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Essay / Research Paper Abstract
This 5 page paper considers how the role of the human resources department and the human resource manager may be seen as one of strategic importance. The writer explains how HRM functions cross over with the more general strategy functions and gives examples of HRM strategy aiding the development or achievement of wider company goals. The bibliography cites 3 sources.
Page Count:
5 pages (~225 words per page)
File: TS14_TEstrhrm.rtf
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Unformatted sample text from the term paper:
capital can be key to a successful company, with the HRM department as central to this approach. This can be seen in talking to individuals who have been in the
HRM field for a long period of time. There is a general agreement now that the HRM department is now more involved in the strategic as well as managerial
fruitions of the business. The main role may still be the hiring firing and training of staff, but the way in which this takes place has changed, with a greater
emphasis on working with employees when they are with the company, not only through direct training, but also with motivation aided by communication. Whilst the responsibilities have increased so has
the administrative burden, not only as a result of the increased responsibility, but also as a result of increased legislation. However, the role is now more proactive rather than responsive.
Any business will have numerous goals. These may be complimentary or contradictory, however, it will not be possible for a company to realise all the goals it would like
to achieve. For example, increased training and motivation, greater productivity at the same time as reducing short term costs may not be viable. The human resources department is a department
that can help to maximise one of the most important resources; human labour, in order to facilitate many of the goals, from recruitment of the right staff though to training
and development to facilitate the development or the maintenance of a competitive advantage. Moreover, just like an organisation needs to prioritise its goals, realise opportunity costs and aspect that not
all idealistic targets can be reached, the human resource department all has the same constraints and as such the role is also one that juggles the different requirements. One
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