FUNCTIONAL AREA O4 TALENT AND ORGANIZATIONAL DEVELOPMENT The d.docx

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FUNCTIONAL AREA O4: TALENT AND ORGANIZATIONAL DEVELOPMENT The design, implementation, and evaluation of organizational development programs and processes to effectively develop a global workforce supporting business goals, culture and values. RESPONSIBLITILITIES 01 Make sure talent development programs comply with applicable laws and regulations. 02 Align local and regional practices with corporate vision, organizational culture, and values. 03 Create and implement awareness programs (examples include diversity, non-discrimination, bullying, cultural sensitivity, multigenerational workforce) that are aligned with the organization’s philosophy and adapt to local cultural perspectives. 04 Develop systems that support the implementation of global change management initiatives. 05 Develop and implement communication programs that are effective for a global workforce and other stakeholders. 06 Make sure employees have the appropriate knowledge, skills, and abilities needed to meet current and future business requirements. 07 Implement and evaluate a process to measure the effectiveness of organizational development programs based on global HR metrics/measurements (examples include employee engagement surveys, turnover rates, training return on investment [ROI], benchmarking data, scorecards). 08 Develop and implement processes, programs, and tools to support organization and workforce development at all levels of the organization (examples include career and leadership development, succession planning, retention, repatriated employees, short-term assignments). 09 Develop programs, policies, and guidelines to support geographically dispersed and/or virtual teams (examples include team building, project management, performance management). 10 Establish work-life balance programs (examples include job sharing, flextime, telecommuting) and their application and appropriateness to different cultures. 11 Implement culturally appropriate performance management processes that support both global and local business objectives. 12 Develop and implement global programs to support the organization’s growth, restructuring, redeployment and downsizing initiatives (examples include mergers and acquisitions, joint ventures, divestitures). 13 Develop and implement competency models to support global and local business goals. 14 Identify and integrate external workforce to provide services to support global and local objectives (examples include consultants, independent contractors, vendors, suppliers) as it relates to talent and organizational development. KNOWLEDGE OF 0063 Applicable laws and regulations related to talent development activities 0064 Work-life balance programs 0065 Techniques to promote and align corporate vision, culture, and values with local and regional organizations 0066 Global organizational development programs and practices (examples include succession planning, leadership development) 0067 Needs assessment for talent and organiz.

Education

team building, project management, performance management).
10 Establish work-life balance programs (examples include job
sharing, flextime, telecommuting) and their application and
appropriateness to different cultures.
11 Implement culturally appropriate performance management
processes that support both global and local business objectives.
12 Develop and implement global programs to support the
organization’s growth, restructuring, redeployment and
downsizing initiatives (examples include mergers and
acquisitions, joint ventures, divestitures).
13 Develop and implement competency models to support
global and local business goals.
14 Identify and integrate external workforce to provide services
to support global and local objectives (examples include
consultants, independent contractors, vendors, suppliers) as it
relates to talent and organizational development.
KNOWLEDGE OF
0063 Applicable laws and regulations related to talent
development activities
0064 Work-life balance programs
0065 Techniques to promote and align corporate vision, culture,
and values with local and regional organizations
0066 Global organizational development programs and practices
(examples include succession planning, leadership development)
0067 Needs assessment for talent and organizational
development in a global environment
0068 Training programs and their application in global
environments
0069 Global learning models and methodologies
0070 Performance management, feedback, and coaching
methods as they apply locally and globally
0071 Techniques to measure organizational effectiveness in a
global business environment (examples include engagement
surveys, benchmarking, productivity measurement tools)
0072 Retention strategies and principles and their application in
different cultures and countries

0073 Redeployment, downsizing, and exit management
strategies and principles and their application in different
cultures and countries
0074 Career planning models
0075 Critical success factors for global assignees (examples
include family adjustment and support, communication, career
planning, mentoring)

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Assignment 1: Discussion Question: Prosocial Behavior and Altruism By Saturday, July 11, 2015, respond to the discussion question. Submit your responses to the appropriate Discussion Area. Use the same Discussion Area to comment on your classmates' submissions by Saturday, July 11, 2015, and continue the discussion until Wednesday, July 15, 2015 of the week. Consider and discuss how the phenomena of prosocial behavior and pure altruism relate to each other and how they differ from each other. Pure altruism is a specific kind of prosocial behavior where your sole motivation is to help a person in need without seeking benefit for yourself. It is often viewed as a truly selfless form of behavior. Provide an example each of prosocial behavior and pure altruism. .

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“…Multiple intelligences describe an individual’s strengths or capacities; learning styles describe an individual’s traits that relate to where and how one best learns” (Puckett, 2013, sec. 7.3). This week you’ve read about the importance of getting to know your students in order to create relevant and engaging lesson plans that cater to multiple intelligences and are multimodal. Assignment Instructions: A. Using SurveyMonkey , create a survey that has: At least five questions based on Gardner’s theory of multiple intelligences At least five additional questions on individual learning style inventory A specific targeted student population grade level (elementary/ middle/ high school/adults) Include the survey link for your peers B. Post a minimum 150 word introduction to your survey, using at least one research-based article (cited in APA format) explaining how it will: Evaluate students’ abilities in terms of learning styles/preferences Assist in the creation of differentiated lesson plans. .

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1. FUNCTIONAL AREA O4: TALENT AND ORGANIZATIONAL DEVELOPMENT The design, implementation, and evaluation of organizational development programs and processes to effectively develop a global workforce supporting business goals, culture and values. RESPONSIBLITILITIES 01 Make sure talent development programs comply with applicable laws and regulations. 02 Align local and regional practices with corporate vision, organizational culture, and values. 03 Create and implement awareness programs (examples include diversity, non-discrimination, bullying, cultural sensitivity, multigenerational workforce) that are aligned with the organization’s philosophy and adapt to local cultural perspectives. 04 Develop systems that support the implementation of global change management initiatives. 05 Develop and implement communication programs that are effective for a global workforce and other stakeholders. 06 Make sure employees have the appropriate knowledge, skills, and abilities needed to meet current and future business requirements. 07 Implement and evaluate a process to measure the effectiveness of organizational development programs based on global HR metrics/measurements (examples include employee engagement surveys, turnover rates, training return on investment [ROI], benchmarking data, scorecards). 08 Develop and implement processes, programs, and tools to support organization and workforce development at all levels of the organization (examples include career and leadership development, succession planning, retention, repatriated employees, short-term assignments). 09 Develop programs, policies, and guidelines to support geographically dispersed and/or virtual teams (examples include

2. team building, project management, performance management). 10 Establish work-life balance programs (examples include job sharing, flextime, telecommuting) and their application and appropriateness to different cultures. 11 Implement culturally appropriate performance management processes that support both global and local business objectives. 12 Develop and implement global programs to support the organization’s growth, restructuring, redeployment and downsizing initiatives (examples include mergers and acquisitions, joint ventures, divestitures). 13 Develop and implement competency models to support global and local business goals. 14 Identify and integrate external workforce to provide services to support global and local objectives (examples include consultants, independent contractors, vendors, suppliers) as it relates to talent and organizational development. KNOWLEDGE OF 0063 Applicable laws and regulations related to talent development activities 0064 Work-life balance programs 0065 Techniques to promote and align corporate vision, culture, and values with local and regional organizations 0066 Global organizational development programs and practices (examples include succession planning, leadership development) 0067 Needs assessment for talent and organizational development in a global environment 0068 Training programs and their application in global environments 0069 Global learning models and methodologies 0070 Performance management, feedback, and coaching methods as they apply locally and globally 0071 Techniques to measure organizational effectiveness in a global business environment (examples include engagement surveys, benchmarking, productivity measurement tools) 0072 Retention strategies and principles and their application in different cultures and countries

3. 0073 Redeployment, downsizing, and exit management strategies and principles and their application in different cultures and countries 0074 Career planning models 0075 Critical success factors for global assignees (examples include family adjustment and support, communication, career planning, mentoring)

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