How Can Resourcing and Development Add Value to the Modern Workplace?

CIPD Unit of Assessment – 09005 Unit title | Resourcing and talent planning | Level | 3 | Credit value | 6 | Unit code | 09005 | Unit review date | Sep-11 | Qualifications link | Certificate in Human Resource Practice | Aim | To develop the learners’ understanding of the principles and practice of resourcing and talent planning | Unit abstract Organisational

According to Edwin Flippo,’ training It has rightly been said, employee development is the key to organizational sustainable development. Organizations must have employees who are able to quickly adapt to an increasingly-changing world market. Author recommended Companies need to invest in on-going employee training and development in order to both keep employees and be successful. Training enhance employees’ initiative and quality of work, thereby assisting them to be more dedicated to achieving the organizational goals and objectives and in turn enhancing employees’ effectiveness within the organization.

i. Language Used: The author currently consults in employee relations, organization change, and development. His clients include both private and public sector organizations.

SOUTHWEST AIRLINES: THE ROLE OF HUMAN RESOURCES IN IMPLEMENTING BUSINESS STRATEGY AND HIRING PRACTICES By: Aric Hall Completed in Partial Fulfillment of the Requirements of OM 5210 – Human Resource Management Capella University Winter, 2007 Address: City, State, Zip: Phone: E-Mail: Instructor: P. O. Box 952 Bullard, TX 75757 (903) 894-8780 arichall@yahoo.com Phillip Randall, PhD Abstract This short paper is an overview of Southwest Airlines, its strategy, and what

References Broadhurst, J. (2012). Employee development is a great business opportunity. Human Resource Management International Digest, 20(6), 27-30. doi:http://dx.doi.org/10.1108/09670731211260861

Unit 5004 - Resource management  Introduction This unit is about being able to identify the different types of resources available to managers, select and plan for their use, and monitor and review their effectiveness in the pursuit of organisational objectives. Scenario Learners may use their own employment context,

INTRODUCTION Resourcing talent refers to the processes for identifying, assessing, acquiring, developing, and deploying employees who are critical to the company’s success .

Understanding how these resources are managed is one of the keys to assessing how well an organization is performing. The first part of this unit explores the range

Acquisition and organisation of resources can be critical success factor in an organization. While on the other hand, change requires a firm to gain expand and utilise resource such as human, financial, knowledge as a crucial asset. Resource based approach supports this view and as Tywoniak (2007) claimed by that resource based view is the most dominant theory in history of management. This is achieved by targeting state of sustained competitive advantage by controlling resources and capabilities. This view emphasis on the need for a ‘fit’ among capabilities and external market, and since each firm has unique capabilities and resources, this result in achieving strategic

Talent Planning in Organisations CIPD, 2012 defines resourcing and talent planning as “Ensuring that the organisation is able to identify and attract key people with the capability to create competitive advantage and that it actively manages an appropriate balance of resource to meet changing needs, fulfilling the short and long-term ambitions of the organisation strategy.”

Technology at a Military Retention Company: Employee retention and turnover has been identified as vital manpower planning elements for a long period of time by many organizations. This is largely because a company recruits, trains and educates its employees in order to improve its productivity and profitability. Through these methods, productivity is attained as employees are retained to meet the specific business needs of the organization. Employee retention is also a critical aspect of an organization's planning because human capital has the capability of leaving a firm freely before the expiration date unlike other physical capital of the firm. As a result, a company must invest in hiring, training, and retaining of employees to avoid the consequences of high turnover. In the recent past, technological means have been developed to help in improving the ability of a company to meet its business needs.

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in

Submitted by: 120224 Discuss the Resource Based Approach to strategic HRM as a better alternative and its managerial implications in terms of HR actions

Table of Contents 1. Introduction 3 2. Literature Review 4 2.1 Work Motivation 4 2.2 Job Satisfaction 5 2.3 Relation between Job Satisfaction and Work Motivation 6 2.3.1 Need-Based Approach or Content Theories of Motivation 6 2.3.2 Maslow’s Need Hierarchy Theory 7 3. Theory to Practical Analysis: Case of Google 11 3.1 Google Inc. 11 3.2 Google Inc. And Maslow’s Theory 12 3.3 The Pyramid Approach at Google 13 3.3.1 Physiological 13 3.3.2 Safety 14 3.3.4 Esteem

Today, human resources are seen as "the available talents and energies of people who are available to an organization as potential contributors to the creation and realization of the organization's mission, vision, strategy and goals" (Jackson and Schuler, 2000, p. 37).There exist two models that seek to describe what strategy