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The Strategic Management of Human Resource - Assignment Example

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The reporter states that for developmental activity to be deemed strategic organizations need to shift the focus from a training to a learning approach. The aptitude to change is the utmost reward for learning. Moreover, change permits the learner as well as the business to remain responsive to the emergence of undefined situations…
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The Strategic Management of Human Resource
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Download file to see previous pages As a variety of mounting competitive forces mount, organizations are recognizing that to thrive, they require leaders and managers who can keep the organization intact and maintain employee morale throughout phases of change. Furthermore, they need personnel at every level who are eager and lithe enough to adopt change rapidly, adapt, and cultivate their skills. Accordingly, the demand to provide effective and quick employee grow this at the fore. Learning as well as development undertakings can influence organizational performance. To achieve this, organizations have to shift from training to learning. High-performance functioning involves employing a range of human resource practices and strategies to involve and inspire employees to amplify their input and increase levels of output and performance throughout the company as a whole. Though a variety of human resource policies and practices are considered equally to high-performance working practices, most analysts would agree that litheness and constant learning stand at the core of the functioning efficiency of the good-performance work approach (Armstrong 2000).
Given the rapid speed of change, workers must be stimulated and reinforced to constantly update their abilities and expand knowledge. Therefore, learning is fathomed as the procedure through which a person creates new skills, knowledge and capabilities, while training is among some of the responses a company can assume to stimulate learning. Learning is, therefore, an individual course – nobody but the apprentice can learn. However, it is conceivable to set up interventions, which encourage persons to learn as well as develop. During the move from training to learning, many learning, as well as development interventions and undertakings, progressively focus on backing the learner. Individual accountability for learning (coupled with help from the company in backing up learners) is one way of promoting effective learning to bring about individual support and organizational change. Significant efforts must be made to encourage and support effective personal learning in the event of a developmental activity in an organization (Armstrong 2000). ...Download file to see next pagesRead More
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