Here is the synopsis of our sample research paper on An Auto Dealer’s HR Decision: In-House or Outsource?. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
A 6 page paper weighing the question of whether a 70-employee auto dealership should institute an in-house HR department. The paper assesses available options and the shift of HR focus over the years to conclude that yes, the company should implement a new strategic HR function in-house rather than outsourcing mere recordkeeping outside company. Bibliography lists 18 sources.
Page Count:
6 pages (~225 words per page)
File: CC6_KShrIn-House.rtf
Buy This Term Paper »
Unformatted sample text from the term paper:
Taylor KIA, Oldsmobile, Toyota Inc. is an auto dealership with 70 employees and no Human Resources (HR) function. It finds itself facing a decision of whether
to add such a function or outsource it to an HR service provider. Current Situation At present, Taylor KIA, Oldsmobile, Toyota Inc. does
not have a Human Resources department. The general manager selects applications to pursue and provides the initial interview for all positions within the dealership. Applicants for technical positions
such as those in service or body repair are also interviewed by the managers of those departments, but only after the general managers involvement. The managers administrative assistant tracks
work and vacation hours, as well as administers benefits. The dealership has 70 employees, and it has become clear to the general manager
that these administrative duties require enough time that they justify the addition of another position within the company. For only slightly more than the total cost of adding another
employee - when including benefits and payroll taxes - Taylor KIA, Oldsmobile, Toyota has the option of outsourcing all of its HR activities. Recent Transitions
In times past, the HR department appeared from the outside to be only that first hurdle in gaining access to the inside of the organization. It maintained
lists of available positions, and it generally administered employee benefits and kept records on such items as vacation time available, sick days claimed and other such employee-specific information (So long
20th century, 1999; Benefit priorities shift, 2002). From within the organization, HR was that place where managers sent their requisitions for additional employees,
...