STRATEGIC HUMAN RESOURCE MANAGEMENT AND EMERGING ISSUES

Instruction: True/False – Please mark each sentence with the appropriate answer

1. An organization's human resources are a means by which the firm fosters a sustained

competitive advantage.

____TRUE______

2. To achieve sustainable competitive advantage through people, an organization's employees'

skills, knowledge, and abilities must be widely available in the labor market.

_____TRUE_______

3. Organizations set major objectives and develop comprehensive plans to achieve those

objectives through strategic planning.

_____TRUE__________

4. Human Resource Planning (HRP) is the conducting of recruitment and selection methods

according to a strategic plan.

_______FALSE_________

5. Strategic HRM is a combination of strategic planning and HR planning.

__________TRUE____

6. Organizations set major objectives and develop comprehensive plans to achieve those

objectives through human resource planning.

___FALSE____________

7. Job specifications describe the duties, tasks, and responsibilities performed on the job and

therefore play a key role in performance appraisal.

________FALSE______________

8. Job Analysis is the process of obtaining information about jobs through a process of

determining what the duties, tasks or activities of those jobs are.

________TRUE______________

9. Job analysis is usually more accurate and objective if the job analyst can prepare the job

description without consulting supervisors or jobholders.

________TRUE___________

10. Selection is the process of attempting to locate and encourage potential applicants to apply

for existing or anticipated job openings.

__________FALSE____________

Instructions: Short Answer – Please provide a short answer to each of the questions below.

11. Why can some organizations that fail to invest heavily in human assets still be financially

successful? Why can some organizations that do invest heavily in human assets still be

financially unsuccessfully? Some organizations that fail to invest heavily in human assets still are

financially successful because the process system is still very well put together. The human

resources planning process and the strategic plan can all be very solid. Along with the market

the organization is in could also help the organization, or any kind of lead they have over

competition.

12. What are the most important workplace trends affecting HR today? How well do you feel

the HR profession responds to these trends? The most important workplace trends that are

affecting HR today are health care options, safety and security in the work environment,

communication and technology. I think the HR profession respond to this very well, they really

do not have many option were there are many law and regulations to help move these trends

along

13. What are the main barriers that prevent an organization from taking a more strategic

approach to HR? Why do they exist, and how can they be overcome?

Some main barriers that prevent organization from taking mores strategic approaches are the

follow: Retain talented employees organizations can overcome by better pay packages, good

environment to work ECT. Organizing continuous training for employees at different levels to

keep informing about the organization developments. Good recruitment policy can to select

right candidates Organization should provide better support systems and required to obtained

issues faced by them and respond them. I feel these exist because the market, competition,

economy, technology and planning for an organization are always changing, although its house

quickly an organization can jump back up on there feet and deal and plan for the change.

14. What are the major objectives of human resource planning? Why is each of these objectives

critical for an organization’s success? What benefits are provided by each that can result in a

competitive advantage? Some major objectives of human resource planning is raising job

satisfaction, measuring this by taking employee surveys, having focus groups, or even one on

one meetings. Multi-generations in the work place; older generations can train with resources

while younger generation train with the newer technology and other new solutions. These are

critical for success because having the employee enjoying their job get happier employee and

the happier they are the harder they will be willing to work. Both will help produce more

efficiently which can go hand in with competitive advantages.

15. How does global human resource management differ from domestic human resource

management? Global human resource management is the activity of managing a company

employee in a number of different countries. Staff can work outside national boundaries. A lot

more rules and regulations come in to play with global HRM. Domestic Human resource

management focuses on a more local basis. Staff is placed on a national border and there is no

special training for cultural adaptations.