Required information 1. Effective Evaluation Effective Evaluation Creating and implementing an HRM strategy is an important first step, but whether or not the strategy was a success cannot be determined without conducting an evaluation of the strategy and the effectiveness of HRM overall Evaluations of the effectiveness of HRM provide accountability and evidence that the function is meeting its objectives and staying within budget when carrying out strategic initiatives. Although several approaches to evaluating HRM effectiveness exist, two are used most commonly: the audit approach and the analytic approach. In this exercise, please read the mini-case and answer the questions that follow. Robert Soolah is director of HR for a company that creates IT products and solutions. Recently, the company acquired a mid-sized software manufacturer. After the acquisition, Robert realized that there was competition among the "old" and "new" employees, and that the friction was negatively impacting the company's financial results, Robert decided to implement a series of HR initiatives aimed at increasing the collaboration among all employees and creating a culture of team building and respect. He designed an interpersonal skills training course that focused on positive communication and working with others. He also created an internal website where employees could voice their concerns about the acquisition and ask questions about future roles and direction of the organization. He produced a 360-degree performance feedback system that gave both old and new employees an opportunity to evaluate their colleagues. Finally, he added a team-based incentive to the compensation program to reward employees based on meeting group goals. 1b. What should be ... What should be Robert's main focus of the evaluation? Multiple Choice reviewing the outcomes of the HR functional areas whether the practices have the intended effect the financial costs whether the employees enjoyed the program employee satisfaction 1c. How should you analyze the information provided by ... When determining the effectiveness of the HRM practice, the analytic approach would focus on all of the following except Multiple Choice determining whether the practice has the intended effect. O estimating the financial costs and benefits resulting from the practice. O using analytical data to increase organizational effectiveness. reviewing the various outcomes of the HRM functional areas. Identifying specific metries to assess organizational effectiveness. Which is the key consideration in the strategic decision-making process for the HRM function? Multiple Choice Decision makers should have a good sense of the effectiveness of the current HRM function. Employees must have the capability and interest to learn and develop new skills. Decision-makers must carefully consider the advantages and disadvantages of all potential programs and policies. O Managers must contain costs and maintain strict budgets. Teams must promote an organizational culture that reduces turnover