With reference to choice of

Question 1

Read this https://hbr.org/2008/07/why-did-we-ever-go-into-hr

This is a real case of two recent Harvard MBAs who choose human resources as a career, and they explain why HR is the next big thing (or it is already the big thing!)

Question 2

  1. What types of information can an application form provide?
  2. Discuss to what extent organisations intrude into the applicants’ personal lives by soliciting sensitive and personal information.

Question 3

With reference to choice of initial assessment methods below, which predictor would you argue is more crucial in ensuring that an organisation hires the best candidate for a senior management job opening?


Question 4

A performance appraisal exercise often receives criticism from both managers and employees on the issue of reliability of the system. In some MNCs, the appraisal system had become very ineffective and less strategic.

If you were to be the Manager in an organization facing such dilemma, suggest a way to recover back the level of confidence towards the Performance Appraisal System.




Question 5

Why is Training and development viewed as an investment in some organisations, while it is viewed as a cost in some other organisations?


Question 6

What is more important to you – direct or indirect compensation? Why? (Consider the growing trend of companies offering higher indirect compensation these days.)


Question 7

It takes two to tango. The success of an employment relationship depends on the “give-and-take ” by both parties, i.e. employers and employees. In the context of strategic HRM, which party end up giving more than the other.