Human Resource

  
Human Resource Management (HRM) is a function (managing the human resources of an organization); and/or a department (the group of people who manage the human resources function); and/or the actual leaders/managers that manage the human resources of an organization. Make sure you are clear as to how you are using the term (HRM) and whether you are referring to the function, the department, or the management team. Multiple factors influence HRM including its evolving role in organizations, globalization forces, legal issues, and assessment of the HRM contribution to performance.
Select any one of the following starter bullet point sections. Review the important themes within the sub questions of each bullet point. The sub questions are designed to get you thinking about some of the important issues. Your response should provide a succinct synthesis of the key themes in a way that articulates a clear point, position, or conclusion supported by research. Select a different bullet point section than what your classmates have already posted so that we can engage several discussions on relevant topics. If all of the bullet points have been addressed, then you may begin to re-use the bullet points with the expectation that varied responses continue.

The role of  HRM has been rapidly evolving over the last decade from a bureaucratic      enforcer of policies to that of a strategic business partner with the  organization’s leadership team. Utilizing the term Strategic Human Resource Management distinguishes the evolving relationship and  responsibilities compared to traditional HRM. 

Evaluate the differences between strategic and traditional HRM. For example, those differences relate to organizational strategy, structure, and assessment?
Evaluate the pros and cons of a move from traditional to strategic HRM.

If you were the CEO of a large, diversified, multinational company, what value would you expect your HRM function to add to the organization? 

How would you  determine whether HRM was providing value? For example, how would you  know whether the HRM function was being effective?
Which measures would you use for evidence of effectiveness?
How would you  assign accountability for effectiveness?

Much has been  made of the increasingly global nature of the business environment. Evaluate at least two major forces that cause organizations to internationalize. 

For the       industry in which you work (or aspire to work), which of these forces       will play important roles in the future?
How might  these forces impact HRM?

Not only has much been written about the forces contributing to globalization, much has also been written about the challenges of going global. Evaluate at least  two major challenges an organization might face as it attempts to      internationalize. 

How might these challenges be overcome (it might be helpful to use your current       organization or another organization as a specific example for assessing and overcoming the challenges)?
How might these challenges impact HRM?

HRM is connected to legal issues in multiple ways. For example, the questions that can be asked in an interview, protections for certain classes of  people, and the rights of a union are influenced by various laws and      regulations. 

Summarize at least two key Equal Employment Opportunity (EEO) laws that might impact the hiring process in an organization.
Evaluate  steps that an HR department (or HR manager) might take to assure legal hiring processes are being used in an organization.

The final paragraph (three or four sentences) of your initial post should summarize the one or two key points that you are making in your initial response.
Your posting should be the equivalent of 1 to 2 single-spaced pages (500–1000 words) in length. 

Cascio, W. F. (2015). Managing Human Resources: Productivity, Quality of Work Life, Profits, (10th Ed.).  New York, NY:  McGraw-Hill Irwin. ISBN: 9780078112959