Here is the synopsis of our sample research paper on Strategic Human Resource Options for Becton-Dickinson. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
A 14 page paper discussing structural and organizational options for the company that can be provided through Becton Dickinson's HR function. Becton Dickinson is well-respected throughout the world and within its industry, but it found itself extremely shallow in management ability and talent in the late 1980s and early 1990s. This paper is a compilation of four discussion questions based on three Harvard Business School cases discussing Becton Dickinson's HR function and its relationship to the company's strategic vision. Specifically addressed are ways to more effectively approach job evaluation, recruiting potential candidates for upper management and integrating HR effort into stated corporate strategy. Bibliography lists 3 sources. KS-BD.doc
Page Count:
14 pages (~225 words per page)
File: CC6_KS-BD.rtf
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Unformatted sample text from the term paper:
be necessary to break down each position into general areas of responsibility and then explicitly state precisely how much weight each area carries in terms of affecting overall compensation.
Certainly employees are hired at distinct levels and should not regress below the levels at which they entered the company. Neither should employees who are superlative in a single
point of their jobs but deficient in several others be either promoted or praised through compensation without also considering their deficiencies. A better
job evaluation would be one by which employees know exactly what is expected of them. Those organizations using Peter Druckers Management by Objective (MBO) in the late 1980s generally
gained little benefit from the management approach, but they made great strides in aligning their job evaluations to match objectives. Each assigned objective was given a specific weight according
to its importance to the company and its contribution to stated corporate goals. MBO proved to be too difficult for most businesses attempting
to use it, but it did provide a pattern for setting more objective measures for job evaluation. Similar to weighting in college course work - tests may be worth
10 percent of the final grade, a project could be worth 15 percent, and lab work cumulatively 20 percent - job evaluations can be structured so that specific job duties
are weighted in the same way. An individual can perform spectacularly in one or two areas but perform poorly overall; one who can sell himself well often is able
to mask his poor performance. This system is far more objective than some others, and it assures that an individuals full work effort comes under scrutiny.
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