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11 pages in length. Staffing a company with competent, thorough and self-motivating people is a constant struggle for contemporary Human Resources departments; finding qualified employees who are not only knowledgeable but also personable and of the teamwork mindset is almost as difficult as finding that proverbial needle in a haystack. Todays work ethic is severely compromised compared with fifty years ago when doing a good job was as much of a satisfaction as earning a weeks pay. People actually took pride in their work and would not consider giving less than one hundred percent effort. The contemporary workforce, however, is filled with self-absorbed individuals who approach a job with the attitude of Whats in it for me?, leaving HR departments frustrated with the lack of fortitude in todays workforce. However, there are ways to address a situation where perhaps the most perfect candidate has not filled the position, enabling HR managers to mold and guide their staff with communication, solid leadership and an interactive environment to the point where a cohesive alliance is developed. Bibliography lists 1 sources.
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This 16-page paper defines human resources as it exists in corporations today. The essay touches on four areas of HR -- human resources planning, recruitment and selection, training and development and performance management -- and examines performance management in depth. Also covered is how a company should deal with potential conflicts between these areas
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This 7 page paper addresses several specific issues related to HRM. These include why are line managers becoming more involved in HR policy development and implementation; implications of an aging workforce, a diverse workforce and skill deficiencies in the work force; how labor shortage is affecting HRM; internal versus external recruiting; example of HR practice that supported organization strategies and that were not consistent with organization strategies. Bibliography lists 7 sources.
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steps to selecting the right employee; performance management and evaluation; what questions should the human resource manager be ready to answer in a discrimination hearing; what is the relative importance of merit, ability and seniority when promoting an employee; and what is job analysis and what is its value.
Human Resource Management Crisis The one constant in today's challenging business landscape is people. To build a great company you need great people. To get and keep great people you need to build the infrastructure that supports a great company. Thats where Human Resource Management comes in
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