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Essay / Research Paper Abstract
A 5 page paper discussing the path by which HRM came to replace the old personnel department. There are those who maintain that Human Resources is obsolete and has no place in today’s organization. Nothing could be further from the truth as HRM continues to make its strategic value known within organizations. The sentiment does hold some truth, however. That truth lies in the statement that the development of HRM has indeed made the old personnel department obsolete. Today’s HR department carries many more responsibilities than personnel departments ever knew. They are strategic partners within the organization and have the responsibility of attracting the best possible candidates, concepts never known in personnel. Bibliography lists 10 sources.
Page Count:
5 pages (~225 words per page)
File: CC6_KShrDevPersonnel.rtf
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Unformatted sample text from the term paper:
are those who maintain that Human Resources is obsolete and has no place in todays organization. Nothing could be further from the truth as HR management (HRM) continues to
make its strategic value known within organizations. The sentiment does hold some truth, however. That truth lies in the statement that the development of HRM has indeed made
the old personnel department obsolete. Historical Context Human resource management only slightly resembles the form it occupied even a generation ago. Then,
it was little more than the record keeping department and that which processed job candidates and those wishing to be job candidates. There was little HR planning then except
in terms of numbers and types of employees needed. Certainly there were few distinctions within the broad categories of unskilled, skilled and management employees.
Today, organizations are forced by market conditions to operate as efficiently as possible, gaining as much benefit from all of the resources available to them as possible.
These resources include their human ones as well, who finally have come to be seen as assets rather than necessary liabilities. HR managers now are privy to strategic planning
within the larger organization, so that HR can plan for the types of individuals it will need to recruit and to retrain those that the organization wishes to retain as
it changes. Technological advances have been such that organizations now have very narrow, specific needs in the types of individuals they need, and HR is charged with finding those
suitable candidates. Today as never before, HR also may be charged with retaining the most talented individuals within the organization. Businesses have
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