.1.2 HR Strategy Metrics (Read, then delete: Write a brief introduction, then discuss the HR Strategy Metrics chosen for the BSC). 6.1.2 Organizational Oversight Metrics (Read, then delete: Read, then delete: Write a brief introduction, then discuss what Organizational Oversight Metrics are, i.e., necessary metrics that the C-suite uses to run the organization, but metrics that NO department owns, not even HR, so they are assigned based on the fact that HR is familiar with many aspects of these metrics which tend to include people elements, e.g., Organizational Knowledge, Organizational Effectiveness, and Organizational Capacity). 6.2. Reports Metrics to the Organization. USE ONLY PROVIDED RESOURCES! DO NOT STRAY FROM THIS FORMAT/TEMPLATE PROVIDED
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