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Essay / Research Paper Abstract
This 25 page paper is written in two parts. The first part of the paper examines the difference between human resource management and personnel management. This includes the roles and objectives, but also the perspectives and attitudes that accompany the differences. The second part of the paper then looks at international human resource management and the qualities and characteristics that are required of a manager to become a successful intentional human resources manager and the types of adaptations and skills that will be needed to deal with the different cultures and practices. The bibliography cites 20 sources.
Page Count:
25 pages (~225 words per page)
File: TS14_TEhrmper.rtf
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Unformatted sample text from the term paper:
manager hired and fired employees thought to today where duties may be seen as more wide ranging. However, the field of managing people has changed, and many companies now have
a human resource department in place of a personnel department. Often personnel management and human resources are used as interchangeable terms, and there are some very large areas where they
are both relevant. However, in looking at these terms we may argue that personnel management is only a small part of human resource management. We may also argue that personnel
management may be more akin to scientific management and the treatment of individuals more like parts in a machine, whereas human resource management may be seen as a more humanist
approach, that has an holistic approach that takes into account a stakeholder approach and includes issues such as motivation and the psychology of the employer employee relationship. We will argue
that human resources may be seen as linked to social man, whereas personal management, with its more limited approach looks to the ideas of economic man. The job of
the personnel manager is broad. If we consider this role first we may then move on and look at the differences with human resource management. The first role of personnel
management may be seen in the recruitment of staff. It is in this that we will see this also has a need for recognising the role of psychology. The recruitment
may be seen as recruiting individuals to work for the company, or by the way in which there is a role for personnel to assess current employees for new roles.
The aim is for the department to put the right people in the right jobs for the increased and continued efficiency of the company, whilst abiding by company policy as
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