Human Resource Assignment Help

Human Resource — popularly known by its abbreviated form (HR) — is defined as an expression of an organizational belief in the employee element of that organization's success. The expression is purely used to put into place a strategy to drive innovation, productivity and share price by encouraging the workforce toward excellence. Human resource is also at times referred to as human resource management (HRM). It is basically the process of employee management with emphasis on the employees as assets of the business. The process includes recruitment/hiring/talent acquisition, providing proper induction and orientation, offering training and development skills, performance appraisal of the employees, making the employees aware of the compensation and benefits, motivating and maintaining public relations and also maintaining the employees’ safety. In technical terms, HRM is referred to as strategic approach that manages the relationships among employees while putting an emphasize on leveraging people’s abilities and potentials to achieving competitive advantage which can be attained through a distinctive set of employment programs, policies and practices (Bratton & Gold, 2012).

In human resource management assignment writing, composing HR essays is the most common task that students are entrusted with. But human resource module is not all about writing HRM essays, it involves many types of assignment like human resource management case study, research paper assignment on human resource management, term paper assignment on human resource management etc. So the students need to take human resource management assignment help and human resource essay help from experts to accomplish these tasks within the given time limit.

What are the Primary Responsibilities under Human Resource Management?

The ability to meet business needs by managing valuable resources is one of the chief responsibilities of the human resource or HR department. There are several HR areas or disciplines where the department has to perform a number of essential functions. Here is the list of roles carried out by the HR department:

Recruitment and Selection

The HR team delivers value to the organization through the process of recruitment and selection. The organization gets the opportunity to identify strong and weak performers and engage suitable applicants in employment conversation.

Workforce Planning

The HR department’s job responsibilities start with workforce planning. Under this process, discussions on the kind of workforce and skills required take place.

Remuneration

It is all about how much to pay the employees under the heads of salary, incentives, wages, etc. But it is more than just a paycheck. Paying too high or too little can hurt the organization’s position in the industry or job market.

Job Analysis

It is one of the core activities that the HR department performs. Job analysis requires writing the job description, choosing the right applicant and do career planning as well. These are considered as critical amongst all activities.

Training and Development

Through training and development, the HR team transforms employees from ‘B grade players’ to ‘A grade players’. This kind of training can turn weak employees into competent employees and the existing competent employees to indispensable ones.

Industrial Relations/Employee Relations

This is a new addition to HR functions. Under this, the HR has to provide advice on employee legislation, draft, consult on policies and manage risk.

Organizational Development/Change Management

The HR department has to figure out the progress plan. It is all about rough challenges and bringing about strategic changes to overcome the challenges and adapt to new opportunities.

Orientation

Orientation is the significant step of any HRM department to help new employees to adapt to the new workplace environment. It is mainly a method to make your employees get acquainted with the certain aspects of the new jobs, such as pay, benefit programs, the company regulations that have to be maintained, working hours, etc.

Performance Appraisal

It is a method to monitor employee performance. The employees at the HRM department are responsible for administering the performance appraisal process, although the actual employee performance is assessed by the supervisors or managers. Apart from promotion or higher pay, feedback and comments from the employees are received through the performance appraisal process.

Keeping Records

This is the oldest function of any HRM department in an organization. Record-keeping involves documentation, maintaining files, retrieving information related to the employees for various purposes, archiving the employee’s applications, health and medical records, employment history, pay-scale, hours of working, absenteeism, seniority list and other employee information. All this needs to be maintained by the HRM department. The records that the HRM professionals have to maintain or provide are the following:

The responsibilities of HRM department are changing with each passing day. The areas of HRM functions are broadening, keeping in pace with the changing world economy and altering structure of the business. Students, pursuing HRM module, need to remain updated with the recent development in this area for managing human resource assignment effectively.

Is there any Difference between Human Resource Management and Personal Management?

Many students who have little knowledge about human resource management use these two as synonyms. But the fact is human resource management is an extension of personal management and has replaced traditional personal management completely in modern times. In earlier centuries, when human resource management was not widespread, recruitment and payments of the employees were accomplished by personal management team in the company. With the growing need of employee management, human resource management emerged as an alternative over the traditional personal management.

Some experts claim there is no significant difference between these two concepts. They can be used interchangeably. On the other hand, a group of experts pointed few differences between them.

Comparison Chart

Key Differences between Personal Management and Human Resource Management

The main differences of these two management concepts are as follows:

Human Resource Management Vs Human Capital Management

There are noticeable dissimilarities between human resource management (HRM) and human capital management (HCM) recorded by experts, but at the same time, they cannot deny how indifferent these two management concepts are. The most important is they both deal with human resources (manpower) of the organization.

Is Human Capital Management the new name of Human Resource Management?

In earlier days, there was not much competition or workload. Employers need not focus their attention on the employees’ well-being, safety and development. In the later centuries, many Statutes and Acts came into action to protect the employees’ values and rights. Therefore, the need of human resource became undeniable. Consequently, employers turned their focus on building skilled manpower and fulfilling their professional need in an organization. Employers gathered personnel who would be responsible for treating the workforce as capital or asset of the organization. The function of human resource department became more sensitive with days. Hence, it is now more popularly known as human capital management.

In general, human resource management and human capital management possess many similarities. But it also has some basic differences which are described below:

Although there are few similarities and dissimilarities between HRM and HCM, from the above stated points it can be concluded that both concepts hold their significance in the organization.

An Ideal Model of Human Resource Management

The human resource management model involves all the responsibilities the HRM department has to fulfill. If the responsibilities are fulfilled effectively, it enables the organization to create a willing workforce that works towards achieving organizational goals and objectives. Many forces like technology, economy, politics, law, organizational conditions influence the environment. Here is a graphical representation of the human resource management model developed by the Harvard School:

If you are asked to develop an ideal HRM model for certain company, you can use the above reference and create an HRM model on your own. Our human resource management service is at your disposal to assist you with the coursework needs. Any problem arising with HRM assignment writing or in understanding the fundamental of HRM or even gathering research material from the sources, our HRM assignment experts will be glad to help you out.

The Changing Focus of Human Resource Management

HRM is an organizational practice that every corporation engages to make sure its people have proper tools to deal with all issues in an organization. The areas HRM deals with are recruitment, affairs related to compensation, talent acquisition, managing performance of the existing employees, development of organization, wellness and safety of the employees, motivating employees to achieve organizational goals, administration and conducting training session to elevate the efficiency of employees.

In other words, HRM is a strategic approach that organization takes up to manage its people, environment and culture. An organizational with effective HRM enables its people to contribute towards the growth of the organization and achieve organizational goals and objectives. This is the traditional description of responsibilities that any HRM in an organization has to fulfill.

But HRM has taken a major turn from the traditional path during the last few decades; the responsibilities of HR manager being upgraded. Instead of administering or handling transactional roles, the HR personnel are now expected to add value to the strategic utilization of employees’ potentials, propose employee recommendation program to ensure employees’ performance growth and implement them in operation with measurable ways.

With the increased market competition, employees are considered as the most valued source in many industries. Employers register the fact that skilled and nurtured workforce is the only way to keep an organization running in the competition.

Revised Roles of Human Resource (HR) Manager

The HR managers no more take directions from the executive team; instead of taking directions, they are now authorized to sit in the executive table and recommend approaches, business solutions and processes that work to enhance the workability of the employees. The revised roles that employees in HRM department are accountable to are discussed below:

The shifting focus of HRM can be a productive topic for you to write upon; you as a researcher can raise different aspects that HRM department is experiencing in the modern day context. In case you need a hand with your research and writing the paper, remember that HRM assignment help and human resource essay help is available 24x7. In case, you need to refer to human resources management examples, you can visit our ‘sample’ section where you can find numerous human resource management samples in PDF format.

Human Resource (HR) Policy

Explanation

By definition, it is a fundamental statement that directs how employees should be managed under the roof of an organization. In other words, the human resource policy refers to the codified, systematic and disseminated set of rules that decides and regulates how HRM department should work in an organization and how human resources will be treated in order to fulfill the organizational objectives, along with the rights and responsibilities the department and management will be bestowed upon.

In past, organizations have experienced disputes, divisiveness and dissatisfaction among the employees because of the absence of human resource policy. Some organizations do not have a policy at all. In some cases, human resource policy refers to some vague guidelines that are dependent on the mood, attitude and discretion of the supervisor. The only remedy that modern organizations can come up with is assembling a set of rules that cover all sorts of issues likely to be concerned with the workplace.

Characteristics

A human resource policy should work to fulfill several functions in an organization. Firstly, the organization should have the rules and regulations in a written format; it should be penned down in a format that guides the supervisors and manager to follow the specific rules and regulations. There are several characteristics that ensure that a human resource policy is usable and will benefit the employees as well as the employer of the organization. The characteristics are described below:

Students are often asked to put up an academic paper that explains human resource policies. Sometimes, due to lack of knowledge or time crunch, students fail to produce the quality that is expected of them. This is why they prefer taking human resource management assignment help from reliable assignment service providers like MyAssignmenthelp.com.

10 Best HR Practices of High Impact Value

There are numerous best practices that organizations adopt to provide better services. Some of these depend on the size of the organization, history, culture and even the leadership style they adopt. But there are few that provide highest impact of all. We here describe 10 best HR practices; you will get to know the summary of those practices and how impactful they have been on the organizational behavior.

Well-structured Administration and Business Case Development

The HRM department has to have a clear understanding of businesses and working relations among the business leaders. These tasks can be achieved by engaging business partners in the governance and planning processes. This engagement will help the organization to ensure business alignment.

Enforce Advance Level Workforce Planning Capabilities

Organizations, advocating high-impact HR policies, implement the advanced workforce analytics into their operations. This action allows the HRM department to translate information related to business and the external workforce-segment information into usable condition that the organization can make use of it or distribute to business leaders.

Enforce the ‘Right’ HR Philosophers

High-impact HR organizations attempt to ensure that the employee get a suitable environment that helps them achieve as individuals and team member towards the organizational success. The most effective HR policies concentrates on fostering innovation and collaboration or constructing a positive employee environment, whereas, the least effective philosophies concentrate on cost-cutting efforts and efficiency.

4Decrease Administration Task for HR Partners

This function varies widely from one company to another. The high impact-making HR organizations use this function to advice the business leaders, doing workforce planning, developing leadership skills, focusing on decision-making process and executive coaching. On the other hand, when this function is not properly and the focus is more on the administrative duties and receiving orders, the HRM department fails to work efficiently.

Enforce a Flexible Design for HR Organization

No HR structural model has proved to be the final formula of success. A few structural features, however, play a crucial role in HR success: one of the significant is flexibility. When business needs structural changes, the HRM department is capable of making those changes.

Enhance Direct Employee-related HR System

The driving factors to overall effectiveness of the organizations of HR functions are community building and self-service elements. The HRM department uses knowledge-sharing portals, management dashboards and web-based recruitment tools to provide efficient services to all HR stakeholders and various clients. The HR functions with user-friendly systems are considered as twice as effective.

Assess the HR Business Metrics and Operations

With days the measurements strategies in various organizations have matured to ensure effectiveness and efficiency of the business. Measurement strategies involve both operational measures that are dedicated to administer the HR functions and strategic business measures that support the business decisions.

Enhance Internal HR Skills

While focusing on the employee development company-wide, the HRM department ignores to assess the development of its own employees. The world of HR is constantly changing; therefore the need of skilled professionals is also increasing. So the high impact-making HR organizations should invest good amount of time and resources to ensure the team members’ competence growth in areas of change management and relationship management. Organizational resources should be invested to develop the business and industry knowledge of the team members, command over best practices as well as the usage of social media tools and other modern technology.

Develop Line Manager’s Capabilities

A common mistake that many HR departments commit is distributing limited HR resources in an attempt to satisfy every stakeholder directly. High-impact HR organizations always prioritize their focus on HR resources on enhancing the capabilities of the line managers. This action helps the HRM department to work with line managers in partnership rather than work around those who might be ill-prepared and incompetent.

Outsource HR Services with Proven Strategies

High-impact organizations outsource HR services so that its HRM team can focus on those roles that they cannot outsource like developing customized solution for business leaders and building relationship with business leaders. The areas that an organization outsources depend on the maturity level of the company.

Knowledge of HRM practices is significant for a HRM professional or to write projects in your module. In case, you need assistance to learn the concepts in a detailed manner or implementing the learned knowledge into your projects, you can take assistance from the HRM assignment experts.

Challenges Faced by Human Resource Department

Every human resource department, whether it is small or big organization, faces some crucial challenges in human resources management as it develops strategy and action to make the organization’s work culture popular. Here are some significant challenges the HR department counter while performing its duties. Below given are the brief descriptions of the challenges that the HRM department commonly counters

Employee Management

Retaining the good employees is the main source of trouble that all the HR departments face. It is the sole responsibility of the HR department to create a strategic plan that ensures the employee's satisfaction, adequate compensation and benefits. The HR also has to prepare assignments that continually challenge employee’s skills and aptitude.

Compensations and Benefits

The HR department and finance heads of an organization draft the budget plans for the employees’ compensation and benefits. The HR team determines where an organization stands in term of applicants and also the employees’ perspective. There are employers who pay competitive wages and standard benefits, while some others offer high wages and outstanding benefits.

Diversity Management

Workplace diversity is far beyond the simplest definition of sex, race, color, national origin and regional base. Now the diversity also includes attributes related to work style, generation, language and communication. The HR department has to understand the motives of individual employees in a diverse workplace in a bid to make them more efficient.

Talent Management

Talent management refers to selection and recruitment, performance management, and developing and sustaining a workforce to maintain the position in the industry. Under talent management, the HR department faces labor shortage such as situations when the employees do not meet the organizational expectations.

HR Outsourcing

The HR people have to determine whether to outsource HR functions or develop in-house expertise. This is one of the biggest challenges that the HR heads constantly encounter. They have to decide between the two options – to go for a firm that offers HR services at lower costs or pay salaries to the in-house HR specialists. This decision does make an impact on the workforce and quality of services.

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Human Resource Management Environment in Australia

Although the HR practices are mostly uniform with common characteristics throughout the world, there might be certain deviations in the human resources management environment on nation-to-nation basis. Here are few major practices that influence the human resource management environment widely in Australia:

Human Resource Management Environment in UK

Here are few influential factors that every human resource management department in UK acknowledges:

Human Resource Management Environment in USA

Here are few legislations and code and conducts that influence the human resource management environment in USA — a brief overview of those factors that every HR professional needs to acknowledge:

Human Resource Management Environment in Canada

The following are the most influencing factors that affect human resource environment in Canada. Five vital points are described in brief here:

Human Resource Career Path

Even the smallest of organizations require HR personnel to place their organization in a more manageable position. With a drastic change in HR manager’s role, there is high demand for skilled and experienced personnel, although, the HR team’s functioning and job roles vary from one organization to another. In the mid-size corporations, the HR managers have to manage only the sales team, but in big organizations, the complexity of the duties extends to other departments as well. On the bright side, a HRM job pays highly competitive compensation compared to other departments of an organization.

Keeping the modern HRM policies in mind, a HR manager has to be smart, well-educated, one who is able to fulfill organizational expectations and deal with employees in stressful circumstances. The HRM departments offer well-defined career opportunities. The HRM career path can be a viable solution to any graduate students, but specialization in the same is preferred by most organizations. If you choose to pursue your career in HRM, you need to undergo a constant learning process and advancing statistical and financial skills.

If you have chosen human resources management as a career option then you should be aware of the qualities of a HR manager. Here are the essential requirements that employers seek in HR managers:

Career Paths under Human Resource Management

Here are the typical career paths that students would like to pursue:

Experienced business professionals take interest in HRM too

Most business leaders still complain that HR managers lack the business sense they are supposed to have. Business leaders are more interested in talking about numbers, whereas HR managers still hang on emotions and they have no control over the senior managers. This is one significant reason that is encouraging more experienced business professionals to take up the HRM career path. They are capable of turning the emotional department into a one that connects with the finance department. Therefore, the need of high business acumen is the newest addition to the HRM’s needed skills. Having business acumen enables a HR manager to explore more choices in an organization like financial management, operational management, etc. This is why this career path is fast turning challenging as well as promising.

Reference:

Bratton, J., & Gold, J. (2012). Human resource management: theory and practice. Palgrave Macmillan.

What are the common issues that students face in HR assignment writing?

Both graduate and diploma students of human resource management are asked to write human resource management assignments. The students need to remember that professors and tutors never appreciate mediocre level human resource assignment. They have to deliver impressive quality work in order to match the professor’s expectations. Here are the major problems that students counter during the course of human resource management assignment writing and HR essay writing:

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