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Essay / Research Paper Abstract
This 15 page paper looks at different aspects of human resource management policies that may be reviewed and updated to bring a firm into the 21st century, considering up to date practices that may be adopted for areas such as compensation and reward, performance management, recruitment and selection, employee relations and HR planning. The bibliography cites 15 sources.
Page Count:
15 pages (~225 words per page)
File: TS14_TErenewHRM.rtf
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Unformatted sample text from the term paper:
organizations are managed is changing, in order to leverage human capital human management practices may be reviewed. When looking at a call centre operation it is often argued that this
is a modern application of Taylorism or scientific management, where the call centre employees are expected to act like cogs in ma machine, constantly answering the calls that are directed
to them, using a formulaic system, often guided by a computer program to answer questions and deal with queries. However, in a call centre there is a potentially great difference
in terms of performance based on the attitude and level of motivation of the staff. Many research articles have indicated that employees that are motivated and feel valued are likely
to be more engaged and give more to their job, both in terms of productivity (Cook, 2008). By looking at a scenario where a HRM situation has been inherited
in a call centre, where the firm specialising in outsourced contracts, the operations are only those providing call centre operations, so there is a limited but specialised scope of operations.
This is also an environment where there is the need for a high number of staff, some of which may have special skills, others may not require special skills and
may receive training internally. The way HRM practices can be adjusted to ensure the firm is brought into the twenty first century, looking at the compensation and reward system, the
performance management, recruitment and selection, human resource planning and conditions of employment. 2. Compensation and Reward System The current system in the call centre is based on an
hourly rate which is the same rate paid by other employers in the area for similar types of unskilled jobs. Holiday payments and legally required benefits are present. When looking
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