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Essay / Research Paper Abstract
This 7 page paper provides an overview of some factors in human resource planning that can influence the ability of an organization to achieve its strategic objectives. Bibliography lists 9 sources.
Page Count:
7 pages (~225 words per page)
File: MH11_MHHRPlan.rtf
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Unformatted sample text from the term paper:
organizational strategic objectives. Human resources management and planning not only provides a basis for supporting employee moral and satisfaction, creating an avenue for improving productivity, but also shapes the
focus of the organization and directs communication processes. The emphasis on effective human resource planning and management, then, is fundamental to the successful organizational structure. Human resources managers have
struggled with efforts to improve performance in the workplace setting. It has readily been recognized that improving performance outcomes is not generally a product of implementing performance appraisals or
punitive efforts to determine increases in employee outcomes (Luthans et al, 1999). Instead, evidence suggests that improvements in job satisfaction and employee moral are the best methods of improving
performance. Employee satisfaction and improvements in employee moral, though, are complex issues. A number of different types of human resource management systems have been put into place
in an effort to improve employee satisfaction and improve the outcomes of the organization, including the implementation of technology to improve communications and the introduction of protocols that determine job
requirements for particular positions, in efforts to clarify roles in the workplace setting (Baird, 1988). Even in the midst of these efforts, the problem of low employee morale is
a problem that can negatively impact productivity, team integration and departmental effectiveness (French, 1987). Low employee morale takes on a number of different forms, and can seriously impact retention rates
and overall performance, especially in industries that require a highly-skilled workforce. Resistance to change is often the seed of discontent, and becomes a means through which employees voice their
dissatisfaction within the organizational setting. One of the most significant issues relative to employee discontent is that workers often feel out of the decision "loop" and resent feeling forced
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