Crystal Shen
Mr.McCarty
Writing Seminar IV
March 8 2018
Topic: How to maximize the use of human resources?
I.
Introduction
A.
Rational/Background:
1.
Changes in human resources will depend on costs and benefits.
2.
Human resources personnel have the most professional knowledge
and skills.
3.
Human resources is a resource that needs to be used well.
4.
Human resources is one of the most advanced management
techniques.
B.
Thesis Statement: Human resources can determine the company's
benefits. Companies can maximize human resources by hiring the right people,
utilizing worker's talent and skills,and promoting good teamwork.
II.
Section 1: Hire the right people
A.
Let the interviewer have training on human resources.
1.
Human resources personnel have the most professional knowledge
and skills, and the organization that can be located in the interview
needs to be trained by the personnel who are interviewing. These
professional training will yield valuable rewards.(Camp,2011,p.253)
2.
Most people want to help in the hr organization to avoid a lot of
employment discrimination, or other types of problems, including is not
careful to miss doubt qualified candidates may be caused by the lack of an
interview.(Camp,2011,p.254)
B.
Right people will better for the company
1.
The transformation of the human resource factor will depend on the
cost and benefit, to adjust the function of the human resources can reduce
cost, and adjust the core resources to perform key tasks, so that the
organization can use the staff effectively.(Caldwell, 2011,p.173)
2.
Human resource is a special resource, and the company's
corresponding ability in managing resources should be the driving force of
competitive advantage.(PLOYHART, 2011.p.131)
3.
In human resources, resource management and cost human
resource is one of the important functions of management and
organization. It is also related to the management practices and policies of
future human resources.(Døving, 2010,p.295)
III.
Section 2: Utilizing workers talents skills
A.
Management worker's talents skills
1.
Human resources are the creation of unit level resources from
individuals to knowledge, skills, abilities, and other features. This can be
called the origin of cell human resources.(PLOYHART, 2011.p.128)
2.
In the practice of human resources, encouragement and decision
making can be practiced effectively for employees.(Marler, 2012,p.8)
B.
Put the right talents people to fit the right jobs.
1.
The ability of an employee is an intangible asset, but these are
static assets, and the amount of assets depends on the ability of the
company to develop value.(Døving, 2010,p.294)
2.
Human resource is a special resource, and the company's
corresponding ability in managing resources should be the driving force of
competitive advantage.(PLOYHART, 2011.p.131)
IV.
Section 3:Promote good teamwork within the company
A.
teamwork can get more ideas and thinking.
1.
According to the data, combined systems can create more
resources and create more remarkable organizational results than the
human resources of the individual.(Caldwell, 2011,p.171)
2.
In 2007, Pfeffer and Kouzes and Posner discussed the role of
leaders and emphasized that this could be effective in organizing chang
(Caldwell, 2011,p.173)
3.
That is, human capital is only thought to be a valuable resource that
contributes to unit-level performance and associated competitive
advantage (Barney, 1991) when it is relatively unit specific (Barney &
Wright, 1998). Third, the macro literature generally nizes only a very
narrow range of individual level attributes as a relevant source of human.
(PLOYHART, 2011.p.130)
V.
Conclusion
A.
Summarize your thesis : Human resources can determine the company's
benefits. Companies can maximize human resources by hiring the right
people,Utilizing work's talent and skills,and promoting good teamwork.
B.
Implications of your research
1.
Strategic human resources, written by us researchers, is a huge
technological change that raises the education level of the workforce,
greater economic volatility and the ability to maintain global
competitiveness.
2.
In this way, by focusing the individual level KSAOs that lie
foundation of the uni evel human capital resource, our model aligns with
this effort to provide greater insight into where valuable organizational
resource originate and how they are constructed.
3.
Strategic HRM in the United States: Modes of Theorizing strategic
human resource management research rests on cross-disciplinary
foundations from industrial relations, institutional economics, labor
economics, human resources, industrial organizational economics,
organizational theory, and strategic management. Although the discipline
is still evolving, SHRM researchers draw from one of four dominant
theoretical perspectives.
4.
In 1999, an organization was identified, which provided a concept
that cited human resource management systems and the goal consistency
of enterprise strategic resources.
Crystal Shen
Mr.McCarty
Writing Seminar IV
March 8 2018
Topic: How to maximize the use of human resources?
I.
Introduction
A.
Rational/Background:
1.
Changes in human resources will depend on costs and benefits.
2.
Human resources personnel have the most professional knowledge
and skills.
3.
Human resources is a resource that needs to be used well.
4.
Human resources is one of the most advanced management
techniques.
B.
Thesis Statement: Human resources can determine the company's
benefits. Companies can maximize human resources by hiring the right people,
utilizing worker's talent and skills,and promoting good teamwork.
II.
Section 1: Hire the right people
A.
Let the interviewer have training on human resources.
1.
Human resources personnel have the most professional knowledge
and skills, and the organization that can be located in the interview
needs to be trained by the personnel who are interviewing. These
professional training will yield valuable rewards.(Camp,2011,p.253)
2.
Most people want to help in the hr organization to avoid a lot of
employment discrimination, or other types of problems, including is not
careful to miss doubt qualified candidates may be caused by the lack of an
interview.(Camp,2011,p.254)
B.
Right people will better for the company
1.
The transformation of the human resource factor will depend on the
cost and benefit, to adjust the function of the human resources can reduce
cost, and adjust the core resources to perform key tasks, so that the
organization can use the staff effectively.(Caldwell, 2011,p.173)
2.
Human resource is a special resource, and the company's
corresponding ability in managing resources should be the driving force of
competitive advantage.(PLOYHART, 2011.p.131)
3.
In human resources, resource management and cost human
resource is one of the important functions of management and
organization. It is also related to the management practices and policies of
future human resources.(Døving, 2010,p.295)
III.
Section 2: Utilizing workers talents skills
A.
Management worker's talents skills
1.
Human resources are the creation of unit level resources from
individuals to knowledge, skills, abilities, and other features. This can be
called the origin of cell human resources.(PLOYHART, 2011.p.128)
2.
In the practice of human resources, encouragement and decision
making can be practiced effectively for employees.(Marler, 2012,p.8)
B.
Put the right talents people to fit the right jobs.
1.
The ability of an employee is an intangible asset, but these are
static assets, and the amount of assets depends on the ability of the
company to develop value.(Døving, 2010,p.294)
2.
Human resource is a special resource, and the company's
corresponding ability in managing resources should be the driving force of
competitive advantage.(PLOYHART, 2011.p.131)
IV.
Section 3:Promote good teamwork within the company
A.
teamwork can get more ideas and thinking.
1.
According to the data, combined systems can create more
resources and create more remarkable organizational results than the
human resources of the individual.(Caldwell, 2011,p.171)
2.
In 2007, Pfeffer and Kouzes and Posner discussed the role of
leaders and emphasized that this could be effective in organizing chang
(Caldwell, 2011,p.173)
3.
That is, human capital is only thought to be a valuable resource that
contributes to unit-level performance and associated competitive
advantage (Barney, 1991) when it is relatively unit specific (Barney &
Wright, 1998). Third, the macro literature generally nizes only a very
narrow range of individual level attributes as a relevant source of human.
(PLOYHART, 2011.p.130)
V.
Conclusion
A.
Summarize your thesis : Human resources can determine the company's
benefits. Companies can maximize human resources by hiring the right
people,Utilizing work's talent and skills,and promoting good teamwork.
B.
Implications of your research
1.
Strategic human resources, written by us researchers, is a huge
technological change that raises the education level of the workforce,
greater economic volatility and the ability to maintain global
competitiveness.
2.
In this way, by focusing the individual level KSAOs that lie
foundation of the uni evel human capital resource, our model aligns with
this effort to provide greater insight into where valuable organizational
resource originate and how they are constructed.
3.
Strategic HRM in the United States: Modes of Theorizing strategic
human resource management research rests on cross-disciplinary
foundations from industrial relations, institutional economics, labor
economics, human resources, industrial organizational economics,
organizational theory, and strategic management. Although the discipline
is still evolving, SHRM researchers draw from one of four dominant
theoretical perspectives.
4.
In 1999, an organization was identified, which provided a concept
that cited human resource management systems and the goal consistency
of enterprise strategic resources.
Crystal Shen
Mr.McCarty
Writing Seminar IV
March 8 2018
Topic: How to maximize the use of human resources?
I.
Introduction
A.
Rational/Background:
1.
Changes in human resources will depend on costs and benefits.
2.
Human resources personnel have the most professional knowledge
and skills.
3.
Human resources is a resource that needs to be used well.
4.
Human resources is one of the most advanced management
techniques.
B.
Thesis Statement: Human resources can determine the company's
benefits. Companies can maximize human resources by hiring the right people,
utilizing worker's talent and skills,and promoting good teamwork.
II.
Section 1: Hire the right people
A.
Let the interviewer have training on human resources.
1.
Human resources personnel have the most professional knowledge
and skills, and the organization that can be located in the interview
needs to be trained by the personnel who are interviewing. These
professional training will yield valuable rewards.(Camp,2011,p.253)
2.
Most people want to help in the hr organization to avoid a lot of
employment discrimination, or other types of problems, including is not
careful to miss doubt qualified candidates may be caused by the lack of an
interview.(Camp,2011,p.254)
B.
Right people will better for the company
1.
The transformation of the human resource factor will depend on the
cost and benefit, to adjust the function of the human resources can reduce
cost, and adjust the core resources to perform key tasks, so that the
organization can use the staff effectively.(Caldwell, 2011,p.173)
2.
Human resource is a special resource, and the company's
corresponding ability in managing resources should be the driving force of
competitive advantage.(PLOYHART, 2011.p.131)
3.
In human resources, resource management and cost human
resource is one of the important functions of management and
organization. It is also related to the management practices and policies of
future human resources.(Døving, 2010,p.295)
III.
Section 2: Utilizing workers talents skills
A.
Management worker's talents skills
1.
Human resources are the creation of unit level resources from
individuals to knowledge, skills, abilities, and other features. This can be
called the origin of cell human resources.(PLOYHART, 2011.p.128)
2.
In the practice of human resources, encouragement and decision
making can be practiced effectively for employees.(Marler, 2012,p.8)
B.
Put the right talents people to fit the right jobs.
1.
The ability of an employee is an intangible asset, but these are
static assets, and the amount of assets depends on the ability of the
company to develop value.(Døving, 2010,p.294)
2.
Human resource is a special resource, and the company's
corresponding ability in managing resources should be the driving force of
competitive advantage.(PLOYHART, 2011.p.131)
IV.
Section 3:Promote good teamwork within the company
A.
teamwork can get more ideas and thinking.
1.
According to the data, combined systems can create more
resources and create more remarkable organizational results than the
human resources of the individual.(Caldwell, 2011,p.171)
2.
In 2007, Pfeffer and Kouzes and Posner discussed the role of
leaders and emphasized that this could be effective in organizing chang
(Caldwell, 2011,p.173)
3.
That is, human capital is only thought to be a valuable resource that
contributes to unit-level performance and associated competitive
advantage (Barney, 1991) when it is relatively unit specific (Barney &
Wright, 1998). Third, the macro literature generally nizes only a very
narrow range of individual level attributes as a relevant source of human.
(PLOYHART, 2011.p.130)
V.
Conclusion
A.
Summarize your thesis : Human resources can determine the company's
benefits. Companies can maximize human resources by hiring the right
people,Utilizing work's talent and skills,and promoting good teamwork.
B.
Implications of your research
1.
Strategic human resources, written by us researchers, is a huge
technological change that raises the education level of the workforce,
greater economic volatility and the ability to maintain global
competitiveness.
2.
In this way, by focusing the individual level KSAOs that lie
foundation of the uni evel human capital resource, our model aligns with
this effort to provide greater insight into where valuable organizational
resource originate and how they are constructed.
3.
Strategic HRM in the United States: Modes of Theorizing strategic
human resource management research rests on cross-disciplinary
foundations from industrial relations, institutional economics, labor
economics, human resources, industrial organizational economics,
organizational theory, and strategic management. Although the discipline
is still evolving, SHRM researchers draw from one of four dominant
theoretical perspectives.
4.
In 1999, an organization was identified, which provided a concept
that cited human resource management systems and the goal consistency
of enterprise strategic resources.
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