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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?Your friend is a Vice President of HR. She says, “Companies with a strong employment brandspend less on recruiting than companies without a strong employment brand.” Is this correct?In order for HR professionals to support the business strategy at the Coca-Cola Co. they should possess a set of vital competences. Briefly explain the key competencies which HR professionals are expected to possess in order to effectively execute their duties.
- To be a strategic business contributor, HR managers must enhance organizational performance, expand human capital, and be cost-effective. As a HR professional, discuss how balance must be maintained between the competing demands made on them.When employees possess transferable skills and indulge in job-hopping, doing effective HR planning is very tough. Do you agree? Why or why not? Explain your viewpoint by giving examples from a line manager’s perspectiveWhat are some reasons that more organizations do not implement HR analytics? How would you make the case for adopting HR analytics? How can HR professionals develop the needed skills to analyze and interpret metrics? What resources could an HR professional consult to begin building expertise in this area?
- A private corporations new CEO took over with the mission of preventing a competitor's proposed takeover. There is a low level of morale, unsatisfactory staff performance standards, and a larger turnover rate than the competition. The performance of the company has been subpar generally due to these and other issues. You are employed in the HR department. Talk critically about the intent behind the Skills Development Act and how it affects skill development in the context of the business. Give a brief explanation of how the law can be effectively implemented to give the business the resources it needs to meet its HRD requirements.Assume you are an HR business partner and leader in a full-size HR department for your organization. Based on what you have learned about business employment law, what three or four concepts, tools, methods, or practices would you recommend as important best-practice approaches to help organizations implement better policies to safeguard against employment law violations? Be sure to explain why you made these particular choices.If you’ve never done an HR SWOT analysis and/or are trying to improve your employees’ experience with your company, now is the perfect time to do one. A S.W.O.T. analysis is a useful tool for developing your HR department’s strategic plan. The S.W.O.T. analysis should be more than simply listing items in each category. HR should consider the interaction of the S.W.O.T. analysis factors and establish strategies and tactics to maximize outcomes. What steps can be implemented to mitigate the effect that the department’s weaknesses may have on the threats the department faces? If the department pursues an identified opportunity, how will the department’s strengths and weaknesses affect the outcome? How can the department’s strengths be used to overcome the threats to lead the organization to achievement of its mission?
- In order to know the company, an HR executive will typically focus on learning about the: a) company's workforce and their attitudes toward the company b) relationship that exists between the HR department and the senior management, and work on improving the same. C) company's strategic goals, core customers, and the competition. d) top management and their attitudes toward the workforce.What types of specific skills (such as knowledge of financial accounting methods) do you think HR professionals will need in order to have the business, professional-technical, change management, and integrative competencies necessary in the future? Where can you develop each of these skills?Discuss this from a perspective of the applicant and the person or team conducting the hiring interview and making the final decision to hire. How would you describe the hiring process? Do words like difficult, challenging, or frustrating come to mind? How would you choose between two equally qualified candidates? As an HR pro, it's your job to sift and sort through resumes, scrutinize job applications, conduct job interviews, and narrow down the field do candidates until you pick the right person I need help.