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HRM

If you were the CEO of a large, diversified, multinational company, what value do you expect your HRM function to add to the organization? How would you know whether the HRM function was being effective? Which measures would you look to for evidence of effectiveness? Can you hold the HRM VP directly accountable for the results on the measures that you have identified? Is so, how would you do that? If not, why not and how would you assign accountability?

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If you were the CEO of a large, diversified, multinational company, what value do you expect your HRM function to add to the organization? How would you know whether the HRM function was being effective? Which measures would you look to for evidence of effectiveness? Can you hold the HRM VP directly accountable for the results on the measures that you have identified? Is so, how would you do that? If not, why not and how would you assign accountability?

The basic function of HR in any firm is to act as a link between the organizational workforce requirement and human resource who capable of doing work which the firm need. It meets the interest of employee with the interest of company. As a CEO of the firm, expectation would be it must act as voice of the employee and interpret and enforce the company policy. It should advocate for employees as well as enforce the company policy. It will educate and regulate the workforce since today's workforce is much diversified and for firm like multinational firm it becomes more important in order to combined and get productive ...

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