You are a human resources generalist at a start-up company. As new business volume grows, the employer needs to add more talent to the organization. New employees are being added to all departments, including your own. As an HR generalist,
HRM 200 Milestone One Guidelines and Rubric
Overview
You are a human resources generalist at a start-up company. As new business volume grows, the employer needs to add more talent to the organization. New employees are being added to all departments, including your own. As an HR generalist, you are part of the group that manages orientation for new employees. Your next new employee orientation session includes new human resources colleagues.
The new HR employees will be working in a distributed work design, either at the company site or 100% remote. You will need to give both sets of new employees the same basic information about your company, as well as information that is specific to their role as an HR generalist. To support this distributed workforce, you will create an orientation presentation that can be used either in person or in a remote setting.
Directions
In this milestone, you will create a PowerPoint presentation that you will use for the new HR employee orientation. Use the Project One New Hire Orientation Presentation Template provided in the What to Submit section. In addition, you will use the Project One Speaker Notes Template provided in the What to Submit section to record full speaker notes for your presentation. Alternatively, you may record a voice presentation onto your slides. You may find it useful to use the Project One Speaker Notes Template to draft your script prior to recording your audio.
Specifically, you must address the following rubric criteria:
- Human Resources Overview: Describe the major functions of HR as they relate to the employee life cycle.
- Organization Structure: Describe how human resources contributes to an organization’s strategy.
- Explain the role of an HR professional and how the role supports an organization.
- Describe how HR uses key performance indicators (KPIs) to support organizational needs.
- Talent Acquisition and Retention: Describe the organization’s approach for attracting and retaining talent.
- Explain the roles of job analysis, job design, and job specifications and how these elements support talent acquisition and retention.
- Promoting Culture: Describe methods that HR uses to promote and drive culture in an organization.
- Describe why supporting a culture of development, diversity, and inclusion adds value to an organization.
What to Submit
HR New Hire Orientation Presentation
Using the Project One New Hire Orientation Presentation Template, complete slides 2, 3, 4, and 5 for this assignment, as well as the title and references slides. Sources should be cited according to APA style.
Speaker Notes Document or Recorded Audio on Slides
Use complete sentences to outline what you would say in a verbal presentation. Sources should be cited according to APA style when using the document. If audio is used instead, each slide should contain 1 to 2 minutes of audio, not including the title and reference slides.
The following resources support your work on the milestone:
Template: Project One New Hire Orientation Presentation Template
Use this template to create your presentation.
Template: Project One Speaker Notes Template
Use this template to complete your speaker notes.
AI Usage
If you use gen AI tools to support your work on this assignment, be sure to follow these AI usage guidelines. You must acknowledge your use of these tools in your work. Guidelines on how to cite AI tools can be found in this Shapiro Library guide.
Milestone One Rubric
| Criteria | Exceeds Expectations (100%) | Meets Expectations (85%) | Partially Meets Expectations (55%) | Does Not Meet Expectations (0%) | Value |
|---|---|---|---|---|---|
| Human Resources Overview | Exceeds expectations in an exceptionally clear, insightful, sophisticated, or creative manner | Describes the major functions of HR as they relate to the employee life cycle | Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include omitting HR’s functions as they relate to the employee life cycle | Does not attempt criterion | 15 |
| Organization Structure | Exceeds expectations in an exceptionally clear, insightful, sophisticated, or creative manner | Describes how human resources contributes to an organization’s strategy | Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include missing critical elements such as explanation of roles or how KPIs are used by HR to support an organization | Does not attempt criterion | 20 |
| Talent Acquisition and Retention | Exceeds expectations in an exceptionally clear, insightful, sophisticated, or creative manner | Describes the organization’s approach for attracting and retaining talent | Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include missing critical elements such as the roles of job analysis, job design, and job specifications and how they support talent retention and acquisition | Does not attempt criterion | 25 |
| Promoting Culture | Exceeds expectations in an exceptionally clear, insightful, sophisticated, or creative manner | Describes methods that HR uses to promote and drive culture in an organization | Shows progress toward meeting expectations, but with errors or omissions; areas for improvement may include cursory or illogical explanations or missing critical elements such as development or diversity | Does not attempt criterion | 20 |
| Clear Communication | Exceeds expectations with an intentional use of language that promotes a thorough understanding | Consistently and effectively communicates in an organized way to a specific audience | Shows progress toward meeting expectations, but communication is inconsistent or ineffective in a way that negatively impacts understanding | Shows no evidence of consistent, effective, or organized communication | 10 |
| Citations and Attributions | Uses citations for ideas requiring attribution, with few or no minor errors | Uses citations for ideas requiring attribution, with consistent minor errors | Uses citations for ideas requiring attribution, with major errors | Does not use citations for ideas requiring attribution | 10 |
| Total: | 100% | ||||
