How can HR strategically identify critical skills and analyze the supply and demand for those skills companies will need to sustain their competitive advantage in the future?
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How can HR strategically identify critical skills and analyze the supply and demand for those skills companies will need to sustain their competitive advantage in the future?
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- What do you believe is contributing to the growth of the fractional HR and HR outsourcing trend? Do you expect this trend to continue?At what point should a company consider bringing on a full-time HR resource instead of using a fractional HR resource? What questions should the company ask itself?There is a short time frame to enhance employees’ skills due to the uncertainty of the labor market. This applies to workers who are likely to stay in their roles as well as those who risk losing their roles due to rising recession-related unemployment and can no longer expect to work. How can HR strategically identify critical skills and analyze the supply and demand for those skills companies will need to sustain their competitive advantage in the future
- Explain why HR practitioners play the role of "architects of the future" by creating and putting into practice plans that draw in, keep, and grow a high-achieving workforce?Why is it important for companies today to make their human resources into a competitive advantage? Explain how HR can contribute to doing thisExplain the role of human resource planning in effective staffing. How can HR forecasting help organizations meet their staffing needs efficiently?
- Why do HR personnel need to think more strategically in companies? Why might such an approach enable HR to be taken more seriously by other managers?Why is it important for HR management to transform from being primarily administrative and operational to a more strategic contributor?Review the five functional areas within the HR department and explain which one you think is most important and why. Which of these five functional areas works most closely with the rest of the business as a strategic partner and how might this change depending on the type of company? How do the needs of an organization decide what human and capital resources are required to be successful?
- When HR decisions are being made by a company, what factors (internal and external to the firm)should be considered in that process and how does that process help the firm to improve overtime? Which are the most important factors?How can organizations ensure effective communication and collaboration between hiring managers and HR teams in the staffing process?How does Aligning HR Processes with Business Strategy helps a company performance and develop competitive advantage?