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In terms of globalization and growing competitiveness of the market companies need to rely more on skilled and motivated personnel then on technologies and products. Whereas technologies may be stolen and products may be duplicated by competitors the only way to sustain companies' competitive advantage is to invest in its personnel.

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It is clear that performance of each company depends not only on hard work of its personnel, but also on the "human side" of the employees, i.e.: their competence, motivation, attitudes, communication and other variables. Most researchers admit that HRM is the core of company's general efficiency.
In the present project I will analyze the paradigm of HRM in the context of organizational theories, describe the origin of modern HRM and analyze the practice and strategies of effective HRM on the analysis of IBM Corporation.
Also the history of organization is obviously as old as the history of a civilization itself, the history of HRM is much younger. Emerging in 1960s, the paradigm of HRM relied, however, on previous researches and findings of organizational scientists. As Price (2000) believes, HRM "hasn't come out of nowhere" as throughout the whole XX century and even earlier both practitioners and scholars attempted to design the theories explaining human behavior at work and the ways to raise its effectiveness. The findings in the paradigms of group theory, leadership and management, communication and motivation helped development of modern HRM as a single paradigm
The first tentative ideas of HRM date back to the early XX century. These ideas are associated with American schools of management, particularly with F. ...
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