hi i attached two chapter summary can you please answer these question in two part .part one can you make answer 5 to 6 line like ......

• What was the main takeaway?
• What key ideas stood out to you the most?
• What was new or surprised you?
• Part II:
• Reflect on your own experiences or observations related to the HR concepts discussed in the chapter. How do these concepts align with or differ from what you have encountered in professional settings?
• Consider the practical implications of the HR concepts discussed in the chapter. How can the theories and principles presented be applied in organizational settings? Are there any potential challenges or limitations to their implementation?
• Critically evaluate the relevance and timeliness of the chapter's content. In what ways does the material address current HR trends and issues?
• Consider any unanswered questions or areas of ambiguity that arose from your reading of the chapter(s). What aspects would you like to explore further or see expanded upon?

WE WPUNJ WPConnect Portal x i Announcements x | Class Fall 2023 $2 - MGT7040-80 x Summary x Homework Help - Q&A from Or x | + V X > C A prod.reader-ui.prod.mheducation.com/epub/sn_25dda/data-uuid-f86b9aa0cc074967bb08c373cebdf0a8 Aa SUMMARY This chapter introduced the roles and activities of a company's human resource management function and emphasized that Page 55 effective management of human resources can contribute to a company's business strategy and competitive advantage. Human resources can be viewed as having three product lines: administrative services, business partner services, and strategic services. To successfully manage human resources, individuals need personal credibility, business knowledge, understanding of the business strategy, technology knowledge, and the ability to deliver HR services. Human resource management practices should be evidence-based, that is, based on data showing the relationship between the practice and business outcomes related to key company stakeholders (customers, shareholders, employees, community). In addition to contributing to a company's business strategy, HR practices are important for helping companies deal with environmental, social, and governance (ESG) challenges, global challenges, and technology challenges. The ESG challenges are related to the economy, the characteristics and expectations of the labor force, how and where work is done, the value placed on intangible assets and human capital, and meeting stakeholder needs (ethical practices, high-quality products and services, return to shareholders, and social responsibility). Global challenges include entering international markets, immigration, and offshoring. Technology challenges include using new technologies to support flexible and virtual work arrangements; high-performance work systems; and implementing and using social networks, human resource information systems, mobile devices, and considering the role of artificial intelligence and robotics on jobs. The chapter concludes by showing how the book is organized. The book includes five topical areas: the human resource environment (strategic HRM, legal, analysis and design of work), acquisition and preparation of human resources (HR planning and recruitment, selection, training), assessment and development of human resources (performance management, development, separation and retention), compensation of human resources (pay structures, recognizing employee contributions with pay, benefits), and special topics (collective bargaining and labor relations, managing human resources globally, and strategically managing the HR function). All of the topical areas are important for companies to deal with the competitive challenges and contribute to business strategy. Type here to search 9 w 1. Top events 7:54 AM 10/31/2023WE WPUNJ WPConnect Portal x ill Announcements * Class Fall 2023 $2 - MGT7040-80 x Summary x Homework Help - Q&A from Or x | + V X > C A prod.reader-ui.prod.mheducation.com/epub/sn_25dda/data-uuid-879a38194e6e4a05a07352e83bbb691a Aa SUMMARY A strategic approach to human resource management seeks to proactively provide a competitive advantage through the company's _ Page 102 most important asset: its human resources. Although human resources are the most important asset, they are also usually the single largest controllable cost within the firm's business model. The HRM function needs to be integrally involved in the formulation of strategy to identify the people-related business issues the company faces. Once the strategy has been determined, HRM has a profound impact on the implementation of the plan by developing and aligning HRM practices that ensure that the company has motivated employees with the necessary skills. Finally, the emerging strategic role of the HRM function requires that HR professionals in the future develop business. professional-technical, change management, and integration competencies. As you will see more clearly in later chapters, this strategic approach requires more than simply developing a valid selection procedure or state-of-the-art performance management systems. Only through these competencies can the HR professional take a strategic approach to human resource management. Type here to search W 38OF Mostly cloudy 8:09 AM 10/31/2023