Question

What short-term action can be taken to improve HR value, alignment, communication, control, and coordination within the division?

1 point
A. Hire a full staff
B. Establish regular communication
C. Install the HRIS system
D. Fully adopt corporate HR policy
2. What HR service is NOT currently integrated within the division?
1 point
A. Management training
B. HR investigations
C. Profit sharing/bonus (global)
D. Benefits system (US only)
Skip to Main Content
SEARCH IN COURSE
Search
Show notificationsNotification Center Icon
User Filled
Vibhanshu Vaibhav
Question 1
What short-term action can be taken to improve HR value, alignment, communication, control, and coordination within the division?
1 point
Hire a full staff
Establish regular communication
Install the HRIS system
Fully adopt corporate HR policy
Question 2
What HR service is NOT currently integrated within the division?
1 point
Management training
HR investigations
Profit sharing/bonus (global)
Benefits system (US only)
Question 3
What actions would increase the likelihood of success in changes to the current HR approach? 1 point
Sponsorship from Keith
Increased communication
Clear expectations
All of the above
Question 4
What would be an effective transitional structure while a longer-term solution is developed?
1 point
Have all HR report directly to corporate
Report all division HR to Mund Tools HR
Matrix all division HR persons to Brad Jones
Report all division HR to regional HR heads
Question 5
Why isn't even simple HR integration free?
1 point
Many services actually are free.
Requires dedicated time and multiple individuals' effort
It is not tax deductible in all countries.
Corporate HR is a cost center and must charge-back effort.
Question 6
How would the integration of HR services impact the problem with "corporate overhead charges"?
1 point
Increase the allocation cost to the division
There would be no impact.
Create demonstrated value for the cost
Reduce the allocation cost to the division
Question 7
What is a symptom of ineffective design in the HR team in the division?
1 point
The division is not profitable.
HR reports to line and staff managers.
HR organization decision making is slow in recruiting.
Some of the HR staff are part-time.
Question 8
Why should Sorriso to be careful about wholesale integration of HR practices?
1 point
The business lifecycle stages are different in the division from the two established corporate business units.
It would make it more difficult to spin the units off or restructure.
To avoid creating conflict with the unit leaders and possibly the board
Because of the ongoing litigation in the division, it would be better to wait.
Question 9
What is the primary method for HR collaboration currently?
1 point
Reporting relationships with Brad Jones
Regional HR support
Division HR steering committee
Informal networks
Question 10
Which corporate strategic goal would be supported by greater integration of HR support?
1 point
Operational excellence
Financial performance
Engaged people
All of the above
Question 11
What is NOT an area where integration can support stronger corporate governance?
1 point
HR Policy implementation
Succession planning
Replacing legacy HR staff
Recruiting practices
Question 12
What are potential sources of resistance to the changes in HR support?
1 point
Anger
Both fear and anger
Neither fear or anger
Fear
Question 13
What is NOT a recommended method to support the implementation of the HR changes?
1 point
Inclusiveness
Coercion
Collaboration
Dialog
Question 14
What type of team would be created to engage interested HR team members in mutual support and ongoing sharing of best practices?
1 point
Project task force
Skunk works
Self-directed team
Community of practice
Question 15
What option would represent a radical change in HR service provision for the Digital Division?
1 point
Outsourcing recruiting to a third party
Realigning current groups to a new structure
Hiring experts for new roles
Training HR staff on state-of-the-art approaches

Answer 1

This action fosters immediate improvement in HR dynamics by enhancing alignment, communication, control, and coordination within the division.Establishing regular communication is crucial for transparency and collaboration, laying the groundwork for more extensive changes. This short-term solution efficiently addresses the need for improved HR value and sets the stage for long-term strategies.Thus the correct option is: B. Establish regular communication.

Step-by-step explanation:

Establishing regular communication is a key short-term action that can significantly improve HR value, alignment, communication, control, and coordination within the division. Regular communication ensures that all stakeholders are on the same page, fostering collaboration and understanding. It enhances coordination, aligns HR activities with organizational goals, and allows for effective control over HR processes. This action doesn't require extensive time or resources, making it a feasible and impactful solution for immediate improvement.

Regular communication addresses the need for transparency and clarity, essential elements in enhancing HR value. When team members are well-informed and connected, they can work cohesively towards common objectives. Moreover, it lays the foundation for the successful implementation of other long-term strategies, such as the integration of HRIS systems or the adoption of corporate HR policies.

In summary, establishing regular communication is a practical and efficient short-term action that can yield quick improvements in HR dynamics within the division. It sets the stage for more comprehensive changes while immediately addressing the need for better alignment, communication, control, and coordination.Thus the correct option is: B. Establish regular communication.

Answer 2

• 1) The short-term action can be taken to improve HR value, alignment, communication, control, and coordination within the division are ``Establish regular communication, Install the HRIS system, and Fully adopt corporate HR policy`` (Option B,C and D)
• 2) The HR service that is NOT currently integrated within the division is Management training. (Option A)
• 3)The actions which would increase the likelihood of success in changes to the current HR approach are ``Sponsorship from Keith, Increased communication and Clear expectations. (Option 4.All of the above)
• 4)While a longer-term solution is being developed, it would be effective to have all division HR report to regional HR heads. (Option 4)
• 5)Even simple HR integration is not free because `Requires dedicated time and multiple individuals' effort, It is not tax deductible in all countries and Corporate HR is a cost center and must charge-back effort.` (Option 2,3 and 4)
• 6)The integration of HR services can impact the problem with "corporate overhead charges" by ``Create demonstrated value for the cost and Reduce the allocation cost to the division`` (Option 3 and 4)
• 7) A symptom of ineffective design in the HR team in the division is that HR reports to line and staff managers. (Option 2)
• 8) Sorriso should be careful about wholesale integration of HR practices because `The business lifecycle stages are different in the division from the two established corporate business units.` (Option 1)
• 9) The primary method for HR collaboration currently is informal networks (Option 4)
• 10) Greater integration of HR support can contribute to multiple corporate strategic goals, including: Operational excellence, Financial performance, Engaged people (Option 4.All of the above)
• 11)Replacing legacy HR staff is NOT an area where integration can support stronger corporate governance. (Option 3)
• 12) Both fear and anger are potential sources of resistance to the changes in HR support . (Option 2)
• 13) Coercion is NOT a recommended method to support the implementation of HR changes. (Option 2)
• 14) The type of team that would be created to engage interested HR team members in mutual support and ongoing sharing of best practices is a "Community of Practice." (Option 4)
• 15) The option would represent a radical change in HR service provision for the Digital Division is Outsourcing recruiting to a third party. (Option 1)

Step-by-step explanation:

The discussion revolves around human resources (HR) management in the context of organizational change, such as mergers, acquisitions, and the need for team collaboration and professional development. In situations where two companies merge or one acquires another, there is often a duplication of services, leading to consolidation and a need for strategic realignment of HR functions.

This realignment may involve the integration of HR services, management training, and adherence to new corporate policies, aiming for outcomes like operational excellence and improved financial performance. Integrating HR services can be challenging due to issues like corporate overhead charges, resistance from staff, and the necessity of maintaining organizational culture.

Interventions involving therapeutic methods, growth and change strategies, and confronting complacency are essential to navigate the transition. Professionalizing HR can mitigate hiring biases and foster diverse teams that contribute to innovation and adaptive responses to workplace changes.

Conflicts in the workplace are inevitable, but resolving them effectively is crucial for maintaining team morale and productivity. HR initiatives like the People in Aid highlight the importance of multiple HR areas including training, recruitment, and HR strategy. Training effectiveness can be measured through immediate responses, learning outcomes, job behavior changes, and organizational results like productivity.

Lastly, radical changes such as outsourcing recruiting represent significant departures from existing HR practices and often require careful consideration and strategy to implement successfully.

So, the answers to the questions are as follows:

1. Option B,C and D
2. Option A
3. Option 4.All of the above
4. Option 4
5. Option 2,3 and 4
6. Option 3 and 4
7. Option 2
8. Option 1
9. Option 4
10. Option 4.All of the above
11. Option 3
12. Option 2
13. Option 3
14. Option 4
15. Option 1