how to write hrm assignment

Faculty Resources

Assignments.

The Human Resources Management course includes a series of openly licensed written assignments and discussions aligned to specific learning outcomes and chapters. If you import this course into your learning management system (Blackboard, Canvas, etc.), all of the assignments and discussions (listed in the table, below,) will automatically be loaded into your LMS assignment and discussion-board tools. They can be used as is, modified, combined with your own assignments, or removed altogether.

The assignments in this course align with the following scenario:

You are a college senior who has been selected to participate in a hybrid internship/onboarding program with an elite HR research and advisory firm. Your training consists of a combination of formal education—specifically, enrollment in this Human Resource Management course—and a rotation in support of the principals of the firm. In your rotations, you will synthesize what you’ve learned in the relevant modules to address firm or client issues, conducting additional research as necessary and developing draft deliverables as instructed by the principal consultant. The quality of your deliverables – that is, your ability to convert learning into practical insight – will largely determine whether, at the end of the internship period, you are offered a position with the firm or simply thanked for your participation.

You can view them below or throughout the course.

Rubric for Assignments

There is also a sample rubric to assist you in grading. Instructors may modify these guidelines or use their own.

Discussions

The following discussion assignments will also be preloaded (into the discussion-board tool) in your learning management system if you import the course. They can be used as is, modified, or removed. You can view them below or throughout the course.

Rubric for Discussion Posts

Answer keys for the discussion posts are available to faculty who adopt Waymaker, OHM, or Candela courses with paid support from Lumen Learning. This approach helps us protect the academic integrity of these materials by ensuring they are shared only with authorized and institution-affiliated faculty and staff.

Candela Citations

Assignments. Provided by : Lumen Learning. License : CC BY: Attribution
Pencil Cup. Authored by : IconfactoryTeam. Provided by : Noun Project. Located at : https://thenounproject.com/term/pencil-cup/628840/ . License : CC BY: Attribution

Want to create or adapt books like this? Learn more about how Pressbooks supports open publishing practices.

2.2 Writing the HRM Plan

Learning objective.

Describe the steps in the development of an HRM plan.

As addressed in Section 2.1 “Strategic Planning” , the writing of an HRM strategic plan should be based on the strategic plans of the organization and of the department. Once the strategic plan is written, the HR professional can begin work on the HR plan. This is different from the strategic plan in that it is more detailed and more focused on the short term. The six parts described here are addressed in more detail in Chapter 4 “Recruitment” , Chapter 5 “Selection” , Chapter 6 “Compensation and Benefits” , Chapter 7 “Retention and Motivation” , Chapter 8 “Training and Development” , Chapter 9 “Successful Employee Communication” , Chapter 10 “Managing Employee Performance” , and Chapter 11 “Employee Assessment” .

How Would You Handle This?

Compensation Is a Touchy Subject

As the HR manager, you have access to sensitive data, such as pay information. As you are looking at pay for each employee in the marketing department, you notice that two employees with the same job title and performing the same job are earning different amounts of money. As you dig deeper, you notice the employee who has been with the company for the least amount of time is actually getting paid more than the person with longer tenure. A brief look at the performance evaluations shows they are both star performers. You determine that two different managers hired the employees, and one manager is no longer with the organization. How would you handle this?

As you can see from this figure, the company strategic plan ties into the HRM strategic plan, and from the HRM strategic plan, the HR plan can be developed.

The six parts of the HRM plan include the following:

Determine human resource needs. This part is heavily involved with the strategic plan. What growth or decline is expected in the organization? How will this impact your workforce? What is the economic situation? What are your forecasted sales for next year?
Determine recruiting strategy. Once you have a plan in place, it’s necessary to write down a strategy addressing how you will recruit the right people at the right time.
Select employees. The selection process consists of the interviewing and hiring process.
Develop training. Based on the strategic plan, what training needs are arising? Is there new software that everyone must learn? Are there problems in handling conflict? Whatever the training topics are, the HR manager should address plans to offer training in the HRM plan.
Determine compensation. In this aspect of the HRM plan, the manager must determine pay scales and other compensation such as health care, bonuses, and other perks.
Appraise performance. Sets of standards need to be developed so you know how to rate the performance of your employees and continue with their development.

Each chapter of this text addresses one area of the HR plan, but the next sections provide some basic knowledge of planning for each area.

Determine Human Resource Needs

The first part of an HR plan will consist of determining how many people are needed. This step involves looking at company operations over the last year and asking a lot of questions:

Were enough people hired?
Did you have to scramble to hire people at the last minute?
What are the skills your current employees possess?
What skills do your employees need to gain to keep up with technology?
Who is retiring soon? Do you have someone to replace them?
What are the sales forecasts? How might this affect your hiring?

These are the questions to answer in this first step of the HR plan process. As you can imagine, this cannot be done alone. Involvement of other departments, managers, and executives should take place to obtain an accurate estimate of staffing needs for now and in the future. We discuss staffing in greater detail in Chapter 4 “Recruitment” .

Many HR managers will prepare an inventory of all current employees, which includes their educational level and abilities. This gives the HR manager the big picture on what current employees can do. It can serve as a tool to develop employees’ skills and abilities, if you know where they are currently in their development. For example, by taking an inventory, you may find out that Richard is going to retire next year, but no one in his department has been identified or trained to take over his role. Keeping the inventory helps you know where gaps might exist and allows you to plan for these gaps. This topic is addressed further in Chapter 4 “Recruitment” .

HR managers will also look closely at all job components and will analyze each job. By doing this analysis, they can get a better picture of what kinds of skills are needed to perform a job successfully. Once the HR manager has performed the needs assessment and knows exactly how many people, and in what positions and time frame they need to be hired, he or she can get to work on recruiting, which is also called a staffing plan . This is addressed further in Chapter 4 “Recruitment” .

Recruitment is an important job of the HR manager. More detail is provided in Chapter 4 “Recruitment” . Knowing how many people to hire, what skills they should possess, and hiring them when the time is right are major challenges in the area of recruiting. Hiring individuals who have not only the skills to do the job but also the attitude, personality, and fit can be the biggest challenge in recruiting. Depending on the type of job you are hiring for, you might place traditional advertisements on the web or use social networking sites as an avenue. Some companies offer bonuses to employees who refer friends. No matter where you decide to recruit, it is important to keep in mind that the recruiting process should be fair and equitable and diversity should be considered. We discuss diversity in greater detail in Chapter 3 “Diversity and Multiculturalism” .

Depending on availability and time, some companies may choose to outsource their recruiting processes. For some types of high-level positions, a head hunter will be used to recruit people nationally and internationally. A head hunter is a person who specializes in matching jobs with people, and they usually work only with high-level positions. Another option is to use an agency that specializes in hiring people for a variety of positions, including temporary and permanent positions. Some companies decide to hire temporary employees because they anticipate only a short-term need, and it can be less expensive to hire someone for only a specified period of time.

No matter how it is done, recruitment is the process of obtaining résumés of people interested in the job. In our next step, we review those résumés, interview, and select the best person for the job.

After you have reviewed résumés for a position, now is the time to work toward selecting the right person for the job. Although we discuss selection in great detail in Chapter 6 “Compensation and Benefits” , it is worth a discussion here as well. Numerous studies have been done, and while they have various results, the majority of studies say it costs an average of $45,000 to hire a new manager (Herman, 1993). While this may seem exaggerated, consider the following items that contribute to the cost:

Time to review résumés
Time to interview candidates
Interview expenses for candidates
Possible travel expenses for new hire or recruiter
Possible relocation expenses for new hire
Additional bookkeeping, payroll, 401(k), and so forth
Additional record keeping for government agencies
Increased unemployment insurance costs
Costs related to lack of productivity while new employee gets up to speed

Because it is so expensive to hire, it is important to do it right. First, résumés are reviewed and people who closely match the right skills are selected for interviews. Many organizations perform phone interviews first so they can further narrow the field. The HR manager is generally responsible for setting up the interviews and determining the interview schedule for a particular candidate. Usually, the more senior the position is, the longer the interview process takes, even up to eight weeks (Crant, 2009). After the interviews are conducted, there may be reference checks, background checks, or testing that will need to be performed before an offer is made to the new employee. HR managers are generally responsible for this aspect. Once the applicant has met all criteria, the HR manager will offer the selected person the position. At this point, salary, benefits, and vacation time may be negotiated. Compensation is the next step in HR management.

Determine Compensation

What you decide to pay people is much more difficult than it seems. This issue is covered in greater detail in Chapter 6 “Compensation and Benefits” . Pay systems must be developed that motivate employees and embody fairness to everyone working at the organization. However, organizations cannot offer every benefit and perk because budgets always have constraints. Even governmental agencies need to be concerned with compensation as part of their HR plan. For example, in 2011, Illinois State University gave salary increases of 3 percent to all faculty, despite state budget cuts in other areas. They reasoned that the pay increase was needed because of the competitive nature of hiring and retaining faculty and staff. The university president said, “Our employees have had a very good year and hopefully this is a good shot in the arm that will keep our morale high” (Pawlowski, 2011).

Determination of compensation systems is a balancing act. Compensation should be high enough to motivate current employees and attract new ones but not so high that it breaks the budget.

Nathan Rupert – Venice Beach Tightrope Walker – CC BY-NC-ND 2.0.

The process in determining the right pay for the right job can have many variables, in addition to keeping morale high. First, as we have already discussed, the organization life cycle can determine the pay strategy for the organization. The supply and demand of those skills in the market, economy, region, or area in which the business is located is a determining factor in compensation strategy. For example, a company operating in Seattle may pay higher for the same job than their division in Missoula, Montana, because the cost of living is higher in Seattle. The HR manager is always researching to ensure the pay is fair and at market value. In Chapter 6 “Compensation and Benefits” , we get into greater detail about the variety of pay systems, perks, and bonuses that can be offered. For many organizations, training is a perk. Employees can develop their skills while getting paid for it. Training is the next step in the HR planning process.

Develop Training

Once we have planned our staffing, recruited people, selected employees, and then compensated them, we want to make sure our new employees are successful. Training is covered in more detail in Chapter 8. One way we can ensure success is by training our employees in three main areas:

Company culture. A company culture is the organization’s way of doing things. Every company does things a bit differently, and by understanding the corporate culture, the employee will be set up for success. Usually this type of training is performed at an orientation, when an employee is first hired. Topics might include how to request time off, dress codes, and processes.
Skills needed for the job. If you work for a retail store, your employees need to know how to use the register. If you have sales staff, they need to have product knowledge to do the job. If your company uses particular software, training is needed in this area.
Human relations skills. These are non-job-specific skills your employees need not only to do their jobs but also to make them all-around successful employees. Skills needed include communication skills and interviewing potential employees.

Perform a Performance Appraisal

The last thing an HR manager should plan is the performance appraisal. While we discuss performance appraisals in greater detail in Chapter 11 “Employee Assessment” , it is definitely worth a mention here, since it is part of the strategic plan. A performance appraisal is a method by which job performance is measured. The performance appraisal can be called many different things, such as the following:

Employee appraisal
Performance review
Career development review

No matter what the name, these appraisals can be very beneficial in motivating and rewarding employees. The performance evaluation includes metrics on which the employee is measured. These metrics should be based on the job description, both of which the HR manager develops. Various types of rating systems can be used, and it’s usually up to the HR manager to develop these as well as employee evaluation forms. The HR manager also usually ensures that every manager in the organization is trained on how to fill out the evaluation forms, but more importantly, how to discuss job performance with the employee. Then the HR manager tracks the due dates of performance appraisals and sends out e-mails to those managers letting them know it is almost time to write an evaluation.

Human Resource Recall

Have you ever been given a performance evaluation? What was the process and the outcome?

Communication Is Key in Performance Evaluations

(click to see video)

Communication is imperative in any workplace, but especially when giving and receiving a performance evaluation.

Key Takeaways

Human resource planning is a process that is part of the strategic plan. It involves addressing specific needs within the organization, based on the company’s strategic direction.
The first step in HR planning is determining current and future human resource needs. In this step, current employees, available employees in the market, and future needs are all analyzed and developed.
In the second step of the process, once we know how many people we will need to hire, we can begin to determine the best methods for recruiting the people we need. Sometimes an organization will use head hunters to find the best person for the job.
After the recruiting process is finished, the HR manager will begin the selection process. This involves setting up interviews and selecting the right person for the job. This can be an expensive process, so we always want to hire the right person from the beginning.
HR managers also need to work through compensation plans, including salary, bonus, and other benefits, such as health care. This aspect is important, since most organizations want to use compensation to attract and retain the best employees.
The HR manager also develops training programs to ensure the people hired have the tools to be able to do their jobs successfully.
Of the parts of HR planning, which do you think is most difficult, and why? Which would you enjoy the most, and why?
Why is it important to plan your staffing before you start to hire people?
What is the significance of training? Why do we need it in organizations?

Crant, J., “How Long Does an Interview Process Take?” Jobsinminneapolis.com, December 2, 2009, accessed October 28, 2010, http://www.jobsinminneapolis.com/articles/title/How-Long-Does-an-Interview-Process-Take/3500/422 .

Herman, S., Hiring Right: A Practical Guide (Thousand Oaks, CA: Sage, 1993), xv.

Pawlowski, S., “Illinois State University to Get Salary Bump,” WJBC Radio, July 11, 2011, accessed July 11, 2011, http://wjbc.com/illinois-state-university-faculty-to-get-salary-bump .

Human Resource Management Copyright © 2016 by University of Minnesota is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License , except where otherwise noted.

10 Assignments For Human Resource Managers To Develop Future Skills

By Simon Carvi
No Comments

The Covid-19 pandemic has put tremendous pressure on organizations to change the way they operate: from sales and marketing, to finance and customer service. CEOs know that resilience and capacity to innovate are deeply rooted in the company’s human resources.

To kickstart skilling efforts in the organization, what better place to start than to make sure the Human Resources department is properly equipped. Otherwise, who else should you empower to upskill the rest of your organization? As a matter of fact, the HR function is at the forefront of digital disruption. Your ability to build a skilled HR department is instrumental to make your organization future-ready.

Remember that when it comes to training, individual Active Learning (classroom, eLearning, reading, etc.) accounts for roughly 10% of the job only! Around 20% of the learning journey to retain a skill is done through others (mentoring, peer interactions, etc.) and 70% by actually doing things! Of course the right blend depends on you and other parameters, such as your company’s business, industry and individual themselves.

In this short article we will explore 10 SMART ways C-Level and Directors can make sure their HR Managers are being stretched in a good way, exploring projects that will strategically fit the company’s long-term growth and resilience to change.

Let’s get started!

Table of Contents

1. Present a digital transformation strategy to top management

Competency developed: Digital transformation.

Objective: Own the topic of digital transformation within your company.

Explanation: Yes, strategy! Ultimately digital transformation is about people skills and the ability to evolve in a digital environment. HR managers should be at the center of the conversation to understand future needs, analyze current gaps, and design a plan.

Tips: Read the literature on the topic. Collect feedback from experts or peers leading the same topic within their organizations. WORK WITH IT.

2. Create and present new dashboard to CHRO including key metrics and qualitative analysis

Competency developed: People Analytics.

Objective: Analyse your company’s HR performance and contribute to business success.

Explanation: Has your company a clear vision of its HR performance? Take advantage of the latest HR systems and Business Intelligence tools available to connect the dots. Measure actionable indicators and present them to management.

Tips: Collect expectations from CHRO and top management. Does your company already have a dashboard in place? Start collecting feedback from the current dashboard and try to connect new data points to provide new insights Collaborate with IT to learn how to structure and visualize data!

3. Make 5-year manpower plan aligned to business targets and present to top management

Competency developed: Strategic workforce planning.

Objective : Plan the Human side of your company strategy so it can meet its turnover, profitability, or sustainability targets.

Explanation : How workforce will be utilized in the future? How to attract and develop the necessary skills. You’ll need more than one meeting to produce such a plan.

Tips: Make sure you collect the most relevant business targets to get a clear vision of the 5-year objectives and gaps. Meet with business line manager, top management, and collect market data to validate assumptions.

4. Highlight company’s top 5 turnover reasons with action plan to top management.

Competency developed: Business partnering.

Objective: Develop your HR Managers to become real Business partner.

Explanation: From back seat to the front seat. HR managers are not only responsible for collecting data, but also to strategize an action plan.

Tips: This stretch assignment is better utilized during the yearly budgeting period where managers are expected to summarize data and action plans.

5. Ask HR Manager to personally train all managers on how to make Individual development plans

Competency developed: Career development planning .

Objective: Boost your organization career development culture and processes.

Explanation: It is true that HR managers do not own the career development paths of all employees, Line Managers do. On the other hand, HR Managers are responsible for the talent management process , making sure high potential employees are identified and that provided career paths match the organization’s long-term goals. This assignment will boost the HR Manager’s influencing skills while putting employee retention clearly at the center of the conversation.

Tips: This stretch assignment is better implemented with different workshops 5-7 managers maximum. Ultimately, the HR Manager shall control the quality of each Individual Development Plan (IDP) formalized. It is possible to imagine one on one sessions with managers failing to pass the IDP quality control.

6. Rethink your company’s benefit package and implement one innovative benefit in line with the new workplace reality

Competency developed : Compensation & Benefits management.

Objective : Make your company compatible with 2020 new workplace expectations.

Explanation : Disrupted times call for bold measures and flexibility has just become every employee’s number one priority. HR managers must be creative and offer to top management solutions that will guarantee performance while fitting the employee’s expectation of the new normal.

Tips : You do not need to think money when thinking benefit. A good place to start to ensure creativity would be to run a survey. For example, what does work from home implies for your employees, or top management? Try to know more about those changes, and how does the company can help.

7. Apply reverse mentoring within your team during monthly one on one sessions

Competency developed : People Management.

Objective : Become a more balanced leader, get a deeper understanding of the motivations of younger employees and get up-to-date with digital tools.

Explanation : The odds are your HR Manager is a bit older than the team he/she manages. Organize ways to collect constructive feedback about your leadership and use them to improve. Subordinates can offer a wealth of feedback and guidance (digital tools!).

Tips : Reverse mentoring is hard, but the benefits on leadership skills can be huge. Do come with an open mind. During the meeting, let subordinate talk most of the time. Receive their feedback with a smile and spare some time to study their deeper meaning.

8. Redesign performance management system to make it a continuous process.

Competency developed : Continuous performance management.

Objective : Retain and develop talents.

Explanation : Spoiler alert! Feedback is not a “twice-a-year” thing anymore and one should not wait 6 months to get a meaningful conversation about performance with its boss. To cope with new expectations of the workforce, it is critical companies rethink the way they manage and record employee’s performance.

Advice : Implement a culture of feedback by enforcing regular one-on-ones once per month. Turn to automated dashboards to measure competency development progress, KPIs and deviations.

9. Link learning and development activities to OKRs and competencies listed in your performance management system

Objective : Get ROI from learning activities offered to employees.

Explanation : Whether your organization use OKRs (Objectives and Key Results) or KPIs & competencies, make sure learning activities are linked with performance outputs. Follow up implementation on a monthly basis using one on ones.

Advice : Diversify learning and apply the 70/20/10 approach: Active Learning, Social Learning and Stretch assignments.

10. Implement monthly change management committees with top management

Objective : Put HR at the centre of change in your organization.

Explanation : HR Managers will not change organizations by themselves. They must collect voices from business line managers and must proceed to risk analysis before launching propositions.

Advice : Change needs buy-in at the highest level. Get your CEO buy-in and offer him a seat at your committee.

Do you agree with those suggestions? Do they sound challenging enough to develop long-term skills? Or at the contrary too difficult? Are you an HR Manager willing to develop future-proof skills or a CEO that want to impulse change in the organization? Let us know in the comments below. If you want to get more ideas to develop your teams, you can browse different development plans with 70/20/10 activities on Huneety.com . New positions are added every week.

This article has been written by our guest writer Simon Carvi who is an HR expert professional presenting over 7 years of experience gained through roles in Talent Acquisition and Employee Retention globally and in APAC. Simon is passionate about how people learn and the future of work. He helps organizations find practical ways to upskill their workforce as Huneety top learning contributors.

You can reach him on Li n kedIN :

Simon Carvi

Simon Carvi is an HR expert professional presenting over 7 years of experience gained through roles in Talent Acquisition an Employee Retention globally and in APAC. Simon is passionate about how people learn and future of work. He helps organizations find practical ways to upskill their workforce as Huneety top learning contributor.

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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 […]

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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Step By Step Guidance For Writing A HRM Essay

Sourav Mahahjan

It is not easy to find resources that provide well-written, captivating, and reliable information in relation to HRM in today's world of communication. As a result, writing an HRM essay is a talent that will benefit you not just in the classroom but also in various employment settings. In this post, you'll discover what an HRM essay is, how to write one, how to format one, get an HRM essay outline, step-by-step instructions for each paragraph, and other valuable tips. The purpose of this post is to help you prepare to write your HRM essay and, if necessary, to select a reputable essay writing service.

Are you looking for guidance on how to write an HRM essay? HRM essay writing is a soft skill that requires both theory and practical application.

Here we will discuss the various parts of an HRM essay and answer the famous question, "Can anyone write my essays for me?

Tips for writing an HRM essay

Developing the ability to think critically allows you to be useful throughout your studies. Follow the below tips to write an HRM essay:

Choose the right topic.

Choose a topic that is both interesting and distinct. Employee motivation, productivity, compensation, and work design are all covered in human resource management. As a result, there are almost no restrictions on the topic you choose. There are numerous HRM studies and articles available that can turn any dull subject into an enjoyable learning experience.

Research the topic.

An HRM essay should ideally introduce a new concept or provide a modern take on an old one. It is vital that you provide several real-life examples to back up your claims. To find the most up-to-date information on your topic, conduct an online search or visit a library.

Define the structure.

The next step in the process of writing your HRM essay involves determining your structure. Writing a good essay involves lots of deliberate thinking. Before you type a single word, you should have a good idea of what each paragraph in your essay will be about. Like most academic writing, HRM essays follow a logical structure: introduction, body , and conclusion.

Introduction

The introduction presents your stance on the issue and includes your thesis statement, a concise one-sentence that clearly defines your perspective from the beginning and makes it evident in the reader's mind.

A good HRM essay is more than a collection of thoughts and paragraphs from a variety of sources. The body is a place to support your thesis statement and provide detailed views on your ideas. It should be well-written and contain appropriate headings to make it easier to scan the content.

HRM problems are inevitably related to real-life situations, so it is well worth imparting a few (no more than four) suggestions on how you think the topic of your essay may be applied to realistic situations. The end is the final segment that ties all of the portions together and offers you a final chance to argue your case.

Importance of Practical Examples

In your HRM essay, provide examples of academic experiments in addition to the stories of actual companies. Also, include some well-placed examples from trusted sources. Publications such as Harvard Business Review, The Wall Street Journal, and Fortune Magazine are great places to get started. Established journals in this area include the Journal of Human Resources, Organization Sciences, and Organizational Behavior.

Proofreading your essay

Proofreading is the last step in the process, which ensures your essay is the best it can be. But before you start going over your essays, give yourself a break. You'll generally find sentences that need to be rewritten when you take a fresh look at your work.

The above pointers surely pave the way for writing an HRM essay, but if you are still not sure that your essay will get you good grades, you can take help from TheAssignmentNinjas experts, who have well-distributed knowledge about how to write an HRM essay, which can help you achieve distinction grades.

Simply contact our Customer Support Executive to get your HRM essay done with the best quality.

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HRM Assignment 1 Introduction to HRM

Human resource management (hrm10003), swinburne university of technology malaysia.

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Human resource management, assignment 1: individual essay, james goh wei li.

Human resource management (HRM) is recruiting, hiring, deploying, and managing employees in a business. A corporation's or organization's human resources department is typically in charge of establishing, implementing, and overseeing regulations that govern workers and their interactions with coworkers. It is also employee management, with an emphasis on that personnel as corporate assets (Chai, 2021). Besides, employee recruitment refers to the whole process of attracting, shortlisting, selecting, and assigning suitable candidates for employment inside an organization (PeopleHum, 2021). Recruitment is the duty of a variety of personnel depending on the size of a business. Larger businesses may have whole teams of recruiters, while smaller organizations may have a single recruiter. The hiring manager in a small firm may be in charge of recruitment (SmartRecruiters, 2021). Employee selection is the process of selecting workers who possess the essential characteristics to fill jobs in a firm. It also refers to the process of aligning organizational requirements with people's talents and credentials (whatishrm, 2019).

Due to severe pandemics all around the world, therefore most countries are being locked down. Many adults are forced to work from home. It means that companies can only recruit employees online. One of the online recruitments is video recruitment. According to Schultz (2021), the use of video interviews at any point during the recruiting process is referred to as video recruitment. It basically divides into two types which are pre-recorded and live video interview. Some software is provided for live video interviews, such as Microsoft Team, Zoom and Skype. It is an interactive conversation between at least two individuals via the internet utilizing video technology. Using a desktop or mobile device with an internet connection, a camera, and a microphone, both the recruiter and the candidate may participate in the interview from anywhere on the globe (CASIRJ 2021, p435). The process of selecting any individual for employment based on their qualifications is referred to as selection (whatishrm, 2019). Video recruitment is more efficient and timesaving because of the improvement in screening possible applicants and scanning information across various sources to decide the candidate who would be the most excellent match with the business (BBC News, 2020). The systematic use of video as an HR tool may reduce costs and enhance productivity associated with efficiently recruiting individuals using video, providing an outstanding return on investment to the business (yello, 2020). For example, CIMB bank is one among the firms that use JobStreet, an online business and employment services

promotes a proper fit between employees and vocations while reducing workforce shortages or surpluses (Hayes, 2021). E-recruiting and selection platforms like Human Recourse Information Management Systems (HRIMS) includes a complex interface that allows it to be used by internal workers and external job candidates. Candidates seeking vacant openings can use an HRIMS system to send their resumes and contact information to a potential employer from a distant computer. The system then gathers and stores the information so that the recruiting manager may quickly retrieve it (Clinton & Christopher 2016, p64). In addition, HRIMS benefits refer to the software program's capacity to increase the productivity of human resources personnel. These systems are pretty comprehensive, and they are intended to improve and accelerate the work of HR employees in a variety of ways. They can help in the recruitment process, for example, by making it easier to gather resumes, assess candidate information, and more (Rani & Katyayani, 2018). For example, GlaxoSmithKline (GSK), the world leading pharmaceutical company implemented HRIMS to manage their employees. They allow workers to update essential information and develop deeper profiles to connect with others in the company and get work done more simply and efficiently. Discussion groups and group workspaces enable key business ideas to be shared in real-time and allow coworkers to assemble around a project to communicate virtually, exchange information, and complete tasks together, which has resulted in much cost and time reduction (Navarro, 2018).

In conclusion, employee engagement, recruiting, communication, selection, and development were all enhanced by video technology in organizations. The company should normalize video technologies to bring them into the application because it brings many benefits and convenience for them. If the company knows how to use video technologies, it can manage the company to become better.

List of References

‘applyforcimb’, cimb group, viewed 23 september 2021, <careers.cimb>..

Barcelos, K 2019, ‘Internal vs External Recruitment: Weighing the Pros and Cons’, Jobsoid, 22 January, viewed 3 October 2021, <jobsoid/pros-and-cons-internal-vs- external-recruitment/>.

Chai, W 2021, ‘human resource management’, searchsoftware, viewed 24 September 2021, <searchhrsoftware.techtarget/definition/human-resource-management-HRM>.

Christopher, K & Clinton A 2016, ‘Improved analysis of explosives samples with electrospray ionization-high resolution ion mobility spectrometry’, ScienceDirect, Vol, No, pp 64-71.

Clarke, I 2020, ‘Employee Selection-Purpose of selection process’, whatishumanresource, viewed 23 September 2021, <whatishumanresource/employee-selection skeeled/blog/5-benefits-of-including-video-interview-in-your-recruitment- process>.

Harper, J 2020, ‘Coronavirus: Job interviews go online as candidates stuck at home’, BBC News, 16 March, viewed 24 September 2021, <bbc/news/business- 51847888>.

Hayes, A 2021, ‘Human Resource Planning’, invertopedia, 17 May, viewed 23 September 2021, <investopedia/terms/h/human-resource-planning.asp>.

Katyayani, J 2018, ‘Benefits of human resource information systems for modern organizations’, IJERT, Vol, No.

Kumar, S 2014, ‘E-Recruitment and Selection Process’, HimalayanUniversity, Vol, No, pp435-439.

Macdonald & Company 2021, ‘Real Estate Marketing’, PrimePeoplePlc, viewed 23 September 2021, <macdonaldandcompany>.

Multiple Choice

Course : Human Resource management (HRM10003)

University : swinburne university of technology malaysia.

More from: Human Resource management HRM10003 Swinburne University of Technology Malaysia 20 Documents Go to course

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Course info, instructors.

Prof. Diane Burton
Prof. Paul Osterman

Departments

Sloan School of Management

As Taught In

Industrial Relations and Human Resource Management

Learning Resource Types

Strategic hr management, assignments, course schedule.

Session 1: The Strategic Importance of HR Case: Southwest Airlines: Using Human Resources for Competitive Advantage (A), Stanford Case #HR-1.

Reading: Pfeffer, Jeffrey. The Human Equation: Building Profits by Putting People First . Boston, MA: Harvard Business School Press, 1998, chapters 1 and 2.

Assignment Questions

What is Southwest’s competitive strategy? What are the sources of its success? How does it make money?
What are the foundations of Southwest’s competitive advantage?
How are these sources of competitive advantage produced and sustained by what the organization does and how it does it?
To what extent are Southwest’s sources of advantage difficult to imitate and likely to persist over time?
To what extent is Southwest’s success based on Herb Kelleher?
How serious is the competitive threat? To what extent can United and/or Continental duplicate Southwest’s business model? Why or why not?

Session 2: Strategic Execution and Economic Value: Internal and External Alignment Case: Portman Hotel, HBS 9-489-104.

What is Portman’s strategy for competing successfully in its chosen market?
What behaviors, skills, and attitudes will it need from its people, particularly the personal valets, to execute its strategy?
How do Portman’s human resource management practices (recruitment, selection, compensation, training, career development, performance appraisal, staffing and organizational design, management and supervision) help or hinder the development of the skills and behaviors listed in Question 2.
Is Portman having problems? What are the symptoms? What are the causes of the problems Portman is experiencing?
What should Portman do?
How much should Portman be willing to invest to address its difficulties? Or alternatively, what is the successful implementation of Portman’s strategy worth? Some operating figures are given in the case. FYI: the capital costs of the hotel work out to $310,000 per room.

Session 3: Work Systems Cases: New United Motors Manufacturing, Inc (NUMMI), Stanford Case #HR-11.

Optional Reading: Rubinstein, Saul R., and Thomas A. Kochan. Learning from Saturn: Possibilities for Corporate Governance and Employee Relations . Ithaca, NY: Cornell University/ILR Press, 2001.

What is motivating the workers at NUMMI?
What are the design elements of the Toyota team-based manufacturing system?
Why has General Motors had so much trouble learning from NUMMI and Saturn?
Jamie Hresko is now running one of GM’s largest assembly plants. What advice would you give him for how he might introduce some of the NUMMI methods to this facility?

Session 4: The Role of the HR Function

Reading: Ulrich, Dave. Human Resource Champions: The Next Agenda for Adding Value and Delivering Results . Boston, MA: Harvard Business School Press, 1998, pp. 23-31 and 231-254.

Session 5: Self-Managed Teams Case: Slade Plating Department, HBS #9-496-018

Reading: Wageman, Ruth. “Critical Success Factors for Creating Superb Self-Managing Teams.” Organizational Dynamics . Summer 1997, pp. 49-61.

How would you describe the culture of the Sarto group? Be specific. How has it evolved? What impact has it had on the effectiveness of the group?
What are the determinants of social status and influence within the plating department? The Sarto group? The Clark group?
What do you learn by analyzing the data provided in the exhibits? How does this influence your interpretations of what is going on?
Why did management previously ignored the illegal “punch-out” system?
What actions would you take if you were Porter? What are the risks associated with these actions?

Important supplemental information: The 1996 starting salary in the Plating Department was $8.00; Tony Sarto’s hourly wage was $12.00. The average wage for semi-skilled workers in the U.S. was $12.00. Firms similar to Slade in the Michigan area, such as suppliers to the auto industry, paid an average hourly wage of $14.70. United Auto Workers working at the ‘Big Three (General Motors, Chrysler and Ford), had starting salaries around $13.00 an hour and earned on average $19.00 an hour. The minimum wage in 1996 was $4.25, raised to $4.75 on October 1, 1996.

Session 6: Participation and Involvement Film: Breakdown at Eastern Airlines

Reading: Pfeffer, Jeffrey. “Can You Manage With Unions.” Chap. 8 in The Human Equation: Building Profits by Putting People First . 2000, pp. 225-251.

Session 7: Training and Development Case: ServiceMaster Industries, Inc., HBS #9-388-064.

What role have ServiceMaster’s values and goals played in the firm’s success?
Why haven’t other companies successfully copied the ServiceMaster approach?
How important are training and development in the ServiceMaster system? How does ServiceMaster socialize its employees? How does training and development affect the organization’s continued growth?
Why has ServiceMaster been willing to spend the resources it has on training and development for a set of jobs that many might see as comparatively low-skilled and for positions that typically experience high turnover?
There have been proposals (particularly by former U.S. Secretary of Labor, Robert Reich) that the U.S. follow the lead of some other countries (e.g., France, Singapore) and mandate a certain level of training–for instance, as a percentage of the firm’s payroll. What do you think of this policy? Why and when might organizations spend less than a socially optimal amount on training? What else might be done if one believes that too little training and skill development are occurring in the economy?

Session 8: Culture Case: Morgan Stanley: Becoming a One-Firm Firm, HBS #9-400-043.

Reading: Kaplan, R. S., and D. P. Norton. “Linking the Balanced Scorecard to Strategy.” California Management Review 39, no.1 (Fall 1996).

What do you think of Mack’s strategy for increased integration? Is this compelling to you? Why or why not?
Given his strategy, what do you think of his emphasis on revamping the performance management system? What are the pros and cons of implementing a new system of the type being discussed?
If Mack is to be successful at changing the strategy and culture at Morgan Stanley, what other actions would you recommend he take? What other HR levers should he be thinking about using?
Given your answer to question #3, what recommendations do you have for how he should proceed? How should he implement these changes?

Session 9: Performance Appraisal Case: The Firmwide 360 Performance Evaluation Process at Morgan Stanley, HBS #9-498053 and Rob Parson at Morgan Stanley (A), HBS #9-498-054.

What is your assessment of Parson’s performance? Should he be promoted?
Using the data in the case, please complete the Evaluation and Development Summary presented in Exhibit 3 of the Rob Parson (A) case.
If you were Paul Nasr, how would you plan to conduct the performance appraisal conversation? What would your goals be? What issues would you raise and why, and how would you raise them?
If you were Rob Parson, how would you conduct yourself in the performance evaluation meeting? What are your goals? Be prepared to role-play the appraisal conversation in class as either Nasr or Parson.

Cases to be distributed in class: Rob Parson at Morgan Stanley (B), HBS #9-498-055, (C), HBS #9-498-056, and (D), HBS #9-498-058.

Session 10: Diversity Case: The Case of the Part-time Partner.

Reading: Thomas, David A., and Robin J. Ely. “Making Differences Matter: A New Paradigm for Managing Diversity.” Harvard Business Review (September-October 1996): 80-90.

Would you vote to make Julie a partner? Why or why not?
What are the pros and cons from the firm’s viewpoint and from the society’s viewpoint of this decision?
What is your assessment of how the firm handled the situation?
How might they have proceeded differently?

Session 11: Information Sharing Case: Jack Stack (A) and (B), HBS #9-993-009 and #9-993-010.

Reading: Case, John. “Opening the Books.” Harvard Business Review (March-April 1997): 118-127. (Reprint 97201)

What does it take to succeed in the engine remanufacturing business? What are the critical skills and organizational competencies?
What is it like to work in such a plant?
What are the major risks of a leveraged buy-out such as this?
What do you think of Stack’s ideas about management?
What are the key elements of the program Stack put in place?
Can this approach be used elsewhere? Under which circumstances would it be more (less) appropriate? How could it be implemented?

Session 12: Benefits Case: The SAS Institute: A Different Approach to Incentives and People Management Practices in the Software Industry, Stanford Case #HR-6.

Reading: Pfeffer, Jeffrey. “Six Dangerous Myths About Pay.” Harvard Business Review (May-June 1998): 109-119.

What are the complementary elements of the SAS HR system that make the compensation system effective?
Why has SAS been able to get away with a compensation system that seems to violate industry conventions?
Could the SAS approach work in other high technology organizations?
What would happen if VDS tried to emulate the SAS approach? Why?

Session 13: Compensation Systems Case: Visionary Design Systems, HBS #9-495-011.

What is the basic philosophy and values of VDS?
How would you characterize the VDS compensation (base, bonus, and stock) system? On what principles is it based?
Why has VDS had problems with its Product Data Management effort? To what extent do you see incentive issues as important? What other issues are important?
What should VDS do about the Product Data Management (PDM) problems?
Would you make any changes to VDS’ compensation systems? What? Why?

Session 14: Pay for Performance Case: Performance Pay at Safelite Autoglass (A) HBS #9-800-291.

What are the pros and cons of switching from wage rates to piece rate pay?
Is Safelite a good candidate for switching from wage rates to piece rates?
Should there be a guaranteed wage? If so, how should it be set?
What are the likely consequences of a switch from wage to piece rates for turnover, recruitment, productivity, and product quality?

Session 15: Non-Profit Management Case: The John Snow Institute.

How successful is JSI?
How effective is their current human resource management system?
What should Joel Lamstein do?

Session 16: Managing Service Workers Case: Harrah’s Entertainment, Inc.: Rewarding Our People HBS #9-403-008.

What were the challenges facing Gary Loveman when he took charge?
What were the key changes he undertook?
What were the consequences for employees?

Session 17: Alignment and Motivation Case: Nordstrom Department Store. Center for Human Resources, Wharton School of the University of Pennsylvania.

Reading: Simons, Robert. “Control in an Age of Empowerment.” Harvard Business Review . Reprint #95211.

How effective is Nordstom’s human resource management system? In what ways does it contribute to the firm’s success?
Do you have any concerns about the practices described in the case?
Would you change management systems at Nordstrom? Why? Which systems?

Session 18: Review & Wrap-up

Assignment Question

Reflecting on the companies we have studied in this course, as well as your own work experience, what lessons do you draw about the respective roles that general managers and the HR function in organizations should play in the management of human resources?

Summary of Class Sessions and Assignment Due Dates ( PDF )

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143 HRM Essay Topic Ideas & Examples

🏆 best hrm topic ideas & essay examples.

💡 Most HRM Disorders Topics to Write about

👍 Good Essay Topics on HRM

✍️ hrm essay topics for college, ❓ hrm research questions.

International HRM Case Study: Apple Inc. Some of the things they need to know include the culture and customs of the host country. Failure to comply with the new rules and regulations would most likely jeopardize the operations of the corporation […]
Planning Recruitment and Selection in Human Resources Management Human resource management is a very essential function in every organization as it enhances overall efficiency and effectiveness of the organization through smooth running of all the activities and operations that are carried out in […]
HR Management in Ford Motor Company First, this business strategy outlined the importance of a competent and well-motivated workforce in the growth objectives of the automobile company.
Challenges of HRM: Conclusion & Solutions This is because globally, there are many changes in terms of industrial workforce demands due to the need to beat competitions and increased technological innovations.
Nestlé’s HR Practices and Operations in India In addition, a firm that has competent employees is able to come up with different types of changes in its operations which enable it to strengthen its brand in the market.
Cirque du Soleil’s- HRM practices In this case, the main stakeholders to the issues facing the company are: The top management of the company The human resource department of the company The employees and, The spectators, who are also the […]
Cross-Cultural Management and HRM in Walmart Specifically, this study will explore the CCM approach that Walmart has deployed in the U.S.setting and compare it to the CCM framework used in the German context.
HRM Strategy at the Emirates Airline The Emirates Airline invests a lot in intensive training and employee development to ensure that the team achieves the goals of satisfying customers’ needs.
Soap Producers and Distributors Ltd Human Resources Management The human resources management team should focus on the operating environment that employees work in; in this context, the management should ensure that employees enjoy their duties. Motivational measures should be put in place to […]
Role of Human Resources Management in Health Care Industry Due to the increased diversity of cultural backgrounds of both patients and employee, the human resource managers should pay closer attention to the influence of globalization and technology on healthcare delivery and teamwork training, leading […]
Industrial Relations Vs HRM Whereas industrial relations use unions in the management of people within organizations, human resource management is a nonunion employment approach that engages in the recruitment, management and development of policies in the workplace.
Human Resources Management: The Case of Carrefour in UAE The management has to define the destination of the organization and it is the employee to drive the entire firm to that destination.
Role of Human Resources Management: Policies, Programs, and Practices The secret is in incorporating every employee into the organization not as a lesser important member but for each of them to feel as an integral part of the organization and the success or failure […]
Culture and Communication Problems in HRM Working in a team, as well as human resource management, is associated with a variety of culture-related problems.
Walmart: Global HRM To navigate international expansion, Walmart’s human resources group must create a strategic plan to analyze factors that will impact these plans.
Harrods HR Management: Recruiting and Retaining Employees The training and development initiatives at Harrods lead to career progression as employees feel more comfortable in their work roles due to the internalization of the right mix of skills and abilities.
Timeline for Implementation: Human Resources Management It will be important to identify the steps involved when implementing this program, individuals responsible in each of the steps, the overall supervisors, funding sources, metrics used to measure the success, and problems encountered in […]
HRM Globalization’ Cause and Effects The transformation witnessed in the hospitality industry aims at boosting the tourism business to benefit from the resulting competitiveness by capitalizing on human resource perspective.
Emirates Airline: HR Framework in the Aviation Sector A key concept in this understanding is “Universalism,” which presupposes that the adoption of universal best practices in an organization would lead to an overall improvement of organizational performance, regardless of the context of analysis.
HR Management History and Present Days Armstrong sees the role of human resource management as holistic whereby, HRM has to serve the interests of the business but at same time remain keen to fulfilling the interests of the people in the […]
Concept of Employees Empowerment in HRM Personnel empowerment refers to giving employees power and the capability to make decisions on their own; the concept means that employees are trained and coached on making the right decisions for the company in the […]
Human Resources Management and Future Career The main role of the human resource management is therefore ensuring that the organization receives maximum benefits from the human resources.
HRM in the Fast Food Industry: US, Germany, and Australia It should be mentioned that the term human-resource relations refers to the programs that an organization puts in place in order to ensure that the employees receive the benefits that are guaranteed by legislation.
Strategic HRM: Resource-Based View There is an agreement that human capital can be a basis of competitive advantage; that human resource practices are more influential on the human resource part of the firm; and that the complex nature of […]
HRM Monitoring and Evaluating: Memo The key questions that should be emphasized in surveys and interviews are: Is there evidence of individual development in this company?
Diversity, Equity, and Inclusion in HRM Only by being built on principles of diversity, equity, and inclusion will the committee responsible for HRM be able to foster these concepts in the future.
Psychology Powered HRM Practice: Meteor Cargo Limited As requested by the CEO, this paper aims to discuss the types of management systems that befit the company, the organizational justice the HRM should be aware of, and practical ways to minimize the perception […]
Aspects of HRM in a Project in Qatar Melissa will work as the deputy director of the economics and business team in Doha, where she will be in charge of reporting on business and economic concerns around the Middle East.
Improving HRM at Krisna Hospital The fact that patients are willing to communicate with PCEs rather than physicians and follow the recommendations of the former can be seen as an influential factor contributing to the breach of the psychological contract.

💡 Most Interesting HRM Topics to Write about

HRM Role and Fixing Corporate Governance Failures The HR function needs to analyze these issues and come up with a viable decision as to how to reward employees and motivate them to serve the company’s goals.
HRM Practices, Organizational Commitment, and Knowledge Management Processes Knowledge management is a part of a project that defines its success and is related directly to human resource management (HRM).
Broadbanding Training: HRM In most cases, the management distributes annual pay rise uniformly to all employees. In such cases, it is computed as a percentage increase of current salaries of the employees.
Self-Efficacy: Implications for Organizational Behavior and HRM According to the author of the article, self-efficacy is based on the continuing attainment of compound perceptive, communal, linguistic, and corporal abilities by the means of the existing knowledge.
Implementing HRM Programs in Small and Medium-Sized Enterprises In modern SMEs, strategically targeted HRM approaches based on preliminary analysis and the assessment of business specifics are effective tools for successful staff interaction.
Current State of HR Management in Oman The paper arrives at its conclusion after providing a thorough description of the local and global factors that affect the development of HRM practices in Oman.
North East Wessex District Council: HRM Issues One of the sources of the problem is the resistance of civil service culture, which is a common problem in the public service in the UK.
HRM Skills of Communication and Conflict Resolution Business relations include the most diversified kinds of activities, for the successful realization of which knowledge of business etiquette and the rules of effective communication are necessary. The purpose of the training will be to […]
Human Resources Management in China: The Contemporary Period The country’s potential traditionally depends on a set of characteristics that include, first of all, a set of governmental policies on economic growth, the approach to arrangement of education and training, employment and working conditions, […]
Transfer of HRM Practices: An Argument for Localization The question arises whether recruitment practices should be standardized across all countries in which an MNC operates or adapted to respect the cultural specificity of host countries.
Human Resources Management System and Organisational Performance The authors cite seminal works in the field to explain the background of the study and provide a comprehensive review of the material.
Key Business Issues and the Contexts of Human Resources Management It is assumed that the most optimal national economic programme is the creation of flexible and dynamic markets of labour, goods and capital able to quickly and effectively adapt to the changing environment, reflected in […]
Payment and Reward Systems: An Argument for Localizing HRM Practices The problem arises whether to set similar payment and reward standards in all host countries or localize HRM practices.
Baiada Poultry Pty Ltd: Current HRM Strategy Thus, in the light of the above-mentioned, the efficiency of the chosen HRM strategy must be verified for the company to beta the rivals and stay the leading one in the sphere of poultry trade.
Psychometric Tests in Human Resources Management Psychometric tests are useful in the management of human resources to the extent that they are used for hiring and recruitment, job analysis, job satisfaction assessment, performance appraisal, team building, training and development, and turnover […]
Social Cognitive Neuroscience in Corporate HRM It is expected that the application of SCN will be compatible with the leadership strategies that are aimed at enhancing employees’ motivation and leading to a steep rise in the levels of corporate loyalty.
Weight Discrimination and Beauty Prejudice in the HRM It should be noted, though, that the identified change in the corporate policy will also require a change in the social standards, as well as the perception of people with weight issue in the society.
Human Resources Management Negotiation One of the first things I did was to find common ground with the HR manager by accepting that a drug testing policy was required for the company considering the nature of the industry.
HR Management Practices: ABC Inc. In as much as ABC is determined to solve the issues arising in the case study, it is required to equip the human resource staff with a comprehensive outline of the hiring process as well […]
Human Resources Management and Entrepreneurship The company management provides the employees with the freedom to implement their innovative ideas within the company irrespective of the prevailing risks.
Emirates Airline Company HRM Process The Group has been balancing the interests of the company and the employees through effective relations. The recruitment team at the Fly Emirates offers solutions that support the growth of the company thereby facilitating achievement […]
HRM Challenges in Multinational Companies The development of such advances in technology for HR functions managements is fostered by the need of the HR department to conduct its functions in the global markets in a manner that ensures speed, costs […]
The Nature and Practice of HRM in Organisations The Gulf News and the Reuters reported that the largest bank of UAE Emirates NBD would conduct fire 15% of its employees; the board of management has confirmed this job cutting with the intention to […]
Strategic HRM at Quantum Corporation Other areas that have proved to be of a challenge to the firm include acquiring and retaining quality talent, expanding the competence to cover change management, as well as developing employees to achieve continuity in […]
Global Challenges Facing HRM Practice Besides, the treatise explores the human asset in labor management and the significance of employee motivation towards optimal performance. The first challenge in HRM practice is designing relevant performance systems and discipline in labor management.
Medical Facility HR Management and Whistleblower Activity The union would have required the medical facility to follow the due process before terminating the employees. It is the duty of the labor union of the company to represent Green.
The Public HRM Systems Based on Relatively Old Theories, Goals, and Processes The normative HRM theory The public HRM systems are founded on the normative theory that embraces both the soft and inflexible or hard HRM concepts under which the human resources management basics are anchored.
Advantages of Joining an HR Professional Association In this case the point of concern will particularly be the importance of joining a human resources professional association and the implications to the person joining.
HRM in the Middle East – UAE vs Saudi Arabia Basing the arguments on the published information and most of the interviews carried out in both developed and the developing countries, this paper shall succinctly explore on the implications of the emerging legal framework for […]
HRM Practices at Atkins: Training, Development, and Recruitment Atkins proves to be very successful in its recruitment practices in the view of the fact that in the year 2010, the company was classified in the category of the best recruitment teams.
Destructive Leadership as a Phenomenon in HR Management The authors admit that the actions believed to be destructive can help to regain the leadership position in the short run; however, the damage to the leader’s image and followers’ trust is bound to render […]
Host Country Analysis and International HRM Issues As subsidiaries operate in foreign countries, the parent company’s CEO strives to align the management practices of the subsidiaries to the practices of the parent company.
Evaluation of Relevant HRM Issues in Germany The closer the characteristics between the home and the host country, the easier it is to transfer the HRM practices of the parent company to the subsidiary firm.
Toyota Motor: The Role of Line Managers in Delivering HR Practices Objectives of the Proposal The purpose of this proposal is to evaluate the delivery of HRM in TMC and the role of line managers in execution of HR responsibilities.
HRM Practices at Superior Energy Services Before the end of 1999, the company had combined with Cardinal Services, the market leader in the Gulf of Mexico and the biggest holder and user of liftboats in the area.
HRM Analysis – Children’s Hospital This is the group of people which composes the core labor market from which Children’s Hospital and all other employers in the area have to choose from. In the context of technology, IT has brought […]
The Effect of HRM Practices on Psychological Contract in Organisation Whenever the management makes promises to the employees when they are hired or during the normal management processes, the promise will develop a psychological contract that binds the employer and the employee.
Human Resources Management: The Key to Strategic Success Human resource management entails the recruitment, selection, training, and development of the body of people that make up an organization in any sector of the economy.
Strategic HRM in a Multinational Firm Thus, IHRM must provide a comprehensive way of addressing the HRM in response to the multinational status of the company, the stage of the company growth, competitive strategies, the global structure, and the stage of […]
HRM Practices and Key Points Identifying the potential and the areas of interest of employees is important in staging training and coaching program to trigger positive change in an organisation.
The Importance of HRM Within the Insurance Industry First, the company undertakes a rigorous procedure to ensure that the jobs that have been designed specifically meet the needs and requirements of the firm and its clientele and most importantly, the job description attracts […]
Strategic Human Resources Management and Changes in Work Environments Human resource as a department and the focus of this essay is considered as the lifeblood of the organization. In addition, it will augment the behaviour and performance of an employee.
Functions of Human Resources Management: More Complex Management of People in Global Organizations The main objective of this essay is to understand the leadership requirements in organisations by looking at the way the managers spend their time in the handling of human resources.
HRM and Corporate Culture: Resource Management Status Before going into details concerning the way in which HRM impacts the employees’ organizational behavior, it is reasonable to touch upon the specifics of the corporate culture, its definition and significance for the well-being of […]
HRM for the Service Industries This would refer to the orientation of the leader regarding the aims and responsibilities of employees. As a strategy, Delta Air Lines management has empowered employees to recognize and comment on the performance of their […]
Distinguishing Features of HRM in a Developing Economy Through literature review, the paper advances the understanding of the differences in Human Resource Management practices in, developing and developed economies, hence we can learn that developing and developed economies Human Resources Management practices have […]
Problematic or Challenging Aspect of HRM First the paper will focus on the description of the recruitment, training and development challenges within the Fly Emirates carbine crew staff and then critically analyzing the root causes of the problems.
Clothing Company HR Politics With the managing style, the management was kept to ensure that employees were loyal to the company and worked for the benefit of the company.
Human Resources Management in the Children Medical Research Institute In order for a Human Resource administrator to prop up employees adequately as well as to be able to deal with attitude or performance trouble, they must initially have a perception of the reason that […]
Human Resources Management Profile for a Multinational Company The senior WiMax engineer normally surveys the topography of the area in which the client is based and selects the most suitable site for the construction and installation of the necessary equipment.
Human Resources Management in the Saudi Arabia Airliners In order to utilize the resources of the business effectively, the managers of the business must consider the mission, the objectives of the business and the vision of the business in order to develop the […]
Small and Mid-Sized Enterprises Investment in HRM: Is It Worth? On the basis of the above analysis, it is evident that there is a significant level of deficiency with regard to HRM in SMEs.
HRM in Singapore and Hong Kong The management of human resource in Singapore has evolved with the dynamic and competitive market environment especially since the mid 1990s to present time.
Employment Relations & HRM in a Workplace For the human resource of IKEA to achieve this, its goals and objectives have been designed in a way to be in line with the overall goals and objectives of the organization.
HR Management Development Goals Effectiveness The profile of the staff should be available for the management to formulate the necessary measures to make the systems more proficient.
Marginal Utility Analysis in Human Resources Management An evaluation system that has the support of top management of an organization and is viewed by all the stakeholders in the organization as fair and productive is the one suitable for effective evaluation.
CultureWorks ESL: HRM Challenges The purpose of internal communication is to let employees know of the ongoing organisational strategies and possible changes in the institution.
HR and Sustainability: Australian Tourism and Hospitality The soft approach to HR management assumes that employees contribute to the creation of value thus leading to a firm attaining sustainable competitive advantage.
The Problems of Work Place Related Disorders in HRM Company’s success and productivity depend on organisation of the human resource management, and how the same relate to flexibility. Through this, the company will be in a position to draw a practical and satisfactory flexibility […]
Linking the HRM with Organization Goals and Vision Adoption of technology in HRM practices depends on the success of HRIS, HRM department sizes and the resources used to train employees to increase a firm’s performance.
HRM Evaluation: Baiada Poultry Pty Ltd Additionally, there is my recommended practice for the organization given current constraints: The major strategy to be used in tackling this question is the location of Baiada Poultry Pty Ltd as compared to the best […]
Goals for Motivation Employees in HRM This paper shall therefore focus on the goals of motivation, motivational theories, and measurement of the outcome of motivation. This is essential in the achievement of the goals and objectives of an organization.
The Role of Human Resources Management Department The department and profession that plays one of the most important roles in any organization is the Human Resource Department because it deals with workers, their motivation, appraisal and strategic focus that determine the overall […]
Generation Y: The Demand for Innovative HRM? Many companies agree that the millennium generation will continue to grow in the market share; hence, a need for companies to develop products that are appealing to the unique needs of this generation.
Human Resources Management: Expatriate Adjustment Management The outcome after a certain period and the strategies set by the expatriate and team should be effectively evaluated to ensure they are in course. Motivational measures should be put in place to ensure that […]
Human Resources Management in Small Organizations Employees always need to be assured of continuity in their careers and want to know that the organisation they are working in has a future for them.
‘Human Resources Management’ and ‘Trade Unions’ Conventionally, the roles of trade unions have been to safeguard jobs and to protect the real earning of workers, provide them security and better working conditions and to struggle against mistreatment and uncertainty in order […]
HR Management Distinguishing Features in Japan This paper will address how the IHRM relates to the performance of the economy and identify the institutional and cultural features of Japan’s HRM.
Leadership as an HRM Strategy and Policy in MNCs: Apple Inc. The innovativeness of the employees of Apple can be attached to the excellent leadership strategies of Steve Jobs, the president and co-founder of the company.
Human Resources Management: Material, Psychological, and Social Expectations An employer who offers a good package is likely to attract employees to stay in the company and have the willingness to go an extra mile providing more revenue to the company.
Strategic HR Management Plan Implementation The plan has to include precise management of collected information because of the need to reduce errors in service delivery process, and the need to facilitate the role of meeting the client’s necessities.
HR Management in Multinational Firms In their operations, multinational firms have to conform to the diversity of cultures and beliefs in the host countries in order to avoid conflicts thus guaranteeing good working relations.
Human Resource Management (HRM) in a Multinational Enterprise In essence, the unique and diverse culture of MNEs and the institutional environment of the firms are widely thought-out to determine the explicit HRM practices in different states.
HRM Role Within the Strategic Direction of an Organization The main aim of human resources planning is to ensure that there is the right number of employees, at the right time, at the right place, and at the right cost.
Concept of Recruitment Model in HRM First, job analysis has to be done which involves the following; establishing the relevance of the job analysis, listing the characteristics of the personnel to be hired, selecting the job in question for analysis, gathering […]
Mobilizing Talent – Human Resources Management The program comprises of questionnaires which seek to get answers as to whether employees are satisfied with the management of the organization.
Implications of Converging Economy for Human Resources Management It stands for the convergence of different economic systems under the influence of the social-economical factors or in the result of the economical development.
HR Outsourcing Issues and Benefits Ethical In outsourcing HR, an organization should ensure that all employees act in a professional manner and service delivery is fair and is in an impartial way.
Recruitment Techniques in HRM The use of the right recruitment technique enables an organization to reduce recruitment costs, find the best talent and reduce the time needed to hire new employees.
Human Resources Management in Hilton Hotels, Delta Airlines, and Royal Caribbean Cruises Ltd Human resources are the driving force of an organisation; they need to be well managed and preserved for the benefit of the company.
Total Compensation in HRM They involve a comprehensive evaluation of the human resource requirements and the development of relevant guidelines to direct not only the compensation programs but guide the processes of training and development relevant for the specific […]
HR Management System Functions and Features Therefore, by including the HR in the strategic plan, the firm is able to know vital aspects of the human resource management that are most relevant to the process.
Human Resources Management’s Incentive and Compensate for Performance Incentive Plans are for the most part used in commerce managing to encourage human resources and in sales in order to create a center of attention and hold on to clientele.
Are HRM Departments Needed When a Company Has Effective Line Managers?
Can Western-Style HRM Practices Be Introduced to China?
What Are Integrated Human Resource Management Policies?
Can HRM Improve Schools’ Performance?
What Are the Effects of Human Resource Management on Corporate Performance and Employees?
How Do Action-Oriented HRM Departments Differ From People-Oriented Departments?
What Are the Important Aspects of Successful Human Resource Management?
Can Effective HRM Contribute to the Profits of an Organization?
How Can HRM Practices Influence Employee Commitment and Overcome High Employee Turnover?
What Can Organizations Gain From Human Resource Management?
Does the Choice of a Company Strategy Affect HRM?
What Is Human Resource Management and How Has It Developed?
Why Has Work-Life Balance Become a Key Issue in HRM?
How Can Human Resource Management Practices Lead to Increased Corporate Social Performance?
What Were the Socioeconomic Changes in the 1980s Which Contributed to the Emerging Popularity of Human Resource Management?
How Can Schools and Teachers Benefit From Human Resources Management?
Why Is Strategic Human Resource Management So Important?
How Do Contemporary Organizations Gain Competitive Advantage by Human Resource Management?
Does Effective Human Resource Management Improve Productivity of Employees?
Will the Strategic Fit Between Business and HRM Strategy Influence HRM Effectiveness and Organizational Performance?
Does Ethical Consideration Affect Human Resource Management?
Can Human Resource Management Contribute to a Company’s Success?
How Does Human Resource Management Apply to the Top Management?
Does Intercountry Differences Affect Human Resource Management?
How Do Personal Perceptions Influence Human Resource Management Decisions?
What Are the Roles of Human Resource Management in Education?
How Is Strategic Human Resource Management Applied in Practice?
Why Is the Human Resource Management Important in Small-Medium Business?
How Has Technology Changed Human Resource Management?
What HRM Approaches Need to Be Taken to Ensure Competitive Advantage?
Work-Life Balance Essay Titles
Employee Benefits Paper Topics
Career Development Topics
Work Environment Research Topics
Minimum Wage Research Ideas
Retirement Titles
Workplace Diversity Research Ideas
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Assignments | Human Resources Management - Lumen Learning
In your rotations, you will synthesize what you’ve learned in the relevant modules to address firm or client issues, conducting additional research as necessary and developing draft deliverables as instructed by the principal consultant.
2.2 Writing the HRM Plan – Human Resource Management
The six parts of the HRM plan include the following: Determine human resource needs. This part is heavily involved with the strategic plan. What growth or decline is expected in the organization? How will this impact your workforce? What is the economic situation? What are your forecasted sales for next year? Determine recruiting strategy.
10 Assignments For Human Resource Managers To ... - CuteHR
In this short article we will explore 10 SMART ways C-Level and Directors can make sure their HR Managers are being stretched in a good way, exploring projects that will strategically fit the company’s long-term growth and resilience to change. Let’s get started! 1. Present a digital transformation strategy to top management.
How to Write Human Resources Essay Easily - Handmadewriting.com
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.
Step By Step Guidance For Writing A HRM Essay - The ...
In this post, you'll discover what an HRM essay is, how to write one, how to format one, get an HRM essay outline, step-by-step instructions for each paragraph, and other valuable tips. The purpose of this post is to help you prepare to write your HRM essay and, if necessary, to select a reputable essay writing service.
HRM Assignment 1 Introduction to HRM - Human Resource ...
Human resource management (HRM) is recruiting, hiring, deploying, and managing employees in a business. A corporation's or organization's human resources department is typically in charge of establishing, implementing, and overseeing regulations that govern workers and their interactions with coworkers.
Assignments | Strategic HR Management | Sloan School of ...
How do Portman’s human resource management practices (recruitment, selection, compensation, training, career development, performance appraisal, staffing and organizational design, management and supervision) help or hinder the development of the skills and behaviors listed in Question 2. Is Portman having problems? What are the symptoms?
How to Write a Reflection Paper in Human Resources Management ...
Here you will find a guide to writing reflection papers in human resources management that covers all aspects of this type of academic work, prepared by experts in the field. Follow its easy-to-follow step-by-step instructions, and you will see that this kind of assignment can be easy!
143 HRM Topic Ideas to Write about & Essay Samples - IvyPanda
Looking for a good essay, research or speech topic on HRM? Check our list of 143 interesting HRM title ideas to write about!
Human Resources Management Assignment | Assignment Writing
Assess how human resource management functions help your chosen organization in achieving its purpose. The HRM functions practised at Harrods helps in achieving the organizational purposes by effectively distributing and controlling the various managerial and operational activities. This effectiveness of the functions can be assessed as: