Discussion 1: Question: Why is it important for HR management to transform from being primarily administrative and operational to a more strategic contributor? The main difference between HR management being administrative or strategic is that administrative is reactive and strategic is proactive. It is important to make the human resource management strategic for a variety of reasons such as employee retention, avoiding breaches of the law/policies, and creating a competitive edge.  Some ways to build a strategic HR management system is by pre-planning and goal setting. It consists of shaping current employees into the future leaders of the company. This shows them that they are capable of moving up in the company, which in turn will increase retention rates. Having these experienced employees would give the company a more competitive edge.  It also pre-plans for any type of sexual/race/ethnic issues that could arise to protect the company. Rather than putting rules in place after issues arrive, it builds a protocol. These types of managements are prepared for laws and base policies in line with them. This helps companies not have any breaches of the law. This also helps them deal with issues in a timely manner, since the protocol is already in place.  A strategic human resource management team will have company goals written out. This will ensure that everyone in the company will be working towards the same big picture. Every team member knows the big goal and can set personal goals to help the team. This will increase productivity and prevent people from feeling stale and underappreciated at work. The company can also find a way to celebrate the smaller goals so that employee work is credited. Appreciated employees always work better. Basically, a strategic human resource management is prepared and helps keep the company safe and running in the most productive manner. Discussion 2: Question: Why is it important for HR management to transform from being primarily administrative and operational to a more strategic contributor? In any organization Human resource department forms an important pillar for attracting, retaining and nurturing the talent thus making it a thriving force behind organization growth. For any organization people management is the core and main foray, if the HR department if properly organized makes the organization function properly and push across to reach new scaling heights. Let’s consider the companies the major innovators like Google, 3M and Facebook have reached the top rung of the ladder as technological and product innovators only because these companies have lot of talented people and management of them nurturing and keeping them motivated with all the necessary things is main challenge and they have successfully overcome it making them leaders on their respective domain. Human Resource administration plays a key role to transform the company both operational and administrative aspect wise making a market ...

1. Discussion 1:
Question:
Why is it important for HR management to transform from
being primarily administrative and operational to a more
strategic contributor?
The main difference between HR management being
administrative or strategic is that administrative is reactive and
strategic is proactive. It is important to make the human
resource management strategic for a variety of reasons such as
employee retention, avoiding breaches of the law/policies, and
creating a competitive edge.
Some ways to build a strategic HR management system is by
pre-planning and goal setting. It consists of shaping current
employees into the future leaders of the company. This shows
them that they are capable of moving up in the company, which
in turn will increase retention rates. Having these experienced
employees would give the company a more competitive edge.
It also pre-plans for any type of sexual/race/ethnic issues that
could arise to protect the company. Rather than putting rules in
place after issues arrive, it builds a protocol. These types of
managements are prepared for laws and base policies in line
with them. This helps companies not have any breaches of the
law. This also helps them deal with issues in a timely manner,
since the protocol is already in place.
A strategic human resource management team will have
company goals written out. This will ensure that everyone in the
company will be working towards the same big picture. Every
team member knows the big goal and can set personal goals to
help the team. This will increase productivity and prevent
people from feeling stale and underappreciated at work. The
company can also find a way to celebrate the smaller goals so
that employee work is credited. Appreciated employees always

2. work better. Basically, a strategic human resource management
is prepared and helps keep the company safe and running in the
most productive manner.
Discussion 2:
Question:
Why is it important for HR management to transform from
being primarily administrative and operational to a more
strategic contributor?
In any organization Human resource department forms an
important pillar for attracting, retaining and nurturing the talent
thus making it a thriving force behind organization growth. For
any organization people management is the core and main foray,
if the HR department if properly organized makes the
organization function properly and push across to reach new
scaling heights. Let’s consider the companies the major
innovators like Google, 3M and Facebook have reached the top
rung of the ladder as technological and product innovators only
because these companies have lot of talented people and
management of them nurturing and keeping them motivated with
all the necessary things is main challenge and they have
successfully overcome it making them leaders on their
respective domain.
Human Resource administration plays a key role to transform
the company both operational and administrative aspect wise
making a market leader. It contributes to make sure that each
employee is taken care well and motivate and drive them to
reach organizational objectives. They take care of employee
relations, orientation. Escalation management and employee
redressal making sure the employee concerns are addressed
overall 360 degree. This lays a strong foundation by following
principles to reach new heights and making an organization
indispensable.

3. Discussion 1:
Question:
Discuss how globalization has changed jobs in an organization
where you have worked. What are some HR responses to those
changes?
Globalization is a process of integration and interaction among
the people and government of different nations. This will create
a more product that can available in the place of
employment (Austin-Egole, et al., 2014). The impact of
globalization is caused due to current workers and new
employees. Every company has been able to move new markets
used to develop the abilities and strategies of the companies
that need skilled employees. The Globalization can also involve
constant communication and interaction among the peoples that
can work in the workplace. Nowadays the global world is the
way of finding the excellent and talented workers that can be
used to help the organizations to achieve their goals of the
company. There is a number of a factor of globalization that can
be used to increase the prevalence. The factors are the
availability of low-cost labor, shortage of talent in developed
countries and increasing customers. The organizations will not
train while doing the business (Passaris, 2006). It can also
understand the needs of the customers. Human resources
management will be focused on compliance activities and public
administrative efficiencies. The effect of globalization will
remain a challenge on human resource department that can
manage a workforce in culture and language skills. Due to
globalization in developed and developing countries the
increase in demand for talented people that cannot be able to
hire the organization.

4. Discussion 2:
Question:
Discuss how globalization has changed jobs in an organization
where you have worked. What are some HR responses to those
changes?
Globalisation has brought a very diverse effect in today's
working scenario. There are organisations who take complete
advantage of the globalised era where they can expand their
markets and hire appropriate manpower to ensure that their
product can achieve desired results. The globalisation has
shown similar effect in my organisation. It had demanded for
change in product module as well as the way of approaching the
customers had changed. The organisation wanted to hire
talented people who can cope up with the change in the culture
easily. The HR had to ensure that the change in culture due to
globalisation was met with the organisational needs. They had
to hire candidates who have good knowledge about the product
as well as the culture.
The HR manager, on the other hand, has an opportunity to
influence events so that each company comes out ahead. the HR
manager must preserve their own position! Before, during, and
after the merger, HR may be responsible for assuring that
cultural issues do not derail integration; for increasing
innovation; for keeping communication going in all directions
(upwards, downwards, across departments, across
organizations).Mergers and acquisitions are often planned and
executed based on perceived cost savings or market synergies;
rarely are the “people” and cultural issues considered. Yet, it is
the people who decide whether an acquisition or merger works.
Organization should focus on workforce management so that
talent surplus will not exist.While managing the issue of talent
surplus organization should be more careful regarding it's brand
value but as per my view be clear.Organization workforce
management team analysis that how we can adjust this
surplus,try to adjust in some other units where can be
adjusted.workforce management team need to identify total

5. number of surplus employees and give all of them a notice to
find a new jobs in coming 50 days.
Layoffs situation is very much critical for very organization
,layoffs is not easy its show the worst situation of
organization.Managers need to retain only such employees
whose have excellent track records with organization .Managers
should confident towards survivors employees and provides the
high motivational level traning so the they perform well.