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Essay / Research Paper Abstract
A 10 page paper. The essay begins with introductory comments, then discusses several specific issues relative to information technology workers. These include: company culture, what it is with examples of the culture of specific companies, like Apple Computer; recruitment and selection, including a discussion of the importance of this area; performance appraisal, including a description of the 360 process; and rewards and incentives, with examples. The essay concludes with a general summary. Bibliography lists 14 sources.
Page Count:
10 pages (~225 words per page)
File: MM12_PGhrmit.rtf
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Unformatted sample text from the term paper:
the skills needed rather than with the position title. Once applications and resumes are received, the company needs to follow through by checking references, in other words, a background check
(Robertson, 2000). A structured interview process needs to be used that is based on the specific skills, abilities, knowledge and personality the company needs (Starcke, 1996). This is often called
a targeted interview because it focuses on those skills, etc. identified (Starcke, 1996). There are any number of appraisal systems that are used, ranging from the very informal to the
very formal. Evaluating completion of objectives is still used in many organizations. The one discussed later in this essay is the 360 appraisal system. Companies need incentive and reward
systems that are meaningful to the employees. Having an assortment of incentive plans usually works best. These may include monetary-type incentives, like bonuses, or the what is called soft incentives,
which include things like trips or prizes. Training and development is one of the most important benefits companies can offer today. Ragan commented that training is extremely desirable to IT
workers because everything they know will be obsolete within 3 years (2002). Companies, and especially hi-tech companies need to adopt the lifelong learning motto because their employees need to be
on the cutting-edge. The only way to do this is through continuous training and development opportunities. Culture and Business Environment Human resource managers know that not only do
they need talented employees, they need people who fit into the corporate culture (Collins, 2001). Applicants also know it is important for them to join a company where the culture
and environment is one that is compatible with their own values (Collins, 2001). The image the company has in the community is also an important factor to would-be applicants (Collins,
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