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Essay / Research Paper Abstract
This 3 page paper look at the practices and underlying HRM philosophies that cam be seen in practice at the UK bank; HSBC, examining some of the HRM strategies that are in place and the underling theories that support them. The bibliography cites 4 sources.
Page Count:
3 pages (~225 words per page)
File: TS14_TEHSBCHRM.rtf
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Unformatted sample text from the term paper:
the bank reflect the former position of an independent bank as well as its position as a subsidiary of an international corporation. The approach taken by HSBC appears to
be highly correlated with the human relations school of thought. The human relations school approach to management is based on the paradigm of social man, rather than economic man.
The school of thought came about as a result of observances of human behaviour and the shortcomings of scientific management, however, a careful examination also indicates that this is not
the epiphany in human resources management that it is seen to be. In looking at the strength of this management school the basis has to be examined. The first
human relations school theorist is that of Elton Mayo who undertook studies of human behaviour under different conditions between 1927 and 1932 at the Western Electric Company in Chicago, these
studies are known as the Hawthorn Studies, it was noted that were employees felt that they mattered and were there was a good employment relationship there would be a higher
level of productivity. There are many ways that the employer can show the employee that they are important (Huczynski and Buchanan, 2007).
The strategies used to enhance the employment relationship and add value are divergent. This process starts with the way that employees are recruited, there is a mixed recruitment process,
where there are employees recruited with the aim intention of providing them with training and development, but employees with existing skills are also recruited. The recruitment and induction process reflects
Schiens (1992) model of culture development, Sheins integration perspective can be seen as divided down into six steps in; the way in which staff are selected so that they will
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