Effective management of human resources is essential for business success

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Human Resource Assignment Question

Write an essay on the following topic:
The Effective management of Human Resources is esstential for business sucess

Write your essay by addressing the FOUR following tasks:
1. Literature Review. This will focus on a summary of the VIEWS presented by at least three sources.
These writers’ views should consider / examine the role that effective human resources management has in business success.
2. Describe and explain BOTH the purpose and functions of Human Resource Management (HRM) for business success. MOVE 3 should consider the importance that HRM has for business success. Move  should not be trite. Support your response with reference to relevant and appropriate sources. At least two sources must be used.
3. Choose one of the functions of HRM that you have referred to in Task 2. Examine and explain, in some detail, its relevance to business in the 21 st Century. Support your response with reference to relevant and appropriate sources. At least two sources must be used.
4. Choose one of the following issues or concerns related to HRM:
a. Diversity in the workplace,
b. Fair and transparent recruitment processes, or
c. Exploitation of workers, such as international students (such as the 7/11 case in August
2015).
Task – Examine and explain why your

Human Resource Assignment Solution

Efficient managing of human resource is the key to attain organizational success, as; human resource management helps in effective and efficient utilization of the various resources of an organization (Igwe, 2014). Abiding by the external and internal set of regulatory policies the human resource management function has evolved over decades and grown to an extent, to become an integral part of an organization’s function. The human resource management function has grown in leaps and bounds from just an operational function of record keeping, development of trade unions and welfare function like salary and wages that were managed manually to that of policy formulation and strategic planning, starting from employee welfare, human resource planning to that of knowledge management and decision support systems, all formulated under designed software and computed processes (Zhang et al., 2012). All such functions are targeted towards efficient and effective management of available resources to fight the competition that has evolved in the business platform in the 21st century by making use of the most important resource, that is, the “human resources” of the organization. The intention of this discussion is to bring out the various functions and purposes of human resource management, with validation of its importance in an organizational scenario, as has been identified in the 21st century has been under-estimated highly.

Various sources have examined the role that effective human resources management has in business success. Diversified viewpoints from critics, range to an extent, that explain human resources to manage the biggest problem, of employee retention, as faced by organizations resulting from widespread opportunities and competition, to that of performance management and knowledge management that have become the basic tools for smooth functioning of an organization (Jain, 2011). Along with, playing the diplomatic role, to be working in accordance with the employer and employee, is typically a challenging function for the department, be it hiring, firing, employee or employer benefit based decisions all are quite complicated when the function is to work on behalf of both employer and employee (Igwe, 2014). Consecutively, a different perspective has been put forth by analysing the Chinese firms, in a study conducted by ILR School under Cornell University, that is a centre of advanced human resource studies. The study argues the importance of implementing demographically specific HR models, designed based on the independent dimensions of a particular market place, against the western model of human resources to be commonly followed by all markets across the world (ILR School, 2010). Better results have been identified in using market and demographic-specific HR models in terms of high performance against the common one. None of the viewpoints validates the full coverage range of the functions and purposes of human resource management. Each of them has just tried to bring out major purposes and functions, but in the core of every organizational activity lies a hidden contribution that the human resource management function plays in business success.

Human Resource Management (HRM) has numerous purposes and functions in helping a business to achieve success. Some of the important functions include appropriate decision making in areas of hiring, welfare management of employees, employee retention, performance management, monitoring implementation of human resource management systems, job analysis, managing employee relations and many more (Igwe, 2014). Simultaneously the contribution of knowledge management, human resource planning and personnel management, which majorly contributes in attaining business success, cannot be overlooked, that are among the major functions of human resource management (Zhang et al., 2012). All the functions mentioned above are supported by the objective of the attainment of success in business. Though, definite purpose stands behind every function. Majorly functions of appropriate hiring, employee retention are targeted towards the managing cost for the firm by reducing the turnover ratio (Jain, 2011). Along with, monitoring software implementations hold the purpose of avoidance of system failure. Other functions of human resources are performance management and reward based on performance, that include sub-functions like job analysis are targeted to motivate the employees along with keeping a check on the effective and efficient attainment of goals, so that the best performance can be delivered at the workplace resulting in business success (Jain, 2014). The case when analysing the example of Continental Airlines who implemented a smoothened process of performance management as part of strategy change brought in huge success as the result of the change (Jain, 2014).Importance, that HRM has for business success would be an underestimation if measured function-wise. The depth of impact of business success, as credited to human resource management, can be understood by the changing face of the human resource management system, an implementation of which is an inseparable part of business and helps attain the breakeven point in production that has been identified to be the key to business success (Igwe, 2014).

Of the numerous functions of HRM, the one that is most significant is performance management. Its relevance to 21st Century business is evident from the percentage, which is as high as 26%, which effective performance management of employees can contribute to business success (Wendt, 2014). With the adoption of lean operating models and flexibility being chosen as a competitive strategy, appropriate performance management is highly recommended; even to retain back employees with providing them quality motivators and benefits. The process that was majorly followed over the past year included identifying, measuring and accordingly developing the performance by creating a link between the performance and organizational objectives. From this cost-containment process, the function has evolved to be a 360-degree analytic tool, that goes beyond just ranking employees based on identified dimensions, which call for taking ownership of actions, achievements and contribution to organizational success (Wendt, 2014). Several challenges have shown up in

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