I will pay for the following essay Requirements for an Effective and Efficient HR Professionals. The essay is to be 8 pages with three to five sources, with in-text citations and a reference page.Down

I will pay for the following essay Requirements for an Effective and Efficient HR Professionals. The essay is to be 8 pages with three to five sources, with in-text citations and a reference page.

According to the report&nbsp.in-depth knowledge on an organisation’s strategy, “performance goals and drivers, and the sector in which they work” involving the external context that can affect business operation including the market factors such as demography, customers, competitors, and globalisation. Thus, HR practitioners should be familiar with the “language” of the business operation in empowering human resources to utilize their potential in business accomplishment. Next is wide comprehension of the 10 professional areas. Then, reviewing the local and international law on “access relevant employment and discrimination” within their jurisdiction. The political and economic factors are the external and internal forces that induce business performance and creating strategy and plans applicable to combat them.&nbsp.From this study it is clear that&nbsp.organisational development entails HR capability to intervene or manage changes in the cultural aspect of an organisation. The changes implemented must develop the organisation’s performance and adaptability to the planned change process. In achieving goals, HR professionals must employ the right workforce to gain competitive advantage than its competitors.&nbsp.This practice is called resourcing and talent management. They must recruit, select, and retain employees with worldwide talents through interviews and tests suitable to their needs.&nbsp.Learning and development is essential in managing change that needs acquiring of new skills and talent as coping mechanism....

The CIPD (2009a) requires an HR professional to be knowledgeable in leading, engaging, and aligning people with diverse cultivation to deliver the strategic plan at the appropriate time. The third area is organisation design wherein HR must ensure that employees’ skills and qualifications match the job designation to attain organisations’ short term and long term goals, and the structure design of the internal and external environment “fit in the current and future organisational strategy (Weingarden, 2011, p.5). Organisational development entails HR capability to intervene or manage changes in the cultural aspect of an organisation. The changes implemented must develop the organisation’s performance and adaptability to the planned change process (Cummings &amp. Worley, 2009). In achieving goals, HR professionals must employ the right workforce to gain competitive advantage than its competitors. This practice is called resourcing and talent management. They must recruit, select, and retain employees with worldwide talents through interviews and tests suitable to their needs (Armstrong, 2009). Learning and development is essential in managing change that needs acquiring of new skills and talent as coping mechanism. HR professionals must know how to assess employees’ competency level before conducting training. They should act as coaches or mentor to enhance employee’s performance, and design programs for knowledge management and evaluating learning outcomes (Armstrong, 2009). In addition, HR professionals must develop a reward system based on the quality performance of employees in fair and equitable manner to motivate them.