The Strategic Management of Human Resource Assignment

The Strategic Management of Human Resource - Assignment ExampleAs a variety of mounting competitive forces mount, organizations atomic number 18 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 argon 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 tumefy as development undertakings can influence organizational performance. To achieve this, organizations have to shift from train to learning. High-performance functioning involves employing a range of pitying option 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 conside red equally to high-performance working practices, most analysts would agree that litheness and constant learning stand at the core of the functioning efficacy 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 agency 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 psyche 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 tolearning, 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 make to encourage and support effective personal learning in the event of a developmental activity in an organization (Armstrong 2000).