Submit a reply of at least 250-300 original words each to the initial threads. The statements made in each reply must be supported by references and in-text citations for the course textbook, at least one article from a peer-reviewed journal published within the past five years, and the Bible.
All work must:
Include an analysis, synthesis, and evaluation of the topic.
Include a reference and in-text citations for the course textbook.
Include a reference and in-text citations for at least one article from a peer-reviewed journal,
published within the past five years.
Include a reference and in-text citations for the Bible.
Include an assessment/analysis of your Christian worldview as it relates to the topic.
Include both in-text citations and references in APA format.
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.
Include clear topic sentences for each paragraph, supporting sentences, and a conclusion
sentence/paragraph.
MAKE ONE RESPONSE OF AT LEAST 250 WORDS TO EACH OF THE ATTACHED POSTS.
Human Resources business
What is the relationship between organizational needs analysis and strategic planning? How can tying HRD programs to an organization’s strategic plan make it easier to justify requests for resources to develop and deliver HRD programs?
An organizational needs analysis is a very useful tool for identifying potential threats or gains that could affect your business plan and strategic objectives over the next two to five years. As a result, an ONA pinpoints your strategic plan’s achievement goals as well as current and future staff development needs. The ONA process should lead to real improvements in productivity and performance for both individual employees and the entire organization. For a business to continue to operate and expand, the correct workers are crucial. You may help to guarantee that the right people are in the right roles and that any additional development or systemic change required can be accomplished by recognizing where your risks, opportunities, and skills gaps exist. Additionally, any training expenditure can be distributed to the appropriate places thanks to this.
Utilizing needs analysis enables firms to take a proactive approach to prospective problems before they materialize into actual ones. One of the key advantages of needs analysis is its ability to identify staff knowledge and skill shortages before they start to seriously impact the organization. Aids in early training preparation. It’s difficult to plan the training schedules for an entire company. However, rather than making assumptions about the kinds of training that should be provided, training requirements analysis aids an organization in making defensible judgments based on real and accurate information. And to assist human resources planning activities since they are used to predict how changes in management strategy will affect future human resources needs (Werner, 2022).
You must first comprehend what the ideal process entails in order to identify the differences between it and current practices. The greatest method to make sure your needs assessment is measurable, actionable, and results-oriented is to have clear objectives. Take some time to think about your desired results before you begin gathering and analyzing data for your needs assessment. To plan timelines and comprehend the anticipated outcome, establish targets and gather information on areas of opportunity. Your team members have significant insight on prospective process changes because they are probably more familiar with the process than you are. To determine your team’s major gaps, solicit comments from your project team or have a general brainstorming session. Strategic planning (SP) is one of the more popular management approaches in contemporary organizations, and it is consistently ranked among the five most popular managerial approaches worldwide (George, 2019). Analysis of the organization’s mandate, mission, and values, analysis of the organization’s internal and external environment, identification of strategic issues based on these analyses, and formulation of strategies, goals, and plans to address the issues are all components of SP, which is typically operationalized as a method for formulating strategies.
Or what king, going to make war against another king, does not sit down first and consider whether he is able with ten thousand to meet him who comes against him with twenty thousand? (Luke 14:31, New King James Version)
George, B., Walker, R.M. and Monster, J. (2019), Does Strategic Planning Improve
Organizational Performance? A Meta-Analysis. Public Admin Rev.
Werner, J. M. (2022). Human resource development: Talent development. South-Western.
According to observational research, the base of learning is rooted in the cognitive processes of each individual. Therefore, every individual has a unique type of learning style. Learning style has been defined as how an individual’s choice during the learning process affects the selected information and how it is processed (Werner, 2022, p.82). Each individual has a distinct way of retaining the information given to them, whether through verbal, visual, or physical stimulation. Based on how well an individual retains this information will indicate how they will respond and perform in their work environment.
The differences in how a manager with a convergent learning style versus a divergent style can be reviewed in Werner, J. (2022) text. A divergent learning style is learning from concrete experiences and reflective observations that can generate alternative courses of action. In contrast, a convergent learning style involves abstract conceptualization and active experiences that focus on problem-solving and decision-making practices (p.83).
A manager is responsible for many different roles within a healthcare organization. They must be able to assess and retain critical information continuously changing in the healthcare field. The scope of knowledge that a manager must possess can range from both the business side and clinical side of a healthcare organization. Therefore continuous studies are needed to improve business operations and provide quality care.
Supposing I was conducting training sessions for managers, I would need to understand the various types of managers I would be planning the session. Conducting a survey is a great way to acquire information about different learning styles. By asking multiple questions, I could gather the materials needed to provide the best suitable training session by asking various questions. Assuming that the two particular types of styles that would be attending the training session are convergent and divergent learning styles, there are several strategies that I would utilize to ensure their success in the training session. For convergent learning, active experimentation is essential; therefore, organizing activities that actively engage their skill and knowledge will be most usual. “The greatest advantage of this style lies in problem solving, decision making, and practical application of ideas (Lizote et al., 2019, p.4).” As for divergent learners, they naturally acquire information from concrete experiences and reflective observation. Therefore, for these types of learners, the training session will include various brainstorming activities that will allow them to generate unique ideas on how to solve problems (p.4).
The Lord has given us our capacities for solving problems, yet teamwork can be the greatest strength he provides us. It is said in Hebrews 10:24-25. “Let us consider how to stir up one another to love and good works, not neglecting to meet together, as is the habit of some, but encouraging one another, and all the more as you see the Day drawing near (The Holy Bible,
English Standard Version. 2016).”
References:
Lizote, S. A., Alves, C. R., Teston, S. D. F., & Olm, J. W. (2019). Learning styles, academic performance, and teaching evaluation.
Rev Catarinense Ciên Contábil,
18, 1-15.
The Holy Bible,
English Standard Version. Text Edition: 2016.
Werner, J. (2022).
Human resource development: Talent development. (8th ed.). Cengage.
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
