Discuss te below:
(HR & Management)
Explain what the author means by the statement that "Every manager is an HR manager". Do you agree? Give examples to backup your point of view.
Create a 200 to 250 words, conduct a basic SWOT analysis of an organization or department to which you belong. How do you see these factors affecting the direction of HR?
Create a 200 - 250 words, what is Human Resources planning? How does the HR planning process facilitate the achievement of an organization's strategic objectives? Use examples pulled from an organization with which you are familiar.
Create a 200 - 250 words, what are the goals of employee selection? Compare and contrast two selection methods and how these selection methods impact the achievement of organizational objectives? Respond to at least two of your classmates' postings
Performance management is an important HRM function as it is the processes and actions taken to align employee performance with organizational objectives. Read the article and in 200-250 words evaluate whether your company's formal performance evaluation process is effective. What steps could be taken to make it more effective? What is the role of HR in performance evaluation? Who is responsible for it?
What impact do benefit offerings have on marketplace competitiveness and the ability to attract and keep quality employees? Do you think pay is the primary motivating factor for most job applicants and existing employees? Respondtoatleasttwoofyourclassmates' postings.What impact do benefit offerings have on market place competitiveness and the ability to attract and keep quality employees?
How has technology fostered new cost-effective virtual methods of training? In your view, how must training programs continue to evolve in order to do more with diminished financial resources? Create a200-250 words
What is HR's role in impacting your the career development of employees? What should be the role of training? How can training programs be evaluated on their effectiveness? Create a 200-250 words
How does the current landscape of global HRM impact HR planning?
What are the HRM implications of Hofstede's, Trompenaars', and the GLOBE models' cross-cultural dimensions?
Which areas of HR do you think will be most affected by current and future trends discussed in this course? What are some of the changes that will need to be made in order to keep up with these trends?