英国硕士论文：人力资源中的人员配置和发展
人员配置是人力资源功能的核心。在人力资源矩阵中的人力资源管理中，规划工作设计、招聘和选择的要素列在人员编制类别下。
这里是一个传统的实用主义规划，人力资源经理为他的规划，招聘和选拔过程感到自豪，在案例研究中提出。
工作主要围绕客户服务、包裹收集、配送、车辆维修、会计、法律、营销和人力资源等关键部门展开。
在招聘和选拔过程中，人力资源经理唐•科布(Don Cobb)更看重的是购买人才，而不是培养人才。
英国硕士论文：人力资源中的人员配置和发展
在人力资源矩阵中，发展是关键要素之一。人力资源管理下的发展是指对员工的知识、技能、态度、能力等技能的发展。
根据案例分析，人力资源经理唐·科布(Don Cobb)认为，购买人才比在公司内部培养人才更容易。事实上，他认为在内部培训和开发是浪费每个人的时间和公司的钱。
人力资源经理的态度表明，他不相信人力管理最佳实践的当代研究。他相信人是可以被收买的，这使得公司成为一个更以奖励和补偿为导向的激励型公司。
英国硕士论文：人力资源中的人员配置和发展
Staffing is the core of the Human Resources functionality. The HRM in the HR matrix, the elements of planning job design, recruitment, and selections is presented under the staffing category.
A traditional pragmatic planning is present here, the HR manager is proud of his planning, recruitment and selection processes as presented in the case study.
Jobs are designed around the key departments of customer service, parcel collection, distribution, vehicle maintenance, accounts, legal, marketing and human resources.
In recruitment and selection processes, Don Cobb, the human resource manager believes more in buying of talent rather than building talents.
英国硕士论文：人力资源中的人员配置和发展
In the HR matrix, development is one of the key elements. Development under HR refers to the development of the skills of employees, such as their knowledge, technical skills and their attitudes and abilities.
According to the case study, the HR manager Don Cobb believes that it is easier to buy of talent than to make them in house. In fact, he considered in house training and development as a waste of everybody’s time and the money of the firm.
The HR manager’s attitude indicates that he does not believe in the more contemporary research on best practices in people management. He believes people can be bought and this makes the company a more rewards and compensation oriented motivational company.
