Organizational Behaviour and Human Resources
Timeline
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May 8, 2022Experience start
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June 7, 2022Project Scope Meeting
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June 21, 2022Mid-Point Check-Ins with Each Team
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August 2, 2022Final Check in
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August 10, 2022Experience end
Timeline
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May 8, 2022Experience start
-
June 7, 2022Project Scope Meeting
One meeting with all teams and company to confirm project scope and requirements. This is a general Q & A session.
-
June 21, 2022Mid-Point Check-Ins with Each Team
Feedback provided by virtual meetings or email between each student team and company to review progress and gain clarity on any questions or requirements.
-
August 2, 2022Final Check in
Feedback provided by virtual meetings or email between each student team and company to review progress and gain clarity on any questions or requirements.
-
August 10, 2022Experience end
Categories
Leadership Organizational structure CommunicationsSkills
project planning business consulting business strategy marketing strategyThe Organizational Behavior and Human Resources (OBHR) major helps students develop the skills and knowledge required to transform an organization’s most important asset – its human capital – into a sustainable competitive advantage. OBHR professionals play a key role in achieving organizations’ strategic objectives by implementing human resource solutions, such as managing talent, providing training and facilitating organizational change. By completing the requirements for the OBHR major, students complete all the coursework necessary to qualify for their Certified Human Resources Leader (CHRL) professional designation.
For more information including course details please see here.
Beginning in May 2022, teams of 3-5 students will work with your organization to support you with achieving your key business objectives by developing a recommended plan of action.
* Please note that the course dates are subject to change depending on University scheduling*
- Project plan and weekly status reports
- Final project report with recommendations and an executive summary
- Presentation of recommendations from top one or two teams (via a virtual webinar format)
Project timeline
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May 8, 2022Experience start
-
June 7, 2022Project Scope Meeting
-
June 21, 2022Mid-Point Check-Ins with Each Team
-
August 2, 2022Final Check in
-
August 10, 2022Experience end
Timeline
-
May 8, 2022Experience start
-
June 7, 2022Project Scope Meeting
One meeting with all teams and company to confirm project scope and requirements. This is a general Q & A session.
-
June 21, 2022Mid-Point Check-Ins with Each Team
Feedback provided by virtual meetings or email between each student team and company to review progress and gain clarity on any questions or requirements.
-
August 2, 2022Final Check in
Feedback provided by virtual meetings or email between each student team and company to review progress and gain clarity on any questions or requirements.
-
August 10, 2022Experience end
Project Examples
Health and Wellness Program Development
- A review of your current Health and Wellness Program (if applicable).
- An analysis of your industry benchmarks and trends in corporate health and wellness.
- Conducting a survey of your employees to determine which health and wellness initiatives would be valued.
- Developing recommendations and creative ideas to incorporate health and wellness into the workplace with the intent of lowering illness, injury, and absenteeism.
- Developing a Health and Wellness Program that is tailored to your organization’s budget and culture.
- Providing benchmark metrics on the ROI of Health and Wellness Programs.
Compensation Recommendations
- A review of your current rewards and total compensation.
- An analysis of your industry benchmarks around rewards and compensation.
- Helping you to establish rewards that are aligned with your corporate culture.
- Determining how your total compensation package is perceived internally and externally.
- Providing recommendations to enhance the perceived value of your current rewards and total compensation plan.
- Providing strategic recommendations to improve your organization’s rewards and total compensation plan.
Onboarding Plan
- A review of your current onboarding plan.
- An analysis of your industry benchmarks around onboarding.
- Helping you to establish an onboarding plan that is aligned with your corporate culture.
- Determining how your onboarding plan is perceived by current and new employees.
- Providing recommendations to enhance the effectiveness of your onboarding plan.
Diversity and Inclusion Recommendations
- Developing a roll out plan for incorporating diverse practices into your workforce and explaining its positive benefits
- Developing a plan to re-imagine your mission, vision, and purpose and roll it out to employees.
- Creating a strategy for attracting more diverse talent
- A comparison of how your organization’s equitable practices stack up with similar companies
- Suggestions for incorporating diversity training
Employee Motivation Assessment
- Developing extrinsic motivational strategies such as rewards, bonuses, time-off, etc.
- Developing intrinsic motivational strategies such as viewpoints and perspectives
- Developing language guides to help supervisors and management teams maintain motivation
Organizational Behaviour Consultancy
- •\Manage a significant organizational change or restructuring.
- Reduce employee turnover or absenteeism or increase workplace safety.
- Integrate cultures in a merger or acquisition.
- Develop an environmental sustainability plan.
- Redesign an internal system or process including hiring, socialization, compensation, motivation, team management, learning, and training.
- Develop a plan to re-imagine your mission, vision, and purpose and roll it out to employees.
- Assess your organizational structure's fit with your organization's strategy.
- Develop a plan to increase diversity and its' positive effects in your organization
Companies must answer the following questions to submit a match request to this experience:
Provide a dedicated contact to answer periodic emails or take phone calls as needed to address student questions in a timely manner. Students will be coached to make judicious use of your time.
Be available to attend a single kick-off/project scope meeting with all teams during second week of term. The kick-off will be a Q & A opportunity for all teams to solidify understanding of scope and requirements.
Be available to schedule and attend a final webinar presentation of project results during Week 8 of term. You can select the top one or two team solutions for presentations to minimize the load of multiple presentations.
Provide team feedback twice over the semester and complete a post course survey.
Commit to a minimum of 5 interactions with the five student teams remotely, approximately 4–6 hours minimum over the duration of the project. These contacts are likely to be question/answer sessions or requests for additional information or clarification.
Be available for a quick phone call with the instructor to initiate your relationship and confirm your scope is an appropriate fit for the course.
Complete Capstone Project Proposal documentation one week after initial Riipen project meeting with the university.
Timeline
-
May 8, 2022Experience start
-
June 7, 2022Project Scope Meeting
-
June 21, 2022Mid-Point Check-Ins with Each Team
-
August 2, 2022Final Check in
-
August 10, 2022Experience end
Timeline
-
May 8, 2022Experience start
-
June 7, 2022Project Scope Meeting
One meeting with all teams and company to confirm project scope and requirements. This is a general Q & A session.
-
June 21, 2022Mid-Point Check-Ins with Each Team
Feedback provided by virtual meetings or email between each student team and company to review progress and gain clarity on any questions or requirements.
-
August 2, 2022Final Check in
Feedback provided by virtual meetings or email between each student team and company to review progress and gain clarity on any questions or requirements.
-
August 10, 2022Experience end