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According to Cummings and Worley (2014), where organizational development is part of a strategic human resources the organization will benefit by further strengthening its leadership capabilities of the firm's supervisory personnel. Organization Development will increase the organization's capacity to a well manage assortment and identify natural differences that exist at the workstation, the process will go a long way towards employees' skills, create accountability, and offer resources that will enable the organization create long-term sustainable change.

The process of organizational development will help reduce the staff turnover rate, work on the low staff morale reported by the managers, fight the prevailing inability to effectively communicate throughout the organization, and work on the disconnection between the supervision and the staff. In addition, organization development will play a part to train employees for career development, providing flexible learning options by encouraging employees to engage self-learning and engage in development activities, and build trust between the staff and the leadership in the organization. The plan will also help the human resources department in matching the various available learning options to different learning styles (Cummings and Worley, 2014).

Training Needs Analysis

According to Brown (2002), operative training needs analysis is predominantly important in the modern day changing work environment as new machineries and elastic working performance are prevalent, that correspond to changes in the skills and abilities. Training needs analysis will enable the firm to station funds into the zones where they will underwrite to the expansion and enhancing drive among the employees. As well, the employees will need to be trained to bridge the existing skill gap and training needs analysis is important for an effective training program. Through training needs analysis, the organization will be able to channel its available resources to areas where they will be able to contribute to employee development in the process enhancing productivity at the workplace.

Ensuring training needs analysis is part of the strategic human resource plan will ensure the organization priorities are put into consideration and economies of scale are attained. Additionally, the firm will have an opportunity to consider its future needs, and develop monitoring techniques to use within the organization. The investigation will help the organization to investigate unexpected problems and indicate where gaps exist within the organization. This part of the plan will aid in establishing the level of need, and come up with a plan to mitigate the need by considering the kind of training that will be most appropriate (Brown, 2002).

Staff Acquisition

The top management in the firm will negotiate with functional and department managers to identify and assign resources in line with the firm's project organization structure. In addition, the plan will identify external sources and mechanisms to hire new project sources, and allow an approval of the project works. The upgrade of the management system will include alliancing with the vendor, in corroboration with the human resource management team. Nonetheless, the vendor will need to transfer his expertise to the staff to ensure the transition of the project transpires (Brown, 20