How does a strategy development consultant evaluate the current strategy of an organisation? How is a strategy development consultant able to determine what source of data and information is critical for the organisation’s strategy renewal and HR decision-making? Justify why those sources of data and information are important to the organisation.
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How does a strategy development consultant evaluate the current strategy of an organisation?
How is a strategy development consultant able to determine what source of data and information is critical for the organisation’s strategy renewal and HR decision-making? Justify why those sources of data and information are important to the organisation.
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- As an Analytics Specialist for a private sector organisation, how do you develop a focused analytics Dashboard that deals with strategy and HR in this organisation that supports the executives and senior members of the management team of the organisation with the execution of strategic decisionsProvide a tool of Management Science similar to TQM tool and provide the advantages and disadvantages of using that tool.Discuss the difference between training and development. Provide examples in which an organization would engage in training and when it would engage in development. In those examples, consider the aspects of strategic talent management which we've discussed thus far including recruitment/selection processes, satisfaction, retention, and succession planning: Can a skill/characteristic be trained or developed? Or should a new hire already have it? How can training and/or development be used for job satisfaction and retention? How does development assist in strategic planning and/or succession planning processes?
- What is the best method to align a company's strategic direction with its human resource planning?Explain the reasons for conducting job analysis using your own understanding.Describe TWO (2) situations whereby training is necessary for an organization and suggest the right training method/solution to achieve the intended objectives for that identified situation.
- What are two Strategic workforce planning approaches used to Recruit and select staffs, Communicate changes and other informations, and to preserve the Brand of a company?How can staff managers ensure that their recommendations are aligned with the organization's goals and objectives?What are the organisation’s training and development objectives/strategies? How do these objectives/strategies changed during Covid-19 pandemic and will be after the pandemic? What are the past and current training and development programmes organised by the organisation (before, during and after pandemic)? Are HRD needs assessments being conducted prior to any training and development programme in the organisation? If yes, what assessment has been taken place and if not, what are the reasons for not conducting the HRD needs assessment? What are the issues/problems with training and development in the organisation (during and after pandemic)? How does ‘training and development’ give an impact to the organisation?
- Assessing the Use and Role of Nonfinancial Performance Indicators This question pertains to the use of nonfinancial performance indicators as part of a comprehensive managementaccounting and control system. You are asked to think critically about the value and challenges ofusing such data for performance-evaluation purposes. The following source should be accessed andread prior to answering the questions that appear below: Christopher D. Ittner and David F. Larker,“Coming Up Short on Non-financial Performance Measurement,” Harvard Business Review,November 2003, pp. 88–95.Required1. What are the primary benefits of incorporating nonfinancial performance indicators as part of a comprehensive management accounting and control system?2. Why do Ittner and Larker believe that many companies fail to realize the kinds of benefits listed inrequirement 1?3. In 2008, the Institute of Management Accountants (IMA) revised its definition of managementaccounting (see…Give a detailed explanation of how strategy and HR are interrelated How does data support the decision-making of executives for strategy and HR? What data are useful for strategy, and HR, also articulate how HR works within the broader strategy of the organization.Describe the types of information required for job analysis using your own understanding.