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    Human Resources Management Discussion Questions

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    Need assistance with the following questions. Please answer and include any references used.

    DQ#1: Evaluate technology utilization and strategic HRM.
    DQ#2: Examine human resource success factors associated with operating an international firm in an industry of your choice.
    DQ#3: Discuss two ways in which HRM can be integrated into organizational operations.
    DQ#4: Discuss two of the important elements of human capital development.
    DQ#5: Discuss two metrics that can be used to evaluating a company's existing and needed skill sets.
    DQ#6: Find an article and share one best practice in human capital development - with citation.
    DQ#7: Develop and discuss three metrics to evaluate employee performance. Why did you select these? Are they the most significant measures? Are they easily quantifiable and measurable?
    DQ#8: Discuss an example of a compensation and motivation practice and evaluate how it relates to the organization's strategy.
    DQ#9: Critique a best practice in a compensation and motivation program.

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    Solution Preview

    Hi,

    Thanks for choosing to work with me on your solution.

    Below are the answers to your discussion questions on HRM. I hope this helps you in your studies.

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    DQ#1: Evaluate technology utilization and strategic HRM.

    An HR audit is a way for organizations to measure where they stand and decide what they have to do to more effectively manage their human resources. An effective HR audit systematically reviews all aspects of human resources, using a checklist. Such an audit ensures that the organization is in compliance with federal regulations and organizational policies. An HRM audit is best used as a learning or discovery tool not as a test. A full HRM audit usually entails looking at areas such as "legal compliance; compensation and salary administration; employment and recruiting practices; orientation; terminations; training and development; employee relations; communications; files/record maintenance/technology; policies and procedures (including employee handbook) and communications (e-HResources.com, 2000)."

    Such HRM analysis calls for the allocation of specific resources. It is critical to carry out periodical assessment of HRM performance without disrupting existing business processes. The use of dedicated technology to optimize the data collection helps companies perform such assessments with no disruptions to the normal business processes. Such technologies also allow the HRM report to be presented in a comprehensive and clear format. For example software that arranges the data into graphical representations with short textual summaries helps provide r better accessibility and readability of the HRM data. Such software can also arrange the HRM report in a form of an HRM scorecard, which not only helps HR professionals gain an overview of their processes, but also provides an easy frame of reference for organizational management and employees (AKS-Labs, 2008).

    DQ#2: Examine human resource success factors associated with operating an international firm in an industry of your choice.

    Staffing for a multinational company is a complex task made even more so by the more diverse environment present in host countries comprised of business, economic, political, legal, as well as by cultural implications and the parent company's need for control. These factors influence the suitability, efficiency and management of human resources (Kottolli, 2006).

    These challenges affect the computer industry in terms of available talent to fill senior to mid level management positions in China and India. Dell, Microsoft and other U.S. companies expanding their operations to India can hire newly graduated students from the country's universities to fill rank and file positions, but they are in a quandary as to how to fill the hundreds of midlevel and senior manager positions their expansion plans may require (Frauenheim, 2006b). In China executive talent is scarce and often reluctant to work for American companies due their Confucian mindset that views hands-on management as not suited for the upper classes (Frauenheim, 2006a).

    In India to handle the supervisor shortage, computer technology companies are tapping other Indian industries such as manufacturing, and hiring Indians who have worked for a time in the U.S. or Europe (Frauenheim, 2006b). In China companies such as Dell are using outside-the-country firms for recruitment while working hard to build relationships and thus trust with local Chinese executive candidates (Frauenheim, 2006a). How well companies fill these management positions will help decide which are the most successful in the emerging Asian markets (Frauenheim, 2006b).

    DQ#3: Discuss two ways in which HRM can be integrated into organizational operations.

    "Human resources alignment means integrating decisions about people with decisions about the results an organization is trying to obtain. By integrating human resources management (HRM) into the agency planning process, emphasizing human resources (HR) activities that support broad agency mission goals, and building a strong relationship between HR ...

    Solution Summary

    This is a discussion of Human Resources Management concepts including compensation and motivation, human capital development, human resource success factors associated with operating an international firm, human capital development, metrics to evaluate employee performance, and how HRM can be integrated into organizational operations.

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