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Essay / Research Paper Abstract
This 9-page paper discusses a potential career path one would take to become a vice president of a company's human resources department. The paper discusses goal-setting (and goal-measurement) as well as education and certification required and workforce maintenance. Bibliography lists 5 sources.
Page Count:
9 pages (~225 words per page)
File: D0_MThrvpov.rtf
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Unformatted sample text from the term paper:
HR was once the department where those who simply couldnt make it as a "real manager" were relegated. In human resources, the concerns involved filing the paperwork and screening out
potential employees (and when it came to that, more employees were screened out than were advanced to the next level). But these
days, the HR department has changed. For someone to become a strong vice president of human resources, he/she needs to have a good understanding of people, of management skills, of
strategic alliances and of corporate culture. In this paper, well go into a bit of all of that. Before beginning, it might
be helpful to define what, exactly, human resources is (and what it isnt. In its most basic term, HR is defined as "people that staff and operate an organization" (Heathfield,
2004). But HR has gone beyond the screening/paper-pushing functions of the past. The business literature has said again and again that a
company is only as good as its employees - and "human capital" as some would call it, can determine the success or failure of a particular organization. This is where
the HR VP comes in so handy. He/she is responsible for overseeing the "human capital" and making sure the investment works to the best of the companys abilities. Identify what
goals and objectives would be needed and how the objectives would be measured The main thrust here in terms of goals would
be related to performance - and performance expectations (Noe et al, 2002). The VP HR would require specific job performance measures (goals) and be able to meet and even achieve
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