Strategic HRM questions

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1.    How would you plan for a company's divisional capabilities? How does one plan to address divisional limitations? What methods may be used to fill gaps between capabilities and limitations?

 

 

2.    What costs must be included in HRM projections to meet divisional needs? Which are most important and why?

 

 

3.    What are some culturally compatible HR strategies? What makes these strategies effective?

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