QUESTION 1) In line with current global trends, evaluate how the performance management strategy of coaching is one of the best measures for human capital performance. Apply examples from the article.

QUESTION 2) Organisations have to constantly go through change processes to keep ahead with business, competition and global trends. Examine and analyse the change process within organisations, and use examples from the article.

QUESTION 3) Evaluate how one would assess, design and implement an effective HRD programme to address the recommended  need in terms of 4IR changes described in the article.

QUESTION 4) Critically discuss how talent management is part of the strategic human resource development process.

 

Answer:

1. Today, people in strategic planning are focused heavily on employee-related issues and how they affect an organization's long term business success.  They are realizing that strategic integration between business and human resource strategies is critical to an organization's goals. HR managers and organizational leaders want to know how to leverage their most valuable asset: their people. A large part of working in Human Resources (HR) is regulating performance management. Creating a space where you and your employees can produce excellent work and perform to the best of your abilities is no easy task, but with the right strategies, you can make it work. Of course, effective performance management is more than just creating a work environment that works: Effective performance management is about leadership, interpersonal relationships, constructive feedback, and teamwork.

A great example for strategic human management is Nissan, Tokyo, Japan - Nissan is a top company that's a great example of effective HR. The company has blended the manufacturing techniques of the Japanese with the productivity of the British. This is called Kaizen and it allows the workers to constantly improve on how things are done. Each employee is hired based on their drive and talent and then encouraged to improve their skills further to be better than the rest. At Nissan, there are no hidden salaries and the workers are well paid. Leaders build their own teams that they see as the best for what they are assigned to do, with the idea that this practice supports higher employee engagement and productivity. This approach has had great success for Nissan. It puts the workers first while closely integrating both HR needs and the company goals.

Understanding that employees are crucial to overall success is a priority in these companies. They understand their employees are their biggest asset and build this into the human resource plan as part of the overall strategic management process. HR policies at these companies ensure that people are well paid for their time and talent with wages, lodging, education, and family support. Compensation packages are part of the human resource planning process to hire and retain employees who are at the top of their fields.

2. Change is inevitable and innovation is the method to not only keep your business afloat but also ensure that it remains relevant and profitable. So, when you develop an innovation culture, you remain relevant at all times. To retain or establish your company's cutting edge, you can compete strategically by having a dynamic business that can make strategic and innovative moves and thus cut above the rest. The innovation process describes the path of translating new and/or existing knowledge into marketable solutions. Companies that pursue a successful innovation process have something decisive that puts them ahead of others - they have designed the path of an idea from generation, through development, to market entry. The process is the heart of innovation management, whereby it makes sense to understand innovation goals as superordinate components of an innovation process and to align the process with the goals. The decision for certain innovation goals in turn marks the starting point of the innovation process and defines the process steps derived from it (idea generation, concept, development, etc.).

3. When HRD Programs have to be made, it has to be based on the current and future HRD requirements. The work of the human resource development practitioner is continuously evolving. Human resource development practitioners are increasingly required to network and build relationships to obtain support, resources, information, and knowledge. The benefits of HRD Program are many. The systematic and well-designed HRD Program can contribute to the organizational performance. Phase I - Assessment Phase - In this phase the needs are prioritized according to thy contribution to the overall Organizational Strategy. Phase II - Design Phase - The specific objectives are defined in this phase. The Lesson plan is made, trainer is selected and accordingly the methods, techniques and materials. Finally the schedule of the Program is made. Phase III - Implementation Phase - The most crucial phase of all deals with delivering of the Program as a strategic intervention. Phase IV - Evaluation Phase - The evaluation criteria are selected on the basis of which the success of the program is assessed. The results are interpreted and form the basis of other HRD programs.

4. Talent management is the full scope of HR processes to attract, develop, motivate and retain high-performing employees. Talent management is about a set of HR processes that integrate with each other. This means that talent management activities are larger than the sum of the individual parts. This also means that a talent management strategy is required to capitalize on its full potential. More about this later. Talent management touches on all key HR areas, from hiring to employee onboarding and from performance management to retention. Hence, talent management has a necessary role in the strategic human resource development processes the purpose of talent management is to increase performance. It aims to motivate, engage, and retain employees to make them perform better. This is why the importance of talent management is so significant. 

Step-by-step explanation

When it's done right, companies can build a sustainable competitive advantage and outperform their competition through an integrated system of talent management practices that are hard to copy and/or imitate.