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Essay / Research Paper Abstract
This 5 page report discusses new challenge in the field of human resources in terms of public agencies and organizations. The return to human resource programs that promote hard work, and are basically employee centered, are once again becoming popular for organizations seeking to maximize the company’s competitive strength as well as the efficiency of its employees. Such trends are as true for employees working in the public sector as they are for those employed by Fortune 500 companies. Bibliography lists 3 sources.
Page Count:
5 pages (~225 words per page)
File: D0_BWhrpub.rtf
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Unformatted sample text from the term paper:
not every month there is a new and popular "flavor of the month" in the world of human resource management. According to Peak (1997), the current trend in human resources
mimics the popularity of the latest trend to simplify ones life and make common sense a priority at home, with children, as a consumer and as an employee or an
employer (pp. 26). In fact, the return to human resource programs that promote hard work, and are basically employee centered, are once again becoming popular for organizations seeking to
maximize the companys competitive strength as well as the efficiency of its employees. Such trends are as true for employees working in the public sector as they are for those
employed by Fortune 500 companies. Strategic Human Resource Management During the past decade there has been a dramatic shift in the field of human resource management. This shift has broadened
the focus of human resource research from the "micro" analytic research that once dominated the field to a more "macro," broad-based or strategic perspective. The strategic perspective of human resources,
which has been labeled strategic human resource management (SHRM), has grown out of researchers determination to demonstrate the importance of human resource practices for organizational performance. Such a committed
strategic practice is a particular challenge for human resource professionals in the public arena since they deal with a greater degree of intangibles such as public trust, political appointments, and
societal well-being. What is essential to keep in mind is the simple fact that all organizations, regardless of the type of organization they are, must understand that the way in
which their human resources are developed and nurtured is fully dependent on strategic human resource management. Organizations that do not understand such a simple premise are operating at a
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