Here is the synopsis of our sample research paper on Human Resources Strategies In A Changing Organization: Development And Change. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
8 pages in length. The ever-evolving components of business and the manner by which it is approached fuels ongoing improvements with regard to the relationship between human resources and an optimal workforce. The extent to which performance management, goal setting, benefits, performance appraisal, reward systems, career planning, development and workforce diversity interventions, employee stress management and wellness interventions are integral components in the synergistic operation of today's business world is both grand and far-reaching; the absence of consideration for any of the aforementioned elements precludes the opportunity for a fully functional and productive staff. Bibliography lists 10 sources.
Page Count:
8 pages (~225 words per page)
File: LM1_TLCHRChange.rtf
Buy This Term Paper »
Unformatted sample text from the term paper:
workforce. The extent to which performance management, goal setting, benefits, performance appraisal, reward systems, career planning, development and workforce diversity interventions, employee stress management and wellness interventions are integral
components in the synergistic operation of todays business world is both grand and far-reaching; the absence of consideration for any of the aforementioned elements precludes the opportunity for a fully
functional and productive staff. II. PROBLEM STATEMENT Contemporary human resources departments are compelled to leave behind conventional - and often polarizing - operations of the past and embrace a
much bolder, all-inclusive approach to employee performance and satisfaction. To operate under the misguided assumption that business today is the same as it was forty years ago is to
threaten the very foundation of an organizations objectives; as such, the need to incorporate all facets of positive and empowering concepts still presents a significant challenge for many human relations
departments. III. LITERATURE REVIEW The health index of any organization begins at the top, with effective leadership reflecting the example for all to follow. Just as managers utilize
performance appraisals to determine staff climate, so too much those same managers open themselves up to following the same guidelines they espouse for their employees. Leading by example may
be considered clich? in the broader spectrum of business operations, however, McNamara (2006) illustrates how a truer phrase was never coined with regard to cultivating and maintaining a fully functional
and productive workforce amidst an ever-present threat of complacency or ineptitude. "Performance management reminds us that being busy is not the same as producing results. It reminds us
that training, strong commitment and lots of hard work alone are not results. The major contribution of performance management is its focus on achieving results -- useful products and
...