Human Resource Management (MGMT 335 - Spring 24)
| Program Overview | ||
|---|---|---|
| Program Title | Human Resource Management (MGMT 335 - Spring 24) | |
| Organization | SUNY Potsdam | |
| Student Application Link | https://potsdam.capsource.app/program/human-resource-management-mgmt-335-spring-24/rfp | |
| # of Students Enrolled |
15
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| # of Projects Running |
1 Project/s Added (of 1 Project Expected)
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Program Timeline Project Duration |
Start Date: 01/29/24 End Date: 03/08/24 1 month |
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| Collaboration Overview | ||
|---|---|---|
| About Students |
The students participating in this program are likely taking Human Resources for the first time. They are typically Juniors and Seniors in their bachelor program. Students have limited to no history with HRM.
Student Level: Associate Degree Bachelor Degree Student Time Commitment: Full Time Team Structure: 2 - 3 |
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| Program Goals |
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| Format Structure |
Single Project Multiple Teams |
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| Format Title | Live Case | |
| Format Description | Class project framed as a live case study for one or more student teams to work on.
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| Benefits For Industry Partners | ||
| Project Modality | Fully Remote | |
| Industry Partner Requirements to Participate | ||
|---|---|---|
| Project Topics | Employee and Labor Management Talent Management | |
| Target Industries | Aerospace & Defense Agriculture & Farming Arts & Recreation Biotech & Pharmaceuticals Computers & Hardware Construction, Repair & Maitenance Consumer Services Education Energy & Utilities Fashion & Apparel Finance Food & Beverage Government Health Care Insurance Manufacturing Media Natural Resources Non-Profit Professional Services Public Works Real Estate Restaurants, Bars & Food Services Retail Software & IT Sports & Entertainment Telecommunications Transportation & Logistics Travel & Tourism | |
| Skills & Expertise | Communications Labor & Employment Law Presentation Design Qualitative Research | |
| Location Information & Preferences |
Local (within 30 miles) |
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| Sponsorship |
No Sponsorship Required |
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| Compensation |
Following compensation will be offered to the students: |
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| Other Requirements | ||
| Expected Time Commitment For Project Managers | 1 Hour per week | |
| Key Program Dates | Due Date |
|---|---|
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Request for Proposal published
Collaboration request published. Industry Partners may express interest in participating.
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Nov 30 2023, 04:23.43 PM |
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Interview
Educators will begin interviewing interested Industry Partners to discuss project ideas.
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Dec 06 2023, 04:23.43 PM |
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Proposal Application Deadline
Final date for Industry Partners to express interest in participating.
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Jan 11 2024, 04:23.43 PM |
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Finalize Project Charter
Educators and Industry Partners finalize project charters, legal documents, and background materials.
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Jan 17 2024, 04:23.43 PM |
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Official Program Launch
We’ll find a time on this day for you to meet with the students to kick off your project.
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Jan 29 2024, 12:00.00 AM |
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Official Program End
We’ll find a time on this day for you to meet with the students to wrap up your project.
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Mar 08 2024, 12:00.00 AM |
Project Overview
| Project Details | |
|---|---|
| Project Title | Compensation Change In The Workforce: Measuring Fiscal Compensation Vs Flexibility; What Do People Want |
| Project Synopsis |
What is the challenge or opportunity you are trying to address within your organization? Looking to see what demographics value the most, specifically college graduates, professionals with 5-10 years experience, and then professionals with over 10+ of workforce experience. Would like to see what the breakdown is percentage wise in terms of fiscal compensation vs flexibility as it relates to the overall compensation package. Is there a certain $ amount, perk, or benefit that would increase the amount of people who would apply, interview, and accept the job? What are the top 3 things people value and take into account when deciding where to work (rank and add percentage). Eventually being able to look at the data and build recruiting architypes for each demographic previously mentioned.
What are some of the activities or action items you think will need to be taken to achieve your desired results?
What would make this project a success for your organization? What measurable results are you looking to accomplish? Looking to see what demographics value the most, specifically college graduates, professionals with 5-10 years experience, and then professionals with over 10+ of workforce experience. Would like to see what the breakdown is percentage wise in terms of fiscal compensation vs flexibility as it relates to the overall compensation package. Is there a certain $ amount, perk, or benefit that would increase the amount of people who would apply, interview, and accept the job? What are the top 3 things people value and take into account when deciding where to work (rank and add percentage). Eventually being able to look at the data and build recruiting architypes for each demographic previously mentioned.
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| Compensation |
Following compensation will be offered to the students
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| Sponsorship |
No Sponsorship Required |
| Resources |
Program Timeline
| Touchpoints & Assignments | Date | Type |
|---|---|---|
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Program Kickoff |
01/29/2024, 10:00 AM US/Eastern (UTC-05:00) | Event |
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Final Presentations |
03/03/2024, 23:59 PM US/Eastern (UTC-05:00) | Project Milestone |
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In-class presentations |
03/08/2024, 10:00 AM US/Eastern (UTC-05:00) | Event |
Projects
Filters
| Project | Organization | Topics |
|---|---|---|
| Compensation change in the workforce: Measuring fiscal compensation vs flexibility; what do people want | FWF | Child Welfare Community Organization and Social Action Corporate Social Responsibility Cybersecurity Data Management Economic Development, Work and Occupations Growth Strategy Individual and Family Advocacy Organizational Culture Research & Development Sales & Business Development Talent Management |
Program Managers
| Name | Organization |
|---|---|
| Amanda LeDesma | Watertown Extension |