Here is the synopsis of our sample research paper on Detriments of Technology Use in HR Function. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
A 7 page paper discussing the potentially negative aspects of over-reliance on technology in the HR function. Though the advances of technology and the benefits of the electronic environment have led HR to be far more efficient in locating and hiring individuals, its downside is that there is less personal contact between HR and the individuals who already have joined the company. Certainly HR does not need to return to the practices of the past, but it may need to consider the pattern of decreasing personal contact and take steps to ensure that it does not become unapproachable. Includes a one-page outline. Bibliography lists 4 sources.
Page Count:
7 pages (~225 words per page)
File: CC6_KShrTechDet.rtf
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Unformatted sample text from the term paper:
advances B. Less personal contact results II. Recruiting A. Strategic HRM practices increases positive business results B. Danger of relying solely on skills inventories and electronic database searches 1. Overlook
high-potential individuals 2. Favors skills over character III. Employee Relations A. Wal-Mart 1. Opens a path for labor union involvement 2. Creates negative publicity and ill will B. DuPont outsourcing
1. Eliminates possibility of personal contact with a DuPont employee 2. Negates the companys advantage in offering specific benefits if employees cannot access them IV. Administering Benefits A. Employees may
not have enough information to make self-service work for them B. Company can lose the advantage of offering certain benefits V. Conclusion Introduction
The HR function may be the most dramatically changed of all organizational departments over the past decade. It has moved from a persistent drain on the bottom line to
an effective player in achieving corporate strategy. Increasingly, HR is being expected to be nothing short of innovative in its approach to locating and signing talented and experienced employees.
Of all the changes that HR has experienced in the past fifteen years, that of Internet recruiting must be the most responsible for
permanent changes in process. Principles remain unchanged in todays business environment, but processes certainly have not. Though the advances of technology and
the benefits of the electronic environment have led HR to be far more efficient in locating and hiring individuals, its downside is that there is less personal contact between HR
and the individuals who already have joined the company. Certainly HR does not need to return to the practices of the past, but it may need to consider the
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