1. Compare and contrast traditional and strategic HR.

In what types of
organizations might traditional HR still be appropriate?

Traditional HR Management they don’t teach employees about roles, they believe that
the supervisor can work and the employee takes training off during work time while
Strategic HR Management is focused on forming a long-term strategy. Overall HR
responds to work and takes care of the employee when they create a demand problem.

2. What are the main barriers that prevent an organization from taking a more
strategic approach to HR? Why do they exist, and how can they be overcome?

We have a short-term mentality/focus on current performance, then the inability of HR to

think strategically, then the lack of appreciation for what HR can contribute, then the
failure to understand the line manager’s role as an HR manager, then the difficulty in
quantifying many HR outcomes, then the Perception of human assets as higher-risk
investments, and the Incentives for changes that might arise. They can be overcome by
conducting a preliminary analysis of needs and requirements, proper communication
building positive relations between labor and management, providing leadership who
direct, guide, and motivate the employees, effective human resource planning so that
the organization achieves standard goals, follow up and evaluate progress so that
remedial action can be taken as and when necessary, formulation of strategies and
implementing them properly, and reward supportive behaviors.

3. What is the role of HR in your current organization? What could it be? What
should it be? Why does HR assume the role that it does?

The role of the current HR organization is most important today. Because every
organization needs HR in the organization to manage all people in the organization with
business resources. HR was recruiting and hiring people with specific skill sets to meet
the company's current future goals and how they help the organization achieve its
goals.

4. Analyze the four HR roles presented by the Lengnick-Hall. How might the
criticality of each of these roles be impacted by different strategies?

In every organization, there is a different way how to communicate with your employees
in the organization by using different strategies that need to be to guide the HR
manager about the future goals of every organization.
5. To be a true strategic partner, does HR need to take on a more generalized or
specialized approach to its work? Why?

Yes, it is because in every organization there is a practice to improve the work for each
one inside the organization. Ensure staffing, negotiating compensation for employees
and labor relations are all among the many responsibilities of an organization's HR
managers. Learn more about HR practices and discover a mnemonic to help in
memorizing the responsibilities of an HR professional.

6. Would you want to work for a company like Netflix? Why or why not?

Yes, it is because in that company I think it's more about teaching different alternative
strategies that can help you to achieve your personal life. In other words, be responsible
and do your work assigned to what is assigned to you and be active in that company.

7. Examine each of the pairs of organizations the authors discuss. Determine

whether their strategies are based on industrial organization (I/O) or
resource-based view (RBV) assumptions. What does this imply about strategic
planning in general?

In general, the resource-based view (RBV) and industrial organization (I/O) have a
beneficial impact on the company's profitability. The I/O model's strategies are
significantly influenced by the industry environment. The decision will probably have an
impact on the firm's strategic behavior and establishing actions. The innovation and
competitive advantage gained from these activities will give them an edge over their
rivals. Business enterprises in the same industry are still regarded as being more or less
equal, despite the fact that the bulk of the present business firms possess comparable
resources and pursue comparable strategies that make use of these pertinent
resources.
8. What kinds of employment practices encourage employee engagement? What
are the benefits of enhanced engagement?

The organization must invest in its human resource practices. He or she employs these
attributes to achieve work behaviors according to organization-defined procedures, by
applying tools, equipment, and /or technology. The products and services that make an
organization effective are produced as a result of work practices. Another is job
enrichment, where employees perform better on duties that are assigned to them.
Employee productivity is increased when employers reciprocate by giving them chances
to grow personally. The advantage of having charmed engagement is that the business
will have an edge over rivals. Also, this will lengthen employee tenure and reduce the
likelihood of employee turnover because the employee will remain loyal to the
organization.