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 strategy xxxxx HR xxxxxxxxxxx additional xxxxxxxxxxxxxxxx When xx HR xx making xxx switch xxxx administrative xxx operational xx becoming x strategic xx professional xx increases xxxxx responsibilities xxx necessitates xxx skills xxxxxxx now xxx HR xx more xxxxxxxxxx in xxxx areas xxxx can xxxx more xxxxxxxxxxx as x result xxx duties xxxxxxxx to xxxxxxxxxxxxxx and xxxxxxxxxxx HR xx more xx an xx contributing xxxxxxxxxxxxx Strategic xx helps xxxxxx organizational xxxxx by xxxxxxxx human xxxxxxxxx with xxx organization's xxxxxxx objectives xxxx develop xxxxxxxxxx for xxxxxx acquisition xxxxx help xx hiring xxx right xxxxxx for xxx right xxxx Retaining xxxxxx acquired xx another xxxxxxxxx for xx professionals xxxxxxxxx HR xx essential xx order xx build xxxxxx pipelines xxxxxxx employee xxxxxxxxx and xxxxxxxxx by xxxxxxxx them xxxx their xxxxxx and xxxxx deserve xxx improve xxxxxxxx branding 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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