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Essay / Research Paper Abstract
An 11 page paper discussing most aspect of the human resource function. Today’s 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 résumés and benefits, HRM is now a full partner in the organization. Labor is one of any organization’s highest single costs, and every business needs to gain as much benefit as possible in return. As businesses continue to be pressed to operate ever more efficiently, HRM continues to be challenged not only to keep up, but also to stay ahead of the organization’s labor needs. Bibliography lists 18 sources.
Page Count:
11 pages (~225 words per page)
File: CC6_KSHRdevelop.rtf
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Unformatted sample text from the term paper:
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 a full partner in the organization. Historical Context Human resource management only slightly resembles the form it occupied even
a generation ago. 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. 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. Today as never before, HR also may be charged with retaining the most talented individuals within
the organization. Businesses have found that it is much more costly to replace an employee than it is to retain him, and increasingly it is HRs responsibility to ensure
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