human resources easy essay

Essay on Human Resources

Students are often asked to write an essay on Human Resources in their schools and colleges. And if you’re also looking for the same, we have created 100-word, 250-word, and 500-word essays on the topic.

Let’s take a look…

100 Words Essay on Human Resources

Understanding human resources.

Human Resources (HR) is a department in organizations that manages people. They handle hiring, training, and employee benefits. HR plays a crucial role in building a positive workplace culture.

Roles of HR

The HR team recruits new employees and trains them. They also develop policies for a comfortable work environment. HR ensures employees are treated fairly and respectfully.

Importance of HR

HR is important because they help to maintain harmony in a company. They resolve conflicts and promote employee well-being. Therefore, HR is vital for a successful organization.

250 Words Essay on Human Resources

Introduction.

Human Resources (HR) is a multifaceted discipline that lies at the heart of any organization. It encompasses the management of people within an organization, focusing on policies, systems, and practices that influence employee behavior, attitudes, and performance.

The Evolution of HR

Key functions of hr.

HR is responsible for a wide range of functions. These include recruitment and selection, training and development, performance management, employee relations, and compensation and benefits. Each function plays a crucial role in managing the organization’s human capital.

HR and Organizational Performance

Effective HR management can significantly impact an organization’s performance. By ensuring that the right people are in the right jobs, providing opportunities for growth and development, and fostering a positive work environment, HR contributes to increased productivity and profitability.

In conclusion, HR is an indispensable part of any organization. Its role has evolved from a purely administrative function to a strategic one, influencing every aspect of an organization’s operations. As businesses continue to evolve in a rapidly changing world, the role of HR is likely to become even more critical.

500 Words Essay on Human Resources

The evolution and importance of human resources.

The concept of Human Resources (HR) has significantly evolved over the years. Initially, businesses viewed employees merely as tools for production, but today, they are recognized as the most valuable asset of an organization. The HR department plays a pivotal role in managing these assets, ensuring that both their welfare and the company’s strategic goals are harmoniously aligned.

The Role of Human Resources

The primary role of the HR department is to manage people, which includes tasks like hiring, training, evaluating, and retaining employees. They are also responsible for ensuring a safe and healthy work environment, addressing employee grievances, and fostering a positive work culture. Moreover, HR professionals work towards aligning the workforce with the company’s strategic goals, thereby driving organizational success.

HR and Organizational Strategy

The changing landscape of human resources.

The HR landscape is continuously evolving, driven by factors such as technological advancements, changing demographics, and globalization. For instance, the advent of HR technology has revolutionized HR practices. Tools like HRIS (Human Resource Information Systems) and ATS (Applicant Tracking Systems) have automated routine tasks, thereby allowing HR professionals to focus more on strategic activities. Moreover, the rise of remote work and diversity in the workforce has necessitated the development of new HR policies and practices.

Challenges Faced by HR Professionals

Despite the significant strides made in the HR field, HR professionals face numerous challenges. These include managing a diverse workforce, dealing with the changing nature of work, ensuring employee engagement and well-being, and navigating the legal and ethical issues related to HRM. Additionally, in an era of rapid technological change, HR professionals must continually update their skills and knowledge.

Future of Human Resources

In conclusion, the HR department plays a crucial role in managing the most valuable asset of an organization – its people. By aligning the workforce with the company’s strategic goals, fostering a positive work culture, and adapting to the changing business environment, HR professionals can drive organizational success.

That’s it! I hope the essay helped you.

Happy studying!

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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 […]

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

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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• Essay Writing Guides

Human Resources Essay for A+ Student Guide

Students of management departments frequently face the need to compose a Human Resources essay because they need to learn to manage both people and processes. Thus, if you’re a student of this specialty, you will face the need to compose a Human Resources school essay sooner or later. Here we explain what an HR essay is, what format you should keep to, how you can complete such a paper quickly and efficiently, and what topics are trending now in the sphere of HRM.

If you’re wondering how to write a Human Resources essay, read on to find all the details here. Experts of our essay writing service team have prepared a guide for newbies to instruct you on all the writing steps. Still, if you feel unable to compose this work independently, it’s probably a good idea to hire a skilled Human Resources essay writer from our team.

Don’t hesitate to contact us and get a well-written, properly structured, and polished paper deserving an A; we’ve got you covered and can help you with any academic emergency you might experience at an HR course. You can easily place an “ do my assignment ” order on our website and get an expert with years of industry-specific expertise assigned to your project in minutes.

Human Resources Essay Format

When discussing the Human Resources essay format, you need to keep in mind that it’s still an essay, differing from other works of this type only by the topic. However, all essays follow the same format and structuring, knowing which can help you complete such a paper hassle-free. You can see this universal structure in many Human Resources school essay examples available online.

Let’s recap the basic essay structure in relation to the HR specialization.

Introduction

The introductory part of your Human Resources plan essay should include a discussion of your area of focus. HRM is a broad sphere of professional practice and research interest, so you need to find a subtopic within that area and explain it to the readers. After describing the context, you need to specify the problem you’re going to explore and end the introductory section with a concise thesis statement.

The body of your essay should focus on the arguments you’ve elicited when researching the chosen topic. As you might see in any Human Resources essay example, the body is typically divided into paragraphs, each of which is dedicated to one specific argument. Follow this structure as well to enhance your essay’s readability and make it coherent.

A conclusion is the final part of any Human Resources essay writing process. You can’t do without a brief and precise summary of your content. You also need to revisit your thesis statement and explain how your knowledge progressed throughout this paper’s writing. A strong finale of any essay is a reference to the broader context and explanation of how your research informs the broader HRM field.

Write Human Resources Essay in 5 Steps

When it comes to essay writing, Human Resources is not that challenging. The only thing you need to remember is that following an explicit, understandable research and writing algorithm makes the task much more manageable.

Here’s the algorithm our pros recommend to students regardless of their level of expertise:

• Select a topic that speaks to you. It should be exciting and relatively new so that you can advance your knowledge and derive pleasure from examining a subject of your personal interest.
• Be clear about the outcome of your essay; you need to know what goals you’re trying to achieve, developing your content according to the predetermined scenario.
• Research the subject to collect reliable, valuable evidence on the subject.
• Produce an outline to have a roadmap and stay on topic during the whole writing process.
• Record all sources you have used in content creation and reference them correctly to avoid plagiarism accusations.

Follow 55K+ satisfied students. Get your papers done by pros.

Human resources essay topics.

Topic selection is one of the most widespread challenges students face when approaching an HR essay task. To help you cover this step quickly, writers of our essay service have formulated a handy list of Human Resources essay topics.

• How well are equal employment opportunities provided in the 21st century?
• HR planning and retention: implications for the COVID-19 pandemic.
• Essentials of strategic HR management.
• Has the traditional HR management survived the coronavirus pandemic?
• Key steps of job analysis.
• Training human resources in the conditions of remote work.
• Risk management techniques in the HR field.
• Different approaches to calculating paid leave.
• Workplace techniques for interpersonal conflict resolution.
• The role of HR in the company’s preservation of competitive advantage in the global market.
• Determining the right mix of monetary and non-monetary rewards for staff.
• The role of personality traits in team composition.
• Agile approaches to HRM.
• Modern techniques and approaches to international staff management.
• A goal-oriented approach to staff productivity and morale improvement.
• A variety of workplace violence manifestations.
• Implications of psychological counseling provision to employees in the workplace.
• Presence of gender disparities in work terms and pay.
• Various faces of workplace discrimination: examining the causes and responses to those incidents.
• What are the best methods of complying with the equal employment opportunity legislation?
• Managing diversity in the workplace: 21st-century implications.
• Leadership training and promotion among staff.
• The strategic benefits of in-house leadership training for business performance.
• New talent acquisition: innovative techniques and approaches.
• An ideal employee profile for SMEs.
• Experience vs. talent in new employee recruitment.
• The role of HR in fostering compliance with COVID-19 rules.
• Contribution of HR to compliance with health and safety recommendations.
• What steps can HR managers take to identify, manage, and prevent employee burnout?
• HR strategies directed at long-term staff retention.
• The contribution of AI to HR activities and functions.
• Is virtual onboarding as effective as offline one?
• Should businesses pay for their staff’s education?
• Soft vs. hard skills’ consideration in the recruitment process.
• Different approaches to compensation package design.

How to Start a Human Resources Essay

The final point we’d like to discuss here is the art of starting a Human Resources essay. It’s essential to give your essay a good start; otherwise, you may spend much more time on its composition than you initially planned, thus wasting the vital free time or the hours you previously allocated for other assignments. Here are the principles of a quick, easy essay start:

• Choose the right topic to simplify the writing process.

It should be relevant to your class material, engaging, and new to a certain degree. Expand your existing knowledge instead of trying to explore something entirely new for you.

• Research the subject extensively.

Don’t start writing before you’re sure that you have enough material for the whole paper. Students often get stuck in the middle of their essays because they haven’t conducted thorough research from the very beginning.

• Use practical examples.

HR is an applied sphere of human activity, so you can never produce a high-quality paper without referring to real-life evidence.

It’s also vital to choose argumentative Human Resources essay topics, as they are sure to give you more ideas and avenues for proving your standpoint and examining various evidence from multiple angles.

The paper  “Top Paint Limited – Theoretical Vis-a-Vis Practical Aspects of HR Factors” is an intriguing example of human resources case study. This paper is an evaluation of Human Resource (HR) faced by Top Paints Limited (TPL). This evaluation involves the evaluation of theoretical vis-a-vis practical aspects of HR factors.

Performance Management

The purpose of managing employee performance is not only to improve productivity. It is also to ensure that the employees find their work environment (e.g. in terms of culture, policies, style, systems of communication, etc) tolerable (Shore & Strauss, 600). The premise here is that if an employee finds the working environment to be in conflict with his/her career and other related expectations, then his/her performance is affected from the start, and no performance management strategies can help him/her. Besides specific strategies to boost the performance of the existing workforce, the first and most important performance management tool is strategic recruitment and selection.

The contemporary organization/company places emphasis on the organizational culture. This has led to the need for besides a written contract- psychological contract, i.e. an unwritten (psychological) understanding of the expectations that both the employee and employer have of each other, and that both parties will reciprocate each other’s efforts (Bratton & Gold 278). This is part of managing employee behavior. The premise here is that it is only those employees whose expectations are within the scope of the organizational culture and expectations who will have the right motivation for good performance.

What this implies is that the role and level of performance are not only in the hands of the employees. In fact, how employees perform primarily depends on whether the organizational structure and culture, as reflected in its leadership, helps it (Bratton & Gold 279). TPL’s structure, i.e. the traditional approach to command and control is a major impediment to employee freedom, creativity, motivation, and ultimately, performance. And while the organization uses performance appraisal for measuring employee performance, measurability being a major aspect of performance, it is not taken seriously. Instead, it is a mere routine.

Reward Management

The reward can be both monetary and non-monetary (e.g. psychological reward, the satisfaction of challenge, etc) (Bratton & Gold, 278). Indeed, reward management is a key tool for facilitating sound competition between employees, boosting employee motivation, and ultimately improving performance. Therefore, reward, as a tool for performance management, encourages and enhances positive employee attitudes and behaviors and financial gains.

TPL has established a reward system for its employees. This is especially through career development, e.g. promotion, and annual pay increment. Both of these are monetary forms of reward. For instance, promotion comes with a pay increase. Unfortunately, there are two key implications here. One, TPL does not seem to recognize the fact that, as Bratton and Gold (279) put it, financial rewards have bearing on cost-effectiveness and financial profitability. In other words, rewards mean expenditure. TPL’s profits have been on the decline for ten years so that the recent failure to make profits has or should have been anticipated. Yet the company still sticks by its monetary reward system, thereby adding more pressure to its already declining finances. This first implication leads to another, i.e. TPL has overlooked other reward methods and systems. In another word, it has failed to recognize that financial rewards are merely ‘superficial’ and must be accompanied by other rewards systems.

But all this equally raises one big question: if the company has been on the decline, then what has it been rewarding its employees for? Even further, why has the organization not realized that its rewards are not resulting in the reasons for which rewards are given?  This is not to say that the company should not reward its employees. Instead, it should also consider non-monetary rewards, .e. g. psychological contract through encouraging employee freedom and creativity. Equally, the company should recognize that rewards are not the only tools for improving employee performance. This must work in conjunction with other organizational and management elements. However, all this depends on the HRM.

Human Resource Development

This refers to strategic efforts by a company’s Human Resource Management (HRM) (Bratton & Gold 279; Torrington et al 599) to develop its workforce in line with its key business strategies. In other words, it involves strategic recruitment and selection of employees who will enhance a company’s chances of reaching its goals and objectives. The first step towards strategic human resources development, therefore, is to identify the strategies to be undertaken. Identifying strategies depends on proper study and understanding of both the internal and external organizational environment.

TPL, to begin with, seems to lack any key strategy. The company controls the whole value chain of its products all the way from inception to manufacturing and delivery. Considering the company’s financial troubles, it should be clear that this control is overwhelming for its capacity. In other words, it is about time that the company gave up some of its control(s) to other parties, e.g. distribution to other wholesalers and retailers. This would help it focus its workforce on specific strategies. This would facilitate the company’s strategic recruitment and selection, and retention of employees.

Part of strategic HRD is training. It is clear that the problem here is the approach used. While the company encourages training, it focuses mainly on a theoretical approach, i.e. the training does not subject employees to one-on-one interaction with job practicalities. In other words, employees lack on-the-job experience.

Equality and Diversity

Equality and diversity are part of strategic HRD. The external environment, unlike TPL’s internal environment, is made of a diverse population: men and women, young and old, able-bodied and disabled, people from various ethnicities, including minority groups, etc. Winning a competitive advantage in a diverse marketplace requires an equally diverse workplace (Kirton & Greene, 7). Unfortunately, TPL has failed in this. The company has fewer employees from minority groups and women. While some of these are in the technical and managerial levels, the company has provided and encouraged their career progress. Further, the whole Board of Directors is composed of white males, as are other senior managers.

Diversity does not merely mean recruiting people from diverse ethnic and cultural backgrounds, of different ages and generations, gender, etc. It has to be incorporated and reflected in the organizational culture, with the organizational leadership being a notable symbol of that culture (Kirton & Greene, 53).

The paper  “Human Resource Development at Top Paint Limited” is an apposite example of human resources case study. The problems facing Top Paints Limited can be addressed by focusing on the root cause of the problems facing the individual employees. Statistics indicate that the company’s workforce is paralyzed and is characterized by such symptoms as low productivity, poor working relationships, and low morale. The decline in the company’s performance stems from the problems facing the workforce which would call for a change in the company’s HR policies for the company to regain its strength. This paper will refer to human resource theories and practices to help address the problems facing the company. Four areas of HR policy and practices will be evaluated: performance management, human resource development, and reward management.

Performance management

Performance management is an ongoing process in which an organization identifies, measures,s and develops the output or performance of individuals or teams and later compares this with the goals set by the organization. Performance management arises from the complexities arising from the world of business (Mabey, Salaman & Storey, 1999). Several models of performance management have been adopted but there is no one universally accepted model. Mabey, Salaman, and Storey (1999) argue that any model of performance management should include these elements:

• Feedback of performance results
• Setting objectives
• Amendments to activities and objectives
• Reward system based on performance outcomes
• Measuring of performance

The goal-setting theory was proposed by Edwin Locke (1968). According to this theory, individual goals that are established by an employee perform crucial roles in motivating the employee to have increased performance (Salaman, Storey & Billsberry, 2005). This assumption arises from the fact that the employees keep monitoring their goals; failure to achieve these goals call for the employee to increase their performance or adjust their goals so that they become real. The end result of setting the goal is thus to improve the employees’ performance.

According to expectancy theory, employees in an organization will adjust their behaviors based on the anticipated satisfaction of the goals they have set. As such, individuals will adjust their behaviors in a manner that will lead them to attain their goals. Employees of the TPL seem not to have these theories in mind since the company has employed a command and control management approach. As such, the employees cannot show their capabilities since they work under the instructions of their superior.

To address the problem, TPL should implement a performance management system instead of the command and control approach.

The system can work well if the employees are provided an opportunity to set their goals as per the company requirement. The employees should be allowed to work freely as long as they are able to achieve these goals; this can be determined by measuring the performance (Mabey, Salaman & Storey, 1999). Further, the performance management system should clearly set the rewards that an employee can get based on the expected outcome as mentioned in the expectancy theory; this helps to motivate the employee.

Reward management

This entails developing, maintaining, and establishing a system whose main aim is to reward employees within a firm or a business. This system provides a fair and equitable way of appreciating the values of the employees whose output to the organization is considered valuable. Various theories have been formulated in the field of human resources to address the issue of reward management. An example of such theories is motivation theory which calls for the motivation of employees for them to be beneficial or more productive to an organization. Salaman, Storey, and Billsberry (2005) consider the reward to be either monetary or non-monetary.

Victor Vroom’s theory referred to as “Vroom’s Valence x Expectancy Theory” better helps to understand the relationship between reward and motivation. According to Gellman (2009), this theory entails the mental process involved in the choices made by an employee. According to this theory, there is a direct relationship between the predisposition to act in a certain manner and the strength of the expectations or rewards that may come as a result of the act (Gellman, 2009). When the employees are assured that there is a better performance appraisal, they are motivated to improve their performance (Salaman, Storey & Billsberry, 2005). For employees to be motivated, this theory sets three conditions that must be met: additional effort would result in better performance, the well-done job should be associated with rewards like pay-rise or bonuses, rewards provided should be satisfactory to the employee.

TPL has not been able to retain its employees since it does not motivate the able employees to stay. To address this problem, the company should have a reward system through bonuses whenever performance is improved. The current company’s pay system is very inflexible since the salary is increased on yearly basis regardless of personal or company performance. With the current pay system, the employees do not need to work extra harder as they are not guaranteed any rewards. TPL should thus introduce a flexible reward system so that it can motivate the employee and retain them instead of losing and recruiting new ones.

Equity and diversity

Workforce diversity entails the inclusion of all types of persons in corporate performance. Today, many organizations view diversity as a competitive advantage which gives rise to economic advantage to the organization when incorporated into the strategic business goals (Bratton & Gold, 2003). In many countries, workforce diversity is streamlined in the policy and the legal framework that provides provisions for anti-discrimination cases (Thompson, 2003). According to Dickens (1999), diversity is the variety of cultural and social identities among people in a common employment setting. Various cultural and social attributes determine diversity: gender, race, education, beliefs, religion, age, disability among others. Various approaches can be employed in managing diversity. One such approach is the mainstream approach that refers to self-categorization and the self-identity theories. The self-identity theory entails group membership and behaviors. On the other hand, the self-categorization theory entails how individuals stereotype their attitudes and behaviors so that they can associate themselves with particular groups. These theories help to avoid any group conflict that may have a negative impact on workplace performance (Bratton & Gold, 2003).

TPL has failed to address the issue of equality and diversity since there are few women and people from ethnic minorities. Further, this group of employees does not progress in terms of promotion even when they are the very-able. For TPL to progress, there is a need for the company to create equal opportunities for all the employees. Failure to create such an opportunity for the minority people, disabled, and women would make them feel discriminated and thus their output is affected.

Human resource development

The concept of human resource development is considered as a theory that aims at developing human capital by developing the individual and the organization to improve their performances (Wang, 2004). Human resource capacities can be developed through further education. This can be done through career development and training. The outcome of HRD has increased competencies which ensure that current and future jobs are performed effectively (Wang, 2004).

TPL has been training its staff on how to carry out their functions whenever new roles and new technologies are introduced. It is thus expected that the accident rate below and performance should be improved. However, this is not the case since most training is done off-site. To avoid the problem, TPL’s consultant should train the employees at the site in order to improve efficiency. A paradigm shift from off-site to on-site would thus yield positive results towards improved performance since the employee would acquire real practical knowledge.

The paper  “The Human Resource Management  Difficulties Experienced by Top Paint Limited” is a dramatic example of human resources case study. Top Paints Limited (TPL) has been facing many challenges. It has experienced a steady decline from a relevant strong position ten years ago where it made no profit this year for the first time ever. The entire workforce in TPL has been creating a lot of dissatisfaction, which has led to low morale, low productivity, and poor relationships at work. This has also resulted in an increase in absenteeism, product complaints, and service complaints. Thus, this shows a flawed human resource activity in TPL and there is a need to give priority in the following areas to find a lasting solution to these problems in TPL; performance management, reward management, human resource development, and equality and diversity.

The employees in TPL lack the opportunity to be initiative since the top-level management is always acting on instructions. This shows a lack of cooperation between the employees and the top management that in turn reduced their morale in working and in turn reducing their productivity. This calls for the employment of management processes in order to manage individuals in an effective manner with an aim of achieving high levels in the performance of the organization. There is a need to close the gap between management and employees by establishing a shared understanding to develop a strong workforce for the achievement of TPL’s goals. As the employees have developed negative attitudes between them and management, individuals need to be guided in order to feel that work satisfying, fulfilling, and capable of development in any way. This can be supported by the application of the goal-setting theory in order to link the performance of the tasks with goal setting. Because the entire company seems to have lost its main objective, there is a need to set specific goals that are challenging in addition to appropriate feedback in order to come up with better performance. This will give the employees a path or a direction to follow on the needs to be done and the efforts required to achieve the goal. This will be achieved if the employees are also given the opportunities to be initiative. The main source of motivation for the job will be the willingness of the employees to freely work towards the achievement of goals. If the employees will be provided with clear and specific goals in addition to being open to their comments on work. With the provision of challenging and realistic goals, the employees will have the reason to work and feel proud and as triumphant as they achieve the goals. Another important thing that failed to work in TPL is the provision of appropriate feedback on employee’s performance. Feedback will be essential as a way of making clarifications, regulating difficulties in goals, gaining a reputation in a way that the involvement of the employees will lead to job satisfaction and being more productive. On the other hand, the managers should ensure that they should interact and behave in a way that promotes and allows better relationships in work. They should also be able to gauge themselves according to output such that, if the job is interesting, the performance should also be better (Armstrong, 1998)

From the case study, it is clear that the salaries earned by the employees are flat. The pay spine is very inflexible such that the talented people end up looking for greener pastures in better-paying companies while the less competitive are left due to lack of any other option. This leads to low productivity and low performance. In addition, there is no reward in case of any improvement in performance. Due to this, there is a need for a reward management process that will involve the development and implementation of the company’s strategies and policies. This will enable the firm to achieve its objectives as well as retaining its competitive employees in accordance with the needs of the employees through increasing their commitment and motivation. If the employees will be rewarded according to their value and their potential contributions to the company, they will feel comfortable working in a firm that recognizes their efforts. The management must also recognize each employee’s capability and set goals that match with their intuitiveness (Armstrong, 495). This can be supported by a broad banding structure or system that shows that the progress of employees is more dependent on improvement than promotion, the flexibility of the system, putting decisions on managers’ hands so that they have more responsibility towards the staff and finally employees increase their incentives in achieving their goals. This means that the success of the organization is dependent on the recognition of the efforts of each employee through rewards that later lead to more efforts and profitability (Stredwick, 13).

Although TPL carries through training of its staff, there are still complaints and accidents due to repetition of mistakes. In addition, there is hostility and disbelief in case one tries to bring change or being initiative. In this case, human resources development is very essential, as the success of TPL will depend on the management of the workforce. Thus, there is a need to develop strategies that will ensure an increase in manufacturing and gaining a competitive advantage through proper management and development of employees to be more productive. This is enhanced through the development of strategies based on informed decisions and the involvement of the employees. TPL needs also to develop a policy on recruitment and selection to ensure the selection of a competitive and diverse workforce (Beardwell, 197).

This is supported by classical approach theory, which ensures that the strategy process will involve a comprehensive understanding of the internal and external environment, selecting on strategic choices and implementation of the plans, and ensuring management decisions flow from top to down ensuring the involvement of all levels. This makes the employees initiative thus increasing the productivity and performance (Miller, 148).

Equality and diversity

This is also a major problem in TPL as there are very few ethnic minorities and women and the few that are recruited later resign. This shows a lack of comfort for the minorities in working in the TPL environment. Thus, management needs to ensure that everyone is treated the same as well as recognizing that various groups and individuals are different. To do this, the company must be flexible and observe uniformity in addressing the needs of its employees in order to change its culture. This is enhanced by making sure that the working environment will support women and ethnic minorities by totally involving them in decision-making. It is also important to consider the development of a new policy in recruitment that promotes diversity and equality. This is supported by a short approach that is similar to a liberal approach wherein advocates for the elimination of bias on sex in the practice of human resource management, increasing opportunities for women and minorities in management and technical fields, and being flexible in terms and conditions (Noon, 226).

The difficulties experienced by TPL can be associated with poor work relationships, lack of recognition of efforts made by staff, criticism, between management and employees and poor culture of the firm, and the entire management of the activities in the firm that has led to low productivity and lack of profits. These issues are addressed through performance management, equity and diversity, reward management, and human resource development. This will result in better utilization of human resources, a wide customer base, wider and competitive recruitment of labor, and a positive image of the company.

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

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

• Essay on Human Resource Management

Essay Contents:

• Essay on the Functions of Human Resource Management

Essay # 1. Introduction to Human Resource Management :

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

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

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

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

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

Essay # 2. Definition of Human Resource Management :

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

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

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

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

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

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

Essay # 3. Scope of Human Resource Management :

The scope of HRM is very wide.

It covers the following aspects:

(i) Personnel Aspect :

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

(ii) Welfare Aspect :

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

(iii) Industrial Relations Aspect :

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

Essay # 4. Objectives of Human Resource Management :

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

Some of the objectives of HRM are:

a. To ensure effective utilization of human resources.

b. To ensure respect for human beings.

c. To identify and satisfy the needs of individuals.

d. To achieve and maintain high morale among employees.

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

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

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

h. To provide better conditions of employment.

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

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

k. To provide fair wages to employees.

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

Essay # 5. Nature of Human Resource Management :

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

The various features of HRM include:

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

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

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

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

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

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

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

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

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

Essay # 6. Functions of Human Resource Management:

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

The functions of human resource management can be classified as:

(i) Managerial Functions.

(ii) Operative Functions.

(i) Managerial Functions :

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

These functions are explained below:

(a) Planning:

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

(b) Organization:

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

(c) Directing:

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

(d) Controlling:

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

(ii) Operative Functions :

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

Some of the operative functions of human resource management are:

(a) Employment :

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

(i) Job Analysis:

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

It includes:

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

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

(ii) Human Resources Planning:

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

(iii) Recruitment:

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

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

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

(iv) Selection:

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

Recruitment vs. Selection :

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

(v) Induction and Orientation:

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

(b) Training and Development :

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

(i) Performance Appraisal:

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

(ii) Training:

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

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

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

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

Need of Training:

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

The need of training arises because of the following factors:

(a) Rapid Changes in Technology:

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

(b) Frequent Accidents:

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

(c) Quality Conscious Customers:

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

(d) Increase in Productivity:

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

(e) Supply of Trained Personnel:

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

Benefits of Training :

Some of the benefits of training are:

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

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

c. Reduction in needs of supervision.

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

e. Increase in morale of the employees.

f. Reduction in number of accidents.

g. Improvement in quality of work.

h. Reduction in machine breakdown and maintenance cost.

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

j. Increase in self-confidence.

k. More opportunity for growth/promotions.

(iii) Development:

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

(iv) Career Planning and Development:

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

(c) Compensation :

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

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

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

b. Incentives.

c. Benefits.

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

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

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

(i) Job Evaluation:

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

(ii) Wage and Salary Administration:

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

(iii) Incentives:

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

(iv) Bonus:

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

(v) Fringe Benefits:

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

(d) Integration :

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

(e) Maintenance :

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

(f) Industrial Relations :

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

(g) Personnel Records :

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

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👩‍💼 Human Resources Essays

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Essay: Human resources (HR)

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

HR Practices

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

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

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

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

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

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

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

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122 Human Resources Essay Topics & HRM Research Topics

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

🏆 Best Human Resources Essay Topics

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

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

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Home — Essay Samples — Business — Human Resources — The Intricacies of on Human Resource Management

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151 HRM Essay Topic Ideas & Examples

🏆 best hrm topic ideas & essay examples.

• 💡 Most HRM Disorders Topics to Write about

👍 Good Essay Topics on HRM

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

• International HRM Case Study: Apple Inc. Some of the things they need to know include the culture and customs of the host country. Failure to comply with the new rules and regulations would most likely jeopardize the operations of the corporation […]
• Human Resource Management Structure of Toyota The report also provides an insight into the role of the HR practices in the management of a large number of employees.
• Challenges of HRM: Conclusion & Solutions This is because globally, there are many changes in terms of industrial workforce demands due to the need to beat competitions and increased technological innovations.
• HR Management in Ford Motor Company First, this business strategy outlined the importance of a competent and well-motivated workforce in the growth objectives of the automobile company.
• ‘Human Resources Management’ and ‘Trade Unions’ Conventionally, the roles of trade unions have been to safeguard jobs and to protect the real earning of workers, provide them security and better working conditions and to struggle against mistreatment and uncertainty in order […]
• HRM in the Fast Food Industry: US, Germany, and Australia It should be mentioned that the term human-resource relations refers to the programs that an organization puts in place in order to ensure that the employees receive the benefits that are guaranteed by legislation.
• Nestlé’s HR Practices and Operations in India In addition, a firm that has competent employees is able to come up with different types of changes in its operations which enable it to strengthen its brand in the market.
• Cross-Cultural Management and HRM in Walmart Specifically, this study will explore the CCM approach that Walmart has deployed in the U.S.setting and compare it to the CCM framework used in the German context.
• Emirates Airline: HR Framework in the Aviation Sector A key concept in this understanding is “Universalism,” which presupposes that the adoption of universal best practices in an organization would lead to an overall improvement of organizational performance, regardless of the context of analysis.
• Industrial Relations Vs HRM Whereas industrial relations use unions in the management of people within organizations, human resource management is a nonunion employment approach that engages in the recruitment, management and development of policies in the workplace.
• Role of Human Resources Management: Policies, Programs, and Practices The secret is in incorporating every employee into the organization not as a lesser important member but for each of them to feel as an integral part of the organization and the success or failure […]
• Role of Human Resources Management in Health Care Industry Due to the increased diversity of cultural backgrounds of both patients and employee, the human resource managers should pay closer attention to the influence of globalization and technology on healthcare delivery and teamwork training, leading […]
• HRM Globalization’ Cause and Effects The transformation witnessed in the hospitality industry aims at boosting the tourism business to benefit from the resulting competitiveness by capitalizing on human resource perspective.
• Human Resources Management and Future Career The main role of the human resource management is therefore ensuring that the organization receives maximum benefits from the human resources.
• HR Management Practices: ABC Inc. In as much as ABC is determined to solve the issues arising in the case study, it is required to equip the human resource staff with a comprehensive outline of the hiring process as well […]
• HR Outsourcing Issues and Benefits Ethical In outsourcing HR, an organization should ensure that all employees act in a professional manner and service delivery is fair and is in an impartial way.
• HRM Challenges in Multinational Companies The development of such advances in technology for HR functions managements is fostered by the need of the HR department to conduct its functions in the global markets in a manner that ensures speed, costs […]
• HRM for the Service Industries This would refer to the orientation of the leader regarding the aims and responsibilities of employees. As a strategy, Delta Air Lines management has empowered employees to recognize and comment on the performance of their […]
• Human Resources Management: The Case of Carrefour in UAE The management has to define the destination of the organization and it is the employee to drive the entire firm to that destination.
• HR Management Distinguishing Features in Japan This paper will address how the IHRM relates to the performance of the economy and identify the institutional and cultural features of Japan’s HRM.
• HRM Role Within the Strategic Direction of an Organization The main aim of human resources planning is to ensure that there is the right number of employees, at the right time, at the right place, and at the right cost.
• Walmart: Global HRM To navigate international expansion, Walmart’s human resources group must create a strategic plan to analyze factors that will impact these plans.
• Broadbanding Training: HRM In most cases, the management distributes annual pay rise uniformly to all employees. In such cases, it is computed as a percentage increase of current salaries of the employees.
• HRM Strategy at the Emirates Airline The Emirates Airline invests a lot in intensive training and employee development to ensure that the team achieves the goals of satisfying customers’ needs.
• Human Resource Management (HRM) in a Multinational Enterprise In essence, the unique and diverse culture of MNEs and the institutional environment of the firms are widely thought-out to determine the explicit HRM practices in different states.
• Culture and Communication Problems in HRM Working in a team, as well as human resource management, is associated with a variety of culture-related problems.
• Timeline for Implementation: Human Resources Management It will be important to identify the steps involved when implementing this program, individuals responsible in each of the steps, the overall supervisors, funding sources, metrics used to measure the success, and problems encountered in […]
• The Effect of HRM Practices on Psychological Contract in Organisation Whenever the management makes promises to the employees when they are hired or during the normal management processes, the promise will develop a psychological contract that binds the employer and the employee.
• HRM in Singapore and Hong Kong The management of human resource in Singapore has evolved with the dynamic and competitive market environment especially since the mid 1990s to present time.

💡 Most Interesting HRM Topics to Write about

• Recruitment Techniques in HRM The use of the right recruitment technique enables an organization to reduce recruitment costs, find the best talent and reduce the time needed to hire new employees.
• HRM Practices, Organizational Commitment, and Knowledge Management Processes Knowledge management is a part of a project that defines its success and is related directly to human resource management (HRM).
• The Nature and Practice of HRM in Organisations The Gulf News and the Reuters reported that the largest bank of UAE Emirates NBD would conduct fire 15% of its employees; the board of management has confirmed this job cutting with the intention to […]
• The Public HRM Systems Based on Relatively Old Theories, Goals, and Processes The normative HRM theory The public HRM systems are founded on the normative theory that embraces both the soft and inflexible or hard HRM concepts under which the human resources management basics are anchored.
• Destructive Leadership as a Phenomenon in HR Management The authors admit that the actions believed to be destructive can help to regain the leadership position in the short run; however, the damage to the leader’s image and followers’ trust is bound to render […]
• Soap Producers and Distributors Ltd Human Resources Management The human resources management team should focus on the operating environment that employees work in; in this context, the management should ensure that employees enjoy their duties. Motivational measures should be put in place to […]
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• Work-Life Balance Essay Titles
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Human Resource Development, Essay Example

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Organizations have a department of human resources management which is involved predominantly in managing employees at the work place. This department deals with employee behavior, working conditions, welfare and policy setting responsible for organizational development. HRM defines the sphere of operations of employees located firmly within the organizational platform.  Organizations not only uphold human resources management, but, also human resources development. HRD can be referred to as a process of developing and unleashing expertise with the particular aim of improving individual, team, and work process and performance organizational system (Stead and Lee 1996).

This paper will define what human development as a field of practice, discuss its function at individual level, organizational level, and national level. It will also discuss its relationship with human resources management. It will as well discuss the benefits of human resources development, and lastly discuss the issues on HRD.

What is Human Resource Development as a field of practice?

Rouana Wendy and Gibson Sharon (2004) postulate that Human resource development (HRD) can be defined as planned learning experiences employers provide within a specific period of time to provide a good environment for performance improvement or personal growth. It entails there major areas of action namely; training, education and development. Training entails learning experiences focused on the current job of the learner, education entails learning aimed at future jobs of the learner, while development deals with learning that is not focused on the job whether present or future. HDR is unique from other human resource activities in that it adopts learning as a way of reaching organization and individual goals.Walton, (1999) defines HRD as an outcome of learning whenever undertaken’ (147).

Discuss the use/function of HRD

Human resource development (HRD) has got several functions which can be grouped into three categories

• individual level
• organizational level
• national level

In this section we shall discus the functions of HRD in each category

Functions of HRD

• I) individual level At the individual level HRD strives to make individual employees aware of the expectations other people have pertaining their roles. This helps individual employees to develop their skill and attitudes accordingly.HRD enables individuals to obtain knowledge and experience about the current job they are doing, about the job they might be involved in the future and personal knowledge not focused on job. Again, HRD provides individuals with a collaborative spirit and intergroup corporation. Individuals get enlightened on how to work with other employees at workplace as a team to produce good output.
• II) Organizational level

At the organization level, HRD enables employees develop competences through self renewal mechanisms in the organization. This enables the organization to develop an adaptation to the environment changes. HRD ensures that organizations have human capital which is competent to achieve success. In addition, HRD increases the ability of human capital through increase in knowledge, skills, and change in attitudes. Further, HRD facilitates system wide changes in an organization. Interrelated aspects of an organization which include; strategy, structure, system, skills styles and shared values are facilitated by HRD. Change in one element necessitates change in the other element. Thus, HRD works to bring in harmony this system wide change elements and make them coherent.

Human resource development creates conducive environment in an organization for individual and organizational growth through replacement of traditional assumptions about human growth with more realistic assumptions about human beings.

National level

At national level, human resources development aims at training a national wide human capital for the development of government sector. HRD provides the citizens with an equal change for literacy development in many fields. HRD helps the nation to unleash, a team of workers to provide different services according to expertise obtained.

Discuss the relationship of human recourse development with Human Resource Management.

Human resource development is predominantly concerned with the training of an individual, providing an opportunity to learn, distributing essential recourses to employees work, and all other activities of development (Kuchinki Peter, 2009, 115-120). On the other hand, human resource management deals with training and development of employees.

From the two definitions it can be clearly seen that both HRD and HRM concern themselves in training employees. Both aspects of management deal with employee’s development and performance. human resource management deploys workers and trains them to improve their competence as well HRD trains already employed works to gain knowledge and skills on the current job they are doing or any future opportunities which may arise in their line of training. Both HRM and HRD evoke common sense thinking and actions through training. Both HRD and HRM use training and development, organizational development, and career development to improve individual, team, and organizational efficiency. Individual, group/team and organization use development as their primary focus.

HRD and HRM are operationally reactive, operationally proactive, strategically reactive and strategically proactive. Although they share the above operational activities, each one performs different function.

Theoretically, HRD and HRM posses the following strategies

Institutionalism

Resources dependence

Transaction cost

Strategic choice i.e. proactive managerial choice in internal and external relationships. behavior i.e. the role of employee behavior, open systems and contingency approach. And lastly both are resource based i.e. HR as competitive advantage.

What do you think benefits most from HRD?

The organization benefits a lot from HRD program. In as much as individual employees benefit from the training and education, the organization benefits a lot from the competence of its workers. When human capital is efficient organizational development and growth is high.

Issues on HRD

HRD has many dramatic issues which touch scholars and practitioners contribution to education and training of individuals at work. The manner in which executive can be advised on how to manage needed restructuring in a way that will honor employee commitment and responsibility and other stake holders not yet well developed. Ways of enabling employees to develop resiliency in times of economic crisis without losing hope is also an issue of HRD. Further, HRD is challenged when dealing with employees who are about to retire or who have began to see that their retirement is losing value and needing to work well past the planned age of retirement. Leadership facilitation is another issue of HRD (Walton 1999).

Works cited

Kuchinki K Peter Human Resource Development International Vol. 12, No. 2, April 2009, 115–116.

Rouana Wendy E. A. and Gibson Sharon K ‘The Making of Twenty-first –century HR: An analysis of the ~Convergence of HRM, HRD and OD in Human Resource Management Spring 2004, Vol. 43, No 1, Wiley Periodicals, pp 49-66

Stead V and Lee M ‘Perspectives on HRD’ in Stewart J and McGoldrick J (eds) (ibid) Ch.3, 1996.

Walton J ‘Strategic Human Resource Development’ London, FT/Prentice Hall , 1999.

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Essay on Human Resources

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

• Essay on the Role of Human Resources in Economic Development

Essay # 1. Meaning of Human Resources :

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

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

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

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

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

Essay # 2. Importance of Human Resources:

(i) proper utilisation of resources:.

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

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

(ii) Increased Productivity:

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

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

(iii) Development of Skills:

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

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

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

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

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

(iv) Increased Volume of Output:

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

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

(v) Addition to Productive Capacity:

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

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

(vi) Raises Per capita Income:

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

(vii) Tool for Economic Change:

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

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

(viii) Improving Quality of Life:

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

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

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

Thus economic development normally involves achievement of three conditions:

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

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

(c) A consequent reduction in the number of people living below poverty line.

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

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Tomsk Oblast, Russia

The capital city of Tomsk oblast: Tomsk .

Tomsk Oblast - Overview

Tomsk Oblast is a federal subject of Russia located in the southeast of the West Siberian Plain, part of the Siberian Federal District. Tomsk is the capital city of the region.

The population of Tomsk Oblast is about 1,068,300 (2022), the area - 314,391 sq. km.

Tomsk oblast flag

Tomsk oblast coat of arms.

Tomsk oblast map, Russia

Tomsk oblast latest news and posts from our blog:.

10 November, 2019 / Tomsk - the view from above .

History of Tomsk Oblast

The development of this region began in the late 16th - early 17th centuries. The oldest settlement in the Tomsk region is the village of Narym, founded in 1596.

The town of Tomsk was founded as a military fortress by the decree of Tsar Boris Godunov in 1604. It was one of the outposts of the development of Siberia.

From 1708 to 1782, Tomsk was part of the Siberian province. In 1804, the town became the center of a separate Tomsk province, which included the current territories of the Altai krai, Novosibirsk, Kemerovo, East Kazakhstan, Tomsk regions and part of Krasnoyarsk krai.

In the 19th century, the growth of gold mining, smelting of metals, fur trade concentrated large capital in Tomsk, triggering a revival of trade. Important transport routes - the Moscow and Irkutsk tracts - passed through Tomsk.

In 1888, the first university beyond the Urals was opened in Tomsk, in 1900 - the Technological Institute, in 1901 - the first commercial school in Siberia, in 1902 - the Teachers’ Institute. By 1914, Tomsk was one of the 20 largest cities in the Russian Empire.

In 1925, the Tomsk Governorate was abolished and became part of the Siberian region. In the 1930s, Tomsk lost its administrative significance. In August 1944, the city became again a regional center.

During the Second World War, dozens of factories, educational, scientific, and cultural institutions were evacuated to Tomsk oblast and became the basis for the further development of the region in the postwar years.

In the 1950s, the first in the USSR nuclear center of the world level was created in Tomsk Oblast - the Siberian Chemical Combine. In the 1960s-1970s, oil production began on the territory of the region, a giant petrochemical plant was built - the Tomsk Petrochemical Combine.

Nature of Tomsk Oblast

Small lake in Tomsk Oblast

Author: Andrey Gaiduk

Beautiful nature of the Tomsk region

Author: Sergey Timofeev

Tomsk Oblast scenery

Author: Egor Dyukarev

Tomsk Oblast - Features

The length of the Tomsk region from north to south is about 600 km, from west to east - 780 km. Most of the territory is difficult to access because of taiga forests occupying about 60% of the region and marshes (28.9%). The Vasyugan swamp is one of the largest marshes in the world.

The climatic conditions of the southern and northern districts of the Tomsk region are markedly different. Almost the entire territory of the region is located within the taiga zone. The climate is temperate continental. The average temperature in July is plus 24 degrees Celsius, in January - minus 16 degrees Celsius. The climate in the northern part of the region is more severe, winters are longer.

The largest cities and towns of Tomsk Oblast are Tomsk (570,800), Seversk (105,200), Strezhevoy (38,900), Asino (24,400), Kolpashevo (22,200). Lake Mirnoye located in Parabelsky district is the largest lake. The main river, the Ob, crosses the region diagonally from the southeast to the northwest, dividing it into two almost equal parts.

The main industries are oil and gas, chemical and petrochemical, engineering, nuclear, electric power, timber industry, and food industry. All the machine-building and metal-working plants are located mainly in Tomsk and partly in Kolpashevo and Seversk. Oil is extracted mainly in the north-west and west of the region.

The main branches of agriculture are meat and dairy cattle breeding. Agricultural fields occupy about 5% of the territory. Wheat, flax and vegetables are grown in small amounts. Cattle-, pig-, sheep-, and goat-breeding are presented as well as poultry farming. Fur trade (squirrels, sables, musk-rats) and fur farming (silver-black fox) are also developed.

Tomsk Oblast - Natural Resources

Tomsk Oblast is rich in such natural resources as oil, natural gas, ferrous and non-ferrous metals, brown coal (the first place in Russia), peat (the second place in Russia), and groundwater. In the region there is the Bakcharskoe iron ore deposit, which is one of the largest in the world (about 57% of all iron ore in Russia).

Forests are one of the most significant assets of the region: about 20% (more than 26.7 million hectares) of forest resources in Western Siberia are located in Tomsk oblast. The timber reserves amount to 2.8 billion cubic meters.

In the Tomsk region there are 18.1 thousand rivers, streams and other watercourses with a total length of about 95 thousand km, including 1,620 rivers with a length of more than 10 km.

The main waterway is the Ob River. The Ob length in the region is 1,065 km. The main tributaries of the Ob flowing into it on the territory of the Tomsk region are the Tom, Chulym, Chaya, Ket, Parabel, Vasyugan, Tym.

Attractions of Tomsk Oblast

The sights of Tomsk Oblast include the harsh beauty of Siberian nature, the variety of winding rivers and canals, as well as monuments of wooden architecture, and other places that keep ancient legends about this land.

Undoubtedly, it is worth to visit Lake Kirek, one of the most beautiful reservoirs of the Tomsk region. It is located only 50 km from Tomsk. According to legend, a local millionaire drowned his diamonds here during the revolution in 1917.

About 40 km from Tomsk, there is a lake complex of the village of Samus consisting of seven lakes. These lakes are known for their very dark water, which is explained by the streams flowing into them from peat bogs.

Near the village of Kolarovo, located 33 km south of Tomsk, there is Siniy (Blue) cliff. It is a three-kilometer precipice descending to the Tom River. The cliff got its name due to the gray-blue shale that covers it. Several centuries ago, after the founding of Tomsk, a watchtower was installed on the cliff, from which signals were sent to the fortress.

At the source of the Berezovaya River, 40 km southeast of Tomsk, there is such an attraction as the Talovsky bowls, a natural monument of national importance. These are huge natural figures in the form of vessels of oval form, covered from the inside by birnessite - a rare mineral.

There is a tourist attraction of a global scale in the Tomsk region - the Vasyugan marshes, the largest marsh complex in the world. It is also called the “Russian Amazon”, because the Vasyugan marshes are not inferior to the famous South American river by their scale.

To the collection of sights of Alexandrovsky district of the Tomsk region, the most distant from the regional center, we can add Lake Baikal, the namesake of the famous lake, Goluboye (Blue) Lake, Malyye mountains (highlands) in the valley of the Vakh River and the Paninsky reserve, where the ancient burials of the Khanty and Ostyaks are preserved.

On the right bank of the Ob River, more than 200 km from Tomsk, the village of Mogochino is located. St. Nicholas Convent can be found here.

In Tomsk itself, plenty of monuments of wooden architecture deserve attention. In total, there are more than 700 objects, including 109 monuments of federal and regional significance.

Also in the Tomsk region you can visit more than 100 museums (most of them are located in Tomsk). The most popular museums are the Museum of History of Tomsk, the Memorial Museum “The NKVD Investigative Prison”, the Museum of Wooden Architecture, the Tomsk Regional Art Museum.

Tomsk oblast of Russia photos

Pictures of the tomsk region.

Abandoned village in Tomsk Oblast

Author: Sergei Loyko

Orthodox chapel in the Tomsk region

Winter in Tomsk Oblast

Author: Koshkin V.

Field road in Tomsk Oblast

Author: Dolgin Andrey

Country life in Tomsk Oblast

Author: D.Lebedev

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