Fraud, Deceptions, and Downright Lies About English Reflection Paper Exposed

Fraud, Deceptions, and Downright Lies About English Reflection Paper Exposed Despite the fact that a reflection paper can look like a random assignment, you don't need to worry since there are professionals which are here in order to look after this for you. When you've gathered this information, you can start to construct the case for your reflection. An extra enchancment is surely wonderful ability to assist you issue through many distinctive complexnesses in a new txt, as an alternative regarding adhering so you can one-sided disputes in my personal documents. There's no particular format in the feeling that you should choose what things to write and the way to write it. The Honest to Goodness Truth on English Reflection Paper Learning how to revise and diagnose errors with the assistance of my peers or my professor is something which will greatly help the grade of my writing. Know the strong points that you should showcase. Keep it in memory and take some notes to have the capability to select an appropriate topic and finish your assignment. Therefore this lesson produces a crystal clear explanation about both of these subject matters. They are extremely normal for teachers to use to gauge the efficacy of a certain lesson or teaching tactic, and they're especially typical within the field of English. When you must sit down and do your paper for college classes, there's a fantastic chance you have other homework that should be carried out. Meant to illustrate your comprehension of the material studied over the class of a class, a reflection paper demonstrates how those readings affected your existing ideas and potential future philosophies. Reflective essays on English class aren't the toughest but they ask that you put forth lots of time and effort to finish, and with the rest of the assignments that teachers give these can really get in the manner. Both of these assignments are asking about that which we have learned before. As the semester progressed I started to feel increasingly more comfortable as a writer and as an individual. The English unit which I undertook this semester has influenced various facets of knowledge. Qualities like self-motivation and a truly dedicated work ethic are things which were enhanced as a consequence of me being part of this class. State in a manner that individuals can actually relate and understand where you're coming from and how you came up with the particular reflection that you've written. Interacting with students and sharing your work is something which I was a little uncomfortable with before this class. It's been a fantastic expertise in English 100 with everything I h ave learned and the people I have met. There are lots of things I have learned about myself this quarter. Effected by my previous experience, it's difficult for me to swear a person who addicts to chancing. Most folks overlook the field on research study skills just because they do not find the advantage of it. Just take a while to reflect all necessities. The major goal of writing a reflection paper on a movie is to demonstrate that you clearly understand a specific movie. By applying the outline samples from My Homework Writers, you definitely will come up with the ideal paper. With an outline, you make certain you include all the main points in your paper. In addition, don't neglect to incorporate the thesis statement which serves as the primary point of the reflection paper. Being aware of what the essay is all about will provide you with a more concise thinking about what to set into your writing. Even if you're taught how to compose the reflective essay, you might not be in a position to get a relevant and intriguing topic. Now, which you already know what's a reflective essay you should figure out the way to compose a reflective essay. Generally, writing a reflective essay doesn't differ from any other kind of paper. The Little-Known Secrets to English Reflection Paper For example, you may need to demonstrate how you have changed ever since your childhood or the way you used to play to your very first pals. You must return to your prior life experiences and provide a very clear account of a specific event, happening or feeling. Unlike other sorts of nuts, there's no substance that stimulates gamblers emotion or feeling. Within this part, give the third reason behind the impression you've got on the paper subject and the main reason for those i mpressions.

Starbucks Human Capital Management Practices - 1568 Words

Starbucks Human Capital Management Practices â€Å"When people ask me about the reasons for Starbucks success, I tell them not what they expect to hear. I tell them that it was the people at Starbucks and the way we managed them that was the true differentiating factor†- Howard Schultz. A trip to Italy left Howard Schultz with an appreciation of the role the baristas, or coffee brewers, played in creating a comfortable, stable, and entertaining environment for the company’s customers. That appreciation lead to his vision for Starbucks and inspired him to develop a company culture — nurtured through promotions, compensation, and feedback mechanisms — that emphasized the importance of keeping employees motivated and content. The company bases its culture on training and motivating employees, known as â€Å"partners.† It entrusts its human resources department as the â€Å"guardian† of the culture built on â€Å"passion† for service. From the time that Howard Schultz acquired the company, he has believed that the coffee would not be the key to its success but it would be the way that Starbucks treated its employees that would translate into financial success. Therefore rather than attempting to differentiate itself with specia lized coffees, Starbuck focuses on building a strong corporate culture that influences the behavior of its people and translates into â€Å"legendary service† for its customers. With this goal in mind, the company created the following six guiding principles 1. Provide aShow MoreRelatedStarbucks Annual Human Resource Operating Plan1259 Words   |  6 PagesStarbucks Annual Human Resource Operating Plan 1.1 Starbucks Mission Vision: An organizations mission and vision statement typically states your organization’s reason for being and why they continue to exist. It also defines what business you want to be in and the future goals of the organization. (Haines McKinlay, 2007). Starbucks mission is to inspire and nature the human spirit, one person, one cup, one neighborhood at a time (Smith, 2014, para. 3). Starbucks vision is to our partners, customersRead MoreThe Current And Predominant Trend Of Job Satisfaction And Work Motivation873 Words   |  4 Pagessatisfaction and work motivation along with the organizational commitment around the world, but when we check on local evidences we came to know about the scarcity of the information in this particular area. According to well managed establishments such as Starbucks; the most important factor of quality and productivity are workers. An efficient organization will recommend a concept of commitment and satisfaction among its workers at all times. There are many motivational theories such as Maslow Hierarchy ofRead MoreStrategic Human Resource Management1032 Words   |  5 PagesTo simply define Human Resource Management (HRM), it is a management function that helps managers recruit, select, train and develop members for an organization. Obviously, HRM is concerned with the people’s dimension in organizations. When we say HRM of the organization, it is concerned with all the departments of it. In the marketing department, people consult products or services that lead to the sale. In the sales department, people sell products or give services to the customers. And alsoRead MoreThe Swot Analysis For Starbucks1359 Words   |  6 Pages(Palmer, A.2012). The SWOT analysis for Starbucks is: One of the main strength of Starbucks is their robust financial performance which in turns helps it to become the market leader in the category of coffee. According to (Forbes, 2014) Starbucks Market cap is around $55.94 Billion which is the main edge over its competitors. Achieving the Top of the mind strategy, whenever we listen coffee or best customer care and quality, we automatically refer Starbucks in our mind. With over 21000 stores inRead MoreEthical Cross Cultural Perspectives at Starbuck’s Coffee Essay1207 Words   |  5 PagesCultural Perspectives at Starbuck’s Coffee Vita Carnevale December 5, 2012 Dr. Lena Watson / Ethics316 Ethical Cross Cultural Perspectives at Starbuck’s Coffee Multinational Corporations â€Å"MNC† such as Starbucks, are important factors in the processes of globalization. National and local governments often compete against one another to attract the type of company’s facilities, with the hopes of increased tax revenue, employment, social and economic stabilityRead MoreFin/370 Starbucks Ethics Compliance1619 Words   |  7 PagesEthic and Compliance FIN/370 Ethics and Compliance Starbucks celebrates 40 years with 17,000 stores in more than 50 countries (Goals Progress, 2010). Starbucks thrive on their values as a company to improve the lives of people who grow their coffee, neighborhoods where the company does business, and they care for the environment (Goals Progress, 2010). Starbucks strives to incorporate good business practices and ethics across the globe not only for the enhancement of the company butRead MoreEthics and Compliance Paper Fin/3701357 Words   |  6 PagesCompliance Paper FIN/370 Starbucks Coffee Company â€Å"To inspire and nurture the human spirit – one person, one cup and one neighborhood at a time (Starbucks,  2012).† Starbucks mission is to not only provide the highest quality of coffee but also make a positive impact on the world. Ethisphere Institute over the last six years has selected the World’s Most Ethical Companies and Starbucks has made the list every year. What are the key components that make Starbucks one of the most ethical companiesRead MoreStarbuckss Marketing Plan For Starbucks1305 Words   |  6 Pagesfor Starbucks, it was interesting to review a multinational company that operates in 62 countries and has 19,000 stores (Starbucks Corporation, 2013). It is apparent that success lives within the offerings of high quality coffee with a 3 billion base of customers enjoying the products. The company has a strong commitment to buying and serving high-quality coffee and consumers have savored the coffee and the prestigious brand. Starbucks ar senal not only consists of the signature Starbucks brandRead MoreThe Starbuck s Board Of Directors1090 Words   |  5 PagesThe Starbuck’s board of directors is normally comprised of 12 directors, but due to current succession planning of a board member there are currently has, two of which are internal members of the Starbucks Company; the remaining independent, external directors meet the independence requirements set forth by the Nasdaq Stock Market. These highly qualified directors bring an immense amount of external insight and experience to the Starbuck’s board. Each member of the Board of Directors is chosenRead MoreStarbucks s Effective Human Resource Management3267 Words   |  14 PagesStarbucks is one of the most recognized and popular retail coffee chains in the world, with more than 21,000 stores in over 65 countries and upwards of 150,000 full and part time employees, it is clear that they are a powerhouse in the retail coffee market. One of the majo r reasons that the company has grown so steadily and exponentially since opening their first store in Seattle, WA in 1971, is their effective human resource management. Some of the primary responsibilities of HRM are managing

Elderly Drivers - 833 Words

2. There has been talk about banning elderly driving off the road in recent years. Some people suggest that the elderly should reapply for driving licenses. Elderly driver usually have loss of hearing, diminished vision, and slower reaction time. Elderly driver should reapply for driver’s license once they grow old because accidents and fatalities could be reduced by two folds. Since many of the accidents come from elderly drivers, fewer accidents would likely happen at all. There are certain issues that can impair ability to drive, which could be vision impairments, hearing impairments, cognitive impairments, as well as physical. All four of those factors could impact driving. Many of the traffic accidents that occur today come from†¦show more content†¦When genetic diversity is reduced we all know that organisms may have genetic defects and they may suffer from inherited diseases. Also reduced genetic diversity will also cause the animal to die because most of the organism has the same genes and DNA. Cloning humans should not also allowed because of this but also it because it is going against nature A cloned organism would not necessarily look and behave like an organism. It is due to the environment and how the organism reacts to it. A cloned human might not behave like his or her own counterpart. When cloning a human, the embryo is usually destroyed because usually the cloning is not successful and this is considered unethical. Why cloning should not be allowed is because it is unjust and it is unmoral. In conclusion, cloning should not be allowed and it should be outright banned. Cloning should not be allowed because it is against nature and how the natural way occurs. Second, cloning talks many attempts to try and most of the attempts are futile. It takes a lot of time and energy to conceive a organism and most of the time after being born, the organism is usually unhealthy and would usually not live long. Third, cloning reduces the gene tic diversity in organisms. Cloning should be banned and notShow MoreRelatedElderly Drivers On The Road939 Words   |  4 Pagesoutrageous or even a bit absurd. It could also be a fair comparison to the state of some of the elderly drivers on the road today. Elderly drivers should have additional requirements when renewing their driver’s licenses because statics show that elderly drivers are the cause of an increasing number of wrecks. Nevertheless, several arguments against additional requirements and testing for elderly drivers exist. If additional testing and requirements would help save lives, in my opinion, there shouldRead MoreEssay on Elderly Drivers1416 Words   |  6 Pagesand into a cash register and employee† (Murphy). Sadly enough, instances like these are becoming more and more prevalent and require immediate action. It is imperative that a more comprehensive approach be taken when deciding the competence of elderly drivers. Laws must be put into action t o mandate and administer testing and re-examining of the skills and eligibility of this group. Equally important, we must consider those who will no longer be able to drive, and ensure their transportation and occupationalRead MoreElderly Drivers Informational Essay1178 Words   |  5 Pagesextremely important issue that the public should understand more about due to its enormous impact on many citizens. This issue pertains to the safety concern surrounding the elderly while operating a motor vehicle past the age of 70 years old. This debate whether old people should be allowed to drive is often brought up by younger drivers, the reality is that all able bodied people who are physically and mentally healthy should be able to drive but as we grow older it is inevitable that our health willRead MoreElderly Drivers1273 Words   |  6 Pagesfingers at young drivers in today’s world. A number of accidents are caused by teens though I believe a worse threat is starting to appea r. This threat being elderly drivers over the age of 70. These elderly drivers could be considered dangerous due to their decline in sensory. With more elderly drivers increasing over the years, drivers everywhere could be in danger. Within the next 20 years the number of elderly drivers is expected to triple in the United States (Older Drivers). To combat thisRead MoreElderly Drivers684 Words   |  3 PagesElderly Drivers on the Road Elderly Drivers on the Road One thing that’s just as dangerous as a young and jittery, under-aged driver without any previous driving experience or perhaps even an intoxicated driver raging aggressively through numerous traffic lights is the thought of a vision impaired, elderly man or woman cruising nonchalantly through the wrong lane of traffic or driving 50 mph on a major highway. Due to the continuous trend of our older generation engaging in traffic accidentsRead MoreThe Safety Of Elderly Drivers1825 Words   |  8 Pageshave been described in the media where an elderly driver had been driving and people passed away as a result of a car accident. According to the Insurance Institute for Highway Safety (IIHS), elderly drivers have higher rates of fatal crashes, based on miles driven, than any other group except young drivers, the high death rate can be explained due to older peoples frail health- older people are less likely to survive an injury than younger people. Elderly driver’s accidents have started the discussionRead MoreA Short Story : The Story Of The Story1011 Words   |  5 Pageswalked in silence until theyve reached Kyokos ride.The driver (a man in his fifties dressed in a tuxedo) rushes out and opens the door for her.DriverMy apologies, mlady, I didnt know you didnt have bring an umbrella.  KYOKOIts fine.The driver then turns towards Luke and bows.DRIVERThank you, young man, I could offer you a ride home after I drop off Miss Otonashi.LUKENo thanks, I can manage that myself.Luke waves goodbye as the Driver quickly gets back into the Maybach and drives off.KYOKOYouRead MoreSenior Citizens Behind the Wheel Essay600 Words   |  3 Pagespotential dangers elderly drivers present when operating a vehicle. Mental and physical capabilities begin to decline as a person ages. When their health deteriorates, the well being of other individuals on the road is at stake. Many elderly drivers should not drive due to their medical history and the fact that they migh t suffer from possible side effects from taking multiple prescription medicines. In addition, local organizations and neighbors can provide transportation for the elderly to keep themRead MoreSenior Citizens Driiving1577 Words   |  6 Pagescontinually increasing, there are more and more elderly drivers on the roads. In fact, the total annual miles older drivers traveled climbed twenty nine percent from 1995 to 2001 (â€Å"Should elderly†) and that number is probably even greater now. This can cause a huge problem not only for the elderly drivers themselves, but for other people on the road too. As the body ages, reaction rate, hearing, and vision naturally decline which makes an aging driver much more susceptible to driving accidents andRead MoreDriving Test At The Age Of 16845 Words   |  4 Pagesattentive as it once was when they were younger. Also, their memory of the rules of the road has undoubtedly deteriorated. Senior adults who are still driving on the road who have not been assessed in over sixty to seventy years are a hazard to all drivers. Senior adults must be tested on a regular basis so that optimal road safety can be taken one step closer to obtaining. Driving is an activity that takes place in the majority of the population’s life every day. Adding constricting regulations on

The Concept of Strategic HRM

Question: Describe about The Concept of Strategic HRM? Answer: Strategic Human Resource Management (SHRM) is a management of the man power in the company, in which the company wants to attain the competitive advantage through their people. Strategic HRM clearly talks about integrating the role of HRM and the strategies of the company. The question here arises that why should the top management take the peoples considerations while making its corporate strategies. The answer to this is because intellectual capital is considered as a major source of competitive advantage and also when it comes to the implementation of strategic plan it is the people who implement it. It involves taking steps in people management through which company wishes to attain their long term goals. The strategy is aligned towards the aim that company wants to have people with high level of specialized and generic skill sets, people are motivated and committed towards attaining the long term goals of the company. It deals with broad issues like effectiveness of organization and performance matching of the resources and their requirements etc. On a more basic level it deals with major issues of people that affect the strategic plan of the organization and also what is the effect of strategic plan on these issues. The investments that are made for the development of people is not viewed as the unfortunate cost but it is rather viewed as an asset. (Salaman, Storey, and Billsberry, 2005). There are 3 basic proposition on the basis of which SHRM is based on: (Armstrong, 2005) A belief that Human Resource plays a very critical role in helping the organizations to attain their long term goals Aligning the skill sets of the resources towards the firm strategies Maintaining Mutual support among the peers Now, since the company is moving towards the future growth prospects and we will need to develop our system to attain our future goals. In that light, we need to focus on the HRD, as this will be biggest asset which will help us win the race. Firstly, the force is dynamic and can learn and re-learn things quickly. Secondly, it is that competitive advantage that is not easy to imitate. Hence, we have to invest today towards SHRM Importance of Human Resource Development in the Organization: Understand the market dynamics that are prevailing today. We also have best people in the industry to help us achieve the goals. But, as we know that these dynamics are temporary and in almost ZERO time, we have a new need to be satisfied in the market with new offerings. At that time the older skill sets are obsolete and we need new skill sets. At that time its the Human Resource Department that comes into picture and make them attain those Skill sets.(Stewart, 2008). HRD helps in making the HR competent. Its function is to develop the skill and knowledge of people for which it provides competent HR according to the job requirements. HRD is a major tool in development of Human skill and Knowledge as it helps in career development. It helps in creating employees who have commitment towards their jobs. People work in an organization for gaining the correct reward for their work and that is something, which keeps them motivated, committed and encouraging in giving their 100% in the work assigned to them. The entire reward management and compensation management is done by the HR dept. as a part of Human Resource development to keep them motivated to attain the best results. (Therith, 2009) Every job requires some skill sets. So, special skill set people is needed and that is achieved through recruitment and that is one of the prime important role as a part of HRD. It is essential that people with right skill sets should be given the right task so that there is a job satisfaction among the people. No organization in this world can stay similar from start till the end. Change is an important part of the business and implementing this change is rather a very difficult task. HRD here works as a major facilitator of change management in an organization. Through improved practices of labor management relation it is major tool for solving the conflicts within an organization. Training and development are tools of HRD which help in the development of the employees by matching the needs with the organizational development. Employees better perform in an organization because of the skills and abilities that are developed by the help of HRD. Other miscellaneous importance may be: (Ruth Mayhew, 2015) Designing the correct compensation structure. Recruiting the correct people for the apt job Safety Structure for providing the safe working environment Compliance: This is again very critical, since as we will grow, we will have to follow certain federal laws and as a part of HRD, proper structure needs to be followed. We will have to develop work-ways manual. Which we will be following as a part of Code of Conduct, Policies and frameworks. All this will be taken care by the Human Resource Development Department. All the above stated points are the brief outline of the importance of HRD. Framework of Strategic Human Resource Development: For this report we have chosen the Aspirational Human Resource Development Framework. Which will capture the three sides of the business:(SUSAN E. JACKSON, 2014) External Environments Impact: External impacts like Markets, labors, Laws Regulation etc. Company Direct Environment: The internal environment of Objective, culture and Structure. The HRM System that provides the working policies and Environment and Internal Stake Holders i.e. what internal stakeholders have gained External Stake Holders: Investors, customers and Society, about what have they gained. This frame work will mean the most to us, due to the following reasons: We are now aiming to become a bigger organization, in that regard we will have a separate set of rules, market forces, regulations etc. governing us and we need a specialized set up to deal with all this. For the companys direct environment, we will have certain goals to be met and for achieving these goals we need people who will be helping us as a major force. The correct compensation structure, appropriate trainings and development activities, all the rules and policies etc. There has to be a proper HRM system that we have to develop. Since, thorough that system we will be imbibing the culture in the people for the goals to be achieved in the coming days. External Stake Holders: There are three major stake holders that we are accountable to, firstly our investors. We have to give them returns and that returns is achieved through bottom line and we have achieve high bottom line with correct people only and hence, we need a strong full-fledged department to take care of these issues. Similarly, we have to provide value to our customers and we can achieve it through high quality of our product, again the skill set of our people will be pioneer requirement and again further justifies the departments need. The Strategic Human resource Process, Roles in SHRM: (Singh, 2004) This is a 3 stage process: Formulation of Business Strategy and making it in line with HE Strategy Making the systems in HRM in line with the strategy Monitoring the effectiveness of the system implemented The first part of the process is the formulation of the business strategy which provides the base for as to why strategic HRM takes place. In this phase the organization recognizes the HR department as a strategic partner and is providing opportunities. The first stage requires the presence of the team composition that is helpful in the formulation of business strategy. The next step in the process is the making it compatible with the lines of strategy. This means creating sync between the HRM systems and the strategy that is being implemented. The third step in the process is about checking the effectiveness of the strategy that is implemented. And also properly monitoring it. The last step of monitoring the effectiveness is the most important step because if this part of the process is not done properly it has the ability to ruin the entire strategic plan. In this case we would like to recommend the Two-Way Vertical fit system for the SHRM i.e. we wont just make HR to be a different vertical but will involve the HR is decision making frame work as well. There will be functional strategy that will be developed and this will fit into the HR Strategy to manage the work force. This would include activities like creating culture changes, Identification of the abilities of mergers and acquisitions and actively making changes in the business structure. There will be certain enablers and deterrents that will be present to define this strategy. This two way vertical fit would work as an interactive effort between business strategy and HR strategy so that each functions in a way to benefit each other. The business strategy in this way would be interactive to the HR strategy. Implementation of HR Strategy: We will be following the following steps for implementation of HR Strategies: (Martin, 2014) Redefining the Companys Vision: Companys vision must keep the role of HR and importance of People at high level. The example could be: To be a people oriented company with vision towards goals achievement, to be known as a company where people build their careers Such a vision statement will have impact on the mind of the people and they will consider that company cares for them. Redefining the scope and work-ways of HR department: Introducing the new work-ways for HR like market corrections, retention bonus etc. So that we do not lose the critical resources. Investigating the needs of the company: We must ensure that short, medium and long term goal must be set properly. Implementing the plan and it must be visible: The following issues must be deployed immediately: Service awards Retention bonus Hikes in the likes to do market correction etc. This summarized the importance, scope and implementation procedure of Strategic Human Resource Management. Activity 2: Since, we are now clear that there is a need for Strategic Human Resource Development system in place for the company. In the previous section we discussed the importance and the implementation framework of SHRM. Now, in front of Board of Directors we will be putting up certain issues that affects the implementation of SHRM and the main objective is to make them realize that these issues should not deter the benefits that may gained through the SHRM Identification and Analysis of Contemporary issues Affecting SHRM: Organizational Context: Willingness of all the departments to include HR has a different vertical, to be involved in decision making. Investment on people is not seen as a real investment: This is the major issue that deters the mind of the managers in investing in people. Cost that is put in directly accountable is very much visible and the benefits that are gained are not easily visible. (Kate Walsh, 2010) Cultural barriers to imbibe changes quickly: Now as and when we will be bringing in new people in the company, there will be a visible cultural gap that will be evident, since people from diverse background will be joining us. This is a big issue that will affect SHRM. In order to tackle this, we need proper culture to prevail in the company and also regular training on how to deal with cultural barriers. If the people are ready to respect and discount this fact, then they will be able to absorb the changes pretty easily. The changes will be majorly in line of bringing in closeness and oneness in the system. (Mayhew, 2011) Technology Advancements in the company: Now when the company will take the leaps forward, there will be new technologies that will be added in the system. Definitely the old employees will not be comfortable working with them. (Mayhew, 2011) Communication Barriers: The thing that always bring people closer to the corporate is the transparency in the communication structure of the company. If we are doing what we are saying and keeping our communication seamless and transparent. Then it will be a big boon in bringing the employees and the corporate together.(StrategicHumanResourcesIssues, 2008) Implementation Context: The older systems that in place are part of the culture and hence, it may be problematic to imbibe changes immediately. Other departmental interventions will be there, since currently each department is being run by their own wish. Now a centralized system will be implemented. There should be a merger of all the sub HR systems prevailing in the system and hence it may lead to adaptation issues. Activity 3: Identification of the range of HR Strategies: There are various ways through which we may approach the Implementation of Strategic Human Resource Management. In this section we will discuss strategies that will make most sense to us as a small scale business. The following are the strategies identified: (Raghunath, 2015) Overall HR Strategies: Overall umbrella about how people and resources would be managed Management through Performance: Arranging the following trainings for skill enhancements: How to adapt changes in work place How to develop skill sets, so that new opportunities open for you New Compensation structure and the advantages of performance Management through Involvement: Define KPIs for managers that they are accountable for productivity Each manager will KPI related to attrition in the department. KPI related to quality at each level in the work force Management through Commitment: New KPIs will be introduced as a part of motivation for work force. Long service award to be implemented as a part of culture Retention bonus as per the level e.g. Middle management may be given higher retention bonus compared to lower management Specific Strategies: Targeting a particular sub system and improving it for betterment.(Moore, 200X) Leadership Strategy: The major decision making is in the hands of the leaders and this strategy is to be adopted because the building blocks of this strategy would be Executives only. Hence involvement of Leadership in SHRM is mandatory. It is very important here to carve a difference here between the leadership and managerial way. The strategy that are being followed should be well tested and understood by the leaders so that other can follow them and work with their full commitment to achieve it. Talent Strategy: Each person as we all know is not efficient to do all the tasks. A person may be good in some activity while the other may have a good hand in some other activity .We need to find the exact match between the skills set and job requirement. A mismatch in this process can cause repercussions as high as job dissatisfaction, and a stage of people leaving the organization and joining others. The saving of the best talent in your organization is an emerging issue which needs to be taken care of. A single talented person can do wonders for your organization only if the people with right skill set are provided with right job. This is to be the specialize strategy since peoples involvement will increase if people get to work on their core competency. It is essential to devlop the core competency of any person in an organization because it can create niche for your business. Reward and Compensation Strategy: According to a common saying Happy Workers are more productive workers. It is essential that the employees should be made happy in the best possible manner. Rewards and compensation is a sort of motivation for the employee as they in a way encourage an employee that he is doing things in the right direction in the right manner. Rewards and compensation are also a way to acclaim the efforts that the employees make in taking the organization to a completely different level. This is again a specific strategy, since if proper reward system is not there then attrition will increase and hence, this is an immediate priority. These strategies make the most sense for our business currently, since they define the structure from the scratch and we need a roadmap right now that we can follow and then built on from there towards a SHRM. Analysis of the decided Strategies: In this section, we will be analyzing each strategy w.r.t. our company, discussing the critical importance and launch pad for beginning the strategy: Analysis of Overall Strategy: We need to hit the nail through three directions i.e. Involvement, Performance and Commitment. The major focus of SHRM is that we have to build the competency with our people. The involvement of people is possible if we clearly define the roles of the people. People should be involved in each and every step of the strategy because ultimately it is them who would follow it and help the organization in achieving its goals. Critical importance of this overall strategy is that we need to bring this harmony in the thinking cord of the people. People should understand that in line with the vision of the company and for that purpose we need to develop this overall impact strategy. If there is a belief in peoples minds that the company is actually thinking in the line of making People as their competitive advantage then only other strategies would work in line. Strategic HRM as we all know works best when there is a mutual benefit both for the people and the company. As a beginning Launchpad, we must ensure that some clear communication goes from the leadership side regarding these changes. This will make the things clear on the first level. Then the formal invitation for people to give their skill set preference and on the basis of that TD programs may be developed. This will give the best trigger to start with. Analysis of Specific Strategy: Since may a time overall strategy is just considered as just another loose talk by the corporate. So, we need to implement specific strategies and target to the areas here that will improvise the skill sets, make them competent in doing their work in the most efficient manner and intruding them to take the ownership of the work they are doing. Only by these implementations we will be able to make them upbeat and achievers. Implementation of Leadership Strategy can be started by mapping the resources to leaders and they will act as their mentor. This will have a dual impact, firstly, people will feel elevated by the fact that they are working with the leaders and they will impact the businesses directly. This will increase the Job Satisfaction. Hence, making them the core competency. Talent Reward Strategy is necessary because at the end everyone wants to work for some rewards and skill sets. This is the methodology through which we will be able to intrude them for giving their 100% in their work and making them take the ownership. Reward system should be based on KPI Model and each KPI must be such that it is hitting the bottom line of the company. Assessment of the Strategies is for the proper working of the implementations done. We need to map KRA (Key result Areas) to each strategy and on the basis of that we will notice if the KRA is being hit or not. The few KRAs could be: How is the productivity increasing by implementing the TD initiatives Is training delivered is being used in the system. Dip in the attrition rate of the company Increase in the Bottom line Job Satisfaction and Reward management implementation. Are we able to find the deserving resources? How has the restructured Recruitment initiatives brought better skill set people for the designed job? With this we will conclude the assessment of the strategy and believe that if this structure is followed, it will increase the impact of HR and make the work place a better place to work, where people may think to build their career. 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