Human Resources
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This Internet Guide is based on: Human Resource Management in a Business Context
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Introduction
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Schools of thought. Paradoxically, attempts to define HRM too precisely have resulted in confusion and contradiction rather than clarity. It is evident that defining and accepting HRM comes down to a matter of opinion - or vested interest.
This excerpt from Human Resource Management in a Business Context examines schools of thought in more detail.Essential principles of HRM. A systematic framework designed for Human Resource Management in a Business Context based on the ten 'C' model. (See pages 24-28 and sections in further chapters for detailed explanation). This framework incorporates ten principles, each conveniently beginning with 'C' - in the best management-guru style. In fact terms beginning with 'C' have a considerable track record in HRM (...) The Harvard model has its central four Cs - commitment, congruence, competence, cost-effectiveness - three of which are incorporated in our ten principles. (...) Our ten principles have been chosen because they are all measurable in some way and the essence of HRM lies in the tension and balance between them.
How do we know the HR people are doing a good job? Read HR needs to measure up on HRM Guide AustraliaTry our HR QuizSee also The Harvard Map of Human Resource Management with Beer et al's views on using their 4 Cs framework to evaluate the long-term consequences of HRM policies.
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