Any organization is as good and competent as the people it is comprised of. Some would say that with the advent of technological era the role of human being in production of goods is steadily on the decline – that is, machines and high-tech tools replace people in their traditional roles. However, if anything it even increases the role of every human being – although it is quite possible to replace man with machine in a position of manual labor, there will always be need in people performing creative and intellectual tasks.
And Human Resources Management, or HRM, is the function that looks after this issue. In a nutshell, the chief task of HRM is to recruit new employees, manage the already recruited ones and provide direction and development for them.
However, nowadays it is much more than the department that deals with hiring and firing – HRM is supposed to look after the company’s employees, make sure they are motivated to do their best for the company’s sake, define perks and benefits they are to receive in order to make sure they don’t want to leave, manage their general performance, define new ways the entire organization may develop in future, deal with health and safety issues, define training programs that will increase the value of employees.
In addition to that, HRM defines the overall corporate culture in what concerns relationships between the company and the employee, with the main goal being to provide a work environment that would be optimal for maximum performance, fulfillment and job satisfaction on the part of the employee. Truly effective HRM makes sure both the company and its employees are satisfied: employees get good jobs they wouldn’t want to change, self-fulfillment they won’t find in other companies and feeling of being in their right place, and the company gets highly productive, happy and efficient employees who are in no hurry to leave and are going to increase the value of the company in the long run.
All in all, proper HRM aims at using the available limited workforce in the most efficient way possible, increases its amount when necessary while constantly working on improving its quality.
There is yet another function that falls within HRM’s jurisdiction – disputes and problem-solving. No matter how good the general relationships between employees and the company are, how respectful the company is towards its members, how careful it is about selecting candidates for the jobs, there will be problems. It is HRM’s job to make sure there are as few of them as possible, but they cannot be ruled out altogether.
In case of disputes between the company and the employee HRM should, on the one hand, aim at resolving them peacefully, and on the other – has to be prepared for aggression, i.e., maintain compliance with local, federal and state labor laws and communicate with employees on all levels in order to, if possible, prevent the escalation of problematic situation.
While HRM is often perceived as a secondary function of any organization (after all, it hasn’t been created for the reason of moving its own employees around), its importance can hardly be overestimated. Although they may not be immediately evident, HRM mistakes may bring about a host of problems ranging from annoying to catastrophic. High turnover rate, low productivity, discontent among the employees, lawsuits due to discriminatory actions or implementation of unsafe practices, general incompetence – all this and more is a result of poorly organized HRM.
Thus, it can be said that although HRM is always in the shadow of organization’s primary function and goal, it is what, to a very large extent, determines its effectiveness.
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DEFINITION AND CONCEPTS OF HRM
Human Resource Management or personnel management is one of the trends of modern management, aimed at the organization and development of human resources in a particular company. The primary purpose of any HRM department is hiring, training, improving and motivating of employees. The HRM process involves formation, arrangement, creation, and development of human resources of an organization.
If your goal is to become an HRM specialist, you should keep in mind that Human Resource Management research paper is one of the common assignments where an individual opinion or fact has to be demonstrated with help of references and arguments (if required). This discipline is continually developing, so students need to be aware of every piece of this change. To complete HRM assignment effectively, one has to pay attention the information below.
HRM is a human aspect of business management and interactions between the organization and its employees. The principal target of staff management is to ensure the best use of the company's human resources so that the employer can obtain the greatest potential benefit from their skills, and workers would get the maximum possible payment and psychological satisfaction from their toil.
In 1911, American Frederick Winslow Taylor contributed a lot of efforts to HRM field by publishing his book titled "The Principles of Scientific Management," a deep and professionally written HRM review, which highlighted the meaning of human aspect in development and progress of various companies. He was one of the first to study performance and behavior of people at work. Taylor assumed that the production process would turn out to be more efficient if specialization and division of labor were expanded and increased.
Over time, human resource management moved to a separate area, and the first task of a new-formed department was the efficient organization of employees, and then their motivation when performing different job assignments.
Human Resource Management is a complex discipline with a broad range of issues, which can be developed in one's HRM term paper. This science, first of all, studies management problems of personnel by a long-term strategic policy of the organization. Its main objective is to maximize an efficiency of hired employees. The personnel management departments are charged with the task of recruitment, selection, and retention. They are also responsible for promoting and rewarding employees. Besides, HRM departments deal with employees' wages, their safety and health through keeping a normal working atmosphere among workers, high business ethics, and corporate culture.
WRITING HUMAN RESOURCE MANAGEMENT PAPER
For each student, nothing is scarier and much time-consuming than HRM essay writing. Such assignments allow students to show an in-depth understanding of a topic based on reading and research.
An essay is a small piece of work written in a free literary style where a student expresses his/her personal opinion on specific topics or issues. The primary purpose of this type of educational task is to teach students to form and express their personal attitudes or opinions. The implementation of theoretical component in the paper on personnel management involves a deep analysis of the object and subject of study; in other words, in this case, a simple essay can turn out to be Human Resource Management case study.
Before completing any task, you should conduct a detailed study of the subject that you have chosen to write about. One of the best ways to understand how to write a term paper on Human Resource Management is to read a few useful guidelines. You also need to be aware of what is a proper paper structure. Every paper should have a short and intriguing introduction, main body that shows key ideas and arguments, and conclusion part, which summarizes all information mentioned above in your human resource management article.
It sets the scene for the whole paper like a "road map". Chief purposes of introduction are to introduce the chosen topic and give background information. The introduction moves from general to specific statements that will be discussed in the body. Try to keep it brief but mention all main ideas. Be creative and try to write an opening part that will grab readers' attention.
The body is the longest part of your HRM case study; it can contain as many paragraphs as necessary to link together and develop your arguments or discussion of the topic. Usually, a paragraph should have four to six sentences as a minimum. Note that these requirement are the same for your human resource management report.
The purpose of conclusion is to summarize key points and restate your main arguments. Do not repeat statements and ideas that were in the body. This part of your HRM dissertation or other academic paper leaves a final impression; taking into account this fact, you have to demonstrate your readers why this paper is useful and meaningful.
It should be noted that not everyone is great at this kind of writing, should it be HRM articles or anything else. It can be difficult to write an essay so you can find term paper samples to help you. Those, who already have experience in writing and publishing articles, essays, notes in newspapers and online publications, can compose an excellent work.
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