Benchmark- Organization and Personal HR Development Plan Charnae Spady- Ward Professor Goodman
Grand Canyon Eniversity LDR 635- Acquiring, Developing, and Leveraging Human Capital
06/30/2021 https://youtu.be/wuM05k1RLZc
Introduction
Employees talents and skill can be recognized
There is deep analyzing of the workforce
Effective training is practiced
It promotes employee engagement and involvement of the workforce
Learning is promoted by addressing the weaknesses
Synopsis
Every plan should include skills that are needed to improve and also task that are intended to be completed
It serves as agreement between the employer and the employee
Organizations are able to link their investments in supporting their potential leaders
Individuals are able to create their own leadership development plans.
Advantages
Quality work
It build relationship
Motivation
production rate goes high increasing the rate profits
Disadvantages
It maintain a safe distance
There is higher competition
Greater experience expected
It is a position of restrictions
Have a lower recognition value
How company can focus on employee current strengths
Do not assume that the employees knows their strengths
The HR should look for ways to apply in a team setting to achieve a common goal
Team meetings helps the members to deepen their understanding
The organization should help their employees to align their talents to meet the needs of their roles
Conducting a talent assessment in each employee
Plans for developing and integrating the positions of HR specialist
Identifying future HR needs
Consider the present HR capabilities
Identifying the gaps between future needs and present capabilities
Formulation of gap strategies
Sharing and monitoring the plans
Recommendation
Following procedures and adhering to policies
Submitting to the authority of others
An organization should always consider taking risks
The company should tell the truth but with compassion
Show love to people
An organization should learn to listen
Personal development plan within HR field
Determining the human resource needs
Evaluating recruitment strategy
Selecting the employees
Developing training
Determining employees compensation plan
Appraisal performance
Conclusion
Investing on training the employees can increase productivity
Showing love to the employees motivates since they feel valued
Quality work is realized when employees are given support by the organization such as nurturing their talents and abilities
Focusing on employees strengths and talents enables a company to achieve more
Also identifying HR needs promotes strengthens the role of human resource in a company
References Maier, A., Brad, S., Nicoară, D., & Maier, D. (2014). Innovation by developing
human resources, ensuring the competitiveness and success of the organization. Procedia-Social and Behavioral Sciences, 109, 645-648.
Rezaei, F., & Beyerlein, M. (2018). Talent development: A systematic literature review of empirical studies. European Journal of Training and Development.
Berber, N., & Lekovic, B. (2018). The impact of HR development on innovative performances in central and eastern European countries. Employee Relations.
El-Ghalayini, Y. (2017). Human resource management practices and organizational performance in public sector organization. Journal of Business Studies Quarterly, 8(3), 65.
Griffith, J. A., Baur, J. E., & Buckley, M. R. (2019). Creating comprehensive leadership pipelines: Applying the real options approach to organizational leadership development. Human Resource Management Review, 29(3), 305- 315.
References
Akkaya, B., & Tabak, A. (2020). The link between organizational agility and leadership: A research in science parks. Academy of Strategic Management Journal, 19(1), 1-17.
Bagdadli, S., & Gianecchini, M. (2019). Organizational career management practices and objective career success: A systematic review and framework. Human Resource Management Review, 29(3), 353-370.
Poór, J., Juhász, T., Machová, R., Bencsik, A., & Bilan, S. (2018). Knowledge management in human resource management: Foreign-owned subsidiaries’ practices in four CEE countries. Journal of International Studies, 11(3).
Yong, J. Y., Yusliza, M. Y., Ramayah, T., Chiappetta Jabbour, C. J., Sehnem, S., & Mani, V. (2020). Pathways towards sustainability in manufacturing organizations: Empirical evidence on the role of green human resource management. Business Strategy and the Environment, 29(1), 212-228.
- Slide 1
- Introduction
- Synopsis
- Advantages
- Disadvantages
- How company can focus on employee current strengths
- Slide 7
- Recommendation
- Personal development plan within HR field
- Conclusion
- References
- References