Question.2694 - You will be placed in groups of three to four students. The purpose of this Collaborative Assignment is to read, review and discuss one of the articles listed herein below with the members of your group. Then, prepare a short (4-6 pages) group written report responding to the following questions or statements. Be sure to include APA in-text information as well as References information. Your instructor will either assign your group one of the following articles to use for this assignment <or> you and your group will be allowed to select one of the two. Both articles are located in "Files" in the course and are also available through the DeVry University Library (library.devry.edu). The Practices that set Learning Organizations apart. Collings, D. G., & McMackin, J. (2021). The practices that set learning organizations apart. MIT Sloan Management Review, 62(4), 1-6. https://www.proquest.com/scholarly-journals/practices-that-set-learning-organizations-apart/docview/2528896779/se-2?accountid=44759 (https://www.proquest.com/scholarly-journals/practices-that-set-learning-organizations-apart/docview/2528896779/se-2?accountid=44759) A Framework for Integrating Strategic HR and Knowledge Management for Innovation Performance. Trivedi, K., & Kailash Bihari, L. S. (2021). A framework for integrating strategic HR and knowledge management for innovation performance. Strategic HR Review, 20(1), 11-16. http://dx.doi.org/10.1108/SHR-08-2020-0076 (http://dx.doi.org/10.1108/SHR-08-2020-0076) Collaborative Assignment - Group Paper - Requirements Introduction: Include a short introduction to the assigned article. Evaluate Organizational Outcomes: Evaluate organizational outcomes as they relate to the assigned article. What does your group predict as the future of organizational outcomes when considered in relation to talent supply initiatives and employee retention? Why are these matters important to consider and discuss? Strategic Planning: Skills based Strategic Planning is considered by many to be the "heart and soul" of Human Resource Management. Based on your knowledge and understanding of Strategic Planning, as well as using relevant information from the article, appraise workforce analytics, employee career path and retention initiatives. Synthesis and Summary: Synthesize the information from the above two questions. Assemble it in such a way that it is a cogent summarization of the information. Based on this analysis, propose three to five recommendations concerning strategic staffing for an organization's executive leadership team. Collaboration with Others: Assess your group's process / processes while completing this assignment. What worked well? What didn't work well? Why? APA Style and Formatting: Include appropriate APA Style in-text citations and References information.
Answer Below:
Introduction xxxxxxxxxxxxx need xxxx adjusting xx digital xxxxxxxxxxx automation xxx continual xxxxxxxx in xxx quickly xxxxxxxx modern xxxxxxxxx Waruwu xx al xxxxxxxxx businesses xxxxxxxxxxxxx approach xxxxxxxx and xxxxxxxxxxx L xxx D xx manage xxxxx complications xx examined xx quot xxx Practises xxxx Set xxxxxxxx Organisations xxxxx quot xx David x Collings xxx John xxxxxxxx The xxxxxxx analyses xxxxx key xxxxxxxxxx that xxx organizations xxx to xxxxxxxxx learning xxx development x amp x s xxxxxxx role xx boosting xxxxxx agility xxxxxxxxxx and xxxxxxxxxxxxxxx As xx continue xxxx discussion xx becomes xxxxx that xxx ideas xxxxxxxxx provide x road xxx for xxxxxxxxxxxxx to xxxxxxx current xxxxx while xxxx planning xxx and xxxxxxxxxx in xxx future xxxxxxxx amp xxxxxxxx This xxxxxxxxxxxx sets xxx stage xxx a xxxxx examination xx the xxxxx s xxxxx focusing xx strategic xxxxxxxx the xxxxxxx for xxx organization xxx group xxxxxxxxxxx about xxx analytical xxxxxxx Evaluate xxxxxxxxxxxxxx Outcomes xxx assigned xxxxx highlights xxx significant xxxxxxxxx that xxxxxxxx and xxxxxxxxxxx L xxx D xxxxxxxxxx have xx organizational xxxxxxxx especially xxxxxxxxx talent xxxxxx initiatives xxx employee xxxxxxxxx Positive xxxxxxxxxxxxxx outcomes xxx expected xxxx the xxxxx key xxxxxxxx described xx this xxxxxxx are xxxxxxxxxxxx implemented x highly xxxxxxxx and xxxxxxxxxxxx workforce xx anticipated xxx organizations xxxx adopt xxxxxxxxx L xxx D xxxxxxxx A xxxxxxxxxx influx xx qualified xxxxxxxxx will xxxxxxx talent xxxxxx goals xxx easily xxxxx with xxx organization x changing xxxxx Retaining xxxxxxxxxxxxxxx is xxxxxxxxxx upon xxxx inflow xxxxxxxxxxxx in xxxxxxx of xxx economy xxxxxxxxxxxx swift xxxxxxxxxxxxx revolutions xxx et xx Effective x amp x strategies xxxx promote x culture xx ongoing xxxxxxxx and xxxxxxxxxxx which xxxxx to xxxxxx employees xxxxxxxxxx that xxxxxxx their xxxxxxxxx growth xxx offer xxxxxxx for xxxxx improvement xxx career xxxxxxxxxxx have x higher xxxxxxxxx rate xxxxxxxxxxxx this xxxxxx attrition xxxxx lessens xxx expense xx hiring xxx onboarding xxx employees xxx improves xxx retention xx institutional xxxxxxxxx Businesses xxxxxxx to xxxxxx to xxx evolving xxxxxx of xxxx will xxxxxxxxx how xxxx they xx regarding xxxxxx availability xxx staff xxxxxxxxx Organizations xxxx a xxxxxxxxx with xxx newest xxxxxx since xxxxxxxxxx artificial xxxxxxxxxxxx and xxxxxxx business xxxxxx are xxxxxxxx essential xxxx it xxxxx to xxxxxx nurturing xxx keeping xxxxxx companies xxxx invest xxxxxxxxxxxxx in x amp x stand xx gain xx advantage xxxx their xxxxxx Malik xx al xxx several xxxxxxx these xxxxxx are xxxxxxxxx important xxxxx the xxxxxxxxx talents xxxxx not xx relevant xxxxxxxx in xxxxx s xxxxxxxxxx corporate xxxxx Companies xxxx to xxxxxxx their xxxxxxxxx ahead xx time xxx new xxxxxxxxxxxx Second xxxxx is x general xxxxxxx about xxx need xxx more xxxxxx particularly xx fields xxxxx specialized xxxxxxx are xxxxxx sought xxxxxxxxxx talent xxxxxx programs xxxxxxxxx a xxxxx pool xx competent xxxxxx prepared xx support xxxxxxxxxxxxxx objectives xxxxxxxxxxx retention xx a xxx performance xxxxxxxxx for xxxxxxxxxxxxx at x time xx high xxxxxxxx mobility xxx a xxxxxxxxxxx labor xxxxxx In xxxxxxxx to xxxxxxx large xxxxxxxx high xxxxxxxx rates xxxxx interfere xxxx ongoing xxxxxxxxxx When xxxxxxx believe xxxx their xxxxxxxxxxxx growth xx a xxx priority xxx the xxxxxxx they xxx more xxxxxx to xxxxxx devoted xxx involved xxxxxxx there xx an xxxxxxxx connection xxxxxxx strategic x amp x practices xxx the xxxxxx of xxxxxxxxxxxxxx outcomes xxx agility xxx resilience xx organizations xx the xxxx of xxxxxxxx industrial xxxxxxxxxx will xxxxxx on xxxxx capacity xx draw xx nurture xxx hold xxxx talent xxxxxxx efficient xxxxxx supply xxxxxxx and xxxxxxxx retention xxxxxxxx These xxxxxxx will xxxxxx increasingly xxxxxxxxx as xxxxxxx continue xx change xxxxxxxxxxxx how xxxxxxxxx it xx to xxxx the xxxxxxxxx and xxxxxxxx of xxxxxxx Collings xxx McMackin xxxxxxxxx Planning xxxxxxxxx planning xxxxxxxxxx called xxx quot xxxxx and xxxx quot xx HRM xx crucial xx coordinating xxxxxxxxx skills xxxx organizational xxxxx Within xxx context xx this xxxxxxx and x broader xxxxxxxxxxxxx of xxxxxxxxx planning x close xxxxxxxxxxx of xxxxxxxxx analytics xxxxxxxx career xxxxx and xxxxxxxxx programs xxxxx how xxxxxxxxx they xxx to xxxxxxxxx business xxxxx Workforce xxxxxxxxx Using xxxxxxxxxxx insights xx inform xxxxxxxxx decisions xx the xxxx of xxxxxxxxx analytics xxx article xxxxxxxxxx the xxxxxxxxxx of xxxxxxxxxxx a xxxx North xxxx quot xxx learning xxx development xxx matching xxxxx competencies xxxx strategic xxxx The xxxxxxx for xxxx alignment xx workforce xxxxxxxxx which xxxxxxx businesses xx evaluate xxxxx skill xxx spot xxxx and xxxxxxx future xxxxx requirements xx the xxxxxxx mentions xxx example xx the xxxxxxxxx use xx analytics xx determine xxx supply xxx demand xx key xxxxxx is xxx case xx a xxxxxxxx technology xxxxxxx Marshalsey xxx Sclater xxxxxxxx Career xxxxx Creating xxxxxxxxxx career xxxxxx for xxxxxxxxx is xxxx of xxxxxxxxx planning xxx paper xxxxxxxxxx the xxxxx of xxxxxxxx a xxxxxx baseline xxxxx skills xxxxxxxxxxx which xxxxxxxx our xxxxxxxxx of xxx capabilities xx the xxxxx force xxxxxx paths xxx employees xxx essential xxxxxxxx of xxxxxxxxx planning xxxxxxx they xxxxx companies xx match xxxxxxxxxx goals xxxx organizational xxxxxxxxxx Dell x transformation xxxx a xxxxxxxxxxx technology xxxxxxxx company xx a xxxxxxxxxxx infrastructure xxxxxxxx exemplifies xxxx As xxxx of xxx strategic xxxxxxxx Dell xxxxxxx a xxx career xxxxxxxxx with xxx talents xx help xxxxxxxxxxx improve xxxxx skills xx line xxxx the xxxxxxxxxxxx s xxxxxxxxxxxxxx objectives xxxxxxxxxxxx Retention xxxxxxxxxxx Employee xxxxxxxxx is x vital xxxxxxx of xxxxxxxxx planning xxxxxxx that xxx cost xx talent xxxxxxxxxxx is xxxxxxxxx more xxxx retaining xxx growing xxxxxxxx talent xxx importance xx organizations xxxxxxxx their x amp x initiatives xx their xxxxxxxxx aims xx emphasized xx the xxxxxxx The xxxxxxx highlights xxx s xxxxxxx investment xx digital xxxxxxxxxx as xx example xx a xxxxxxxxx program xxxx provides xxxxx members xxxx competencies xxxxxxx with xxx company x expansion xxxxx Xie xxxxxxxxx workforce xxxxxxxxx career xxxxxxxxxxxx for xxxxxxxxx and xxxxxxxxx programs xxx essential xxxxxxxx of xxxxxxxxx planning xx HRM xxxxx components xxxx organizations xxxxx collective xxx individual xxxxxxx with xxxxxxxxx goals xxxxxxxx them xx traverse xxx complexity xx the xxxxxxxx business xxxxxxxxxxx successfully xxxxxxxxxxxxx are xxxxxxx to xx well-positioned xx prosper xxx manage xxxxxxx issues xxxx they xxxx a xxxxxxxxx approach xx personnel xxxxxxxx Synthesis xxx Summary xxxxxxx at xxxxxxxxxxxxxx results xxx strategic xxxxxxxx together xxxxxxxxxx regarding xxxxxxxxx analytics xxxxxxxx career xxxxx and xxxxxxxxx campaigns xx can xxx how xxxxxxxxx strategic xxx is xxx shaping xx organization x future xxxxxxxxx Cop xx al xxx ability xx proactively xxxxxxx for xxx changing xxxxxxx of xxx workforce xx inextricably xxxxxx to xxxxxxxxxxxxxx outcomes xxxxxxxxxxxxx learning xxx development x amp x strategies xxxx a xxxxxxxx quot xxxxx Star xxxx can xxxxxx a xxxx flexible xxx resilient xxxxxxxxx Workforce xxxxxxxxx becomes xxx keystone xxx companies xx use xxxxxxxxxxx decision-making xx match xxxxxxxxx competencies xxxx corporate xxxxxxxxxx This xxxxxx with xxx article x emphasis xx the xxxxxxxxxx of xxxxxxxx a xxxxxx baseline xx assess xxx workforce x present xxxxxxxxxxxx pinpoint xxx gaps xxx make xxxxxxxxx plans xxx skill xxxxxxxxxxxx Another xxxxxx of xxxxxxxxx planning xx employee xxxxxx paths xxxxx are xxxxxxx for xxxxxxxxxx and xxxxxxxxxxxxxx development xxxxxxxx meaningful xxxxxx paths xxxxxx with xxx emphasis xx developing xxxxxxxxxxxx learning xxxxxxxx and xxxxxxxxxxxx them xxxx strategic xxxxxxxxxx The xxxxxxx of xxxx which xxxxxxxxxxxx itself xx a xxxxxxxx of xxxxxxxxxxx infrastructure xxxxx how xxxxxxxxx planning xxxxxxx creating x new xxxxxx framework xx line xxxx the xxxxxxxxxxxxxx objectives xx the xxxxxxxxxxxx With xxx help xx this xxxxxxxxx strategy xxxxxxxxx are xxxxxxxxxx to xxxx the xxxxxxxxx skills xxx clear xxxxxx growth xxxxxx inside xxx company xxxxx et xx As xxx article xxxxxxxxx retention xxxxxxxx are xxxxxxxxx to xxxxxxxxx planning xxxxxx retention xxxxxxxx a xxxxxx focus xx career xxxxxxxxxxx ongoing xxxxxxxx and xxxxxxxxxxxx L xxx D xxxxxxxxxxx with xxxxxxxxxxxxxx aims xxx s xxxxxxx investment xx digital xxxxxxxxxx is xx example xx how xxxxxxxxxx deliberately xxxxxx in xxxxx workforce xx keep xxxxxxx by xxxxxxxx growth xxxxxxxxxxxxx that xxxxxxxxxx the xxxxxxxxxxxx s xxxxxxxxx goals xxxx analysis xxxxxx for xxx proposal xx many xxxxxxxxx staffing xxxxxxxxxxxxxxx for xxx executive xxxxxxxxxx team xx an xxxxxxxxxxxx Link xxxxxxxxxx Development xx Overarching xxxxxxxxxx Make xxx organization x overarching xxxxx align xxxx the xxxxxxxxxx development xxxxxxxx This xxxxxxx using xxxxxxxxx analytics xx determine xxx essential xxxxxxxxx and xxxxxxxxx needed xxx leadership xxxxxxxxx Use xxxxxxxxxxx Decision-Making xx Manage xxxxxxxxx Talent xxx workforce xxxxxxxxx to xxxxx executive xxxxxx management xxxxxxx Plan xxx future xxxxxxxxxx requirements xxxxxxxx the xxxxxxx of xxxxxxxxxx development xxxxxxxx and xxxxxx leadership xxxx using xxxx insights xxxxxxxxxx et xx Create xxxxxxxxx Career xxxxx Provide xxxxxxxxxx with xxxxxxxxxx career xxxxxxxxxxxx corresponding xx their xxxxx abilities xxx strategic xxxxxxxxx By xxxxx this xxx executive xxxxxxxxxx team xx guaranteed xx have xxx tools xxxxxxxxx to xxxxxx the xxxxxxx s xxxxxxx Encourage x Culture xx Lifelong xxxxxxxx at xxx Leadership xxxxx Emphasise xxxxxxxxxx need xx learn xxx skills xxx stay xxxxxxx with xxxxxx developments xxxx is xxxxxxxxxx with xxx article x emphasis xx learning xxxxx working xxx ensuring xxxxxxxxxx is xxxxxxxx and xxxxxxxx for xxx future xxxxxxxxx aligning xxxxxxxxxx development xxxxxxxxx workforce xxxx creating xxxxxxxxxx career xxxxx encouraging xxxxxxx learning xxx incorporating xxxxxxxxxx planning xxx all xxxxxxxxx components xx a xxxxxxxxx approach xx staffing xxx executive xxxxxxxxxx team xxxxxxxxxx amp xxxxxxx These xxxxxxxxxxx guarantee xxxx the xxxxxxxxxx group xx strategically xxxxxxxxxx to xxxxx the xxxxxxx into xxx future xxx has xxx necessary xxxxxxxxxxxx for xxx present xxxxxxxxxxxxx with xxxxxx Our xxxxx worked xxxxxxxx on xxxx task xxxxxxxxxxxx and xxxxxxx good xxxxxxx came xxxxxxxx to xxxxxx a xxxxxxxxxxxx product xxxx and xxxxxxxxxx communication xxxxxxxx facilitated xxx prompt xxxxxxx of xxxxx and xxxxxxxxxx The xxxx was xxxxxxx allowing xxxx member xx concentrate xx particular xxxxx and xxxxxxxxx individual xxxxxxxxxx Frequent xxxxxxxxx made xxxxxxxx developments xxxxxx and xxxxxxx everyone xx work xxxxxxxx to xxxxx problems xx ensure x balanced xxxxxxxxxxxx of xxxx a xxxx organized xxxxxxxxx for xxxx stages xxxxx be x possible xxxxxxxxxxx Improving xxxxxxxxxxxx for xxxxxxxxxxx distinct xxxxxxxx could xxxx improve xxx document x coherence xxx flow xxx cooperative xxxxxxxx proved xxxxxxxxxx capitalizing xx personal xxxxxxxxxxxxx and xxxxxxxxx a xxxxxxxxxx comprehension xx the xxxxxxx s xxxxxxxxx perspectives xxxxxxxxxx Collings x G xxx McMackin x The xxxxxxxxx that xxx Learning xxxxxxxxxxxxx Apart xxx Sloan xxxxxxxxxx Review xxx Practises xxxx Set xxxxxxxx Organisations xxxxx mit xxx Cop x Alola x V xxx Alola x A xxxxxxxxx behavioral xxxxxxx as x mediator xx hotels xxxxx training xxxxxxxxxxxxx commitment xxx organizational xxxxxxxxxxx behavior x sustainable xxxxxxxxxxxxx practice xxxxxxxx Strategy xxx the xxxxxxxxxxx https xxx org xxx Malik x Y xxx Y xxxxxx Y x Kundi x M xxxxxx M x amp xxxxxxx T xxxxxxxx towards xxxxxxxxxxxxxx in xxxxxxxxxxxxx Empirical xxxxxxxx on xxx role xx green xxxxx resource xxxxxxxxxx practices xxx green xxxxxxxxxxxx capital xxxxxxxxxxxxxx Sustainability xxxx Full-Text xxxxxxxx towards xxxxxxxxxxxxxx in xxxxxxxxxxxxx Empirical xxxxxxxx on xxx Role xx Green xxxxx Resource xxxxxxxxxx Practises xxx Green xxxxxxxxxxxx Capital xxxx com xxxxxxxxxxxxxxxxxxx L xxx Sclater x Together xxx apart xxxxxxxx and xxxxxxxxxx online xxxxxxxx communities xx an xxx of xxxxxxxxxxx studio xxxxxxxxx International xxxxxxx of xxx and xxxxxx Education xxxxx doi xxx jade xxxxxxxxxxxx E xxxxxxxx and xxxxxxxxxxx for xxxxxxxx Perspectives xxxx research xxx practice xxxx Wiley xxx Sons xxxxxxxx and xxxxxxxxxxx for xxxxxxxx Perspectives xxxx Research xxx Practise xxxxxx Sadler-Smith xxxxxx Books xxxxxxxxxx N xxxxxxxxxxxxx C xxxx J x Mahoney x amp xxxxxx M xxxx simplified xxxxxxxxx application xx and xxxxxxxxxxx to xxx Consolidated xxxxxxxxx for xxxxxxxxxxxxxx Research xxxx to xxxxxxxx a xxxxxxxxxxxxxxxx care xxxxxxxxxxxxxx within x learning xxxxxx system xxxxxxxx health xxxxxxx e xxxxx doi xxx lrh xxxxxx H xxxxxx M xxxxxxxx A xxxxxxx Y x Fikri x A x Fauji x amp xxxx W x Transformational xxxxxxxxxx organizational xxxxxxxx and xxxxxxxxx s xxxx in xxxxxxxxxx capacity xxxxxxxx from xxxxxxxxxx private xxxxxxx EduPsyCouns xxxxxxx of xxxxxxxxx Psychology xxx Counselling xxxxx orcid xxx - x - xxxxxxxxxxxxxxxx L xxx impact xx servant xxx transformational xxxxxxxxxx on xxxxxxxx organization x comparative xxxxxxxx Leadership xxx Organisation xxxxxxxxxxx Journal xxxxx doi xxx LODJ- x -More Articles From Human Resource
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