1. Using your knowledge of the stages of life and career development, explain how the career issues of a 27-year-old differ from those of a 45-year-old. What are the organizational implications of the issues you identified?
2. In your experience (both from your own organization and your observation on other organizations) what are the different forms of management education? In your opinion, can they be substituted by training or on the job experiences? Why or why not?
3. Provide a real example for the case where organization transformation change was a necessary strategy to maintain organizational efficiency. On the other hand, what are the situations/conditions that may hinder the effectiveness of organization transformation change?
4. In some organizations, cultural diversity efforts meet with resistance from key managers and employees. Identify at least one reason for this resistance and recommend ways it can be overcome. Support your recommendations.© BrainMass Inc. brainmass.com October 25, 2018, 10:09 am ad1c9bdddf
1. Based upon my knowledge of the stages of life and career development, a 27-year-old would be in the establishment phase of their career development which would involve issues of finding their place within the organization that they work for. This essentially means that this individual would be seeking to stabilize themselves, and to learn to adapt to their new work environment in order to become a successful employee. This would mean that this individual would be overcoming self-doubts and learning about the variables involved in their work environment, which would differ considerably from the concerns of a 45-year-old individual. The 45-year-old on the other hand would be in the midcareer stage of career development, and this individual's concerns would be more about ensuring that they maintain the progress that has been made within the organization, as well as to continue to gain upward mobility through utilizing their management experience efficiently. In addition, this individual make question their choice of career paths, and consider changing careers if it leads to an acceleration of their upward mobility, satisfaction, and financial gain. The 27-year-old's concerns would also differ ...
Human Resources Strategic Poisitioning Plan Part 2
Human Resources Strategic Positioning Plan - Part 2
Prepare a 3,000-3,500-word paper integrating theories and concepts from your text and other sources as you review the Riordan Manufacturing virtual organization on your rEsource page. Based on your researched information, create a Human Resource Strategic Positioning Plan for your client. Include a summary of Part 1 in addition to the following elements in order to support your recommendations.
a. One-page executive summary
b. Recruiting and Retention
1) Analyze methods for recognizing and retaining key employees and workers
2) Identify a process to replace key executive talent
3) Develop a process to identify high-potential employees; develop a process to "fast track" these employees
c. Legal Ramifications
Legal implications of issues covered in this assignment (e.g., as you consider your proposal, have you thoroughly researched any legal implications)?
d. Training and Development Program
Identify elements of an effective training and development program.
e. Technical infrastructure
·Apply the elements of an effective technical infrastructure. Include application of information (such as requirements and considerations) provided by an HRIS.
·How is your strategy affected by the company's decision to "go global" with its plant in China? What are the HR-related implications? Assess the challenges and opportunities of multinational cultural diversity and international talent management.
Make final recommendations to the client.