business studies essay on human resources

Business Studies Grade 12 Human Resources Essay Questions and Answers

Question 1:

Tommy Financial Services specialise in accounting and taxation services and are looking for an experienced accountant within the business. The new employee is expected to sign an employment contract and to be placed where he/she will function effectively. The new employee will have to undergo in-service training as well.

Keeping the scenario above in mind, write an essay on the following aspects:

Discuss the impact of internal recruitment on businesses.
Explain the legal requirements of an employment contract to TFS.
Advise TFS on the correct placement procedure.
Elaborate on the implications of the Skills Development Act, 1998 (Act 97 of 1998) for the human resources function.

Question 2:

Nizam Tiling is known for its quality products and services. They always ensure that their recruitment procedure is well structured. They offer attractive fringe benefits to their employees and continuously improve on their systems and processes. The production manager encourages employees to produce high-quality products to keep customers satisfied.

Keeping the above scenario in mind, write an essay on human resources and quality of performance on the following aspects:

Outline the recruitment procedure.
Explain the impact of fringe benefits on businesses.
Discuss the positive impact of continuous improvement to processes and systems on large businesses.
Advise the production manager on the quality indicators of the production function.

Question 3:

Delta Manufacturers has a vacancy for a sales executive. The human resources manager implemented the selection procedure after compiling a job analysis. Prospective candidates were invited for an interview. Fringe benefits were offered to the successful candidate.

Write an essay on the activities of the human resource function in which you include the following aspects:

Outline the selection procedure as a human resource activity.
Explain the TWO components of job analysis.
Discuss the role of the interviewee during the interview.
Evaluate the impact of fringe benefits on Delta Manufacturers as a business.

Business Management Grade 12 Question and Answers Online Quizzes

Revise all the topics under Business Management Grade 12 subject, using test quizzes based on the exam questions below:

Quiz: Term 1: Macro Environment: Impact of Recent Legislations Quiz
Quiz: Term 1: Human Resources Function
Quiz: Term 1: Ethics and Professionalism
Quiz: Term 1: Creative Thinking
Quiz: Term 1: Macro Environment: Business Strategies
Quiz: Term 2: Corporate Social Responsibility
Quiz: Term 2: Human Rights, Inclusivity and Environmental Issues
Quiz: Term 2: Team Performance Assessment, Conflict Management, and Problem-Solving
Quiz: Term 2: Business Sectors and their Environments
Quiz: Term 2: Leadership and Management
Quiz: Term 2: Quality of Performance
Quiz: Term 3: Investment – Securities
Quiz: Term 3: Investment – Insurance
Quiz: Term 3: Forms of Ownership
Quiz: Term 3: Presentation and Data Response

business studies essay on human resources

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According to Leon C. Megginson human resource is “The total of knowledge, creative abilities, talent, altitudes skills and belief of a firm’s workforces as well as attitude, beliefs and values of the persons involved”.

HR Practices

Human Resource Management is the process of hiring and developing employees so that they become more valuable to the organization. Human Resource Management includes conducting job analyses, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels. Examples of core qualities of HR management are extensive knowledge of the industry, leadership, and effective negotiation skills.

Human Resource Management (HRM) refers to the policies and practices involved in carrying out the ‘Human Resource(HR)’ aspects of a management position including human resource planning, job analysis, recruitment, selection, orientation, compensation, performance appraisal, training and development, and labour relations (Dessler, 2007). HRM is composed of the policies, practices, and systems that influence employees’ behaviour, attitude, and performance (Noe, Hollenbeck, Gerhart, and Wright, 2007).

Human Resource Management (HRM) is the function in an organization which focuses on recruitment, management, and provides direction for the employees who work in the company or organization. It is the function of organization that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. HRM is also a premeditated and whole or complete approach to manage people and the workplace environment and culture. Effective human resource management enables employees to contribute productively and effectively to the overall company direction and achieving the organization’s goals and objectives.

Human resource management is moving away from traditional personnel, administration, and transactional approach, which are increasingly outsourced. HRM is now expected to add value to the tactical utilization of employees and that employee programs impact the business in computable ways. The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value.

HR is a product of the human relations movement of the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce. The function was initially dominated by transactional work, such as payroll and benefits administration, but due to globalization, company consolidation, technological advancement, and further research, HR now focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion.

In startup companies, HR’s duties may be performed by trained professionals. In larger companies, an entire functional group is typically dedicated to the discipline, with staff specializing in various HR tasks and functional leadership engaging in strategic decision making across the business. To train practitioners for the profession, institutions of higher education, professional associations, and companies themselves have created programs of study dedicated explicitly to the duties of the function.

In the current global work environment, all global companies are focused on retaining the talent and knowledge held by the workforce. All companies are focused on lowering the employee turnover and preserving knowledge. New hiring not only entails a high cost but also increases the risk of the newcomer not being able to replace the person who was working in that position before. HR departments also strive to offer benefits that will appeal to workers, thus reducing the risk of losing knowledge.

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

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

Essay on Human Resource Management

Essay Contents:

Essay on the Functions of Human Resource Management

Essay # 1. Introduction to Human Resource Management :

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

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

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

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

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

Essay # 2. Definition of Human Resource Management :

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

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

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

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

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

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

Essay # 3. Scope of Human Resource Management :

The scope of HRM is very wide.

It covers the following aspects:

(i) Personnel Aspect :

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

(ii) Welfare Aspect :

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

(iii) Industrial Relations Aspect :

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

Essay # 4. Objectives of Human Resource Management :

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

Some of the objectives of HRM are:

a. To ensure effective utilization of human resources.

b. To ensure respect for human beings.

c. To identify and satisfy the needs of individuals.

d. To achieve and maintain high morale among employees.

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

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

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

h. To provide better conditions of employment.

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

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

k. To provide fair wages to employees.

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

Essay # 5. Nature of Human Resource Management :

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

The various features of HRM include:

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

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

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

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

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

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

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

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

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

Essay # 6. Functions of Human Resource Management:

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

The functions of human resource management can be classified as:

(i) Managerial Functions.

(ii) Operative Functions.

(i) Managerial Functions :

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

These functions are explained below:

(a) Planning:

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

(b) Organization:

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

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

(d) Controlling:

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

(ii) Operative Functions :

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

Some of the operative functions of human resource management are:

(a) Employment :

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

(i) Job Analysis:

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

It includes:

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

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

(ii) Human Resources Planning:

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

(iii) Recruitment:

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

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

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

(iv) Selection:

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

Recruitment vs. Selection :

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

(v) Induction and Orientation:

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

(b) Training and Development :

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

(i) Performance Appraisal:

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

(ii) Training:

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

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

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

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

Need of Training:

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

The need of training arises because of the following factors:

(a) Rapid Changes in Technology:

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

(b) Frequent Accidents:

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

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

(d) Increase in Productivity:

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

(e) Supply of Trained Personnel:

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

Benefits of Training :

Some of the benefits of training are:

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

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

c. Reduction in needs of supervision.

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

e. Increase in morale of the employees.

f. Reduction in number of accidents.

g. Improvement in quality of work.

h. Reduction in machine breakdown and maintenance cost.

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

j. Increase in self-confidence.

k. More opportunity for growth/promotions.

(iii) Development:

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

(iv) Career Planning and Development:

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

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

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

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

b. Incentives.

c. Benefits.

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

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

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

(i) Job Evaluation:

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

(ii) Wage and Salary Administration:

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

(iii) Incentives:

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

(iv) Bonus:

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

(v) Fringe Benefits:

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

(d) Integration :

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

(e) Maintenance :

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

(f) Industrial Relations :

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

(g) Personnel Records :

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

Essay on Human Resource Management | HRM
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Notes on Human Resource Management (HRM): Meaning and Nature

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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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How To Ace Your Business Studies Essay

Business Studies students, this one’s for you ! By now, you’ve probably recognised that Business Studies is a rewarding subject, providing you with a greater understanding of how the economy functions and gaining base-level business knowledge. As part of your Business Studies exam, you will be asked to write an essay. Your Business Studies essay is an opportunity to contextualise your business knowledge in the real world. Your examiner will want you to demonstrate your knowledge about contemporary business theories, as well as analytical skills, critical thinking and problem-solving abilities.

Today we will share with you how to ace your Business Studies essay. We will provide practical essay-writing tips and specific keywords to look out for when reading the essay question. By following our guidelines, you will be able to write a Business Studies essay that is well-structured, compelling and insightful.

Before we begin, we highly recommend practicing! As part of your exam preparation, practice writing essays. Use the example essay questions provided at the end of this post, follow the prompts, so you understand the requirements. You will begin to feel more comfortable and confident, and ultimately set yourself up for success before you even begin writing your Business Studies exams!

Understand the question

The first step to writing a captivating Business Studies essay is to pause, carefully read the question and take time to understand what you are being asked. We recommend underlining the verbs in the question to fully grasp how to proceed. Examine the exact wording so you can work out the approach you need to take.

Here are some verbs to look out for:

There are two types of essay questions you could be asked:

Case study - This is where you are asked to write an essay on a business or situation.
Discussion - This is where you will be required to discuss a specific topic. You will need to review key arguments and provide reasons for and against each one.

Make an essay outline

An essay outline will enable you to create a more organised essay, include a range of points and avoid repetition. You will also be able to evaluate the question more thoroughly and provide a well-thought-out argument.

Begin by listing, brainstorming or mind-mapping all your thoughts. This is called a ‘brain dump’ and will allow you to clear your mind of all the essay-related thoughts whirling around in your brain. By getting all your thoughts on paper, you will be able to start crafting a compelling Business Studies essay in a more structured manner.

Create your essay plan

The next step to writing an engaging Business Studies essay is to construct your essay plan. This will help you to organise your main arguments and ideas so you can present them in a logical sequence when you begin writing. Glance at your list, brainstorm or mind-map and select the points you wish to include in your essay. Write out your key points that you wish to include in your introduction, main body and conclusion. During this process, you will spark off new ideas and begin to digest and analyse the information you have gathered.

Write your essay

Introduction.

Begin your Business Studies essay by outlining your understanding of the essay question and commenting on how you plan to address it. This is where you present your thesis statement of claim which will determine the contents and direction of your essay. Define the objectives of the essay and set out exactly what you are reaching a conclusion for. This is a good place to include definitions of business terms if you wish to do so.

Main body and discussion

Use the main body of your essay to provide a detailed analysis of the topic. Make sure you have critically examined different viewpoints to provide a robust debate, covering reasons for and against the presented argument. In case study essays, this is where you provide evidence to support the arguments or main points you raise.

A well-written essay includes a conclusion that has been reached by logical reasoning. Use this space to concisely pull together the main points in your discussion, explicitly stating your viewpoint as the final result. You should not mention any new arguments in your conclusion, as this is the space where your existing thoughts culminate.

Essay writing tips

There are two key elements to standing out when writing an essay: paragraphs and connective phrases.

Here’s how to use both:

Paragraphs are useful because they signal to your examiner that you are moving onto a new point. This will also encourage you to avoid repetition! Each paragraph forms a building block, which forms part of your entire essay.
Connective phrases will keep you focused on the question. Phrases like “this means that” or “this will impact the business” introduce your analysis, and phrases like “this is of crucial importance because” or “other factors to consider are” introduce the evaluation.

Bonus: Don’t focus solely on knowledge at the expense of your evaluation and analysis. Your examiner is looking for proof that you understand the topic at hand and are able to expertly evaluate and analyse the content, not just what you know.

Edit and proofread

Always check your essay for spelling, stylistic errors, grammar and punctuation mistakes before completing the task.

Here are some questions to ask yourself as you edit and proofread your essay:

Have I answered the essay question?
Is my essay presented in a logical order?
Is the content accurate and relevant?
Have I supported my main points with arguments and examples?
Is my language clear and concise?
Is my spelling and punctuation correct?

Example questions

Here are five essay questions extracted from actual Business Studies exams. You can use these to practice writing Business Studies essays as you prepare for your exams.

Describe the principles of ethical and professional behaviours. Evaluate the issues that pose challenges to the business environment in terms of ethical and professional behaviour and comment on its application in the business enterprise.

The human resources manager is responsible for compiling the job description and job specification. Suitable candidates can be recruited internally using various recruitment sources. The interviewees should be familiar with their role during the interview. Businesses must ensure that the employment contract complies with the legal requirements of the employment.

Write an essay on the human resources function in which you include the following human resources activities:

Outline the differences between job description and job specification.
Discuss the impact of internal recruitment on a business.
E xplain the role of the interviewee during the interview.
Advise businesses on the legal requirements of the employment contract.

The National Credit Act (NCA), 2005 (Act 34 of 2005) provides a framework to regulate the credit market. It protects the rights of consumers and provides guidelines on how businesses should comply with this Act. Businesses may face penalties for not complying with the National Credit Act.

Write an essay on the National Credit Act in which you include the following aspects:

Outline the rights of consumers in terms of the National Credit Act.
Discuss the impact of the NCA on businesses.
Explain ways in which businesses could comply with the NCA.
Advise businesses on the penalties they may face for non-compliance to the Act.

Investing in fixed deposit provides investors the opportunity to decide whether they want to receive simple interest or compound interest. Investors must also consider various types of shares before making investment decisions. Some invest in companies that are listed on the Johannesburg Securities Exchange (JSE).

Write an essay on investment securities in which you include the following aspects:

Outline the differences between simple interest and compound interest.
Explain the advantage of a fixed deposit as a form of investment.
Discuss any three types of shares.
Advise businesses on the functions of the Johannesburg Securities Exchange (JSE).

Jake wants to target a new BEco Bottle at sports people and needs to increase production. He is considering two options to achieve this:

Outsource production of the sports bottle to India.
Use hire purchase to buy the new equipment to manufacture the sports bottle in his existing factory.

Analyse the effect of each of these two options for the business.

Evaluate which of these two options will have the bigger impact on the future success of the sports bottle.

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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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HR’s New Role

Peter Cappelli
Ranya Nehmeh

Though the human resources function was once a strong advocate for employees, in the 1980s things changed. As labor markets became slack, HR shifted its focus to relentless cost cutting. Because it was hard for employees to quit, pay and every kind of benefit got squeezed. But now the pendulum has swung the other way. The U.S. unemployment rate has been below 4% for five years (except during the Covid shutdown), and the job market is likely to remain tight. So today the priorities are keeping positions filled and preventing employees from burning out. Toward that end HR needs to focus again on taking care of workers and persuade management to change outdated policies on compensation, training and development, layoffs, vacancies, outsourcing, and restructuring.

One way to do that is to show leaders what the true costs of current practices are, creating dashboards with metrics on turnover, absenteeism, reasons for quitting, illness rates, and engagement. It’s also critical to prevent employee stress, especially by addressing fears about AI and restructuring. And when firms do restructure, they should take a less-painful, decentralized approach. To increase organizational flexibility and employees’ opportunities, HR can establish internal labor markets, and to promote a sense of belonging and win employees’ loyalty, it should ramp up DEI efforts.

In this tight labor market, cost cutting is out. Championing employee concerns is in.

Idea in Brief

The pendulum swing.

For decades, when U.S. labor markets were slack, HR focused on cost cutting, which meant squeezing employees’ pay, benefits, and training. But now that labor markets are tight, the challenge is to retain workers.

The New Priorities

HR must focus on keeping positions filled and preventing employees from burning out or becoming dissatisfied.

The HR function must educate leaders about the true costs of turnover, address employee anxiety about AI and restructuring, lobby for investments in training, rethink how contract workers and vendors are used, and strengthen diversity, equity, and inclusion efforts.

From World War II through 1980 the focus of the human resources function was advocating for workers—first as a way to keep unions out of companies and later to manage employees’ development in the era when all talent was grown from within. Then things changed. Driven by the stagflation of the 1970s, the recession of the early 1980s, and more recently the Great Recession, HR’s focus increasingly shifted to relentless cost cutting. Decades of slack labor markets made slashing HR expenses easy because it was hard for people to quit. Pay and every kind of benefit, including training and development, got squeezed. Work demands went up, and job security fell.

Peter Cappelli is the George W. Taylor Professor of Management at the Wharton School and the director of its Center for Human Resources. He is the author of several books, including Our Least Important Asset: Why the Relentless Focus on Finance and Accounting Is Bad for Business and Employees (Oxford University Press, 2023).
Ranya Nehmeh is an HR specialist working on topics related to people strategy, human capital, leadership development, and talent management and is the author of The Chameleon Leader: Connecting with Millennials (2019).

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Human Resources essay samples, topics and guides

16 February, 2022

30 minutes read

Author: Elizabeth Brown

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

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

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

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

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

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

Human Resources Essay Format

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

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

H3: Introduction

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

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

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

Write Human Resources essay in 5 Steps

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

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

Human Resources Essay Topics (250)

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

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

How to Start a Human Resources Essay

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

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

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

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

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

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

Section 1: Briefly describe your research topic for Essay 1

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Reward Management

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

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

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

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

Human Resource Development

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

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

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

Equality and Diversity

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

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

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

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

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

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

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

Performance Management

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

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

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

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

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

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

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

Equality & Diversity

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

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

Recommendations

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

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

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What I Learned in Human Resource Management – Essay

Below, you will find a reflection paper about human resource management. It states that to keep competitive advantage, companies must ensure that training and development of the human resources is given high priority.

Introduction

Human Resource is a term used to describe all the people working in an organization. Human resource management is the function within an organization that emphasizes on hiring and recruitment of employees, managing employees and giving them direction. Human resource management can also be preformed by various sectional/departmental heads also known as line managers.

Therefore, the human resources manager oversees numerous issues touching on the employees and their welfare. Other issues handled by human resource department include compensation; performance management and appraisal; organizational development; motivation of employees; staff development; grievance and disciplinary; and communication among others (Banfield and Kay, 2008, p. 3; Gronn 2002, p. 425; Cappelli 2000, p.104).

Human resource management is also a tactical and all-inclusive approach to managing individuals and the organization culture and environment. Effective human resource management makes it possible for workers to contribute effectively and efficiently to the overall wellbeing of the organization and to the achievement of goals. Human resource management is currently moving away from the traditional methods of personnel management.

It is now integrating changes in the global business environment and the increased competition for human capital. Therefore, Human resource management is currently expected to add value to the employees to enable them cope with the present challenges and improve the competitive advantage of the company (Gilmore and Williams, 2009, p. 5). This essay aims at exploring a portfolio of subjects related to human resource management and reflecting them with the seminar activities.

Developing the practitioner

In order to maintain a competitive advantage and retention of high quality staff, companies must ensure that training and development of the human resources is given high priority. Investing in professional training guarantees stability and productivity in organization.

Training and development is the main instrument for breaking new ground; hence, bringing changes in an organization. One of the most significant aspects of human resource development is helping employees to become more effective in their work and to be able to adapt to other jobs within the company (Wexley & Latham 2002, p.12; Miller, 2010, p. 55).

In order to achieve individual and organizational objectives, human resource practitioners require principal skills. These skills and teamwork create a sense of shared responsibility and commitment to the objective. Organization development and employee relations are strong communication skills and high level of emotional intelligence, which enable the HR to ensure that employees always work together as a team and cross train on each other’s responsibilities (Torrington, Hall and Taylor, 2008, p. 7).

The seminar gave me the opportunity to strategize myself and to identify the personal goals I wanted to develop. My dream is to maintain high level of individual motivation and to focus my energy towards achieving my individual and organizational goals. I discovered how to manage time in a better way by planning everything in advance and improving my management, communication and decision making skills.

Therefore, I would like to further develop my skills and understand the importance of human resource management to help me pursue a career in this field once my studies are over. Human resources management is a challenging and exciting area of study in the corporate and business world today. The seminar helped me to understand the significance of managing human resources and its role in organizations.

Communication and meeting skills

The active participation and loyalty of the labor force is one of the major components that enable an organization to attain world class status and implement operations management strategies for instance Kaizen or just-in-time. This participation can only be achieved and maintained through effective communication.

The ability to relay information, for example the goals and objectives of the organization is viewed as the first step in achieving this commitment. When these goals and objective are effectively communicated to all employees within the organization, operational management strategies must be initiated to permit workers to play an active role in attaining these goals. Effective communication thus motivates employees to own the goals of the company and relate with each other productively (Business Studies, 2008, p. 4).

In the seminar, I had first hand experience of team work and exercised communication and meeting skills. Each team was divided into two groups with each doing the meeting, taking notes and giving feedback alternatively. I learned more about the communication skills in meeting.

The leader of the meeting was very confident. He engaged each member in the meeting by listening to all the opinions and discussed the ideas with others before making the final decision. We also got the feedback from the meeting of other groups which was very interesting and active. This will help me to sharpen my communication and meeting skills.

Presentation Skills

There are number of significant elements that make an effective presentation. First and foremost, effective presentation requires adequate preparation and planning.

Preparation and planning involve setting up goals and objectives for the presentation, studying the audience, constructing the main points and assessing the presentation. Secondly, formulating the presentation structure; one must understand what he/she wants to present and how to present it and provide the information in a well structured format (Claudyne and Rotondo, 2002, p. 3).

In addition, presentation also calls for identification of key points that keep the audience engaged and interested. This involves the use of body language, great eye contact with the audience that helps in getting better view point, use of visual in a presentation, creating interest and establishing a rapport with the audience, use of rhetoric questions, and tonal variation and pronunciation among others.

Information must also be summarized to allow for enough time for the audience to ask questions. Responding to questions from the audience indicates confidence in the material presented (Comfort and Derek, 1996, p. 5).

In the seminar we were asked to provide a group presentation. Each member of the group was asked to present what they leaned from the communication skills exercise. Group presentation was a great experience for me since it made me discover my strong and weak points.

I learned that I had difficulty in communicating my ideas to the group than to individuals. I was shy and terrified of speaking in front of the group. I was also afraid of forgetting what I was going to say or that my mind would go blank. After the presentation I got the feedback from the tutor and other students which helped me to improve my presentation skills.

Training and Learning

Education is the act or method of passing on or acquiring knowledge, judgment or skills and a degree of intellectual development. On the other hand, learning is the act or process of acquiring these knowledge or skills. Personnel’s training is the improvement of the staff to enhance their performance.

Most organizations employ systematic approach to training. This is a technique for managing training programs and entails coherent approach is determining the type of knowledge required for a specific job or profession. Its starts by establishing staff’s work related requirements and delivering training properly. This approach employs constant assessment of the training program and it ensures that it meets the demand of the specific job or profession (Scully 2005, p. 10).

Systematic approach to training follows a specific training cycle. These stages include identification of the training requirements, designing training solutions, delivering the solutions, application of training in the court surrounding, and lastly assessing the training solutions. Strategic approach used in professional training and developments are more targeted, quantifiable and effective.

Increased flexibility in terms of delivery of training accommodates participant’s different styles of learning as well as their lifestyles. Training professional assesses the reaction, learning, behavioral change and valued added to the organization. Evaluation of the training interventions helps organization to establish the strength weaknesses of the training development approach used in an organization (Wexley & Latham 2002, p.12; Miller, 2010, p. 55).

Kolb et al., 1985 defined learning as a process of creating knowledge by changing experience. Learning process is classified into four phases which are re-entered as the cycle progresses.

Each cycle has different implications on training and learning. The four phases are experience, reflective observation, generalization (thinking), and active experimentation (action). This type of learning process is very useful in training although sometimes in can rather seem abstract particularly if the concepts are new to the learners (Kolb et al., 1985, p.10).

Constructive feedback offers information that contributes to the enhancement and creation of better outcomes. In a workplace scenario, it strengthens communication between the staff and the management, enhances performance, increase staff motivation and commitment, offer support and maintain confidence in employees.

In the seminar each member of the group was asked to come up with different extracts relating to effective training and development and the definition of learning styles. This gave me an opportunity to listen to different experience in training and success stories from students working in different professions. I also learned how to come up with good results using credible sources.

Equality and Diversity

Most organizations employ people of different gender, cultural background, nationality, and religion. Therefore, organizations must ensure that these employees maximize their potential without any form of prejudice or discrimination. They should employ strategies that accommodate diversity and ensure equality in the workplace.

Some organizations have developed diversity and equality units to facilitate cultural transformation throughout the organization with the objective of entrenching a culture of indulgence, consciousness, and progressive development in diversity and equality. Support from the top management is very important in setting up and resourcing the structures that promote diversity and equality but individual commitment also plays a major role (Blackburn and Hart, 2003, p. 60).

International Labor Organization chapter on Equality and diversity discourages discrimination of any form and this has been incorporated by most countries. In the U.S, there is a threshold set for companies with regard to hiring the vulnerable people in the society.

According to ISCO-68 (International Standard Classification of Occupation), the share of women working is a high ranking occupational group is established by the ratio of the total number of women employed in those positions. There must be at least one third of the total number of the top occupational employees. In addition, most governments have enacted laws that protect against all forms of discrimination (Cox, 2001, p. 7).

In the seminar we had a group presentation on equality and diversity of employees in Northumbria University. Our group made the pest presentation using slides and gave elaborate explanation on the subject. The presentation also included interesting videos related to the subject matter and question-answer moment. In this presentation I discovered that I had not only improved my presentation skills but also mastered the subject in question.

Recruitment and Selection

Recruitment and selection is a very important factor in human resource management. Those charged with the responsibility of recruiting new staff in a work organization act as the caretakers, thus ensures that only the chosen are fronted, managed and trained. Hence in the most elemental sense the decision to hire underscores the whole subject of human resource management.

Subjects related with exclusion from the workplace also underline the need for professionalism, equality and moral conduct on the part of those engaged in recruitment and selection.

Recruitment and selection plays a significant role in ensuring excellent staff performance and positive results in the organization. Selection of workforce is not only aimed at replacing the outgoing employees or adding new employees but also putting in place employees who can carry out there duties at a high level and show commitment (Gilmore and Williams, 2009, p. 55).

Recruitment and selection is normally presented as planned logical activity, encompassing certain serially-linked stages within a process of staff resourcing, which itself may be traced within the broader human resources management strategy. Recruitment involves generating a group of competent people to apply for the relevant job while selection entails the use of different types of instruments to choose the most suitable persons from the pool of applicants (French and Rees, 2010, p. 189).

During the selection process, making decisions based on the individual characteristics and appropriateness for the job at hand may prove to be a difficult task and normal selection techniques have some flaws. The effectiveness of a recruitment and selection technique is based on two elements; reliability and validity.

Reliability refers to the consistency of the results and validity touches on acceptability of the measures used, adequacy of the tool used and predictability of the results (French and Rees, 2010, p. 190).In the seminar we were told to bring three copies of job description, person specification and a job advert that is relevant.

I leaned how to evaluate and classify jobs, planning the recruitment process, attracting the relevant talents, assessing, selecting and appointing/ choosing the right person for the job. In short, I learned how to carry out a fair and effective recruitment and selection.

Performance Management and appraisal

According to Gusdorf (2009, pp. 13) performance management is the process of assessing the performance and evaluating the relative worth of employees within an organization. Performance appraisal focuses on the employee’s latest accomplishments and letdowns, individual strength and weaknesses, and appropriateness for promotion or additional training. Performance appraisal also encompasses performance based on consideration besides productivity.

The most common approach of performance evaluation is 360-degree appraisal which entails the use of numerical or scale by senior personnel to score an individual’s performance against the company’s objectives. In this case the senior officials of an organization collectively identify the common goals, define individual responsibility and expectation and use these measures to direct operations of different entities and assess employee’s contribution (Gusdorf, 2009, p. 12).

Every manager knows that employee’s performance is very critical to the overall wellbeing of the organization. Therefore, most organizations have moved beyond the traditional performance management approaches and are eliminating barriers to outstanding employee performance that exist in the work environment. To achieve outstanding employee performance, first you have to understand that this does not take place in vacuum.

Companies should discuss job description with their employees so as to reach an agreement on the expected performance and responsibilities. The discussion should include the critical aspect of the job and milestones/ deadlines. After that they should set up goal (s) for each job and for the process of improvement. The organization should also set up corporate culture and human resource policies that exhibit tolerance and promote human resource development (Dean, 1999, p. 7).

In the seminar we explored different aspect of performance management and appraisal. Each student was asked to do a thorough research on the subject and each came up with excellent explanations. The discussion also included first hand experience from those who were already employed or were employed earlier. Therefore, I learned about performance management and appraisal in the work place and proper ways of managing the organization, evaluating employees and supporting them to perform better.

Absence Management

Every employer expects employees to attend work on a regular basis without any form of disruption. Employees are also expected to create workplace conditions that are favorable to regular attendance. Despite of these expectations, employees may experience sickness or injury that can stop her/him from performing the assigned duties on a regular basis. These falls under non-culpable absenteeism since it is beyond the employee’s control.

On the other hand, culpable absenteeism is the form of absenteeism that is within the employee’s control and he/she should be held accountable for them. Examples of culpable absenteeism include lateness for work or leaving work early, failure to notify the company of absence, absence without leave, and abuse of leave (Otter, 2009, p. 3).

Too much absenteeism is very costly to the organization. By cutting just a third of impromptu absenteeism the company will be saved one percent of the payroll cost. It also inconveniences other members of the staff who are subjected to additional work/responsibilities (Suff, Mizon and Reid, 2006, p. 2).

Innocent absenteeism is addressed in a supportive and non-disciplinary manner. Counseling interview is usually done to bring to the workers attention to the impact of absenteeism on the organization and to other members of the staff. This is also done to motivate workers to enhance and sustain their level of attendance at work.

Counseling interview should targets employees with two successive quarters exceeding average absenteeism. This should be undertaken regularly after review of attendance summaries. Regular absenteeism just like other actions requires disciplinary actions. Disciplinary actions are undertaken after several warnings and it may even involve termination of contract (Otter, 2009, p. 4-5).

In the seminar we were taught about successful strategies for managing sickness absence in the workplace in organizations that we are familiar with. Some students also came up with strategies used in a number of multinational companies such as Mark Spencer, Unilever among others. In the second half of the seminar student’s role played different positions in the company including the manager, general employees and the observer.

The role-playing was aimed at finding different ways in which absenteeism can be handled by these categories of employees in an organization. I learned about the causes and value of absenteeism and its impact in the workplace. I also leaned about the appropriate ways that managers should undertake to minimize absenteeism in the organization and how they can motivate workers at the same time.

Counseling/mediation-developing skills for the workplace

At the workplace employees normally have individuals who require support and this necessitates effective counseling skills. This normally arises when a fellow employee requires help and support as a result of severe stress, personal and work grievances or bereavement that can affect his/her performance.

In many cases organizations do employ counseling officers to assist this category of employees. Workplace counseling requires a great deal of learning active and effective listening and responding skills. Workplace counseling also demands excellent interpersonal and communication skills.

The counselors should apply empathic and non-judgmental approaches when dealing with people under stress. Workplace counseling requires one to built trust and rapport in a limited but authentic manner. Its also involve development of self awareness and reflective interpersonal skills to enhance professionalism (Doherty, 2004, p. 4).

Many countries have enacted bills to encourage organizations and their workforce to employ constructive dialogue in resolving disputes and complaints. However, some organizations have set up internal dispute resolution mechanism and this may include mediation. Mediation is still new to most people and a number of organizations are still not sure of what it is all about or what it involves. Organizations normally use counseling and welfare services to provide mediation and counseling to its employees (Kidd, 1996, p. 10).

In the seminar we were asked to differentiate between counseling and mediation. At the beginning most students were confused about the two phrases since they are synonymous. However, after discussions and presentations, their definitions became clearer to us. Later on we were asked the role played by the human resource manager who is trying to assist and support an employee facing trouble in the workplace.

Therefore, from the seminar I came to understand the difference between mediation and counseling and how the human resource manager can listen and support employees who are facing numerous challenges which can affect their performance at work (Doherty, 2004, p. 5-6).

Grievance and Discipline

Since 2004 the law regarding disciplinary and grievance procedures have significantly changed. The new law set up the minimum procedure that must be followed prior to disciplinary action and by which employers and employees must adhere to when dealing with grievances. Failure to follow the minimum procedure can affect the admissibility of the claim or any form of compensation to be awarded.

The standard disciplinary procedures include investigation of the misconduct, issue of disciplinary letter inviting the culprit to the meeting to discuss the matter, an appeal after seven days of receiving the disciplinary letter, and lastly the disciplinary action. Disciplinary action also follows a distinct path; it starts with verbal warning, first written warning, final written warning and lastly dismissal with notice (Department of Trade and Industry, 2001, p. 6).

The main objective of grievance procedures is to promote acceptable dispute resolution. There are formal and informal grievance procedures. Informal procedures are normally sought so as to maintain a good working relations among the parties. Formal procedures are normally sought after the informal procedure fail to work.

Formal procedure involves writing/ recording grievance and providing the copy to the employer. After the employer has had sufficient evenhanded opportunity to respond to the query, a meeting is set between the two parties to discuss the matter. The meeting must be held within 14days after receiving the letter of grievance. Union representative may accompany an employee to the meeting. An employer can appeal or accept to take responsibility (Department of Trade and Industry, 2001, p. 8-9).

Skills needed to facilitate grievance and discipline in the workplace are the same as mediation skills and include listening skills, communication skills, interpersonal skills and conflict resolution skills among others. Those dealing with grievance and disciplinary procedures must be fair, give each party enough time to explain themselves, non-judgmental and should not victimize a party and should be able to handle the outcome confidently (Torrington, Hall and Taylor, 2008, p.41).

In the seminar we were taught about the main issues that cause grievances at work and they include: poor working condition, poor remuneration, work pressure, discrimination, personal conflicts, sickness attendance, and transfers among others. In the seminar we also learned of the common reasons why managers revoke discipline proceedings against employees.

Developing practitioner

Globalization and the increased operational and labor market challenges have made the human resource a major player in finding solutions to organizational problems. Human resources managers are in intense pressure to deliver business results while taking care of the functional costs.

They always try to unlock the main drivers that enhance the effectiveness of the human resource function at the same time having a huge impact on the organization. Research studies have shown that successful management of talent has a huge impact on the performance of the businesses. Companies that excel in attracting, engaging and retaining talents normally have the competitive advantage over its rivals in terms of sales, revenue and return on investment (Wexley & Latham 2002, p.14).

The only big challenge for the HR manager is establishing what drives effectiveness and efficiency. Studies have found out that despite of the organizational model, the HR business partner time and again explains the difference in effectiveness of the HR line support. HR business partners are those members of the staff who work with the departmental/sectional heads on talents and business and are mostly known as HR generalists.

This does not mean that other HR functions are useless. They are very important since they can be used for cost or expertise reason. However, the studies have also shown that if the organization has professional staff and shared service, even if the HR business partners underperform, it is still possible to build an effective partnership with line. As a matter of fact, the strategic partner’s role of HR business basically relies on the effectiveness of the HR support to line management (Wexley & Latham 2002, p.15).

In the seminar we were told to research and give a presentation on the role of HR business partner and how significant it is in the organization. The presentations covered numerous literatures on the subject and this gave me the opportunity to gain wider knowledge on the same. I learned that HR business partner plays a very significant role in the development and the overall success of the business. We also had chance to hear from the students who had worked in the HR department.

The tough challenges faced by managers in times of economic recession

During such a hard time leadership assessment becomes very significant. Most organizations normally use proven psychometric tests to establish the strength and weaknesses of their key employees during less stressful periods. This can also be done during tough times to check on the resilience of the employees.

Recession also offers the HR professionals with great opportunity to focus on the essentials of human capital management. This is the time for the managers to remind their employees of the significance of offering quality services to clients and creating greater effectiveness and efficiency to help the company through the difficult period (Keogh, J., 2006, p. 6).

This period calls for honesty and trust among the HR professionals to help in retention of employees and enhancement of efficiency. The success of any organization during the difficult time depends on the team spirit within the organization and the environment of trust among the employees. Lack of trust is linked to increased stress, low satisfaction and commitment, and low performance.

Therefore, it is the responsibility of the leaders to guide their organization towards recognizing and improving trust deficiencies. Their main concern should be fostering integrity on employees to increase flow of communication, efficiency and overall performance (Keogh, J., 2008, p. 3).

In the seminar we were also asked to research about the tough challenges facing the managers in the current economic recession. The findings were discussed in group and were also presented. One of the challenges facing managers is redundancy. I learned the skills required to tackle redundancy and change strategies that can be utilized in the workplace.

The ever changing global economy calls for new innovations and strategies in organizations in order to maintain competitive advantage. These include training and development of the human resource to enhance productivity and overall business performance. Organizations are taking huge risks by investing heavily on human resource training and development.

Business executives view innovation as one of their top most challenges. Many studies have found out that training and development is the main instrument for breaking new ground bringing changes in an organization.

High performing organizations nowadays are acknowledging the significance of using best training and development systems to improve their competitive advantage in the industry. Training and development of the human resource is a critical factor in any organization if the value and potential of the human resources are to be harnessed and grown. Many studies have underscored the apparent correlation between a soundly designed and strategic training and the overall success of the organization.

The general image of the industry and workers is also influenced by the level and quality of training and development. In our contemporary business climate most companies are faced with stiff competition for their quality staffs. Human resource experts asserts that companies which invests heavily on training and development benefits from enriched working environment with low level of staff exodus as well as enhanced productivity and organizational performance.

A change in the business environment is not a new thing. Since the 19 th century and industrial revolution, companies have been tackling changes at an increasingly rapid level. The most respected professional are those that have been able to take advantage of the changes in the global business environment and the economy.

To avoid redundancy among the employees resulting from these changes, HR department have adopted training and development to meet the current demand. Some employees are also reassigned to other departments/unit where they are useful. Employees are also given support and motivation and are made to understand that they are not redundant but the job.

Communication skills are important in all aspects of the organization and most importantly in the organizational meetings. Effective means of communication coupled with excellent communication skills ensures that everyone is involved in deliberations and that they understand the agenda or purpose of the meeting. According to Edward Wertheim, majority of employees expend about 76% of their time in private communication with their colleges at the workplace. Thus, efficient communication- whether at personal, intergroup, intragroup, or external level- is a vital factor needed by an organization to drive and achieve its goals.

Effective communication enables vital information to be relayed in a manner and form that is easily deciphered by the person receiving it within an organization. Also workers are highly motivated to be productive when an organization adopts effective communication skills. A good presentation requires adequate preparation and research; this increases confidence.

Therefore, presentation requires clear and well organized structure. The seminar gave me the opportunity to enhance my interpersonal skills, communication skills and how to make excellent presentation. These skills are very important in life and in the work place.

Discriminations are common in the workplace especially those related to gender, disability, ethnicity/minority groups/ race, and recently HIV and Aids.

The first global report on discrimination, Time for Equality at Work, emphasized that the workplace is a strategic spot for freeing the society from social prejudice and discrimination. Therefore, discrimination can be easily and effectively dealt with in the workplace than any other social arena. Discrimination generates social and economic shortcomings that can result into inefficiency and disparate results.

Recruitment and selection plays an imperative role in shaping the performance and effectiveness of an organization, especially if the organization is able to acquire employees who already have appropriate knowledge, skills and ability and are able to accurately forecast their future capacity. Most selection and recruitment are based on the CV, telephone screening, recommendations, graphology, biographical data, psychometric tests and interviews.

Performance management is a holistic process which aims at organizing different facets including appraisal. Therefore, performance management is a more strategic process that is intended to attain high level of performance in the organization.

On the contrary, performance appraisal is more operationally focuses, with emphasis put on workers short term to medium term performance and development. Performance management is all about obtaining better outcomes from the organization, team and individuals as a result of understanding and managing performance with a given structure, standard and challenging demands.

Absenteeism can account to up to three percent of the company’s direct payroll costs. However, most organizations have failed to manage absenteeism effectively. Failure to track absenteeism means an organization is wasting funds/ resources.

Some organizations have deployed absence self services that monitors and analyzes impromptu absenteeism and provides reports on the same and therefore promotes productive working environment. Some organizations possess these technologies, but are yet to deploy it. Innocent absenteeism is addressed in a supportive and non-disciplinary manner while culpable absenteeism is addressed through a disciplinary/legal channel.

Counseling and mediation in the workplace are highly structured and is focused on finding solution to disputes based on the set principles and skills. Counselors’ experience and skills such as listening, communication, handling of emotions among others are necessary but mediation also requires conflict resolution skills which most counselors do not have. Nonetheless, mediators must be unbiased and should not take sides at all cost.

Mediation and counseling is used to solve disputes such as grievances, inequality, harassment/bullying, salary and wages among others. The new procedures on disciplinary and grievances have impacted on the way claim are defended or brought in the tribunal. The main purpose of amending these procedures was to reduce the number of cases finding there way into the tribunal.

Nonetheless, organizations and workers have struggled with the new laws and the governments are still consulting if these rules can be amended. Nevertheless, at this minute they remain in force and have to be abided. What normally prompts grievances and disciplinary actions in organizations include time keeping, absenteeism, violation of company policies, and crime. The seminar gave me an opportunity to gain more knowledge on the disciplinary and grievance procedures.

Studies have also shown that HR must effectively collaborate with business line management to attain talent results. Real strategic value does not originate from conformity, helps administration or operation efficiency.

These roles and duties are very significant, but for the HR to have a reasonable impact on the organization, it must collaborate with business line management to drive talent results. The studies established that effective HR line support can enhance workers performance by over 20% and workers retention by about 30%. In addition, HR line support can increase revenues and profits by 10 percent.

There is a common saying that reads “tough times calls for tough measures”. The world currently is experiencing tough economic times resulting from the global recession of 2007/2008. In such scenario it is vital for organizations to reflect on how they are going to retain and motivate their workers while at the same time staying on the budget.

Regardless of the speedy reaction of several businesses, human capital is not dispensable during a recession. Such challenging economic time normally calls for tough decisions. Therefore, human resource department usually find themselves in pressure to manage rapid changes in the organization which may involve cutting cost, staff training and development, selecting workers for redundancy, in addition to hiring new consultants to help the organization to survive the recession.

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Business Studies Notes: Human Resources

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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.

ADVERTISEMENTS:

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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Personnel Psychology, 46, pp. 27- 48. This essay, "Business Issues and the Contexts of Human Resources" is published exclusively on IvyPanda's free essay examples database. You can use it for research and reference purposes to write your own paper. However, you must cite it accordingly .
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Create your essay plan. The next step to writing an engaging Business Studies essay is to construct your essay plan. This will help you to organise your main arguments and ideas so you can present them in a logical sequence when you begin writing. Glance at your list, brainstorm or mind-map and select the points you wish to include in your essay.
Essay on Human Resource Management
Published: 2021/11/12. Number of words: 1288. 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 ...
HR's New Role
Summary. Though the human resources function was once a strong advocate for employees, in the 1980s things changed. As labor markets became slack, HR shifted its focus to relentless cost cutting ...
How to Write Human Resources Essay Easily
Write Human Resources essay in 5 Steps. Human Resources Essay Topics (250) How to Start a Human Resources Essay. #1. #2. Reward Management. Human Resource Development. Equality and Diversity. #3 Top Paints Limited- Human Resource Development and Reward Management.
Human Resource Essay
Human resources is a job all about the people that one works with. It is a job that keeps people safe, makes sure one's rights are protected, helps generate a profit through the type of employees one hires, and a job that strives to give employees every opportunity to succeed. The hospitality industry is one which people are the main ...
Grade 12 Business Studies Exam Essay Questions & Answers
Grade 12 Business Studies Human Resources exam questions and answes. 100% satisfaction guarantee Immediately available after payment Both online and in PDF No strings attached. ... Grade 12 Business Studies Exam Essay Questions & Answers - Human Resources. Course; Human Resources; Institution;
What I Learned in Human Resource Management
Human Resource is a term used to describe all the people working in an organization. Human resource management is the function within an organization that emphasizes on hiring and recruitment of employees, managing employees and giving them direction. Human resource management can also be preformed by various sectional/departmental heads also ...
Business Studies Notes: Human Resources
Download Free PDF. Business Studies Notes: Human Resources role of human resource management Strategic role of human resources Is the long-term planning of staffing in a business HR management manages the total relationship between the employers & employees of a business critical to business success Staffing costs are high (60%), & therefore ...
Essay on Human Resources
Contents: 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 ...
2020 business essay HR
chat to you about this over the phone. It is. Human resource (HR) strategies are highly significant in a business' s pursuit of the indicators of. effecti ve human resource management (HRM). HR managers who properly align and apply. strategies to a specific indicator will often achieve success. This success is exemplified by.
business studies human resources essay
Analyse how an understanding of the key influences on human resources can contribute to business success. An understanding of the key influences on human resources impacts which strategies human resources management (HRM) choose to implement and thus determines the success of the business (depending on the appropriateness of the strategies).
Gr 11 T4 W2 Business Studies Lesson: Introduction to Human Resource
0.41MB. Share this content. 2020 FET Gr 11 Term 4 Week 2 Business Studies Lesson: Introduction to Human Resource Function_Part 2. Language: English. Curriculum Alignment: CAPS aligned. Publication Date: 2020-10-20.
HSC Business Studies Free Resources
Find the HSC Resources you need. Our extensive library of handy and helpful HSC Business Studies resources including past papers with worked solutions, study guides, study notes, essays written by students, assignments and many more, to help you prepare for the HSC. browse hsc resources.

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

Essay # 1. Introduction to Human Resource Management :

Essay # 2. Definition of Human Resource Management :

Essay # 3. Scope of Human Resource Management :

(i) Personnel Aspect :

(ii) Welfare Aspect :

(iii) Industrial Relations Aspect :

Essay # 4. Objectives of Human Resource Management :

Essay # 5. Nature of Human Resource Management :

Essay # 6. Functions of Human Resource Management:

(i) Managerial Functions :

(ii) Operative Functions :

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Top 7 Examples of Essay on Human Resources

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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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Essay on Human Resource Management

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HR’s New Role

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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

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

Performance Management

Equality & Diversity

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What I Learned in Human Resource Management – Essay

Introduction

Developing the practitioner

Communication and meeting skills

Presentation Skills

Training and Learning

Equality and Diversity

Recruitment and Selection

Performance Management and appraisal

Absence Management

Counseling/mediation-developing skills for the workplace