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Essay / Research Paper Abstract
A 4 page paper discussing HR’s role as a full partner in any organization, and how it can function more effectively as a true strategic partner. The paper discusses the benefits of training, development and retention of high-performing employees. Bibliography lists 4 sources.
Page Count:
4 pages (~225 words per page)
File: CC6_KShrStratPart.rtf
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Unformatted sample text from the term paper:
management (HRM) function still carries the same responsibilities it did before the entire face of business changed over the past generation. Rather than being only a clearing house for
r?sum?s and benefits, HRM is now - or should be - a full partner in the organization. Historical Context Human resource management only
slightly resembles the form it occupied even a generation ago (Caudron and Laabs, 1997). Then, it was little more than the record keeping department and that which processed job
candidates and those wishing to be job candidates. There was little HR planning then except in terms of numbers and types of employees needed (Overell, 2002). Certainly there
were few distinctions within the broad categories of unskilled, skilled and management employees. Today, organizations are forced by market conditions to operate as
efficiently as possible, gaining as much benefit from all of the resources available to them as possible. These resources include their human ones as well, who finally have come
to be seen as assets rather than necessary liabilities. HR managers now are privy to strategic planning within the larger organization, so that HR can plan for the types
of individuals it will need to recruit and to retrain those that the organization wishes to retain as it changes. Technological advances have been such that organizations now have
very narrow, specific needs in the types of individuals they need, and HR is charged with finding those suitable candidates. Today as never
before, HR also may be charged with retaining the most talented individuals within the organization. Businesses have found that it is much more costly to replace an employee than
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