The V.U.C.A.World and the COVID-19 pandemic has changed the landscape and the way leaders and managers lead and their organizations to remain competitive in a hostile environment. Uncertainty is the name of the game. Explain at least THREE (3) major challenges faced by HR Managers today and suggest TWO (2) competencies which they must acquire or improve to steer their organization from survival mode to a thriving position.
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The V.U.C.A.World and the COVID-19 pandemic has changed the landscape and the way leaders and managers lead and their organizations to remain competitive in a hostile environment. Uncertainty is the name of the game. Explain at least THREE (3) major challenges faced by HR Managers today and suggest TWO (2) competencies which they must acquire or improve to steer their organization from survival mode to a thriving position.
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- One of the most significant management trends during the 1990s not only in the USA but the whole world was organizational downsizing. Since downsizing typically involved shrinking theorganization's workforce, it was a human resource management issue. Can some of you remember VSS? Some employees loved it, some deplored it like it was an epidemic sweepingthe country!Many organizations had done a fairly good job of helping layoff victims by offering a variety of job-help services, psychological counseling, support groups, severance salary, extended healthinsurance benefits and even finding jobs with other companies. This assistance offered revealed that the organization did care about its former employees.What are the key concepts in human resource management and how have they impacted organizational practice and performance? Discuss in detail.What are the steps to create a strategic plan? What are the benefits of outsourcing Human Resources functions. How can organizations keep employees engaged? How does strategic leadership help managers to increase their company’s performance?Strategic talent management has emerged as a critical Imperative for organizations seeking to gain a competitive edge in today's dynamic business landscape. This paper explores the strategic dimensions of talent management, focusing on the processes, practices, and challenges associated with attracting, developing, and retaining top talent. Through an examination of theoretical frameworks and empirical studies, the paper elucidates the strategic importance of aligning talent management initiatives with organizational goals and objectives. Furthermore, it explores the role of leadership in fostering a culture that values and nurtures human capital, thereby enhancing employee engagement, motivation, and performance. By analyzing best practices and emerging trends in talent management, this paper offers insights into how organizations can effectively leverage their human resources to drive Innovation, growth, and sustainable competitive advantage. Question: How can organizations…
- Describe one management science tool, technique, or concept that you wish had been discussed (or, perhaps, discussed in more detail) in this course. Explain its potential usefulness to you and describe some of the problems that this tool might be able to solve for you. Explain why you think this tool is important enough that it might potentially nudge out some other topic that was covered in this course.In order to improve the performance of organizations management over the years has practiced many approaches especially in the wake of competition. Rensis Likert carried out research by comparing the effectiveness of managers using job-centred approaches and those using the employee-centred approach. John Adair’s action-centred is another approach to effective management. Thirdly, the much-touted management by objectives approach has been used as an approach to effective management. Compare and explain job-centred and employee-centred approaches highlighting the advantages and disadvantagesWhat are two Strategic workforce planning approaches used to Recruit and select staffs, Communicate changes and other informations, and to preserve the Brand of a company?
- Which of the different career tracks is shown by the following example: Ana, an employee at ABCDE Corporation began at the rank- and-file category, moved up to supervisory positions, then to assistant managers, manager and, hopefully, climb to the position of assistant vice-president, vice-president, senior vice-president, executive vice-president and, finally, president. Technical Track (B) Cognitive Track c) Vertical Managerial Track (D) Human Tracke benefits that accrue when an organization has a good understanding of employee needs. Discuss the benefits that accrue when an organization has a good understanding of employee needs. Buy launch Principles of Management OER 2019 Edition OpenStax Publisher: OpenStax College ISBN: 9780998625768 star_border Solutions Chapter 14 Work Motivation For Performance Section Chapter Questions Problem 1CRQ Problem 2CRQ Problem 3CRQ Problem 4CRQ Problem 5CRQ Problem 6CRQ Problem 7CRQ Problem 8CRQ Problem 9CRQ Problem 10CRQ Problem 11CRQ Problem 12CRQ Problem 13CRQ Problem 14CRQ Problem 1CTQ Problem 2CTQ Problem 3CTQPROBLEM-SOLVING APPLICATION CASE White, Male, and Asian: The Diversity Profile of Technology Companies Managing diversity is a hot topic among technology companies, some of which have started to display transparency by publishing their diversity profiles. Google’s diversity report reveals its workforce is 69.1 percent male and 30.9 percent female. Ethnicity data for Google’s U.S. workforce indicates 53.1 percent white, 36.3 percent Asian, 4.2 percent of two or more races, 3.6 percent Latinx, and 2.5 percent black.113 This pattern is similar to Apple (32 percent female and 54 percent white, and U.S. ethnicity data showing 21 percent Asian, 13 percent Hispanic, 9 percent black, 3 percent of two or more races, and 1 percent other)114 and Facebook (36 percent female, and U.S. ethnicity data of 46.6 percent white, 41.4 percent Asian, 4.9 percent Hispanic, and 3.5 percent black).115 Executives within the technology industry have started to implement a variety of programs and policies to…
- How would you distinguish a job from a career from a calling? Do you have a calling? What is it? Explain what you take to be the strongest argument in defense of an employee’s right to participate in managerial decision making. Explain what you take to be the strongest argument against such a right.You have just been appointed as a Human resources director for your company and are required to fulfil the four core management functions at this management level. Taking the above information into consideration answer the questions that follow: 1. Describe the level of management that a human resource director belongs to. 2. Explain why the Human resource function is considered as a secondary activity of the business. 3.With the aid of examples discuss the planning activities you would be involved/ responsible for. 4.Discuss the qualities/ characteristics that you would exhibit, to be considered as an effective leader. 5. Explain one type of power that you as a leader would exhibit.Employers are shifting more responsibility to employees in the area of employee benefits. Describe (2) specific examples of this trend. What are the likely consequences of this change?