Here is the synopsis of our sample research paper on HRM and Its' Role in the Customer Triangle of Company, Employee and External Customer. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
This 14 page paper looks at how human resource management (HRM) can be very important to a company when trying to satisfy customers. Using the framework of the customer triangle the paper looks at the different theories and concepts that support the development of a customer centric strategy and then consider how these may be used by the HRM department to add value to the organization. The bibliography cites 15 sources.
Page Count:
14 pages (~225 words per page)
File: TS14_TEcusttriang.rtf
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Unformatted sample text from the term paper:
The association is often that of a department that has a purely administrative function, hiring firing and the tasks that no other department wants to undertake. However, when the real
function of the modern HRM department is considered it is far more than simply the personnel management of the past, the HRM department can be the heart and soul of
a company. To be successful a company may be seen as needing to satisfy customers needs, this is the keep to most management models, from TQM to the concept
of the learning organization (Senge et al, 2005; Deming, 1986). However, satisfying customer needs in any industry is complex, it is not as simple as supplying the goods they want
and ensuring issues such as differentiation and quality are present. The systems that create customer satisfaction may be seen as a triangle of the Company, the employee and the external
clients, these are factors that all need to be considered and managed. The employee and the company may be under the direct control of the company, but they have to
respond to the needs of the customer, not only in terms of the goods, but the way they are supplied. The goods or services that are provided and the processes
will also be the result of the internal factors. The satisfaction of these different factors may be seen as spread throughout various departments, however the underlying provisions and coordination
of the skills, development of culture and management of the way the Company and employees fulfil the needs is the remit of the HRM department which has evolved from an
administrative department to one that can be a major strategic influence (Caudron and Laabs, 1997). By looking at the way a HRM department may be a strategic part of
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