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In the field of business, the word “manage” is used to handle something. The word manage is defined as the skill of any person through which he can handle something. In organization’s perspective, manage is a word that can be used for handling the workforce so that the employees become more productive in order to achieve the goals, aims or objectives of an organization. Managing the people or workforce of an organization is a difficult task that requires a lot of efforts. One cannot simply understand the behavior of the people.

In an organization, there are many different people from many multiple backgrounds who are work together and create problems for the managers. However, it is easy for the manager to manage those people who have similar goals and objectives. If the people are in a process to achieve their common goals, then it does not matter how each person is advancing towards the goals, however the achievement of goal is important for the manager. When a numbers of people are working together in order to achieve a similar goal, they usually put their differences aside and always try to achieve their goals or objectives.

It is necessary for a manager to be efficient in the interpersonal skills that helps him in order to deal and communicate with different types of people. Employees are an essential part of an organization as without them an organization cannot achieve its goals and objectives. They are the people who drive an organization. If someone wants their organization to perform better, then their labor should always remain productive.

A former businessman who is very successful at his time quoted that “Management is nothing more than motivating other people.” Hence, it is important for the manger to have some knowledge through which he can manage the people. It is essential to those who are managing the people can also lead the workforce and design all the objectives of an organization. This thing will give an authority to the leader and he can freely administer the group of people.

Teamwork is one of the most important factors while working on task whose goals are common for their team members. A team who has experts in the teamwork can easily achieve the goals and objectives of an organization. In an organization, there are several managers who are working on the teamwork wants to determine that how one use improve teamwork and improve the performance of the organization. When more people can work for a common task, then there is high probability of generating ideas. The more the people, the more the variety applied for the purpose of goal achievement.

Most of the times when there are many people attached with the task, ones who have same objectives and goals, usually achieve their goals. It can rarely happen that the people who have shared same goals and objectives are failed in order to achieve the task. It is essential for the team leader to have a good understanding with all the people who are representing the group so that he has the knowledge about the strength and weakness of each individual of the group. Manager should divide the responsibilities of all the team members in order to know the pros and cons of his team. Team members are also obliged to understand their duties and do the things on which they are good. Those who are good at their work can try to hide the weaknesses of other people by helping them while working on the task.

The main purpose of the human resource managers is to facilitate their workforce so that they will achieve the goals and objective of an organization and they can also increase the productivity of the organization. There is only one reason that is why the company or organization can invest a huge amount of money in the workforce of an organization is they want to increase the productivity level of an organization. The workforce of an organization is the most important task of an organization. An organization has the responsibility to manage the workforce in a manner so that they will not lose their direction while working on the task. Most of the times, the organizations can use some tactics through which they can manage their workforce and it can automatically increase the quantity and quality of the performance of the workforce. The performance of an organization can be decided by seeing their outcomes. There are numerous people who can work for the organization who have a tendency to become a part of the team that can assess the performance of the business. Hence, it is proved that an organization cannot prosper without having the good workforce.

Human Resource Management Practices

Since the quality of the competition is increase, the managers are starting to focus on changing the work environment. For the purpose of changing the environment, it is important for the managers to realize and follow different methods that are used in the management. Competition in the market can change the thinking styles of the managers from systematic thinking to managerial practices. In result, that can help in introducing the corporate culture in the organization and it also increase the commitment level of the employees towards the organization without uses the resources of an organization extravagantly. Hence, after reading all the given material one can easily understand the need of the human resource management in the organization.

Furthermore, there are three main areas that have been discussed in the human resource management at an international level. The three main areas of the human resource management are Assessment and Compensation, Staffing and Training and Development. These activities of the human resource management are considered as the principles of the human resource management. Generally, staffing activity in HRM is defined as the activity through which an organization can fill the vacant position of the management. For the position of top management, an organization can always select a person who is in conceptual skills. A person who is good in all the three skills that are used in the HRM can be suitale for the middle management position. The person who has a great command in the interpersonal skills can be hired as a lower level manager. Assessment and compensation is also a HRM activity that examine the quality and nature of the person who are ready to join the organization, in addition, after that an organization will pay him on the basis of his assessment. Lastly, the activity of training and development has an aim to learn the expertise to the new workforce who is recently joined the organization so that they can quickly understand the culture and working procedure of the organization. All these activities in the field of human resource management are very essential.

All human resource managers can understand that they must acquire some of the aspects of the human resource management that include cultural, social, legal aspects and all the necessary skills which are important in order to apply the human resource practices. Identification of the cultural sensitivity and the ability of how one can handle the responsibility can develop good employees for an organization. The awareness of the skills is also necessary for an employee.

Nowadays, the human resource management is used everywhere in the world. There are four main key roles of the human resource management. The roles of the human resource management are strategic human resource management, management of firm infrastructure, management of employee contribution, and management of transformation and change.

Strategic Human Resource Management

This is the first role of HRM. Nowadays, organizations have become more strategy oriented. It can translate the strategies of an organization into the goals and objectives.

Management of Firm Infrastructure

This role of HRM emphasizes that the HR managers should have the abilities so that they can redesign the processes or reengineer the activities of the organization.

Management of Employee Contribution

This role of HRM is focused on the employees who have the responsibility to fulfil the needs of an organization.

Management of Transformation and Change

Lastly, the fourth role of the HRM is concentrating on the change in the organization. It emphasized that the employees should work as catalysts that will bring a change in the structure and working environment of the organization if it is necessary.

 

Introduction:

An organization must recruit and keep the most educated, proficient, gifted, and creative individuals. Human Resource Management Strategy is associated with recruiting of best potential associates. Different models, academic theories and estimates are associated with human resource management strategy. Human resource management is a term that’s indicating that recruiting should not be only handled by staff supervisors, pay, and dispatching, but should optimize the utilization of the human resources of an organization.

People are the greatest assets of an organization; without them, regular business functions including dealing with customers, making company transactions, conveying through all types of media, and handling cash flow couldn’t be finished. Today’s organizations are constantly changing and evolving. Organizational change affects not only its workers but also the company. To be able to optimize organizational effectiveness it is important that human resources, people’ abilities, time etc. must be handled properly. Human resource management works to make sure that workers can fulfil with the vision of the organization.
The human resources supervisor is in charge of ensuring everybody who qualifies for insurance has the possibility to register for an insurance plan. In addition, they are in charge of making sure all workers get vacation days and they may be capable to talk to the human resources supervisor to be able to solve the dilemma, when an employee has a dispute of these holiday days or time they’ve taken off. The human resources section also is in charge of settling disputes between workers, including harassment and sexual harassment claims. The human resources department can try to rectify these claims independently, which may lead to isolating the accused man from the office. Then the claim may be taken to court if the harassment claim is quite serious and can’t be decided by the human resources department also as company may suffer and get distracted from its business. Thus, it is necessary for human resources management to take care of all harassment issues ensure that the work environment is safe for all workers.

Individuals aren’t fine working in a place where their security is being undermined or where they’re being harassed. Harassment doesn’t only contain sexual harassment but in addition other harassment that affect race, sex, sexuality, and other inclinations. It is necessary that businesses have management team and a human resources department to be able to keep all workers at the firm collaborating together for the firm. Human resources function helps its own workers and the business work collectively.

HRM staff in bigger organizations may contain human resource specialists and human resource generalists. While the HR specialist focuses attention on just one of the seven duties as the name indicates, an HR generalist is regularly involved with all seven HRM functions.

The theoretical area is based mainly on the premise that workers are people with changing aims and needs, and as such shouldn’t be considered as fundamental company resources, like filing cabinets and trucks. The subject takes a favorable perspective of workers, assuming that the primary barriers to their efforts are lack of knowledge, inadequate training, and failures of procedure, and that nearly all want to contribute to the success of the business.

Human resource management is a program that allows companies to attain long-term goals and short term. It calls for a coherent and strategic way of the managing of organization’s staff. International human resources may also be defined as the area of an organization that’s tailored to take care of management, the recruiting and supply of direction and change of an organization worldwide. Multinational companies are primarily comprised of an international human resource department that’s in charge of managing the running of the employees in the organization. The performance of an organization greatly relies on how well its human resource is handled by the company. International human resource management accounts for coordination and the smooth running of the many functions within the organization. Human resource managers running these sections are in charge of managing return of people, international transports as well as preparing associates to work in diverse workplace environment. They’ve high managerial and social skills applicable in commanding and coordination. Also, to make sure the business appreciates exceptionally competent staff; they should be really capable of identifying the possibility of the applicants.

These practices should be concurrently used to attain the set aims of the organization. The practice includes tasks of preparing and training work force, honing of abilities, staff management and training. This also include recruiting, time scheduling, performance appraisal and management, benefits along with annual leaves management. All these really are the important actions that the employees of any organization require. Several problems are faced by international human resource management on the basis of the area of operation. The problems are additionally as an outcome of the models which exist.

In conclusion, it may be seen that international human resource gives a worldwide framework for growth, the direction and control of employees in a transnational organization. Yet, faced with cohesion problems and ethnic diversity, the coordination within international human resource is constantly a challenge to each organization.

 

Recruiting:

Recruitment is defined as the pursuing or acquisition of potential employees or future new employees for the organization. Recruiting is an important function for an organization to hire its employees. Both the job specifications as well as the job description are useful tools for the staffing procedure. In well-established organizations, an employee requisition should be submitted to the HR section that defines the exact date the worker is required, the department/function, as well as the job title.
Not only must the HR section brings in applicants that are qualified through job postings and alternative types of marketing, but nonetheless, it also must help in screening candidates’ CVs and bring in those with the appropriate qualifications for interviews. The final say in choosing the potential candidate will most likely be the line supervisor’s, assuming all Equal Employment Opportunity conditions are satisfied. Other on-going staffing duties demand reviewing present job evaluations and job descriptions to ensure they correctly represent the present position and planning for new places.

Salary and Benefits:

In the ideal scenario, workers believe they’re paid what they’re worth, are rewarded with adequate benefits, and receive some inherent gratification (great work surroundings, fascinating work, etc.). Compensation ought to be legal and ethical, decent, reasonable and equitable and cost effective.
Performance appraisals not only help in establishing salary and compensations, but they’re also instrumental in identifying methods to help people prepare for future opportunities and enhance their present situations. As the construction of organizations continues to transform–through growth or downsizing –the need for training and development plans keeps growing. Getting or enhancing new abilities is part of some other region of HRM, called development and training.

Human Resource Training:

Training has advantages to the organization as well as to the person being trained. Some of the advantages are reducing the learning time for new hires, educating workers the best way to utilize new or upgraded technology, decreasing the number as well as price of injuries because workers really know the best way to control a machine correctly, providing better customer service, enhancing quality and amount of productivity.

The training is dependent upon the availability of budget, the amount of time students have, along with the content that is being learned. One kind is teacher-led training, which usually enables participants to see a demonstration and to work together with the product first hand. On the job training and apprenticeships let participants develop new abilities as they continue to do various facets of the jobs. Computer-based training provides students at various geographical places accessibility to content to be learned at suitable times and places. Simulation exercises give participants an opportunity to learn results of various choices in a nonthreatening environment before using the theory to scenarios that are in real-time.

Training targets the current job, while development concentrates on providing actions to allow for increase in ability and to help in expanding knowledge quotient. Rapidly evolving organizations must come up with a coherent and more focused way of handling employees. The same way a company needs information technology strategy or a promotion; it needs individuals’ strategy or a human resource. Hence the two crucial questions have to be addressed in developing this type of strategy.

What types of people do run and you have to handle in the organization to fulfil your strategic business goals? What initiatives and plans should be executed and be designed to attract, develop and retain staff to compete efficiently?
To be able to answer these questions three essential aspects of an organization should be dealt with. These are:

Organizational Culture: management style and the beliefs, principles, standards of the organization.

Individuals: staff’s skill, the ability levels and capacity

Human resources systems: the mechanisms which produce the strategy – etc., worker choice, communications, training, benefits, livelihood development.
Often in managing the people component of their company senior supervisors will solely focus on a couple of measurements and disregard to take care of the others. Usually, firms reorganize their structures to make the managers free from bureaucratic processes and drive for entrepreneurial dash but then doesn’t this thing with the reward systems.
When the entrepreneurial quickness that is wanted doesn’t emerge; managers often seem lost at the evident failure of the changes to produce results. What’s needed is a tactical standpoint geared toward identifying the relationship between all four measurements.

Should you require an organization which actually values quality and service you not only need to retrain staff, you also have to review the evaluation, benefit, organization and communications systems. The reward and pay system is a classic issue in this place. Often organizations have reward systems that were created throughout the volume of output generated. Should you subsequently seek to come up with an organization which highlights the quality of the product you need to alter the pay systems. Otherwise a contradiction is faced in what staff is supposed to be doing and what the chief executive is saying about quality.

Final Words:

It simply will not cut in a world where performance that is quantitatively proven is the only measurement companies care about. In this high speed, new world, the top companies place a great emphasis on the choice of of work, and how the work should be done by the employees and also make sure that the employees have top notch compensation appropriate for the requirements of the said jobs in the organizations. Hence, an organization must recruit and keep the most educated, proficient, gifted, and creative employees. Gifted employees need a chance to shine in an organization with an assignment that is important and they must also be allowed and given room for growth.

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