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Essay / Research Paper Abstract
A 7 page paper describing changes in the HR function over the past several years and the benefits of HR management reporting directly to the CEO of a mid-sized company. The paper provides four examples of the benefits of sound HR management and lists several key competencies that an HR executive must possess in today's business environment. Bibliography lists 6 sources.
Page Count:
7 pages (~225 words per page)
File: CC6_KShrExecJob.rtf
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Unformatted sample text from the term paper:
Todays human resource management (HRM) function still carries the same responsibilities it did before the entire face of business changed over the past generation. Rather than being only
a clearing house for r?sum?s and benefits, HRM is now - or should be - a full partner in the organization. The HR director plays a key role on
todays senior management team. HR no longer receives the results of strategy meetings, but now takes an active role in establishing strategy for the future. Historical Context
Human resource management only slightly resembles the form it occupied even a generation ago (Caudron and Laabs, 1997). Then, it was little more than
the record keeping department and that which processed job candidates and those wishing to be job candidates. There was little HR planning then except in terms of numbers and
types of employees needed (Overell, 2002). Certainly there were few distinctions within the broad categories of unskilled, skilled and management employees. Today,
organizations are forced by market conditions to operate as efficiently as possible, gaining as much benefit from all of the resources available to them as possible. These resources include
their human ones as well, who finally have come to be seen as assets rather than necessary liabilities. HR managers now are privy to strategic planning within the larger
organization, so that HR can plan for the types of individuals it will need to recruit and to retrain those that the organization wishes to retain as it changes.
Technological advances have been such that organizations now have very narrow, specific needs in the types of individuals they need, and HR is charged with finding those suitable candidates.
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