DISCUSSION QUESTIONS 1. Traditionally, human resource management practices were developed and administered by the company's human...

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DISCUSSION QUESTIONS 1. Traditionally, human resource management practices were developed and administered by the company's human resource department. Line managers are now playing a major role in developing and implementing HRM practices. Why do you think non-HR managers are becoming more involved in developing and implementing HRM practices? 2. Staffing, training, compensation, and performance management are important HRM functions. How can each of these functions help companies succeed in meeting the global challenge, the challenge of using new technology, and the sustainability challenge? 3. What are intangible assets? How are they influenced by human resource management practices? 4. What is evidence-based HR? Why might an HR department resist becoming evidence based? 5. Do you agree with the statement "Employee engagement is something companies should be concerned about only if they are making money"? Explain. 6. What is sustainability? How can HR practices help a company become more socially and environmentally conscious? How can HR practices facilitate ethical business decisions? 7. Explain the implications of each of the following labour force trends for HRM: (1) aging workforce, (2) diverse workforce, and (3) skill imbalances. 8. What role do HRM practices play in a business decision to expand internationally? 9. What might a quality goal and high-performance work systems have in common in terms of HRM practices? 10. What factors should a company consider before offshoring? What are the advantages and disadvantages of offshoring? 11. What are virtual teams and how do they contribute to sustainability? Provide an example of a virtual team mentioned in this chapter. 12. Is HRM becoming more strategic? Explain your answer. DISCUSSION QUESTIONS 1. Traditionally, human resource management practices were developed and administered by the company's human resource department. Line managers are now playing a major role in developing and implementing HRM practices. Why do you think non-HR managers are becoming more involved in developing and implementing HRM practices? 2. Staffing, training, compensation, and performance management are important HRM functions. How can each of these functions help companies succeed in meeting the global challenge, the challenge of using new technology, and the sustainability challenge? 3. What are intangible assets? How are they influenced by human resource management practices? 4. What is evidence-based HR? Why might an HR department resist becoming evidence based? 5. Do you agree with the statement "Employee engagement is something companies should be concerned about only if they are making money"? Explain. 6. What is sustainability? How can HR practices help a company become more socially and environmentally conscious? How can HR practices facilitate ethical business decisions? 7. Explain the implications of each of the following labour force trends for HRM: (1) aging workforce, (2) diverse workforce, and (3) skill imbalances. 8. What role do HRM practices play in a business decision to expand internationally? 9. What might a quality goal and high-performance work systems have in common in terms of HRM practices? 10. What factors should a company consider before offshoring? What are the advantages and disadvantages of offshoring? 11. What are virtual teams and how do they contribute to sustainability? Provide an example of a virtual team mentioned in this chapter. 12. Is HRM becoming more strategic? Explain your answer.

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1 NonHR managers are becoming more involved in developing and implementing HRM practices due to several reasons Increased recognition of the importance of human capital in achieving organizational goa... View the full answer