1. What are the key strenghts and limitations of the 2 HR systems in the context of the workplace 2. How do the 2 HR management systems relate to the accomplishment of strategic goals? What assumptions are you basing these views on? 3. Compare how the 2 HR management systems effectively contribute to the management of human capital to achieve the strategic of the organisation more than 3 industry and or organisational examples Critical Analysis of SHRM systems Critically analyse the key strengths and limitations of two SHRM systems covered this trimester that workplaces use to manage their human capital so that the strategic goals of the organisation are met. Draw on your own and others' postings in the three weekly forums to support your analysis and demonstrate evidence of critical thinking and analysis supported by your research of your organisation using academic sources and not just provide a description of HR systems. The list below provides some issues you may wish to consider in your report. These are suggestions only. You can consider areas that are not in this list. • What are the key strengths and limitations of the two HR systems in the context of the workplace? • How do the two HR management systems relate to the accomplishment of strategic goals? What assumptions are you basing these views on? • Compare how the two HR management systems effectively contribute to the management of human capital to achieve the strategic goals of the organisation. • How did the discussion in the forum contribute to your analysis? How can you use the information in your posts and the posts of others as evidence? references academic article 20 books 10 others 6 It is my forum 1. What needs to be done to make outsourcing successful? Outsourcing involves transferring internal business functions, and any related assets, from one firm to an external supplier or service provider who provide defined service for a specified period time (Sampson, 2007). Essentially, outsourcing as human resources functions can provide a lot of advantages. This includes improved communications, faster feedback, rapid problem solving, cost reductions, and computerized training among others. These factors can help enhance service levels (Tinuke, 2013). There are several steps to take in order to succeed for outsourcing First, you should be clear to outsourcing needs. Understanding what benefits you are expecting about the outsourcing is able to achieve success of outsourcing (Tinuke, 2013). Second, it is important that choosing the proper outsourcing provider. Organizations must understand that outsourcing suppliers check the requirements in terms of skills, services and knowledge. Organizations can contact existing customers of the supplier and they request for a trial period to figure out it (Tinuke, 2013). Next, organizations should be attention to details of contract. Organizations must confirm every critical part of the service agreement. Set up the contract which allows a clear mechanism for the scope of work, cost, duration, performance measures, penalties, and evaluation proposals (Tinuke, 2013). In order to be successful for outsourcing, you should create an effective communication strategy. Elmuti (2003) point out those organizations can increase a positive effect, like high levels of morale and employee performance, by creating effective communication. For example, with an effective communication strategy can avoids a negative feeling from employees like job insecurity by outsourcing. Word count: 252 References: Elmuti Dean (2003), The perceived Impact of outsourcing on organisational Performance. American Journal of Production Operations Fall 2003: Vol. 18 No 2 Sampson, R.C. (2007) "R&D Alliances and Firm Performance: The Impact of Technological Diversity and Alliance Organisation on Innovation', Academy of Management Journal Vol. 50, No.2 pp264-286 Tinuke, M. (2013) Towards successful outsourcing of human resource functions; International journal of human resource studies. Vol.3. No.3 pp41 -44 2. How does an organisation best execute recruitment? What are some exemplary strategies from your own or another organisation that have provided desired outcomes? Why do you think these strategies resulted were successful? It is the purpose of recruitment that is to achieve one desired end appointing the right person to the right job (Bernardin et al., 2007). Methods of recruitment are particular ways to develop the practices of each stage in the recruitment life-cycle and process. The best recruitment process contains three basic steps which are resuming, selection, testing and interviewing. Company should need a qualified applicant. Recruitment should select person who prepare education or experience or both (Margaret,2003). There are good examples of organization that have applied recruitment strategies well. Among them I would like to introduce Google. Google want to find people who are good for Google for the long term. It is essential of how Google hire. These processes are a first conversation with a recruiter, a phone interview and an onsite interview at one of its offices (Google) These strategies resulted were successful and there are some reasons. Google try to develop its hiring process as efficient as possible over the past couple of years. Also, they have invested much time reducing time to hire and increasing its communications to candidates (Google). These strategies resulted were successful and there are some reasons. First, Google try to develop its hiring process as efficient as possible over the past couple of years. Second, they have invested many times reducing time to hire and increasing its communications to candidates. Lastly, Google do not accept difference in order to make one teams. Google seek to thrive on it for the benefit of its employees, its products and its community (Google). In my opinion, the best recruitment strategies are not important. The most important thing is that company should find needed recruitment strategies and apply to the organization well. Also, company should understand what exactly firms are required for a long term. Word count: 299 References Bernardin, H. Joh, 2007, Human Resource Management, 4th Edition, Mc-Graw Hill, Google retrieved from https://www.google.com/about/careers/lifeatgoogle/hiringprocess/ Margaret, D., 2003, A manager's guide to recruitment & selection, 2nd Edition, Kogan page publishers. 3. forum3 cannot see now. but it is about the gender pay gab I said there are many reasons. and many solutions.