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Essay / Research Paper Abstract
A 32 page paper written as a report of a senior HR director to the CEO, identifying three areas in which the unnamed organization needs to improve and providing theoretical and practical support for the recommendations. The three target areas are recruiting and testing; compensation; and adopting a systematic approach to change management. The annotated bibliography lists 14 sources.
Page Count:
32 pages (~225 words per page)
File: CC6_KShrImpTheo.rtf
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Unformatted sample text from the term paper:
A few years ago the a of some management publications was that of extraneous nature of a specific HR department; some large companies even outsourced
their HR function for a time before bringing them back in-house. Much of that experimentation was in the days of the great downsizing waves of the late 1980s and
early 1990s; in the remaining years of the decade of the 1990s business came to be more competitive than at any time in the past, and it came to move
much more quickly than in preceding years. In the meantime HR has become a partner in establishing and implementing strategy so that the organization has the necessary workforce available
at the time it is needed. In their introduction to Presence: Exploring Profound Change in People, Organizations, and Society, Senge, Scharmer, Jaworski and
Flowers (2005) offer the illustration of a human hand as an example of unrecognized change and the dangers of not thinking on a level of "wholes" but only in "parts."
The authors relate the story of a favorite illustration of inventor Buckminster Fuller who would hold up his hand to ask his audience to identify it, after which he
explained that "the cells that made up that hand were continually dying and regenerating themselves. What seems tangible is continually changing: in fact, a hand is completely re-created within a
year or so" (Senge, et al., 2005; p. 6). The authors point is that when we look at any living system - whether biological, physical or organizational - "as
a static thing, we are mistaken" (Senge, et al., 2005; p. 6). Change is a given in todays hypercompetitive business environment, yet the
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