In her article, "Human Capital Management: More Than HR with a New Name," author Linda Merritt (2007), states: "Technology displacement of labor is a fact of life in most industries (including HR). Use people where complexity, judgment, and personal interaction add competitive value" (page 14).

Merritt continues by offering "HR technology that enhances employee and manager self-services at less total cost is a win for our clients and customers, and HR outsourcing is an increasingly viable option".

Merritt's (2007) perspectives challenges HR professionals to be aware, adaptive, and adoptive of HRM-r technologies that enable competitive advantage for all stakeholders.

Address the following: 1. Are Merritt's statements applicable to global organizations? 2. What technologies might be included in an environment scan of HRM-r related technologies (for example, HRIS, ERP). 3. How could one use the five "human capital management strategic domains" leadership, structural, workforce, cultural, and intellectual%u2014when selecting, assessing, and applying HRM-r related technologies to daily business activities?