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Critical review: assessing and seeking the intricacy or discrepancy of ulrich model transforming paradigm in organization human resource

"Human Resource (HR) transformation need to enlargement the influence in an organisation. Nonetheless, regard the admonition; change determinations that focus completely on improving human resource (HR) are bounce to fail. Dave Ulrich is the human resource founder and has qualified with evolvin...

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Main Authors: Saleh, Nor Shela, Yaacob, Hashim Fauzy, Rosli, Mohd Shafie
Format: Article
Language:English
Published: MCSER Publishing 2015
Subjects:
TJ Mechanical engineering and machinery
Online Access:http://eprints.uthm.edu.my/5834/1/AJ%202015%20%2859%29.pdf
http://eprints.uthm.edu.my/5834/
http://dx.doi.org/10.5901/mjss.2015.v6n2p324
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spelling my.uthm.eprints.58342022-01-24T03:06:53Z http://eprints.uthm.edu.my/5834/ Critical review: assessing and seeking the intricacy or discrepancy of ulrich model transforming paradigm in organization human resource Saleh, Nor Shela Yaacob, Hashim Fauzy Rosli, Mohd Shafie TJ Mechanical engineering and machinery "Human Resource (HR) transformation need to enlargement the influence in an organisation. Nonetheless, regard the admonition; change determinations that focus completely on improving human resource (HR) are bounce to fail. Dave Ulrich is the human resource founder and has qualified with evolving the human resource business mate, model and other dominant ideas in books including ""HR Champions"" and ""The HR Value Proposition"". Besides, Ulrich explains the six competencies HR be required to develop to accept the challenges of the worldwide economic crisis, globalisation, technological innovations and other change. His argument about Human resources rises to the people employed by an organization. Quantity the value of human resources verifies difficult due to lack of standard and traditional measures such as those related with permanent and liquid assets. For example, human resource cannot depreciate like physical resources, nor do they reflect the net value of an organization as financial resources accomplish. Human resources are just as important as physical and financial resources. Regrettably, organizational leaders and managers frequently overlook this actuality since human resources not used to reflect the organisation’s achievement." MCSER Publishing 2015 Article PeerReviewed text en http://eprints.uthm.edu.my/5834/1/AJ%202015%20%2859%29.pdf Saleh, Nor Shela and Yaacob, Hashim Fauzy and Rosli, Mohd Shafie (2015) Critical review: assessing and seeking the intricacy or discrepancy of ulrich model transforming paradigm in organization human resource. Mediterranean Journal of Social Sciences, 6 (2). pp. 324-332. ISSN 2039-9340 http://dx.doi.org/10.5901/mjss.2015.v6n2p324
institution Universiti Tun Hussein Onn Malaysia
building UTHM Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider Universiti Tun Hussein Onn Malaysia
content_source UTHM Institutional Repository
url_provider http://eprints.uthm.edu.my/
language English
topic TJ Mechanical engineering and machinery
spellingShingle TJ Mechanical engineering and machinery
Saleh, Nor Shela
Yaacob, Hashim Fauzy
Rosli, Mohd Shafie
Critical review: assessing and seeking the intricacy or discrepancy of ulrich model transforming paradigm in organization human resource
description "Human Resource (HR) transformation need to enlargement the influence in an organisation. Nonetheless, regard the admonition; change determinations that focus completely on improving human resource (HR) are bounce to fail. Dave Ulrich is the human resource founder and has qualified with evolving the human resource business mate, model and other dominant ideas in books including ""HR Champions"" and ""The HR Value Proposition"". Besides, Ulrich explains the six competencies HR be required to develop to accept the challenges of the worldwide economic crisis, globalisation, technological innovations and other change. His argument about Human resources rises to the people employed by an organization. Quantity the value of human resources verifies difficult due to lack of standard and traditional measures such as those related with permanent and liquid assets. For example, human resource cannot depreciate like physical resources, nor do they reflect the net value of an organization as financial resources accomplish. Human resources are just as important as physical and financial resources. Regrettably, organizational leaders and managers frequently overlook this actuality since human resources not used to reflect the organisation’s achievement."
format Article
author Saleh, Nor Shela
Yaacob, Hashim Fauzy
Rosli, Mohd Shafie
author_facet Saleh, Nor Shela
Yaacob, Hashim Fauzy
Rosli, Mohd Shafie
author_sort Saleh, Nor Shela
title Critical review: assessing and seeking the intricacy or discrepancy of ulrich model transforming paradigm in organization human resource
title_short Critical review: assessing and seeking the intricacy or discrepancy of ulrich model transforming paradigm in organization human resource
title_full Critical review: assessing and seeking the intricacy or discrepancy of ulrich model transforming paradigm in organization human resource
title_fullStr Critical review: assessing and seeking the intricacy or discrepancy of ulrich model transforming paradigm in organization human resource
title_full_unstemmed Critical review: assessing and seeking the intricacy or discrepancy of ulrich model transforming paradigm in organization human resource
title_sort critical review: assessing and seeking the intricacy or discrepancy of ulrich model transforming paradigm in organization human resource
publisher MCSER Publishing
publishDate 2015
url http://eprints.uthm.edu.my/5834/1/AJ%202015%20%2859%29.pdf
http://eprints.uthm.edu.my/5834/
http://dx.doi.org/10.5901/mjss.2015.v6n2p324
_version_ 1738581420507398144
score 13.211869

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