This 15-page paper discusses skill as an important concept with HRM. The paper examines skill from an employee's point of view as well as an HR manager's point of view. Bibliography lists 5 sources.
Name of Research Paper File: D0_MTskihrm.rtf
Unformatted Sample Text from the Research Paper:
this paper, well alternate between the two of these). The basic concept behind human resources management is that human capital (i.e., employees) can be managed in such a way so
as to provide a strategic and competitive advantage for an organization. Whereas at one point, businesses spent time and resources on capital equipment, these days, those organization participating in HRM
activities are spending resources and time in developing their employees. This makes a certain amount of sense -- employees, after all, are on the front line of a business; theyre
the ones who deal with the customers, theyre the ones who get the work done, theyre the ones who ultimately drive the engine that is the corporation.
The change in workforce policies means, out of necessity, a change in human resource policies as well. HRM is a vastly different concept than simply
administrative functions that human resources used to be known for. HRM, as well see in the next section, is a strategic function of a business -- meaning human resource coordinators,
executives and directors have a hand in, as it was, managing their employees rather than simply hiring them and sticking them in empty slots.
But what drives HRM? Many experts believe that skill is a pivotal point of importance when it comes to HRM. This is true in many ways. First, in
the way of training and developing employees, skill is very important. The best way for employees to improve is to improve their particular skills and attributes.
But it isnt only employees who rely on skill for successful HRM. The human resources personnel -- the folks who both run the department and who