importance of human resources essay

Essay on Human Resources

In this essay we will discuss about Human Resources. After reading this essay you will learn about: 1. Meaning and Importance of Human Resources 2. Importance of Human Resources 3. Role in Economic Development.

Essay on the Role of Human Resources in Economic Development

Essay # 1. Meaning of Human Resources :

By the term human resources we mean the size of population of a country along-with its efficiency, educational qualities, productivity, organisational abilities and farsightedness. By human resource we mean human capital. Human capital implies the abilities, skills and technical knowhow among the population of the country. A country should introduce manpower planning for the development of its human resources.

Human resources must be considered both from the angle of assets as well as the liabilities connected with the attainment of economic development. For the attainment of economic development, proper utilisation of both natural as well as human resources is very much essential.

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Proper utilisation of natural endowments and the level of production of national wealth depend very much on the extent and efficiency of human resources.

But too much population will again eat up all the fruits of development. Thus from the point of view of economic welfare, it is quite essential to study human resources in detail. It should be equally stressed that human beings are the vital instrument of production and at the same time, fruits of all economic activities are rested on the betterment of conditions of living of human beings.

Thus in view of its importance, it is quite essential to know both in quantitative and qualitative terms, the size, rate of growth, the composition, distribution and all other demographic features of population of India.

Essay # 2. Importance of Human Resources:

(i) proper utilisation of resources:.

Human resources are considered important type of resources for attaining economic development of a country. Among various types of resources, human resources are the most active type of resources. Qualitative and quantitative development of human resources is very much required for the proper utilisation of natural resources of the country.

Thus the human capital formation according to Prof. Meier is “the process of acquiring and increasing the number of persons who have skills, education and experience which are critical for the economic and political development of the country.”

(ii) Increased Productivity:

Human capital has been playing an important role in the economic development of a country. Schultz, Kenderick and Harbison have made some important studies recently so as to point out that a major part of the growth of national output in USA can be attributed to increased productivity which has been mostly realised out of capital formation.

In this connection Prof. Galbraith was of the view that “we now get the larger part of industrial growth not from more capital investment but from investment in men and improvements brought about by improved men.”

(iii) Development of Skills:

Slow growth in underdeveloped countries is mostly resulted from lack of investment in human capital. These countries are suffering from lack of critical skills required for its industrial sector and also face the problem of surplus labour force in its farm sector. Thus human capital formation is very much required for the economic development of the underdeveloped countries.

In this connection, Prof. Myint observes that, “It is now increasingly recognised that many UDCs may be held back, not so much by a shortage of savings as by a shortage of skills and knowledge resulted in a limited capacity of their organisational framework to absorb capital in productive investment.”

Thus the underdeveloped countries are suffering from shortage of technically trained and highly skilled and educated persons and the developed countries are maintaining high level of investment on the development of manpower resources.

Accordingly Prof. Meier observed that, “While investment in human beings has been a major source of growth in advanced countries, the negligible amount of human investment in UDCs has done little to extend the capacity of the people to meet the challenge of accelerated development.”

Thus in order to attain an all round development of the country, the human capital formation through adequate volume of investment on human development is very much important under the present context of development.

(iv) Increased Volume of Output:

As a result of human resource development, the production increases as the knowledgeable and skilled workers can make a rational use of all resources at their disposal. With the imparted knowledge, workers try to increase his output and income. Attainment of vocational skills helps the workers and all categories of manpower to earn higher level of income in various professions.

The higher education and training at higher educational set up like college and universities usually enables workers to contribute liberally towards faster expansion of output in technical, engineering, machine building, accounting, management etc. Moreover, improved health facility can enhance physical capacity of workers. Thus all these factors positively contribute towards increased output.

(v) Addition to Productive Capacity:

Human resource development in the form of human capital formation can make necessary addition to the productive capacity of a country in humorous ways. By upgrading the technological scenario along with improved knowledge and skill can modernise the production technologies and thereby can add to the productive capacity of the country in general.

Transfer of technology from foreign countries can pave the way for adoption of modern technology into production and thereby can improve the productive capacities. Moreover, human capital formation can promote higher growth of the economy by adding physical stock of capital of the country.

(vi) Raises Per capita Income:

Human resources development can raise per capita income of the country through increased formation of human capital. Imparting knowledge can improve the productivity of workers and therefore, can raise the per capita income.

(vii) Tool for Economic Change:

Human resource development can make the people knowledgeable, skilled and physically fit. This can also change the attitudes of the people and improve the personal qualities of people.

Such changes are conducive to the development of innovative capacity and entrepreneurship which usually motivates people to work hard, take risks, do research and apply them to produce new products and also to develop new processes of production. All these can work as a tool for economic change.

(viii) Improving Quality of Life:

Human resources development can pave the way for improving quality of life for the people in general. This can be made possible through improvements in the three components of Human Development Index (HDI), i.e., rise in per capita income, higher educational attainments and increase in life expectancy.

Essay # 3. Role of Human Resource in Economic Development:

Human resources are playing an important role in attaining economic development of a country. Economic development of country involves proper utilisation of its physical resources by its labour force and other forms of manpower for the proper utilisation of production potential of the country.

Thus economic development normally involves achievement of three conditions:

(a) An increase in the per capita income to raise the level of living of the people;

(b) A fall in the magnitude and rate of unemployment and

Although the labour force of the country is making positive contribution towards development but the rapidly growing population retards the process of development and thus considered harmful for economic development of the country.

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Top 7 Examples of Essay on Human Resources

Table of Contents

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

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

5 Tips on How to Write an Essay on Human Resources

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

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

7 Examples of Human Resource Management Essays

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Human Resource Essay Example 4: “Variety Management”

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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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.

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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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Importance and Challenges of Human Resource

Categories: Human Resources

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Published: Jan 30, 2024

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Definition and functions of human resource, importance of effective hr practices, challenges and issues in human resource management, the future of human resource.

Gallup. (2017) Employee Engagement. Retrieved from https://www.gallup.com/workplace/236927/employee-engagement-drives-growth.aspx
Society for Human Resource Management (SHRM). (2016) Human Capital Benchmarking Study. Retrieved from https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Documents/2016-Human-Capital-Benchmarking-Study-Report.pdf
Deloitte. (2016) Organizational Culture Strategy. Retrieved from https://www2.deloitte.com/us/en/insights/topics/talent/defining-measuring-organizational-culture.html

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Essay: Importance of Human Resource Management

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Introduction

Human Resource Management plays an important role in any organisation. Focusing on the importance of HRM there are four key areas that will be covered. Internal and External Environments and examples of those from a Human Resource Perspective. Diversity & Inclusion in the workplace with HRM strategies and discussion on Dublin Bus and Diversity inclusion in the workplace. Lastly a look into Performance Management definition and perspective from the organization.

The Environment of HRM

There are two environments of the Human Resource Management , factors relating to the Internal and External Environment. Analysing closely into Internal Environments although there are multiple factors, we will be focusing on Employees and Policies.

Internal Environment

Employees are an important part of any organisation and their internal environment. They are the primary task performers of the workplace. Essentially the employees are the ones who run the company. (Internal and External Environment Factors that Influences Organizational Decision Making, 2020).

Employees, from a Human Resource perspective should meet certain motivational levels. Employees should be stimulated to ensure that they are motivated to come in and complete their work throughout the day. Ensuring that they have certain levels of qualifications and skill and experience to complete tasks given without this the tasks may not be completed by the standards required. Job satisfaction is also particularly important in ensuring that employees have the satisfaction followed by motivation to complete their role efficiently within the organisation.

Policies and procedures are guidelines for managers and supervisors of the organisation. It is a guideline for managing staff in what they can and cannot do. There are certain policies that an organisation must follow in accordance with the law within the Country. Not following certain policies could end in lawsuits towards the organisation. Some policies of the workplace include: Grievances, Disciplinary Actions, Sick Leave, Parental Leave etc. Dublin Bus has a policy specifically for Gender Transition. They are in support of those who are transitioning genders and have made sure that the company has expressed this in their policies. Along with False Claims, Criminal Matters and Confidentiality. (CIÉ Protected Disclosures Policy and Procedures – Dublin Bus, 2020)

External Environment

Taking a close look into the factors of External Environments, focusing on Competition and Technology.

Competition is an environment in which organisations who are in the same market competes and that can prove to be challenging. A clear example of competition in the market is between Burger King and Mcdonalds. Organizations are having to constantly be once step ahead of the competition and developing their products and marketing to stay ahead. (Competitive Environment – an overview | ScienceDirect Topics, 2020)

Technology is always changing and developing which holds significant factor in organizations. Some companies have updated new systems which raises productivity and efficiency such as different payment methods in the workplace. Other technologies have unfortunately proved lethal to some organizations leaving employees redundant because of the technology being able to complete the work. A lot of organizations have had to adapt to the new technological world for their businesses to stay in the competitive market. (Bush, 2020)

Diversity & Inclusion

Workforce Diversity is about the similarities and differences of employees in terms of Race, Religion, Age, Gender, Cultural Background, Disabilities and Sexual Orientation. There are many reasons why diversity is so important to organisations.

Increases Skills & Knowledge

Recruiting with a broad range of skills and knowledge allows for a large talent pool to be in the same workplace. Age is a key factor as an older candidate will have years of experience and knowledge, but a younger candidate would have latest ideas and separate way of thinking which could benefit in decision making.

Boost Company Reputation

Having a more diverse workplace is more attractive to a candidate when applying for job in the organization. This means that that the organization attracts more candidates for the role advertised and has a broader selection of candidates and gives your company a more competitive edge over other organizations.

Access to Broaden Client Base

Diversity among staff when there are multiple languages in the workplace, allows to broaden the client base. This allows for new potential clients and allows for proper communication with the client and there aren’t any language barriers.

Reduced Employee Turnover

Long term employees look better for the company rather than a workplace with constant employee turnover. The workplace with diversity looks more appealing as it shows more inclusivity which gives a sense of acceptance and value in the organization. (12 Reasons Why Diversity is Important in the Workplace, 2020)

“A diverse mix of voices leads to better discussions, decisions, and outcomes for everyone,” (Sundar Pichai)

Managing Diversity & Inclusion

There are multiple ways in which an organization can manage Diversity in the workplace. Outlining Four HRM strategies and how they help to manage Diversity within the working environment.

A company with good diversity and inclusion is Dublin Bus. Dublin Bus is a service for the city and County of Dublin. It had been removed from a traditional workplace to a diverse place in 1997 when recruitments initiative was launched. Policy on more diversity in Dublin bus has provided to be beneficial with 46 countries represented on Dublin bus by +3400 staff. Their aim is to manage a workplace that integrates and achieves equality for the employees. They are committed on promoting equality, diversity and ensuring nondiscrimination for both employees and customers.

There are three ways Dublin bus have achieved Diversity and Inclusion within the workplace. Promoting an Inclusive workplace for the employees, provide a Diversity friendly service to their customers and Communicate their commitment to Equality, Diversity and Non-Discrimination to surrounded companies and the community.

The recruitment and promotion systems have been developed to ensure indiscriminative and diverse recruitment. Dublin bus aims for action for Inclusivity in the workplace by making reasonable accommodations for employees who are working with a disability. Sustain a workplace that promotes teamwork and inclusivity, celebrates equality and challenges stereotypes. (Diversity and Inclusion Policy – Dublin Bus, 2020)

The constant promotion of Diversity from Dublin Bus and recently showing their support by wrapping a Dublin bus in 72 flags from across the world.

Performance Management

Performance Management Key Term: can be described as a process by which organisations set goals, determine standards, assign and evaluate work, and distribute rewards (Varma et al., 2008)

“Performance management is the continuous process of improving performance by setting individual and team goals which are aligned to the strategic goals of the organisation, planning performance to achieve the goals, reviewing and assessing progress, and developing the knowledge, skills and abilities of people.” (Michael Armstong)

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Importance of Human Resource Management

Introduction.

Human resources management (HRM) is a function of administration dealing with employing, motivating, and retaining employees in a company. Human management is the method of developing management systems that ensure human resources are used effectively and efficiently to achieve organizational objectives. HRM is the people department that deals with the acquisition, development, reimbursement, incorporation, and management of an organization’s staff to contribute to the organization’s success. Human resource management is concerned with the most efficient use of people to fulfill corporate and individual goals.

HRM Role and Explanation on Ways to Guarantee the Procedure Line up with the Establishment’s Tactical Strategy

Human resource is a very important factor in the running of performance management because it connects various human resource processes such as benefits, compensation training, and talent management. Managers sometimes rely on performance records, especially when they do not have enough time to access all the employees, but if there is enough time, they conduct an appraisal (Turgeon, 2019). Apart from focusing on how an appraisal is performing, human resource management should also have a plan on how to handle the outcomes of an evaluation process.

To ensure that no interruption occurs during an operation, the focus should be put on succession planning and talent management rather than performance management because it is an ongoing process. In this way, human resource management makes it easy to compare the output results because of the consistency and clarity in which it is being carried out. Moreover, human resource is a very important tool in collecting data which is a very useful aspect of performance management. Comparing an organization’s strategic objectives and the performance process makes it easy to gauge performance expectations.

Difference between the Attribute, Behavioral and Results-Based Enactment Assessment

Qualities such as dependability, supportiveness, and punctuality are underlined in trait-focused efficiency assessment schemes. Workers are assessed on a gauge ranging from “needs advance” to “exceeds opportunities” or anything laterally those lines. Contact centers are a good example of this; Maersk Customer Service – CARE Business Partner uses a scale that evaluates people from 1 to 5, with 1 signifying that employees do not meet potential and 5 designating that workers have overdone those or have a superb performance.

Balances are used to level behavioral-focused routine evaluation systems, which are developed to measure specific conduct. Workers are assessed according to their activities and the qualities they have instead of just their achievements. Therapeutic agents, for example, are classified on their determination in answering the telephone to sellers/pharmacy directors and making their allowable amount of weekly on-site social calls to perform facial landmark conferences and establish good relations with the customers.

Workers’ performance results are the focus of direct consequence performance appraisal systems; employees will either accomplish or fail to fulfill management’s objectives. Employees are graded on how they are beneficial to the industry’s success, and they experience the minimum degree of oversight from advanced ups and downs (White, 2018). An instance of this nature of the system is the United Nations using the method to program growth across many organizations.

The Top Suited Assessment for the Maersk Client Service – CARE Commercial Corporation

The traitor-focused presentation management coordination would be the perfect fit for the Maersk Client Provision – CARE Commercial Partner. Performance assessments are one of the most vital constituents of administration; however, they are also one of the utmost abused disciplines. Enactment appraisals are commonly related to a manager evaluating a junior. Juniors are gradually studying managers through a response technique recognized as 360 reporting, customers are rating dealers, and landed gentry are evaluating coworkers in enactment analyses. It rooms the extreme stress on staff and how they attach with not only clienteles but also the other executives. There need to be hard-working personnel with a moral work principle, friendly, and reliable/on time, amid other abilities that permit an establishment’s consumer service to elaborate the process.

Enactment Ranking Gauges That Can Be Used In Administrations, With Graphical Measures, Letter Gauges, and Numeric Weighbridges

Corporations can evaluate employee productivity using a variety of measures, such as numeric, alphanumeric, and graphical measurements. The only distinction between a numerical and a character review process is that one utilizes digits while the other uses alphabets. For instance, a 5 denotes satisfactory performance and overperforming. For performance evaluations, graphical scales varying from 1-3, 1-5, and so forth are often used. For instance, 1 denotes something that does not meet those standards, 2 denotes that there is something that needs to be improved, 3 denotes that something specifies the conditions, 4 denotes that something meets quality standards, and 5 denotes that something meets anticipations.

The metrics can be used to differentiate between the orders of magnitude that an organization chooses, such as leadership, customer support, accountability, and corporate operations. All ratings can be used to evaluate the performance of the employee; all gauges are identical and simple to comprehend by the workforce. Furthermore, improvement can be focused on if managers discuss objectives and ways to improve with workers.

Turgeon, B. (2019). When “best i can” is not enough: Welfare managers’ appraisal of clients’ mothering practices. Sociological Inquiry , 90 (4), 839-866. Web.

White, E. (2018). Measuring clinical supervision; How beneficial is yours and how do you know . Journal of Advanced Nursing , 74 (7), 1437-1439. Web.

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Essay on Human Resource Management

Introduction

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

HRM Application

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

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

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

Learning assessment

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

Critical Analysis

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

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

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

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

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

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

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

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The Importance of Strategic Human Resource Management Essay

The alignment of strategic human resource management is set to take the corporate world by storm once it is fully embraced. Professionals who are in charge of the sectors in the organizations that use the systems have realized the potential, as well as the benefits of incorporating their human resource heads in other key areas of their operations with many positive effects.

The managers who have adapted the strategies into their mode of operation have experienced rises in the productivity in various aspects of work within their organizations. They are also more familiar with the goings on of the organization at all levels and they can use their influences to deter situations that may be otherwise threatening to the success of the organization.

In the world at present, the business scene has become more focused on globalization with mixed reactions such as uncertainty emanating from competition. The importance of strategic human resource management steps in to save the situation in the world of business institutions that are struggling to keep alive in the shrewd world of business.

Strategic human resource management refers to the methodical administration that acts as a connection between business organizations and man (Roehling 1999, p. 978). The aspects of strategic human resource management, when applied effectually, will serve to assist in maintaining a sustainable competitive edge against the rivals in the industry while at the same time enhancing the business aspects of the organization.

The importance of strategic human resource management is that is serves to lay emphasis on the vital aspects that ought to be looked at in the process of setting up comparisons that may be evident between the strategic goals of the organization as well as the policies that have been formulated that govern the principles of human resource.

There are some of the very important aspects that without which a firm cannot survive without. The firm will only go under if it does not implement the strategies that have been put in place. Without structure, strategy, as well as human resource practice, the future of any firm is bleak.

The main aspects that strategic human resource management seeks to address include integration as well as coordination of the activities that are encompassed in various practical areas that exist in the structured framework of any given business. This is done to achieve the long-term organizational goals of the organization.

In comparison to technical human resource management, strategic management may be categorized as being more or less modern. This is despite the continued advancements that have been made in the field over the past 20 years.

As much as scholars have still not reached a consensus reading the précis definition of the term strategic human resource management (SHRM), the key functions of the field are more or less common sense.

They involve designing as well as implementation of inner policies that are regarded consistent and the practices that make certain that the capital in form of humans that an organization forms the core of the success of the organization (Wooden 2010, p.321-6).

Most business moguls are aware that the human resource that an organization has can offer them a more competitive edge as long as the practices, as well as the policies or principles that they use to manage people are incorporated into their strategic objectives as well as their targets.

Wooden (Wooden 2010, p.321-6), asserted, “The major challenges of profitability, work-life balance, and increased global competition have made the strategic HRM more important to business success than ever before”. This statement forms a basis for the decisive answer, which is in the affirmative.

It has been discovered that recently, organizations have started facing serious challenges that have greatly influenced them. Most of these challenges are concerned with strategic human resource management. Some of the impacts that the organization have faced include the increase in competition globally as well as the sense of profitability and the balance of work and life in individuals in the organization.

In the present situation where all of the institutions in the field of business are seeking to make profits within the challenging economical situations against the large organizations as the competition, all of the organizations are seeking to keep their heads above the water. They all aim to attain the ultimate goal in business, which is profitability.

They face the serious challenge of being able to reduce costs as well as enhance their potential to be more profitable than they were. The aspect of work and life is another serious challenge that the organizations face in their quest to attain profitability and remain afloat. Some of the facets that employees have to juggle in their lives as employees include friends and family as well as their social and mental lives.

The aspects of improving the productivity as well a customer service will greatly reduce absenteeism and increase turnover of the firm. Lack of balance in the lives of employees may result in the employee suffering from burn out at some point in time (Gollan 2009, p. 178-219). The rise in competition is one of the main challenges that firms have to realize and tackle.

There is a marked increase in the arrival of globally competitive organizations in all regions of the world. This is mainly attributed to the dropping of trade barriers as well as the decrease that is being realized in the cost of most transactions. The increase in the number of competitive business organizations will bring about plenty of changes in the field of international trade.

Kaplan and Norton (1992, p.71-79) indicated, “To overcome challenges, the organization and the HR manager need to adopt a strategic approach, be part of the top management team, be involved in corporate planning, develop business know-how, become bottom-line oriented and develop a vision for HRM”.

Strategic human resource management lays emphasis on the cooperation of all of the activities encompassed in the aims of the strategic targets, which are the focus of the organization. Strategic human resource management may be used in order to establish the most acceptable implementer of human resource.

This is in a bid to attain success in the organizations targets, which in turn facilitates the incorporation of human resource practices as well as the policies with each other. It may also incorporate that business strategy that the firm plans to use (Maguire 2002, p. 67-180).

In any organization, the fact that strategic human resource management is one of the most powerful tools that can be used to attain success in pursuit of financial goals is undisputed. Strategic human resource management plays a major role in the daily running as well as the changes that are experienced in any organization.

Strategic human resource management also plays a key role in ensuring that employees perform at their optimum levels. It affects that way they are handled, the nature of their tenure as employees as well as their security of tenure as employees in the organization. It even goes as far as affecting individual relationships among the employees in the organizations.

Strategic human resource management calls for professionals in the field of human resource who are competent at the level of general management to exercise their powers and abilities all over. They ought to be capable of handling their responsibilities as well as those outside of their field of human resource (Drucker 1974 p. 427).

The specialists in the field of human resource who ensure that human resource strategies are sellable in the organization, as well as their abilities to be able to attain the crucial level of influence and partake in executive as well as strategic levels of management ought to help attain the goals of strategic human resource management (Drucker 1974 p. 427).

Additionally, those who can bring about their special talents in handling human resource duties must bring their functions or merge them with the strategies as well as the objectives of the corporate body (Drucker 1974 p. 427).

Following the development of a strategy, the most important step is to implement the strategy effectually. The practices have been taken into consideration to this level. It is exhibited in the mode that it is utilized. Implantation of strategies incorporates the devolution after planning, of the main aims of the organization. It is not as easy as it may appear.

Any organization head will assert that it is one of the most difficult tasks to accomplish. Strategies may be turned into plans, but the daunting task is capable of producing wonderful performances and results in terms of achievement of business goals.

The professionals have proper understanding of the work in the field of human resource, as well as their abilities to carry out evaluations regarding aspects such as business needs, and the external and internal environmental facets. They are also knowledgeable in the technical aspects on the connection of practices that are common in human resource concerning the business strategy of the business in an organization.

In most organizations, majority of the key strategic matters that are faced in the organization make use of the strategic human resource management practices. They are used since they are considered as being the way forward in terms of focusing the attention of many people.

In a bid to win over the challenges that are faced in many organizations, strategic human resource management plans ought to be running individuals in an attempt to enhance the performance effectively in the process of the application of the strategy. Some of the common practices that are included in strategic human resource management encompass deployment of employees after recruiting and training them.

Also included is employee remuneration, as well as appraisal. Handling all of these issues ensures that attainment of the goals of the organization, which is geared towards achieving the vision, mission, as well as the strategic objectives. This implies that majority of the strategies ought to be strategic for the success of the company (Mudrack 1997, p.217-25).

The management team carries out the process of recruitment selectively. This is evident when managers elucidate that they carry out the process in that manner (Caruth & Handlogten 1997, p. 298-314). This is because they only seek to hire the most suitable person for the job. In any case, the criteria that they use to choose the correct person for the job is analyzing the job design as well as the job analysis.

Getting to understand what the job or vacancy entails is one of the strategic rungs in the ladder of recruitment when it comes to choosing a person for the right job. The process should be done well before the interview day and everything regarding the position should be known.

All the facts that are pertaining to the position ought to be at hand by the time the shortlisted interviewees are called. Choosing management executives is one of the most strategic processes in any organization (Sloan 2010, p.324-366).

In order for the organization to anticipate its needs, it needs to come up with a strategic human resource management plan, via the precise and objective outlook that they ought to have compiled, with regards to the specific candidate that they are looking for who can be most suited to the position. Proper scrutiny of resumes ensures that only the most qualified individuals get the chance to serve in the organization.

Most important is the ability of the human resource management team formulating a plan that they will stick to when it come to the process of recruiting and selecting candidates for their organizations. The variables that affect the selection process also vary from organization to organization. This means that not all of the organizations experience the same challenges in the same manner as well as the time.

One organization will always experience their challenges in the course of achieving their set goals, in a different manner from the other.

Zhang (2010, p.69-74) asserted, “Selection procedures include the full range of assessment techniques from traditional paper and pencil tests, performance tests, training programs, or probationary periods and physical, educational, and work experience requirements through informal or casual interviews and unscored application forms”. Various processes can be used to test candidate’s proficiency.

The need to survive becomes the paramount goal for most organizations. Despite the challenges that it holds, the changes that are brought about may only act to enhance efficiency and quality. The competitive edge that an organization gains due to the severe challenges that it undergoes makes it effectual.

In a bid to counter the challenges that an organization faces, the , strategic human resources management team ought to consider the matter of approaching the procedures that they administer in the course of recruitment and selection from a strategic point of view. The strategies used in the recruitment and selection procedures ought to be incorporated into the strategic human resources management, as well as organizational strategies.

It may suffice to state that strategic human resources management is becoming one of the strongest aspects in the world of business.

The role of strategic human resources managers is to ensure that the organization is operating at its optimum in a manner likely to suggest that the main focus of operations is to work for the overall success of the organization as well as to prevail over the challenges while at the same time rake in huge profits.

The moral obligations that human resource administrators must adhere to are some of the most sensitive aspects of any organization. It can be stated that for the organization to attain overall success in its objectives, the role of the strategic human resources management plan ought to encompass much more than the conventional plans used to in the past.

The conventional system of human resource management can be touted as being solely responsible for familiarization quality control as well as labor safety and discipline of newly employed individuals upon induction into the system. There are only a handful of human resource teams that will organize training sessions, as well as organizational enhancement programs or schemes.

The performance of employees will always be questionable if there is lack of training that is more or less compatible with the goals of the organization as well as the work that the organization carries out.

In such instances, even the most adept of employees will encounter difficulties in their aim to attain excellence and perform well. There are some quarters that may overlook the balance of work as well as life thus making it difficult for the employees to perform at their optimum.

It is important to carry out performance appraisal concerned with determining how well employees are doing their job, communicating that information to employees, agreeing on new objectives, and establishing a plan for performance improvement (Cooper 2009, p.290). This is done in a bid to correspond the norms, as well as culture of the organization in a bid to ensure that the workers embrace the values of the firm.

Formerly, the human resource department heads used to act as disciplinarians. Their core duties wee to point out weaknesses and find faults, which they would act upon according to the policies of the firm. Conversely, strategic human resource management concerns itself with the appraisal process. This may include various aspects such as performance feedback and performance assessment as well as incentives.

It also concerns itself with aspects that touch on appraisal management and plans. It pays closer attention to aspects that touch on incentives and feedback in a bid to ensure that the employees’ performance increases rather than regresses. The aim of this program is to make the entire performance of the whole organization a competitive one.

Remuneration of employees is one of the most crucial aspects of strategic human resource management. A methodical approach to the issue of remuneration of employees decreases the levels of prejudice.

This in turn has a recurring effect. Brumbach (1988, p.387-402) stated that the organization will experience difficulties in terms of “monitoring cost-effectiveness, legal compliance, pay equity, the relationship between pay and performance, and whether its remuneration program supports its business strategy”.

Strategic human resource management is crucial when it comes to ensuring the rapid enhancement of the organization as well as the success of the careers of the employees. Coupled with that is the fact that the firm is always recruiting the most talented people in the field whenever vacancies come up.

The personal enhancement schemes coupled with strategic human resource management offers a system that may serve to improve the training that is carried out by human resource departments.

Reference List

Brumbach, G 1988, ‘Some ideas, issues and predictions about performance management’. Public Personal Management , vol.6, no.5, pp. 387-402.

Caruth, L & Handlogten, D 1997, Staffing the contemporary organization: a guide to planning, recruiting and selecting for human resource professionals , Praeger, Westport, Conn.

Cooper, R 2009, ‘Forward with fairness?: Industrial relations under labor in 2008’, Journal of Industrial Relations , vol.51, no.3, pp. 285-96.

Drucker, P 1974, Management: tasks, responsibilities, practices , Harper & Row, New York.

Gollan, P 2009, ‘Australian industrial relations reform in perspective: beyond work choices and future prospects under the fair work act 2009’, Asia Pacific Journal of Human Resources , vol.47, no.3, pp. 178-219.

Kaplan, R & Norton, D 1992, ‘The balanced scorecard – measures that drive performance’, Harvard Business Review , vol.12, no.6, pp. 71-79.

Maguire, H 2002, ‘Psychological contracts: are they still relevant?’, Career Development International vol.7 no.3, pp. 67-180.

Mudrack, P 1997, ‛Protestant work-ethics dimensions and work orientations’, Personality and Individual Differences, vol. 23 no. 2, pp. 217-25.

Roehling, M 1999, ‘Weight-based discrimination in employment: psychological and legal aspects’, Personnel Psychology , vol. 52, no. 4, pp. 978.

Sloan, J 2010, ‘Evaluating the fair work act’, Policy , vol.26, no.4, pp. 324-366.

Wooden, M 2010, ‘An unfair safety net?’, Australian Bulletin of Labour , vol.36, no.3, pp.321-6.

Zhang, A 2010, ‘Will the fair work act bring improvements for migrant women workers?’, Economic and Labour Relations Review , vol.21, no.1, pp.69-74.

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Second, the effectiveness of HRM is evaluated to enhance the performance of the business (Gibbs, 2010, pp. 58-75). It helps the firm to adjust its human resources accordingly in order to increase its profits, market share and quality of products. Finally, the evaluation helps the firm to ensure that its employees' skills meet the requirements ...
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METHODS OF EFFECTIVE HUMAN RESOURCE MANAGEMENT
Labor resources and their effective management are important factors in creating a perfect and competitive national economic system in the Republic of Uzbekistan. Therefore, the article covers issues such as the definition of the concept of "Management of human resources" and the study of the level of application of methods of effective management of human resources in Uzbekistan.
The Importance of Strategic Human Resource Management Essay
The aspects of strategic human resource management, when applied effectually, will serve to assist in maintaining a sustainable competitive edge against the rivals in the industry while at the same time enhancing the business aspects of the organization. The importance of strategic human resource management is that is serves to lay emphasis on ...

Essay on Human Resources

Essay # 1. Meaning of Human Resources :

Essay # 2. Importance of Human Resources:

(ii) Increased Productivity:

(iii) Development of Skills:

(iv) Increased Volume of Output:

(v) Addition to Productive Capacity:

(vi) Raises Per capita Income:

(vii) Tool for Economic Change:

(viii) Improving Quality of Life:

Essay # 3. Role of Human Resource in Economic Development:

Top 7 Examples of Essay on Human Resources

5 Tips on How to Write an Essay on Human Resources

7 Examples of Human Resource Management Essays

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

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

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

Human Resource Essay Example 4: “Variety Management”

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

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

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

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Human Resources essay samples, topics and guides

Human Resources Essay Format

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Human Resources Essay Topics (250)

How to Start a Human Resources Essay

Reward Management

Human Resource Development

Equality and Diversity

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Performance Management

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Essay: Importance of Human Resource Management

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Introduction

The Environment of HRM

Internal Environment

External Environment

Diversity & Inclusion

Increases Skills & Knowledge

Boost Company Reputation

Access to Broaden Client Base

Reduced Employee Turnover

Managing Diversity & Inclusion

Performance Management

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Importance of Human Resource Management

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