Here is the synopsis of our sample research paper on Human Resources: Recruiting and Appraisal. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
A 6 page paper discussing how the recruiting process and performance appraisal system have more benefits than superficially are visible. The paper answers the questions of why recruiting and selection remain important and why busy managers still should take time to conduct performance appraisals. HR formerly was the “poor relation” of the organization – necessary, but contributing nothing to the bottom line. The changes of today have altered that position, bringing HR to a place from which it can significantly and positively contribute to the long-term success of the organization. Bibliography lists 5 sources.
Page Count:
6 pages (~225 words per page)
File: CC6_KShrRecruitAppr.rtf
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Unformatted sample text from the term paper:
much change within the Human Resources (HR) function in todays business environment. Some of HRs traditional duties remain intact, however. The recruiting process and performance appraisal system have
more benefits than superficially are visible. 1. Many employers dont have time for lengthy recruitment and selection processes. Shouldnt an employer just be able to recruit who they
want, when they want? Discuss. Certainly employers can hire people about any time they want, and if they are either large enough
or small enough to escape intense regulatory scrutiny, they also can hire about anyone they want. Neither does the busy HRM function need to trouble itself too greatly over
matters of recruiting or selection. These employers competition will be operating in the 21st century, however, and using strategies in HR that can bring benefit to the rest of
the organization, positively affecting the companys ability to successfully compete in the increasingly competitive business environment. Today as never before, placing the "right"
people in the right jobs is a matter that can positively contribute to the organizations bottom line. This positive contribution arises not only from gaining greater productivity from the
position and the individual filling it, but it also stems from the avoidance of the high costs of recruiting. Placing the right individual in the proper position in which
s/he can be most productive also serves to enhance and preserve morale in other areas. More than a decade ago, the Chubb Group
of Insurance Companies studied its HRM function and the companys relationship with employees. It found that in 1997, replacing an hourly employee cost 97 percent of that employees salary,
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