I need someone to complete this for me by tomorrow at 8pm EST. Please do not respond if you cannot finish by the deadline.  2 replies of 250–300 words each. Must: 2.            Include an analysis, synthesis, and evaluation of the topic. 3.            Include the textbook for the course. 4.            Include at least 1 additional scholarly resource. If you are unsure of what constitutes a scholarly resource, please refer to the FAQ link. 5.            Include Bible references. 6.            Include an assessment/analysis of your Christian worldview as it relates to the topic. 7.            Include both in-text citations and references in APA format. 8.            Utilize correct English, grammar, spelling, and punctuation. All work must be posted directly into the message box. Do not attach a file for the discussion portion of this course. 9.            Include clear topic sentences for each paragraph, supporting sentences, and a conclusion sentence/paragraph. Lauren Goff- 1 Our textbook focuses on six challenges facing organizations and Human Resource Development (HRD) professionals today. “These challenges include (1) competing in a global economy, (2) eliminating the skills gap, (3) increasing workforce diversity, (4) meeting the need for lifelong individual learning, (5) facilitating organizational learning, and (6) addressing ethical issues and dilemmas”.  (Werner & DeSimone, 2012).  While each of these areas affect my current work environment to varying degrees, two that stand out most are competing in a global economy and facilitating organizational learning. Competing in a Global Economy Global business operations present a number of challenges to HR development efforts. Global development requires shifting the traditional focus on local needs, and understanding business needs from a multi-national perspective. Creating and sustaining training and development programs that meet the needs of global business operations is no simple task. It begins in similar ways to the creation of any training and development program with an identified gap or need. It is critically important that senior leadership is committed to support global training programs because of the significant resources required. (Neary & O’Grady, 2000). From a personal perspective, when the commitment to global development is lacking, it is difficult to achieve a true global mindset across the organization. Operations in different countries or regions will function independently and without regard for alignment. Development efforts are often focused on those with leadership responsibilities or who are taking international assignments, yet the entire organization is part of the global presence. Facilitating Organizational Learning Ensuring that training experiences actually facilitate learning at the individual and organizational levels is a continual challenge. Training has traditionally focused on delivering required knowledge or skills, which is evidenced often by at.

1. I need someone to complete this for me by tomorrow at 8pm
EST. Please do not respond if you cannot finish by the
deadline.
2 replies of 250–300 words each. Must:
2. Include an analysis, synthesis, and evaluation of the
topic.
3. Include the textbook for the course.
4. Include at least 1 additional scholarly resource. If you
are unsure of what constitutes a scholarly resource, please refer
to the FAQ link.
5. Include Bible references.
6. Include an assessment/analysis of your Christian
worldview as it relates to the topic.
7. Include both in-text citations and references in APA
format.
8. Utilize correct English, grammar, spelling, and
punctuation. All work must be posted directly into the message
box. Do not attach a file for the discussion portion of this
course.
9. Include clear topic sentences for each paragraph,
supporting sentences, and a conclusion sentence/paragraph.
Lauren Goff- 1
Our textbook focuses on six challenges facing organizations and
Human Resource Development (HRD) professionals today.
“These challenges include (1) competing in a global economy,
(2) eliminating the skills gap, (3) increasing workforce
diversity, (4) meeting the need for lifelong individual learning,
(5) facilitating organizational learning, and (6) addressing
ethical issues and dilemmas”. (Werner & DeSimone, 2012).
While each of these areas affect my current work environment
to varying degrees, two that stand out most are competing in a
global economy and facilitating organizational learning.

2. Competing in a Global Economy
Global business operations present a number of challenges to
HR development efforts. Global development requires shifting
the traditional focus on local needs, and understanding business
needs from a multi-national perspective. Creating and
sustaining training and development programs that meet the
needs of global business operations is no simple task. It begins
in similar ways to the creation of any training and development
program with an identified gap or need. It is critically important
that senior leadership is committed to support global training
programs because of the significant resources required. (Neary
& O’Grady, 2000).
From a personal perspective, when the commitment to global
development is lacking, it is difficult to achieve a true global
mindset across the organization. Operations in different
countries or regions will function independently and without
regard for alignment. Development efforts are often focused on
those with leadership responsibilities or who are taking
international assignments, yet the entire organization is part of
the global presence.
Facilitating Organizational Learning
Ensuring that training experiences actually facilitate learning at
the individual and organizational levels is a continual challenge.
Training has traditionally focused on delivering required
knowledge or skills, which is evidenced often by attendance or
a knowledge test during the training session. Expectations today
are that the investment in training needs to result in learning
that provides a return to the organization. Facilitating learning
requires more than training in the moment, and shifts the
expectation to truly seeing results that impact business results.
Measuring the long term effects of training is more challenging,
but is a needed component of the HRD profession. (Blanchard,
1994)
From a personal perspective, this ability to demonstrate the
results generated by training and development efforts is critical
to obtaining appropriate resources for HRD. Business resources

3. are not unlimited and will be diverted to what is known to drive
results. When finances are tight, training and development have
traditionally been areas quickly cut. By demonstrating how
results can be improved through training and development, the
HRD professional can make the business case for allocation of
the appropriate resources.
Additional Challenges facing HRD
In addition to the challenges mentioned, learning and
development efforts are impacted by constantly changing
technology which today represent a significant tool for HRD.
Leveraging the latest technologies and methods is often
expensive and requires new and evolving skills for the HRD
professional. One of the recent concepts in learning is to create
micro learning events that are short, bit sized training events
that can be absorbed within a few minutes. This delivery
method recognizes the short attention span of today’s worker
due to the speed at which information is available. These micro
learnings are generally delivered through traditional technology
and mobile technology expanding the flexibility of the
approach. (Callisen, 2016)
The challenges facing HRD professionals can seem
overwhelming. Scripture demonstrates for us that learning and
development is not a new concept, and that is is expected of
mankind. (Exodus 18:20) Jesus further demonstrated that the
method of instruction can vary from lengthy sermons (Matthew
5-7) to short, relevant stories. (Matthew 13:13) This is a
reminder of the importance of continual training and
development, and serves as encouragement to the HRD
professional.
References
Blanchard, K. (1994). The future of workplace learning and
performance. Training & Development, 48(5), 38.
Callisen, L. (2016). Micro Learning: Is It the Future of
Workplace Training? Professional Safety, 61(3), 21.
Neary, D.B., & O’Grady, D.A. (2000). The role of training in

4. developing global leaders: A case study at TRW Inc. Human
Resource Management, 39(2/3), 185-193.
Werner, J., & DeSimone, R. (2012). Human resource
development (6th ed.). Mason, OH: Thomson-Southwestern.
ISBN: 9780538480994.
Antoinette Selby-2
Challenges
In order to have a productive company, you need a strong
Human Resource Department. There are six challenges that
Human Resource Development professional face. There are four
that directly affect my present working environment. The four
are eliminating the skills gap, increasing workforce diversity,
facilitating organizational learning, and addressing ethnical
issues and dilemmas in a proactive and effective manner.
(Werner & DeSimone, 2012) The additional challenges I see
HRD professionals facing in my working environment is the
integration of females into Combat Arms units. They will have
to identify productive and willing females to join in these once
a traditionally all male units. Adding diversity, in any
professional workforce is always a challenge.
External Environment Factors
There are a few factors that can influence the behavior
of employees within a company. The three major factors that
influences a company when it comes to downsizing are
economic conditions, technology changes, and labor market
conditions. (Werner & DeSimone, 2012) The major thing that
causes a down size is the downward turn in the economic
conditions. I have faced this being in the Army. When the war
began, we had to increase numbers in order to sustain
operations. Once the war was complete, the Army had to do a
major downsize. The HRD professional looked at all Soldiers to
conduct this downsize. Some things were progression with rank
and school, has a Soldier gotten in trouble, and even gave

5. Soldiers the options to retire early if they met certain criteria.
When these things are established, it can help determine the
route to take when a company has to transition to downsizing.
With the success, the HRD professional can identify key
mentors, establish productive training, and even evaluate the
working climate to improve production within the company.
Without that efficient HRD professional, the company can face
bad productions, keep poor performers, and not develop
technology to help individual growth. HRD professionals have
recognized that an open minded, motivated work environment
and positive attitude are key attributes. (Sabell, 2016)
Effects on Employee’s Behaviors
The HRD professional also has to identify the office norms,
group dynamics and help establish team work in order to keep
productive employees. (Werner & DeSimone, 2012) When
those areas are established, the employees can build trust and
become cohesive within the company. Office norms, especially
bad ones, are some of the biggest things that can affect an
employee’s behavior. My example is with the utility closet. I
constantly tell my supply personnel that you cannot stock up a
month’s worth of supplies inside there. There is a large supply
container outside for these items. The response from my supply
personnel is always “We always stored things like this in the
past.” This is a norm that I constantly have to fight with, and is
usually common with all supply personnel. They order too much
product and never want to store it in the proper area. This
problem exist with supply personnel because of the fear of
depleting their supplies before they can restock. This mentality
is an office norm among many supply personnel. This can be
eliminated with proper training and planning.
Conclusion
While an affective HRD professional can help a company
become successful, knowing yourself and being able to take
mentorship is import. The bible mentions “She listens to no
voice, she accepts no correction. She does not trust in the
LORD; she does not draw near to her God.” (Zephaniah 3:2)

6. When working in a company, you have to be able to listen to
that voice of correction and accept it. Your job within a
company may be limited if not. The HRD professionals may
have to assist in a future downsize, and if you are that person
who is not showing growth within that company you can make
the job for the HRD professional extremely easy.
Reference
Sabell, H. (2016) “
5 Challenges Every HR Professional Face”
Retrieved from https://www.eremedia.com/tlnt/5-challenges-
every-hr-professional-faces/
Werner, J. & DeSimone R. (2012)
Human Resource Development
(6th Ed.) Mason, OH: South-Western, Cengage Learning.