大卫琼斯有限的人力资源战略是围绕简化工作,实施挑战规则上没有写但提到的,推出的主要技能在总部,每个和每一个员工和管理绩效与目标的实现,引导轮(Deighan,2013)。人力资源部门的战略基础不仅有利于企业的建立，而且有助于人力资源与组织的远景和目标的协调。人力资源部门与组织的整体目标有着共同的愿景，因为人力资源效率本身会导致高效的组织。这反过来又强调了一点，即David Jones Limited的业务措施与绩效管理密切相关。确保所有员工都有机会理解为组织核心价值和宗旨的会议作出贡献的作用(Wright,2014)。我发现，有必要参与创新的归纳法，这有助于满足不同的文化背景、不同的承诺和在各自岗位上学习的风格。包括我在内的一线员工都被视为组织的最终反映，因为我们是直接与客户的基础接触的。然而，人们都知道，每个员工都扮演着重要的角色，以便定期将客户承诺和核心价值转化为现实(Deighan,2013)。然而,我是能够识别一个组织面临的主要挑战是确保每一个员工,无论他们,谁知道关于他们所扮演的角色的重要性,这将会有一个清晰的愿景的行为影响更大的整个业务的看法。培训的结果是在组织的历史上创造了一种图形化的体验，核心价值观，目的，目标和目标，个人目标，运营策略，营销策略以及对客户的承诺水平(Wright,2014)。每个员工，包括我在内，都有机会接受培训，以提高交付服务的质量。
The human resource strategy at David Jones Limited is known to be revolving around the simplification of work, imposing challenges on rules that are not written but mentioned, to roll out the main skills to each and every single employee in the head office, and management of performance linked with the achievement of target that steer the wheel(Deighan, 2013). Such a strategic base for human resource department helps not only in firm establishment but also in alignment of human resources with the perspective and objective of an organization. Human resource department has a shared vision with organization overall aim because human resource efficiency itself results in efficient organizations. This in turn results in highlighting the point that the way in which the business measures of David Jones Limited are closely in link with the management of performance. It is ensured that all of the employees are given the opportunity for understanding the role for making a contribution towards the meeting of core values and purpose of the organization(Wright, 2014). I was able to find out that there is a significant need for involving the programme of innovative induction that helps in catering the different cultural backgrounds, differentiated commitment and styles of learning within their respective job positions. The employees at front line level that included me as well are treated as the final reflection of the organization as only we come in direct and continuous contact with the base of customer. However, each and every employee is known to be playing an important role in order to turn the customer commitment and core value into reality on regular basis (Deighan, 2013). However, I was able to identify one major challenge being faced by the organization for ensuring that each and every employee, no matter who they work with, have knowledge regarding the significance of the role played by them, and that there will be a clear vision for the actions that influence the bigger view of the entire business. The training results in the creation of a graphical experience by the history of the organization, the core values, purpose, aims and objectives, individual goals, operational strategy, marketing strategy and the level of commitment towards the customers (Wright, 2014). Each and every employee, including me, was given the opportunity of being trained for improving the quality of the services being delivered.