Question.3450 - Chapter 1:1. Why is it important for HR management to transform from being primarily administrative and operational to a more strategic contributor?Chapter 2:2. How can an organization maintain its image while dealing with a talent surplus? If layoffs are necessary, what would you recommend managers do to ensure that survivors remain committed and productive?
Answer Below:
Chapter xxx strategic xx ndash xxxxxxxx gives xx specialists xxxxxxxxxx responsibilities xxxx an xx is xxxxxx the xxxxxx from xxxxxxxxxxxxxx and xxxxxxxxxxx to xxxxxxxx a xxxxxxxxx HR xxxxxxxxxxxx it xxxxxxxxx their xxxxxxxxxxxxxxxx and xxxxxxxxxxxx new xxxxxx Because xxx the xx is xxxx proficient xx many xxxxx they xxx work xxxx efficiently xx a xxxxxx The xxxxxx compared xx administrative xxx operational xx is xxxx of xx HR xxxxxxxxxxxx strategically xxxxxxxxx HR xxxxx attain xxxxxxxxxxxxxx goals xx aligning xxxxx resources xxxx the xxxxxxxxxxxxxx overall xxxxxxxxxx They xxxxxxx strategies xxx talent xxxxxxxxxxx which xxxx in xxxxxx the xxxxx person xxx the xxxxx post xxxxxxxxx talent xxxxxxxx is xxxxxxx challenge xxx HR xxxxxxxxxxxxx Strategic xx is xxxxxxxxx in xxxxx to xxxxx talent xxxxxxxxx improve xxxxxxxx retention xxx happiness xx offering xxxx what xxxxx talent xxx skill xxxxxxx and xxxxxxx employer xxxxxxxx mdash xxx of xxxxx have xx impact xx organizational xxxxxxxxxxx Valentine xxxxxxxx Mathis xxxxxxx HR xxx use xxxx analytics xx forecast xxxxxxxxx trends xxxxxx risks xxx improve xxxxxxxxx planning xx taking xx a xxxx strategic xxxx Effective xxxxxxxxxxxxxxx regarding xxxxxx requirements xxxxxxxxxxxx employee xxxxxxxxx and xxxxxxx productivity xx facilitated xx data-driven xxxxxxxx Businesses xxxx have xxxxxxxxx HR xxxxxxxxxxx are xxxxxx able xx innovate xxxxxx to xxxxxxxx market xxxxxxxxxx and xxxxxxxxxx rivals x proactive xx department xxxxx businesses xxxx a xxxxxxxxxxx edge xx emphasizing xxxxxx as x crucial xxxxxxxxxx in x market xxxx is xxxxxxxx quickly xxxxxxx dealing xxxx a xxxxxx surplus xx the xxxx challenging xxxx as xxx needs xx keep xxxxxxxxx aspects xx mind xxxxx making x decision xxx foremost xx the xxxxxxxxxx of xxx organization xxxxxxxxx should xxx be xxxx feel xxx about xxx layoff xx deal xxxx these xxxxxxx certain xxxxxx need xx be xxxxxxxxxx while xxxxxxx with xxx talent xxxxxxx such xx clear xxx open xxxxxxxxxxxxx The xxx management xxxxx to xxxx transparent xxxxxxxxxxxxx with xxxxx employees xxx employees xxxxxx know xxx reason xxx layoff xx restructuring xx employees xxx organization xxx employer xxxxxx treat xxxxxxxx employees xxxx respect xxx dignity xxx company xxxxxx offer xxxx compensation xx this xxxx help xxxx deal xxxx their xxxxx necessity xxxx they xxx another xxxxxxxxx Valentine xxxxxxxx Mathis xxxxxxx Post-layoff x sense xx uncertainty xxxxxx among xxx present xxxxxxxxx They xxxxx they xxxxx be xxx next xx overcome xxxx situation xx is xxxxxxxxx that xxx management xxxx open xxxxxxxxxxxxx with xxxx make xxxx understand xxx the xxxxxx is xxxxxxxxx for xxxxxx growth xx the xxxxxxx Organizations xxx preserve xxxxx reputation xxx guarantee xxxx survivors xxxx engaged xxxxxxxxx and xxxxxxxxxx by xxxxxxxxxxx open xxxxxxxxxxxxx giving xxxxxxx for xxxx departing xxx remaining xxxxxxxxx and xxxxxxxxxx a xxxxx picture xx the xxxxxxxxx future xxxxxxxxx Valentine x Megllich x Mathis x Jackson x Human xxxxxxxx Management xxxxxx Ma xxxxxxx ISBN x - x -More Articles From Human Resource
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