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I need a respond to the two discussion question below It need to be separate respond to both of them. I will paste them below in bold . You must cite the references you use.

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1. What HRD skills or competencies does an HRD manager need? How are these skills and competencies learned?

HRD professionals need to have personal, interpersonal, and business management skills (Werner, 2018, p. 16). Some of the more specific skills sets include trust and the ability to influence others, networking, analyzing skills, as well as strategic thinking abilities (Werner, 2018, p. 17). Managers in the HRD field also have to demonstrate their ability to adapt and enforce change within their organizations (Werner, 2018, p. 17). Business acumen and political business savvy would also be beneficial for HRD professionals as they vie for organizational resources that executives and other managers might not deem as necessary expenditures for talent development. Also presented by Arneson and colleagues competencies should include performance management, instructional design, training delivery, learning technologies, evaluating learning impact, managing learning programs, integrated talent management, coaching, knowledge management, and change management (Werner, 2018, p. 16). In order for an HRD manager to be effective, they need to be tuned into the language and culture of the organization and provide an effective approach to learning and employee development (Heathfield, 2019). In addition, a personal belief is that HRD managers seek to modify human behavior and that skills and knowledge of applied or organizational psychology as well as the ability to make lesson plans would be great competencies for HRD managers. Most of these skills can be learned through formal education and through on the job experiences.

2. Which challenges to HRD professionals discussed in this chapter will directly affect your present or future working environment? What additional challenges do you foresee affecting HRD?

Some of the many challenges facing HRD managers currently include competing in a global economy, eliminating the skills gap, increasing workforce diversity, meeting the need for lifelong individual learning, facilitating organizational learning, and addressing ethical issues and dilemmas in a proactive and effective manner (Werner, 2018, p. 21). Out of these previously mentioned challenges mentioned competing in a global economy, eliminating the skills gap, and facilitating organizational learning are all challenges that will affect my present and future working environment at my current employer. As one of the only US-based manufacturer in our niche market, we compete in the global market daily against our biggest competitors. Some of the major factors that can affect whether we get orders to include tariffs, currency exchange rates, talent, technological advances, and presence within a regional area just to name a few. Also as a manufacturer, we rely heavily on the skills and abilities of machine operators and skilled employees that are hard to come by with the decrease in interest and teaching of tradecraft skills like CNC machine operators, welders, and other machine operators. Finding employees to fill out workforce seems to be harder and harder to fill, especially as many of our machine shop employees will be retiring within the next ten years taking not only their learned trade skills with them but also their organizational knowledge. Filling these skills gaps will be a continued challenge that we will face in the years to come, which will have an impact on facilitating organizational learning. Perhaps one of the most important additional challenges affecting HRD in the future is proving HRD’s impact and utility to ensure its survival as a key component of organizational success. If an organization does not view human resource development as an important element in their success, they will not agree to provide resources, funds, and man-hours towards the improvement of their workforce. Proving the value of human workforce development will be a critical issue facing HRD managers in the future.

Heathfield, S. M. (2019, May 07). What Is Human Resource Development (HRD)? Retrieved from The Balance Careers.com: https://www.thebalancecareers.com/what-is-human-re…

Werner, J. M. (2018). Human Resource Development Talent Development, 7th ed. Boston, MA: Cengage Learning.

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