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Career Path - Human Resources Project Plan
The focus of this proposal will be to look at the impact of human resources on increased training needed to cross-train employees as well as its impact on organizational profitability. This is important to understanding human resource career issues because it enhances of pursuing human resources careers. Employee experience always develops a greater understanding of career possibilities, compensation framework that rewards talent while offering more variety in the shift to retain high energy. For instance, better compensation increases "Hooking " and retaining better retains talent, better work output leading to labor savings through utilizing split shift functionality. Human resources play an important role in training employees as a way of increasing organizational profitability. This involves efficient scheduling practices that reduce and simplifies position codes through the current knowledge. This also entails advances in succession planning efforts and instilling a total workplace mindset that drives total output.
Role of human resource on training needs through cross-training employees
This section will look at the role of human resources career in fulfilling the training needs of employees through cross training employees. Human resources responsibilities are important beyond hiring processes. Because of this, there is always need for position holders to have a high level of experience to make the position holder able to understand the training needs of employees. This stands as an important aspect of human resources career path.
Human resources management and organizational profitability
This will encompass looking at the human resources management initiatives that increase profitability in an employee team. Human resources personnel always play an important role in an organization. This is based on the fact that they control vital resources that determine the success of the organization. Therefore, focus on people is critical to enhancing profitability in an organization. Thus, human resource career people minded approach through practical initiatives to influence higher profitability.
Literature review plan
The literature will look at several works done by others regarding role of human resource on training needed to cross-train employees and organizational profitability.
In the current competitive world, individuals with human resources careers are compared to matchmakers of the enterprising world. Usually, they can work for a particular organization to match the right individuals with existing positions, but there are also an increasing number of organizations that offer human resources services for other organizations. Companies with human resources openings always recruit and screen candidates and sometimes get involved in interviewing process as well (sims 2007). Additionally, they also manage payroll as well as benefit paperwork while serving as a link between the employees and the organizational management.
Deckop, j. R. (2006). Human resource management ethics. Greenwich, ct, information age pub. Inc
Finnegan, r. P. (2015). Hr's greatest challenge: driving the c-suite to improve employee engagement and retention.
Lawler, e. E., & boudreau, j. W. (2009). Achieving excellence in human resource management: an assessment of human resource functions. Stanford, calif, stanford business books.
Lussier, r. N., & hendon, j. R. (2016). Human resource management functions, applications, & skill development. Los angeles [u.A.], sage.
Sims, r. R. (2007). Human resource management: contemporary issues, challenges, and opportunities. Greenwich, conn, information age publ.
Thompson, h. (2014). Managing employees.
Wilson, j. P. (2006). Human resource development: learning & training for individuals & organizations. London [u.A.], kogan page.
Sherry Roberts is the author of this paper. A senior editor at Melda Research in Help Me Write My Essay For Me services. If you need a similar paper you can place your order for a custom research paper from pay someone to write research paper services.
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