Traditionally, human resource management practices

1.1. Traditionally, human resource management practices were developed and administered by the company’s human resource department. Managers are now playing a major role in developing and implementing HRM practices. Why do you think non-HR managers are becoming more involved in developing and implementing HRM practices?

1.2. Staffing, training, compensation, and performance management are important HRM functions. How can each of these functions help companies succeed in meeting the global challenge, the challenge of using new technology, and the sustainability challenge?

1.3. Which HR practices can benefit by the use of social collaboration tools like Twitter and Facebook? Identify the HR practices and explain the benefits gained.

1.4. Do you agree with the statement “ Employee engagement is something companies should be concerned about only if they are making money”? Explain.

1.5. What disadvantages might result from outsourcing HRM practices? From employee self-service? From increased line manager involvement in designing and using HR practices?

1.6. Which of Zappos’ 10 core values do you believe that human resource practices can influence the most? The least? Why? For each of the core values, identify the HR practices that are related to it. Explain how each of the HR practice (s) you identified is related to the core values.

1.7. What role can technology play in allowing employees to work at home? Do you believe that interaction using technology can replace interpersonal face-to face interaction between employees or between employees and their manager?

1.8. Look up descriptions of HR jobs by searching under “human resources” in the latest edition of the Bureau of Labor statistics’ Occupational Outlook Handbook (available online atwww.bls.gov/OCO/). What position in the handbook best matches Dubin’s job, as described in this case?

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