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Essay / Research Paper Abstract
A 3 page paper discussing the business of Hire.com and the manner in which it assists organizations with their HR functions. Association with Hire.com enabled Roche Diagnostics, among others, to reduce costs while improving productivity, a goal of virtually every highly aware HR organization operating today. Bibliography lists 2 sources.
Page Count:
3 pages (~225 words per page)
File: CC6_KShrHire-com.rtf
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Unformatted sample text from the term paper:
achieved that middle ground between keeping all HR activity in-house and totally outsourcing all of it. It is not an outsource service provider at all, but rather assists HR
departments in operating more effectively through using resources not available to the HR department otherwise. There are those who claim that HR is a luxury that businesses can ill
afford; Hire.com assists businesses in making HR a valuable strategic member of the organization. Evolution HRs function in times past was to act
as the first point of contact for job seekers, and it administered employee benefits programs and tracked information such as vacation and sick time available to each employee. When
that was HRs only function, it was indeed a luxury that the business could well do without in times of economic slowdown when the organization needed to reduce expenses.
The value that HR provided was not equal to its cost to most organizations. Two changes occurred that led to drastic changes in
this standard perspective, however. One is that the entire face of business has changed dramatically in the past generation. Every business of every type has been forced to
operate as efficiently as possible, extracting the highest returns possible from its employees and processes. Another is that many large organizations did indeed outsource much of their HR function
in the late 1980s and early 1990s, the setting of the last recession before the current one. The fact that organizations could function
quite well without a formal HR department served as a huge wake-up call for HRM in general. At the time, strategic planning was more of an intellectual and mental
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