responses to the discussion question must be no less than 200 words each and cite references as used. I can provide you with the login information to access the course material
1. Compare pros and cons of developing talent in-house versus soliciting outside talent.
2. (Response to Dontrel Wiggins) Developing talent internally versus externally usually presents a mixed bag of gains and losses. On the positive side, internal hires tend to cost significantly less to hire, they have a shorter learning curve, lower risk of the hire being a bad fit and best of all, and it supports succession planning. On the negative side, we are all human, and unfortunately internal hires sometime creates resentment between employees. The other major drawback is that internal hires tend to not have as many new ideas. More often than not, fresh eyes will generate better ideas. External hires present some great things almost immediately. First off external hires broaden the talent pool, create more diversity and allows for growth. But with the good comes the bad; external hires create increased hiring cost, longer learning curve and generally take longer due to the hiring process. Additionally, external hires tend to have a higher turnover rate and the risk increases of how they will or won’t mesh with the current workforce.
3.Assess as an HR leader how you can help ensure training programs are relevant to business needs.
4. (Response to Tristan Huey)I work in the health industry and we have a lot of classes and trainings. These classes can range from specific job requirements, industry or consumer trends and cultural perspectives. One of the most impactful courses I recently took was just the education and learnings about the LGBTQIA+ community. I know some information in this community; however, this class helped me understand the history, what all the acronyms mean and what is the proper place or way to use these acronyms. They also elaborated on making it specific to the individual (patient or member) preferences to be perceived in the community. This is an excellent course for my personal or professional development. As well as the evolution of our society and culture to ensure I am respectful to all people.
It is essential for our HR leaders to continue bringing numerous educational training classes to staff members. Some of these should be required and some of these can be decided by an individual to attend for their personal development. Either way by learning you add more value to your organization.
5. (Response to Jared Rivera ) I understand as a leader how important it is to have training. The book states “Furthermore, by one estimate, about three-fourths of 30-something-aged high achievers begin looking for new positions within a year of starting, often due to dissatisfaction with inadequate training”, (Dessler, pg. 22, 2017). I feel as if this quote can be suitable for any current employee. Employees understand that the first few months at a new job is very important. Learning the processes and the culture at a job isn’t always the easiest but having something put in place for new employees such as a training program will help acclimate them. Having these training programs in an organization also increasingly capitalizes on the fact that training fosters engagement. Having this engagement is positive because I’m sure during your tenure at the company you will have a project that will involve multiple people in that training course. Companies are now hiring average performers and then use the training program to try and make them in the 90th percentile.
Review this week’s course materials and learning activities, and reflect on your learning so far this week.
Respond to one or more of the following prompts in one to two paragraphs:
6.Provide citation and reference to the material(s) you discuss. Describe what you found interesting regarding this topic, and why.
7.Describe how you will apply that learning in your daily life, including your work life.
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