Can you re$-$write without plagiarism? The chapter $1$ and $2$ article gave a deep insight on the importance of relationship building and engagement in both human resource management and our personal life, and Identified the difference between the traditional view of human resource management $($HRM$)$ and the present view, the major challenges that HR managers face in a modern organization and critical dependent variables that managers must control in order to compete in a modern organization.In todays business environment, human resource issues are some of the most prominent concerns for business owners and managers. In todays organizations, the people within an organization are one of the primary means of creating a competitive advantage for the organization because management of human resources directly affects company performance. This is because most organizations of comparable size and scope within the same industry generally have access to the same material and facilities$-$based resources that any other organization within the industry may have. Back in the dark ages, around the mid$-1970$s when there werent any computers available to most managers, the human resource manager was considered to be an easy management job, todays organizations are likely using a team$-$based.However, One of the major challenges faced by human resource managers is recruitment and selection, people and their performance.HR managers and all other leaders in organizations need to learn how to indirectly control their human resources, where to lead the people resources of the company, and what tools are becoming more important in creating advantage for one business over another. I believe managers need to be doing things that will improve productivity and employee engagement and that will reduce absenteeism and turnover. Todays HR management must be proactive in nature, Instead of waiting for someone to quit, then going out and finding a replacement. All managers require a mix of technical, interpersonal, conceptual and design, and business skills in order to successfully carry out their jobs.Moreover, line managers are the individuals who create, manage, and maintain the people and organizational processes that create whatever it is the business sells. Put simply, they are the people who control the actual operations of the organization. A line manager may have direct control over staff employees, but a staff manager would not generally have any direct control of line employees. Most HR jobs are either generalist jobs, in which the HR employee works in many different areas, or specialist jobs, in which the employee focuses on a specific discipline of HR$.$ Small businesses tend to have more generalist HR managers, versus more specialists in larger organizations. Regardless, The concepts of strategy and strategic planning is the process of looking at organization and its environment both today and in the expected future and determining what organization decides to do to meet the requirements of that expected future. The organization environment is mainly emphasized which are internal and external environment. The external environment consists of a series of influences that originate outside the organization and that the company cannot control. Each of these forces acts on the firm and requires it to change and adapt, usually in the form of strategic responses to these environmental changes. HRM is an important strategic business function influencing the strategy and performance of both large and small firms. Companies use the five$-$forces analysis and other industry and competitive situation analysis tools primarily at the corporate level to make decisions regarding which lines of business to enter and exit and how to allocate resources among existing lines of business. In the process of SWOT analysis, the organization creates a list of its strengths, weaknesses, opportunities, and threats. The process of SWOT analysis is a balancing of our available resources in order to make the most of our strengths and opportunities and to minimize any danger to the organization from its weaknesses and threats. As strategies are implemented, they must also be monitored and evaluated. Controlling is the process of establishing and implementing mechanisms to ensure that objectives are achieved. An important part of controlling is measuring progress toward the achievement of the objective and taking corrective action when needed. Another important part of controlling is staying within budgets when appropriate or changing them when necessary to meet changes in the environment. Furthermore, HR managers need to recruit, select, train, evaluate, and interact with employees differently based on different organizational strategies. HR managers have to evaluate all of the organizational characteristics to determine what kinds of people to bring into the organization and then how to retain those people once they have become a part of the company. This is the reason that its so critical for HR managers to understand organizational strategy, One of the ways that HR promotes organizational strategies is through the implementation of high$-$performance work systems and practices. A company organizational structure must be designed to achieve strategic objectives, In HRM$,$ managers need to have an understanding of organizational structure to do their jobs correctly. An organization is a system that is typicallybut not alwaysstructured into departments, such as finance, marketing, production, human resources, and so on$.$ Strategic planning requires the management and manipulation of large amounts of data through the use of the data analytics processes introduced previously, and HR serves as a broad$-$based organizational system using data to influence business performance.Similarly, all being said above is related to the Wall Street journal news which exemplifies the article that illustrates that companies are still shutting white collar jobs. After a year of right sizing, employers are looking in the mirror and concluding there is still fat to lose. In messages announcing the layoffs, many executives stressed the need for companies to be smaller $.$Executives and analysts say that beyond the budget$-$tightening that often happens at the beginning of the calendar year, there is a growing sense that the work of slimming down isnt over. The emergence of artificial intelligence is accelerating that push because AI can perform more of the tasks handled by white$-$collar workers and because companies are diverting resources to develop the technology.Indistinguishable, New leadership capability is likely needed at all levels of the organization to mobilize workers and teams for achieving new outcomes. The boundary between humans and technology continues to diminish. New technologies are entering the workplace that not only automate and augment the work done by humans, but also enhance human and team performance. Many organizations have implemented or are exploring how to use technology to help humans do better work. HR professionals find it challenging to find a suitable candidate who fits job requirements and adapt to technological changes. Technology is outpacing our ability to use it at an ever$-$increasing rate. Computers get faster and faster, but the human beings who have to use them dont. This means that if the people in our organization can figure out ways to take advantage of the technology better and quicker than our competitors can, then we can create a sustainable competitive advantage.Although, Digital and virtual technology advances, including the metaverse, are redefining the concept of the workplace as a physical space. Greater interconnectedness and the blurring boundary between home and on$-$site work give organizations an opportunity to experiment with how work should be done. As companies make investments in AI$,$ they are looking for efficiencies. High interest rates have made taking risks more expensive as$-$well. A good example is Google laying off hundreds of employees across multiple divisions, as it works to reduce costs and direct resources toward developments in AI$.$ The cuts affected employees working in divisions such as Googles Assistant program, hardware and internal software tools. Among the roles being targeted are those in human resourcesif employers plan to do less hiring in $2024$as well as some in underperforming divisions at each company seen as less relevant to the future. Many employers, particularly in tech, went on hiring sprees in $2021$ and $2022$ and are now concluding that their organizations remain bloated. In conclusion, Managers and executives will need to foster a culture where individuals can adapt to workplace changes driven by technology and globalization. They may do this through increased use of people analytics and strategic decision making.