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:
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xxxxxxxx Organisational xxxxxxxx The xxxxxxxx paper xxxxxxxxxx the xxxxxxxxxxx influence xxxx learning xxx development x amp 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 amp x programs x continuous xxxxxx of xxxxxxxxx personnel xxxx support xxxxxx supply xxxxx and xxxxxx align xxxx the xxxxxxxxxxxx amp 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 xxx D xxxxxxxxxx also xxxxxxx a xxxxxxx of xxxxxxx learning xxx development xxxxx helps xx retain xxxxxxxxx Businesses xxxx support xxxxx employees xxx 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 xxx ability xx adjust xx the xxxxxxxx nature xx work xxxx determine xxx well xxxx do xxxxxxxxx talent xxxxxxxxxxxx and xxxxx retention xxxxxxxxxxxxx want x workforce xxxx the xxxxxx skills xxxxx automation xxxxxxxxxx intelligence xxx digital xxxxxxxx models xxx becoming xxxxxxxxx When xx comes xx luring xxxxxxxxx and xxxxxxx talent xxxxxxxxx that xxxxxx strategically xx L xxx 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 amp x fast-paced xxxxxxxxx world xxxxxxxxx need xx prepare xxxxx employees xxxxx of xxxx for xxx difficulties xxxxxx there xx a xxxxxxx concern xxxxx the xxxx for xxxx talent xxxxxxxxxxxx in xxxxxx where xxxxxxxxxxx talents xxx highly xxxxxx Successful xxxxxx supply xxxxxxxx guarantee x large xxxx of xxxxxxxxx people xxxxxxxx to xxxxxxx organizational xxxxxxxxxx Furthermore xxxxxxxxx is x key xxxxxxxxxxx indicator xxx organizations xx a xxxx of xxxx employee xxxxxxxx and x competitive xxxxx market xx addition xx causing xxxxx expenses xxxx turnover xxxxx often xxxxxxxxx with xxxxxxx operations xxxx workers xxxxxxx that xxxxx professional xxxxxx is x top xxxxxxxx for xxx company xxxx are xxxx likely xx remain xxxxxxx and xxxxxxxx Finally xxxxx is xx inherent xxxxxxxxxx between xxxxxxxxx L xxx 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 amp xxxxxxxx Strategic xxxxxxxx Strategic xxxxxxxx frequently xxxxxx the xxx quot xxxxx and xxxx amp xxxx of xxx is xxxxxxx in xxxxxxxxxxxx workforce xxxxxx with xxxxxxxxxxxxxx goals xxxxxx the xxxxxxx of xxxx article xxx a xxxxxxx understanding xx strategic xxxxxxxx a xxxxx examination xx workforce xxxxxxxxx employee xxxxxx paths xxx retention xxxxxxxx shows xxx important xxxx are xx achieving xxxxxxxx goals xxxxxxxxx Analytics xxxxx data-driven xxxxxxxx to xxxxxx workforce xxxxxxxxx is xxx goal xx workforce xxxxxxxxx The xxxxxxx emphasizes xxx importance xx determining x amp xxxx North xxxx amp xxxx for xxxxxxxx and xxxxxxxxxxx and xxxxxxxx staff xxxxxxxxxxxx with xxxxxxxxx aims xxx compass xxx this xxxxxxxxx is xxxxxxxxx analytics xxxxx enables xxxxxxxxxx to xxxxxxxx their xxxxx set xxxx gaps xxx project xxxxxx skill xxxxxxxxxxxx As xxx article xxxxxxxx one xxxxxxx of xxx strategic xxx of xxxxxxxxx to xxxxxxxxx the xxxxxx and xxxxxx of xxx skills xx the xxxx of x European xxxxxxxxxx company xxxxxxxxxx amp 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 xxx s xxxxxxxxxxxxxx from x traditional xxxxxxxxxx hardware xxxxxxx to x cloud-based xxxxxxxxxxxxxx provider xxxxxxxxxxx this xx part xx its xxxxxxxxx strategy xxxx created x new xxxxxx framework xxxx key xxxxxxx to xxxx individuals xxxxxxx their xxxxxx in xxxx with xxx organization xxx 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 xxx D xxxxxxxxxxx to xxxxx strategic xxxx is xxxxxxxxxx in xxx article xxx article xxxxxxxxxx PwC xxx s xxxxxxx investment xx digital xxxxxxxxxx as xx example xx a xxxxxxxxx program xxxx provides xxxxx members xxxx competencies xxxxxxx with xxx company xxx s xxxxxxxxx goals xxx Therefore xxxxxxxxx analytics xxxxxx trajectories xxx employees xxx retention xxxxxxxx are xxxxxxxxx elements xx strategic xxxxxxxx in xxx These xxxxxxxxxx help xxxxxxxxxxxxx match xxxxxxxxxx and xxxxxxxxxx talents xxxx strategic xxxxx allowing xxxx to xxxxxxxx the xxxxxxxxxx of xxx changing xxxxxxxx environment xxxxxxxxxxxx Organizations xxx certain xx be xxxxxxxxxxxxxxx to xxxxxxx and xxxxxx present xxxxxx when xxxx take x strategic xxxxxxxx to xxxxxxxxx planning xxxxxxxxx and xxxxxxx Looking xx organizational xxxxxxx and xxxxxxxxx planning xxxxxxxx especially xxxxxxxxx workforce xxxxxxxxx employee xxxxxx paths xxx retention xxxxxxxxx we xxx see xxx important xxxxxxxxx HRM xx for xxxxxxx an xxxxxxxxxxxx amp 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 xxx D xxxxxxxxxx with x distinct xxx quot xxxxx Star xxx quot xxx create x more xxxxxxxx and xxxxxxxxx workforce xxxxxxxxx analytics xxxxxxx the xxxxxxxx for xxxxxxxxx to xxx data-driven xxxxxxxxxxxxxxx to xxxxx personnel xxxxxxxxxxxx with xxxxxxxxx priorities xxxx aligns xxxx the xxxxxxx amp x emphasis xx the xxxxxxxxxx of xxxxxxxx a xxxxxx baseline xx assess xxx workforce xxx s xxxxxxx capabilities xxxxxxxx any xxxx and xxxx long-term xxxxx for xxxxx requirements xxxxxxx aspect xx strategic xxxxxxxx is xxxxxxxx career xxxxx which xxx crucial xxx individual xxx organizational xxxxxxxxxxx Building xxxxxxxxxx career xxxxx aligns xxxx the xxxxxxxx on xxxxxxxxxx personalized xxxxxxxx pathways xxx coordinating xxxx with xxxxxxxxx priorities xxx example xx Dell xxxxx repositioned xxxxxx as x provider xx cloud-based xxxxxxxxxxxxxx shows xxx strategic xxxxxxxx entails xxxxxxxx a xxx career xxxxxxxxx in xxxx with xxx transformative xxxxxxxxxx of xxx organization xxxx the xxxx of xxxx strategic xxxxxxxx employees xxx guaranteed xx have xxx requisite xxxxxx and xxxxx career xxxxxx tracks xxxxxx the xxxxxxx Malik xx al xx the xxxxxxx discusses xxxxxxxxx measures xxx essential xx strategic xxxxxxxx Talent xxxxxxxxx requires x strong xxxxx on xxxxxx development xxxxxxx learning xxx coordinating x amp xxx D xxxxxxxxxxx with xxxxxxxxxxxxxx aims xxx amp x billion xxxxxxxxxx in xxxxxxx upskilling xx an xxxxxxx of xxx businesses xxxxxxxxxxxx invest xx their xxxxxxxxx to xxxx workers xx offering xxxxxx opportunities xxxx complement xxx organization xxx 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 xxx s xxxxxxxxxxx goals xxxxx with xxx leadership xxxxxxxxxxx programs xxxx entails xxxxx workforce xxxxxxxxx to xxxxxxxxx the xxxxxxxxx knowledge xxx abilities xxxxxx for xxxxxxxxxx positions xxx Data-Driven xxxxxxxxxxxxxxx to xxxxxx Executive xxxxxx Use xxxxxxxxx analytics xx guide xxxxxxxxx talent xxxxxxxxxx choices xxxx for xxxxxx leadership xxxxxxxxxxxx evaluate xxx success xx leadership xxxxxxxxxxx programs xxx detect xxxxxxxxxx gaps xxxxx data xxxxxxxx Safaeinili xx al xxxxxx Executive xxxxxx Paths xxxxxxx executives xxxx customized xxxxxx trajectories xxxxxxxxxxxxx to xxxxx goals xxxxxxxxx and xxxxxxxxx ambitions xx doing xxxx the xxxxxxxxx leadership xxxx is xxxxxxxxxx to xxxx the xxxxx necessary xx propel xxx company xxx s xxxxxxx Encourage x Culture xx Lifelong xxxxxxxx at xxx Leadership xxxxx Emphasise xxxxxxxxxx amp xxxx to xxxxx new xxxxxx and xxxx current xxxx market xxxxxxxxxxxx This xx consistent xxxx the xxxxxxx amp 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 xxx Sclater xxxxx suggestions xxxxxxxxx that xxx leadership xxxxx is xxxxxxxxxxxxx positioned xx guide xxx company xxxx the xxxxxx and xxx the xxxxxxxxx competencies xxx the xxxxxxx Collaboration xxxx Others xxx group xxxxxx together xx this xxxx successfully xxx several xxxx factors xxxx together xx create x well-rounded xxxxxxx Open xxx accessible xxxxxxxxxxxxx channels xxxxxxxxxxx the xxxxxx sharing xx ideas xxx viewpoints xxx work xxx divided xxxxxxxx each xxxxxx to xxxxxxxxxxx on xxxxxxxxxx areas xxx promoting xxxxxxxxxx competence xxxxxxxx check-ins xxxx tracking xxxxxxxxxxxx easier xxx allowed xxxxxxxx to xxxx together xx solve xxxxxxxx To xxxxxx a xxxxxxxx distribution xx work x more xxxxxxxxx timeframe xxx some xxxxxx would xx a xxxxxxxx improvement xxxxxxxxx coordination xxx integrating xxxxxxxx sections xxxxx also xxxxxxx the xxxxxxxx amp x coherence xxx flow xxx cooperative xxxxxxxx proved xxxxxxxxxx capitalizing xx personal xxxxxxxxxxxxx and xxxxxxxxx a xxxxxxxxxx comprehension xx the xxxxxxx amp x principal xxxxxxxxxxxx References xxxxxxxx D x amp 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 amp xxxxx A x Perceived xxxxxxxxxx control xx a xxxxxxxx of xxxxxx amp xxxxx training xxxxxxxxxxxxx commitment xxx organizational xxxxxxxxxxx behavior x sustainable xxxxxxxxxxxxx practice xxxxxxxx Strategy xxx the xxxxxxxxxxx ndash xxxxx doi xxx bse xxxxx S x Cao x Mughal x H xxxxx G x Mughal x H xxx 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 amp xxxxxxx M xxxxxxxx but xxxxx Creating xxx supporting xxxxxx learning xxxxxxxxxxx in xx era xx distributed xxxxxx education xxxxxxxxxxxxx Journal xx Art xxx Design xxxxxxxxx ndash xxxxx doi xxx jade xxxxxxxxxxxx E xxxxxxxx and xxxxxxxxxxx for xxxxxxxx Perspectives xxxx research xxx practice xxxx Wiley xxx amp xxxx Learning xxx Development xxx Managers xxxxxxxxxxxx from xxxxxxxx and xxxxxxxx Eugene xxxxxxxxxxxx Google xxxxx Safaeinili x Brown-Johnson x Shaw x G xxxxxxx M xxx 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 xxx Dewi x R xxxxxxxxxxxxxxxx leadership xxxxxxxxxxxxxx learning xxx structure xxx s xxxx in xxxxxxxxxx capacity xxxxxxxx from xxxxxxxxxx private xxxxxxx EduPsyCouns xxxxxxx of xxxxxxxxx Psychology xxx Counselling xxxxx https xxxxx org x - x organisationsXie x The xxxxxx of xxxxxxx and xxxxxxxxxxxxxxxx leadership xx learning xxxxxxxxxxxx a xxxxxxxxxxx analysis xxxxxxxxxx amp xxx Organisation xxxxxxxxxxx Journal xxxxx https xxx org xxxxx - xMore Articles From Human Resource
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