Topic: Application – week 1 – HR as a Strategic PartnerOrder DescriptionBelow is an assignment that I can convert to PowerPoint on my own. I just need you to write up the data on the topics below regarding Strategic Planning and maybe put in a bullet style. At least 2 references are fine.Please include references and I will put on last slide on my own.Let me know if any questions.The resources are below. I am supposed to pick an organization (so if you might have one you feel comfortable with that is fine. But my thoughts were Wells Fargo since they are a big company that needs to staff a vast variety of employees).——————————————————————————————————————-ApplicationHR as a Strategic PartnerImagine you were just hired as the new HR director. In the past, HR has not had significant input in the organization’s strategic planning. In one of your first meetings with the CEO, you suggest that the HR function should be more strategic. The CEO is unsure if this is necessary and responds, “I will invite you to the next meeting with all the directors. You can make a presentation to convince us why and then we can discuss this more.”Choose an organization with which you are familiar or to which you have access to public information (e.g., BP, McDonalds, Wells Fargo, Starbucks). You will be using this organization throughout the course in various assignments.For this Application, create a 7- to 10-slide PowerPoint presentation that you would present to a group of directors on why the HR function should be more strategic. Include the following:• How the organization’s strategic planning might benefit from using a systems-thinking approach, which would include HR• The benefits and contributions HR might bring as a strategic partner• The role HR metrics can have in the organization’s strategic planning and implementation of strategies• How HR metrics might be the driver of organizational change• How HR metrics contribute to the organization’s future successBe specific, and provide examples with references to the literature.Course Text• Becker, B., Huselid, M. A., & Ulrich, D. (2001). The HR scorecard: Linking people, strategy, and performance. Boston, MA: Harvard Business School Press.o Chapter 1, “HR as a Strategic Partner: The Measurement Challenge”In this chapter, the authors discuss the importance of HR as a strategic partner and the metric challenges that HR professionals typically face. The HR system/High-Performance Work System is also introduced.Articles• Lawler, E. E., III, & Boudreau, J. W. (2009). What makes HR a strategic partner? People & Strategy, 32(1) 14-22. Retrieved from the Walden Library using the Business Source Complete database: https://web.ebscohost.com.ezp.waldenulibrary.org/ehost/detail?sid=d769ecfc-d361-4949-b608-5d04fa945744%40sessionmgr114&vid=1&hid=110&bdata=JnNpdGU9ZWhvc3QtbGl2ZSZzY29wZT1zaXRl#db=bth&AN=38508831In this article, the authors present data from a study on the role of HR in large U.S. corporations. In particular, the study examines the strategic role of the HR function.• Leibs, S. (2007). Measuring up. CFO, 23(6), 62–66. Retrieved from the Walden Library using the Business Source Complete database:https://web.ebscohost.com.ezp.waldenulibrary.org/ehost/detail?sid=70c8c5a8-63c6-42d5-a01d-92cfcbf42536%40sessionmgr114&vid=1&hid=110&bdata=JnNpdGU9ZWhvc3QtbGl2ZSZzY29wZT1zaXRl#db=bth&AN=25470066This article focuses on the importance of using metrics in organizations and includes some useful HR-related examples.• Lockwood, N. R. (2006). Maximizing human capital: Demonstrating HR value with key performance indicators. HRMagazine, 51(9), 1–10. Retrieved from the Walden Library using the Business Source Complete database:https://web.ebscohost.com.ezp.waldenulibrary.org/ehost/detail?vid=11&hid=110&sid=16134628-7e3a-41bd-891c-d27076957278%40sessionmgr115&bdata=JnNpdGU9ZWhvc3QtbGl2ZSZzY29wZT1zaXRl#db=bth&AN=22275685In this article, the author discusses metrics that can demonstrate the value of human capital to the success of the organization.