HRM4802 ASSIGNMENT 2 2024
Unique Number:
DUE DATE: : 01 August 2024
Terms of use
By making use of this document you agree to:
Use this document as a guide for learning,
comparison and reference purpose,
Not to duplicate, reproduce and/or misrepresent the
contents of this document as your own work,
Fully accept the consequences should you plagiarise
or misuse this document.
Disclaimer
Extreme care has been used to create this
document, however the contents are provided “as
is” without any representations or warranties,
express or implied. The author assumes no
liability as a result of reliance and use of the
contents of this document. This document is to
be used for comparison, research and reference
purposes ONLY. No part of this document may be
reproduced, resold or transmitted in any form or
by any means.
, 0688120934
PREVIEW
Activity One: Critical Analysis of "The Future of HR"
Introduction
This critical analysis focuses on the article "The Future of HR" by Cecile M. Schultz, which
examines the evolving role of Human Resources (HR) in response to technological
advancements and changing workforce dynamics. The article highlights key
competencies required for HR professionals, the impact of new technologies, and
strategies for preparing for the future of work. This analysis will evaluate the seven
findings presented in the article, compare them with current HRM theories and practices,
and provide an argument for or against these findings based on evidence from academic
sources.
Position on the Author's Ideas
The ideas presented by Schultz in the article are insightful and relevant, but they may not
be universally supported by all existing evidence. For instance, while the emphasis on
technological agility and resilience is well-founded, some experts argue that traditional
HR competencies remain equally crucial. The following analysis will further explore these
nuances and provide a balanced view.
Summary of the Author's Ideas
Schultz's article outlines seven key findings regarding the future of HR. These include the
necessity for HR professionals to develop strategic competencies, the integration of
advanced technologies, the importance of creating flexible and adaptive workspaces,
fostering employee engagement, maintaining effective employment relations, building
resilience, and preparing for continuous changes in the workforce. The author
emphasizes the need for HR to evolve beyond traditional roles and adapt to the dynamic
demands of the modern workplace.
Disclaimer
Extreme care has been used to create this document, however the contents are provided “as is”
without any representations or warranties, express or implied. The author assumes no liability as
a result of reliance and use of the contents of this document. This document is to be used for
comparison, research and reference purposes ONLY. No part of this document may be
reproduced, resold or transmitted in any form or by any means.
Unique Number:
DUE DATE: : 01 August 2024
Terms of use
By making use of this document you agree to:
Use this document as a guide for learning,
comparison and reference purpose,
Not to duplicate, reproduce and/or misrepresent the
contents of this document as your own work,
Fully accept the consequences should you plagiarise
or misuse this document.
Disclaimer
Extreme care has been used to create this
document, however the contents are provided “as
is” without any representations or warranties,
express or implied. The author assumes no
liability as a result of reliance and use of the
contents of this document. This document is to
be used for comparison, research and reference
purposes ONLY. No part of this document may be
reproduced, resold or transmitted in any form or
by any means.
, 0688120934
PREVIEW
Activity One: Critical Analysis of "The Future of HR"
Introduction
This critical analysis focuses on the article "The Future of HR" by Cecile M. Schultz, which
examines the evolving role of Human Resources (HR) in response to technological
advancements and changing workforce dynamics. The article highlights key
competencies required for HR professionals, the impact of new technologies, and
strategies for preparing for the future of work. This analysis will evaluate the seven
findings presented in the article, compare them with current HRM theories and practices,
and provide an argument for or against these findings based on evidence from academic
sources.
Position on the Author's Ideas
The ideas presented by Schultz in the article are insightful and relevant, but they may not
be universally supported by all existing evidence. For instance, while the emphasis on
technological agility and resilience is well-founded, some experts argue that traditional
HR competencies remain equally crucial. The following analysis will further explore these
nuances and provide a balanced view.
Summary of the Author's Ideas
Schultz's article outlines seven key findings regarding the future of HR. These include the
necessity for HR professionals to develop strategic competencies, the integration of
advanced technologies, the importance of creating flexible and adaptive workspaces,
fostering employee engagement, maintaining effective employment relations, building
resilience, and preparing for continuous changes in the workforce. The author
emphasizes the need for HR to evolve beyond traditional roles and adapt to the dynamic
demands of the modern workplace.
Disclaimer
Extreme care has been used to create this document, however the contents are provided “as is”
without any representations or warranties, express or implied. The author assumes no liability as
a result of reliance and use of the contents of this document. This document is to be used for
comparison, research and reference purposes ONLY. No part of this document may be
reproduced, resold or transmitted in any form or by any means.
