Q1). Analyze HRM practices on page5 and tell me what’s wrong with it.

It cannot be said that the HRM practices shown in the book are totally wrong. However, it lacks the basis or the previous process. Before the HRM practices can be performed; a company needs to determine its strategy based on its mission, goals, opportunities, threats, strengths, weaknesses, and its HR capacity information provided by HRM function.

That means 2 things. First, HRM function needs to involve in the company’s strategy generation and selection process since the beginning. Second, once the company’s strategy is determined, HRM practices can then be performed to achieve the company’s mission and goals. For example, HRM function will know what types of employees should be recruited and selected and what training needs to be provided to gain some particular knowledge and skills.

Q2). Analyze sustainability challenge on page13 and compare to my sustainability capital.

Sustainability in the book refers to the ability of a company to survive and succeed in a dynamic competitive environment. It is one of the competitive challenges that companies recently face. HRM practices become important for helping companies deal with the sustainability challenge including economic changes, the makeup of the labor force, and meeting stakeholder needs (ethical practices, high-quality products and services, return to shareholders, and social responsibility).

While HRM practices play an important role for company sustainability as mentioned in the book; sustainability capital from the 8 K’s Theory of Dr.Chira is one of the concept for basic HR development. In other words, conversely, Dr.Chira’s sustainability capital plays an important role for HR development. That is because, to develop HR, people need to keep learning continuously as there is always new knowledge emerging.