Reference no: EM133137077

Question 1:

A) Discuss the evolution of the HR role from administrative to strategic. 

• What internal and external factors were involved in this transition?
• Rank and discuss the top three skills needed by HR professionals to be effective as strategic business partners. Provide your rationale with supporting evidence.

B) Reflect on the HR function in your current organization or an organization you have worked for in the past. 

• Evaluate the HR role in the organization and discuss the alignment between HR priorities and the organizational strategy (do not name the organization).
• Did you see evidence of a strategic focus?  Support your position with specific examples.

Question 2:

A) Select three functional areas of HR (i.e. recruiting, selection, training and development, compensation etc.) and, for each one, discuss how that function supports the HR and organizational strategies.  Provide specific examples of goals and outcomes that support organizational success.

B) Consider the organization you work for or one you have worked for in the past.  Evaluate the effectiveness of the HR function overall and at least two specific functional areas (do not name the organization).  Share at least one HR program or initiative that you found particularly effective and discuss how it supported the organization's strategy.  Why was it effective?

Question 3:

A) Identify two jobs you have held and share how you were recruited for each of them. From an organizational perspective, what were some pros and cons of recruiting you through these methods?

B) Evaluate your organization's selection process. Be specific. How would you measure the effectiveness of this process?  Think in terms of reliability, validity, and legal compliance.

Question 4:

Consider a job where you are currently employed, or a prior job.

A) Perform a job analysis on that job.  What tasks are required?  What knowledge, skills, and abilities are necessary to perform those tasks?

B) Prepare a job description based on your analysis.

C) Assuming the role of a human resource manager, how does a job analysis help protect the organization from legal issues? How can a job analysis be used to support recruiting and compensation decisions?