Description
Only need to do the part that i pointed out(JPG). PDF file is project information, and Word file is resource that we found so far(you may want to take a look so you know what we choose for topic)
Potential theses:
The NFL and the teams are fine with women only on the business side of football, and not when it comes to football decisions??
Potential Recommendations:
NFL strategic hiring process- Change the recruiting and hiring process to be focused more on skillset than on gender.
Succession plans – ensure business continuity and leadership through identifying in-house talent, or employees within the organization’s current workforce, who are interested in assuming higher-level and more responsible roles with the company.
Executive summary
Draws/ excites the reader.
Talk about how we found our dataResearching articles?
Listening to interviews?
Carp and the interview thing update? No interview but may be able to use aunt as a knowledge source.
What the data shows us (broadly)Main findings includeWomen more likely to break the ceiling if involved with sports whole life
Owners
Can we mainly focus on the NFL and then branch off into other leagues to make some content?
What we’re gonna proposeThey should be aiming to hire more women for many reasonsTo match the viewership of women/ fans of women
In order to increase productivity
Increase profits
Increase interest in respective teams
Widening the talent pool
Possible survey questions
Maybe What is your gender?
Do you believe women are underrepresented within the nfl?
Do you believe that women are just as capable as men to referee in professional sports?
Do you believe that a female head coach is just as capable as a male head coach in professional sports?
Does a team with women in executive positions affect your choice of cheering for them or not?
Would more females in professional sports increase your interest?
GOTTA RESEARCH ABOUT DIVERSITY for the presentation and paper
https://www.hrexchangenetwork.com/hr-talent-management/articles/diversity-hrs-role
Diversity translates into a competitive advantage for those that embrace it within their companies. It allows these companies to discover new opportunities.
Companies are able to see new trends more frequently if the workforce is representative of the fans. It is the job of HR to provide an empowering, respectful, and diverse culture.
Diversity in Human Resources
“ Diversity is “otherness or those human qualities that are different from our own and outside the groups to which we belong, yet present in other individuals and groups.””
Diversity should be fostered in business for many reasons.
HR department is responsible Diversity within many different areas of business including hiring, training, regulations, compensation equality
“Rooney Rule” from 2003 that states that each
What it consists of
What it does for companies
How it has changed
How it is still changing
Compare: Bills, 49ers, Browns, Bucs, and Raiders all have female coaches.
Stats within the Nfl to compare teams with women coaches and those without.
Side note (once we find the teams that have women coaches, find teams with a lot of office women? See their correlation too?)
https://www.pro-football-reference.com/years/2020/index.htm
Players arrests are 15.4% lower with women in the front office of the franchise, and franchises with a “critical mass” of women have 21% less incidents.
https://www.studyfinds.org/nfl-teams-women-front-office-player-arrests/
Only female full time scout in the NFL as of 2019 (Salli Clavelle for the 49er’s)
https://www.nbcsports.com/bayarea/49ers/49ers-give-promotion-salli-clavelle-nfls-only-full-time-female-scout#:~:text=Matt%20Maiocco,-49ers&text=Clavelle%20is%20the%20only%20female,camp%20as%20a%20scouting%20assistant.
Women in management positions in sports
https://fisherpub.sjfc.edu/cgi/viewcontent.cgi?article=1031&context=sport_undergrad
Page 10 “adler” – gives examples of successful women
Page 13 “Eleven individuals responded to the email request and eight consented to be interviewed. The response rate was 27%. Three interviews were conducted face to face and five interviews were conducted via email. A list of the respondent’s pseudonym, job title, and league can be found in Appendix C.”– response rate pretty low, only sent to 30 women amongst US
Six themes page 14Belonging
Respected by male subordinates (100%)
Women new to sports management major
Importance of a mentor (coming more of nowadays)
Did not feel pigeon-holed
Page 17 Social Role theory, female coaches were tomboys when they were younger, had majority male friends, and showed interest in sports at a very young age
Page 19 Discussion is an example of being demeaned
https://www.49ers.com/team/coaches-roster/katie-sowers
https://www.outsports.com/2017/8/22/16175286/katie-sowers-san-francisco-49ers-coach-gay-coming-out
Katie Sowers first open LGBT coach in the NFL, male or female.
Started as a pro football player in the Women’s Football Alliance
Hired as general manager of the Kansas City Titans of the World Football Alliance
Could this be another publicity stunt because she is openly gay?
Eagles with women in front office
https://sports.yahoo.com/eagles-feature-more-female-executives-than-any-other-nfl-team-204104045.html?guccounter=1&guce_referrer=aHR0cHM6Ly93d3cuZ29vZ2xlLmNvbS8&guce_referrer_sig=AQAAAMtBqvH1FVmnhKXKQFuOuk151rt_QAq_Ai9Jw2A-UbiC4CdMKdqzvv_fiICex5thn6GLTtxyuSqVeg-V_aHNNvDVp5pVX-Qt6ywhVxTp-2rHbyXdSRFnDSA4C2vKolIUuR77S63_wMH4uxc2XTe9djlA_BFqkUcgG6rY3yALJkBq
https://www.businessinsider.com/uswnt-carli-lloyd-nfl-kicking-career-could-happen-2019-10#:~:text=Carli%20Lloyd%20is%20serious%20about,’I’m%20entertaining%20it’&text=US%20Women’s%20National%20Team%20(USWNT,the%20Philadelphia%20Eagles’%20training%20camp.
Could this just be another example of ‘saving face’
Hard knocks with the texans (year 2015?) is where Carli first showed her talents on the football field
2019 she got invited to Eagles training camp and kicked a 55 yarder
She received ‘interest’ from teams for the 2019 preseason
Seriously entertains the idea of being an NFL kicker after soccer careerThis could be a saving face operation by some of these teams, and we will know more about this in a few years when carli lloyd retires from soccer, seeing what her future holds along with which “offers still stand”
Katie Sowers Bio (49ers) wiki
https://en.wikipedia.org/wiki/Katie_Sowers
https://www.outsports.com/2017/8/22/16175286/katie-sowers-san-francisco-49ers-coach-gay-coming-out
Team website
https://www.49ers.com/team/coaches-roster/katie-sowers
Gender equality and women in sports overall
Examination of Gender Equity and Female Participation in Sport
Women seen as lesbian or unattractively masculine if they engage in sports
Still perceived as less capable than male counterparts
Scrutiny has kept women out of male dominated sports due to the fact that if they succeed they will be branded as lesbian or masculinized
Title IX act was put into place to attempt to equalize sports (1972)
Title IX increased the participation of women in sports and improved the work environment for women
However, women are still perceived as intruding on male boundaries and are still not fully welcomed in all sports
The lack of Women in sports governance is due to the idea that the position is privileged for males
Even with Title IX gender inequality has been institutionalized within sport organizations all over the world
Even in female sports such as women’s basketball, women only hold 33% of general management positions
Women in sports are often not given the same rewards or benefits that they deserve compared to their male peers
Women are also overlooked in the recruiting process due to the selection criteria or No young children, well educated, similar experience, flexible schedule, and they have to meet certain behavioral standards of their male leadership
Often women will pass the majority of this but then be turned away due to their male leaders not liking their behavior, or the possibility of them having children in the future
Gender marketing by the media has a major focus on the athletes femininity and gender marking
Female athletes tend to only get media coverage if they are pretty and not if they are good at the sport
This has caused many great players to leave the sport
Only sport that is making significant changes in gender equality is Co-ed quidditch
FIRST (full time) WOMEN COACH IN NHL
https://www.nhl.com/news/arizona-coyotes-name-dawn-braid-as-skating-coach/c-281409696
Women in Baseball
https://www.npr.org/2019/04/08/711169787/major-league-baseball-is-trying-to-bring-more-women-into-game-related-roles
In 2018, the MLB received a C rating in diversity as only 30% of employees in pro baseball are women
188 women work in operating roles, consisting of scouting, negotiating contracts and analysing data
This includes all positions from the commissioners office to minor league farm systems
In 150 years no woman has ever been the GM or Manager in baseball
Jean Afterman is the first woman assistant GM
Other organizations have followed suitTampa Bay Buccaneers just hired two women to be assistant coaches
Notre Dame women’s basketball coach claimed that she would no longer hire men in order to promote more women on her staff
– KC royals are among the top five teams with women in baseball
-even though they one have one woman on pro staff
– “They all treat me like a little sister”
-female employees face problem and continually have to justify themselves
PHI EAGLES “RUN BY WOMEN” (2019)
https://www.wsj.com/articles/the-nfl-team-run-by-women-11569412442
Five women at the senior leadership table in 2019 for the eagles
Females make up almost half of the fans in the nfl, while only holding 35% of jobs in the league office are filled by women. This number drops to 29% when dealing with senior executives in the nflNumbers get lower at team level
Eagles were looking for diversity of thought, women were NOT hired to make a point
Hiring people from outside of football for a different perspective (Carson was a rugby coach in australia)
https://bleacherreport.com/articles/473902-is-the-nfl-not-for-ladies-or-can-women-make-it-pro
Luverne “Toad” wise was first women to play in a football game back in 1939
-Kicked 6 extra points for Escambia county high school
From 1971-2000 there has been an attempt every year of a girl trying to play with boys except 1979 and 1998
-shows there are women who want to play and men who are willing to let them
WPFL only lasted 8 seasons before stopping play in 2007 due to the fact that their was only 1 team left
IWFL founded in 2000 and still running with 51 teams broken down into different tiers
Would a scout be willing to take a chance on a woman that is as skillful as a male?
Would a coach have the confidence to put a woman into the game, when it could hurt his reputation?
https://www.womenssportsfoundation.org/wp-content/uploads/2016/11/her-life-depends-on-it-leadership-brief-full-references-final.pdf
Dawn Hudson, Executive Vice President & Chief Marketing Officer, National Football League
Even the WNBA saw a decrease in women top management of 40% or more (number is slightly higher than normal due to the fact that there are only 12 teams)
NFL RACIAL AND GENDER REPORT CARD 2019https://www.espn.com/nfl/story/_/id/27964505/the-nfl-racial-gender-report-card
NFL 100 years old
Received a B for racial hiring
Received a C+ for gender hiringGrade of 79.3% is the lowest score tallied since 2004
Rooney Rule- teams must interview a person of color for head coaching positionsNo such thing applies for a women of any top level position
Wow this barely talked about women in the nfl…. 85-90% racial issues
USWNT paid more than the men over past eight years, U.S. Soccer says
Us soccer federation pays the women’s team $34.1 million in salary and game bonusesPays the men $26.4 million
com/minda-zetlin/the-nfl-is-sort-of-trying-to-hire-more-women.html”>https://www.inc.com/minda-zetlin/the-nfl-is-sort-of-trying-to-hire-more-women.html (2016)
45% of the in person fans are women, 33% of the TV audienceWomen employees are not represented by this at all
It took 13 years of the Rooney Rule, for the NFL to realize they should be interviewing women too
Women’s Careers in Football Forum 2017Implies women need to be taught about football
Was seen as a ‘job fair’ but no one was really hiring
General managers are interested in hiring women BUT DON’T KNOW WHERE TO LOOK
https://bleacherreport.com/articles/2618710-the-past-present-and-future-of-women-and-the-nfls-boys-club#:~:text=The%20NFL%20says%2030.2%20percent,the%20league%20office%20are%20women.
The first women upper level job was in 1975. Connie Carberg was signed by the New York Jets to be a secretary in 1974. After just one year of being in the facility, she was able to showcase her talents and become the first women scout in NFL history.
Susan Spencer- the ONLY WOMEN GM in NFL history
There are 31 women in the league office at the vice president level and above, according to the NFL (2019)While the NFL itself has done a lot in terms of finding and hiring women, the same cannot be said at the team level.
“Things are progressing so quickly with women in the sport, there is some belief among team executives and assistant coaches that there could be a female coordinator in five years and a female head coach in 10 to 15. Just a few years ago, such a notion was inconceivable”What makes this jump from one title to the next so long??
TWO ARTICLES FIRST AND ONLY WOMAN NFL GM
https://www.crainsdetroit.com/article/20170327/BLOG003/170329831/a-chat-with-nfls-first-and-only-female-general-manager
https://www.inquirer.com/philly/sports/eagles/20110302_Stan_Hochman__Tose_s_daughter_knew_how_to_keep_Eagles_players_happy_with_ice_cream.html
Joined the Eagles in 1974 as the legal counsel after attending Villanova Law School
Her father was the GM at the time
By 1984 her father had spent the team into debt, and she took over as GMShe was in charge of making contracts, and implemented many cost-cutting strategies
Even though she took over as GM, it was not made public by her father. She was the ‘acting GM’The word got out, however, and Susan found herself being blamed for everything negatively associated with the eagles (losing players, losing games)
She learned to have thick skin, something she said she needed within the game of football
She believes that there will never be another women GM, as long as a current GM has a daughter that would want to take over the teamThis is kinda interesting. ^ and fits with the topic
She dealt with sexual harassment as well as almost consensus negative attitudes rcieved from a lot of male players
https://www.statista.com/statistics/1167953/nfl-female-employees/
Front office vs. arrests
Women vs records
10 women in sports who would be great executives
NBA commissioner, Adam Silver, implemented a more inclusive, progressive environment
Adam Silvers sets goal that half of new NBA referees should be women
physically, there’s no advantage to being a man instead of a women referee
“There’s no reason why women shouldn’t be coaching men’s basketball”
3 female officials in the NBA currently2 of these women were among the last 5 referee hires from the G league
Chris paul addressed the media about a call he did not agree with – “this might not be for her”Was fined $25,000
In 1997 Charles Barkley “everybody is entitled to their own opinion. I just hope they don’t have women officials. It’s the principle of the thing. I wouldn’t want a man doing a WNBA game”
NBA Remains At Forefront Of Sports’ Diversity and Inclusion Efforts
Executive summary rough draft
When coming up with ideas on prevalent human resourcing issues my group wanted to cover, we wanted to decide on a common interest. Thankfully having a group of 5 guys we could all agree we had a common interest in Sports. While conversing about our passions for sports it led us to start discussing the NFL. This is where our project idea was born. With football being a male only sport we were interested in seeing what adversaries this may have on gender equality on the organization as a whole (i.e NFL) As we dug deeper into researching we noticed that women are deeply underrepresented within the scope of male only professional sports, especially the NFL. When comparing statistics on representation, gender equality, and compensation of women working in the NFL and women working in professional sports who are played by both genders. The data we found led us to ask the questions. Why are women so underrepresented in parts of the NFL? Why do sports with only male athletes have less gender equality within their organization? As a team it sparked our interest on ways we could be more gender inclusive within the NFL and what the specific reasons are for underrepresentation. We expanded our data to various sports allowing us to compare gender equality throughout various organizations. When (I think we should actually take out the stuff about different sports in order to stay on topic with our company)
1Strategic Human Resources Management (OS 352)Clarkson UniversityRohan CrichtonTeam Portfolio Project and Associated Deliverables: 30 pointsGoal: As a team of 5 (students are free to form their own groups), assess the functioning of one aspect ofHR (e.g., workforce planning, recruiting, selecting, compensation, performance management, careerdevelopment, training, legal compliance, diversity management) in a real organization and makerecommendations for improvements.Your team will identify a client, conduct your research, present your findings to another team of studentsand prepare both a consulting-style report and a faculty report. Below, I describe the deliverables andmajor steps necessary for successfully completing the project.The deliverables and due dates are:
Team Contract: September 7th
Executive Summary: October 30th
Presentation of your findings for team project: Nov 2nd and Nov 4th
Critique of colleagues’ project: November 6th
Final Team Project Portfolio: November 9thDeliverable 1: Team ContractIt is likely that you have completed several projects in teams during your undergraduate career and thatyou will continue to do so at school and well beyond. I also expect that some of those experiences havebeen more successful than others. Assuring that teams function effectively is often considered an HRfunction and a priority for those who manage teams. Consistent with this emphasis on team effectiveness,you will be required to submit a two to three page paper discussing your teams concerns and your plansfor addressing these in the form of a team contract. The concerns you address should go beyond thesimple logistics of teamwork (e.g., how are we going to schedule meetings, assign tasks, write the finalpaper, do the presentation and write the critique). It should begin with descriptions of what your goals areand what your concerns are related to your team functioning. You should focus on the internalfunctioning of the team, how you will assure effectiveness, how you will communicate and manageconflict, and a plan for what will do if all team members do not contribute adequately, a plan to evaluateyour effectiveness along the way and in the end. This will not be graded but you will be required torevise the contract until it is deemed satisfactory and you will lose points from your overall project gradeif it takes you more than one revision to get it right.Deliverable 2: Executive SummaryA preliminary version of your Executive Summary is due in advance of your presentation so that the teamyou present to will know what to expect. A good executive summary serves as a concise overview (1page single-spaced maximum) and draws the reader in. It is very important that this be clear,informative, and well-written. It should explain what you examined and learned and create excitementabout the entire project. This must be sent to me and to the team (on the respective deadline) you will bepresenting to.2Deliverable 3: Presentation of FindingsEach team will be presenting their near final findings and recommendations to one other team from theclass. Your work should be nearly complete at this point so that you can get the most valuable feedbackpossible. You will have half of a class session in which to do your presentation, answer questions, andgather verbal feedback from your colleagues. This is not a formal PowerPoint presentation. Instead, itshould be an in-depth description of your findings in the form of a more conversational presentation,much like what consultants provide to clients. It is up to you to determine how you can best communicateyour findings to this point. The two groups will have one entire class period for both presentations. Thepresentation portion for each should be designed to last for about 25-30 minutes which allows time forquestions and verbal feedback for both groups. You will not be graded on the presentation itself.However, you will be receiving detailed feedback from the team you present to (described below).Deliverable 4: Critique of Colleagues’ ProjectEach team will be responsible for providing a brief written critique of the presentation that they saw. Thisis meant to help the team to improve their final project. This critique is worth 5 of the 30 project pointsand will be graded on how complete and constructive they are in their comments: to what degree willyour comments make their paper better. (Your critique will not affect the grade of the team you evaluate).These must be sent to me and to the team (via email) being critiqued. The critique should be at most threepages and contain the following sections:Part 1: How would you improve the objectives description?• Was the focus of the project appropriate (e.g., HR, not too broad, not too narrow)?• Was it clear what they were studying and why?• Was it clear why it was important?• What issues and problems should have been included but were not?Part 2: How would you improve the methods?• Did you understand the methodology and why it was appropriate?• Did they bring in data from multiple perspectives?• What additional data/explanation is needed?Part 3: How would you improve the findings/analysis?• Did they make clear either:• The nature of the problem being examined and the causes• What did they do particularly well in their findings?• Were their findings convincing?• What struck you as particularly insightful or useful in the analysis?• Did they use data to convince you of the issues (e.g., quotes and anecdotes)?• What arguments needed more support, and what additional analyses were needed?Part 4: How would you improve the recommendations?• Overall, what is your assessment of the recommendations? Would they help?• What was particularly good in the recommendations?• Did the proposed recommendation seem to address the problem(s) identified?• Are the proposed recommendations realistic in scope?• What suggestions do you have concerning the execution of the recommendations?• To what degree did the recommendations consider what could go wrong, costs, contingencies?• Did the recommendations include a plan to assess whether these actions are working?3Deliverable 5: Final ReportThe final paper should contain two parts: a report written in a format appropriate for the client and afaculty report for me. Both portions should be sent directly to me via email.Client Report (Please use APA 6th Edition, which includes in-text citations, reference list etc.)Write this portion of the report as you would write a consulting report to a client. It should be clear anddirect, written in a non-academic style appropriate to your main audience, using tables, figures and bulletpoints when appropriate. It is not necessary to include a description of the client as they know whatbusiness they are in. You can address this to the client (e.g., you…). This portion of the report should notbe longer than 8-10 pages and should include:The paper should contain the following sections.Executive Summary. This should be an updated version of the executive summary produced forthe presentation (described above).Introduction: What were the objectives of your project?Methods: How did you collect data?Findings: What did you learn about the area you examined?Recommendations: How would you make things better?I discuss the content of each section below:Introduction: Provide a description of the scope of your project. What is it that you were tryingto accomplish for the client? What area of HR were you examining and how did you decide onthat as your focus? What did you know about this area before you began your investigation?You should also include a description of why this area is pertinent to this organization and to anyorganization.Methods: How did you collect data? Describe how you collected data to meet these objectivesand how you made sense of it. Did you talk to anyone? If so, for how long? Why did you choosethese people? What questions did you ask? Did you use, secondary sourced interviews? If so,why? What other data sources did you use? You will also want to use this section of the paperto convince your client that this is an effective way to do thisFindings: In this section, you will provide a description of how the function you studiedcurrently works (what does it do and how?) and your analysis of the effectiveness (whatworks and what does not work) in this HR area. You should discuss the problem(s) thatyou identified with current practice in some depth: What are the gaps between this functionof HR as delivered and what is needed in the organization? What is causing these gaps?Your analysis should be based on what you learned from the customers of HR as well aswhat you know about how HR should function from class. In your discussion of theproblems, you should provide some evidence that this is an issue that truly matters for thisorganization. What are the consequences of the problem(s)? What will happen if theproblem(s) go unsolved?Throughout this section it is crucial that you support any claims, positive or negative, withconcrete evidence from your data collection. I want you to demonstrate to me what youlearned, not simply tell me.4Recommendations: Build a specific recommendation or set of recommendations about how toremedy the problem(s) you identified. For instance, if you identified problems with the interviewprocess (part of selection), describe the process that you would put in place. If you are suggestingthat HR should work to strengthen the culture of the organization, discuss the specific activitiesthat they should engage in to do so like hiring people for organizational fit and developing anextensive orientation program. You should also describe what those programs might look like.What tools would be needed to hire the fit? How would the process work? What would be thekey elements of orientation? If it is not entirely evident how your actions address the problem(s)identified, you should include an explanation. What is the reasoning behind your suggestion?This section should also include an action plan that addresses any obstacles you might face inimplementation, consideration of the costs (direct and indirect such as time spent) and politicalissues that you may face in putting this recommendation in place. Where might you experienceresistance and how would you overcome it? Who will win and lose if this recommendation isimplemented? How will you know if you are successful?Faculty ReportThe purpose of this report is to put the Client Report in context and to summarize the wider learningpoints from the investigation. There is important information that you will not want to include in theClient Report but that will help me to understand your client organization, why you took the approachthat you did, and what you learned in doing this project. Do not repeat material from the client report.This portion of the report should not be longer than 2-3 pages and should include:Description of the Client. Provide me with a brief (one-paragraph) description of the client sothat I can make sense of the rest of your project.Method. Critique your method. If you were to do this project over again, what would you changeand why? What was good and bad about your data? What did you learn about the pros and consof different data collection tactics?Issues Encountered: Here you should describe any other issues that you encountered along theway, with the client, getting access to data, with the team, or with writing the report. Are therethings that you simply couldn’t say in the report to a client (e.g., you need to fire the recruitingmanager)? Did you have difficulty with your data collection, if so, how? Was your team able toenforce the contract? Was there conflict in the team? Or any other issues you encountered.Learnings. Try to extend your learnings beyond the specific context of your client. How doesthis apply to other companies? What key issues from the materials from class are highlighted byyour inquiry? Why are there gaps between theory and practice? This section may also includelearnings about working together in a team and about doing consulting work.5AssessmentIn grading these papers, I will consider the following:Overall• Is the scope of your project appropriate and clear from the start?• Is the paper professional in its presentation, including style, appropriate use of headings, grammarand spelling.Methodology• Do you use appropriate methods to gather data? My minimum expectation is that you will havecollected data from multiple sides (e.g., both sides of conflict, customers and users of HR).Findings• How much insight do you provide into the function or problem you examine?• Do you provide an adequate description of how the HR function you examine works and does notwork or of the problem you are analyzing?• Is your description and analysis supported by data?• How well do you integrate materials from class? I am not looking for recitations from thereadings or lecture but a deep understanding. The questions I will ask here are:• Do you show understanding of course concepts, for instance in the questions you ask and therecommendations you make?• Do you apply them appropriately?• Do you do more than just name the theory or concept (e.g., do you make it clear how thisapplies in your case)?Recommendations• Are your recommendations feasible and specific? Specifically,• Is there sufficient detail on how to solve the problem?• Do the solutions connect directly to materials discussed in the analysis sections of the paper?• Do you discuss some of the obstacles, constraints, costs, risks that you will face inimplementing your solution?• Do you include a plan for assessing whether your plan is working?• Is this a feasible solution, given constraints identified?6Project Steps: What you need to do in order to succeed in this project?In order to complete the project, there are several steps you will need to take. I have organized the stepsaround a set of questions that you will be answering as you complete the step:
Who is the client? This could be the hardest part of this project and I strongly recommend that youput all of your effort into getting this settled by the end of week 3. To identify the client, Irecommend that you start by discussing the type of organization that you would like to study: e.g., isthere an industry that is of particular interest to group members? You might also take a morepragmatic approach and focus on any contacts that you might have.
What is the scope of the project? In determining what area of HR you will be examining. Discusswith your group, do preliminary research to determine availability of data. Finally, come to aconsensus, and stick with it.
What data will you gather? Early on you need to create a data collection strategy. Remember datacollection should involve both sides of the conflict or all who will be affected by this problem. Ineither case, this may be managers or lower-level employees in the organization or outsiders who arein some way affected by what you are examining.
What does the data tell you? At this stage in the project, you should be analyzing the data tounderstand: how the HR function you are studying works. You need to look carefully at the data touncover this: are there patterns in the data; are you reading certain things consistently or is therevariation in what you reading; are there quotations, observations or other data that illustrate the pointsyou would like to make?
What should the client do? Based on what you learned in your research and what you know aboutHR from class, create a detailed recommendation and action plan for the client. For this section, youmay want to do additional academic research.
How can you most effectively present your findings? The content of the report is described indetail above. The presentation should be based on what you will be putting in the report.
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