hrm essay questions

Hypertension Essay Topics Topics: 155
Hurricane Research Topics Topics: 139
HR Essay Topics Topics: 176
Management Research Topics Topics: 603
Hiring Paper Topics Topics: 102
Alibaba Topics Topics: 60
Dell Topics Topics: 76
Nokia Research Topics Topics: 75
Unilever Research Topics Topics: 70
Exxon Topics Topics: 51
IKEA Topics Topics: 72
BMW Paper Topics Topics: 51
Product Marketing Research Topics Topics: 128
Business Strategy Topics Topics: 156
Digital Marketing Research Topics Topics: 118

122 Human Resources Essay Topics & HRM Research Topics

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

🏆 Best Human Resources Essay Topics

✍️ human resources essay topics for college, 🔥 hot human resource management research paper topics, 🎓 most interesting hrm research topics, 🆕 new human resource management topics for research paper, 💡 trending human resource management project topics, 🙂 simple hr topics for research project, ❓ hrm assignment questions.

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

Cite this post

Chicago (N-B)
Chicago (A-D)

StudyCorgi. (2022, March 1). 122 Human Resources Essay Topics & HRM Research Topics. https://studycorgi.com/ideas/hrm-essay-topics/

"122 Human Resources Essay Topics & HRM Research Topics." StudyCorgi , 1 Mar. 2022, studycorgi.com/ideas/hrm-essay-topics/.

StudyCorgi . (2022) '122 Human Resources Essay Topics & HRM Research Topics'. 1 March.

1. StudyCorgi . "122 Human Resources Essay Topics & HRM Research Topics." March 1, 2022. https://studycorgi.com/ideas/hrm-essay-topics/.

Bibliography

StudyCorgi . "122 Human Resources Essay Topics & HRM Research Topics." March 1, 2022. https://studycorgi.com/ideas/hrm-essay-topics/.

StudyCorgi . 2022. "122 Human Resources Essay Topics & HRM Research Topics." March 1, 2022. https://studycorgi.com/ideas/hrm-essay-topics/.

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

This essay topic collection was updated on June 24, 2024 .

Presentations made painless

Get Premium

105 HRM Essay Topic Ideas & Examples

Inside This Article

Human Resource Management (HRM) is a vital aspect of any organization, as it focuses on managing the most important resource of all – people. HRM encompasses a wide range of topics, from recruitment and selection to training and development, performance management, and employee relations. If you are studying HRM or looking for essay topics to explore in this field, here are 105 HRM essay topic ideas and examples to inspire you:

The impact of technology on HRM practices
Diversity and inclusion in the workplace
The role of HRM in organizational culture
Employee motivation and engagement
Workplace health and safety
Talent management strategies
Performance appraisal methods
The importance of training and development
Employee benefits and compensation
Recruitment and selection best practices
HRM in the gig economy
Work-life balance initiatives
Employee retention strategies
HRM in the age of remote work
Conflict resolution in the workplace
Leadership development programs
HRM in multinational corporations
The impact of globalization on HRM
Ethics in HRM
Employee wellness programs
HRM in the public sector
Managing a multigenerational workforce
The role of HRM in change management
Employee performance management systems
HRM in the healthcare industry
The use of data analytics in HRM
HRM in the non-profit sector
Employee empowerment and autonomy
HRM in the hospitality industry
The future of HRM
Strategic human resource management
HRM in the retail industry
Employee feedback and performance improvement
HRM in the education sector
Employer branding and recruitment
HRM in the technology industry
The role of HRM in organizational success
HRM in the manufacturing sector
Employee recognition and rewards
HRM in the financial services industry
The impact of artificial intelligence on HRM
HRM in the energy sector
Employee relations and conflict resolution
HRM in the automotive industry
The role of HRM in employee engagement
HRM in the telecommunications sector
Employee training and development in the digital age
HRM in the pharmaceutical industry
The importance of diversity and inclusion in HRM
HRM in the entertainment industry
Employee performance appraisal and feedback
HRM in the construction sector
The role of HRM in talent acquisition
HRM in the fashion industry
Employee health and wellness programs
HRM in the transportation sector
The impact of social media on HRM
HRM in the hospitality sector
Employee communication and engagement
HRM in the real estate industry
The role of HRM in organizational change
HRM in the food and beverage industry
Employee training and development programs
HRM in the tourism sector
The importance of employee feedback in HRM
HRM in the agriculture industry
HRM in the logistics sector
The role of HRM in talent management
HRM in the sports industry
Employee recognition and rewards programs
HRM in the media and entertainment sector
HRM in the healthcare sector
Employee engagement and motivation strategies
Employee wellness and mental health programs
Employee training and development initiatives
HRM in the technology sector
HRM in the construction industry
HRM in the pharmaceutical sector

Want to research companies faster?

Instantly access industry insights

Let PitchGrade do this for me

Leverage powerful AI research capabilities

We will create your text and designs for you. Sit back and relax while we do the work.

Explore More Content

Human Resources essay samples, topics and guides

16 February, 2022

30 minutes read

Author: Elizabeth Brown

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

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

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

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

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

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

Human Resources Essay Format

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

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

H3: Introduction

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

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

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

Write Human Resources essay in 5 Steps

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

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

Human Resources Essay Topics (250)

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

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

How to Start a Human Resources Essay

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

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

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

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

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

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

Section 1: Briefly describe your research topic for Essay 1

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Reward Management

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

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

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

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

Human Resource Development

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

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

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

Equality and Diversity

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

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

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

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

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

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

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

Performance Management

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

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

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

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

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

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

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

Equality & Diversity

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

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

Recommendations

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

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

A life lesson in Romeo and Juliet taught by death

Due to human nature, we draw conclusions only when life gives us a lesson since the experience of others is not so effective and powerful. Therefore, when analyzing and sorting out common problems we face, we may trace a parallel with well-known book characters or real historical figures. Moreover, we often compare our situations with […]

Ethical Research Paper Topics

Writing a research paper on ethics is not an easy task, especially if you do not possess excellent writing skills and do not like to contemplate controversial questions. But an ethics course is obligatory in all higher education institutions, and students have to look for a way out and be creative. When you find an […]

Art Research Paper Topics

Students obtaining degrees in fine art and art & design programs most commonly need to write a paper on art topics. However, this subject is becoming more popular in educational institutions for expanding students’ horizons. Thus, both groups of receivers of education: those who are into arts and those who only get acquainted with art […]

Human Resource Management: Exam Questions

The exam has two parts multiple choice and an essay. Follow the instructions for each part and submit the completed exam to your Assignments folder by Sunday, October 20. Answer each of the following multiple-choice questions. Highlight, underline, make bold or type the letter of the correct answer following the statement.

1. HRS strategy:

A. Is the set of priorities a firm uses to align its resources, policies, and programs with its strategic business plan.

B. Is the result of an analysis of the future availability of abort and future labor requirements, tempered by an analysis of external conditions.

C. Is the process of identifying top talent, both within functions and corporate-wide, to develop pools of talent for critical positions, and to Identify development plans for key leaders.

D. Provides an overall direction and focus for the organization as a whole, including for each functional area of the business.

2. All of the following statements about competency models are true EXCEPT:

A. They attempt to identify variables related to overall organizational fit.

B. Their level of rigor ND documentation Is more likely to enable them to withstand the close scrutiny of a legal challenge.

C. They attempt to Identify personality characteristics consistent with the organization’s vision.

D. Their focus is on the full range of knowledge, skills, abilities, and other characteristics that are needed for effective performance on the job, and that characterize exceptional performers.

3. When implementing recruitment activities, initial consideration should be given to a company’s especially for filling Jobs above the entry level.

Proficient in: Business

“ Rhizman is absolutely amazing at what he does . I highly recommend him if you need an assignment done ”

A. Minority groups

B. Errant employees

C. Women workforce

D. Foreign subsidiaries

4. What is the advantage of using job performance as a Job analysis method?

A. This method can provide information about standard as well as nonstandard and mental work.

B. Direct exposure to Jobs can provide a richer, deeper understanding of Job requirements than workers’ descriptions of what they do.

C. With this method there is exposure to actual job tasks as well as to the physical, environmental, and social demands of the job.

D. This method focuses directly on what people do in their Jobs, and thus it provides insight into job dynamics.

5. Setting a planning horizon, assessing current performance and readiness for rumination, Identifying replacement candidates for key positions, Identifying career- goals are steps in .

A. Employee development.

B. Developing a readiness grid.

C. Succession planning.

D. Workforce supply forecasting.

6. Which of the following statements about a tight labor market is true?

A. The labor markets for word processors and telemarketers have been fairly tight.

B. There is downward pressure on wages in such a market.

C. The demand by employers exceeds the available supply of workers.

D. There is reducing pressure for wage increases for sewing machine operators.

7. Promotion-from-within policies must coupled with a company philosophy that permits employees to consider available opportunities within the organization.

A. Comply with all state laws

B. Respect seniority position

C. Receive strong top management support

D. Anticipate training needs

8. If employers fail to check closely enough on a prospective employee who then commits a crime in the course of performing his/her Job duties, they can be held liable for:

A. Quid pro quo.

B. Negligent hiring.

C. Loss of consortium.

D. Hostile environment.

9. In terms of recruitment sources among employers, which of the following observations is true?

A. Formal contacts are used widely and effectively at all occupational levels.

B. Use of public employment services increases as required skills levels increase.

C. The internal market is a major recruitment source except for skilled workers.

D. Larger firms are the most frequent users of walk-ins, write-ins, and the internal market.

10. Which of the following statements about Rasps is true?

A. Job performance rates are lower for those who receive an RIG.

B. Meta-analysis shows that Rasps improve retention rates, on average, by 5 percent.

C. It requires that cruisers tell applicants the pleasant and unpleasant aspects of the Job.

D. Job acceptance rates are higher for those who receive an RIP.

11. The stage of an organization’s growth is concerned with fighting for market share and building excellence in the management team.

A. Embryonic

C. High-growth

13. Which of the following selection methods is based on the assumption that the best predictor of future behavior is past behavior?

A. Leaderless-group discussion

B. Projective test

C. Business game

D. Personal-history data

14. The extent to which competencies learned in training can be applied on the Job is termed:

A. Applicability of training.

B. Simulation of training.

C. Transfer of training.

D. Reinforcement of training.

15. This can be thought of as a kind of compass, one that indicates a person’s actual direction as well as a person’s desired direction.

A. Management by objectives

B. Forced distribution

C. Central tendency

D. Performance management

16.When there is a clear link between organizational goals and performance standards for a particular Job, the appraisal system is said to exhibit:

A. Acceptability.

B. Reliability.

C. Relevance.

D. Sensitivity.

17. If a rater is asked to assess an employee’s performance over a 6- to 12-month period, ratings may result, especially if information has been stored in a rater’s memory according to irrelevant, overoptimistic, or otherwise faulty categories.

A. Objective

B. Impartial

18. What is the purpose of the assessment phase of training?

A. To design the environment in which to achieve the objectives of the training program.

B. To define what it is the employee should learn in relation to desired Job behaviors.

C. To choose methods and techniques carefully and deliver them systematically.

D. To establish indicators of success training, as well as on the Job.

19. The level of training needs analysis that focuses on identifying whether training

B. Environmental

C. Operations

D. Organization

20. The impact of training on is the most significant, but most difficult, effect to demonstrate.

A. Trainee self-esteem

B. Organizational results

C. Demographics

D. Action learning Complete both essays

Following the scenarios below, submit a well-crafted essay of approximately 400-500 words, highlighting key issues for consideration as well as answering the question(s) used at the end of the scenario. Your response should contain all the components of any well-written essay?introduction, body, conclusion and references?and should follow PAP guidelines for citing references. Please submit your essay on this exam sheet (do not submit a separate document). You do not have to have a title page or running head; otherwise, your essay should follow PAP guidelines as noted previously.

Essay No. 1 Ensuring that the right people are hired and placed in the right Jobs is critical to an organization’s success. You are the HRS Director for Baroque, Inc. , an upscale clothing tore with locations across the United States specializing in party and formal wear for men and women. The company has decided to hire four Regional Managers to oversee the organization’s four sales areas?Northeast (based in New York, NY), Southeast (based in Dallas, TX), Upper Midwest (based in Chicago, IL), and West (based in San Francisco, CA).

The ideal candidate for the Regional Manager position will have a minimum of 5 years of direct sales experience including supervising others and have a solid understanding of profit and loss (P&L) statements as well as effectively managing employees. Since the Regional Manager position is a new role in the organization, the UP of HRS has asked you to prepare a recruiting and staffing approach to ensure the best candidates are sourced and hired for these important positions. He also wants to make sure that no legal challenges arise as a result of filling these positions. What approach(sees) would you recommend?

Essay No. 2 alma Goode Just completed a training program for new store managers at Baroque, Inc. (see No. 1 above) and thinks the program was a waste of time. She’s never formally managed people before, and she expected to come away with some solid lolls and techniques that would help her in her new role. Instead, she sat through two days of “death by Power Point” with an outside consultant spewing high-level management theory that was difficult to relate to the everyday situations alma encounters in her new role. Lama’s come to you as the HRS Director to register her complaint…

ND it’s not the first time you’ve had complaints about the training program. The program was already in place when you started with Baroque two years ago, and you know it’s time to take a serious look at the program and redesign it to more fully meet the needs of new store managers. You’ve also noticed that associate turnover at the store levels has increased over the past year and you have the voluntary turnover. You’ve already talked to the UP of HRS about revamping the program and he’s given you the green light to put together a recommendation for his review. You want to make sure that the new program is effective and encompasses principles that enhance learning. You know the UP of HRS will want to see a detailed plan for the program before he agrees to implement it.

What will be your recommendation to the UP of HRS? Essay No. 1 One of the main responsibilities of a company’s HRS Department is to ensure that scant positions are filled with intelligent, competent and reliable employees. The HRS Department must identify qualified employees in order to promote Baroque’s growth in this competitive market. According to Socio (2013, p. 27) “…. Recruitment begins with a clear statement of objectives, based on the number and types of knowledge, skills, abilities, and other characteristics that an organization needs to achieve its strategic business objectives. ” As Baroque’s HRS Director, I must establish recruiting and staffing policies that will make the hiring process more effective and successful. In order to ensure that the best applicants are sourced and hired for this position, I recommend that we begin the recruiting process by examining the labor markets in the four identified regions.

We must also specify the number of new employees needed and the anticipated start date. The Job description must clearly describe the nature of Baroque, the minimum qualifications necessary to fulfill this position, the duties and responsibilities associated with this position, the benefits of working for Baroque, and the address and contact information where applicants should send their resume. I suggest that initial consideration should be given to qualified internal employees. For example, current district managers, who are already familiar with company policies and procedures, would have the opportunity for a promotion.

As Socio (2013) notes on p. 208, “… Firms with a reputation for consistent neglect of in house talent find it difficult to attract new employees and retain experienced ones. ” I believe that providing qualified in-house employees with the opportunity to move up will enable Baroque to retain competent staff members, while simultaneously Baroque. I recommend that Baroque implement the pure diversity-based recruiting principle out of the four possible company postures to ensure that qualified individuals are not excluded based on past or present discrimination.

I believe that Baroque should employ the most qualified individuals, regardless of race, sex, age or disability. In addition, Baroque must perform realistic Job previews in order to reduce the turnover rate. Baroque must also consider implications for management practices when recruiting in order to avoid potentially long term negative publicity for the company. With respect to staffing, I recommend a business strategy to determine the company’s developmental stage before making staff decisions. As Baroque expands across the United States, we must consider its stage of development: embryonic, high-growth, mature or aging.

Staffing decisions must be aligned to the company’s stage of development in order to ensure success. I also recommend that we communicate the culture of the company to potential applicants and clearly address the kinds of competencies that are required to make every aspect of our company successful. With respect to the screening process, I recommend that Baroque thoroughly investigate potential applicants. Baroque would require the applicant to provide recommendations and references. In addition, I believe Baroque should obtain consent to conduct criminal background checks and authorization to contact former employers.

Criminal background checks are crucial in order to avoid negligent hiring. I also recommend that Baroque obtain additional information from potential applicants such as driving records, credit standing, and any refusals of bonds or exclusions from the government. Lastly, in order to avoid any legal challenges, Baroque must properly consider common law, application of regulations, test validity and the drug-free workplace. Essay No. 2 I recommend that Baroque revamp the training program for store managers in a number of ways. Baroque must offer training and development programs that are both engaging and informative.

At the current time, Baroque’s training program is theoretical and monotonous. Establishing an effective training and development program will improve employees’ managerial skills, boost employee morale, and prevent voluntary associate turnover. In order to successfully redesign the training program, the HRS Department must evaluate the current training program on both a macro and micro level. Baroque must identify the causes contributing to the current training program’s ineffectiveness. The HRS Department must evaluate whether the outside consultant’s training adequately prepares new managers for the demands of the Job.

In this case, it does not appear that Baroque’s current training program successfully fulfills its goals. Baroque’s HRS Department must also research what types of training have been successful in the past and what the needs of this current training program appear to be. Socio (2013, p. 322) notes that “To be maximally effective, training programs should follow a three-phase sequence: needs assessment, implementation, and evaluation. ” Training programs must offer more than increased knowledge; they must also provide trainees with hands-on experience and the opportunity to learn from others’ experiences.

When determining our desired outcome, we must analyze our organization, demographic, business operations, and our employees. After analyzing these factors, we must work learn from our training program (e. G. Skills, knowledge). After establishing our desired outcome, we must strategically develop a plan to achieve our desired outcome. Using the solution based method, we will create a training program that ill accomplish our goals. As Socio (2013) notes on p. 301, “… Once training needs have been identified, the next step is to structure the training environment for maximum learning… O be most effective, skill learning should include four essential ingredients: 1. Goal setting 2. Behavior modeling 3. Practice and feedback should be included for training to be most effective. ” Training programs should be engaging, informative, and pragmatic.

For example, alma Goode felt as if she could not connect to the power point presentations and was unable to utilize the material presented to lawful her managerial duties. In order to remedy this situation, I recommend that Baroque institute on- the Job training, including orientation training and on the Job coaching. I also recommend including gender and sexual harassment training so that managers are well-versed with respect to legal issues that may arise in the workplace. Lastly, I suggest that we elicit trainee feedback immediately after the training program. This will provide trainees with an opportunity to raise any questions or concerns that were not answered during the training session. In order o assess the long term efficacy of the training program, I recommend that we elicit trainee feedback 30, 60, and 90 days after the conclusion of the training.

This will enable us to assess whether trainees have successfully applied what they learned during training and development as well as the overall value of the training. After gathering this data, we will be able to identify any shortfalls in our training program and make the required changes. We can also evaluate the effectiveness of our training program in the following ways: whether business goals were achieved, customer retention, employee turnover, repeat sales based on solution/service, and employees’ feedback via surveys. Training and development programs are critical to a company’s long-term success. Instituting an effective and engaging training program will improve Baroque’s overall growth, minimize voluntary associate turnover, and enhance management capabilities.

Socio, W. F (2013). Managing human resources: productivity, quality of work life, profits. New York, NY: McGraw-Hill/Larkin.
Bennett-Alexander, D. And Hartman, L. (2012). Employment law for business (7th Deed. ). New York, NY: McGraw-Hill/Larkin.

Cite this page

Human Resource Management: Exam Questions. (2017, Nov 27). Retrieved from https://paperap.com/paper-on-human-resource-management-exam-questions/

"Human Resource Management: Exam Questions." PaperAp.com , 27 Nov 2017, https://paperap.com/paper-on-human-resource-management-exam-questions/

PaperAp.com. (2017). Human Resource Management: Exam Questions . [Online]. Available at: https://paperap.com/paper-on-human-resource-management-exam-questions/ [Accessed: 25 Aug. 2024]

"Human Resource Management: Exam Questions." PaperAp.com, Nov 27, 2017. Accessed August 25, 2024. https://paperap.com/paper-on-human-resource-management-exam-questions/

"Human Resource Management: Exam Questions," PaperAp.com , 27-Nov-2017. [Online]. Available: https://paperap.com/paper-on-human-resource-management-exam-questions/. [Accessed: 25-Aug-2024]

PaperAp.com. (2017). Human Resource Management: Exam Questions . [Online]. Available at: https://paperap.com/paper-on-human-resource-management-exam-questions/ [Accessed: 25-Aug-2024]

Personnel Management vs Human Resource Management Pages: 16 (4659 words)
Integrating strategy and Human Resource Management Pages: 1 (278 words)
Human Resource Management, Wages and Salaries Pages: 11 (3002 words)
Total Quality and Human Resource Management Pages: 9 (2685 words)
Human Resource Management Bibliography Pages: 5 (1278 words)
Human Resource Management And Competitive Advantage Pages: 7 (1838 words)
Human Resource Management Essay Pages: 7 (1848 words)
Characteristics of Strong Leaders in Human Resource Management Pages: 7 (2044 words)
Human Resource Management Issues Pages: 3 (694 words)
Human Resource Management Call Center Pages: 5 (1210 words)

The Edvocate

Lynch Educational Consulting
Dr. Lynch’s Personal Website
Write For Us
The Tech Edvocate Product Guide
The Edvocate Podcast
Terms and Conditions
Privacy Policy
Assistive Technology
Best PreK-12 Schools in America
Child Development
Classroom Management
Early Childhood
EdTech & Innovation
Education Leadership
First Year Teachers
Gifted and Talented Education
Special Education
Parental Involvement
Policy & Reform
Best Colleges and Universities
Best College and University Programs
HBCU’s
Higher Education EdTech
Higher Education
International Education
The Awards Process
Finalists and Winners of The 2023 Tech Edvocate Awards
Award Seals
GPA Calculator for College
GPA Calculator for High School
Cumulative GPA Calculator
Grade Calculator
Weighted Grade Calculator
Final Grade Calculator
The Tech Edvocate
AI Powered Personal Tutor

Teaching Students About Perseus

Teaching students about homeostasis, announcing the finalists for the 2024 tech edvocate awards, new u “benefit” company helps students connect to education, southeastern alumna ann holloway to be inducted to oklahoma higher education hall of fame, parents value clear communication about college cost: survey, barriers beyond time: poverty’s restriction on a child’s education, more than 40,000 new asu students start today. here’s a breakdown of the incoming class, new online school offers second chance at higher education, commentary: utsa and ut health san antonio merger will create a world-class university, hrm essay topics.

HRM Research Questions

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

Most Interesting Essay Topics about Honesty

Addie model: everything you need to know.

Matthew Lynch

Related articles more from author, good essay topics on scientific revolution, research topics about alexander hamilton, essay topics about alice’s adventures in wonderland, good research topics about music therapy, good research topics about sepsis, most interesting nonprofit organizations essay topics.

Home / Essay Samples / Business / Human Resource Management / Contemporary Issues in HRM: A Critical Analysis of Current Practices

Contemporary Issues in HRM: A Critical Analysis of Current Practices

Category: Business
Topic: Human Resource Management , Human Resources

Pages: 6 (2712 words)

Downloads: -->

Introduction

Contemporary challenges of hrm, work force diversity:, changing market:, quality of work life:, management system:, organizational culture:, leadership development:, environmental challenges:, social issues:, different objectives of hrd:, globalization:, other challenges:.

Changing demographics of the workforce.
Layoffs and downsizing.
Information and communication system.
Increased use of social networking to distribute information to the employees.

Positioning and allignment of the environmental and HR function:

Green employee engagement:, globalization and cultural complexity:, youth and unemployment:, quest for talent and career development:, employee engagement and motivation:, contemporary issues faced by human resource managers today, multi-generational challenges in workplace:, legislation affecting workplace:, technological advances and workplace:, hr and internationalization of business.

Coordinating the market; product; and production plans on the worldwide basis.
Creating organizational structures capable of balancing the centralized home office control with the adequate local autonomy.
Extending the HR policies and the systems to service staffing needs abroad.
Deployment: Easily getting the right skills to where they needed, regardless of the geographic location.
Knowledge and innovation Dissemination: Spreading the state of the art knowledge and the practices throughout the organization regardless of the origin.
Identifying and developing talents on a global basis: Identifying those who can able to function effectively in a global organization and develop their abilities.

Strategic Human Resource Management (SHRM)

Challenges of shrm.

Structure: The success of the company depends upon whether there is a proper management structure in the place.
Team-working: By withdrawing the old traditional hierarchies a background of creating a team building is created. In a many of the cases, the less layers there are between the workers and the director there are, the more harmonized working environment. Also the communication between the staffs is easier and more effective.
Performance: This strategy is based on an analyzing the critical success factors and the performance levels reached in relation to them. The performance can be improved by taking necessary steps to improve training, development, reorganization, the development of performance management processes, business process re-engineering, etc.
Quality and customer care: The aim of the most companies is to achieve the competitive advantage. The competitive advantage is often measured by the customer satisfaction and hence loyalty and retention.

--> ⚠️ Remember: This essay was written and uploaded by an--> click here.

Found a great essay sample but want a unique one?

are ready to help you with your essay

You won’t be charged yet!

Warren Buffett Essays

Facebook Essays

Uber Essays

Nike Essays

Steve Jobs Essays

Related Essays

We are glad that you like it, but you cannot copy from our website. Just insert your email and this sample will be sent to you.

By clicking “Send”, you agree to our Terms of service and Privacy statement . We will occasionally send you account related emails.

Your essay sample has been sent.

In fact, there is a way to get an original essay! Turn to our writers and order a plagiarism-free paper.

samplius.com uses cookies to offer you the best service possible.By continuing we’ll assume you board with our cookie policy .--> -->