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Essay / Research Paper Abstract
This 6 page shows how reality always lags behind the development of theory and then the rhetoric when looking at HR planning. The paper looks at the way different theories on planning in HR have emerged, including those of job design and scheduling and the impact of human needs on those plans. The paper examines the theories and the way they may or may not be seen in practice and illustrates points raised with real company examples including UK companies. The bibliography cites 10 sources.
Page Count:
6 pages (~225 words per page)
File: TS14_TErhetrealp.rtf
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Unformatted sample text from the term paper:
psyche as well as aspects such as employment relationship and how these can be used to plan the way jobs are performed, from the task breakdown to the organisational and
strategic planning. However, we can argue that the reality lags behind the rhetoric. Where any new theory or finding is put forward to an establishment, whatever that establishment is, there
is time taken for the message to spread outwards and become accepted. However, even when this is accepted it may be argued that there is rhetoric regarding the use of
the theories which is often lacking in practice, with only small elements adopted or a skewed version used due to the clash between apparent needs of the organisation concerned.
There are many examples of claims of good planning practices and tools, but a lacking commitment to many of their uses and as such the loss of the real value
as well as the lagging behind of the implementation of theory. One example may be the UK National Health Service, where cost cutting has taken precedent over motivational tools, and
planning has focused on the cost cutting of the organisations not on the tasks, but lessons of culture have been lost with the development of this contract culture (Melville ,
2002, Salaman, 1992). If we are going to examine this we need to examine the development and implementation of the different theories that have indicated how planning takes place.
The concept of reality and rhetoric is not new, since the development of research into job performance and design there have been
lags due to a number of reluctances and this is also the study in the development of HRM theories as HRM is in effect the planning and management of the
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