Please read each passage below, I need a few sentences in response to each part. Please use at least one source. Please cite the reference(s) properly. Part 1 and 2 can be on the same page, however, please keep them separate by labeling them Part 1 and Part 2. No Title Page
PART 1
Competence has gained strategic importance in today’s competitive business environment and is vital for organizational performance (Dubois, 1998). Technological changes, global competition and a move towards strategic human resource management have focused on the importance of dynamic nature of competencies required by the workforce (Paulsson, Ivergard, & Hunt, 2005; Sparrow & Bognanno, 1993). Hollenbeck, McCall and Silzer (2006) also indicated that competencies and competency models have been helpful in determining and understanding managerial effectiveness. Therefore, researchers have examined what competencies an organization and its workforce need to compete in a changing business environment to manage and overcome the pressure of change. Competence is a valid measure to predict personal and organizational effectiveness (McClelland, 1973). In the world we live in companies must adapt quickly. Competition, globalization and continuous changes in markets and technology are the prin- cipal reasons for the transformation of human resource management. Based on the conditions of competitive global markets, the new strategic roles for human resource management have been defined. In a marketplace that is character- ized by the “war for talent,” companies in every industry are facing a difficult time in attracting and retaining people.1 To live in the changing environment, the notion of strategic human resource management has emerged.
References
Hai-Ming Chen, P. Y.-H. (2006). Key Trends of the Total Reward System in the 21st Century Key Trends of the Total Reward System in the 21st Century Managers can gain from a better understandin. Compensation Research Note.
Week, N. R.-S. (2020). How Can Employees Adapt to Change? Clarifying the adaptive Performance Concepts. Politics & Government Week, 352.
PART 2
In a global technological environment organizations are finding that amid the pandemic more and more employees face technological changes that are emerging as standard business practices. Functionality has become remote through tools such as Zoom and Microsoft Teams that leave employees in a much less social environment. As companies strive to change and adapt to technological advances, some due to the pandemic and some from a natural progression in business evolution, it is important that HR teams to blend technology with the overall human employment experience.
A study by Deloitte Global Human Capital Trends (Galer, 2020) pointed to 3 factors that are emerging as post pandemic focuses for HR teams: A greater sense of belonging without compromising individuality, job security through reinvention, and new opportunities from uncertainty. Each factor lending itself the opportunity to be productive through technology. It is through the HRM process that organizations will be able to ensure that a businesses greatest asset remains the people that work there. Any organizations greatest competitive advantage is the people that work for them.
Galer, S. (2020). Global HR Trends: How to stay Human in a Tech-Driven World. Retrieved from: http://www.Forbes.com/sites/sap/2020/10/27/global-hr-trends-how-to-stay-human-in-a-tech-driven-world. Retrieved on January 25, 2022.
Yourself-Morgan, C.M., & Stark. E. (2020). Strategic human resource management: Concepts, controversies, and evidence-based application.
