I will pay for the following article Personnel Resourcing & Development. The work is to be 10 pages with three to five sources, with in-text citations and a reference page.

I will pay for the following article Personnel Resourcing & Development. The work is to be 10 pages with three to five sources, with in-text citations and a reference page. The first one is technological advancements, which has contributed in eliminating the influence of time, space and other such intermediary factors in the business environment. Similarly it has also contributed in promoting low cost and high speed data transmission, hardware that produces information more conveniently and quickly, and software that makes the data and communication tools more accessible (Sack & Albretch, 2000). The second factor is that of globalization. In business sphere it plays a vital part in availability of instantaneous information, faster means of transportation making the world a huge market place (Sack & Albretch, 2000). Third factor is that of increased power of the market investors with such an influence on the business sphere that if they are displeased it can put the business in jeopardy and hence their consent is given quite an importance (Sack & Albretch, 2000). Effects of changes in business strategy on people resourcing focus and activities: Current business scenario is as such that it is dominated by the continuously changing economic environment along with the globalization phenomena, characterizing the ever changing investor and consumer demands, and the factor of competitive advantage. All these drivers make it vital to the existence and sustainability of the organizations to continuously improve in terms of all the fronts of cost, productivity, time and skills management just to name a few (Becker & Gerhart, 1996). Substantial changes seem to have taken place in the workplace structure all around over the past few decades which are being intensified all the more by the current turbulence in the business spheres. In order to succeed in today’s business environment, organizations have now started to focus more on the knowledge aspect of things rather than the mindset of the industrial economy (Saini, 2006). The front running companies now invest more in the intangibles so as to gain a more long term market value. The most crucial of such intangibles is in relation to the work force in terms of their mindset, skill, speed, learning ability, collaboration, accountability and leadership qualities. In the picture of such intangibles, it becomes one of the top most priorities to capitalize on these aspects through cooperation and unions so as to be able to effectively utilize their talent along with creating future competencies, which now hold critical importance to all the industries (Saini, 2006). The strategy makers have now shifted their focus from systems, structures and strategies to skills, staff and shared values. The focus on these aspects has exacerbated the importance of the adoption of the HR strategy and people development in terms of inculcating soft skills and establishing high performance work systems (Saini, 2006). The true worth of any organization is defined in terms of its workforce. As Bill Gates puts it in Fortune: “Take our 20 best people away, and I will tell you that Microsoft would become an unimportant company.” (Gates, 1996) On the same grounds, in terms of the gambling industry we see that it has undergone a dramatic change all around over the past few years. Previously, while it just used to comprise of a ‘horses and dogs’ business, it now certifies as just comprising 60% of the overall industry.