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Essay / Research Paper Abstract
This 5 page report discusses several different human resource models and briefly discusses their effectiveness and strengths. Establishing a pre-determined (yet flexible) set of procedures for dealing with the everyday challenges presented in the human resource environment allows for a greater level of understanding, compliance, and support of any organization. Bibliography lists 6sources.
Page Count:
5 pages (~225 words per page)
File: D0_BWausHR.rtf
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Unformatted sample text from the term paper:
The management of the many human factors of business and industry is no exception. Employers must adhere to government guidelines ranging from hiring practices to the accessibility of the
workplace for those with physical handicaps. In addition, the modern worlds constant employment turmoil -- the widespread practices of downsizing, re-engineering, employee empowerment, peer review, and more, it appears that
at least every year, if not every month there is a new and popular "flavor of the month" in the world of human resource management. Peak (1997) points out that
the current trend in human resources mimics the popularity of the trend to simplify and make common sense a priority at home, with children, as a consumer and as an
employee or an employer (pp. 26). In fact, the return to human resource programs that promote hard work, and are basically employee centered, are once again becoming popular for
organizations seeking to maximize the companys competitive strength as well as the efficiency of its employees (pp. 26). Value of Human Resource Models Establishing a pre-determined (yet flexible) set of
procedures for dealing with the everyday challenges presented in the human resource environment allows for a greater level of understanding, compliance, and support of a companys way of dealing with
people and assuring a high degree of responsible and ethical behavior. Often, such procedures are based on a specific model of human resource practices or theories. For example, "Competency Modeling"
has received a great deal of attention since it has come to be used as a measure for job performance analysis and outcomes, as well as a means through which
there are specific and measurable criteria that may be applied to determine if an employee meets necessary standards. It is of particular value in terms of production and manufacturing applications.
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