Strategic Human Resource 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.

“Strategic HR planning predicts the future HR management needs of the organization after analyzing the organization's current human resources, the external labor market and the future HR environment that the organization will be operating in” (HR Council, n.d.). Human resource planning directly ties in to an organization’s strategic development and implementation by calculating company trends, resources, design, previous works and future expansion and ensuring that the impending requirements are met. This paper will further examine the role of human resource development

Human Resource (HR) strategic plan’s outline short term goals that have been aligned with their organization’s strategic plans. With the HR’s goals being aligned it also helps the representative know how much man power is needed from the budgeting process done through HR. The HR function of an organization is responsible for ensuring top talent is recruited and retained, which means ensuring success of an organization’s strategic plan.

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

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.

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

Creating a strong and robust training program for the employees is essential to the success of the company. Training must be available for all employees through various delivery methods in order to meet the different learning styles and employee availability. In-person training will be provided with a certified facilitator along with a human resource representative. Materials will be provided in the form of training booklet available in print and electronic format. On-demand videos will be made available through the company portal. All training materials must be a part of new-employee orientation. Print media and on-demand videos must be maintained and updated in order to provide a refresher course to current employees.

Managers shall create prerequisites for development, and employees shall be encouraged to take own initiatives and influence their development at the workplace. The HR departments are responsible for quality assuring all training events that take place in a formal

The objective of this training is to impart knowledge, references, and key concepts to new corporate trainers that will increase their effectiveness in a Training & Development (T&D) department. This will be accomplished by answering five key questions:

I am entirely different in my approach, I deliver training of various dimension, and the delivery to various groups of participants. My training will be breathtaking for the participants; I do make sure the entire participants involve in the training. The training session brings in the awareness into the participants by enhancing their listening skills, tolerance, organizational and time management skills, and effectiveness in appearance, modern world etiquette, and excellent communication skills. I make sure through my training various tools are made available to mitigate acute stress. A feel of change takes place in their attitude. Not a single participant leaves the arena without learning the training

Training transfer means that learners are able to “transfer” their knowledge and skills learned in a training session back to their jobs. The importance of training transfer cannot be overemphasized. Organizations spend billions of dollars each year on training, yet only a fraction of that investment results in improved performance if training transfer is not supported by stakeholders (i.e. any individual or group that has a “stake” in the transfer of training). These include managers, peers, customers and the employer. Stakeholders also assume responsibility for supporting transfer.The goal of training is not simply to gain knowledge and skills, but to transfer learning into performance, which in turn leads to improvements in agency results. Training transfer is not an event; it is a dynamic and complex process that requires planning. The use of effective transfer of training principles can help maximize the effectiveness of training

During 2006, the first part of Alan’s plan was to convince bankers into giving Ford Motor Company billions of dollars to complete this company overhaul. Once they were provided with the right amount of money, the plan was able to be executed. With this plan came a timeline; by the year 2009, the company planned to have the ‘One Ford’ mission in action and to see production increase. Because of such a short timeline, HRD was ultimately involved throughout the entire process. As part of the company’s “One Team” approach, certain areas of the plan are discussed and analyzed to examine if anything can be improved; this is accomplished by using everyone in the company. Employees are able to share how they feel about certain areas of their work and give their opinions on how certain things should change or stay the same; after everything is examined, the leaders of the company are the ones held responsible and accountable for making the changes, if any, to whatever was examined (Ford Motor Company, 2010). During this process, new strategies can also be provided by using the employee’s opinions and assessments of their strengths and weaknesses. This ultimately shows the use of human resource development as part of the company’s competitive strategy. Without the employees understanding how to complete their job correctly, the company would plunder. Thus, the company makes

There is a high importance in implementing commonly successful training procedures such as audiovisual methods, E-learning portal, and on the job experience. Remember, the main purpose of employee training is to develop the employee's skill which will eventually make the organization more profitable (Ameeq-ul-Ameeq, & Hanif, 2013).

Training and development activities include: Inductions, Health & Safety training/law, organisation and delivery of training courses, structuring appraisals & Personal Development framework, holding, recording and updating training information and managing training budgets.

The table below gives us a glimpse into the main functions of SHRM and its differences from traditional functions and responsibilities of HRM: