essay questions on human resource management

119 Human Resources Essay Topics & HRM Research Topics

Are you looking for human resources essay topics? Our extensive list of research topics in human resources management is made especially for HRM students! You can use these trending ideas for inspiration when writing your human resources essay, research paper, or research project.

🏆 Best Human Resources Essay Topics

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• Google HR Practices & Google HRM
• Human Resources Management in Google
• Ratio-Trend Analysis in HRM: Example & Techniques
• Role of Department of Marriott Human Resources for Employees
• Google Company: International Human Resources Management
• The Role of HRM in Career Management
• Human Resources Management and How It Is Affected by Globalization and Technology?
• Human Resources Management: External Influences Like any sphere of management, human resources management can face external influences. There is a wide range of such influences, including political, economic, and social.
• Selection Process in Human Resources Management The selection process presents the complex chain of actions that companies have to make in order to hire people. It involves many stages to select an employee.
• Connection of HRM and Legal Environment The paper states that HRM is affected by the legal environment in which it operates. HRM follows the rules and regulations of its organization.
• Healthcare Human Resources Management and Changes Human resource management is a vital emphasis of management in organizations. This essay explores the significance of HRM in the context of the health care industry.
• Chinese Bank’ Human Resources Management The paper analyses HRM through an examination of new approaches, recruitment and selection, monitoring and rewarding at the Industrial and Commercial Bank of China.
• Peter’s Pizza Restaurant: HRM Overview This paper gives a short overview of the current state of employees at Peter’s pizza and gives recommendations on how to improve and retain the human resources at the restaurant.
• Human Resources Management: Job Analysis and Job Descriptions The most fundamental building block of HRM, job analysis, is a systematic way of collecting and analyzing information concerning the jobs’ context, content, and human requirements.
• Human Resources Management in Projects Team leaders should ensure they understand their team so that they can have responsive motivational policies and strategies.
• H&W Produce Firm’s Human Resources Management This paper aims to use the results of a job analysis for the position of “salesperson” at the organization H&W Produce to draft a new recruitment and selection program.
• HRM Strategies and Psychological Atmosphere of the Team The HRM rules and principles are regarded as the coherent approach to the management the most valued principles of team activity within any organization or company.
• Theories and Practices of the Compatibilities Within Diversity, Equality and HRM The following paper shows a critical analysis of theories and practices of the compatibilities within diversity, equality and HRM.
• Irish Healthcare System: HR Management and Financing The management of the healthcare sector requires using not only adequate leadership practices and approaches to monitoring employee performance.
• Human Resources Management in Global Business All HRM practices, including staffing, training, and development, should align with the venture’s overall business strategy.
• Business and Economics: Intercontinental Human Resources Management MNCs live in a dynamic and uncertain context, which calls on them to focus on intercontinental human resources management (IHRM).
• HRM Software for Business and the Affordable Care Act The Affordable Care Act has its strengths, as well as weaknesses. The reason for it is the complexity of the law, which causes different challenges.
• HR Management Skill Set in Health Care It is necessary to note that an HR manager is expected to have an outstanding knowledge of the industry, and some aspects are incredibly valued by employers.
• Legal Aspects of Human Resources Management The paper discusses such legal aspects of HRM as union solicitation, alleged discriminationreviewsarassment, state remedies, etc.
• Developing as an Effective HRM HRM should be knowledgeable in workplace psychology and approach communicating successfully with a diverse range of people.
• Bushwood Count: Strategic Human Resources Management and Leadership As the labor markets get more and more competitive, Human resources become a key determinant of how successful business is going to be and how long it will last.
• HRM Importance for a New Healthcare Organization Healthcare facilities that operate as businesses need Human Resource Management to ensure sustainable and efficient operations.
• Human Resource Practices and the Managerial Activities in the HRM The article is found to be a good one as it covers in-depth analysis of the human resource practices and the current trends.
• Human Resources Management and Organizational Culture Organizational Theory and studies focus on the systematic explorations of and analysis of how people as individual and as groups function within organizational operational frameworks.
• HRM Strategy: Agency Carers’ in London The aim of the research is studying variables such as nurses, working conditions, career growth, remuneration, age, and the duration of workforce on their impacts on the turnover.
• Best Practices in Business and HRM This paper examines the concept of “best practices” in HRM and the benefits and limits of their applicability within the scope of for-profit and non-profit organizations.
• Computer Zone Company’s Human Resources Management Human resources management is one of the core aspects that can affect the development of organizations. This paper includes a brief analysis of the issues Computer Zone, Inc. has to address.
• Personnel and Human Resources Management Human resource management arm of an organisation has the responsibility of developing an organisation’s workforce to enhance productivity through training and development.
• Healthcare Technological Trends and HRM Strategies Today our world is developing extremely quickly mainly due to the enormous technological development. This paper analyzes technological trends in the sphere of healthcare.
• HRM Functions, Policies, and Practices
• Can HRM Improve Schools’ Performance?
• Gaps Between HRM Plans and Implementation
• Best Fit and Best Practice in HRM
• Examining HRM Initiatives Utilized by Modern Companies
• HRM and Critical Social Science Analysis
• HRM Project and Employee Attrition
• HRM: Maintaining Positive Employee Relationship
• HRM and Employment Relationships
• Changing Psychological Contract Implications for HRM
• Comparing Different International HRM Strategies
• HRM Practices and Culture in South Africa
• Connection Between HRM and Strategic Management
• Examining the Mediating Role of Engagement: HRM
• Equal Employment Opportunity and HRM
• HRM Strategic Planning Process
• HRM Regional Staff Outline
• Best Practice and High Commitment HRM
• HRM Policy and Increasing Inequality in a Salary Survey
• HRM Practice and Firm Performance
• Corporate Culture and HRM in Germany
• Work-Life Balance HRM
• HRM Systems and Firm Performance: The Mediation Role of Strategic Orientation
• HRM and Key Philosophies
• Effective Planning and Organization in HRM
• Employment Relationship and HRM
• HRM and Performance: Achievements, Methodological Issues, and Prospects
• HRM Strategy for Expats Assignment
• Connection Between HRM and Human Resource Development
• HRM University Systems and Their Impact on E-HRM
• International Human Resource Management Bbm Program HRM
• HRM Issues Diversification Strategies
• HRM Practices and the Singapore Labor Force
• Frontiers, Intersections, and Engagements of Ethics and HRM
• HRM Practices and the Within-firm Gender Wage Gap
• Difference Between Personnel Management and HRM
• HRM, Vocational Training and Educational Programs
• Employee Selection the Role of HRM in Finding the Right Candidate
• HRM and Organisational Performance
• Uncovering Competitive and Institutional Drivers of HRM Practices Assignment
• HRM, Culture and the Multinational Corporation
• HRM and Organizational Performance Measures
• HRM: Employees Are Our Most Important Asset
• Factors Affecting HRM Practices
• Implementing Devolution and Strategic HRM
• HRM and the Changing Nature of Organizations
• Economic Restructuring and HRM in Hong Kong
• HRM for Cultural Integration Management
• Government Needs Proper HRM Practice for National Development
• Current and Future Role of HRM in Strategic Planning
• HRM Practices Align With Business Strategy
• HRM for Hospitality and Tourism Industries
• Future Challenges and Ethical Dilemmas in HRM
• Effective HRM and Its Impact on an Organisation
• HRM and Its Role in Corporate Strategy
• HRM Reflective Learning Exercise
• HRM Strategies and Labour Turnover in the Hotel Industry
• International HRM and Ethical Leadership
• Link Between Csr and HRM
• Eating Habits and Academic Performance of HRM Students
• What Is the Difference Between HRM and HRD?
• How Is Xiss HRM in Comparison With Tiss HRM?
• Does Alignment Elicit Competency-Based HRM?
• How Can Effective HRM Contribute to the Profits of an Organization?
• What Are Some of the Main Features of HRM?
• How Does the Choice of a Company Strategy Affect HRM?
• How HRM Control Affects Boundary-Spanning Employees’ Behavioural Strategies and Satisfaction?
• How Will These Changes to Employment Legislation Affect HRM Function?
• What Is the Relationship Between the Level and Modality of HRM Metrics?
• What Is the Difference Between Domestic HRM and International HRM?
• What Are the Main Factors and HRM Procedures That Have Contributed to the Success of Google?
• What Is the Significance and Importance of HRM in the Global World?
• Why Has Work-Life Balance Become a Key Issue in HRM?
• What Is the Relationship Between HRM and HRIS?
• What Recruitment Selection Approach Adopted Order Achieve Practice HRM?
• How Did HRM Evolved in History?
• What Are the Seven Functions of HRM?
• What Is the Relationship Between HRM and Organisational Strategic Direction?
• What Are the Core Influencers and Factors for Germany’s Unique HRM?
• What Are Some of the Current Practical HRM Issues?
• What Are the Host Country Effects Influence HRM in the Multinational Enterprise?
• What Are the Types of HRM Strategies?
• What Is the Relationship Between HRM Practices and Employees?
• How High‐Commitment HRM Relates to Engagement and Commitment?
• What Are the Three Main Areas of HRM?

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These essay examples and topics on HRM were carefully selected by the StudyCorgi editorial team. They meet our highest standards in terms of grammar, punctuation, style, and fact accuracy. Please ensure you properly reference the materials if you’re using them to write your assignment.

This essay topic collection was updated on December 27, 2023 .

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Top 7 Examples of Essay on Human Resources

Table of Contents

Human capital is a valuable part of any business establishment, so the business must adapt to the growing need to invest in the proper management, development and retention of its people. Accordingly, many companies are now scrutinizing the science of human resource management. If you are a student in management or entrepreneurship, you will have to write at least one essay on human resources.

The main goal of this assignment for the student is to show his competence and ability to express his thoughts and information correctly. At first glance, it might seem like writing an essay on human resources is a daunting task because it involves a lot of effort. But if you stick to the guidelines, you can quickly and easily allocate time and effort to further write an essay on human resources. Find out how to do this below and get inspired by sample essays.

5 Tips on How to Write an Essay on Human Resources

Writing an essay on human resources can take you a lot of effort and time. Therefore, you need to know a few recommendations before starting work. They will help you make the process of writing an essay on human resources easy, fun and short-lived because you will learn how to allocate your energy and time properly.

• Choose a direction that is good and relevant to you about the essay on human resources. To not drown in this ocean of possibilities, first determine what is most interesting to you. What do you think about most often when faced with the study and writing essay on human resources? What gets your attention to the point where you forget about everything else? What would you like to improve in human resource management methodology?
• Once you’ve decided on the direction of writing an essay on human resources, find out what you like best. Depending on this, your essay will be descriptive, analytical, reflective, critical, or otherwise. Once you’ve combined a topic that interests you with the look of an essay on human resources, sketch out a few options for topics. At this stage, it is not the exact formulation of the important topic but understanding the essence of the problem and the potential for its solution when writing an essay on human resources.
• Remember that not every student can write a good essay on human resources without knowledge and information. Therefore, take the time to gather all the information you need to write an essay on human resources.
• When exploring the potential of an essay on human resources topic, pay attention to the availability of literary sources. In some cases, it is more logical to first find the necessary information in the sources, and then begin to form thoughts in the form of essay on human resources. And remember that this knowledge will help you write an essay and when performing other types of academic work.
• After selecting specific topics for an essay on human resources, evaluate each topic for how meaningful you can cover it. Do you have interesting observations and ideas on this topic? Can you surprise the reader with something? Do you feel inspired when discussing this topic? In writing an essay on human resources, you should understand that you will have to formulate a specific thesis and then prove it with arguments. Will you be able to do this for the selected topics?

7 Examples of Human Resource Management Essays

This selection of 7 essays on human resources will help you find the topic you would like to write an essay about in Human Resource Management. After reading, you will be inspired, and it will be easier for you to decide what you would like to write about because this topic touches on many aspects of this type of management. You will also acquire new and valuable write an essay and perform knowledge about human resources to later independently write an essay on human resources.

Human Resource Essay Example 1: “Do I See Myself as a Competent and Good Manager?”

A manager is a person who holds a permanent managerial position and is empowered to make decisions about specific activities of an organization. This person must have higher education and bear a huge responsibility for the success of the company or projects. I believe that a competent human resource manager should know how to correctly use management mechanisms, tools and management methods.

The relevance of these phenomena is due to several factors. Firstly, there is no doubt that the efficiency of the organization as a whole, the effectiveness of the labour activity of employees, etc. directly depends on the level of construction of the management system. Within the framework of the new paradigm of personnel management, the human resource is positioned as the most important resource of the organization, since it is the source of the formation of strategic competitive advantages. Therefore, the functioning of all systems of the organization directly depends to one degree or another on the human factor.

Secondly, do not forget that management in some countries has a rather short history of development in comparison with developed countries. And so every manager needs to constantly learn and experiment. And this necessitates the adaptation of foreign management experience to domestic realities. In our time, many authors have published a significant number of works within the framework of this discipline, and many management models have also been formed. I believe that according to the requirements a manager:

• must be confident in their decisions, be fair;
• must continuously learn and apply new knowledge in practice;
• suggest new good and proven techniques improve the outcome of the project;
• be able to competently and quickly analyze a large flow of information.

In modern conditions, a manager must have many qualities that will help him solve all the issues that arise. After all, a manager must be a purposeful, energetic and persistent innovator who knows how to manage subordinates. It is these qualities that I also possess, which gives me the opportunity to apply for this position.

It is also worth noting that in modern conditions, the correctness of the behaviour of a business entity in the market to a decisive extent depends on the adequacy and timeliness of managerial decision-making by the head. After all, the following points can be identified, which entirely depend on the personality of the leader, his business and human qualities:

• choosing the right direction of the business;
• the ability to anticipate the development of the market situation;
• the correct choice of development strategy;
• selection of team members;
• correct setting of tasks for team members;
• the ability to build viable plans;
• the ability to establish relationships with other entities: suppliers, consumers, governing bodies and others;
• many other points are related to the development of the organization in a constantly changing market environment.

All these aspects of the organization’s activities are understandable and important to me, therefore I am ready to make effective management decisions on them. Therefore, I see myself as a manager and consider myself a worthy candidate.

Human Resource Essay Example 2: “Purpose, Tasks and Functions of Human Resource Management”

Currently, in the age of information technology, when there is an active change in the structure of society and the consciousness of people, it is extremely important to carry out a process to improve the management processes in the organization. But first, every person who has to improve the quality of human resource management needs to understand the basic functions and tasks of such a complex and responsible process.

Human resources are all employees and their responsibilities in any organization. They include production personnel and management personnel. Throughout the development of mankind and civilizations, people had to regulate relationships for the sake of survival and improving the quality of life. Therefore, in our time, human resource management is a complex system that includes interconnected and interdependent subsystems for the creation, use and development of labour resources.

What are the types of definitions of such a phenomenon as human resource management? Human resource management is an approach to a person as the main factor in achieving the goals of an organization. This is an approach to a person as a source of income and an investment. This is an analysis of the organization’s human resource needs. This is an analysis of the situation with human resources in the environment external to the organization. And also this is the formation of the organization’s human resources and the creation of a system of employee interactions.

The main goal of this process is to ensure the use of company employees and their human resources in such a way that the employer can get the maximum possible benefit from their skills and abilities, and the employees can get the maximum possible material and psychological satisfaction from their work. This process is based not only on the ability to organize a team from a quantitative and qualitative point of view, but also on the ability to use psychological techniques.

Each manager should be prepared for the fact that personnel management is a more complex process than managing the technological part of the production. This is due to the high likelihood of conflict situations on both work and personal issues.

Depending on the line of business of a particular company, a human resource manager must perform the functions inherent in this activity. They are different and each of them gives a certain desired result if the process is established by the manager correctly and correctly. What are the most common and working functions of managers or people involved in human resource management?

• Forecasting the need for personnel working;
• planning the number and quality structure of personnel in the divisions of the enterprise;
• searching for qualified personnel;
• holding competitions for vacancies;
• certification of applicants for work;
• organization of the adaptation process for new employees;
• organization of personnel training;
• development of recommendations for professional development;
• organization of personnel retraining;
• organization of management training and a number of others.

Since the functioning of any enterprise is based on the human factor, there is an objective need to regulate this process. It can be argued that the final result of any project depends on the properly organized activities of the staff, be it a small project or a large-scale project to create an innovative product.

Human Resource Essay Example 3: “Staff and Manager Motivation in Human Resource Management”

As you know, human resources are the foundation of any production process, since it is on them that the effectiveness of a particular activity depends. Therefore, project human resource management is a process that results in the efficient use of human resources. The human resource management process of a project involves the organization, management and leadership of the team that directly implements the process. And I think that this should be given special attention.

In any organization, each person involved in the production process is endowed with certain responsibilities. Otherwise, they can be called project personnel. In my opinion, the basis of the project’s human resource management process is the motivation of the participants. The level of staff motivation is desirable for their high-quality and organized work, both with clients and within the enterprise, because their work directly affects the efficiency of the organization. And so we can conclude that employees are one of the key and important resources of the company.

But sometimes crisis situations provoke a difficult situation for the enterprise, due to which panic can arise in the state. Such an environment, naturally, demotivates employees, and the reasons may be different. This can be uncertainty about the future, a decrease or delay in wages, reductions, and increased workload.

The leader plays an important role in motivating employees. The leader is obliged to take part in all areas of the organization. Everyone understands that the market is now in stagnation and that no one has any illusions about this. But the employee must understand what is being done in the company to overcome the unfavourable situation. And to be sure that the management will not abandon them, that they are needed, they are engaged in important business and receive a worthy reward for it.

It is very important to correctly decompose the project and divide it into manageable stages, if necessary, into subprojects and other components. This procedure is performed at the initial stage of the project. Its purpose is to provide a good basis for sound planning. It ensures that plans are made for reasonably chosen time horizons.

When dividing the project, it is necessary to describe the goals of each component and, at least in the first approximation, estimate the resource requirements for their implementation. It is equally important to draw up a milestone achievement plan and milestone level charts prior to each project phase. Moreover, participants must agree on which milestones are particularly critical to the project and ensure that everyone understands the severity of the implications.

In order for the project to achieve its ultimate goal, it is extremely important to organize and provide for all possible nuances. It can be argued that the processes of organizing a project contain three components.

• The first is organizational planning, which involves drawing up a plan and analyzing all stages of work.
• The second link is the appointment of personnel, in accordance with the required tasks and goals.
• And finally, the third stage is team development. An important point here is the motivation of the personnel, the general focus, the team’s ability to work, and the fighting spirit.

Therefore, of course, the success of any project must be backed by a very competent and wise leader who knows the psychological characteristics of each employee, who knows how to properly organize the production process, is able to set incentives and motivation for the staff. Thus, the success of the project is ensured even in crisis situations.

Human Resource Essay Example 4: “Variety Management”

The structural basis of management in the field of various art consists of an organization (theatre, production centre, a philharmonic society, etc.), whose effectiveness will depend on the correctly found model, as well as the personality and professional training of the manager. Each direction on the stage has its own management models, together with the criteria for its effectiveness.

The main goals of management in the field of pop are such as the creation of the most favourable conditions for the promotion of creation and the dissemination of art, for creativity, as well as the professional growth of performers, the development of genres of professional art, copyright protection, and the achievement of optimal financial results. Management in the field of professional art is, in general, a combination of management of the artistic process, economic and organizational activities. The solution of these problems is inextricably linked with the improvement of the culture of serving the population and the formation of services for different categories of the population.

If you were to find yourself behind the scenes of any performance, you would witness total chaos. For example, there might be actors in one corner rehearsing their lines, while tailors and seamstresses hemming their suits at the same time. The background can swirl right and left while the team stands by, ready to carry furniture for the next scene. However, at the centre of all this chaos is a critical person and this is the leader. He coordinates all aspects of the production, from costumes, sets to actors and rehearsals, so that everything goes well.

Stage managers typically provide practical and organizational support to the director, actors, designers, theatre crew and technicians throughout the production process. I believe that such a position presupposes high professionalism and moral training, which will positively influence the work process during crisis situations in an institution or in a team.

Human Resource Essay Example 5: “How to Start the Process of Human Resource Development and How to Avoid Problems?”

Human potential tends to grow constantly. This is due to the fact that over time, an enterprise or organization begins to demand more and more efficiency from its employees. That is why the development of human resources is one of the key issues of the firm’s management.

One of the most difficult periods for any employee is his adaptation to the enterprise. Not only do newcomers have to familiarize themselves with all the organizational issues, but they also have to take a certain place in the team and go through serious psychological pressure. The introduction of a person into a new position is also of great importance, namely, acquaintance with official duties.

The policy of the enterprise management on these issues is of great importance in the course of these processes. A friendly atmosphere is also important, and methodological support is also required. For example, large firms have practices such as conducting lectures and seminars for new personnel, as well as introducing training programs. Thus, the development of the potential of each employee can be quick and beneficial for the company or organization.

But the enterprise can often face difficulties. One of the most important problems faced by the human resource of an enterprise is paying insufficient attention to this issue. Nevertheless, managing people requires specialized knowledge, as well as skills and mechanisms. So, the first thing worth paying attention to is the development of leadership in the team. Moreover, this should relate specifically to the working moments, and not to the personal relationships of employees. Unfortunately, this is often neglected by many businesses.

Another important problem of the organization is paying insufficient attention or completely ignoring the need for human resource management. However, it should be understood that cadres do not have the ability to self-regulate. A clear policy should be developed on this issue.

Also, one of the most serious shortcomings of modern management is considering the organization separately from the staff. So, sometimes employees are not ready for changes in the work of the enterprise. Therefore, the manager must understand the main concept of personnel management. This category includes several aspects:

• economic component;
• strict subordination to a single leader;
• definition of a clear management hierarchy;
• development of discipline norms, as well as a system of rewards and penalties;
• clear definition of the area of ​​responsibility of each of the employees;
• development of organizational culture, thanks to which the personnel feel the unity of the work collective.

In conclusion, I can say that the biggest mistake can be considered an underestimation of the human component in the work of an enterprise, which interferes with the development of human resources. It is often this leadership oversight that causes serious economic problems.

Human Resource Essay Example 6: “What Recommendations Can I Give on the Management of Human Resources?”

In every enterprise or organization, the main motive for development is the competent management of human resources and their improvement. In order for the use of human resources in the enterprise to be effective, managers must be guided by a number of recommendations in their activities. For example, the best motivation for employees will be a clear demonstration of the career growth of senior management. Why is this done? Personnel must set specific goals for themselves and be aware of the reality of their achievement.

Another of the most important aspects is decent wages, even in the most difficult and crisis periods. Employees must receive the agreed amount in order to realize their value to the organization. In any case, the employee will leave the company if he cannot fully support himself and his family.

Also, employees must thoroughly know comprehensive information about their enterprise, as well as the mechanism for making a profit. The knowledge of employees should not be limited to a narrow range of their duties. It is important to note that in communicating with each of the employees, respect should be guided because each of them has the opportunity to leave for another organization.

But the main recommendation is that the manager thoroughly knows and learns new methods of human resource management in the organization. What it is? Methods are a way of influencing a team or an individual employee to achieve a set goal, coordinating his activities in the production process.

Administrative methods are based on power, discipline and punishment. They rely on the administrative subordination of the object to the subject, based on the existing management hierarchy. The main functions of administrative methods are to provide a stable legal environment for the activities of an organization, to protect a specific environment, to guarantee rights and freedoms. And economic methods are based on the use of economic incentives. With their help, material incentives for the team, individual workers are carried out.

By the mechanisms of the economic method, the state has a tax, credit and financial system, a price system, the size of the minimum wage, and plans for economic development.

Socio-psychological methods are based on the use of moral incentives to work and influence personnel with the help of psychological mechanisms in order to translate an administrative task into a conscious responsibility, an inner need of a person. This can be achieved through:

• building a team, creating a normal psychological climate and creative atmosphere;
• personal example;
• meeting the cultural and spiritual needs of workers;
• the establishment of social norms of behaviour and social stimulation of the development of the team;
• the establishment of moral sanctions and encouragement;
• social protection.

In conclusion, it should be noted that the role of human resources should be clearly understood at all levels. This is one of the most important elements of the functioning of not only a single enterprise, but also the state as a whole. It is important to remember that a person is of the highest value, and his abilities and intelligence are of the greatest economic interest. Therefore, managers should not neglect the trust of their employees.

Human Resource Essay Example 7: “What Are the Main Directions of the Psychologist’s Activity in the Human Resource Management System?”

The place of a psychologist at an enterprise is very important because it is this person with a higher education who can objectively assess many human qualities and ways of their development. I believe that the main focus of a psychologist is to create a reserve for the internal growth of a specialist, as well as to participate in career planning. This is done by describing the personal qualities of employees and their development strategies. Determination of opportunities and boundaries for growth and self-development is very important for the categories of specialists and managers.

Also, a specialist in the field of psychology, in my opinion, should be engaged in identifying factors that prevent the emergence and development of conflicts since conflicts cause enormous damage to the organization. It is possible to reduce the likelihood of conflicts by carrying out the correct selection and placement of personnel, taking into account not only professional but also psychological characteristics.

Other cases in which a specialist psychologist can help identify motivation and needs for changing the system of material incentives. In general, with any organizational change, a psychologist’s participation is necessary to reduce the resistance of employees. Latent resistance is especially dangerous. What other types of psychologist activities are there in the human resource management system?

Professional selection is a procedure that, in the case of professions with relative professional suitability, helps assess the effectiveness of an employee and establish a forecast of his professional development. Personnel selection – creating a reserve, completing departments following specific criteria (professional competence, specialization features, etc.) Personnel adaptation is the process of getting new employees acquainted with the organization, with new working conditions and changes in the behaviour and psychological climate of the organization.

Personnel assessment is one of the most critical areas of work with personnel. It is carried out constantly throughout all stages of the personnel life cycle: recruiting, adaptation, consolidation (stabilization), development, leaving (moving personnel to subsidiaries, branches), etc. Assessment is a method of a comprehensive assessment of personnel that every psychologist should know in organizations. It is based on using a system of complementary methods, focused on the real work behaviour of the evaluated employees and taking into account the specifics of the requirements of job positions.

Psychological support of human resource management is a set of technologies, activities, procedures, and application principles, involving the use of psychological mechanisms and patterns of human functioning, who acts as a subject of labour, a collective subject of activity and a social community. I think that the role of psychological support is to optimize the ergonomic, organizational, informational, hygienic prerequisites for the activities of the personnel of the enterprise.

Still, essential tasks for a psychologist are such procedures as psychological, educational activities and psychological examination. Increasing the psychological literacy of staff, creating a favourable image of both the psychologist’s activities in the organization and the tasks of psychological support, popularizing and explaining the latest psychological research, developing the need for psychological knowledge and skills among staff and the desire to use them in professional activities and other life situations.

Expertise is understood as the study of any issue requiring special knowledge, with the presentation of a reasoned opinion. For example, to establish the compliance of professionals with the requirements of the labour post. As well as a study of organizational projects, regulatory documents, workplaces, working conditions, work and rest regimes, incentive and motivation systems for work, systems for the distribution of labour functions, corporate culture, causes of conflicts and causes of injury.

Therefore, do not neglect a specialist in the field of psychology. In my opinion, he can best understand how to properly manage human resources and have the best influence on personnel to achieve better results in an organization or an enterprise.

As you can see, an essay on human resources can be a fun and educational assignment for you, which will open you up to important new knowledge in this area. With the right effort, you can write an essay on human resources well and then it will be easier for you to write more complex academic work while at university. So don’t be afraid to get started!

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100+ Human Resource Management Research Paper Topics

The economy of the modern world is built upon the ability to use human capital bringing rise to the concept of human resource management. To gain a competitive edge, it is important that managers are aware of how best to manage this resource for optimal production. It is with this aim in mind that many organizations have devised policies and procedures related to human resource management (HR).

Human Resource Management Essay Writing Tips

When writing a human resource management essay, it is important to keep in mind the following tips:

• Make sure that your essay is well-organized and easy to read.
• Start by introducing your topic and providing background information.
• Explain how human resource management functions within an organization.
• Discuss the various roles and responsibilities of Human Resource (HR) professionals.
• Offer your own thoughts and opinions on Human Resource (HR) management.
• Conclude your essay with a summary of your main points.
• Proofread your work carefully to ensure that it is error-free.

Human Resource Essay Topics For College Students

Here are a few human resource management essay topics to get you started:

• What is the role of Human Resource (HR) in organizations?
• What are the Five (5) Human Resource Management (HRM) activities?
• How can Human Resource (HR) departments effectively manage employee performance?
• What are the limitations of the ‘Human Resource Management’ model?
• What are the Seven (7) Human resource (HR) activities?
• What is the Importance of HRM?
• What is HRM in your own words?
• What is your idea of HRM?
• What are the most important skills for Human Resource (HR) professionals?
• How can Human Resource (HR) departments create a positive company culture?
• What is the impact of globalization on Human Resource (HR) management?
• Should Human Resource (HR) departments be involved in talent management?
• What is the role of technology in Human Resource (HR) management?
• How do you explain Human Resource Management (HRM)?
• How can Human Resource (HR) departments manage employee recruitment and selection?
• What are the challenges of outsourcing Human Resource (HR) functions?
• How can Human Resource (HR) departments effectively manage employee retention?
• Can human resources help organizations achieve their strategic objectives?
• What are the latest trends in Human Resource (HR) management?
• What is the impact of technology on Human Resource (HR) management?
• How can globalization impact Human Resource (HR) management?
• How important are employee benefits in attracting and retaining employees?
• What is the role of unions in Human Resource (HR) management?
• What are the challenges of implementing a successful Human Resource (HR) strategy?
• Can human resource management be used to achieve strategic objectives?
• Should Human Resource (HR) departments be involved in organizational decision-making?
• Is it necessary to have a separate Human Resource (HR) department in organizations?
• How can outsourcing affect Human Resource (HR) management practices?
• What strategies can be used to retain talented employees?
• How can Human Resource (HR) departments effectively manage a merger or acquisition?
• What are the challenges facing Human Resource (HR) in the digital age?
• Does the changing workforce demographic require a change in Human Resource (HR) management?
• What are the best practices for rewarding employees?
• What are examples of HRM Issues?
• How does employee selection affect an organization’s ultimate goal?
• How can human resource management be improved in emerging markets?
• When making key business decisions, how important is it to consider social responsibility issues at the workplace, such as diversity and environmentalism/sustainability training?
• Is there a difference between being ‘fair’ to employees compared to being ‘just’? How is this difference significant in human resource management?
• Should employers have hiring quotas or goals that reflect workforce demographics? Why or why not?
• What are the challenges of developing Human Resource (HR) policies in small organizations vs. large corporations with many legal advisors on staff?
• What is the impact of employee unions on human resource management?
• What are the roles of the employee, the employer and the shareholder in Human Resource (HR) management?
• Which theories form the foundation of human resources Human Resource (HR) management?
• How does Human Resource (HR) management ensure that organizations remain competitive?
• What role does social responsibility play in today’s business landscape?
• What is human capital theory and how has it contributed to modern Human Resource (HR) practices? What are its limitations?
• Is there an optimal way to measure performance within an organization through ‘performance appraisal’ systems & practices (i.e. 360-degree feedback)? How can this be implemented most effectively across different cultures/ subcultures (i.e. age, generational gaps etc.)?
• Is continuing education relevant for all organizations or only specific sectors (i.e healthcare)? How can employers be sure that employees are taking the courses/ training that will be most beneficial to the company?
• What is ‘Employment equity’? What challenges must organizations face when trying to achieve equity in their workforce?
• How effective are exit interviews? Why are they conducted & what should an organization hope to learn from them?
• What is a ‘succession plan’? How important are they for organizations and how do you create one effectively?
• What measures should be put in place when an organization experiences downsizing?
• Can Human Resource (HR)M help to reduce employee turnover rates? If so, how?
• Why do some employees feel overworked or underutilized within certain organizations despite being part of the Human Resource (HR) team?
• And finally, what is the role of unions in the modern workplace? Are they still relevant? How can Human Resource (HR) departments work most effectively with unions to ensure the best possible outcome for all parties involved?
• What is the impact of new technologies on Human Resource (HR) management?
• Is outsourcing of Human Resource (HR) services beneficial to organizations?
• How can Human Resource (HR) departments prevent sexual harassment in the workplace?
• What are the benefits and drawbacks of using performance-based pay schemes in Human Resource (HR)?
• How can Human Resource (HR) departments create a positive work environment for employees?
• What are the challenges facing Human Resource (HR) managers in today’s workplace?
• What are the benefits of employee training and development?
• How can Human Resource (HR) departments effectively manage change within organizations?
• What is the role of Human Resource (HR) in attracting and retaining top talent?
• What are the key principles of effective Human Resource (HR) management?
• How should disputes between employees and management be resolved?
• Should unions have a role in Human Resource (HR) management?
• How effective is the performance management system in your company? (or another company that you know well)
• Describe an effective talent acquisition process.
• Explain how Human Resource (HR) can influence employee engagement.
• Which Human Resource (HR) practices influence employee commitment toward organization goals and objectives?
• Describe potential external factors that influence Human Resource (HR) policies.
• Discuss issues regarding differences between generations in the workplace.
• What forces shape organizational culture? (examples: globalization, technological advances, diversification of consumer base, etc.)
• What impact do subcultures have on organizations today? How does this impact affect businesses/organizational success? What should be done about?
• Critical discussion of current topics in Human Resource (HR) (such as social media, big data, mobile apps)
• What challenges do small businesses face when trying to implement Human Resource (HR) best practices?
• The future of Human Resource (HR): what trends do you think will have the biggest impact on the profession in the years to come?
• If you could change one thing about how Human Resource (HR) is currently practiced, what would it be? Why?
• What strategies can be used to recruit and retain talented employees?
• How can Human Resource (HR) departments ensure compliance with labor laws?
• What are the benefits and challenges of outsourcing Human Resource (HR) functions?
• Can HR departments play a role in reducing employee turnover?
• What are the most effective methods for training new employees?
• Is it necessary to have a separate Human Resource (HR) department, or can other departments assume those responsibilities?
• What do you think is the most important Human Resource (HR) responsibility?
• How can organizations effectively manage and motivate high-performing employees?
• What does positive hiring mean to you?
• Human Resource (HR) departments should be given more authority in organizations.
• Do you believe that employee application processes are necessary for all entry level positions?
• What do you think are effective methods of evaluating performance?
• What are some issues managers may face when dealing with ineffective performance at work?
• What are the most effective methods for recruiting and selecting employees?
• How can Human Resource (HR) departments create a positive work environment that motivates employees?
• What are some common obstacles to effective Human Resource (HR) management?
• How can Human Resource (HR) departments ensure that they are compliant with employment laws and regulations?
• What strategies should be used to resolve employee disputes?
• How can technology be used to improve Human Resource (HR) operations?
• What challenges will face the Human Resource (HR) profession in the future?
• Describe how you would go about conducting research for an Human Resource (HR)-related issue.
• What are some recent developments in human resource management technology?
• How can employees help to prevent employment discrimination?
• How does diversity affect the workplace environment?
• Discuss what it means to be ethical when dealing with issues within organizations, particularly with regard to human resources departments and hiring practices.
• Analyze three major changes that you believe will take place in your lifetime related to human resource management or work/life balance/family structure/technology as a manager of people, etc.?
• Identify several key factors that contribute to positive employee performance and productivity as well as those that lead to negative outcomes.
• What are some methods that can be used to identify and prevent sexual harassment in the workplace?
• How can employee training and development programs be used to improve organizational performance?
• What are the benefits and challenges of using freelancers or contract workers in place of traditional employees?

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Human Resources essay samples, topics and guides

16 February, 2022

30 minutes read

Author:  Elizabeth Brown

If you study at a Management department, you will receive a Human Resources essay as a home assignment sooner or later. What is this type of task? How can you write it to impress your supervisor? Here we uncover all the fundamentals of HR writing to help you jumpstart the writing process and get a […]

If you study at a Management department, you will receive a Human Resources essay as a home assignment sooner or later. What is this type of task? How can you write it to impress your supervisor? Here we uncover all the fundamentals of HR writing to help you jumpstart the writing process and get a high grade for the academic paper.

Let’s start with a definition. A Human Resources essay is a type of academic work that approaches some subject related to managing a company’s staff, either public or private, and resolving issues arising in the process.

Thus, when you are tasked with writing an essay about HR, you can choose among various topics, such as hiring and retaining staff, resolving interpersonal conflict, organizing teamwork, and deciding on the proper staff rewards to keep them motivated and engaged. You can also choose among different approaches to analysis; it may be either a purely theoretical piece that examines various theories and methods or an applied case study considering an example of a specific company.

When you proceed to Human Resources essay writing, it’s vital to understand the principles and peculiarities distinguishing this piece of homework from other assignments you might face at the HR department. Here are the basics of competent and professional composition on HR-related topics:

• To sound competent and knowledgeable about the topic, you need to include practical examples and statistics to argue your point.
• Choose a theme to your liking and focus on something of personal interest; it will be much easier to write a paper on the topic you like.
• Study a couple of Human Resources school essay examples available online to see how others have approached this subject.

If you’re still unsure how to complete your home assignment, and the time of its submission is already coming, you can always hire a professional Human Resources essay writer from our team. We’ve here 24/7, always on standby to help you out with any academic task. Thus, you will always stay on top of the class in terms of grades and timeliness without overstretching yourself or draining your resources.

Human Resources Essay Format

Now let’s proceed to discuss the Human Resources essay format. It has some specifics to consider for the sake of meeting your professor’s expectations and getting a high grade for the assignment. First, we want to note that a Human Resources school essay has the same components as other essays possess, so you don’t need to invent the wheel when approaching this task.

All you need to do is compose an introduction of your paper, a body, and a conclusion.

H3: Introduction

In this part of your Human Resources plan essay, you need to indicate the overall topic of your study and the problem you’re going to examine. You should end this part with a detailed and concise thesis statement showing how you will approach the problem and from which angles you will explore it.

This is the central part of your Human Resources essay in which you present your arguments on a chapter-by-chapter basis. Keep in mind that every paragraph should deal with only one subject, which is typically reflected in the topic sentence. In this way, your essay will have a proper structure and will be readable.

This part of your essay should focus on summarizing the main points you’ve discussed in the paper’s body, restating the thesis statement, and drawing the readers’ attention to broader implications of the subject.

Write Human Resources essay in 5 Steps

Stumbling upon how to write a Human Resources management essay? Here is a simple algorithm that will help you cope with any assignment at hand, including HR writing:

• Study your course materials in detail to see what a professor wants from this assignment.
• Pick a topic from the list of available options based on your interest in the subject and the materials’ availability.
• Conduct in-depth research on Google and across several academic databases to identify credible, fresh literary evidence supporting your arguments and standpoint.
• Find a couple of real-life examples to illustrate your points and prove the applicability of your ideas in HR practice.
• Complete the writing piece according to all academic conventions (e.g., paragraph structure, essay format, grammar and style, originality, etc.).

Human Resources Essay Topics (250)

Choosing a topic is always the most challenging part of the essay composition process. You can’t move further until you’re clear with what to look for and in which direction to move. Thus, we’ve created a list of Human Resources essay topics to help you out and speed up your homework process:

• Does organizational success depend solely on the efficiency of HRM?
• Differences between HR management in public and private organizations.
• Personnel management and transition methods in HRM.
• Strategic HR planning: the essentials.
• HRM principles in healthcare organizations.
• Statistical methods of analysis in HRM.
• The Michigan model of HRM.
• The most significant barriers to effective HRM.
• Job evaluation techniques for HR managers.
• The HRIS technique in HRM.
• Four competencies necessary for career management.
• The variety of career planning techniques.
• The most important managerial competencies in the global HR marketplace.
• Staff competency development models of large corporations.
• Megatrends in the executive development via HRM.
• HRM and online training.
• Primary tenets of performance management practices.
• Approaches to employee recognition.
• What mentoring practices work in the period of COVID-19 distance work?
• Principles of Quality of Work Life (QWL) and HR managers’ role in staff’s work-life balance.
• How can HR managers recognize and promote charismatic leaders in the workplace?

How to Start a Human Resources Essay

Starting a Human Resources essay is not always simple, as you might have a clear plan and roadmap in mind. Otherwise, the process of working on this home task may transform into an unexpected challenge taking too much time and energy from you.

Here are some tips and recommendations from our pros on how to start an HR essay quicker:

• Find a topic that you like and know much about. This will be an excellent start for your essay writing process, as you will have enough background information at hand and will know what to look for online.
• Find a suitable Human Resources essay example in Google or your college library to see how other people have studied the subject of your interest. It may be a good idea to compare several essay samples and develop your own, authentic argumentation on that topic.
• Develop a detailed outline to guide your writing. If you have that roadmap for the whole process of composition, you won’t need to waste time consulting the prompt and double-checking whether you’re on-topic.
• Always opt for the argumentative Human Resources essay topics as they are debatable and offer a freedom of choice. You can study the available sources discussing that topic and choose your standpoint. Argumentative subjects also offer rich evidence on both sides of the debate.

As you can see, starting an HR task is not that hard. But anyway, if you don’t feel like spending another evening over books, maybe it’s time to contact our managers and get professional assistance with the assignment? You can take a rest and relax, dedicating some vital time to yourself and your needs, knowing that your HR home task is in good hands.

We provide all kinds of assistance with essay writing, Human Resources included, so you will never feel shortchanged when working with our experts.

The paper ‘The Recruitment, Selection and Induction Process ” is a great example of a human resources research proposal. This is a working document to focus on the purpose and structure of student essays, which reflects the intent and outlook of their research. It is quite likely and permissible that as students progress with their essays, several aspects of content, direction or emphasis of their essay will change.  It is vitally important that students keep their academic supervisor informed of any such changes – as such changes may require students to reconsider any or all of the content of this proposal form.

Section 1: Briefly describe your research topic for Essay 1

The research topic is to identify the recruitment, selection and induction process which organizations need to adopt so that they are able to determine the mechanism through which correct hiring of people takes place. The research concentrates on indentifying the basic things which need to be included in all the process and also stresses on the need of having different process based on the different needs of the organization. The research brings forward the different methods of recruitment, selection and induction process which forms part of every organization. This has helped to identify the different core factors which are part of the recruitment, selection and induction process and the manner in which business effectiveness and changes are witnessed in the hiring process. The research will help organizations to improve their recruitment, selection and induction process as it will garner a path through which different aspect will be included and will help to improve the overall mechanism of hiring people.

Section 2:  Briefly outline any frameworks, theories or models you anticipate using:

The research has looked to identify the different patterns which are globally accepted and the research is based on secondary sources. The findings from different research are bring used to find out the manner in which the recruitment, selection and induction process can be improved and changes can be made and moulded based on the different needs and requirements of the organization. The framework which has been followed is one where linkage has been developed between recruitment, selection and induction process so that one process leads to the other and provides a basis through which the different dimensions which impact the hiring process can be understood. The overall impetus of the research is thereby towards finding out the different areas and dimensions which will help to facilitate and improve the process of achieving better results and multiplying the overall effectiveness of hiring people.

Section 3:  Briefly provide the main authors and themes relevant to your topic. 

Some of the different sources which have been used and are relevant to the area of research are

Arnold, J. (2005). Work Psychology: Understanding human behaviour in the workplace 4th ed. Harlow: FT Prentice Hall.

Cable, D. & Judge, T. (2006). Person-organization fit, job choice decisions, and organizational entry. Organizational Behavior and Human Decision Processes, 67 (3), 294–311

Dipboye, R. (2002). Selection interviews: Process perspectives . Human Resource Selection (3rd ed.). Orlando, FL: Dryden Press

Hogan, R. (2001). Personality and personality measurement. In M.D. Dunnette & L.M. Hough (Eds.), Handbook of Industrial and Organizational Psychology, Vol. 2 (2nd ed.) 873–919

Ryan, A. & Schmit, M. (2003). Assessing organizational fit in employee selection. Paper presented at the 8th Annual Conference of the Society for Industrial & Organizational Psychology, San Francisco, CA

Thompson, P. and McHugh, D. (2009). Work Organizations: A critical approach , 4 th ed. Basingstoke: Palgrave Macmillan

The different themes which the different authors and work provided are related to the manner in which overall changes and dimensions are being witnessed in the hiring process. This will help to understand the core areas which the different research has identified and will help to come to a conclusive conclusion regarding the manner in which different factors and aspect has an impact on the hiring process and different things which need to be included so that the mechanism which has been adopted improves and provides a better understanding of the different business environment.

Section 4:   Identify opportunities for further study in Essay 2 and/or gaps in research understanding that will refine your research questions.

The research has been carried outlooks to provides a general perspective of the different factors and areas which needs to be included while designing the recruitment, selection and induction process. The research provides a general idea of the different things which have to be included. This provides an opportunity where future research can be carried out by looking towards an organization or an industry where a specific process of recruitment, selection and induction process is being used. This is an area that can be further researched as it will provide useful information pertaining to a particular industry or organization and will show the different dimensions and aspects which needs to be included in the recruitment, selection and induction process. This will help to understand the application of the different methods in a real organization and will provide useful impetus regarding the manner in which the organization is able to gain due to it. This will thereby help to improve the understanding and having applicability in the real organization will magnify the overall value of the research.

The paper  “Performance and Reward Management” is a comprehensive example of human resources case study. Performance management in human resources refers to a holistic process whereby many elements are brought together to successfully manage people, enabling them to meet their goals and targets. It can focus on the performance of a Company, a section, or even an employee (Armstrong 2000).

TPL has a very traditional command and control approach to management across its manufacturing function, employees are not given an opportunity to demonstrate their ability and explore their talent and potential fully. The Management has an old type of leadership known as autocratic. According to Cameron and Green (2012), he described authoritarian is a style of leadership used by leaders who want to make decisions alone, having total authority. Negotiation and consultation are highly discouraged by these leaders. Whatever they say is final. This leadership style is good for employees that need close supervision to perform certain tasks. This simply indicates the organization applying theory X whereby the management feels and assumes that there are lazy and must be supervised closely. This theory has been proven to be counter-effective in modern practice. The management of TPL needs to change its style of leadership and management and come up with a more democratic approach. This will help the Company in giving the employees confidence and therefore increase productivity (Cameron & Green 2012).

Poor performance appraisal and review process can also be witnessed in TPL, where it is done so casually biannually as a chat between a supervisor and a subordinate. TPL should improve on the way it conducts the performance appraisal and review process, all the parties should be involved by aligning performance with the strategic goals of the organization (Armstrong 2000). For example, TPL supervisors should provide more specific feedback that will help them describe the gap that exists between actual performance and what is expected of the employees.

Reward Management

Reward management in human resources also referred to as a reward system means any financial reward that an organization gives to employees in return for their labor. The reward must not only be a material reward but also non-material rewards. The financial reward consists of basic pay and any other benefit to employees.  Non- financial rewards include promotions, recognition, and personal growth (Price 2011).

TPL has a very poor reward system; the pay system is very simple that technical, senior management, and employees earn flat salaries on a single payment. There is also a yearly salary increment regardless of their performance. This pay system is very unprofessional as it forgets the core reason for working. People work to be paid and if your system does not reward employees according to the effort they make.

TPL should adopt a reward system that is linked to performance; the payment should vary depending on the quality and quantity of work done by an employee. Attention should be given to employees’ achievement or success-oriented individual bonuses (Price 2011). For example, in a sales department, the salespeople should be paid on the basis of turnover. The salesperson who moves a large stock should be rewarded more than the one who moves little stock. TPL should also seize from using a profit-related bonuses element paid shortly before Christmas. This method can easily demotivate the members of staff if no payment is to be made at the end of the year as in the case when the organization does not make any profit.

Employee turnover in TPL is really high; this is due to a poor reward system and low morale. The organization is wasting a lot of money on recruiting new employees as well as training them to be conversant with the work to be done. David McClelland’s theory of motivation involving three basic needs: achievement, power, and affiliation. When employees achieve their target they are motivated, organizations should give power to employees to make independent decisions. TPL should employ theory Z that focuses on increasing employee loyalty to the Organization when treated well (Cameron & Green 2012).

Human Resource Development

Human resource development in the area of human resources can be termed as a curriculum used to help employees develop their careers by improving personal and organizational skills, abilities, and knowledge. It includes training employees, employee career development, and mentoring when planning for succession (Joy-Matthews, Megginson & Surtees 2004).

TPL staff training in terms of how to carry out the functions of their role is generally very thorough but surprisingly many employees are injured in accidents. What could be the reason for accidents occurring despite employees’ training? The main reason is that on-the-job training is not done appropriately; the reason being that it is provided by consultants off-site which is very expensive.

TPL should make training compulsory to the entire employee workforce in all the departments and it should be done on a quarterly basis. Re-training is very important as it refreshes the employee’s minds and improves their skills in their field (Joy-Matthews, Megginson & Surtees 2004).

Equality and Diversity

Equality in human resources refers to a situation whereby employees have an equal right to employment, payment, and equal access to training and development. The organization should put in place measures that will allow equality. Diversity is a situation whereby an organization encourages a diverse workgroup helping the Company to be more effective (Cornelius 2002).

TPL claims to be an equal opportunities employer but it is ironic that people from ethnic minorities are very few in the organization. This tarnishes the organization’s name as it is an indicator of discrimination leading to inequality. Gender imbalance can also be observed in TPL, fewer women are employed in the organization and therefore a form of discrimination. TPL should come up with a policy that will encourage people of all gender, tribe, and color to be employed.

TPL does not employ people with disabilities or those who are physically challenged. This is a very serious form of discrimination. The organization should come up with policies that will allow a certain percentage of employees to be disabled. It is so unfortunate that the organization does not cater to the dietary need of its employees, there is only one locker room and the TPL canteen does not appear to cater to any variety of dietary needs.

#3 Top Paints Limited- Human Resource Development and Reward Management

The paper  “Top Paints Limited- Human Resource Development and Reward Management” is a persuasive example of human resources case study. Top Paints Limited is continuously facing problems related to human resources and the matter has complicated to such an extent that the business has witnessed loss, increase in the number of casualties, increase in staff turnover, and problems that need to be addressed at the earliest. This report identifies the problems faced by Top Paints Limited and looks towards providing alternatives to deal with those.

Top Paints Limited is facing serious issues which have complicated the manner in which business was conducted and needs to be addressed so that a solution to those can be found out as it will help the organization to perform effectively. The issues are

• Top Paints Limited looks to compensate their employees through a model which is outdated. The employees have compensated a fixed salary and the perks are defined beforehand which the employees receive at the end of the year irrespective of the performance which has reduced the efforts made by the employees
• The hierarchical model of the passing of responsibility from the top management to the bottom has restricted the employees from taking initiative in completing the task as they have to follow the ways that have been prescribed to them is another problem that is making it difficult for Top Paints Limited to sustain
• An increase in the accidents rates which are consistent and similar accidents occur shows that lack of training and awareness has made it difficult to deal with the complex issue
• The organization has a dominance of male employees and fewer females and people from the backward class highlighting the fact that despite preaching that there has to be equality and diversity in the workforce the organization has resorted to differentiation making it difficult to conduct business smoothly

Performance Management

Top Paints Limited need to look towards moving away from the traditional system where employees have compensated a fixed salary to a flexible one where the performance of the employees acts as a major force in deciding the salary. Productivity should be measured and based on it employees should be compensated.

The performance-based approach should look towards identifying the performance measures, quality measures, and objectives and look towards control monitoring so that the actual performance is gauged which will facilitate in determining a performance-based pay for its employees.

This will also help Top Paints Limited to ensure that measuring the performance based on the manner the employees have achieved their task will help to understand the manner in which the business will be able to identify the future talent and will guide the management to deal with the future requirements better and have a pool to talent which are able to carry out their responsibilities in the most efficient manner

This is an aspect that Top Paints Limited needs to consider and needs to design the compensation package in such a manner that performance acts as a major point in securing a sound compensation. This would mean moving away from the traditional system where employees have compensated a fixed salary to a flexible one where the performance of the employees acts as a major force in deciding the salary. This would mean using the performance pay approach in compensating the employees. Using Maslow’s Hierarchy of Needs theory will help to design a compensation package where the organization understand the needs and requirements of the employees and based on its look towards package

While designing the reward package special care should be given to ensure that the compensation package has both fixed and flexible pay. Further, through Maslow’s Hierarchy of Needs theory Top Paints Limited needs to look towards ensuring that intrinsic reward is provided to the employees through recognition, promotion, and other ways so that the employees are able to associate themselves with the organization. Using the Herzberg theory of motivation and hygiene will also act as a mechanism through which accidents reduce and the organization is able to gain efficiency in gaining the maximum from the employees and will help to reduce the high turnover that the business is facing and will make the employees work for longer period

Top Paints Limited needs to identify the training tools and methods which will help to reduce the number of casualties that the business is witnessing. Top Paints Limited needs to identify the training requirements both on and off the job so that the employees understand the manner in which they should deal with different situations. They should look towards a processual approach that relies less on top-down strategy as it will help to reduce accidents and ensure better working conditions

Top Paints Limited through their process of training will also be able to motivate the workforce and ensure that all employees are able to come together and work towards a common purpose. They should look towards rating scales and surveillance to ensure that the workforce is able to learn during the training and don’t repeat the mistakes again. This will help the business to ensure that the inter-personal relationship between the employees improves and they are able to work as a team.

Equality & Diversity

Top Paints Limited needs to look towards having a mix of people from different cultures and backgrounds so that they are able to demonstrate diversity in the workforce. While recruiting and selecting employees they should look towards using informal contacts, formal contacts, notice boards, advertising, and external sources so that people from all backgrounds are picked in the organization. This will make the employees feel that the organization is looking towards all and will help Top Paints Limited to find new recruits easily.

Having equality and diversity in the workforce will ensure that the employees are able to associate with the company and will help to reduce the turnover rate. Special care should be taken through monitoring which will help to reduce discrimination through stereotyping, marginalization, and invisibilization. This will thereby help Top Paints Limited to prepare properly in the manner they will deal in the future and ensure that a strategy is developed through which the business can be developed.

Recommendations

Top Paints Limited needs to look towards bringing a change in which the compensation is provided by ensuring that performance is a key in determining the manner in which the employees will be compensated. Further, steps should be taken to ensure that turnover rates and accidents are reduced by taking steps where the business is able to ensure better results. Further, Top Paints Limited needs to look towards ensuring a restructuring in the manner the business is done by ensuring equality and diversity so that the business is able to ensure a strategy where they are able to work in all direction and ensure growth for the business

Top Paints Limited needs to work on different aspects of the business so that they are able to improve the manner in which business is conducted. This will help Top Paints Limited to ensure major changes in the manner work is done and will help to reduce the number of casualties and ensure better turnover rates which will help Top Paints Limited to ensure that the business is able to earn profits over a longer period of time.

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Essay on Human Resource Management (HRM): Top 6 Essays

In this essay we will discuss about ‘Human Resource Management’. Find paragraphs, long and short essays on ‘Human Resource Management’ especially written for school and college students.

• Essay on Human Resource Management

Essay Contents:

• Essay on the Functions of Human Resource Management

Essay # 1. Introduction to Human Resource Management :

Men, materials, machines and money are considered as the main factors of production. Out of all these factors, men are considered as an important factor. It is very difficult to handle the other factors of production with­out the efficient use of human resources.

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Several terms have been used by various management thinkers to represent human re­sources. These include ‘personnel’, ‘people at work’, ‘manpower’, ‘staff’ and ’employ­ees. Whatever may be the term used, human resource of any organization consists of all individuals engaged in any of the organiza­tional activities at all levels.

The importance of human factor can be judged from the point that some people consider management and personnel/human resource management as one and the same thing. Lawrence A. Appley observed that “Management and personnel administration are one and the same. They should never be separated. Management is personnel administration”. Of all the tasks of management, managing the human component is the central and most important task, because all else depends on how well it is done.

With the increase in number of employees in an organization, greater emphasis is being placed on personnel management and also on the adoption of standardized procedures and compensation plans. The personnel department helps management in using and developing appropriate manpower to achieve organizational goals.

Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise.

Essay # 2. Definition of Human Resource Management :

Human Resource Management (HRM) has come to be recognized as an inherent part of management, which is concerned with the human resources of an organization.

Some of the definitions of human resource management as given by various persons are:

Human Resource Management is the function within an organization that focuses on recruitment, management, and providing direction for the people who work in the organization.

Human Resource Management is the understanding and application of the policy and procedures that directly affect the people working within the project team and working group. These policies include recruitment, retention, reward, personal development, training and career development.

Human Resource Management is the effective use of human resources in order to enhance organizational performance.

Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

Essay # 3. Scope of Human Resource Management :

The scope of HRM is very wide.

It covers the following aspects:

(i) Personnel Aspect :

This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity etc.

(ii) Welfare Aspect :

It deals with working conditions and amenities such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.

(iii) Industrial Relations Aspect :

This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.

Essay # 4. Objectives of Human Resource Management :

Objectives are predetermined goals to which individual or group activity in an organization is directed. Objectives of human resource management are influ­enced by organizational objectives and individual goals.

Some of the objectives of HRM are:

a. To ensure effective utilization of human resources.

b. To ensure respect for human beings.

c. To identify and satisfy the needs of individuals.

d. To achieve and maintain high morale among employees.

e. To provide the organization with well-trained and well-motivated em­ployees.

f. To increase to the fullest the employee’s job satisfaction and self-actual­ization.

g. To develop and maintain a quality of work life.

h. To provide better conditions of employment.

i. To develop overall personality of each employee in its multidimensional aspect.

j. To enhance employee’s capabilities to perform the present job.

k. To provide fair wages to employees.

l. To inculcate the sense of team spirit, team work and inter-team collabo­ration.

Essay # 5. Nature of Human Resource Management :

Human Resource Management is a process of bringing people and organiza­tions together so that the goals of each are met.

The various features of HRM include:

a. It is pervasive in nature as it is present in all enterprises.

b. Its focus is on results rather than on rules.

c. It tries to help employees develop their potential fully.

d. It encourages employees to give their best to the organization.

e. It is all about people at work, both as individuals and groups.

f. It tries to put people on assigned jobs in order to produce good results.

g. It helps an organization meet its goals in the future by providing for competent and well- motivated employees.

h. It tries to build and maintain cordial relations between people working at various levels in the organization.

i. It is a multidisciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc.

Essay # 6. Functions of Human Resource Management:

Every manager in an organization has to perform the personal functions in one form or the other in order to get the things done through others.

The functions of human resource management can be classified as:

(i) Managerial Functions.

(ii) Operative Functions.

(i) Managerial Functions :

The managerial functions are mainly concerned with planning, organizing, directing and controlling the various activities of personnel management.

These functions are explained below:

(a) Planning:

Planning is deciding in advance what to do; how to do; where to do; and who is to do it. For personnel manager, planning means the determination in advance of personnel programme. Planning is concerned about present manpower positions, what number and kind of people are required for the organization.

(b) Organization:

After the establishment of organizational goals and objectives, human resource manager must design and develop organization structure to carry out the various operations. Organization involves identification and grouping the activities to be performed and dividing them among the individuals and creating authority and responsibility relationships among them.

(c) Directing:

Directing as a managerial function involves building sound industrial and human relations among people working in the organization. The direction function of the personnel manager is meant to motivate and guide the people to achieve organization goals. The employees can be motivated through salary administration, career planning, provision of health and safety requirements etc.

(d) Controlling:

Controlling function is concerned with regulation of activities in accordance with the personnel plans. It includes checking, verifying and comparing actual with the plans, identifying deviations if any and correcting them. Auditing, training programmers, analysing, labor turnover records, conducting separate interviews are some of the means for controlling the personnel management function.

(ii) Operative Functions :

Operative functions are those functions which are usually delegated to the human resource department as these require specialized skills and knowledge in their performance. All these operative functions are interacted by managerial functions. Further these functions are to be performed in conjunction with management functions.

Some of the operative functions of human resource management are:

(a) Employment :

It is the first operative function of HRM. Employment is concerned with securing and employing the people possessing required kind and level of human resources necessary to achieve the organizational objectives. It covers the functions such as job analysis, human resources planning, recruitment, selection, placement and induction.

(i) Job Analysis:

It is the process of study and collection of information relating to the operations and responsibilities of a specific job.

It includes:

i. Collection of data, information, facts and ideas relating to various aspects of jobs including men, machines and materials.

ii. Preparation of job description, job specification, job requirements and employee specification which help in identifying the nature, levels and quantum of human resources.

(ii) Human Resources Planning:

Human resource planning involves fore­casting the human resource requirements of an organization and the fu­ture supply of human resources. It is a process for determination and assuring that the organization will have an adequate number of qualified persons, available at proper times, performing jobs which would meet the needs of the organization.

(iii) Recruitment:

It is the process of seeking and attracting prospective candidates against a vacancy in an organization.

After having determined the number of persons required for different jobs and requirements of different jobs, the recruitment process will begin.

The term recruitment may be defined as the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. In other words, the term ‘recruitment’ stands for discovering the sources from where potential employees will be selected.

(iv) Selection:

Selection is the process of identifying and establishing the credentials of a candidate for a job to ensure success.

Recruitment vs. Selection :

Both recruitment and selection are the two phases of the employment process. Recruitment comes first and is followed by Selection.

(v) Induction and Orientation:

Induction and orientation are the tech­niques by which a new employee is rehabilitated in the changed sur­roundings and introduced to the practices, policies, purposes and people etc., of the organization.

(b) Training and Development :

This process aims to train and develop employees to improve and update their knowledge and skills, so as to help them perform their jobs better. The process also includes developing the attitudes, beliefs and values of the employees to match the organizational needs. This comprises of performance appraisal, training, management/executive development, career planning and development.

(i) Performance Appraisal:

It is the process of evaluating the performance of an employee on the job and developing a plan for improvement.

(ii) Training:

Training is the systematic development of the knowledge, skills and attitudes required to perform a job.

After the employee is selected, the most important part of human resource program is to impart training to the employee. Training plays a significant role in human resource development. Human resources are the life-blood of any organization. Only through trained and efficient employees, the organization can achieve its objectives.

Training is defined as “the art of increasing the knowledge and skill of an employee for doing a particular job”.

Since training involves time, effort and money by an organization, so an organization should carefully design its training program. The objectives and need for training should be clearly identified and the method or type of training should be chosen according to the needs and objectives established.

Need of Training:

Training is necessary both for existing and new employees. It increases the skill of the employees.

The need of training arises because of the following factors:

(a) Rapid Changes in Technology:

As the technology is changing at as fast pace, so employees must learn new techniques to make use of advanced technology.

(b) Frequent Accidents:

Due to increase in number of industrial accidents, an effective training program should be made for the safety of the employees.

(c) Quality Conscious Customers:

As the customers have become quality conscious, so there is need of training to employees for improving the quality of products.

(d) Increase in Productivity:

Effective training helps in increasing productivity and reduction in production costs of an organization.

(e) Supply of Trained Personnel:

Training ensures an efficient supply of trained employees at all levels of organization.

Benefits of Training :

Some of the benefits of training are:

a. Better performance of employees both in terms of quantity and quality of output.

b. Elimination of wastages which leads to reduction in cost of production.

c. Reduction in needs of supervision.

d. It helps in developing and improving the organizational culture.

e. Increase in morale of the employees.

f. Reduction in number of accidents.

g. Improvement in quality of work.

h. Reduction in machine breakdown and maintenance cost.

i. Increase in productivity which results in enhanced earnings for employees.

j. Increase in self-confidence.

k. More opportunity for growth/promotions.

(iii) Development:

It is the concept of developing the employees in an organization to meet future changes and challenges.

(iv) Career Planning and Development:

It refers to identifying one’s career goals and formulating plans of reaching them. It attempts to harmonize an individual’s career aspiration with organizational needs.

(c) Compensation :

Compensation function is concerned with securing adequate and equitable remuneration to persons for their contribution. Fixation of compensation or wage rates for different categories of employees is an important task of management. Function related to job evaluation, wage and salary administration, incentives, bonus and fringe benefits falls under this category.

Compensation is what employees receive in exchange for their contribution to the organization.

Generally, employees offer their service for three types of rewards:

b. Incentives.

c. Benefits.

Pay refers to the base wages and salaries employees normally receive. Incentives in the form of bonuses, commissions and profit sharing plans are incentives designed to encourage employees to produce results beyond normal expectations.

Benefits such as insurance, medical, recreational, retirement etc. represent a more indirect type of compensation.

So, the term compensation is a comprehensive one including pay, incentives, and benefits offered by employers for hiring the services of employees. In addi­tion to these, managers have to observe legal formalities for offering physical as well as financial security to employees. All these play an important role in any HR department efforts to obtain, maintain and retain an effective workforce.

(i) Job Evaluation:

It is the systematic determination of the value of each job in relation to other jobs in the organization.

(ii) Wage and Salary Administration:

The process of formulating and operating a suitable wage and salary program is known as wage and salary administration.

(iii) Incentives:

Incentives are the rewards an employee earns in addition to regular salary based on his performance or of the collective performance.

(iv) Bonus:

Bonus is primarily a share in the surpluses and is often directly related to the organization performance.

(v) Fringe Benefits:

Fringe benefits are monetary and non-monetary benefits including disablement benefits, housing facilities, canteen facilities, conveyance facilities, educational facilities, recreational facilities, medical and welfare facilities, post-retirement benefits, etc.

(d) Integration :

The basic objective of human resource management is to secure maximum performance from the employees in order to accomplish the objectives of an organization. This is possible through better integration between the organi­zation and its employees. The integration between the two can be achieved through three things-motivation, leadership and communication.

(e) Maintenance :

Maintenance function is basically concerned with the working conditions and welfare facilities provided to the employees. Morale and motivation of the employees is greatly influenced by these conditions. Working conditions include measures taken for health, safety and comfort of the employees. Welfare facilities include provisions of rest rooms, cafeteria, safe drinking water, education for children of employees etc.

(f) Industrial Relations :

It is the responsibility of human resource manager to maintain industrial peace in the organization. This can be done through collective bargaining, joint consultation and settlement of disputes, whenever they arise.

(g) Personnel Records :

Another function of human resource manager is to maintain the records of the employees. This is helpful in taking decisions relating to transfers and promotions, performance appraisal etc. These also help in identifying the weaknesses in the employees and the areas in which they need training.

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Human Resource Management Challenges Analytical Essay

Introduction, recommendations, reference list.

Today’s businesses are facing many problems and challenges that relate to human resource management. While the human resource section is the most important arm of any organisation, it is also one of the most challenging areas to manage to ensure maximum productivity.

In recognition of the challenges that face human resource managers and organisations in managing this vital resource, many studies and approaches have been suggested to offer important insights into how organisations can effectively manage the human resource for good productivity and outcomes for the organisations (Caliskan, 2010). Despite the availability of the suggested approaches, implementing them is also a major issue.

Organisations find themselves in major problems and challenges with their human resources. The situation can lead to poor performance, non-attendance, low morale, low job satisfaction, and high rates of turnover that make it difficult for an organisation to achieve its goals (Krishnan & Singh, 2006).

A good example of an organisation that is facing human resource challenges is evident in the new owners of a mining company where there have been higher levels of conflicts that have led to strikes, low productivity, and absenteeism among other problems.

This paper aims at identifying the challenges the organisation is facing and making important strategic human resource management strategies that the organisation should adopt to turn around the current relations between the management and employees.

Major Problems that the Organisation’s Human Resource is Facing

It is evident that the new owners have inherited a myriad of challenges in the human resource from the previous management. This case has greatly affected the company’s ability to achieve its potential in terms of productivity. These challenges must be addressed appropriately to ensure that the organisation can meet its production capacity and financial obligations in the highly competitive sector.

The company is facing major problems in the area of employee motivation and commitment to work. In this case, the high levels of absenteeism and underperformance, which have been witnessed in the company, have greatly hindered its overall performance. Secondly, the company has a limited control and authority over the employees.

Besides causing major rifts between the management and the employees, the situation has led to the establishment of a big divide of employees versus the management. Lastly, the company also lacks elaborate strategies regarding recruitment and selection, training and development, and employees’ welfare.

This gap has led to the formation of informal unionism, which has worked to the disadvantage of the organisation, thus leading to many strikes and industrial actions that are too costly to the organisation. In this case, it is evident that the management must find new strategic human resource management approaches to turn around its current situation into a more robust management and employee performance, which will benefit the organisation and employees.

Key Factors of Consideration in Formulating HRM and ER Strategy for the Company

In the process of formulating a strategic HRM and ER strategy, many factors must be considered to ensure that the adopted strategies give the organisation the best opportunity towards effectiveness, efficiency, and productivity. The first factor of consideration is the organisation or stakeholders’ aims and goals.

According to Nankervis, Baird, Shields, and Coffey (2014), each organisation has its main agenda or a central goal. The company’s main goal is geared towards the production of coal for profit making purposes. Therefore, any issues that are preventing it from achieving this goal must be addressed.

The company’s human resource is the biggest challenge, owing to the low productivity, low morale, and frequent strikes among other challenges that emanate from the employees (Ross & Bamber, 2009). The organisation must review its recruitment and selection strategies to ensure that workers who have the right skills and motivation receive the opportunity to work for the company.

Situational factors also affect the organisation from outside and from within. The Harvard HRM model provides situational factors as a key area of consideration when coming up with a strategic HRM (Zheng, Rolfe & Di Milia, 2007).

Workforce characteristics, labour market, unions, laws and societal values, and task technology among other considerations are very critical in coming up with an elaborate and effective strategic human resource management approaches (Hutchings, De Cieri & Shea, 2011). It is evident that the coal-mining sector is still deeply unionised. Hence, many organisations follow the tenets of the pluralist theory.

The company needs to change the current structures of the informal workers union to ensure that they are registered in a lawful and recognised union as guided by the labour regulations. The third important factor is the human resource policy in place. The role of human resource relations is to ensure the recruitment and retention of highly qualified individuals to guarantee the achievement of the organisation’s goals.

In this case, the role of HR at the organisation has not been well defined. The situation has allowed the thriving of a low performance culture and poorly qualified and trained human resources (Edwards, 2013). The human resource department needs to take its rightful place in ensuring competency, employee motivation, job satisfaction, and high employee discipline (Ross & Bamber, 2009).

For instance, when attracting and retaining highly qualified employees, the organisation must apply specially designed selection strategies that focus on good remuneration and employee safety, which will warrant the recruitment of the best personnel (Zheng et al., 2007). The role of the management is another major factor that the organisation must consider.

In this case, while the management of employees and the approach towards a unionised workforce indicates a move towards pluralist approaches to management, the implementation of better human resource approaches that focus on better employee training and development, safety considerations, and better pay will give the top management more authority and legitimacy over the employees (Bowen & Barry, 2015).

Such authority and mandate will be in line with a unitarist theory and its approaches where power is concentrated on the management (Caliskan, 2010). In this case, it is important for the human resource management to implement the key tenets of its policies to guarantee high discipline requirements and effective recruitment and selection strategies so that employees can remain loyal to the management.

It is evident that the organisation is facing major problems in its human resource management function and hence the need for changes in how the organisation is managed. The main strategic approaches that the organisation will consider will relate to increasing employee motivation and commitment to work.

Further, the organisation will focus on ensuring that it has elaborate HR policies, which will guide the way the organisation will implement the strategies. As guided by the requirements of pluralist approach, ensuring that the organisation advocates a formal, rather than an informal union, will be a move to the right direction.

However, in ensuring more legitimacy and authority of the management, putting in place measures that address employees’ welfare in terms of training, development, and safety will be an important step towards a unitarist approach. The challenges that the organisation will face such as opposition to change, financial implications, and conformity to laws and regulations in the industry will be well addressed using the above approaches.

While a change is inevitable in any organisation, it attracts many challenges, which if not well handled, may derail any progress towards the required changes. At the coal-mining company, the implementation of new HRM strategies will attract various problems and challenges that must be well addressed for success to be achieved.

The first challenge is financial implications of the changes. In this case, while the main goal of the new strategies is to ensure better financial performance in the organisation, the strategies may pose big challenges in the short-term (Ross & Bamber, 2009).

In fact, implementing new training strategies, recruiting new personnel, and terminating unnecessary contracts have immediate financial implications. The organisation needs to understand that while the new strategies have immediate financial implications on the organisation, the organisation will greatly benefit in terms of organisational effectiveness and efficiency, which will lead to better financial gains.

The organisation can also implement the strategies in phases, which will ensure that the financial burden on the organisation is spread over a long duration. According to Mitchell, Obeidat, and Bray (2013), the use of expert strategists and consultants is also an important way of implementing important cost reduction approaches to minimise the overall operations cost.

The second challenge is opposition from the employees who are informally but strongly unionised as evident from the successful strikes and industrial actions that the company has faced. The current suggestion towards ensuring that workers are formally unionised may not go well with the leaders of the informal union at the company.

Such opposition may lead to ‘go-slows’ or other actions that may derail the company’s desire to move towards more effective management approaches. To counter the above challenge, the organisation should form consultative forums with employees and their informal leaders to ensure that they are part of the process and changes that the organisation will undertake.

Bowen, B., & Barry, M. (2015). Recasting industrial relations: Productivity, place and the Queensland coal industry, 2001–2013. Journal of Industrial Relations, 57 (1), 48-71.

Caliskan, N. (2010). The impact of strategic human resource management on organisational performance. Journal of Naval science and engineering, 6 (2), 100-116.

Edwards, M. (2013). Industrial Relations in Mining – A Growing Cost to the Industry in Australia?. Web.

Hutchings, K., De Cieri, H., & Shea, T. (2011). Employee attraction and retention in the Australian resources sector. Journal of Industrial Relations, 53 (1), 83-101.

Krishnan, S., & Singh, M. (2006). Strategic Human Resource Management: Three-Stage Process and Influencing Organisational Factors. Human Resource Management, 1 (1), 1-37.

Mitchell, R., Obeidat, S., & Bray, M. (2013). The Effect of Strategic Human Resource Management on Organisational Performance: The Mediating Role of High-Performance Human Resource Practices. Human Resource Management, 52 (6), 899-921.

Nankervis, A., Baird, M., Shields, J., & Coffey, J. (2014). Human Resource Management: Strategy and Practice . South Melbourne: Cengage Learning.

Ross, P., & Bamber, J. (2009). Strategic choices in pluralist and unitarist employment relations regimes: a study of Australian telecommunications. Industrial & Labour Relations Review, 63 (1), 24-41.

Zheng, C., Rolfe, J., & Di Milia, L. (2007). Strategic human resource management and business performance of the regional coal mining industry in central Queensland. Web.

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Essay on Human Resource Management

Introduction

Human resource management is a sensitive matter that any organization has to take into consideration for all activities and operations to run flawlessly. Companies that ensure employees are well handled are more likely to do better in business as compared to firms that have no regard for their workers (Mankins & Garton, 2017). Studying human resource management is essential as it helps many understand various notions and concepts on the topic of discussion. The course has been interesting as it enlightens the society on the role of such departments within a working organization. A thorough analysis of the course indicates that three major insights are vital for the achievement of the desired results. The first idea is based on employees being an essential part of the business (Cascio, 2015). The second idea on human resource management that is evident throughout the course is that firms should invest heavily in their employees. The third concept that can be learnt from the course materials is the fact that human resource management should always apply the right strategies and ensure that decisions are made in a consultative manner (Mankins & Garton, 2017). The paper aims to examine the three insights, their practical application, and why they are valuable in establishing proper human resource management.

HRM Application

Human resource management is vital for every organization as it shapes the direction that operations take within the organization. It is important to examine critically how HRM influences employee relationships within the workplace. From the course materials provided, one can presume that employees of any company are as important as customers (Mankins & Garton, 2017). Employees form an essential part of the company as they spearhead various programs that are important for the continuity of company operations. Without a workforce that is committed to achievement of set objectives, a firm will fail in its quest to become a top company in the industry. Established human resource departments are always committed to ensuring that employees are kept comfortable and satisfied for better delivery during company operations. Employers must provide a conducive working environment for their employees, including safety and health conditions (Mankins & Garton, 2017). Learning of human resource concepts helps one gain essential skills of employee management, performance assessment, and proper supervision of operations. When an employer wants to introduce a quality product in the market, he/she should first provide quality employment.

The second idea that is evident from the course is the fact that investing heavily in employees pays significantly. For instance, companies that leave their employees demoralized and unsatisfied end up posting poor performance at the end of the day (Cascio, 2015). Investing in employees includes preparing training workshops and developmental programs that aim at improving the skills of each employer. There is a need for every firm to implement policies that aim to improve employee happiness as it is a prerequisite for proper performance. The course materials highlight the importance of motivation and commitment among employees that work for any organization (Cascio, 2015). Employee assistance initiatives such as therapy programs and other facilities within a workplace motivate employees to deliver their best. Constructing and availing such amenities to employees is capital intensive, and not all firms within the industry can be able to achieve such a status. Investing heavily in employee relations can prove helpful for any firm that intends to do better in business.

The third insight that one can learn from the course material is the idea of being open-minded and inclusive when it comes to decision making within an organization. Human resource departments should be at the forefront of ensuring that decisions are arrived at after a thorough consultative process within the organization (Bolman & Deal, 2017). Firms should consult their employees before implementing various rules that shape operations within the working environment. There should be a specific approach tailored to handle multiple problems that arise during work operations. Every HRM department must provide the best conditions that can lead to the achievement of set objectives. For instance, when an employee messes within the work setting, the HRM must apply the set guidelines to handle the matter. Procedures applied should be void from biasness and rigidity in a bid to ensure justice and inclusivity (Bolman & Deal, 2017). Studying principles of human resource management enlightens one on how to value employees’ opinions, especially within an organization with a huge floor area.

Learning assessment

Learning of HRM concepts helps one understand why treating employees better can help a company do better. For instance, through proper management of resources, one can come up with organizational structures and designs that promote performance among employees. Corporate design is also an essential aspect in the definition of roles that each individual should play within the work setting (Ugoani, 2020). The concepts learnt in class change one’s way of thinking and approaching of various issues within the community. From learning experience, companies lose a significant productive power to time-wasting, which has derailed improvement of operations. Firms must consider proper management of resources an critical factor that influences production activities.

Critical Analysis

Learning concepts on human resource management helps those in leadership positions to weigh what is essential for employees and organizational growth. Companies that have incorporated HRM principles in their workplaces do better as compared to those that are insensitive to employee issues (Nazir & Islam, 2017). Employee motivation and happiness evoke a sense of responsibility in an individual, prompting such employees to deliver even better. Ethical standards that are acceptable internationally must apply for the HRM department to serve effectively with purpose. In essence, it is through the learning of HR concepts that one can develop knowhow on the handling of various managerial predicaments that arise at a workplace. Inclusivity and open-mindedness are essential virtues that can help a leader implement a culture that aims to promote performance (Mankins & Garton, 2017). Practitioners in this field can learn a lot from the course as it directs individuals on basics that must be incorporated for proper human resource management.

To sum it up, HR management principles require high levels of ethical standards that regard employee happiness. Company goals should be aligned with resources that are present for disposal. Employees should be considered in every decision making process as they form an essential part of the business. Employee welfare should be prioritized to ensure they are comfortable to deliver professionally. Apprising employees and allowing them to go for vacation contributes significantly to employee happiness and eventual retention. Equally, investing heavily in employees can prove helpful in achieving the set goals for the firm. By borrowing theoretically from concepts learnt in class, HR departments have an obligation of ensuring that productivity is improved, given the available scarce resources. Decision making within an organization should be done through consultations, which include employees. The course is relevant to principles that encompass the concept of human resource management within any organization.

Bolman, L. G., & Deal, T. E. (2017).  Reframing organizations: Artistry, choice, and leadership . John Wiley & Sons.

Cascio, W. F. (2015).  Managing human resources . New York: McGraw-Hill.

Mankins, M. C., & Garton, E. (2017).  Time, Talent, Energy: Overcome Organizational Drag and Unleash Your Team s Productive Power . Harvard Business Review Press.

Nazir, O., & Islam, J. U. (2017). Enhancing organizational commitment and employee performance through employee engagement.  South Asian Journal of Business Studies .

Ugoani, J. N. N. (2020). Managing Employee Relations and its Effect on Organizational Success.  International Journal of Social Sciences Perspectives ,  6 (1), 1-10.

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How to Set Up and Start Using a Cash App Account

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HRM Research Questions

• Is it Necessary to Have an HR Department When a Corporation has Effective Line Managers?
• Can Western-Style Human Resource Management Practices Be Introduced to China?
• What Is the Definition of Integrated Human Resource Management Policies?
• Can Human Resource Management Improve School Performance?
• What Impact Does Human Resource Management Have on Corporate Performance and Employees?
• How Do People-Oriented and Action-Oriented HRM Departments Differ?
• What Are the Crucial Elements of Effective Human Resource Management?
• Can Effective Human Resource Management Help an Organization’s Profits?
• How Can Human Resource Management Practices Influence Employee Commitment and Help Overcome High Employee Turnover?
• What Benefits Can Organizations Expect From Human Resource Management?
• Does a Company’s Strategy Influence HRM?
• What Is Human Resource Management, and How Did It Grow?
• Why Has Work-Life Balance Become Such an Important Issue in Human Resources?
• How Can Human Resource Management Practices Improve Corporate Social Performance?
• What Socioeconomic Changes Occurred in the 1980s that Contributed to the Growing Popularity of Human Resource Management?
• What Are the Advantages of Human Resources Management for Educators and Schools?
• What Is the Importance of Strategic Human Resource Management?
• Does Effective Human Resource Management Increase Employee Productivity?
• Will the Strategic Alignment of Business and Human Resource Strategies Have an Impact on HRM Effectiveness and Organizational Performance?
• Is Ethical Consideration Important in Human Resource Management?
• Can Human Resource Management Aid in the Success of a Business?
• What Role Does Human Resource Management Play in Top Management?
• Does the Difference Between Countries Affect Human Resource Management?
• How Do Personal Attitudes Affect Human Resource Management Decisions?
• What Roles Does Human Resource Management Play in Education?
• In What Ways Is Strategic Human Resource Management Used in Practice?
• Why Is Human Resource Management Important in Small and Medium-Sized Businesses?
• What Impact Has Technology Had on Human Resource Management?
• What HRM Approaches Are Required to Maintain Competitive Advantage?

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Essays on Human Resource Management

Faq about human resource management.