Human Resources

| January 31, 2017

I need someone to complete this for me by tomorrow at 8pm EST. Please do not respond if you cannot finish by the deadline.

2 replies of 250–300 words each. Must:

2. Include an analysis, synthesis, and evaluation of the topic.

3. Include the textbook for the course.

4. Include at least 1 additional scholarly resource. If you are unsure of what constitutes a scholarly resource, please refer to the FAQ link.

5. Include Bible references.

6. Include an assessment/analysis of your Christian worldview as it relates to the topic.

7. Include both in-text citations and references in APA format.

8. Utilize correct English, grammar, spelling, and punctuation. All work must be posted directly into the message box. Do not attach a file for the discussion portion of this course.

9. Include clear topic sentences for each paragraph, supporting sentences, and a conclusion sentence/paragraph.

Lauren Goff- 1

Our textbook focuses on six challenges facing organizations and Human Resource Development (HRD) professionals today. “These challenges include (1) competing in a global economy, (2) eliminating the skills gap, (3) increasing workforce diversity, (4) meeting the need for lifelong individual learning, (5) facilitating organizational learning, and (6) addressing ethical issues and dilemmas”. (Werner & DeSimone, 2012). While each of these areas affect my current work environment to varying degrees, two that stand out most are competing in a global economy and facilitating organizational learning.

Competing in a Global Economy

Global business operations present a number of challenges to HR development efforts. Global development requires shifting the traditional focus on local needs, and understanding business needs from a multi-national perspective. Creating and sustaining training and development programs that meet the needs of global business operations is no simple task. It begins in similar ways to the creation of any training and development program with an identified gap or need. It is critically important that senior leadership is committed to support global training programs because of the significant resources required. (Neary & O’Grady, 2000).

From a personal perspective, when the commitment to global development is lacking, it is difficult to achieve a true global mindset across the organization. Operations in different countries or regions will function independently and without regard for alignment. Development efforts are often focused on those with leadership responsibilities or who are taking international assignments, yet the entire organization is part of the global presence.

Facilitating Organizational Learning

Ensuring that training experiences actually facilitate learning at the individual and organizational levels is a continual challenge. Training has traditionally focused on delivering required knowledge or skills, which is evidenced often by attendance or a knowledge test during the training session. Expectations today are that the investment in training needs to result in learning that provides a return to the organization. Facilitating learning requires more than training in the moment, and shifts the expectation to truly seeing results that impact business results. Measuring the long term effects of training is more challenging, but is a needed component of the HRD profession. (Blanchard, 1994)

From a personal perspective, this ability to demonstrate the results generated by training and development efforts is critical to obtaining appropriate resources for HRD. Business resources are not unlimited and will be diverted to what is known to drive results. When finances are tight, training and development have traditionally been areas quickly cut. By demonstrating how results can be improved through training and development, the HRD professional can make the business case for allocation of the appropriate resources.

Additional Challenges facing HRD

In addition to the challenges mentioned, learning and development efforts are impacted by constantly changing technology which today represent a significant tool for HRD. Leveraging the latest technologies and methods is often expensive and requires new and evolving skills for the HRD professional. One of the recent concepts in learning is to create micro learning events that are short, bit sized training events that can be absorbed within a few minutes. This delivery method recognizes the short attention span of today’s worker due to the speed at which information is available. These micro learnings are generally delivered through traditional technology and mobile technology expanding the flexibility of the approach. (Callisen, 2016)

The challenges facing HRD professionals can seem overwhelming. Scripture demonstrates for us that learning and development is not a new concept, and that is is expected of mankind. (Exodus 18:20) Jesus further demonstrated that the method of instruction can vary from lengthy sermons (Matthew 5-7) to short, relevant stories. (Matthew 13:13) This is a reminder of the importance of continual training and development, and serves as encouragement to the HRD professional.

References

Blanchard, K. (1994). The future of workplace learning and performance. Training & Development, 48(5), 38.

Callisen, L. (2016). Micro Learning: Is It the Future of Workplace Training? Professional Safety, 61(3), 21.

Neary, D.B., & O’Grady, D.A. (2000). The role of training in developing global leaders: A case study at TRW Inc. Human Resource Management, 39(2/3), 185-193.

Werner, J., & DeSimone, R. (2012). Human resource development (6th ed.). Mason, OH: Thomson-Southwestern. ISBN: 9780538480994.

Antoinette Selby-2

Challenges

In order to have a productive company, you need a strong Human Resource Department. There are six challenges that Human Resource Development professional face. There are four that directly affect my present working environment. The four are eliminating the skills gap, increasing workforce diversity, facilitating organizational learning, and addressing ethnical issues and dilemmas in a proactive and effective manner. (Werner & DeSimone, 2012) The additional challenges I see HRD professionals facing in my working environment is the integration of females into Combat Arms units. They will have to identify productive and willing females to join in these once a traditionally all male units. Adding diversity, in any professional workforce is always a challenge.

External Environment Factors

There are a few factors that can influence the behavior of employees within a company. The three major factors that influences a company when it comes to downsizing are economic conditions, technology changes, and labor market conditions. (Werner & DeSimone, 2012) The major thing that causes a down size is the downward turn in the economic conditions. I have faced this being in the Army. When the war began, we had to increase numbers in order to sustain operations. Once the war was complete, the Army had to do a major downsize. The HRD professional looked at all Soldiers to conduct this downsize. Some things were progression with rank and school, has a Soldier gotten in trouble, and even gave Soldiers the options to retire early if they met certain criteria. When these things are established, it can help determine the route to take when a company has to transition to downsizing. With the success, the HRD professional can identify key mentors, establish productive training, and even evaluate the working climate to improve production within the company. Without that efficient HRD professional, the company can face bad productions, keep poor performers, and not develop technology to help individual growth. HRD professionals have recognized that an open minded, motivated work environment and positive attitude are key attributes. (Sabell, 2016)

Effects on Employee’s Behaviors

The HRD professional also has to identify the office norms, group dynamics and help establish team work in order to keep productive employees. (Werner & DeSimone, 2012) When those areas are established, the employees can build trust and become cohesive within the company. Office norms, especially bad ones, are some of the biggest things that can affect an employee’s behavior. My example is with the utility closet. I constantly tell my supply personnel that you cannot stock up a month’s worth of supplies inside there. There is a large supply container outside for these items. The response from my supply personnel is always “We always stored things like this in the past.” This is a norm that I constantly have to fight with, and is usually common with all supply personnel. They order too much product and never want to store it in the proper area. This problem exist with supply personnel because of the fear of depleting their supplies before they can restock. This mentality is an office norm among many supply personnel. This can be eliminated with proper training and planning.

Conclusion

While an affective HRD professional can help a company become successful, knowing yourself and being able to take mentorship is import. The bible mentions “She listens to no voice, she accepts no correction. She does not trust in the LORD; she does not draw near to her God.” (Zephaniah 3:2) When working in a company, you have to be able to listen to that voice of correction and accept it. Your job within a company may be limited if not. The HRD professionals may have to assist in a future downsize, and if you are that person who is not showing growth within that company you can make the job for the HRD professional extremely easy.

Reference

Sabell, H. (2016) “5 Challenges Every HR Professional Face” Retrieved from https://www.eremedia.com/tlnt/5-challenges-every-hr-professional-faces/

Werner, J. & DeSimone R. (2012) Human Resource Development (6th Ed.) Mason, OH: South-Western, Cengage Learning.

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