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Essay / Research Paper Abstract
This 9 page paper answers 5 exam style questions looking at different aspects of HRM. The subjects include the potential bias towards of flexible working arrangements, the value of strategic HRM, the benefits and limitations of job descriptions, the potential problems using interviews to select job candidates and the importance of pay in the context of equity theory. The bibliography cites 5 sources.
Page Count:
9 pages (~225 words per page)
File: TS14_TEhrmquest3.rtf
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Unformatted sample text from the term paper:
to adapt, this is key to ideas such as the ability of a firm to benefit from emergent strategies; being able to seize on opportunities as they arise, even if
it means making changes. Other forms of flexibility required may be more mundane, such as the need to be able to adjust staffing to meet product manufacture demand, increasing staffing
levels at time of high demand or when large orders are received and reducing them when demand is lower. In order for a firm to be flexible they need to
have staff that are able to support that flexibility, in terms of skills and availability. With these needs there is often an accompanying need for different types of employees, especially
if the flexibility is needed in terms of the work hours. Flexibility may also be seen an in the interests of the employee, if there is flexibility in terms
of the hours worked, with the ability to make changes here are numerous advantages, the ability to manage a good work life balance, which in turn may also benefit the
employer, resting in happier employees that are more motivated as they have social needs meet. This increases the level of motivation. Employers that have offered flexible working arrangements to their
employees have often fund benefits in terms of the outputs. However, it may be argued that the way this is managed can still be seen as favouring the employer in
the way that this is implemented in Australia. The Fair Work Act 2009 has introduced the Requests for flexible working arrangements National
Employment Standard that has lead to some concerns regarding the pressure that this will place on employers. Under this act where an employee, male or female, is a parent of
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