HRM 635 Benchmark Organizational and Personal HR Development Plan

Sample Answer

Introduction

Organizations employ various strategies to drive their operations, gain competitive advantage and stay ahead in the market. Therefore, the human resource representatives have a crucial role to play to ensure that the organizations have the right staff or human capital which can excellently carry out various organizational duties and help the organization to achieve its mission, vision and goals (Greer, 2021).

The human resource representatives in most cases, use competency-based model that focuses on recruiting, staffing and employee development. As such, the human resource representative plays a crucial role of bridging the gap between the HR tea, and the organization’s goals and mission. This presentation focuses on the important learnings obtained from the human resource course by exploring various aspects.

Outcomes For Acquiring Human Capital

Human capital forms a central part of an organization’s assets as it plays a critical role in an organization’s growth. Therefore, it is important for the human resource department to identify gaps within an organization’s performance and recruit the right staff to which can fill such gaps to help fulfil an organization’s goals. The acquisition of the right human capital leads to increased innovation, enhanced participation rates, increased productivity, better equality and social-well-being.

Hiring and retaining the right employees also enhance the quality of services and products in the organization. Identifying, hiring, training and maintaining the human capital also ensures financial success (Collins, 2021). Therefore, acquisition of the right human capital leads to better returns regarding employee-related costs.

Outcomes For Developing Human Capital

From the previous section, it is evident that acquisition of human capital can help drive the organization’s performance forward and lead to success. However, it is important for the organization to take further steps such as development of human capital. It is a process carried out to help improve the employee capabilities and performance by providing the right resources which can then help improve their productivity to the organization achieve its goals.

Development of human capital has a potential of improving an organization’s economic growth since the staff’s skills and knowledge are expanded, leading to better performance and increasing the profitability. It also leads to value creation and addition hence revenue generation. The process of development of human capital also ensures that the organization develops and implements strategies which makes it a market leader (Winterton & Cafferkey, 2019).

It is worth noting that the human capital has experience, skills, and knowledge which when well developed, becomes a benefit not only to the organization, but also to the employees themselves.

Outcomes For Training Human Capital

Training of the human capital is another important aspect of the human capital resource management. Organizations should take proactive steps in training human capital due to its benefits and advantages. Therefore, the human resource department accomplishes this function or role through corporate training. One of the outcomes is that such training leads to the development of leaders within the organization. It also enhances employee retention and satisfactions since they are trained on how to overcome challenges.

The end result is increased productivity. It also improves the employee efficiency leading to less need of employee supervision. They also become more self-reliant hence reduced waster of resources(Fenech et al.,2019). Training of human capital also helps the new employees to be more competent and confidence in completing their tasks which translates to growth. Besides, human capital training also improves the employability of the trained staff and enhances organizational competencies

Outcomes For Leveraging Human Capital

The ever increasing competition in the business sector prompts business organizations to employ strategies that can help them gain competitive advantage and remain ahead of the rest in the respective sectors. Therefore, it is important for organizations to leverage its human capital. As such, the organization should understand the potential and strengths of it human capital to leverage it for better performance. Leveraging human capital has various benefits.

Among the benefits is increased productivity as leveraging optimizes the employees’ talents and skills which then lead to higher output and efficiency (Valenti & Horner, 2021). It also supports creativity and innovation as the employees are challenged to think creatively and positively contribute to the organization success. It also enhances employee engagement and retention since the employees feel valued and respected, hence lower staff turnover.

Current HR System Pros and Cons

It is important to explore the nature of the current human resource system in terms of pros and cons to come up with the right recommendations that can help the organization to grow as appropriate. As such, one of the pros is that the system in place easily mitigates the complicated aspects of human resource and encourages the representative to focus on new initiatives that can help improve organization’s performance.

The system also reacts promptly to the staff trends and needs to ensure that staff retention and engagement is well achieved. On the other hand, the current system has data security problems due unauthorized access of such data. There is also higher spending due to investment costs and maintenance of the system. There is also the problem of human errors especially during data input. Therefore, malfunctions occur which makes the system to find it difficult to support human resource needs.

Focusing on Employees’ Strengths to Leverage Diversity and Improve Performance Outcomes

Improving employee performance is an important aspect of improving organization’s growth (Sugiarti et al.,2021). Therefore, it is important for the human resource representatives or department to address issues that can lead to underperformance. Therefore, they have to be proactive in their approach and identify the performance gaps. In addition, they can focus on the inclusion and diversity to improve performance.

As such, the HR can explore the employee strengths and unique abilities before leveraging them for performance improvement. They can also use proven strategies such as motivation and capacity-building programs to leverage the employee diversity. Internal training and harnessing the employee diverse and unique ability can also be used to improve the performance outcomes.

Proposals Plans for Developing and Integrating the Positions of HR Specialist and Generalist

It is important to develop and integrate the positions of HR specialists and generalists. Therefore, it is important to come up with a plan. The human resource strategy should relate to every part of the organization. It is important to consider the customer needs which then helps in informing the basis of incorporating the human resource specialist and generalist positions which can help achieve stakeholder’s needs (Stewart & Brown, 2019).

It is also important to understand the organization’s internal process and goals to support the process of integrating these positions. The other aspect is that, the organization should align the proposed roles of the human resource specialist and generalists in efforts to avoid potential task duplication and conflicts.

Recommendations to the Leadership

Recommendations play a key role in helping the organization leadership to undertake various initiatives and improve organizational performance. As part of the recommendations, the organization needs to engage the right personnel as part of resource acquisition. The leaders should attract a diverse talent during the acquisition of human capital resources. Such an approach leads to the organization recruiting the best. It is also important to consider diversity.

Hence during the staff recruitment, there is a need to hire staff from diverse backgrounds, capabilities, abilities and strengths to enhance growth. It is important to engage in continuous development of employee to enhance talent retention (Anwar & Abdullah, 2021). As part of retaining the workforce, the leaders need to use appropriate strategies to consider well-being and health of the employees and ensure the formulation of a healthy working environment.

Applying What Has Been Learned

This course has been important in terms of knowledge acquisition regarding human resources and the roles of human resource representatives. Therefore, I will apply the knowledge learned in various ways. One of them is to functionalize various HR roles such as recruitment, engagement and retention. It is also important to promote the employee values and employment. The knowledge gained will also be used in aligning performance to the organization’s goals and needs. I will also engage in strategies that focus on improving the organization’s performance.

Elements of Personal Development

It is important to have development plans as they ensure growth and professionalism. Therefore, as part of the plan, I will seek to formalize my education in human resource. This goals or aspect can be achieved through various aspects such online classes, self learning, undertaking projects related to human resource and taking part in internship programs (Ozkeser, 2019). It will also be important to engage in other important activities such as attending professional conferences and seminars which have been shown to be effective in skill development.

References

• Anwar, G., & Abdullah, N. N. (2021). The impact of Human resource management practice on Organizational performance. International journal of Engineering, Business and Management (IJEBM), 5. https //papers.ssrn.com/sol3/papers.cfm?abstract_id=3824689
• Collins, C. J. (2021). Expanding the resource based view model of strategic human resource management. The International Journal of Human Resource Management, 32(2), 331-358. https //doi.org/10.1080/09585192.2019.1711442
• Fenech, R., Baguant, P., & Ivanov, D. (2019). The changing role of human resource management in an era of digital transformation. Journal of Management Information & Decision Sciences, 22(2). https //www.proquest.com/openview/683dd7c5bc7a3658475b0fce99e160d9/1?pq-origsite=gscholar&cbl=38743
• Greer, C. R. (2021). Strategic human resource management. Pearson Custom Publishing.
• Ozkeser, B. (2019). Impact of training on employee motivation in human resources management. Procedia Computer Science, 158, 802-810. https //doi.org/10.1016/j.procs.2019.09.117
• Stewart, G. L., & Brown, K. G. (2019). Human resource management. John Wiley & Sons.
• Sugiarti, E., Finatariani, E., & Rahman, Y. T. (2021). Earning Cultural Values as A Strategic Step to Improve Employee Performance. Scientific Journal of Reflection Economic, Accounting, Management and Business, 4(1), 221-230. http //ojspustek.org/index.php/SJR/article/view/270
• Valenti, A., & Horner, S. V. (2020). Leveraging board talent for innovation strategy. Journal of Business Strategy https //doi.org/10.1108/JBS-12-2018-0207
• Winterton, J., & Cafferkey, K. (2019). 15. Revisiting human capital theory progress and prospects. Elgar introduction to theories of human resources and employment relations, 218.