In conclusion, Hammonds contributes, as corporations outsources the “administrivia” or the transactional prospect of Human Resource management, professionals of HR are not prepared to carry off what is left behind –value addition and adding to the corporations’ strategically objectives and bottom line.
Strategies to improve Human Resource Department’s value to the organisation
1. Internships and Training
It is not inevitably an assurance that a prospect who headed best in the recruitment practice is the finest in executing a corporation’s affairs. Fresh Individuals require orientation of the organization’s affairs and can as well amend some amount of lacking that these fresh individuals might have in reference to their skills. Aim of positioning them on internships is this. (Norbert, 1967)
Training is as well crucial for staff persons who are functioning in the corporation for a longer period of time. This is particularly so in the aftermath of technical progressions, legal alterations and alterations in service deliverance. It is significant for a corporation to conserve with industry movements or it confronts the trouble of getting outdated; particularly in the setting of growing competitive environment.
Training requirements not be confined to betterment of skills; betterment of attitudes as well involved. These are generally determined by attending of seminars and additional patterns of conversations. Training as well increase employee’s motivation and feeds them that additional hike of power required to get them throughout with difficult times in their job. All mentioned above responsibilities are directed beneath the Department of Human Resource since they are the persons that will decide the requirement of training, when, where and who needs the training. This feature is a for certain to ameliorate worth of the HR Department in the corporation.
总之，哈蒙兹的贡献，为企业外包的“新闻”或交易前景的人力资源管理，人力资源专业人士并不准备把剩下的——加值和增加企业的战略目标和底线。
提高组织的人力资源部门的价值策略
1实习和培训。
它并不必然保证前景最好的招聘负责人的做法是在执行公司事务的最好的。新鲜的个人需要组织的事务也可以修改方向和一定数量的缺乏，这些新鲜的人可能在参考他们的技能。这是目标定位在实习。诺伯特1967。
培训以及关键人员的运作公司的更长的一段时间。这是特别是在技术进步后，在法律的改变，改变服务的拯救。它为公司节约工业运动也面临越来越过时的问题是重要的；尤其是在竞争日益激烈的环境设置。
培训要求不限于改善能力；改进的态度和参与。这通常是通过参加研讨会和对话的附加模式确定。培训和提高员工的动机和饲料他们需要让他们在他们的工作在困难时期的功率附加远足。所有上述提到的职责是指导下的人力资源部门的人，因为他们将决定培训，要求时，在哪里和谁需要培训。此功能是一个特定的改善值得在公司人力资源部。
