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In  organizations today, the emphasis is on performance and the contribution  that a function makes to the success of the organization. Senior  managers demand evidence of effectiveness and efficiency. They want to  know, for example, “How much will the new performance management system  cost, or what difference will it make in the company’s performance?”

If you were  the CEO of a large, diversified, multinational company, what value do  you expect your HRM function to add to the organization? How would you  know whether the HRM function was being effective? Which measures would  you look to for evidence of effectiveness? Can you hold the HRM VP  directly accountable for the results on the measures that you have  identified? Is so, how would you do that? If not, why not and how would  you assign accountability?

Justify your answers with appropriate research and reasoning and comment on the postings of your peers.

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