Can you hold the hrm vp directly accountable for the results

Reference no: EM1335139

If you were the CEO of a large, diversified, multinational company, what value do you expect your HRM function to add to the organization? How would you know whether the HRM function was being effective? Which measures would you look to for evidence of effectiveness? Can you hold the HRM VP directly accountable for the results on the measures that you have identified? Is so, how would you do that? If not, why not and how would you assign accountability?

Reference no: EM1335139

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