Overview of Human Resources Management

Managers have for years proclaimed that an organization's people were its most valuable resource. All too often, however, this statement represented the real extent of top organizational interest in the human component of an organization's resource base. Intensive strategic planning and management was reserved for financial, physical, and technological resources. In the late1970s, however, a widening recognition of the significance of human resources to an organization began to develop (Cherrington, 1983).

Much of the early interest in a transition from the older concept of personnel management to the new concept of human resources management was prompted by declining productivity in American organizations, and the competitive threat of the Japanese. Japanese management became a buzzphrase in American organizations, and Japanese management is, essentially, human resources management (Pascale, & Athos, 1981). As the concept of human resources management gained acceptance in American

1 2organizations, the concept itself was subjected to intensive review and development. One resultwas the recognition that human resource management should be subjected to the strategic planning and manageme

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ning program (McCall, & Lombardo, 1983). Performance appraisal of some type is required. There are many different types of management training development programs. One of the newest and most effective is the assessment center concept (Moses, 1987). The assessment center provides a means of both training individuals for managerial responsibilities, and for selecting those individuals within an organization who have the highest probabilities of attaining success in higher organizational positions (Petry, 1984). Metaanalysis of relevant research indicates that assessment centers are among the best predictors of future managerial success, as well as being an outstanding development technique (Schmitt, Gooding, Noe, & Kirsch, 1984). Assessment centers motivate individuals through confidence instilled through positive accomplishments of managerial tasks 9presented to participants in the asseeement center scenarios. Many of the other outside seminars and programs offered to corporations for management development, however, seek to motivate participants through (1) a religiouslike inspiration, (2) group therapy, (3) meditation, or (4) the conquering of physical tasks not directly associated with enterprise management,su
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Some common words found in the essay are:
Liverpool Wilson, Angle Perry, Noe Kirsch, Rumph Shannahan, Steers Porter, Gerstein Reisman, , MANAGEMENT DEVELOPMENT, MacMillan Schuler, Schlesinger Balzer, organizational commitment, human resources, instrument process, performance evaluation, management development, performance appraisal, angle perry, human resources management, evaluation instrument, resources management, levels organizational, levels organizational commitment, evaluation instrument process, cox kelsey ritchie, kelsey ritchie rumph,
Approximate Word count = 4542
Approximate Pages = 18 (250 words per page)

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