Final answer:
A. strategic risk HRM activities that significantly affect an organization's success or failure, such as talent acquisition and development, represent strategic risk.
Step-by-step explanation:
HRM activities that can directly influence an organization's success or failure are examples of strategic risk. Human Resource Management (HRM) plays a critical role in talent acquisition, talent development, and retention of top performers, which are all strategic aspects that shape the organization's competitive advantage and market position. Inadequate HRM can lead to missed opportunities for growth and improvement, as well as potential losses in productivity and competitive edge due to talent mismanagement. This risk is strategic because it pertains to high-level decisions and policies that can have a significant impact on the organization's overall direction and objectives. HRM can also influence the reduction of bias in hiring, potentially impacting equal employment opportunity, as endorsed by professional HR strategies and practices.
Strategic risk refers to the potential impact of HRM activities on the success or failure of an organization. HRM activities such as talent acquisition, employee development, and retention of top performers directly influence an organization's performance and outcomes. By strategically managing these activities, organizations can mitigate risks and enhance their overall success.
For example, if an organization fails to effectively acquire talented individuals or develop the skills of their employees, they may experience a talent shortage or lack of necessary expertise to achieve their objectives. This can hinder the organization's success and competitiveness in the market.