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Essay / Research Paper Abstract
This 8 page paper answers 4 exam style questions on different issues concerning human resource management. The first discusses the statement that interviews are inefficient ad predicting job success to employers should recruit using only application forms. The second argues that strategic HRM (SHRM)is just as important today, even where organization have short term goals. The third question considers whether or not there is a perfect appraisal tool, and the last question consider which is most important, determining pay with reference to competitiveness in the external environment or internal equity.
Page Count:
8 pages (~225 words per page)
File: TS14_TEhrmexam.rtf
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Unformatted sample text from the term paper:
of the organizational goals are focusing on the short term needs and targets of the organization. The concept of strategic human resource management embodies the recognition that that there
could be a benefit from aligning human resource practices with the organizations strategy. SHRM may be seen as an approach or attitude that is adopted to the way that HR
functions are determined and performed and may incorporate a range of factors, including such as recruitment, motivation, performance appraisal, training as well as any of the other HR functions. Instead
of the adoption of a singular approach, where it is the individual employee, or the individual task that is being considered, strategic human resource management takes on a longer-term approach,
and deals with issues such as the culture, the values, the commitment and the quality of human resources which are in the organization and the way in which they are
utilized as consideration for the existing as well as the future needs of the organization. This does influence the need for long terms plans, and while many organizations have
short term goals, it does not mean that there are not any long term strategies in place, they also need to plan for the future. There model of SHRM
also looks at supporting the short term strategies, through the different HRM processes, and general duties such as motivation have a large impact in the short as well as the
long term. As such it cannot be argued that there is no place for SHRM due to a changing environment, just as it cannot be argued that firms do not
have general strategies in the changing environment. However there are increased pressures on those strategies and there may need to be increased flexibility and regular review of the goals and
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