Benchmark powerpoint presentation

Benchmark- Organization and Personal HR Development Plan
Charnae Spady- Ward
Professor Goodman

Grand Canyon Eniversity
LDR 635- Acquiring, Developing, and Leveraging Human Capital

06/30/2021
https://youtu.be/wuM05k1RLZc

Introduction

 Employees talents and skill
can be recognized

 There is deep analyzing of
the workforce

 Effective training is
practiced

 It promotes employee
engagement and
involvement of the
workforce

 Learning is promoted by
addressing the weaknesses

Synopsis

 Every plan should include skills
that are needed to improve and
also task that are intended to
be completed

 It serves as agreement between
the employer and the employee

 Organizations are able to link
their investments in supporting
their potential leaders

 Individuals are able to create
their own leadership
development plans.

Advantages

 Quality work

 It build relationship

 Motivation

 production rate goes high
increasing the rate profits

Disadvantages

 It maintain a safe distance

 There is higher competition

 Greater experience expected

 It is a position of restrictions

 Have a lower recognition value

How company can focus on
employee current strengths

 Do not assume that the employees
knows their strengths

 The HR should look for ways to
apply in a team setting to achieve
a common goal

 Team meetings helps the members
to deepen their understanding

 The organization should help
their employees to align their
talents to meet the needs of
their roles

 Conducting a talent
assessment in each employee

Plans for developing and integrating the
positions of HR specialist

 Identifying future HR needs

 Consider the present HR
capabilities

 Identifying the gaps between
future needs and present
capabilities

 Formulation of gap strategies

 Sharing and monitoring the plans

Recommendation

 Following procedures and
adhering to policies

 Submitting to the authority of
others

 An organization should always
consider taking risks

 The company should tell the truth
but with compassion

 Show love to people

 An organization should learn to
listen

Personal development plan within
HR field

 Determining the human resource
needs

 Evaluating recruitment strategy

 Selecting the employees

 Developing training

 Determining employees
compensation plan

 Appraisal performance

Conclusion

 Investing on training the employees
can increase productivity

 Showing love to the employees
motivates since they feel valued

 Quality work is realized when
employees are given support by the
organization such as nurturing their
talents and abilities

 Focusing on employees strengths
and talents enables a company to
achieve more

 Also identifying HR needs promotes
strengthens the role of human
resource in a company

References
 Maier, A., Brad, S., Nicoară, D., & Maier, D. (2014). Innovation by developing

human resources, ensuring the competitiveness and success of the
organization. Procedia-Social and Behavioral Sciences, 109, 645-648.

 Rezaei, F., & Beyerlein, M. (2018). Talent development: A systematic
literature review of empirical studies. European Journal of Training and
Development.

 Berber, N., & Lekovic, B. (2018). The impact of HR development on
innovative performances in central and eastern European
countries. Employee Relations.

 El-Ghalayini, Y. (2017). Human resource management practices and
organizational performance in public sector organization. Journal of Business
Studies Quarterly, 8(3), 65.

 Griffith, J. A., Baur, J. E., & Buckley, M. R. (2019). Creating comprehensive
leadership pipelines: Applying the real options approach to organizational
leadership development. Human Resource Management Review, 29(3), 305-
315.

References

 Akkaya, B., & Tabak, A. (2020). The link between organizational agility and
leadership: A research in science parks. Academy of Strategic Management
Journal, 19(1), 1-17.

 Bagdadli, S., & Gianecchini, M. (2019). Organizational career management
practices and objective career success: A systematic review and
framework. Human Resource Management Review, 29(3), 353-370.

 Poór, J., Juhász, T., Machová, R., Bencsik, A., & Bilan, S. (2018). Knowledge
management in human resource management: Foreign-owned subsidiaries’
practices in four CEE countries. Journal of International Studies, 11(3).

 Yong, J. Y., Yusliza, M. Y., Ramayah, T., Chiappetta Jabbour, C. J., Sehnem, S., &
Mani, V. (2020). Pathways towards sustainability in manufacturing
organizations: Empirical evidence on the role of green human resource
management. Business Strategy and the Environment, 29(1), 212-228.