Benchmark- Organization and Personal HR Development PlanCharnae Spady- WardProfessor Goodman

Grand Canyon EniversityLDR 635- Acquiring, Developing, and Leveraging Human Capital



 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


 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.


 Quality work

 It build relationship

 Motivation

 production rate goes high increasing the rate profits


 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


 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


 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.


 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.

  • Slide 1
  • Introduction
  • Synopsis
  • Advantages
  • Disadvantages
  • How company can focus on employee current strengths
  • Slide 7
  • Recommendation
  • Personal development plan within HR field
  • Conclusion
  • References
  • References

Is this the question you were looking for? Place your Order Here