Personal And Professional Career Plan

Personal And Professional Career Plan
Abstract
The realization of this paper respond to different motivations, both as personal and professional. As result, my individual career plan
includes aspects that enriches and improves me with a view to achieving objectives within any given organization. These aspects and
actions that lead to the fruit of their own initiative. From the professional level, formal vocational training and completing my master
degree has been my new goal. My field of work as a law enforcement officer throughout an Officer United States Army for more than
16 years, over which they have emerged different problems, both from the theoretical and from the urgency of finding practical
solutions to everyday.
In this issue, the question of the sense of need for ... Show more content on Helpwriting.net ...
It is in my deepest interest to develop a system that will be capturing all our personnel history, which statistics will play an important
role. Measuring seniority, promotions, production, their quality, performance, social relations, and also their opinion of the current
methods that Army have to evaluate and recognize their efforts. If the Army has high personnel rotation this means that our people
don't agree with the way we are making things possible, or that probably we are not offering what they are looking for. My main career
goal is to complete my Master in Human Resources Management and certifications in order to competitive and relevant within the
Army.
Obtaining the knowledge, skill, and experience necessary in order to be competitive in my field as a Human Resource Officer. Being
the principal advisor to the commander for all matters concerning Human Resource and support for all assigned and attached
personnel by supervising all strength management and strength distribution action, is a possible promotion opportunity for career
growth within the next 5 years. Retrieved from http://www.goarmy.com/careers–and–jobs/browse–career–and–job–
categories/administrative–support/personnel–systems–management–officer.html Additionally, in case I can't complete the desire career
with the Army, my current job skills will come in handy when applying effort toward my career growth in the civilian
... Get more on HelpWriting.net ...

Role of Strategic Training and Development in...
Role of Strategic Training and Development in Organizational Success
Dr. S.K.Prasad, Director, New Horizon Leadership Institute directornhli@newhorizonindia.edu Introduction
By definition, training and development refers to the process to obtain or transfer knowledge, skills and abilities needed to carry out a
specific activity or task. The benefits of training and development––for both the employer and employee––are, in fact, much broader.
To meet current and future business demands, training and development encompasses a wide range of learning actions, from training
for tasks and knowledge sharing to improved customer service and career development, thus expanding individual, group and
organizational effectiveness.
Strategic ... Show more content on Helpwriting.net ...
For applied learning, a supportive work environment is critical.
To reap business benefits, HR should focus on: 1) designing training and development, keeping end results in mind, such as
performance and capacity goals; 2) leveraging learning/knowledge assets; and 3) including key organizational characteristics in the
overall integrated approach to training and development. Training and development programs also offer opportunities to employees to
build internal and external networks and learn from other participants.
Today, the relationship between the organization and the employee has changed. There is greater emphasis placed on the value of
individual and team contributions to find business solutions. The employee is viewed as a 'learning customer', bringing personal
preferences and motivation to the workplace. The learning organization therefore requires an environment that supports growth for
individual capability and experience and, at the same time, increases business performance. For learning to truly benefit both the
organization and the employee, the employer must consider the learner––the employee––as a vital investment for business success.
The Value of Training and Development
For the organization to gain true value from strategic training and development, senior management must be fully committed to
organizational learning . Consequently, it is important that HR understands the concept of training transfer (i.e., transfer of learning).

Mark Izzo Interview Essay
I had the pleasure of interviewing Mark Izzo, the founder and principle of Converge HR Solutions. Interviewing with Mark Izzo gave
me the chance to not only get an insider look into his background. Also his experience and challenges he's faced, with focusing on his
future goals. In addition, Mark was able to provide and supply me with basic advice to continue my further development of my
professional HR career. After reading and reviewing the interview conversation between both mark and myself, I saw an important
theme that stuck out to me. I saw a recurring pattern of what important skills and values are need when working not only in HR but
any career. It's especially hard when it comes to working in such a stressful and time consuming field. Mark mentioned that it takes
dedication and persistence for a person to work in the HR industry. Just thinking about the persistence needed to have employees
follow guidelines and ... Show more content on Helpwriting.net ...
Mark was discussing some issues with companies downsizing and laying off human resource employees to move to outsourcing
because it's a much more affordable solution. It works in favor with the idea of Mark's company and the goal to increase clients. I also
discovered that it seems that a new market of online HR services is upon us and may be the new way of getting involved in the
industry. The time I spent at my internship I was able to witness the development of the new online service company and see that we
can create a twenty–four–hour available HR hotline. Which will push to an overall termination of Human Recourse departments
within companies. Why should companies have fifteen HR employees when they can create job descriptions and ask legal and benefit
question with a touch of a button. Thinking long–term it might be wise to be familiar with the online system to, so I can possible create
or work alongside one in the near

Exploring A Career On Human Resources
Jennifer Yeung LLD 100A Mon/Wed Professor Barney 10/19/14 Word Count: 1469 Final Draft Discipline Investigation Exploring a
career in Human Resources Introduction For my discipline investigation paper, I interviewed a Human Resources Manager (HRM)
named Stephanie Russo. Growing up, I always knew I wanted a career in business but had no idea which aspect I wanted to focus on. I
began my studies at San Jose State University as an International Business Major then declared Business Management. After taking
several human resource (HR) classes, I discovered that I liked the well–defined functions and task of the HR department. With no
ambiguity, everything had an order, a policy and a procedure. As a junior, I am still uncertain of which ... Show more content on
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Stephanie has cognitional, social, emotional, and intuitive skills from watching and caring for young children. The requirements
needed before entering the field of HR is experience in interpersonal relationships. Stephanie has experience in building personal and
work relationships with a diverse group of people in her community. Stephanie mentions that before entering into a "people oriented"
job, it is important to know how to be an active listener. According to the United States Department of State, active listening is defined
into four steps: seek to understand the message, being non–judgmental, giving undivided attention, and silently acknowledging the
individual without interrupting. (State.gov). Stephanie touches on another skill: emotional intelligence. In the article "What Makes a
Leader?" author Daniel Goleman describes emotional intelligence as having "self–awareness, self–regulation, motivation, empathy,
and social skills." (Harvard Business Review). Stephanie explains "when dealing with people, conflicts may arise and as a HRM it is
also our job to be able to mitigate and provide solutions to problems." Stephanie started in the field of HR when a position opened up
with her current employer, Sun Shops Incorporated. Sun Shops had lost their HRM. Stephanie wasted no time and applied for the
position. After several interviews with top management, she was offered the job under the completion of business courses at UCSC.
This was her

The Transformation Of The Practice Of Hr
Human Resources has evolved from an area that would support the organizational needs to handle the paper work of its employees
into a robust department that plays a vital role in an organization's growth. The transformation of the practice of HR has been
phenomenal, from an order taker and support for all the employees to a department that plays a key role in driving organizational
strategies with the invent of best places to work, creation of a family first environment and other benefits catered towards employee
retention. The idea that talented employee would like to work in a high–freedom environment has seen a great impact with the
organization growth and profits. Apart from majors, there are profession associations and certifications in the area of HR that helps
this profession evolve further.
The role of human resources is a vital source of success for business. In early days when there was no HR department, employees did
not know how to act when difficult times strikes or how to solve critical/ethical issues. After World War II, many soldiers were
returning home; employers needed help in recruiting workers. This was the time when HR evolved; a small group of managers came
together to build a professional society that served the purpose of the duties of HR department. (Jackson, 8)
In the past, many administrative duties required lots of details and complex work for the employees. The workload was overwhelming
for the employees and therefore they were not able to

I Join The Ms Hrm Program
Looking back, it feels as if yesterday that I joined the MS HRM program. I have always been inclined towards the Human Resources
profession and I believe that I have a natural talent for it. Youth is the lenses on life's eye's, which makes you take decisions
spontaneously and I too fell for it, being completely enamored by one of my Marketing professor's knowledge lead me to select
Marketing as my major thinking I possibly will make it with very little comprehension to what competencies are required to do well in
this specific career. Certainly, I am one of the very few privileged people who has got a second chance to pursue and transcend into a
profession that they are passionate about and make a difference. Indeed, it takes a lot of ... Show more content on Helpwriting.net ...
This will be a win–win situation for the company and the workforce as the company will have high productivity and employees will be
satisfied. Particularly putting emphasis on my analysis skills and developing it further I want to be part of a workforce Analytics team
and aid the firm to take strategic decisions to create a strong human capital for the company to achieve the business objective. WHY
WORKFORCE ANALYTICS: Very few companies realize that the real asset and competitive advantage a firm has is its workforce.
Having a highly productive workforce is a directly proportional to an engaged workforce, for achieving this I want to play an
instrumental role. There is an immense reliance on data on every aspect of business, human resource is no exception to it. To elevate
the Human Resource department to the strategic table workforce analytics is the roadmap. To reach this goal I need the following skill
sets: Statistical Knowledge Excellent Proficiency in MS Excel Analyze the data Make recommendations. HCI (Human Capital
Institute) offers a few certifications such as Strategic workforce

Legal Issues In The Workplace Essay
Case for Human Resources as a Strategic Partner
In an era of organizational flux due to competition and globalization, companies and employees are faced with constant change.
Leaders must be able to adapt to change as the environment shifts. HR has been known as the organizational change agent,
administrative expert, and employee advocate. More recently they have been regarded as business strategic partners for many
organizations. In order to be successful and remain competitive in today's market, Human Resources (HR) must be considered a
strategic partner if an organization wants to flourish. Top executives today commit significant resources to ensure that their company's
functions are capable of rapid change and achieving their ... Show more content on Helpwriting.net ...
Business strategies touch every entity of the business including HR which is where many of the business necessities begin. The HR
function needs to be involved in the strategic management process as "each component of the process involves people related business
issues" (Noe et al., 2002, 59) which is the primary function of HR. "Once the strategy has been determined, HRM has a profound
impact on the implementation of the plan by developing and aligning HRM practices that ensure that the company has motivated
employees with the necessary skills" (Noe et al., 2002, 83).
HR must enact its own strategies which can aid the organization in meeting its goals and mission. They are referred to as strategic
human resource management (SHRM). SHRM is "a pattern of planned human resource deployments and activities intended to enable
an organization to achieve its goals" (Noe et al., 2002, 55). The following are examples in which HR strategies can positively impact
an organization in meeting its desired outcomes.
Strategies require more than retaining competent people. They require specific people with specific talents for specific tasks.
Concentration strategies are a good example of how HR can affect change. They are an integral part in retaining employees by way if
training to keep skills sharp and compensation to give those with

Hrm 531 Week 5 Check Performance
3.1. PERFORMANCE FEEDBACK PLANS ARE DEVELOPED BY RELEVANT MANAGERS OR TEAM LEADERS AND
PLANS ARE LODGED WITH HUMAN RESOURCES STAFF.
One stage in the management of performance system is when managers evaluate employees' performances and provide them with
feedbacks. One of the purposes of this stage is to identify employees' strengths and weaknesses. As a result, managers should be able
to identify performance and training gaps.
Performance feedback sessions provide managers and employees with opportunities to:
Discuss ways of meeting performance expectations
verify expected behaviour
Work on filling performance gaps
Identify training needs
Develop skills improvement plans
Set new performance targets/goals
Review job descriptions/position ... Show more content on Helpwriting.net ...
Career development is the ongoing process of managing your life, learning, and work.
It involves developing the skills and knowledge that enable employees to plan and make informed decisions about their education,
training, and career choices.
When a manager monitor and evaluate the performance of an employee, the manager might realise the talent the employee has and
how this talent could contribute the overall performance of the organisation. Organisations seek to retain good performers. One of the
methods used is career development. An employee could be transferred from one department to another where he/she could contribute
to the success of that department at a higher level of performance. Developing an employee's career could, also, mean enhancing their
competence within the context of their position and department.
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.
Career Development opportunities could be provided through:
Job expansion:
Is a broad term used to describe a couple methods of increasing the responsibilities of someone in a given

4dep
4DEP Assessment 1.1 – Explain the knowledge, skills and behaviours required to be effective in an identified HR role. The CIPD
professional map determines what HR professionals should know and understand to make a difference to their organisation. The map
can be used in its form or in part or be incorporated into organisation's existing competency structure. The map highlights ten
professional areas with the centre of the map focusing on the two core areas which sit at the heart of the HR function and can be
applied to all HR professionals regardless of role, location or stage of career. These are: 1. Insights, Strategy and Solutions: o This area
deals with the professionals understanding and insight into an organisation, ... Show more content on Helpwriting.net ...
It may not be easy for the employee to make a record of what is being said and might forgot or mis–interpret you. Email You can send
the same message to a number of people quickly, efficiently and can be sent anytime of the day or night and employees can pick up
emails from wherever they are. You can request proof of delivery and proof of receipt if the email has been opened. Email message
may go into the junk/spam folder and recipient may not see it. Not everyone checks their emails regularly so there may be a delay in
responding or acknowledging email. Face to Face Meeting You get to see people, hear them and judge their body language to see if
they have understood what is being said. Ideas, knowledge and queries can be communicated between all at the meeting quickly and
responses gathered. Arranging meetings can be very difficult as people have to travel and can be time consuming. Not everyone is
available due to working unsociable hours. 2.3 – Describe how to build and maintain effective service delivery. I have most of my
work diarised on outlook ensuring that I am meeting objectives, deadlines and service level agreements. I set myself time limits of
when to complete tasks by to ensure prompt and effective delivery of service. At the start of my shift I usually got through my emails
and try to action things as soon as they

Mgt Task 1 Part 1
GenRays Project Charter
Human Resources Information System (HRIS)
Project Charter
GenRays
15 May 2014 Table of Contents
Project Title
Purpose
Description
Objective
Success Criteria or Expected Benefits
Funding
Major Deliverables
Acceptance Criteria
Milestone Schedule
Approval Requirements
Project Manager
Authorized by
Project Title
GenRays Human Resources Information System (HRIS)
Purpose
GenRays' recent success implementing their financial system as produced cost saving that senior management like to fuel additional
growth and expansions to improve the work place. Management has expressed the possibility to implement a new Human Resource
Information System (HRIS) with the ... Show more content on Helpwriting.net ...
2. Enhance the company's performance review process. Allowing employees and management the ability to develop and track career
goals.
3. Having a system that allows management to track position control instead of by employees would allow analysis of data to the
salary grade and duty title. Giving management the ability to keep pay the same for the position no matter which location the
employee works.
4. Transparent hiring process for both internal and external applicants. Employees would be able to apply and track their application.
They would have the ability to know what skills and experience they need to develop a career path. Management can match possible
interns to positions even before they graduate from college
Funding
GenRays has allocated $103,000 for the development and implementation of the HRIS if senior leadership approves of the project
plan.
Major Deliverables
1. Determine requirement for new HRIS/evaluate vendor software/Select vendor.
2. Acquire require infrastructure hardware and software to support the new HRIS.
3. Migrate existing HR data and payroll functionality to the HRIS.
4. Develop and introducing training to company for new HRIS.
5. Establish transitional period and user support to HRIS.
6. Close project.
Acceptance Criteria
The acceptance criteria are describe in the table below:
Deliverable Acceptance Criteria
Determine requirement for new HRIS/evaluate vendor

Essay On Amanda Career Development Plan
After discussing future's plan with Amanda, she discussed her future plans of becoming Human Resources Director in ten years.
Career development and planning serves five essential purpose: encourage, develop new skills, alleviate plateauing, satisfy
employment, and increase employment. My ultimate goal when developing a model a career planning for Amanda, I would want to
use the Waterloo University Model. I would want to model each essential factors of the key points stages. These stages include Self
Assessments Personality, Values, Skills, Interests, Knowledge and learning, and Entrepreneurism Research Career Trends, Information
Search, Information Interview, job shadowing, gaining experience Decision Making Career Objective, ... Show more content on
Helpwriting.net ...
My main goal for Amanda as a manager would begin Amanda career off with a good mentorship. The mentor program would involve
a three tier mentorship, this mentorship would involve three employees from different points of careers(early career employees, Mid–
career employees , senior – career employees. This mentorship would allow Amanda develop a broader set of skills, an awareness of
what is expected in advance positions. This mentorship will also an assistant in the task of indirect and direct learning. Before reaching
her five–year employment milestone of Amanda employer should be actively working towards achieving Amanda's Associate Safety
Professional certification. Assessing the importance of this certification into the Amanda Career Development plan is very beneficial
to gaining the need experience and knowledge Amanda will need for her first career advancement. The Associate Safety Professional
certification is the first step in beginning the process of achieving the CSP Certification. This certification will be a wise decision for
Amanda career development because Amanda already has the certifications requirement. The certification will allow Amanda to
advise, assess and control safety duties of a company by extending her the knowledge of evaluating risk and hazard control measure
and the preparation emergency response plans for a company. The certification requirements are Will have a minimum of a U.S.
Bachelor's degree in any field or

Questions On Human Resource Management
Table of Contents Introduction ––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––– 02
1.1 Definition of strategic human resource management –––––––––––––––––––––––––––––– 02
1.2 Importance of human resource management in organisations –––––––––––––––––– 02
1.3 Analysis of the framework of strategic human resource management. –––––––––– 03
2.1 Analyse the strategic human resource process ––––––––––––––––––––––––––––––––––– 04
2.2 Assess the roles in strategic human resource management –––––––––––––––– 05
2.3 Analyse development and implementation of human resource strategy –––––––– 06
4.1 Identification of contemporary issues that influence human resource management.
–––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––– 06
4.2 Analysis of the contemporary issues in strategic human resource management –07
3.1 Identification of a range of HR strategies for an organisation ––––––––––––––––––– 08
3.2 Assessment of HR strategies and their application in an organisation ––––––––– 09 Conclusion
––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––– 10
References ––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––– 11
Introduction
Human is

Finding Dignity And Meaning Of Human Resources
Kathy Szelag
4/21/2017
LAS 345
Finding Dignity and Meaning in Human Resources Work is a necessity, part of the meaning of life on this earth, a path to growth,
human development and personal fulfillment. After finishing my educational journey at Dominican University I hope to pursue a
career in Human Resources. This type of work maintains and enhances the organization 's human resources by planning,
implementing, and evaluating employee relations and human resources policies, programs, and practices. This career path will enable
me to achieve dignity and meaning in my life. Dignity exists when people are listened to and taken seriously regardless of their
position without fear of reprisal. I will be in a position of influence, I'll have ... Show more content on Helpwriting.net ...
Work makes up a very large part of how we spend our adult lives our self–image can be strongly influenced by the work that we do
and how we are treated in the workplace. My career is deals with lots of areas as previously mentioned but the main issue is dealing
with employee relations and making sure they are respected. My main responsibility will be promoting and emphasizing respect, fair
working conditions, and protect against abuse. Dignity at work refers mainly to how people are treated and treat one another in the
workplace. It refers to the need to protect against abuse or disadvantage and raises issues such as fair wages and just conditions of
work, the right to belong to a trade union, the development of fair bargaining processes and protections from unfair dismissal. An HR
professional can have a profound impact on people because their daily duties make employee welfare and happiness a matter of
responsibility. As I'm performing these daily duties I can only imagine that I will feel a sense of dignity at work. I will have the benefit
of having satisfying and rewarding work. Dignity also implies that we are able to grow in our jobs. Through research, I found that HR
is steadily growing and the great thing about it is that I'll have staying power. In an article, "10 Rewarding Reasons to Work in HR"
Will Erstad explains, "HR appears to be to be well situated for

A Human Resources Business Plan Essay
TABLE OF CONTENTS Purpose 2
Mission Statement 2
Our Vision 3
Our Role 3
Department Strategic Plan 4
Strategic Objectives 4
Implications 7
Appendix
–––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––
9
PURPOSE
A Human Resources business plan allows you to shape the expectations the company has for what will be contributed and when. "This
transparency adds value to the goals and role of the HR department." (Gains–Robinson, 2016). It can improve business growth by
helping a company achieve their objectives and to utilize their resources. Many industries consider their employees as the company's
most important resource. (Patten, 2016). Therefore, by hiring the right people from the start is a good way to help promote business
growth within a company. Once hired, investing in the employee by providing guidance and training to develop new skills and to
improve current skills, will help retain them. "Employees who feel they are developing their skills tend to be happier in their jobs,
which results in increased employee retention." (Patten, 2016). These new employees may one day take on leadership roles or other
positions within the company, alleviating additional new hire fees, which saves the company money. (Mayhew, 2016). A Human
Resource business plan adds significant value to a company, by being able to support and enable the execution of strategic objectives
through building organizational

Human Resource Management, Legal Issues And Career Management
Group Discussion Board #7: Patricia America, Demeka Johnson, Erica Steele & Eduardo Barnet Liberty University Introduction As a
group we summarized that the three most important topics are; The Importance of Human Resource Management, Legal Issues and
Career Management. It is critical within the business world that managers are abreast of policies and laws that will guide both the
manager and the employee. Career management is also important if the employee wants longevity within the marketplace. Group
Consensus If HR was absent from an organization, the company and employees stand unprotected. Policies and procedures are vital in
implementation of laws and instructions that guide managers through the processes of hiring, retaining, and termination (Satterlee,
2013, p. 211). Biblical Integration The Bible is the ultimate Human resource guild book. It teaches us how to manage people. The
Human Resource Department is responsible for the most important asset of the organization and that's the people. With such oversight
they must abide by the laws and regulations that admonishes to treat all people fairly, and to operate from a place of integrity.
Corinthians: 4:2 reads that "Moreover it is required in stewards that one is found faithful." In the Bible, God does not specifically
speak on our career path but in Romans 12: 6–8 it lets us know that we have each been graced with different gifts, and we should use
them in proportion to

Write An Essay On Medical Informatics
The careers available with a dual master of science in Nursing/MBA degree are mostly found in the fields of management and
administration. Read to learn more about four popular career choices for medical students with this unique degree.
Medical Informatics Administrator Being trained in both nursing and business administration will prepare the graduate to work as a
medical informatics administrator. These health care professionals are responsible for the accuracy and effectiveness of data metrics
and reporting in conjunction with IT strategies. Medical informatics primarily deals with current costs and projected profitability. They
work closely with front line leaders to understand operations and then IT professionals to develop reporting structures that generate the
desired reports. They oversee the analysis of relevant data reports that are transformed into user–friendly formats, such as charts and
graphs. Finally, medical informatics administrators provide directors and administrators with relevant reports that provide insight into
things such as quality trends, patient satisfaction levels and progress towards reaching strategic financial goals.
Clinical Manager ... Show more content on Helpwriting.net ...
HR directors oversee the HR systems and practices in assigned facilities. They work closely with senior leadership to establish
strategic HR goals and fulfill the organization's mission. This may require them to counsel health care executives on sensitive HR
issues within the framework of federal regulations and standard health care industry practices. An HR director in a health care
organization consults with management regarding all HR operations, including benefits, recruitment and employee relations. They
must ensure that new and existing employees receive adequate training. They oversee records maintenance related to subpoenas,
regulatory inquiries, management requests and mandatory

Essay about The Importance Of Human Resources
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the
organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce
the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes
to "establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only
are consistent with but also support the achievement of business goals." (Massey, 1994, p. 27)
Managers rely on HR to provide effective staff capable of accomplishing the goals of the organization. HR is valuable in ensuring ...
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A benefit to looking for employees with these skills is that they provide a good human asset base for succession planning.
HR functions as a strategic partner by planning and implementing methods that support the objectives of the City. HR works on
identifying needs and trends and developing strategies to address them. HR takes direction from the Mayor and Council, CAO and the
Director of Corporate Services. HR uses data and knowledge of the City to try to predict future needs and develop plans of attack for
different objectives.
Succession planning is an area within the City where HR is acting as a strategic partner. Currently, HR is looking at the overall needs
of the City and how it will change in the next 5 to 10 due to retirement. HR identifies positions and staff and has made suggestions for
training and development. Other positions are being re–evaluated to determine need and future requirements. Decisions such as
consolidating roles into one position or splitting one position into two are determined by the suitability of existing candidates. HR
evaluates the existing talent and provides strategies to develop it, such as mentoring. HR also has to convince the City to support the
expense of cultivating staff rather than hiring staff with those skills already in place. The high costs of recruiting versus the costs of
educating and training proven staff with leadership qualities have helped to build and communicate a strong

Human Resource Management : An Organization Essay
Abstract
Human resource management plays an intricate role to at every company. The human resource profession has grown rapidly
throughout the years creating multiple departments which specialize in specific areas. Categorized as a large corporation, Nestle
Purina Petcare Company utilizes all functions of HR management. Having an organized and developed HR team allows the company
to function and develop efficiently. There are seven main functions in which human resource management can be categorized. One of
the functions is strategy and planning which includes HR effectiveness, metrics, technology, planning, and retention. Equal
Opportunity Employer is another function of HR management which deals with the company's compliance to the EEO law as well as
with the creating a diverse environment. Another functions is Staffing which focuses on job analysis, recruiting, and selection for the
company. Also, Talent Management and Development is another important function which deals with the orientation of new
employees, the development and succession for current employees, career planning, and performance management. Another one of the
HR management functions is Rewards which includes employee compensation, incentives, and benefits. Risk management and worker
protection is another function in HR management which includes the health, safety, and security of employees. Lastly, the HR function
of Employee Labor Relations which includes employee rights and privacy, HR policies, and

What Is Human Resource Planning and How Does It Contribute...
WHAT IS HUMAN RESOURCE PLANNING AND HOW DOES IT CONTRIBUTE TO ACHIEVING AN ORGANISATIONS
GOALS
This essay discusses the importance of HR planning and the major steps of planning in order to demonstrate its importance and use:
Forecasting; Inventory, Audit, HR Resource Plan, Acting on Plans, Monitoring and Control.
So what is human resource planning and how does it contribute to achieving organizational goals? Human resource planning is the
responsibility of all managers. HR planning links people management to the organization's mission, vision, goals and objectives, as
well as its strategic plan. A key goal of HR planning is to have the right number of people with the right skills, experience and
competencies in the right jobs at the ... Show more content on Helpwriting.net ...
Poor HR Planning and/ or a lack of it in the Organization are likely to result in huge costs and financial looses. It may result in staff
posts taking too long to be filled or unable to find the required skills. This can inflate costs and obstruct effective work performance
and motivation as employees may be requested to work unnecessary overtime and may not put more effort due to fatigue / lack of
motivation. If extra work is then delegated this may stretch employees beyond their capacity which will cause unnecessary disruptions
to the production of the Organization. Employees are put on a disadvantage because their lifestyles are disrupted and they are not
given the chance to plan for their career development.
The most important reason why HR Planning should be managed and implemented is due to cost savings and ensuring the right skills
are available at the required time; because costs form an important part of the Organizations budget, workforce Planning enables the
Organization to provide HR provision costs. For example when there is a staff shortage, the organization can consider options other
than just recruiting new staff, such as training and transferring of staff.
The first step in HR Planning requires that we gather data on the Organizational goals objectives; in effect its management understand
where the Organization wants to go and how it wants to get to that point and forecasting human resource availability. This

Personal Essay On Business Administration
Business Administration is much more than managing paperwork for a business. It deals with ensuring that the corporation reaches
its's goal by managing daily operations. A Business major is very general across colleges, there are many options within this career.
Business administration is a common field of study which covers variety of fields that include management, accounting, finance and
marketing. It is essential for every occupies a business administrator to push forward with the companies' goals. With many types of
management positions available, earning a business degree is worth working for. A business administrator works in small or large
offices making sure the company operates accordingly. In addition, a business administrator negotiates contracts, manages the
companies budget activities, and consults with other staff about the operations to accomplish the company's tasks. Generally, a
business administrator has the qualities of good communication skills, organizational skills, planning strategies to boost the company
financially and has good business ethics. I have always worked hard to accomplish my goals. In the past four years I worked for a tax
consulting business, called BDO. The High school that I attended required me to work for this company, it helped me pay for my
tuition. Furthermore, it gave me the experience of how the real–world functions when it comes to business. A supervisor of mine
guided me in choosing my career path, which I respect

Developing Yourself as an effective HR Practitioner
Introduction
The intention of this report is to address the following learning outcomes:–
to understand the knowledge, skills and behaviours required to be an effective HR practitioner;
know how to deliver timely and effective HR services to meet users ' needs and;
be able to reflect on my own practice and development needs and maintain a plan for personal development.
For the purpose of this report I will use research journals, books and internet searches, in particular, help and guidance from the CIPD
website in order to reflect on my own personal experience and skills to constructively align with the assessment criteria.
Career in brief
Throughout my career I have had a diverse range of roles including the ... Show more content on Helpwriting.net ...
It was important to create a vision statement at the outset to assist with future planning and where we wanted to the see the business in
the future. Creating the vision statement impacted immediately upon my role as Owner/Director as I had invested my own money to
fulfil the ambitions I had of building the business.
The core: Leading HR
This are relates to HR professionals being active, insight–led leaders: owning, shaping and driving themselves, others and activity
within their organisation, not just observing or facilitating. The model suggests that an HR specialist leading HR services acts as a role
model to help develop their teams ' goals The model also suggests that they know how to engage people with different backgrounds by
utilising their experience and skills and by developing their team 's knowledge of the operational plan of the organisation and helping
their team to drive forward whilst supporting and mentoring other HR team members. Table 2 shows how I am able to demonstrate my
knowledge and understanding of this core area.
Table 2 Personal knowledge and competency relating to leading HR
Personal leadership 2.1.2 Seek feedback and coaching to continually learn and develop as a professional. Use HR processes as
appropriate for own CPD (e.g. through My HR Map) As Managing Director of my own retail business it was essential that I had
proven skills to continue my own professional development. I therefore sourced various courses which

Strategic Workforce Planning
There are five major objectives of strategic workforce planning and these include: preventing overstaffing and understaffing, ensuring
that the organization has the right employee with the right skills in the right places at the right times, ensures the organization is
responsive to changes in the environment, provides direction, and coherence to all HR activities and systems, and unites the
perspective of line and staff managers (Mello, 2015). All Human resource activities at Walmart focus on searching for new ways that a
manager can team up with employees to express their ideas. Human resources are always looking at costs to keep the organization
successful. They want to hire people that will use their skills and practice it in their roles. ... Show more content on Helpwriting.net ...
The human resources plan and policies provide specific learning and development needs. Wal–Mart always gives priority to the
strategies that best fit these best practices, which means there is a link between human resources management strategy and corporate
strategy ("Careers"). Wal–Mart buys large quantities of inventory from its suppliers, so they can offer products at a less price to their
customers. I know that they get a lot of their products cheaper, because they buy products

Statement Of Purpose For Business Management
Statement of Purpose I have always wanted to be a big figure in the field of business. Throughout my graduate studies I have explored
various areas of business to know the area most suitable for me. So after completing my senior high school, I wanted to pursue
professional knowledge about business to make my dream come true. Therefore, I have done my graduate studies in Finance. But
during my graduate studies I didn't find any interest towards finance or finance related task. I found it quite dry & tedious. But in the
addition to financial management I have also learned about other related part of management. Studying finance was all about numbers
but I wanted to explore knowledge about the management of people. Then I have decided to give a shot in the field of management
while doing my job as HR assistant. And I have determined to build a career in field of management to deal with the flaws of
management. In other words, I have found human resource ... Show more content on Helpwriting.net ...
My ultimate career goal is to work in leading organizations that will precedence my professionalism. And also lead the organization
with the strategic decision and attainment of goals set by the management. In future I see myself as a HR consultant who will help
corporate managers in devise policies, employment structures, benefit issues, performance incentives and moreover to take decision.
Those days are left behind when HR staff are used to receive direction from the executive team as to their needs and wants. HR people
now expected to sit in executive level to recommend people and contribute in decision making. Nowadays human resource
management issues to be addressed at the highest level in the organization and management of strategic decisions are required. Human
resource management plays a vital role in an organization since without human resource the organization could not execute its

Human Resource Management
1. Major Categories of Human Resource Management Functions Planning a. Strategic Human Resource Management – The process
of developing and implementing HR policies and practices that directly support the major objectives and competitive strategy of the
organization. b. Job Analysis – The process of obtaining and documenting information about the major responsibilities, duties, and
tasks of each job in an organization, as well as the major types of knowledge, skills, and abilities required to perform the job. c. Legal
Compliance – The process of developing human resource policies and practices that meet the requirements of local, state, and federal
laws. Staffing ... Show more content on Helpwriting.net ...
• Decentralization – distributing responsibility/authority to lower levels in company.
• Downsizing – redefining competitive advantage, eliminating some operations.
• Organizational restructuring – eliminating some operations, combining functions, etc.
• Self–managed teams – used to increase quality and increase employee commitment.
• Small businesses – maintain equitable HR policies to prevent loss of employees.
• Organizational culture – managing culture to support diversity and empowerment.
• Technology – implement new technology to increase production and quality.
• Outsourcing – moving work outside the company to reduce costs and overcome labor shortages. 3. Strategic Human Resource
Management
Miles and Snow Model of Strategic Types The Miles and Snow Model categorizes organizations into four strategic types based two
basic dimensions of the competitive environment: (1) the degree of technological change and (2) the degree of environmental change
(such as competitors, markets, legislation, economic growth or contraction, etc. The four types are:
• Low technology change and low environmental change (Defenders)
• Low technology change and high environmental change (Reactors)
• High technology change and low environmental change (Analyzers)
• High technology change and high environmental change (Prospectors)
a. HR characteristics of Defenders – See Figure 1.8 in the

Career Practices : Recruiting New Employees
HR Best Practices
HR best practice #1: Recruiting new employees. Recruiting new employees is probably what most people think that HR management
job entails when they hear the word Human Resources. It is a very important part of the job, but truly only the beginning. It is
important to recruit employees on many different platforms, such as; Newspapers, Flyers or Internet. When recruiting the HR mangers
needs to make sure they are clear in their job descriptions so the right candidates for the job apply. It is also helpful to recruit from
within the company so employees feel like they are working towards something.
HR best practice#2: Interviewing and hiring employees. After the recruitment process is finished applicants are then asked ... Show
more content on Helpwriting.net ...
The concerns can range anywhere from at home issues to issues with someone in the office. HR managers want to point out all the
necessary resources the organization offers to its employees, such as wellness programs. They essentially need to have the open door
policy to their employees so employees know they can be open and honest with them.
HR best practice #4: Having a safe place for conflict resolution. This practice goes hand in hand with making employees feel
welcome. Employees need to know that when they go to HR with an issue that it is in total confidence when it needs to be or that the
issue will be taken care of accordingly. An HR manager should never tell other employees about anyone else's problems. It is best
practice to treat these issues as their own and handle them with extreme care.
HR best practice #5: Managing a diverse workforce. It is important for HR managers to recognize and appreciate differences in the
work place. With recognizing these differences it is important to accommodate different religious holidays or beliefs and practices
when possible. Having a diverse workplace benefits everyone. People can learn from one another and it will ultimately give every
company a competitive edge by having many different outlooks on different issues. Also, when everyone works side by side then
diversity is often no longer the issue as they all feel they are part of the same organization.
HR

Human Resource Management Processes And Activities
Figure 1.3 Image source: simplehrguide.com Human resource management processes and activities are also used for being competitive
by organisation; HRM Process:  Recruitment and selection; the main reason for recruit and selection process is to identify potential
employee who can fit with the hiring organisation. It is an expensive and complex process. Moreover organisation selection and recruit
process prioritise employees "hard" technical skills compare to their "soft" behavioural and attitude skills. Though hard skills are
crucial but no matter how sophisticated the manufacturing technology is but no improvement can be sustained without soft skills in
workers. Although workers can be trained quickly in tools and techniques but developing soft skills can take long time in compare to
hard skills.in come cases; the employee personal attitude and characteristics cannot be altered so the recruiter should pay close
attention to potential employee's attitudes and personality traits during selection process. Though many researchers have long urged
firm's to make basic alteration during recruitment and selection process while applying quality management practices, but very few
organisation applying quality management requisite attention to these suggestions till date. (Snell et al., 2000).  Goal setting: 
Training and development; In terms of this review,

Essay on Human Resources
Future Scaping HR Human Resources can find it roots by looking no further than the purchasing department. From the beginning,
hiring and firing people, the traditional core of Human Resources functions, was done by the purchasing agent. The thinking behind
this was that purchasing agents procured the land, equipment, materials, and as a extension of this the people to ensure proper
functioning of the business. To an extent of this attitude that people where to be purchased, unions arouse to protect the interest of the
worker. To negotiate with the unions, companies adapted by having their own representatives, giving rise to the labor relations
function within HR.
Other functions followed, the staffing function grew out of the ... Show more content on Helpwriting.net ...
Thinking about this future though may lead to innovative insights into how better prepare for the changes that will inevitably occur.
Thinking about this future of HR may help to change today's HR practices in positive ways. This paper then is to look into the future
and take a look at the future trends of the HR profession.
Before diving into our time machine to go future scaping, how did we get to the point we are now in HR? What people, places, and
policies have made the workplace what it is today? I would like to look at four companies – Procter & Gamble, IBM, Hewlett–
Packard, and Southwest Airlines who created places of work that stood out during various times of the last century. These companies
are just a small sample of HR thinking today, although, they comprise of an important part of it.
Started in 1837 as a soap and candle maker (Fortune, 139), Procter and Gamble was a model of exemplary employee relations at the
turn of the 20th century. This employee relations improvement came about when the company introduced a profit–sharing plan to
foster company loyalty. The plan was improved in 1903 by tying it to the purchase of company stock, and today it is known as the
oldest profit sharing plan in operation. In the year 1915, the company introduced an employee disability and death benefit plan. It also
gave its employees an eight–hour workday and guaranteed 48 weeks of work in a year, and they were the first to do so.
IBM made its

Nurse Turnover Case Study
Introduction Nursing turnover is a major concern which impacts both performance and profitability of healthcare organizations across
the globe. Most hospitals have a mission to provide safe, effective, compassionate, quality care to the community they are serving.
However, without fully engaged and highly trained nursing staff, many organizations are finding, this is a lofty goal to achieve. While
there is no known panacea to create reductions in turnover across the board, there are a few techniques that HR professionals can
utilize to positively impact turnover. If I were an HR manager within my current hospital, I would begin to actively focus on career
development from within and develop a program to transfer nurses to other specialty areas of interest within the hospital. A few ways
to start incorporating these strategies would be the adoption and implementation of the Campbell Interest and Skill Survey (CISS)
complemented ... Show more content on Helpwriting.net ...
In an effort to retain nurses I would implement a career development program. To begin, I would start an 'Interest Inventory' of our
current nursing staff. "The CISS can be used not only to help people explore their career path options, but also to help organizations to
develop their employees or to reassign them because of major organizational changes" (Snell, p. 243, 2015). During analysis of our
current turnover year to date, it was discovered that the majority of nurses who have left, worked at my facility between 5–10 years.
Offering yearly career development surveys to employees could help allign nurses with areas within the hospital that they have a
higher interest in working in or even identify an area that is a better match with their skill set. I believe it would be in the organizations
best interest to shift current employees, if they are interested, to other departments instead of losing them

Final assigment 2 Essay
UNIVERSITY OF NICOSIA
ORGANIZATIONS & HUMAN RESOURCE MANAGEMENT
MODULE CODE: MBAN–609DE
ASSIGNMENT 1
BY:
PERFECT MAWUNYA DEKU
SEPTEMBER–OCTOBER
2014
INTRODUCTION
Modernising Medical Careers according to Wikipedia is a programme designed to provide postgraduate medical training for medical
personnel in the United Kingdom. Introduced in 2005, the programme was designed to serve as a better platform for medical personnel
seeking to attain the position of 'consultant'. It has been widely postulated that the HR practices and policies of the organisation were
contributors to its inability to execute its core mandate.
This study seeks to identify the core mandate of the MMC and to describe its role at providing ... Show more content on
Helpwriting.net ...
The next step is the actual application process. Applicants are at the liberty of applying to more than one field of specialty, provided
the applicant meets the criteria required by each field. Each afield requires specific competencies and applicants are encouraged to
assess themselves before sending applications to those fields.
The final; stage is named 'interview and offers'. Interviews are mostly arranged by Local Education and Training Boards (LETB).
LETBs are the authorities responsible for the training and education of National Health Service (NHS) staff. With 13 committees
spread across the whole of England, these committees are made up of representatives of local providers of NHS services. According to
the main website of the MMC, scoring systems for shortlisting applicants is by a national body for coordinated specialties
THE STRATEGY
The MMC's strategy for human resource management generally follows the system of aligning people to roles. The vigorous
recruitment and training process point to the fact that the organisation wishes to inculcate specific values and skills in recruits in order
to get them to perform roles to be assigned them.
The MMC strategy is outlined under the following areas:
Learning and Development.
The MMC sought to provide educational facilities to its recruits to distinguish them and place them at a more advantageous position to
provide better health care to patients. Continuous learning and revision of learning

An Analysis Of Employee Training And Career Development
An Analysis of Employee Training and Career Development
The role of training is based on providing the specific skill sets and operational abilities to increase performance standards for an
organization. Human resource managers are required to understand the various types of training processes, which can help at the
microcosmic and macrocosmic level of advancement for the employee or manager. These skills are essential to having a continuing
dialogue on improving employee performance and encouraging growth in various levels of the organizational platform. The role of
training can also teach new skill sets to already advanced employees, which involves keeping abreast of new innovations and
developments in the firm's competitive stance in ... Show more content on Helpwriting.net ...
These are the various roles in which training is vital to organizational development to continually improve production output and
maintain successful innovation. One type of training can involve teaching an employee how to operate a machine or to learn certain
skill sets that are part of a smaller focus in the training process. This localized and short–term developmental training process can help
increase productivity for the employee within a certain field of focus. The focus on employee development typically involves the
short–term training for specific tasks or operational procedures that can benefit the production output of the company. In many cases,
employee training might simply involve smaller training procedures, such as learning how to operate a machine or perform a certain
function in a departmental setting. HR personnel can effectively train the employee to understand the specific expectations of
performance, which need to be enacted. In a different mode, another type of employee development might be to train a talented
employee to become a manger, which would entail utilizing a "career development" strategy to educate and teach the individual
managerial skills. These skill sets provide a broader and more long–term training that defines a leadership style of training. For
instance, an HR trainer might view a particular employee as being able to grasp leadership skills, which go outside of their specific
training in a specific field of development.

Hr Planning
IMPORTANCE OF Human ResourceS PLANNING IN ORGANIZATIONS by Nyamupachari Vareta HUMAN RESOURCES
ASSISTANT. DIP PM; HND DIP HRM; DIP TM (IPMZ. BRAZZAVILLE, CONGO E–MAIL: VARETAN@YAHOO.COM
InTroduction Planning is very important to our everyday activities. Several definitions have been given by different writers what
planning is all about and its importance to achieving our objectives. It is amazing that this important part of HR is mostly ignored in
HR in most organizations because those at the top do not know the value of HR planning. Organizations that do not plan for the future
have less opportunities to survive the competition ahead. This article will discuss the importance of HR planning; the six steps of HR
planning that ... Show more content on Helpwriting.net ...
If given more work this may stretch them beyond their limit and may cause unnecessary disruptions to the production of the
Organization. Employees are put on a disadvantage because their live programmes are disrupted and they are not given the chance to
plan for their career development. The most important reason why HR Planning should be managed and implemented is the costs
involved. Because costs forms an important part of the Organizations budget, workforce Planning enable the Organization to provide
HR provision costs. When there is staff shortage, the organization should not just appoint discriminately, because of the costs
implications of the other options, such as training and transferring of staff, have to be considered. Steps in HR Planning Forecasting
HR Planning requires that we gather data on the Organizational goals objectives. One should understand where the Organization wants
to go and how it wants to get to that point. The needs of the employees are derived from the corporate objectives of the Organization.
They stern from shorter and medium term objectives and their conversion into action budgets (eg) establishing a new branch in New
Dehli by January 2006 and staff it with a Branch Manager (6,000 USD, Secretary 1,550 USD, and two clerical staff 800 USD per
month. Therefore, the HR Plan should have a mechanism to express planned Company strategies into

Controversy Or Phytotherapy: Does Herbalist Need?
Some remedies are worse than the disease" –Publilius Syrus. Herbalism, also referred to as phytotherapy or botanical medicine, is one
of the earliest kinds of medicine. It is the practice of making or prescribing plant based herbal remedies for medical conditions
(Definition of Herbalism).
Thesis:
B. Body
History
The main goal of herbalism is to eliminate the need for pharmaceuticals, containing chemicals with names that are illegible and seem
more unhealthy than helpful. The earliest account of herbalism was a list of herbs in 3000 B.C. The ancient Chinese, Indians,
Egyptians, Babylonians, Greeks, Romans and Native Americans were all herbalists (A Brief History of Herbalism).
How much school does being an herbalist require?
Herbal medicine ... Show more content on Helpwriting.net ...
Since the role of an herbalist is not easily defined due to it's broadness, it is hard to pinpoint the average salary of one. For instance,
holistic herbalists can earn anywhere from $20,000 to $120,000 per year, with an average of $55 an hour ("Herbalist Job
Description"). Naturopathic physicians rake in anywhere from $39,440 to $135,950 annually. HOURLY WAGES Because of their
exceptionally high wages, naturopathic physicians are subsequently in the top 77 percentile of annual wages in the medical field
("Naturopathic Physician"). Lastly, acupuncturists make anywhere ranging from $39,440 to $135,950, the same as naturopathic
physicians. Their hourly wages go anywhere from $18.96 to $65.36. They are also coincidentally in the top 77 percentile annual
wages, making both of these careers very enticing for those who fancy the finer

Human Resources Management: The Functions Of Human...
Human Resource Management:
Human resource Management is the organizational function that address the problems related to people such as training,
communication ,adminisitration, organization development, compensation, hiring,employee ,motivation and performance
management. A central feature underlying the concept Human Resource Management as illustrated by Gilley et.al (2002) comprises of
practices like recruitment, selection ,appraisal, formal human resource policies and comprehensive human resource philosophies .
Armstrong (2006) defined Human Resource Management as, the main aim of human resource management is to make sure that the
success can be achieved by the organization through people .HR strategies entail policies and programs ... Show more content on
Helpwriting.net ...
Blasi et al, 2009:4). Human resource is a very essential component for an organization in terms of everything but good human resource
management practices play a significant role in employee holding and their productivity (Peer–olaf Siebers,et al–2008).Impact of
HRMpractices on Firm productivity is useful.Human Resourse departments in all typesof organizations takes different steps to
improveproductivity by motivating the employees aswell as by providing them with lastest means to perform their jobs in an efficient
manner. Toimprove the productivity of the organization different practices that HR Departments applyincluding making a list of
company's short term and long term goals and objectives andassessing employees previous performances to measure whether they are
meetingindustry set goals or need some improvements. Cutcher – gershenfeld (1991) found thatFirms would have lower costs, less
scraps, an increased productivity if they create goodrelationships among employees, emphasizing cooperations and settlements of
disputes amongthem as compared to those firms that still adopt old labour relation practices. Training is one ofthe high powered way
to increase any individuals productivity as

Gratterpalm Case
NS
HRM 722
Case 1 pages 83–85 questions 1,2 &5
1. Gratterpalm's new human resources (HR) activities helped drive business growth by the strategic use of surveys as initial employee
engagement to gain insight coupled with a strong communications plan. High performing organizations have a deeper understanding
as to how employee engagement can successfully drive business growth.1 < Lockwood, N. (2007) P.2, Abstract, all lines>The HR
activities strategically integrated both employees and management teams, and incorporated them early on in the HR structuring
process. The High Performance Work System (HPWS) that was put into place included valuable training opportunities, structured
performance management and appraisals, compensation or ... Show more content on Helpwriting.net ...
A company must figure out how to fund the retirement of senior executives while funding the firm and making an attractive offer for
incoming partners. In small businesses HR Management tends to be the lowest priority for managers. Due to their lack of resources,
which include time, people, expertise or money, managers are forced to focus primarily on finances, marketing and production.
A small business can improve its capacity to successfully implement and HR program by ensuring it has a structured strategic business
plan, clear and transparent communication among employees and managers, and strong performance and appraisal management
system in place to help build on talent and align the company culture with its strategic business plan. Research shows that
organizations that provide a workplace culture with the psychological conditions of meaningfulness (job enrichment, work–role fit),
safety (supportive manager and co–workers) and availability (resources available) are more likely to have engaged employees.
5. It takes time to see the results of HR activities because internal research should be done, findings should be assessed, and an HR
strategy should be developed and targeted towards findings, and the strategy must be implemented. Ultimately, overtime,
benchmarking can be done to assess growth/ROI. Many HR activities such as performance management and appraisals track growth
over time and aren't instantaneous. Change that

A Brief Note On The Individual Career Management
Individual Career Management: Barruch (2004) defines ICM as strategies adopted by employees in their profession for planning,
development and implementing to achieve one's professional career goals. Recently, as a result of changing in the environment in
terms of careers' nature and unstable employment, there is an increasing idea that career progression is a responsibility of individuals
not organization (Enache, et al., 2013). However, as any other approach ICM has its pros and cons. On one hand, ICM encourages
young and fresh employees to remain employable and marketable not only in one career in particular organization, but also to develop
lifelong transferable skills in the jobs market. And then they will be able and capable to ... Show more content on Helpwriting.net ...
(2012) argues that proactive personality and self–control are considered as predictors of career success. Likewise, the studies by Joo
and Ready (2012) and Prabhu (2013) concludes that individuals' proactive personality can promote their career success. They are more
likely to become involved in improvement opportunities and innovative behaviors that are considerably related to career success.
According to (Weng & McElroy, 2010) ICM guides individuals to make better career decisions as it enhances self–awareness and
environmental awareness, and simplifies individuals' career goals. individuals who focus on career self–management plan for solving
career problems, gather information and make a decision in their careers. This will make employees self–managed or self–directed
people who are involved in lifelong learning. (Muja & Appelbaum, 2012). Accordingly, Self–directed career attitude of employees is
important to career success (Enache et al., 2011). On the other hand, the consequences of careerist activity for the individuals is that in
the short term, possibly careerists will get promoted more frequently than non–careerists. However, it comes at a potentially high price
as employees who possessed a careerist–orientation approach acknowledged a disconnection between their own long–term career
development goals and the goals of their employer. This is due to a lack of trust in their employer's ability and willingness, to provide

Analysis of Personal and Professional Goals as HR Management
Executive Summary This paper attempts to provide a comparative overview of various different professional Human resources
associations with the aim of reaching a conclusion on the best option that suits my personal and professional goals as an HR
professional. The paper presents a highlight of some benefits and deficiencies of each association through the discussion of
membership requirements, value propositions and cost benefit analysis. To have a proper understanding of each of the associations, a
SWOT analysis and cost benefit analysis was conducted. This made it easy for me to make the chioce for my professinal growth. The
paper makes a conclusion with a recommendation of a CIPD membership in light of my personal career stage and future aspirations.
Introduction In this era of inconsistent careers, which emphasize greatly on psychological success and self–direction (Noe 2010, p.
410), the propensity of most successful employees is to take into consideration a career, more in terms of a life–long journey towards
the achievement of personal goals and objectives, rather than in terms of a current position, job or role within a company. This has
perhaps become mandated because in order for most companies to survive and remain viable in their operating environments,
employee job descriptions and roles are constantly revised or been changed according to an improved or new strategic organizational
direction that meet new business objectives. Terms such as "workforce

An Organization 's Strategic Planning
Strategic HRM Dynamic change in the business environment, technology advances, and increased worldwide competition have
dramatically changed the role of human resources (HR). Recruiting and retaining talent has become a key initiative as human capital
and knowledge have become recognized as an organization's top asset and avenue for creating a competitive advantage. More than
ever before, chief executives officers (CEOs) and other organizational leaders are relying on HR to play an integral role in the strategic
planning process. For this reason, successful HR professionals must have a thorough understanding of all stages of the strategic
planning process, engage and contribute at every opportunity, ensure that HR strategic planning is in alignment, and have a strong
understanding of the factors impacting workforce motivation.
Defining Strategic Planning The fate of an organization rests on its ability to create, implement, and execute a successful strategic
plan. In many cases, due to the dynamic business environment, an organization's strategic plan must become a "living" document that
is regularly examined and updated. Reed and Bogardus (2012) emphasized that the prevalence of marketplace and internal
organizational changes now require constant plan revision and confirmation of viability. At the same time, the strategic plan is still the
organization's long–term objective, including how it will create a competitive advantage by utilizing internal strengths to

Hr Audit Sample
The Organization and Its Mission Company A (Co. A) is a heavy industry manufacturer. It is comprised of 380 employees. 80 percent
of the employees are unionized while the remaining 20 percent are office staff – engineers, administrative staff and higher
management. The history of the company stands as far back as 50 years. Over the 50 years, the Company changed hands through
different owners several times. The most recent ownership change occurred approximately 3 years ago. The previous owners had sold
the company off 2 years after a strike devastated their last efforts to reel the company back from three straight years of financial losses.
The new owners have benefited tremendously from the new union contract the previous ... Show more content on Helpwriting.net ...
The department is certainly identifiable and exists as a formal support unit. However, the department is still not perceived to be as
important as other units directly related to production such as quality and engineering. Following are some reasons why this is so: 1.
The HR department manager is not qualified and experienced to lead the department in directions that upholds the department as a
strategic business partner to other non–support departments. His specialization in labor relations is not sufficient background for him
to comprehend the important fact that for the department to be effective, decisions on different aspects of HR must be consistent with
one another and the decisions must take into account the strategic business goals of the company EG: the companies need to maintain
consistently productive teams on the shop floor means that recruitment must be geared toward selecting employees who can work well
with others, training for communicative team building skills and job skills, and to support employees so they may perform to the best
of their abilities. 2. Other departments do not understand the potential the HR department has in becoming their successful strategic
partner. They still view the HR department as playing a service and advocacy roles – efficiently perform a wide variety of routine tasks
such as administering annual salary reviews as well as insuring correct compensation raises and bonuses

Hr Career Outlook
|[Human Resources Career outlook] |
|This career outlook report will include a summary of the career, salary ranges in the state of Florida, employment outlooks, types of
positions within the field of|
|HR, and educational requirements. |
Introduction
I have been a clinical team member and manager in radiology for the past twenty–one years. I decided to go back to college to
enhance my knowledge in the field of Human Resources as I have developed my strengths ... Show more content on Helpwriting.net ...
The educational requirements are a bachelors degree at a minimum, with many organizations preferring a Master's degree and a PHR
certification.
State and National Wages*
|Location |Pay |2011 |
| |Period | |
| | |10% |25% |
| |2010 |2020 | |
|2008 |2018 | | | |All other human resources managers |2,090 |2,310 |+10% |70 | |1Job Openings refers to the average annual job
openings due to growth and net replacement.
Note: The data for the

Personal And Professional Career Plan

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