Here is the synopsis of our sample research paper on TRADITIONAL HR VERSUS STRATEGIC PARNTER: COMPARING AND CONTRASTING. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
This 3-page paper compares and contrasts traditional human resources management (THRM) with strategic human resources management (SHRM). Bibliography lists 2 sources.
Page Count:
3 pages (~225 words per page)
File: AS43_MTstrahumr.doc
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Unformatted sample text from the term paper:
"department" is known more for paper-and-pencil pushing than anything else. "Personnel" is the place where applicants are screened for potential jobs; where benefits are determined and awarded and, in a
worst-case scenario, where harassment complaints are dealt with and (hopefully) resolved. Sometimes HR departments deal with diversity issues and manage training and development programs.
This particular area is known as traditional human resource management (THRM) and focuses on issues such as staffing, training, appraisal and compensation - not to mention benefits and,
to an extent, payroll (Chang and Huang, 2005). THRM is considered more a "line" function, rather than a staff or management function. Most firms consider the need for THRM almost
a necessary evil: Dave Ulrich (1998), a writer with the Harvard Business Review, pointed out some years ago that TRHMs beleaguered message is due to the fact that "it is
often ineffective, incompetent and costly: in a phrase, it is value sapping" (p. 124). In pop culture, human resources is also treated with disdain - anyone watching the U.S. television
show "The Office" regularly sees branch manager Michael Scotts obvious disdain and almost hatred toward the offices HR director Toby Flenderson; while in the comic strip "Dilbert," the character of
Catbert is dubbed as the "evil HR director" whose sole mission in life is to create more pressure for and to rain havoc on helpless employees.
But Ulrich doesnt think HR should be done away with, nor does he see HR as a necessary evil. Tather, he points out, HR should help an
organization achieve excellence. To do so, human resources needs to focus on strategy; in other words, become strategic human resources management, or SHRM. The difference between the two is that
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