Human Resource Management And Talent Development Plan

Training for employees on key areas are the foundation for well-prepared workforce and will lead to a stable structured organization. The main objective of this type of training is to help to illustrate the importance of training and why achieving the proposed goals is so important for the success not only of the employee but of the entire company.

Human Resources Management (HRM) has many applications in the business world. This paper will identify three key lessons learned about HRM. It will also outline how these concepts can be applied in the real world to enhance professional effectiveness. This paper will then tie together how these lessons relate to effective HRM concepts, practices and systems. Lastly, this paper will outline specific thinking and behavior changes as well as actions that will lead to successful implementation of these key lessons learned into daily management practices.

Career development is comprised of three main objectives. The first objective is to meet human resource needs in a timely manner throughout the life of the business. The second objective is to provide information about open positions and opportunity for growth to the organization’s employees. The last objective is to use existing programs to develop and manage employee careers to match organizational plans and goals.

| 1.1 Explain the importance of continual self-development in achieving organisational objectives1.2 Assess current skills and competencies against defined role requirements and organisational objectives1.3 Identify development opportunities to meet current and future defined needs1.4 Construct a personal development plan with achievable but challenging goals

Training must be addressed in such a way that it covers the employees’ performance-development needs and is in accordance with their job descriptions.

There are many different forms for employee development; traditional training such as in a classroom, self-study courses using computer technology can be either the Internet, are using CD-ROM courses. Also establishing an Individual Development Plan which is having the employee do a self-assessment having them assess personal career

Career development is a continuous process of handling proactively work and changes in life in order to move forward and reach the goals set for a better future. It involves learning new skills, moving up in the position within the organization or altogether moving to new organization or even starting up a new business. A career development plan is created to set goals and how to reach these goals using your talents and skills in the working world. A five year plan is ideal to start with, as five years are enough to reach bigger goals while working for and achieving smaller goals.

Career development is not just beneficial to the organisation. The impact it has on an employee is valuable as well. It allows for the employee to align career goals with personal goals.

Inside any successful organization, there will be strong training and career development programs and systems. To recognize strong training and career development programs, one should know the: definition, methods, successes, HRM involvement, and their own wants and needs. To clarify understanding of these, the following will be described in detail: training and development by definition and how they fit into most organizations; the various methods used to train and promote career development; the direct correlation to organizational growth and success from training and development; the

For many of us, self-improvement has taken on a central role in our lives. Part of the thought behind how we want to live our lives includes looking at the habits and lifestyles of people who have the same kind of values that we want to meet. Employers may also prefer to hire people who will take initiative to grow and develop their skills in years to come. Development involves reviewing and determining the various attributes of an individual as well as the opportunities available for development. In order to enhance the full development of a person, there are certain activities that can be completed toward efficient development. Whether development is to better yourself, better yourself in your current position or get a new position, there are many things to be considered. First you should think about the skills and knowledge required for development based on your professional goal. In some cases you may need to think about a desired position and technological requirements. The requirements specific to your goal will help lead you in the direction that is proper to reach your professional development goals.

Employee development, presents a prime opportunity to expand knowledge of all employees, facilitates cross-training, increases employee engagement, is a retention strategy, and allows to identify those individuals with high potential to support the succession plan. When developing the 1-3-year development plan for my team, I partner with HR to agree on the program, then I start by reviewing their performance reviews, I meet with each team member to learn about their career aspirations, and their areas for development, based on my observation and strategic needs, I will recommend training as well, such as leadership, conflict management, change management etc.; once the final plan is reviewed and approved, is up to the employee and myself to ensure it gets implemented.

It is clear a personal development plan is lacking in this situation. The personal development plan identifies strengths and areas for improvement. It is meant to help an employee learn and grow. It also helps identify people with designated potential that might benefit from additional leadership training. A development plan enriches an employee’s work experience. By

The four components of the development planning process are self-assessment, reality check, goal setting, and action planning. (Noe, 2013). The employee is responsible for assessing his or her career interests, desire for particular work environment, personality, values, strengths, and weaknesses. The employee and employer identify what skill can be developed or what weakness can realistically be improved upon. The employer communicates how the employee’s development can be utilized in the company long-term or the industry as a whole. Goal setting is establishing the employee’s point of achievement, usually referring to being promoted to a desired position, but can also refer to being in a particular work environment, or acquiring a new skill. The fourth component is to make an action plan which is a step-by-step strategy of how the goal will be achieved. The employer must provide resources to the employee so that he or she can

Acquiring the best talent in current day can be a task for any organization and its HR team. Currently it can be said that the task of simply filling open positions, negotiating compensation and benefits is no longer a major task of an HR team. Instead, the team is charged with recruiting the best talent available in order to assist the organization in achieving its goals and creating the highest possible profits for its shareholders. For that reason, this paper is a case study of OCBC Bank’s unique approach to talent management and development, compare OCBC’s approach to talent manangement and development to other organizations I am familiar with from both my current and past employers, describe to what extent I agree that OCBC’s approach to talent management and development is a primary contributing factor in its success and what can be other contributing factors, to what extent does OCBC’s approach to talent management and development fit other types of organizations or industries, what can be some limitations if it is applied elsewhere without modifications, from additional internet research on OCBC discuss how OCBC has performed recently, and what has it done more, less, or differently in the area of human resource management. In order to do so, I will begin with a description of talent management’s conceptualization.

This paper presents personal development plan which I have formulated to identify my career objectives and improve my interpersonal and professional skills. Personal development planning includes a set of questions which try to identify career interests, potentials, and competencies, collect relevant information for future decision making, and personal development matrix to identify short and long term goals and their respective actions to be followed.