A Case Study Questions On Human Resource Management

Due to the greater encouragement, it reduces employee turnover and increases efficiency. This causes the company to be able to fulfill their goals and objectives that have been both created and managed through the strategic management process.

3. Why is it important for HR management to transform from being primarily administrative and operational to becoming a more strategic contributor?

Core competencies are the most significant value creating skills within a company and key areas of expertise that are distinctive to a company and critical to the company's long-term growth. Core competencies are the pieces that a company is superior than its competitors in the critical, central areas of the company where the most value is added to its products. These areas of expertise may be in any area from product development to employee dedication. A competence which is central to business's operations but which is not exceptional in some way is not considered as a core competence, as it will not generate a differentiated advantage over rival businesses. It follows from the concept of core competencies; resources that are

1. When the human resources function creates a unique capability in a firm that creates high value and

It is important for HR Management to transform from being primarily administrative and operational to becoming more strategic contributor because of the involvement of competitive advantages through a company s’ employees. Strategic HR managers need proceed with the professional growth by hiring employees with high potential and giving them opportunity to learn and make lot of experience from their job roles where can access to brightest future in the industry. Secondly, the executive succession where the strategic HR managers will hiring the potential successors and grooming them with experience and advancement to be ready for replacement of the owner of company. A company can be in right direction if proceed with the strategic succession planning. Third is the labor cost efficiency. Strategic HR department mainly focus on their top performers who effort the most to organizational goals and long-term company success. A strategic HR philosophy ensures the employees satisfied perfect where by paid to

Core competencies provides a set of unifying principles for the organization and they are pervasive in all strategies, it provides access to a variety of markets and they are critical in producing end products and they are difficult to imitate.

Competitive corporate environment it is important that companies pay attention to their employees’ abilities to perform their duties. What is actually important is for companies to continuously study not only how they can perform well for the customers but they also have to address the issue on how they can maintain a highly effective staff. To achieve this they should have strategies in place to measure their employees’ skills, knowledge, and attitude. This will assist in better planning strategies needed to have an effective retention program in place to measure the learning and growth perspective.

‘strategic’ role for the HR function and, second, how can it be applied in a public

Take a minute to reflect on all of the jobs and positions you have held, was there someone identified as a Human Resource Manager? What types of duties did the Human Resource Manager have? Human Resource Management (HRM) is the managing of human skills and talents to make sure they are used effectively and in alignment with an organization’s goals, (Youssef 2015). Human Resource Managers work to build the capacity of employees to achieve these organizational goals by means of planning, recruitment, selection, development and many more aspects. These aspects and others, when done effectively, can aide Human Resource Managers in accomplishing their primary function of aligning employee’s abilities with an organization’s goals.

competitive edge, or uniqueness within its industry, is that all employees are shareholders and stakeholders. Therefore, all employees are genuinely concerned with the success of the company; it favours dedication, passion, and commitment. “This also guarantees greater transparency in the management of the company, [...] all of CGI 's managers are more accountable to the people they lead and are more likely to involve them in the decision process” (CGI, n.d.).

Whenever new companies start to form and organizations expand there will be a need for human resource managers (Rao, 2009). Human resource managers will be needed to oversee and ensure that things are going to plan and the ever changing workforce is adhering to employment laws (Heathfield, 2015). Employment growth depends solely on how the performance and growth of a company is doing (Pride, 2013).

People are a key factor to face competition successfully. Employee contribution to competitiveness is conditioned by their literacy, type and quality of education, experience, motivation, their skills, work attitudes, value systems and quality of life. Similar organizations in the industry also try to achieve

Due to all the previous mentioned aspects HR having a “seat at the table” is important for the future planning and state of the organization. By bringing the HR role into the

Global competitiveness is one area all businesses are striving to attain because it comes with increased market share and increased profits. Institutions need man power that is capable of making them compete as market leaders such employees we term them talent for they come with their gift or are trained to attain that status of becoming an important asset of the organization.

One of the challenges that HR’s leaders are faced with is to convince the business executives that human capital is one the most important resources in which the company or business needs to invest in. So now this return on investment is an essential part of the argument for including HR as part of an overall business strategy.