Looking at the broader context within which Canadian organizations operate, what are the major factors, both economic and non-economic, that strategic HRM can address? If you were the director of HR at a large Canadian organization, what strategies would you adopt to improve the climate (or work culture) within your organization and to address the major factors you previously listed in the first part of this question?
Here are some suggestions to help you formulate a solid answer. Please put the answer in your own words and cite sources as necessary:
Human resource management (HRM) is sometimes considered a soft skill because it requires effective management, people skills, and negotiation abilities. However, there are also economic and strategic factors that can be considered hard skills in HRM. Effective HRM requires a strategic focus coupled with people skills to facilitate the achievement of goals. HRM also deals with managing risk and ensuring legal compliance.
Read this synopsis for information on factors that strategic HRM can address:
"In organizations, it is important to determine both current and future organizational requirements for both core employees and the contingent ...
Discusses the major factors that strategic human resources can help with, both economic and non-economic.