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Human Resource Development Plan for Glaxo SmithKline Company - Case Study Example

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The paper "Human Resource Development Plan for Glaxo SmithKline Company" discusses that the employees a wide array of professionals to maintain and improve its position in the pharmaceutical sector. Globally, they employ around 97,000 people with 40,000 in the department of sales and marketing. …
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Human Resource Development Plan for Glaxo SmithKline Company
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Download file to see previous pages “Along with the changes in manufacturing processes and priorities came the realization that the necessary flexibility could be best achieved through skilled workers with knowledge of the technical aspects of production, as well as the abilities to attain maximum effectiveness within the company” (Byrne, 1999, pg1)
According to Rouda and Kusy, the definition of HRD is "organized learning activities arranged within an organization in order to improve performance and/or personal growth for the purpose of improving the job, the individual, and/or the organization" (1995, 1). As the trend in the industry is again slowly shifting from the ‘industrial age’ to the ‘information age’ it has become ever more important to capture all the benefits that a sound Human resource Development plan brings. Amongst other things, it helps you create a satisfied, loyal and committed workforce that is intrinsically motivated to give their best performance. It also helps you in countering the complexities of human nature and helps your employees navigate life situations with would otherwise impact your organization's goal-seeking endeavors.
HRD is also an organization's best chance to acquire, evaluate and retain its best performers. Through careful monitoring of the organization culture and the employees who have the ability to enhance it or improve from it can separate and focus on the ‘best’ employees. By nurturing their skills, an organization will benefit from their combined knowledge, experience and ideas as well as maintain a core workforce which can help in training and recruiting similarly talented people. This concept has become even more crucial with the latest trends in the worker lifecycle; no longer are there ‘jobs for life’- people require more than just job safety and monetary benefits from their employers, they need a sense of involvement, accomplishment, job flexibility, additional perks and to feel committed to an organization's goals.  ...Download file to see next pagesRead More
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