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Essay / Research Paper Abstract
A 9 page paper discussing aspects of the changing role of HRM and qualities needed to ensure success in the role. Formerly, the function was one that contributed nothing positive to the organization's bottom line. Today and in the future, HRM is seen as vital to the successful organization's long term strategy. Critical thinking, problem solving, creativity and innovation are terms never associated with HR in the past, but today are critical to HR function. All can be expected to grow in importance in the future, meaning that success in the role will require a solid background in management training. Bibliography lists 5 sources.
Page Count:
9 pages (~225 words per page)
File: CC6_KShrGen.rtf
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Unformatted sample text from the term paper:
HR department appeared from the outside to be only that first hurdle in gaining access to the inside of the organization. It maintained lists of available positions, and it
generally administered employee benefits and kept records on such items as vacation time available, sick days claimed and other such employee-specific information. The
function was one that contributed nothing positive to the organizations bottom line. Today and in the future, HRM is seen as vital to the successful organizations long term strategy.
1. HRM From within the organization, HR was that place where managers sent their
requisitions for additional employees, those being added either through management-approved increase or those replacing employees leaving the company. The situation for the operational manager was much like that of
contacting a realtor for the purpose of buying a house: tell HR what basic qualifications were needed and then wait until they provided a group of r?sum?s. In
those days, HR made no determination on who would be considered for interviewing by the manager making the original requisition. When senior management set a new course for the
organization, HR likely would not be involved in the discussion at any time. The department would be informed when senior management determined that the time to move on the
new plans had arrived. In essence, HR of the past was little more than a record-keeping clearing house largely unable to make any
determinations for its own progress or responsibilities. Once the labor market in the US began to tighten to the point that it became difficult to find sufficient numbers of
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