ConclusionM&M is an efficient company with the potential to reach great heights. M&M’s HR department has a detailed HRD plan for the future. The HRD plan has many advantages to the workforce and the continued growth of M&M. The plan encompasses not only objectives and
M&M PROGRESSIVE CASE STUDY PART THREE13goals but also company design, training and development, benefits, compensation and business planning. The HR department will work with executive management as a strategic business partner. The HRD design delivers a competent team with each employee contributing with necessary skills sets to support objectives of the business. Employee skills sets, and knowledge will be utilized to enable their growth and development as well as the organization.
M&M PROGRESSIVE CASE STUDY PART THREE14ReferencesAtkinson, W. (2001). Good training strikes a balance between in- and outside sources.Belcourt, M., Bohlander, G. W., Snell, S., Singh, P., & Morris, S. (2016). Managing human resources. Vancouver, B.C.: Langara College.Dias, L. P. (2015). Human resource management. Washington, DC: Flat World Knowledge.Gomez-Mejia, L., Galkin, D., & Cardy, R. (2001). Managing Human Resources. Upper Saddle River, NJ: Prentice-Hall, Inc.Griffin, R. W., & Moorhead, G. (2006). Fundamentals of Organizational Behavior, Managing People, and Organizations. Boston, MA: Houghton Mifflin Company.HR Planning. (n.d.). Retrieved, from Ivancevich, J. M., & Konopaske, R. (2013). Human resource management. New York, NY: McGraw-Hill Irwin.Langin, D.W., Ackerman, P. A. & Lewark, S. (2004). Internet-based learning in higher forestry education. Unasylva, 216 (55), 39-44.Learning, Training & Development. (n.d.). Retrieved from -ready.cfm#_secA1Nadler, L. (1970). Developing Human Resources. Austin, Texas: Learning Concepts.