Here is the synopsis of our sample research paper on Two HRM Articles. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
This 6 page paper is a review and critique of two HRM articles from the business press. The first article (written in 2005) examines the longer term aspects of finding a good fit and retaining a good fit between employee and organization. The second article (written in 2004) looks at how the emphasise of change and reform in US public sector HRM should change. The bibliography cites 2 sources.
Page Count:
6 pages (~225 words per page)
File: TS14_TEhrmartic.rtf
Buy This Term Paper »
Unformatted sample text from the term paper:
The need to maximize the output from employees has attracted a lot of attention in the business media. One area that has gained a lot of attention has
been the hiring process, with a high level of attention paid to the way an employer can achieve a good fit between the person they hire and the organization. This
article outlines one area where there has been a lack of research, the area of longer term employees. Autry and Wheeler (2005) note that the majority of the attention is
either focused at the hiring or if looking at existing employees it is predominantly focused on new employees. The aspect that is lacking is any consideration of how human resource
management (HRM) policies and the practices of the company impact on the person and organization (P-O) fit. This article looks at the P-O fit and argues there are two
main considerations; the cognitive and the effective components. The authors take two aspects of HRM practice, that of socialization and training which take place. The research is based not
on new employees, but looks at employees who have been with the company for at least six months. It is argued that the measured used by HRM departments will
often have further reaching impacts that initially perceived or even desired. Where socialization takes place there is not only increased familiarization and the development of stringer bonds, this also develops
the employees emotional feelings and impacts on the beliefs the employee has about their colleagues and their employer. This impacts on the way they see themselves within an organization and
relating to their peers and the management team. This is unsurprising as it fits in with general motivations theory and the way in which the human relationships school of thought
...