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| Topic: |
Business
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| Number of pages / Number of words: |
9 / 2314 |
Essay's paper body
In their rhetoric, organisations advocate a ‘soft’ approach by speaking of employee development and commitment, but the reality faced is often restricted to an improvement in the bottom-line results (Truss et al, 1997, 53) with the “interests of the organisation always prevailing over those of the individual†(Hammonds 2005, 15)...
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It is agreed that HRM should consider its bottom-line affect, but it should never adopt a cost cutting approach to the detriment of an employee’s effectiveness (Hammonds 2005, 15). Reducing expenditure on remuneration practices, for example, could lead to an equity imbalance between the outcomes an employee receives when compared to their idea of personal worth (Hitt 2007, 209)...
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