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Essay / Research Paper Abstract
This 10 page paper begins with a brief overview of the evolution of human resource management and the reasons for the changes that have led to HR becoming a strategic partner. The three members of the HR Triad are identified, along with examples of the roles and responsibilities of each. The 360 Feedback appraisal process is described, including the part each of the three members of the Triad play in the process. The writer comments on how fairness is regulated. Finally, the essay discusses diversity and several issues managers must be aware of when managing a diverse workforce. 1 Table included. Bibliography lists 9 sources.
Page Count:
10 pages (~225 words per page)
File: MM12_PGhrmtr.rtf
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Unformatted sample text from the term paper:
The focus of business shifted from domestic to multinational to global; the speed at which business was conducted increased; organizations recognized that labor costs and productivity must be addressed from
a world-wide perspective; and many companies realized that competitive advantage could be seized and sustained through the wise utilization of human resources (Schuler and Jackson, 2005, p. 1). As
these developments were taking place businesses began perceiving human resource professionals as real partners in the strategic planning process and in the strategic decision making processes of the company (Schuler
and Jackson, 2005). Along with this came a new perception of human resource professionals as human capital asset managers (Schuler and Jackson, 2005). In this new role, they became a
source for competitive advantages (Schuler and Jackson, 2005). As we can see, human resource management has evolved from the old personnel management role to the point where it is an
integral part of a companys strategic planning. The department is still responsible for all of the traditional tasks but they are more involved in the companys overall strategic planning process.
Greer explains strategic human resources "the effective application of the organizations human resources to accomplish the organizations overall strategies" (2001). It is through the effective practices of human resources
that the goals of the company will be achieved. HRVS explains the relationship between human resource management and organizational goals in this way (2005). "Every organization begins with a mission
or reason for being that guides the activities of the organization" (HRVS, 2005). Organizations develop strategic plans to achieve the identified mission and it will allocate funds and other resources
to achieve the objectives identified (HRVS, 2005). However, regardless of any other resources, the success of the organization will always come back to people issues (HRVS, 2005). "A good human
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