HRM 635 Organizational and Personal HR Development Plan

Grand Canyon University HRM 635 Organizational and Personal HR Development Plan – Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University HRM 635 Organizational and Personal HR Development Plan assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for HRM 635 Organizational and Personal HR Development Plan

Whether one passes or fails an academic assignment such as the Grand Canyon University HRM 635 Organizational and Personal HR Development Plan depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for HRM 635 Organizational and Personal HR Development Plan

The introduction for the Grand Canyon University HRM 635 Organizational and Personal HR Development Plan is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

Need a high-quality paper urgently?

We can deliver within hours.

PLACE AN ORDER

How to Write the Body for HRM 635 Organizational and Personal HR Development Plan

After the introduction, move into the main part of the HRM 635 Organizational and Personal HR Development Plan assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for HRM 635 Organizational and Personal HR Development Plan

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for HRM 635 Organizational and Personal HR Development Plan

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

Stuck? Let Us Help You

Completing assignments can sometimes be overwhelming, especially with the multitude of academic and personal responsibilities you may have. If you find yourself stuck or unsure at any point in the process, don’t hesitate to reach out for professional assistance. Our assignment writing services are designed to help you achieve your academic goals with ease.

Our team of experienced writers is well-versed in academic writing and familiar with the specific requirements of the HRM 635 Organizational and Personal HR Development Plan assignment. We can provide you with personalized support, ensuring your assignment is well-researched, properly formatted, and thoroughly edited. Get a feel of the quality we guarantee – ORDER NOW.

Sample Answer for HRM 635 Organizational and Personal HR Development Plan

Presentation Outline

Synopsis of outcomes
Leveraging diversity to improve performance outcomes
Plans for developing and integrating various HR positions
Recommendations to the leadership
Course application and personal development plan

Outcomes For Acquiring Human Capital Within The Organization

Acquire particular skills
New technology
Solve situational problems
Address expansion requirements
Staff replacement/fix staff turnover

Outcomes For Training And Developing Within The Organization

Enhance current and future performance
To make employees more efficient
Keep pace with industry changes
Increase job satisfaction and morale
Reducing employee turnover
Maintain skill and knowledge

Outcomes For Leveraging Human Capital Within The Organization

To enhance employees’ efficiency
To reduce workforce costs
To improve organization’s competitive edge

Strategies

A culture of employee engagement
Performance management processes
Technology adoption as appropriate

Pros of Current Processes

Efficient/reduce wastage
Results-oriented
Evidence-based and up-to-date
Affordable
Organizational-wide appropriate
Not sustainable since they focus on delivering immediate benefits
Too dependent on internal facilitation
Time-consuming
Vulnerability to human bias
Intensive planning (tedious)

Focusing on Employees’ Strengths to Leverage Diversity

Assign coaches
Provide opportunities for leadership
Promote group work/teamwork
Encourage rotation of roles
Provide opportunities for involvement
Promote inclusion

Developing and Integrating HR Specialist/Generalist

To guide recruitment and staffing logistics
To direct the organization in performance management
For employee orientation and development
Ensure new hires understand their rights
To team up with the management in space planning

Recommendations to the Leadership

Hire diverse skills
Prioritize performance appraisal
Conduct on-the-job training regularly
Ensure employees are tech-savvy
Provide adequate employee motivation programs
Involve employees in decision making
Provide opportunities for health and wellness

Applying the Course’s Concepts to Improve Organization

Applicable Areas

Employee recruitment
Talent management
Training and development
Workplace diversity
Motivation and retention
Leveraging human capital

Components of Personal Development Plan

Current skills’ analysis- Strengths and weaknesses
A vision of where I want to be
The gap between the current and desired level
Steps to achieve the desired level
Facilitators and priority level

Recap/Reflection

Human capital is a critical organizational asset
Continuous development is necessary for performance improvement
Hiring and training should be need-based
Leaders should be conscious of diversity and inclusion
Performance evaluation and skills development should be part of the organization’s strategic plan

Also Read

HRM 635 Performance Appraisals: Aligning Strategic Goals to People Development

References

Madlabana, C. Z., Mashamba-Thompson, T. P., & Petersen, I. (2020). Performance management methods and practices among nurses in primary health care settings: a systematic scoping review protocol. Systematic Reviews, 9(1), 1-9. https://doi.org/10.1186/s13643-020-01294-w

Mlambo, M., Silén, C., & McGrath, C. (2021). Lifelong learning and nurses’ continuing professional development, a metasynthesis of the literature. BMC Nursing, 20(1), 1-13. https://doi.org/10.1186/s12912-021-00579-2

Nyberg, A. J., & Moliterno, T. P. (Eds.). (2019). Handbook of research on strategic human capital resources. Edward Elgar Publishing.

Yadav, R., Panday, P., & Sharma, N. (2021). Critical issues on changing dynamics in employee relations and workforce diversity. Business Science Reference.