Writing
BHR3352 Columbia Southern HR Strategy and Planning Article Critique

BHR3352 Human Resource Management

Columbia Southern University

Question Description

There is a minimum requirement of 500 words for the article critique.  Write a summary of the article. This should be one to three paragraphs in length, depending on the length of the article. Include the purpose for the article, how research was conducted, the results, and other pertinent information from the article.  Identify the selection criteria and methods and how they relate to hiring at the organization in the article.  Discuss the meaning or implication of the results of the study that the article covers. This should be one to two paragraphs. This is where you offer your opinion on the article. Discuss any flaws with the article, how you think it could have been better, and what you think it all means.  Write one paragraph discussing how the author could expand on the results, what the information means in the big picture, what future research should focus on, or how future research could move the topic forward. Discuss how knowledge in the area could be expanded. Any sources used, including the textbook and the article, must be referenced; paraphrased and quoted material must have accompanying citations in APA format.

Final Answer

Attached.

Running head: CRITIQUE OF THE HR STRATEGY AND PLANNING ARTICLE

Critique of the HR Strategy and Planning Article
Name
Institution

1

CRITIQUE OF THE HR STRATEGY AND PLANNING ARTICLE

2

Critique of the HR Strategy and Planning Article
The purpose of the article is to assess the significant changes and growth that the human
resource strategy and planning has gone through over the past twenty-five years. From the little
strategy thinking before the 1980s to the functional strategy in the 1980s to capability strategies
in the 1990s to the result strategies applied today. Contributing factors such as the business and
labor market conditions, development of operating models and execution, changes in the
employment relationship, profit makers, and cost provide an essential context for the current and
future expected changes in HR strategies (Rao, 2010). According to Gubman (2004), the
progress over the last years helps look at the HR strategy and planning to determine where it has
been, where it is, and predict where it might go.
In the evaluation of the strategies, three inter...

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