人力资源管理毕业论文文献翻译--学习与发展,一个策略性人力资源发展计划(编辑修改稿)

人力资源管理毕业论文文献翻译--学习与发展,一个策略性人力资源发展计划(编辑修改稿)内容摘要：

n through negotiation, liaison, and skilful munication as well as recourse to regulation:  AFMA is an organization in which staff need to be multiskilled, flexible, adaptable, innovative and able to think laterally. Staff need to take an active and leading role in developing policies, management and administrative arrangements which ensure the pursuit of AFMA39。 s objectives  the operational context requires empathy with stakeholders across many arenas environmental, social, political, scientific and industry. 3 HRD assists AFMA to develop and retain highly skilled people who are motivated, innovative and flexible. AFMA is striving to bee a learning organization, where HRD is an accepted part of individual and organizational responsibilities and people are continually learning. Achieving this will assist AFMA to remain a successful and desirable employer. How will we achieve this? In order to achieve the aim of a skilled workforce that is responsive to change, current and future skills gaps need to be identified:  Current skills gaps are those skills and abilities that AFMA needs in its people now but are either missing or need development for fully effective performance. AFMA39。 s Performance Recognition Scheme will assist with the identification of those staff whose skills require development  Future skills gaps are those skills and abilities that AFMA will need in the next two to five years. By identifying them now, AFMA can start to address the needs in a structured and cost effective manner. Once the needs have been identified, individuals must be assessed as to their level of petence and appropriate action menced These skills gaps are further broken down into corporate and job specific training needs:  Corporate training needs are those skills that are applicable across mo st or all of the organization  Jobspecific training needs are those skills that are specific to a particular area or position elegiac skills, fisheries management There are five streams of identified learning petencies. These streams are:  management and leadership skills (both existing and potential managers)  general skills  information technology skills  munication skills  jobspecific skills A structured program, based on these groups and streams, will be developed so that staffs have the opportunity to learn in a manner that。