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Essay / Research Paper Abstract
This 4 page paper look a the way that human resources is changing in terms of functions, moving towards a more strategic role. The paper explores the modern use of HRM including the role of HRM in the management of outsourcing. The bibliography cites 5 sources.
Page Count:
4 pages (~225 words per page)
File: TS14_TEhrmout.rtf
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Unformatted sample text from the term paper:
the management,. The basic idea behind the main concepts of the early HRM models was that if the performance of the individual was enhanced this would automatically lead to
improvement within the organizational when the performance of many individuals were improved (Becker et al, 2001). However, during the 1990s there was a change in attitude and a shift in
the way HRM was viewed, instead of being seen as only a supportive and administrative department, the role is becoming more proactive and a greater emphasis was placed on the
idea of the ability of HRM to aid a firm with its strategy in a proactive rather than a reactive manner (Frame, 2002).
The human resource department may be seen as a department that manages a type of resource, as firms seek to utilize other resources, such as finance, in a
strategic manner, such as looking for the most advantageous methods of raising capital, or the most benefit way of managing physical resources. If the firm wants to make strategic use
of its assets it makes sense that the human capital in terms of labor and intellectual capital should be maximized. The human
resource management department have a knowledge of the skills, characteristics and the qualities of the workforce, and the way that they may be developed or enhanced.
Strategic human resource management may be seen as an approach or attitude that is adopted to the way that HR functions are determined and performed and
may incorporate a range of factors, including such as recruitment, motivation, performance appraisal, training as well as any of the other HR functions. Instead of the adoption of a singular
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