NAME AUTHOR TITLE Y OBJECTIVE METHOD KEY CONCLUSION MARKS

E FINDING
A
R
SYAZIRAWATI Mick Human 2 Main section The main  HRM HRM has HRM has
BINTI Marchington resource 0 which outlines components of  Business been too always been
ISMAIL manageme 1 four connected HR's shift to partners busy trying located at
nt (HRM): 5 arguments look up the  Talent to satisfy the interface
(CB170010) Too busy about how HR is organization management short-term of potentially
looking up in danger of The remainder  Employee performance conflicting
to chasing of this paper engagement goals to forces within
see where rainbows rather now examines  Supply chains notice where organizations
it is going than cementing four different it is .
longer its position components of heading in However, in
term? within the argument the longer- its quest for
organizations. that HR is in term. legitimacy,
danger of losing HRM has
focus and tended
influence. These primarily to
are that HR has: look up the
(a) adopted the hierarchy
narrative and and focus
metrics on narrow
associated with performance
short-term and goals, so
easy-to- neglecting
measure other long-
performance standing
criteria and values and
ignored other stakeholders.
stakeholders; Unless
(b) become HRM
obsessed with reasserts its
the strategic independenc
elements of the e, it is likely
business to wither
partner model both in
and academic
downplayed its and
responsibilities practitioner
elsewhere, circles.
particularly to
employees;
(c) focused
unduly on how
to build top
talent and
develop
charismatic
leaders rather
than trying to
engage all staff;
(d) reinforced
the growing
divisions
between the
terms and
conditions of
core workers
employed
directly by
clients and
those
working for
suppliers.