Rapid change requires a skilled, competent workforce with employees who are adaptive, flexible and focused on the future. As HR professionals, our role is to encourage managers and employees to integrate staff development and growth opportunities. One of the first steps you can take is to assess and provide feedback to staff members regarding their knowledge, skills and abilities. According to the text Human Resource Management, by authors Byars and Rue (2011), it is essential that the human resources department has a clear understanding of the "organization's strategic and operational plans" to be successful (Byars et al., 2011). , page 90). The human resources department can then set in motion the needs of the organization on a short-term and long-term plan (Byars et al., 2011, p. 90). Some changes may be anticipated and other changes may occur without notice. It is the responsibility of the human resources department to have a skills and management inventory to handle these types of changes. Then select appropriate training and development activities that match the skills inventory, strategic plans, and goals for the organization, management, and individual (Byars et al., 2011, pages 95-96). Current information about the organization and future trends helps create more realistic career development goals. The HR professional should conduct individual development plan and career discussions with employees on a regular basis, say annually, and encourage and support other supervisors within the organization to do the