Distinguishe current HRD gaps from systemic (non-HRD) gaps, anticipates HRD needs based on organizational strategy, and anticipates HRD needs due to changes in technology.

Case Assignment Instructions and Link
The Assigned Case – A.P. Moller – Maersk Group: Evaluating Strategic Talent Management Initiatives.

The case can be found at the following link and costs about $8.95.

Link: https://hbr.org/product/a-p-moller-maersk-group-evaluating-strategic-talent-management-initiatives/412147-PDF-ENG

Werner, J. M., Human resource development, talent management, Mason, OH; Cengage Learning. Seventh Edition.
ISBN10: 1-305-57664-0, ISBN13: 978-1-305-57664-3.

Assessment

Distinguishes current HRD gaps from systemic (non-HRD) gaps, anticipates HRD needs based on organizational strategy, and anticipates HRD needs due to changes in technology

Briefly tell how you would conduct an assessment. Then based on the case provide data from the case

Design your Proposed Solutions

For example … strategy, objectives, method (fitted to the training target—skill, knowledge, interpersonal competency, or experiential growth), materials, and media (classroom or technological.) Only use that which is applicable to your proposals.

How Will You Develop Your Solution (above)

Organizes content assets (developed in the design phase) to plan timely and logical delivery of all learning components with proper integration.

How Will You Implement Your Solution

Such as contractor versus in-house facilitator, type of facility, use of technology, equipment, materials, scheduling/sequencing, constraints, and pilot test if feasible.

How Will You Evaluate The Effectiveness of Your Solution

SUGGESTION: use the four Kirkpatrick levels—reactions, learning (retention), behavior (transfer), and organization-level results