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Essay: The importance of human resources management (HRM)

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Introduction

Organizations are made of among others, human resources (HR) which is the most valuable asset in today’s dynamic world. Indeed, it is people and not organizations that constitute an organization. Achievement of organization’s objectives depends on the individually and collective efforts put in by its work force. Human resources management (HRM) may be defined as the coherent as well as strategic maximization of human resources capital in an organization towards making a return on that investment ( Gold & Bratton, 2001 ).

The practice, in its efforts, effectively attempts to maintain a ‘fit’ between the employees and the organization’s overall strategic direction. Unlike technology and processes, people have a soul, aspirations, feelings and emotions. As such, the concept of people as an asset, do not indicate perceiving them as commodities. In managing people, the manager must practice disciplines based on psychology, sociology, industrial relations as well as industrial engineering and economics. In achieving an organization’s objectives, it is possible to adjust the technology employed by increasing production speed as well as reducing the machines’ downtime. For a person, who has a soul, ability to reason and act in response, it is hard to alter the person’s working speed as well as the duration. Proper management of human resources leads to a motivated workforce, a development to loyalty and an assurance of survival and success of an organization.

This paper pays a close look at the practice management of human resources in an organization. This will encompass the importance of the practice, functions within this office and some of the motivation techniques that can be used as well as their role in achieving organizational objectives. Furthermore, the paper will focus an attention to a reputable organization in determining the applicability of incentives and compensation in HRM. Every organization has its strategic future which is broken down into objectives that are measurable and comprehensible, so that the workforce can implement ( Snell & Bohlander, 2009 ). The sensitivity and value placed on organizational strategic plan cannot be left in the hands its employees if they are incapable or not motivated. The organization has a responsibility not only to invest heavily in technology and detailed professional processes but also on its workforce and strategic management policies.

Importance of HRM

HRM as a practice significantly offers support and advice to the line management within an organization. Management of human resources must ensure an attraction, preservation, loyalty and development of highly profiled caliber of people/workforce in order to provide a competitive advantage necessary for the survival and success of the organization. The image of an organization, which develops the goodwill, is largely dependent on how well its human resources are managed (McCoy, 1999). The management of the human resources assumes the following roles. First, HRM manages the demand for human resources. Economies in which organizations are based are dynamic. There are economical shifts of growth and decline that require counteractive measures within an organizations workforce. The said measures demands both quantitative and qualitative procedures within the workforce. The practices of retrenchments, hiring, early retirements and the contract renews for the experienced are all structural adjustments that responds to economical changes affecting organizations.

Second, HRM is responsible in managing social pressure in provision of the desirable environment for the workforce. The hygiene and safety of the working environment must be always maintained as it is a motivation factor in employees’ performance. The provision of appropriate protective gear while working, pollution free environment and other working conditions is a paramount concern for the HRM office Berger, 2008). Third, HRM is important in managing political pressure usually generated by calls to hire from local labor market irrespective of the resultant factors of cost and knowledge/skills. Though it is ethical to hire from the contextual economy, political pressure should not compromise the quality and quantity of organization’s production and a resulting failure in achieving the organization objectives.

HRM also manages the technology by hiring the right workforce or alternatively developing/training the existing workforce in response to technological change. Changes in technology can contribute to obsolescence of the working force which would spill over to the organization not achieving its objectives (Jackson, 2007). HRM office must always find the most appropriate method of counteracting a technological shift by either hiring people with the needed expertise or by training the existing one. In developing an organization culture the later would be more appropriate. If the earlier alternative is adopted, the competition pressure in compensation must be properly dealt with. HRM is also important in designing and management of strategic HR planning. Strategic HR planning is the informed projection of the organizations needs for the appropriate employees, both in quantity and quality, and balancing off this with the organizations ability to sustainably meet the demands of those employees for a substantial period of time in the future. As such, the budgetary constraints associated with right hiring are checked. HRM needs to make these projections in agreement with the line/functional management’s assumptions.

It is also the responsibility of HRM to initiate, alter and manage job design. Job design is the arrangement/rearrangement of work that is aimed at checking or overcoming employee’s job dissatisfaction and alienation resulting from repetitive tasks. In curbing this state, the HRM office should conduct job enrichment, job rotation, job enlargement and job simplification exercises. All these procedures are aimed at raising productivity levels which is the ultimate goal of the HRM’s office. In cases of mergers and acquisitions, it is the sole responsibility of the HRM’s office to rationalize, orient and harmonize the human resources in the involved organizations. The fundamental issues behind mergers and acquisitions are, more often than not, undesirable and unwelcome by employees ( Bilsberry, 2005 ). The task of making an otherwise unpleasant issue acceptable lies squarely at the HRM’s office. Moreover, since work environments are different across organizations, the HRM must orient the various workforces involved to the new objectives and/ or organizational culture.

Finally, the HRM is responsible in managing implementation of change. Change may be in terms of process, organizational structure, systems and culture among others. Changes are the inevitable twists that affect the normal and known paths through which an organization operates. Some of the aforementioned twists arise internally from the organization’s need to achieve new status. Others are externally experienced due to the shifts in the business environment. The issues aforementioned under the discussion are achieved through the functions of the HRM office.

Functions of HRM

Generally, HRM management can be subdivided into three interlinked phases. The practice functions include recruiting qualified human resources, managing the employees in the working environment as well as preparing and enforcing exit of the employees from the organization. The process of recruiting employees arises from the organization’s need to properly position itself in the economy. Ideally, recruitment should follow an order closest to; vacancy advertisement, selection of potential candidates, interviewing and contracting the successful candidate(s). Once in the organization, new employees are inducted and trained. It is during work performance that issues such as motivation, compensation development, disciplinary actions, performance appraisals, career planning / development, counseling, talent management, safety management and staff communication are conducted (Gold & Bratton, 2001).

The employees continuously offer their service to the organization under the existing HRM measures until they exit. Exit may result from retrenchment, obsolescence, retiring, resignation or termination of employment. The HRM at this phase has a responsibility to counsel and prepare the exiting employee for the challenges and opportunities awaiting the employee in the future. The office should ethically hand over all the legal documents and benefits to the exiting employee for positive development of the organization’s goodwill/reputation in the corporate world. If need be, the HRM should have a succession plan for implementation at this phase. Motivation as a HRM activity can completely change the perception of employees while in the work environment. Different people in the workforce are motivated differently across and longitudinally with time. Compensation and incentive is a major motivation element that is easily applicable in many organizations since, almost every employee joins an organization with a sole/major purpose of earning.

Compensation and incentives HRM

An incentive can be defined as any factor, that can be financial or non financial that accounts for preference or stimulates/enables a specific course of action. It can as well be said to be the bonus paid on successful achievement of performance objectives. Compensation is the art of offering/giving money or something else, which can easily convert to money, for purposes of paying for work done. In general, compensation and incentive can be referred to a compensation package. A compensation package is the value placed on an employee as presented to that employee. Compensation can be categorized into three categories. First, there is non monetary compensation. This is the benefit received by an employee which cannot be tangibly valued. Such can include social and career rewards. Job security, recognition, opportunity for growth, flexible working hours, subsidized housing, magazine subscription, laundry services, elder care, are some of the non-monetary compensations (Berger, 2008). Second, compensation can be direct which is the employee’s base wage/salary expressed as salary or hourly wage as profit sharing bonuses paid based on performance. Finally, compensation can be indirect. The later includes facilities like health insurance, paid leave, moving expenses and child care being provided by the employer.

There is a corporate general consensus insisting on relating pay with performance for effectiveness. This may not necessarily be applicable in sectors such as agriculture where many performance results are dependent on factors beyond organization and employee control. Whichever the compensation used, it should also be fair with the market and not discriminating against some employees (Campbell, 2006). A job evaluation should be conducted in placing a value on employee. In such an evaluation, compensable factors such as experience, education level and job responsibility should be considered. Moreover, employees should be involved when considering their indirect compensation needs such as paid vacation, retirement planning, childcare among others. The HRM officer should regularly review the compensation package from time to time to maintain its fairness, equitability and competitiveness.

Importance of compensation and incentives in HRM practice

Use of compensation and incentives is an importance practice in HRM as it has the following advantages. First, to many employees, the basic purpose for joining an organization is to secure a pay. The value placed in such a pay and not necessarily the amount/size motivates the employees more, and as result higher productivity levels are reported. Second, compensation facilitates hiring, retention, promotion and evaluation of the workforce. Without mentioning aspects of compensation, the HRM office might find it impossible to convince people to join the organization to work or even the existing employees to assume higher responsibilities (Armstrong, 2006). Third, compensation displays legality of a contract/employment. For a contract to be valid there has to be a consideration, which is partly what a pay or remuneration package serves. Compensation, especially bonuses, which practice sharing of profits with the employees, creates a sense of belonging to the employees. This is extremely important in securing employees’ loyalty during hard times in managerial practices.

In addition, compensation assists in valuing an organization as well as determining its future. Once the HRM office is capable of properly remunerating workforce, the employees are almost assured of their organization’s survival. Usually, when an organization is going under receivership, employees are the first victim as there is reduced employee compensation, which may in acute scenarios deny them their basic livelihood. Finally, compensation and incentives are the easiest motivational practices available for use by the HRM. This is because compensation is directly linked to employee’s welfare more than the improvement of working conditions (McCoy, 1999).

HRM at Coca Cola Company

Coca Cola Company is one of the leading beverage production companies. The firm that traces back its existence in 1886 ascribes to the philosophy that, it is people and not technology creates an effective organization. Employees are regarded as assets and as such their health and benefits are highly considered. Benefits compensations and benefits given at Coca cola company include a basic pay, medical facility, bonuses, picking and dropping of employees to and fro work station, gratuity fund as well as social security. The company has never performed downsizing exercise during its existence which displays a good relationship between the company and the employees (Berger, 2008). The company also practices an open door policy. Open door policy provides an opportunity for feedback from employees and vice versa. Compensation package review is objectively done from the annual performance evaluations. At the beginning of every year, HRM office communicates the objectives of the company and reviews their achievement at the end of the same period. The training policy for employees is well established to ensure that employees do not become obsolete. For example, new employees get a three month paid training while existing employees get a full free on new technology before they can use it. Training of employees is a non tangible compensation that assures employees of their job security.

As drawn from the evaluation above, effective management on human resources requires both scientific and a human relations approaches. The emphasis is both goal oriented as well as human welfare oriented. Any successful organization must invest sufficiently on HRM aspect failure to which the wrong organization culture will be developed. In order to effectively invest on the human resources modern firms ought to institute humane employee relations policies, reviews on package offered, appraise performance regularly, build motivation-oriented culture and possibly institute open channels to assist in participative management practices where employees are deliberately engaged during decision procedures. Conclusively, HR practices are crucial for organizational general performances levels and any move to drive the firms towards higher goals ought to be premised on attainable HR strategic goals. As evidenced, strategic policies crafts a decisive goals’ path for firm’s benefit whilst building effective workforce team.

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The Importance of HR Management

Reviewed by Jacob Imm

Jun 04, 2021

Why Human Resource Management Is Important

Employees are the foundation of every successful business. This is why human resource (HR) management is so important.

The HR department performs a wide variety of duties and is responsible for helping employees feel safe, valued and properly supported. Exceptional human resource management ensures that the HR department runs smoothly and continues to evolve over time.

If this sounds interesting to you and you’re curious about a career inhuman resource management, read on to learn why it’s so valuable in the professional world.

What is Human Resource Management?

The simplest human resource description would be to say it’s the department of a company or organization that handles the relationship between employees and leadership.

Human resource management (HRM) is the sector of HR that oversees these departments.

HR covers a number of positions, responsibilities, and aspects of company efficiency and staff well-being—and each area of human resources requires strong leadership from an experienced manager.

Some of the most important responsibilities within the HRM department include:

Hiring and Training New Employees

An HR professional holding a management position is often in charge of recruiting, hiring, and training new employees. This means the HR team is responsible for finding candidates who meet the necessary qualifications for specified positions and fully vetting a company’s hires.

Human resource managers are also expected to embrace and promote diversity among staff, orient team members to their new work environment, and ensure healthy interactions between employees and organizational leadership.

But what does a human resource manager do exactly when it comes to hiring and training? Some of the most common tasks for this type of HR manager may include:

Conducting interviews and reading resumes
Performing background checks on applicants
Overseeing or leading training procedures
Implementing new training techniques
Writing job descriptions, posting job listings, and recruiting potential candidates
Making a good impression on behalf of the company (HR is usually the first department candidates will meet)

The bottom line –An HR professional is often the face of the company for potential new employees. Recruitment, hiring, and training policies are supervised and improved upon with the help of HR managers.

Keeping Employees Safe and Happy

A human resource department is also in charge of keeping employees safe, healthy, and satisfied. With proper HR management, workplace policies keep up with necessary protective measures and implementation and provide solutions to issues between team members, avoiding risk for the company and its employees.

Daily duties for an HR manager who specializes in employee relations may include:

Creating workplace safety policies
Ensuring the organization follows federal and state occupational laws
Addressing employee concerns and complaints
Preventing and dismantling harassment or discrimination in the workplace
Managing employee relationships
Facilitating communication between leadership and employees

The bottom line – HR managers are in charge of many duties, but employee well-being should always remain a top priority. As a human resource manager, you’ll spend a lot of time speaking to employees, listening to concerns, and managing workplace relationships. The main goal of a successful, strategic HRM should be to ensure the staff feels safe, respected, and heard at all times.

Managing Company Risk

The HR department works with organizational leadership to help manage risk and compliance. Human resource managers should be well-versed in business law, ethics, statistics, and problem-solving in order to help manage their company’s risk.

As an HR manager, you may be put in charge of the following risk management responsibilities:

Analyzing statistical risk using company data
Addressing and preventing potential lawsuits
Supervising firing practices
Properly training other managers
Implementing diversity and Title IX training
Protecting the organization's data and upholding privacy for sensitive information
Vetting new hires and improving hiring procedures

The bottom line – Human resource management is intended to protect the company and its employees. As a risk management specialist, you’ll help manage your company’s risk in a manner that involves statistical analysis, knowledge of business law, and overall improvement of company policies and practices.

Find out more about North Central College

Paying Employees and Negotiating Benefits

Even employees who love their jobs wouldn’t do them if they weren't getting paid. One of HR’s primary roles is managing payment and benefits for an organization’s staff. Proper management of compensation, time off, and insurance is what keeps employee satisfaction high.

As a human resource manager, you’ll be in charge of distributing, communicating, and improving compensation and benefits packages. Responsibilities within this department may include:

Negotiating insurance packages with vendors
Communicating benefits to new hires
Keeping track of payroll
Organizing employee paperwork (for payment and taxes)
Creating 401k and pension plans
Managing vacation time, paid time off, and sick days
Sorting out raises and bonuses for staff

This is perhaps one of the most vital parts of HR management, since many candidates choose their place of employment based on salary and benefits. As a manager, you’ll have the opportunity to develop these packages and improve employee benefits as the company grows.

The bottom line – Human resource managers are often put in charge of employee compensation and benefits. Proper leadership within the HR department will involve negotiating insurance plans, making sure payments go out on time, and improving and developing employee benefits packages.

Why Human Resource Management is a Growing Industry

HR management is not what it used to be. Technology, workplace policies, and a changing market are some of the biggest factors influencing the growth and evolution of human resources. Some examples of these new and improved practices include:

Modern ways of recruiting – HR uses tools such as online job boards and social media to make recruiting faster, more efficient, and better at reaching diverse candidates. Human resource managers will need to learn how these programs and websites work in order to be successful recruiters in today’s environment.
Inclusive practices – Many companies, with the help of their HR departments, have placed a stronger emphasis on the value of diversity, equity and inclusion in the workplace which helps to create a safer and more inclusive work environment for employees, along with better hiring, training and reporting practices.
New forms of training – Training has become more reliant on technology, which makes staying up-to-date vital for HR management. Advancements in this field include digital training modules and streamlined communication through online messaging. Many employees can even be trained from the comfort of their homes with remote work becoming increasingly popular.
Growing industries – The digital business realm keeps growing, and companies are quickly gaining traction and expanding their staff. These developments are leading to larger human resource departments for industries that used to be small. As time goes on, you may begin to see high demand for HRM positions that have never existed before.
Social media – Online presence and digital marketing are becoming increasingly important to companies’ reputation and image. Some HR departments are branching out into social media management, thus creating an entirely new sector of the field.

The bottom line – As the professional world changes, it’s crucial that human resource managers stay current and keep up. Technological advancements and streamlinedstaffing practices will play a crucial role in the HR field as time goes on.

Now that you’re familiar with the details of HR management, let’s get back to the big question: Why is human resource management important?

HR is a key aspect of any organization—from improving employee well-being to risk management. Without proper management, this complex field of work would lack structure and struggle to evolve over time. Having a strong HR department backed by solid leadership is one of the best ways for a company to ensure employee satisfaction, productivity, and future growth.

A satisfied staff is the foundation of a thriving company, and HR management is the cement that holds it together. It’s why every company needs an experienced,empathetic manager to lead their human resources department.

Start Your HR Management Career

HR management is crucial to any company, and the skills needed to reach this position are equally valuable. The first steps to any successful career in human resource management Are finding the right school and earning the right degree.

What degree is needed to be a human resource manager? In most cases, companies will be looking for at least a bachelor’s degree. For higher level positions, a master’s may be required. So if you’re going into this field, look for a school like North Central College, where students gain a full understanding of HRM, including the business and leadership skills needed to run an HR department. Through North Central’s in-depth human resource management program taught by dedicated, experienced faculty, you’ll earn the degree you need and graduate fully prepared to begin working in the field.

Start your journey to a career in human resource management today by learning more about the human resource program at North Central College.

Jacob Imm is a communications specialist in the North Central College Office of Marketing and Communications. He has 10 years of collegiate communications experience and has worked with hundreds of college students. He has a bachelor’s degree from the University of Notre Dame and a master’s degree from Northern Illinois University.

Brenner, L. (2016, July 14). Role of Human Resource Managers . Woman - The Nest. https://woman.thenest.com/role-human-resource-managers-1940.html

Watkins, H. (2020, April 7). The Complete Guide to HR Risk Management Every Manager Needs . Solvo Global. https://solvoglobal.com/hr-risk-management/

Five Ways the Field of Human Resources is Changing - Best Value Schools . (2021, March 24). BestValueSchools. https://www.bestvalueschools.com/lists/five-ways-the-field-of-human-resources-is-changing/

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Importance of Human Resource Management

Introduction.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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How to Write an Essay about Human Resource Management

By | Ben Eubanks | Human Resources Professional, Speaker, and Blogger

People read essays to stay informed on new topics and learn more about specific problems. Human Resource Management (HRM) essays include up-to-date information about concepts that are most relevant to the industry. Like all branches of management, HRM is a soft skill that needs both theories and practical examples.

In this blog, we’ll talk about the different aspects of an HRM essay and answer a common question: “Can anyone write my essay for me?”

Writing an essay on HRM helps you gain critical thinking skills and the ability to express your thoughts, experiences, and ideas more clearly. It allows the development of skills that are valuable both during your studies and after graduation when you have to write professionally.

Choose the Right Topic

The first step of writing an HRM essay is to find a topic that is both interesting and novel. If you find a subject you’re passionate about, you will have a much easier time writing. HRM is a vast field and topics vary from employee motivation, productivity, compensation, and work design to training and performance appraisal. So there are almost no limits on the topic you choose.

If you’re not given a choice of topic, don’t be disappointed. There are plenty of studies and articles on HRM that can turn any boring subject into a fun learning experience.

Research the Topic

In addition to brainstorming and picking a topic, think about your content. Your essay should ideally introduce a new concept or provide a new perspective on an existing concept. Search online or go to the library to find the most recent information on your topic. It’s also a good idea to talk to experts on the subject.

Try your best to find examples from the latest case studies that relate to your topic. It is essential that you provide several real-life examples to reinforce your arguments. Moreover, examples make your HRM essay more memorable.

Define the Structure

The next step in the process of writing your HRM essay involves determining your structure. Writing a good essay involves lots of deliberate thinking. Before you type a single word, you should have a clear idea of each paragraph in your essay.

Like most academic writing, HRM essays have an intuitive outline: introduction, body, and conclusion.

Introduction

The introduction presents your position on the issue and includes your thesis statement , a concise one-sentence that clearly defines your position from the beginning and leaves no doubt in the reader’s mind.

The body is where you make arguments to support your thesis statement and elaborate on your ideas. It is critical to offer your own original ideas and add a new point of view. A good HRM essay is more than a collection of thoughts and paragraphs from different sources.

Also, your body section must be well-written and include appropriate headings to make the content easier to scan. Throughout your essay, explain every subject in detail and give enough evidence to support your point. The objective is to convince the reader of the viability of your position.

Conclusion

The conclusion is the last section of your essay that ties all the pieces together and gives you a final chance to argue your case. You should keep this section relatively short.

HRM issues are inevitably linked to real-life situations. So, it is worth providing a few (no more than four) recommendations on how you think the topic of your essay can be applied to practical situations.

Importance of Practical Examples

HRM is full of different, and sometimes contradicting, theories. Practical examples help to clarify these theories and reinforce your argument. Since HRM deals with human psychology, it’s necessary to supply examples from academic experiments, in addition to stories from real-life companies.

Your essay should include at least a couple of well-placed examples from reliable sources. Publications such as Harvard Business Review, the Wall Street Journal, and Fortune Magazine are excellent places to start. Established academic journals in the field include the Journal of Human Resources, Organization Sciences, and the Journal of Organizational Behavior.

Proofreading Your Essay

Proofreading is the last step in the process which ensures your essay is the best it can be. But give yourself a break before you start going over your essays. If you have a fresh look at your work, you’re more likely to find sentences that need to be rewritten. Also, carefully check your work for errors in grammar, punctuation, and sentence structure.

Getting Help

A frequent question many HRM students have is “Can someone write my essay for me online?”

Clearly, crafting a superior essay is not an easy task. Due to a lack of time or knowledge, you may search online and copy example resources. But that’s very risky. Instead, it’s better to ask for professional help.

You might be asking: “Are there professionals who will write my essays for me?”

The answer is yes. Nowadays, there are many reputable providers that offer custom essay writing service to help you with your HRM assignments.

Now, you may also ask “Can anyone write my essay online for cheap?”

Getting help from professional essay writers doesn’t have to leave a dent in your wallet. Most online services offer good quality at a reasonable cost, but remember to be vigilant. Sometimes going cheap is a bad idea.

Republished with permission and originally published at upstarthr.com

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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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Home » Business & Management » Human resource » Importance of Human Resource Management

Importance of Human Resource Management (HRM): Functions & Benefits

According to a study, an organization should have an average HR-to-staff ratio of 1:4. This ratio may differ depending on the size of an organization but a balanced ratio ensures enough personnel for efficient management. Human resource management is a practice that involves key components like recruitment, training, development, talent management, labor relations, and compliance. This blog will help you understand the importance of human resource management, its functions, and how it is different from human resource development.

Table of Contents

What is Human Resource Management?

HRM is the process of training, recruiting, developing, and managing the talent pool. Effective human resource management fills the gap between the company’s business goal and employees’ success. It also helps support employees in improving their performance and assists every department of an organization in achieving its long-term goals.

Importance of Human Resource Management (HRM)

An excellent firm or organization cannot be built without a good team. The success story of any organization depends on its employees and work culture. The following are the reasons why human resource management is important.

1. Promotes Good Working Relationships and Environment

Building a productive workplace culture is key for employees and organizations alike. It comprises creating an environment in which employees feel respected and safe. Here, HR professionals play an integral role by encouraging clear organizational communication.

2. Helps in Assisting Budget Control

HRM helps ensure budget control by creating a structured financial compensation plan designed to reflect the value of each job role within an organization. This could be done through providing monetary rewards, such as salaries, wages, and bonuses, or offering non-monetary benefits, like healthcare coverage, vacation time, or insurance packages.

Establishing clear pay structures based on market rates for comparable positions also makes comparing costs between businesses in similar industries easier, providing further assurance that resources are used efficiently.

3. Establishes Corporate Reputation

Having a well-maintained corporate reputation benefits any organization. The human resources manager plays an important role in upholding the company’s positive image among its external and internal stakeholders – customers, suppliers, employees, etc. This contributes to driving success by enticing talented individuals to join the firm. Therefore it’s vital that HRM takes proactive measures to build and maintain this goodwill over time.

4. Works on the Training and Development of Employees

Investing in HRM provides many benefits, such as improved employee engagement, knowledge sharing, and organizational growth. Training sessions allow employees to develop their skills related to their job roles while development programs assist them in building life skills like communication, decision-making, leadership qualities, etc. Orientation activities are also necessary when welcoming new members into an organization to familiarize them quickly with its workings.

5. Closes the Gap Between Human Resource Supply and Demand

HRM is the practice of managing and directing employees toward a successful operation within an organization. It includes a wide range of activities, such as employee recruitment and selection, training and professional development, overseeing performance management systems, and developing workplace policies to ensure compliance with relevant laws or regulations. It also includes addressing grievances and administering benefits programs like retirement plans and health insurance schemes.

6. Profit and Productivity Management

HRM helps maintain and manage a qualified workforce to ensure organizational profit. It also involves creating suitable opportunities for the existing employees to develop their skills. This reduces turnover rate as well as improves overall performance.

By retaining key organizational personnel, HRM facilitates sustained growth, leading to success. This also minimizes training costs associated with hiring new staff.

7. Helps with Employee Motivation and Retention

Employees need to feel appreciated and rewarded to be fully motivated. HR departments ensure that employees receive recognition and applause whenever they reach their goals or put forth extra effort. Monetary benefits, such as rewards, compensations, and fringe benefits, can also help with employee motivation.

8. Aids in Providing Quality Work Life

HR professionals ensure optimal productivity for employees by managing workplace stress; providing financial reimbursement and recognition; granting autonomy in their roles; and fostering a sense of belonging among workers.

By establishing these guiding principles, under which employees can perform at maximum potential, HR teams contribute to successful business operations. This way, they make invaluable contributions toward improving the quality of life within an organization.

To learn more about the importance of HRM, you can opt for an in-depth HR course .

HRM Functions

HRM functions work in numerous industries and sectors, helping with problems related to motivation, hiring, training, and development. The primary functions of HRM are given below.

1. Planning

For meeting the goal and developing strategies, planning is an important function. It helps forecast demands, ease the selection process, and analyze the workforce. It is important in implementing human and non-human resources and helps in evading risks, uncertainties, and confusion.

2. Directing

It is a part of managerial functions, which helps in communication, supervision, leadership, and motivation. It is also known as the relational features of the management and spark of the project or business.

3. Controlling

It is a process of fixing performance and checking progress towards the target goal. Controlling can be done by building standard performance, comparing the current performance with the targets, and finding the variance.

4. Organizing

It is a combination of identification, classification, and coordination. For organizing a business, or a firm, you need to identify the tasks and activities required to achieve the goals. This function in HRM helps classify these activities based on their functions and departments to the appropriate individuals or teams. It also coordinates with their efforts to ensure efficient and effective implementation of the plan.

5. Recruitment

One of the essential functions of HR management is the recruitment and onboarding of suitable candidates. It works towards attracting and selecting the right talent according to the organization’s requirements.

6. Performance Management

It is a function where HR provides the employees with a working environment focused on promoting productivity and efficiency. Performance management creates communication between the employees and the managers and streamlines the employee performance and efforts essential to achieve the organizational goals.

7. Rewards and Recognition

HRM utilizes reward and recognition programs to ensure the commitment of the employees toward producing high-quality work. When employees are rewarded and recognized for their work, they are motivated to perform better and yield higher results for the organization.

8. Compensation and Benefit s

Another HRM function that helps in attracting and retaining employees in an organization is providing compensation and benefits. These include monetary compensation, food, healthcare benefits, gym memberships, bonuses, casual dress codes, flexible work schedules, etc. Employees feel motivated to work when compensated well at work. Further, job seekers are more likely to apply to organizations that offer benefits over and above the basic salary.

9. Health and Safety

HRM involves implementing occupational health and safety programs to foster safe workplaces. This includes identifying risky situations, creating mitigation plans, assessing the working of the safety programs, legal compliance, and promoting a safety culture.

10. Administrative Function & Compliance

This includes handling responsibilities like training, transfers, promotions, leave records, preparation of contracts, etc. Further, HRM ensures adherence to industry standards and compliance with legal requirements and guarantees that employees receive their contractual workplace entitlements like compensation and benefits.

Want to work as a dynamic HR professional? Enroll in this industry-oriented HRM placement guarantee course and explore top career options like HR Recruiter, HR Associate, HR Analyst, and more.

Human Resource Management vs Human Resource Development

The HR department can be divided into two distinct areas: human resource development and human resource management. Both HRM and HRD are important for an organization to function efficiently. The following are the key differences between HRM and HRD.

Controlling

Recruitment

Performance management.

Rewards and Recognition

Compensation and benefits, health and safety.

Administrative Function & Compliance

Human resource management is a crucial part of every organization. It is vital to understand the importance of HRM (Human Resource Management) as it helps in completing targets and improving employee performance by assisting and enhancing their work. The human resource department has been advancing worldwide and has become an indispensable part of every successful organization.

Building and maintaining effective working relationships with employees is the most important part of human resource management (HRM).

The scope of HRM encompasses all areas related to managing an organization’s human resources, such as recruitment, staffing, training, employee relations, and retention.

Strategic human resource management is important because it helps align an organization’s goals and objectives with those of its employees.

Yes, training and development is a key component of human resource management.

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Shobha Saini, the Head of Human Resources at Internshala, has maintained a stellar track record in employee relations and talent acquisition. With eight exceptional years of experience, she specializes in strategic planning, policy-making, and performance management. A multi-talented individual, she has played a major role in strategizing HR practices in the organization.

What Is Human Resource Planning? – Importance, Objectives, Types, & More

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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 Resource Horizons

Embracing Effective HR Practices – Lessons from Leading Companies

Welcome to the intricate world of Human Resource Management (HRM), a realm where the art of people management meets the science of organizational excellence. In the labyrinth of today’s business complexities, HRM emerges as the linchpin holding together the fabric of a company’s workforce. It’s a discipline that not only anticipates the needs of an organization but also nurtures the aspirations of its employees. This blog post delves into the best practices of HRM, drawing from the rich experiences of industry titans like Hilton, Cisco, Edward Jones, and Wegmans Food Markets. Join us as we unravel the strategies that make these companies bastions of workplace innovation and employee satisfaction.

In today’s fast-paced business world, the role of human resources (HR) is more critical than ever. Companies like Hilton, Cisco, Edward Jones, and Wegmans have set remarkable standards in HR practices, emphasizing the importance of ethical treatment, inclusivity, and strategic management to align human talent with organizational goals. These practices are not just about enhancing productivity; they are about creating a work environment where employees feel valued and respected.

Hilton’s philosophy of treating employees like family members underscores the value of compassion and ethical treatment in the workplace. This approach is not just morally commendable; it’s a strategic advantage, fostering loyalty and dedication among employees. Similarly, Cisco’s commitment to diversity and autonomy in leadership roles highlights the importance of inclusivity and empowerment, essential traits for any successful organization.

Edward Jones and Wegmans have also demonstrated exceptional HR practices by creating welcoming environments for new hires and promoting a culture where every employee feels they contribute meaningfully. These practices are crucial for employee engagement and satisfaction, directly impacting organizational success.

As someone aspiring to lead, the insights from these companies are incredibly enlightening. The type of manager I aim to be is one who values ethics, inclusivity, and evidence-based decision-making. However, the most challenging aspect of this role, I anticipate, will be balancing organizational objectives with employee well-being. This balance is delicate and requires a deep understanding of diverse employee needs, strategic foresight, and the ability to adapt to rapid changes in the business environment.

Learning from the practices of these leading companies, it’s clear that successful HR management goes beyond administrative tasks. It involves a strategic alignment of human talent with organizational goals, fostering a culture of respect, inclusivity, and continuous development. Embracing these principles will not only help in navigating the complexities of a managerial role but also in building a thriving, sustainable organization.

The ethos of Hilton resonates through the words of a tenured manager, “We are not just creating rooms; we’re crafting a sanctuary for experiences, and that starts with our team.” At Cisco, a senior leader shares, “Diversity is our keystone; it’s the multitude of voices that fosters our groundbreaking innovation.” An advisor at Edward Jones reflects, “Here, every handshake is a promise, and every strategy session is a step towards someone’s dream.” Meanwhile, a Wegmans’ store manager expresses, “Our commitment extends beyond the aisles; it’s about enriching our neighborhoods, one smile, one helping hand at a time.” These narratives underscore the transformative power of HRM when aligned with a company’s soul.

References: HR Management Outline. (n.d.). Introduction to HR Management . [Class lecture notes]. Ethics and HRM Outline. (n.d.). Ethics and Employee Rights . [Class lecture notes]. Evidence-Based HRM Lecture. (n.d.). Evidence-Based HR Management . [Class lecture presentation]. https://www.indeed.com/cmp/Hilton/reviews https://www.glassdoor.com/Reviews/Cisco-Systems-Reviews-E1425.htm https://smartasset.com/financial-advisor/edward-jones-wealth-management-review https://www.greatplacetowork.com/certified-company/1000459

The Importance of Human Resource Evaluation Essay

Human resource evaluation: definition, the purpose of hr evaluation, evaluation in hrm: health and safety, functions of hrm: work designs, hrm evaluation: employee management.

The Purpose of HR Evaluation: Human resource evaluation can be thought of as a method of reviewing and assessing the current approaches to human resource management. These involve policies, documentation, strategic procedures, etc. The appraisal process is meant to find weaknesses, ensure compliance with regulations, and propose solutions to any identified issues.

The effectiveness of human resource management (HRM) needs to be evaluated due to the following reasons. First, it helps the organization to determine if its HRM practices are credible (Gibbs, 2010, pp. 58-75).

This is achieved through internal and external evaluations on the HRM practices. While the internal evaluation concentrates on the costs and benefits of HRM, external evaluation concentrates on the overall contribution of the HRM to an organization.

Second, the effectiveness of HRM is evaluated to enhance the performance of the business (Gibbs, 2010, pp. 58-75). It helps the firm to adjust its human resources accordingly in order to increase its profits, market share and quality of products. Finally, the evaluation helps the firm to ensure that its employees’ skills meet the requirements of the organization (Gibbs, 2010, pp. 58-75).

The effectiveness of HRM is measured by the following criteria. First, the evaluation should measure employees’ commitment. In this case the evaluation will seek to determine the degree to which organizational policies facilitate employees’ commitment to the firm (Mclean, 2006, pp. 143-156).

Second, the competency levels should be measured. Competency measures the ability of HRM policies to attract and retain talented employees. Third, the cost effectiveness of the HRM system should be considered.

This measures the “fiscal proficiency of HRM policies in terms of wages, benefits, turnover and absenteeism” (Mclean, 2006, pp. 143-156). Finally, the evaluation should measure congruence.

This means that the evaluation should analyze the ability of HRM policies to promote and maintain cooperation both within and without the organization (Mclean, 2006, pp. 143-156). The assessment process should also evaluate the efficiency of the HRM system in terms of its ability to reduce the time needed for a give task. The HRM system is considered effective it satisfies these criterions.

Managing occupational health is one of the responsibilities of the human resources department and it focuses on protecting the welfare of the employees and their families.

Most organizations focus on occupational health and safety management since it is a legal requirement (Robson, Clarke and Cullen, 2007, pp. 329-353). The labor laws require all employers to provide a safe and secure work environment.

Failure to observe this requirement can lead to sever consequences such as cancelation of licenses. Organizations also focus on occupational health and safety management in order to prevent injuries or loss of life at the workplace (Robson, Clarke and Cullen, 2007, pp. 329-353).

Even though occupational health and safety management involves a lot of costs, it is associated with the following benefits. It helps companies to avoid losses attributed to injuries at the workplace (Dellve, Skagert and Eklof, 2009, pp. 965-970).

Such injuries can lead to expensive law suites and compensations for damages if the court rules in favor of the injured employee. Research indicates that the physical wellbeing of employees has a direct impact on their productivity (Dellve, Skagert and Eklof, 2009, pp. 965-970).

This means that healthy employees will perform better as compared to those with poor health conditions. Occupational health and safety management practices such as behavior change programs help in improving employees’ health.

This translates into high productivity by preventing reduction in productivity due to cases of sicknesses (Dellve, Skagert and Eklof, 2009, pp. 965-970).

Besides, the employees will be highly motivated if their health and safety is guaranteed at the workplace. For example, workers in a chemical plant will be motivated to work if they are protected from the side effects of the chemicals they manufacture. Protecting the health and safety of workers also helps in improving the image of the firm.

Apart from managing occupational health and safety, the human resources department is also responsible for designing work for employees. Work design involves “dividing the roles and responsibilities among the employees or members of various groups in an organization” (Robertson, 2000, pp. 121-146).

Over the last two decades, the process of work design has tremendously changed in response to changes in the roles of human resources department, organizational needs and the business environment.

Job evaluation for instance has become an integral part of work design. It has become the basis for determining pay grades, responsibilities and even working conditions (Robertson, 2000, pp. 121-146).

The roles of the stakeholders in work design have also changed significantly. The managers have since increased their participation in the work design process since they are the main users of the information resulting from the process (Robertson, 2000, pp. 121-146). The role of the human resources officers has changed from dictating what should be done to giving guidance on how to embrace best practice.

The process of designing work in future will be influenced by the following factors or challanges. First, technological advancements will change the methods of production or service provision and this will impact on the roles of employees (Lewig, Xanthopoulou and Bakker, 2007, pp. 429-445).

Thus the challenge in work design will be how to avoid duplication of roles, prevent competition between machines and employees as well as utilizing the full potential of employees. Second, globalization presents the challenge of meeting international standards in work design (Lewig, Xanthopoulou and Bakker, 2007, pp. 429-445).

As globalization increases, firms will need flexible and internationally accepted work designs. Finally, economic factors such as high competition will lead to more mergers and takeovers. Thus the human resources department will face the challenge of designing work that takes into account the skills of employees from diverse backgrounds.

It is the responsibility of the human resources department to manage the performance of employees in order to enhance high productivity.

Performance management is linked to other functions of human resources management and this can be explained as follows. To begin with, performance management is linked to the process of employee recruitment (Nankerris and Stanton, 2010, pp. 136-151).

Based on the performance of existing employees and the needs of the organization, the human resources department will be able to identify and hire the right employees.

Performance evaluation being part of performance management helps in developing the goals and objectives of staff training and development (Nankerris and Stanton, 2010, pp. 136-151).

This is because it helps in identifying the training needs of the employees. It also helps in developing motivational and reward strategies. Performance management can help in assessing the effect of various reward strategies.

Managing the performance of employees is always characterized by the following challenges. Most organizations lack talented employees with sufficient knowledge of labor laws (Mitlacher, 2006, pp. 67-81).

Such organizations are not able to conduct performance management in line with the legal framework. Some human resources officers also lack essential performance management skills especially in performance appraisals (Mitlacher, 2006, pp. 67-81).

Most systems used in performance appraisals are less effective since they do not capture all aspects of the employees’ performance (Mitlacher, 2006, pp. 67-81).

This undermines the integrity of performance management. Effective performance management is also adversely affected by lack of resources to support it which leads to poor outcomes.

Dellve, L., Skagert, K. and Eklof, M. 2009. The impact of systematic occupational health and safety management for occupational disorders and long-term work attendance. Social Science and Medicine . 67(6), pp. 965-970.

Gibbs, S. 2010. Evaluating HRM effectiveness: the stereotype connection. Employee Relations . 22(1), pp. 58-75.

Lewig, K., Xanthopoulou, D. and Bakker, A. 2007. Burnout and connectedness among Australian volunteers: a test of the job demands. Journal of Vocational Behavior . 71(3), pp. 429-445.

Mclean, M. 2006. Evaluating the importance and performance of the human resources function: an examinations of a medium sized Scottish retailer. Journal of Retailing and Consumer Services. 13(2), pp. 143-156.

Mitlacher, L. 2006. The organization of human resource management in temporary work agencies. Human Resource Management Review . 16(1), pp. 67-81.

Nankerris, A. and Stanton, P. 2010. Managing employee performance in small organizations: challenges and opportunities. International Journal of Human Resource Development and Management . 10(2), pp. 136-151.

Robertson, T. 2000. Building bridges: negotiating the gap between work practice and technology design. International Journal of Human-Computer studies . 53(1), pp. 121-146.

Robson, L., Clarke, J. and Cullen, K. 2007. The effectiveness of occupational health and safety management system interventions: a systematic review. Safety Science . 45(3), pp.329-353.

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Importance of Human Resource Management (HRM): Functions & Benefits

What is Human Resource Management?

Importance of Human Resource Management (HRM)

1. Promotes Good Working Relationships and Environment

2. Helps in Assisting Budget Control

3. Establishes Corporate Reputation

4. Works on the Training and Development of Employees

5. Closes the Gap Between Human Resource Supply and Demand

6. Profit and Productivity Management

7. Helps with Employee Motivation and Retention

8. Aids in Providing Quality Work Life

HRM Functions

1. Planning

2. Directing