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Managing a Human Resources Department, 2007.
An analysis of the effective management of a human resources department.
3,876 words (approx. 15.5 pages), 17 sources, MLA, $ 106.95
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Abstract
This paper discusses how the human resource assets of the company are intended to be managed, including the human resource department staff and the senior line managers. It is written from the point of view of the director of the human resource department. The paper discusses strategic human resource management, human resources planning, job analysis, compensation system design, equal employment opportunities, human resources development initiatives, recruiting and benefits administration.
Table of Contents:
Review and Discussion
Strategic HRM
Human Resources Planning
Job Analysis
Compensation System Design
Equal Employment Opportunities
Human Resources Development Initiatives
Recruiting and Benefits Administration
Conclusion
From the Paper
" While the experts may not agree on the best approach, everyone agrees that it costs a lot of money to successfully recruit and train any new hire just as it costs less to keep an existing customer than it costs to find new ones; therefore, to the extent that this HR function is managed effectively is the extent to which the company will realize some important cost savings as well as improve its employee turnover, absenteeism rate as well as the costs associated with further recruiting and training requirements. Likewise, benefits administration, as a component of the overall compensation system design, must become more cost effective. Many companies have realized significant cost savings by outsourcing their benefits administration function, and at the risk of losing valuable corporate "turf," it is the incumbent's recommendation that our company also outsource this function."
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The Human Resource Department, 2007.
This paper discusses the human resource department and its function of creating and controlling the quality of work life (QWL), which individuals enjoy in a company especially in the areas of ethics, laws and discrimination.
3,540 words (approx. 14.2 pages), 7 sources, APA, $ 99.95
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Abstract
This paper explains that, since the human resource department often makes the rules, it needs to be sure that these rules are the most current, given that local, state and federal laws change frequently. The author points out that generational differences and the way that individuals are being taught are affecting how human resource departments react to and deal with issues that they had previously not suspected would concern them. The paper stresses that, if no trust exists between the human resource department and the employees at all levels, violations of ethics and other problems will often go unreported for fear of losing one's job, which, in turn, will greatly lower the quality of work life (QWL), which employees want and deserve.
Table of Contents:
Introduction
What is the Human Resource Department?
How Human Resource Personnel Affect the Company's QWL
History and the Human Resource Department
Human Resources and Changing Times
The Bridge between Employer and Employee
Affirmative Action and Discrimination
Conclusion
From the Paper
"There have been different eras in politics throughout the years that this country has been around. Politics often greatly affects the Human Resource department of any company because it affects the rules and regulations that companies have to abide by. The poor reaction to Big Government that was going on in the 1980s is only one example of the political upheavals that have been faced in the not too far distant past. It may seem odd that what happens in the political arena would affect what happens in the Human Resource departments of companies."
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Strategic Management of Human Resources, 2007.
An analysis of the role of performance management within the human resource department's strategic management for an organization.
1,750 words (approx. 7.0 pages), 5 sources, MLA, $ 56.95
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Abstract
This paper discusses strategic management, particularly performance management in the human resources department of an organization. It discusses the importance of learning and development for the success of performance management. The paper then describes the roles of coaching, goals, competences and competencies in creating a performance management system. The paper finally discusses the importance of communication in human resource management.
From the Paper
"Relationship management is then integrated with performance management. While this makes the process much more complicated than the traditional business model, where the autocratic manager would give orders and expect to be obeyed without question, it is also a more effective way of managing performance. Effective relationship management results in a more pleasant work environment, which in turn is conducive to a higher level of performance. Such an integration of strategic human resource management with performance management systems, if handled correctly, can therefore be highly profitable for a business and result in goals being reached within the optimal time frame."
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The Human Resource Department, 2005.
This paper discusses the roles and responsibilities of Human Resource (HR) departments, which are now strategic partners within an organization as the purveyor of the most important asset a company controls, the human asset.
2,170 words (approx. 8.7 pages), 14 sources, APA, $ 67.95
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Abstract
This paper relates that the main objectives of the new HR department of a modern business is to maintain a qualified workforce, attract and retain the best employee and build a work environment in which the worker thrives and grows. The author points out that HR departments are increasingly realizing the need to review succession planning in the organization to ensure that critical positions in the organization always have trained and knowledgeable employees undertaking the task. The paper relates that the implementation of new ideas and evaluations of worker feedback can help make the organization more productive and efficient; HR departments are able to channel this information back to the functional departments where they can create the best results.
Table of Contents
Introduction
Discussion
Human Resource Planning, Recruitment and Selection
Human Resource Development
Compensation and Benefits and Worker Performance
Conclusion
From the Paper
"The culture of the organization is also an important aspect that the HR department needs to understand. Ensuring that the culture and the work ethics of the workers selected for the company understand and fit together well is important. Human relationships especially in the work place are complex and the dynamic that exist between worker and management or between worker and another worker cannot be easily compartmentalized and segregated by the manager overseeing the operations in the organization. "
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Line Managers in Human Resource Development, 2005.
A critical analysis of the implications of devolving human resource responsibilities to line managers.
3,153 words (approx. 12.6 pages), 36 sources, MLA, $ 91.95
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Abstract
This paper evaluates the notion that human resource development is rapidly being devolved in the hands of line managers rather than the traditional approach of the human resources department taking up the whole responsibility. It also evaluates the pros and cons of this devolvement by analysing the increasing responsibilities of both line and HR managers and critically examines the capabilities of both of them.
From the Paper
"HRD function has come a long way from its orthodox approach where it was regarded as operational, educational in orientation, subject matter driven, jug and mug type trainer role and passive transfer of knowledge (Bratton and Gold, 1994) to a more competency-oriented perspective which includes employee, self-managed, career and organisational development (Bristow and Scarth, 1980), where it acts like a facilitator (Buckley and Caple, 1995), involving line managers and other stakeholders in the process (Sloman, 1994). Line functions are perceived as customers and the HRD function will often have an independent existence (Stuart and Long, 1985)."
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Human Resource Departments, 2002.
Post-Sept 11 effects on employment policies.
2,400 words (approx. 9.6 pages), 6 sources, $ 89.95
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Abstract
This paper traces the effects of the post-Sept 11- usiness scenario for human resource departments and how they have survived the recession.
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Human Resource Management, 2004.
Examines the importance of the human resources manager and human resources department in today's changing business world.
2,907 words (approx. 11.6 pages), 17 sources, MLA, $ 86.95
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Abstract
Organizations are changing. Previously, human resources (HR) did not rise above the position of an administration and clerical department. The HR department?s functions have changed; HR takes on more duties and responsibilities than in the past. This paper shows that the HR department is becoming a strategic partner for the organization, as it is a purveyor of the most important asset a company controls, the human asset. More than any other resources, humans ultimately come to represent the new competitive edge for a corporation. The paper examines the role of the HR manager, his/her changing role in America's work force, and expected roles in the future.
Paper Outline
The Human Resource Planning Model for the US
The Organizational Socialization Process
Challenges that Human Resource Departments Will Face in the Future
Conclusion
Bibliography
From the Paper
"Sensitivity to issues of gender, race, culture and religion are becoming increasingly important to organization. The ability of an organization to accept new ideas and change or modify the existing attitudes of the company helps the organization grow. This was especially noticeable when the disabled and disadvantaged workers entered the workplace in increasing numbers. Many organizations in today?s market place encourage individuals to have their own style and attitudes as long as they are within the main acceptable codes for the overall company. The HR departments of many organizations have, over the years, used many of these ?soft? measures to improve the organization as a whole. An individual?s traits also play an important role in the encounter stage."
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Human Resource Management, 2002.
This paper discusses the importance of human resource management and focuses on some very essential tasks and responsibilities of the human resource department.
3,190 words (approx. 12.8 pages), 8 sources, APA, $ 92.95
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Abstract
This paper discusses the growing significance of human resource management and focuses on different roles and duties assigned to HR managers. The American workforce is unique in its characteristics and is therefore more complex than workers in other countries. This distinctive and diverse workforce requires a very well organized and highly sophisticated human resource management team.
From the Paper
"The American corporate world is facing serious challenges currently and productivity has become a grave problem for most of the firms in the United States. While we can attribute these challenges to the current slow down in the economy, it is important to understand that internal forces are equally responsible for lower productivity and efficiency, which is resulting in massive annual losses for both large and small firms. The economy is faced with a recession like situation where lower productivity and lower revenues are common issues being tackled by all firms. But here we need to understand that the companies, which will eventually come out of this negative situation intact, would be the companies with best and most sound internal forces."
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Human Resources Management, 2005.
This paper discusses in detail the various activities of human resources management such as recruitment, training, performance, job analysis and work environment.
5,730 words (approx. 22.9 pages), 18 sources, MLA, $ 138.95
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Abstract
This paper explains that the first step in a human resources management policy is that of the recruitment of the company's employees and details this procedure. The author stresses that certain legally approved policies have to be kept in mind by the human resources department while selecting and hiring candidates for any post within the organization. The paper relates that a proper job analysis reveals the real reason for the job, the functions the employee must perform in this job, the setting in which the employee must work, and the qualifications that the employee must possess in order to carry out his duties efficiently.
From the Paper
"The purpose behind the entire process of recruitment and selection is to hire as well as to maintain a good workforce within the company that would bring immense benefit for the company in its working. The various core values of trust and co-operation and teamwork discipline and the staff of a company will maintain the maintenance of integrity and professionalism if the recruitment process has indeed been carried out well. Recruitment can also be of another method that of promotion of a person within the company to a higher rank than that he was in before. This decision ill have to be taken by the management of the company well in advance so that time will not be wasted on unnecessary recruitment processes. Another method would be that of 'lateral transfer' from within the company. Candidates can also be selected from a currently eligible list of people maintained on the company's database, and an eligible person can be chosen from among the persons on this list."
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Human Resource Management, 2008.
A functional and theoretical overview of human resource management (HRM).
6,320 words (approx. 25.3 pages), 6 sources, APA, $ 147.95
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Abstract
This paper explains that a key activity of the human resources management (HRM) function is deciding what staffing is needed. The paper describes many of the activities of this department and the supporting managerial theories. The paper differentiates between HRM, a major management activity, and human resource development (HRD), a profession. The author explores the tremendous changes over the past 20 to 30 years in the HRM function and HRD profession. Includes several illustrations.
Table of Contents:
Executive Summary
Introduction
Definition and function of Human Resource Management
Torrington and Hall define personnel management
Frederick Taylor, Hugo Munsterberg, Mary Parker Follet, and Elton Mayo. Hawthorne studies
Global village
Global work force
Cultural Environments
Ethical issues
The Psychological Contract
Re-engineering
Rethink
Redesign
Retool
Job design
Summary
Appendix
Functions of Human Resource Management
Communication between organization Issues and HRM
Roles Played by HR department
Competitive Advantage of HRM
Responsibilities Carried out by HRM Department
Objectives of HRM
Resource Acquisition
Resource Management
Resource Disposal
Topical Issue
Retaining Staff
The Planning Process
Costing Human Resource Requirements
Safety and Health
The Hiring Process
Maslow's Hierarchy of Needs
Maslow Hierarchy of Needs and Herzberg's Motivation-hygiene Theory
Nature of Job Design
Job enlargement
Job enrichment
Job Rotation
Model for an enriched job
Leadership Effectiveness
From the Paper
"The global work force has been changing dramatically. For example, in the U.S. it is more diversity racially, women are in the labor force in much greater numbers than ever before, and the average age of the workforce is now considerably older than ever before, and the average age of the workforce is now considerably older than before. As a result of these demographic shifts, HR management in organization has had to adapt to a more varied labor force both externally and internally and HR professionals must ensure that work/family programs are designed and implemented in a way that recognizes employees have "outside lives" and different values and needs."
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The Homeland Security Department: Human Resource Implications, 2002.
An examination of the proposed Homeland Security Department for the federal government from the aspect of human resources.
2,100 words (approx. 8.4 pages), 6 sources, MLA, $ 65.95
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Abstract
This paper examines the human resource criteria for the proposed federal agency, The Homeland Security Department. It looks at the history and characteristics of the merit system, as well as considers the political environment and the history of the debate and the Civil Service Reform Act of 1978.
Table of Contents
1. Introduction
2. History of The Merit System
3. Characteristics of the Merit System
4. Merit System Reform Human Resources and the Homeland Security Department
5. Reactions to the Homeland Security Department
6. Bibliography
From the Paper
"Debate is currently underway in response to a proposed bill calling for the creation of the Homeland Security Department. This department is designed to integrate the various federal agencies that contribute to national security. One cause of debate is the human resource implications of the new system. This system asks for a flexible approach to human resources, but as will be seen, this is not a new concept. Human resources in the public service has been an issue for decades, yet for the last century the public service has been based on a system known as the ?merit system.? "
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Human Resource Management, 2007.
An examination of the new functions of the human resource department, specifically recruitment.
1,365 words (approx. 5.5 pages), 5 sources, MLA, $ 45.95
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Abstract
The paper discusses how, in the realm of human resources (HR), there are numerous issues that the HR department must address when hiring a new employee. The paper examines how a successful recruiting program needs to serve many, and sometimes conflicting, goals. The paper further examines how, in order for the organization to improve its performance and create competitive advantage, human resources must focus its attention on a new set of priorities. These priorities are more business-issue oriented, and less oriented to the traditional functional HR specialties such as compensation, benefits, staffing, and appraisal.
From the Paper
"In developmental organizations, human resource planning, recruiting, and selection determine the quantity and quality of human resources needed to foster organizational renewal and enhance competitive readiness. Thus, human resource professionals and organizational leaders engage in a series of related steps to guarantee that appropriate human resources are identified, recruited, selected, and developed."
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Human Resource Management, 2004.
Discussion and analysis of some of the problems that the human resource department of a company will have to face when major structural changes are implemented.
2,212 words (approx. 8.8 pages), 10 sources, APA, $ 68.95
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Abstract
This paper looks at some of the difficulties a company may face when there are different departments with different grades of workers who work together, but who do not work under common policies and operating principles. The paper also examines how this situation can give rise to problems with motivation and then examines the issues that human resources and the different departments must consider before any major structural changes are made.
From the Paper
"The goals and objectives of the organization should be the main driving force for the organization. (Morgan, 1998) The ideal utilization of every resource is important for the organization to function smoothly. The human element in any organization provides the maximum variance. It also requires the most attention in the organization. When the department in which both categories of workers are employed cannot define common policies for both grades of workers, the motivation of the workers may be affected. When situations like this occur in a work environment, it can create confusion and discontent among the workers."
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Case Study: Human Resource Management, 2007.
This paper analyzes the case of human resource management (HRM) at XYZ, a fictional company, particularly in the area of performance appraisal.
1,945 words (approx. 7.8 pages), 13 sources, APA, $ 61.95
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Abstract
This paper explains that, over the last two decades, the importance of the functions and activities of human resource management (HRM) has increased manyfold through its ability to assist greatly in the performance and effectiveness of organizations. The author points out that the fictional company XYZ needs to have a separate human resources (HR) department manned by HR specialists who have the desired skills and knowledge necessary to undertake all tasks required in today's competitive market. The paper stresses that the size and organization of this department should be appropriate to the needs of XYZ. The author relates that performance appraisals provide information upon which promotion and salary decisions can be made and provide an opportunity for managers to review the subordinate's work-related behavior.
Table of Contents:
Introduction
What is HRM?
Role of HRM in Organizational Goals
Industrial Relations at XYZ
Human Resources and Industrial Relations
Management of Employees Relations at XYZ
Performance Appraisal System at XYZ
Definition of Performance Appraisal
Steps Involved in Performance Appraisal
The Organization and Effective Performance
Conclusions
From the Paper
"Industrial relations tend to have a collective approach in the organization; whereby, the need for a trade union is much highlighted. The nature of the work climate has a direct impact on the viability of many human resource management activities. Where the climate is negative and the union strong, a company may not be able to perform various activities without the union consent. Such situations can foster a feeling in some managers that workplace relations are 'too hard'. This, in turn, produces managers who do not give priority to human resources, ..."
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Human Resource Management in the 21st Century, 2001.
This paper discusses the issue of human resource management in the 21st Century while also providing a history of this practice.
3,100 words (approx. 12.4 pages), 17 sources, $ 90.95
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Abstract
This paper traces the history of human resource management leading to the modern day. It examines the difficulties and challenges which are faced in this profession as well as the conveniences which are experienced due to breakthroughs in technology.
From the paper:
"In today?s ever-changing business world Human Resource management is an integral part of a companies success or failure. Human Resources departments ?balance the demands of several different roles: business partner, internal consultant, operational and administrative expert and both employee and employer advocate.? (Brown, 1998, para 8)
"The modern ideas of HR management have their roots in early 20th century theorem and New Age innovation. The managing of people, as a resource vs. just personnel is an improvement pioneered in the latter half of the past century. Differing schools of thought exist on the best way to achieve HR enlightenment. Some value structures while others take a more free form approach. Whatever the dogma, the ultimate desired end result is a competitive advantage over the competition and staying power in a volatile business environment."
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