Response No 1 Answer one of the following questions in the space below. Question

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Response No 1 Answer one of the following questions in the space below. Question 1: What are the key global trends affecting the supply and demand of talent? With roference to an arganization of your choice, provide examples of how organizations are responding to these challenges Question 2: Describe the competencies an HR practitioner (including line managers) should develop in order to add significant value to the organization they work for. Provide explicit examples of such competencies. Question 3: Imagine you have been asked to develop a recruitment process for an intake of 50 new operational staff into an organization of your choice. Provide an overview of the process you would recommend to ensure the recruitment was both effective and brand-enhancing Question 4: A colleague of yours has been invited to interview applicants for a new member of staff and asks for your help- what suggestions/recommendations would you make to him/her? How could sthe best prepare for the interview? Question 5: Describe the steps to be taken to implement an LDP programme for·High-Potential Future Leaders Provide specifc examples for each step referring to an organization of your choice Question 6: What difficulties are involved in evaluating leadership development? Describe what can be and development, with specific examples. done to assess the benefits of such training Paragraph 920 AM A320/201

Explanation / Answer

Ans 2-Since the proactive Human Resource strategies have outdone the reactive strategies to employment circumstances, HR practitioners play a significant part in planning. Human Resource directors usually serve on corporation’s management teams & are involved in strategic planning. This includes analysis of corporation’s strengths & weaknesses and analysis of opportunities & threats. HR practitioners contribute the contemporary view & future expectations of persons & resource requirements, discussion of pay & training alterations & study on evolving opportunities & threats.

One of the less-proclaimed manner in which HR adds value to a firm is via licit protection from discrimination & unfair termination suits. HR practitioners must be continuously up to speed on labour laws & educate the executives and managers. They must also formulate hiring & promotional mechanisms which promote fairness / equality. Questions in interviews which align particularly to a post, for example, reduce discrimination claim risks. This element of HR is becoming more valuable as offices are becoming more diverse.

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