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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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Top 7 Examples of Essay on Human Resources

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Human capital is a valuable part of any business establishment, so the business must adapt to the growing need to invest in the proper management, development and retention of its people. Accordingly, many companies are now scrutinizing the science of human resource management. If you are a student in management or entrepreneurship, you will have to write at least one essay on human resources.

The main goal of this assignment for the student is to show his competence and ability to express his thoughts and information correctly. At first glance, it might seem like writing an essay on human resources is a daunting task because it involves a lot of effort. But if you stick to the guidelines, you can quickly and easily allocate time and effort to further write an essay on human resources. Find out how to do this below and get inspired by sample essays.

5 Tips on How to Write an Essay on Human Resources

Writing an essay on human resources can take you a lot of effort and time. Therefore, you need to know a few recommendations before starting work. They will help you make the process of writing an essay on human resources easy, fun and short-lived because you will learn how to allocate your energy and time properly.

Choose a direction that is good and relevant to you about the essay on human resources. To not drown in this ocean of possibilities, first determine what is most interesting to you. What do you think about most often when faced with the study and writing essay on human resources? What gets your attention to the point where you forget about everything else? What would you like to improve in human resource management methodology?
Once you’ve decided on the direction of writing an essay on human resources, find out what you like best. Depending on this, your essay will be descriptive, analytical, reflective, critical, or otherwise. Once you’ve combined a topic that interests you with the look of an essay on human resources, sketch out a few options for topics. At this stage, it is not the exact formulation of the important topic but understanding the essence of the problem and the potential for its solution when writing an essay on human resources.
Remember that not every student can write a good essay on human resources without knowledge and information. Therefore, take the time to gather all the information you need to write an essay on human resources.
When exploring the potential of an essay on human resources topic, pay attention to the availability of literary sources. In some cases, it is more logical to first find the necessary information in the sources, and then begin to form thoughts in the form of essay on human resources. And remember that this knowledge will help you write an essay and when performing other types of academic work.
After selecting specific topics for an essay on human resources, evaluate each topic for how meaningful you can cover it. Do you have interesting observations and ideas on this topic? Can you surprise the reader with something? Do you feel inspired when discussing this topic? In writing an essay on human resources, you should understand that you will have to formulate a specific thesis and then prove it with arguments. Will you be able to do this for the selected topics?

7 Examples of Human Resource Management Essays

This selection of 7 essays on human resources will help you find the topic you would like to write an essay about in Human Resource Management. After reading, you will be inspired, and it will be easier for you to decide what you would like to write about because this topic touches on many aspects of this type of management. You will also acquire new and valuable write an essay and perform knowledge about human resources to later independently write an essay on human resources.

Human Resource Essay Example 1: “Do I See Myself as a Competent and Good Manager?”

A manager is a person who holds a permanent managerial position and is empowered to make decisions about specific activities of an organization. This person must have higher education and bear a huge responsibility for the success of the company or projects. I believe that a competent human resource manager should know how to correctly use management mechanisms, tools and management methods.

The relevance of these phenomena is due to several factors. Firstly, there is no doubt that the efficiency of the organization as a whole, the effectiveness of the labour activity of employees, etc. directly depends on the level of construction of the management system. Within the framework of the new paradigm of personnel management, the human resource is positioned as the most important resource of the organization, since it is the source of the formation of strategic competitive advantages. Therefore, the functioning of all systems of the organization directly depends to one degree or another on the human factor.

Secondly, do not forget that management in some countries has a rather short history of development in comparison with developed countries. And so every manager needs to constantly learn and experiment. And this necessitates the adaptation of foreign management experience to domestic realities. In our time, many authors have published a significant number of works within the framework of this discipline, and many management models have also been formed. I believe that according to the requirements a manager:

must be confident in their decisions, be fair;
must continuously learn and apply new knowledge in practice;
suggest new good and proven techniques improve the outcome of the project;
be able to competently and quickly analyze a large flow of information.

In modern conditions, a manager must have many qualities that will help him solve all the issues that arise. After all, a manager must be a purposeful, energetic and persistent innovator who knows how to manage subordinates. It is these qualities that I also possess, which gives me the opportunity to apply for this position.

It is also worth noting that in modern conditions, the correctness of the behaviour of a business entity in the market to a decisive extent depends on the adequacy and timeliness of managerial decision-making by the head. After all, the following points can be identified, which entirely depend on the personality of the leader, his business and human qualities:

choosing the right direction of the business;
the ability to anticipate the development of the market situation;
the correct choice of development strategy;
selection of team members;
correct setting of tasks for team members;
the ability to build viable plans;
the ability to establish relationships with other entities: suppliers, consumers, governing bodies and others;
many other points are related to the development of the organization in a constantly changing market environment.

All these aspects of the organization’s activities are understandable and important to me, therefore I am ready to make effective management decisions on them. Therefore, I see myself as a manager and consider myself a worthy candidate.

Human Resource Essay Example 2: “Purpose, Tasks and Functions of Human Resource Management”

Currently, in the age of information technology, when there is an active change in the structure of society and the consciousness of people, it is extremely important to carry out a process to improve the management processes in the organization. But first, every person who has to improve the quality of human resource management needs to understand the basic functions and tasks of such a complex and responsible process.

Human resources are all employees and their responsibilities in any organization. They include production personnel and management personnel. Throughout the development of mankind and civilizations, people had to regulate relationships for the sake of survival and improving the quality of life. Therefore, in our time, human resource management is a complex system that includes interconnected and interdependent subsystems for the creation, use and development of labour resources.

What are the types of definitions of such a phenomenon as human resource management? Human resource management is an approach to a person as the main factor in achieving the goals of an organization. This is an approach to a person as a source of income and an investment. This is an analysis of the organization’s human resource needs. This is an analysis of the situation with human resources in the environment external to the organization. And also this is the formation of the organization’s human resources and the creation of a system of employee interactions.

The main goal of this process is to ensure the use of company employees and their human resources in such a way that the employer can get the maximum possible benefit from their skills and abilities, and the employees can get the maximum possible material and psychological satisfaction from their work. This process is based not only on the ability to organize a team from a quantitative and qualitative point of view, but also on the ability to use psychological techniques.

Each manager should be prepared for the fact that personnel management is a more complex process than managing the technological part of the production. This is due to the high likelihood of conflict situations on both work and personal issues.

Depending on the line of business of a particular company, a human resource manager must perform the functions inherent in this activity. They are different and each of them gives a certain desired result if the process is established by the manager correctly and correctly. What are the most common and working functions of managers or people involved in human resource management?

Forecasting the need for personnel working;
planning the number and quality structure of personnel in the divisions of the enterprise;
searching for qualified personnel;
holding competitions for vacancies;
certification of applicants for work;
organization of the adaptation process for new employees;
organization of personnel training;
development of recommendations for professional development;
organization of personnel retraining;
organization of management training and a number of others.

Since the functioning of any enterprise is based on the human factor, there is an objective need to regulate this process. It can be argued that the final result of any project depends on the properly organized activities of the staff, be it a small project or a large-scale project to create an innovative product.

Human Resource Essay Example 3: “Staff and Manager Motivation in Human Resource Management”

As you know, human resources are the foundation of any production process, since it is on them that the effectiveness of a particular activity depends. Therefore, project human resource management is a process that results in the efficient use of human resources. The human resource management process of a project involves the organization, management and leadership of the team that directly implements the process. And I think that this should be given special attention.

In any organization, each person involved in the production process is endowed with certain responsibilities. Otherwise, they can be called project personnel. In my opinion, the basis of the project’s human resource management process is the motivation of the participants. The level of staff motivation is desirable for their high-quality and organized work, both with clients and within the enterprise, because their work directly affects the efficiency of the organization. And so we can conclude that employees are one of the key and important resources of the company.

But sometimes crisis situations provoke a difficult situation for the enterprise, due to which panic can arise in the state. Such an environment, naturally, demotivates employees, and the reasons may be different. This can be uncertainty about the future, a decrease or delay in wages, reductions, and increased workload.

The leader plays an important role in motivating employees. The leader is obliged to take part in all areas of the organization. Everyone understands that the market is now in stagnation and that no one has any illusions about this. But the employee must understand what is being done in the company to overcome the unfavourable situation. And to be sure that the management will not abandon them, that they are needed, they are engaged in important business and receive a worthy reward for it.

It is very important to correctly decompose the project and divide it into manageable stages, if necessary, into subprojects and other components. This procedure is performed at the initial stage of the project. Its purpose is to provide a good basis for sound planning. It ensures that plans are made for reasonably chosen time horizons.

When dividing the project, it is necessary to describe the goals of each component and, at least in the first approximation, estimate the resource requirements for their implementation. It is equally important to draw up a milestone achievement plan and milestone level charts prior to each project phase. Moreover, participants must agree on which milestones are particularly critical to the project and ensure that everyone understands the severity of the implications.

In order for the project to achieve its ultimate goal, it is extremely important to organize and provide for all possible nuances. It can be argued that the processes of organizing a project contain three components.

The first is organizational planning, which involves drawing up a plan and analyzing all stages of work.
The second link is the appointment of personnel, in accordance with the required tasks and goals.
And finally, the third stage is team development. An important point here is the motivation of the personnel, the general focus, the team’s ability to work, and the fighting spirit.

Therefore, of course, the success of any project must be backed by a very competent and wise leader who knows the psychological characteristics of each employee, who knows how to properly organize the production process, is able to set incentives and motivation for the staff. Thus, the success of the project is ensured even in crisis situations.

Human Resource Essay Example 4: “Variety Management”

The structural basis of management in the field of various art consists of an organization (theatre, production centre, a philharmonic society, etc.), whose effectiveness will depend on the correctly found model, as well as the personality and professional training of the manager. Each direction on the stage has its own management models, together with the criteria for its effectiveness.

The main goals of management in the field of pop are such as the creation of the most favourable conditions for the promotion of creation and the dissemination of art, for creativity, as well as the professional growth of performers, the development of genres of professional art, copyright protection, and the achievement of optimal financial results. Management in the field of professional art is, in general, a combination of management of the artistic process, economic and organizational activities. The solution of these problems is inextricably linked with the improvement of the culture of serving the population and the formation of services for different categories of the population.

If you were to find yourself behind the scenes of any performance, you would witness total chaos. For example, there might be actors in one corner rehearsing their lines, while tailors and seamstresses hemming their suits at the same time. The background can swirl right and left while the team stands by, ready to carry furniture for the next scene. However, at the centre of all this chaos is a critical person and this is the leader. He coordinates all aspects of the production, from costumes, sets to actors and rehearsals, so that everything goes well.

Stage managers typically provide practical and organizational support to the director, actors, designers, theatre crew and technicians throughout the production process. I believe that such a position presupposes high professionalism and moral training, which will positively influence the work process during crisis situations in an institution or in a team.

Human Resource Essay Example 5: “How to Start the Process of Human Resource Development and How to Avoid Problems?”

Human potential tends to grow constantly. This is due to the fact that over time, an enterprise or organization begins to demand more and more efficiency from its employees. That is why the development of human resources is one of the key issues of the firm’s management.

One of the most difficult periods for any employee is his adaptation to the enterprise. Not only do newcomers have to familiarize themselves with all the organizational issues, but they also have to take a certain place in the team and go through serious psychological pressure. The introduction of a person into a new position is also of great importance, namely, acquaintance with official duties.

The policy of the enterprise management on these issues is of great importance in the course of these processes. A friendly atmosphere is also important, and methodological support is also required. For example, large firms have practices such as conducting lectures and seminars for new personnel, as well as introducing training programs. Thus, the development of the potential of each employee can be quick and beneficial for the company or organization.

But the enterprise can often face difficulties. One of the most important problems faced by the human resource of an enterprise is paying insufficient attention to this issue. Nevertheless, managing people requires specialized knowledge, as well as skills and mechanisms. So, the first thing worth paying attention to is the development of leadership in the team. Moreover, this should relate specifically to the working moments, and not to the personal relationships of employees. Unfortunately, this is often neglected by many businesses.

Another important problem of the organization is paying insufficient attention or completely ignoring the need for human resource management. However, it should be understood that cadres do not have the ability to self-regulate. A clear policy should be developed on this issue.

Also, one of the most serious shortcomings of modern management is considering the organization separately from the staff. So, sometimes employees are not ready for changes in the work of the enterprise. Therefore, the manager must understand the main concept of personnel management. This category includes several aspects:

economic component;
strict subordination to a single leader;
definition of a clear management hierarchy;
development of discipline norms, as well as a system of rewards and penalties;
clear definition of the area of responsibility of each of the employees;
development of organizational culture, thanks to which the personnel feel the unity of the work collective.

In conclusion, I can say that the biggest mistake can be considered an underestimation of the human component in the work of an enterprise, which interferes with the development of human resources. It is often this leadership oversight that causes serious economic problems.

Human Resource Essay Example 6: “What Recommendations Can I Give on the Management of Human Resources?”

In every enterprise or organization, the main motive for development is the competent management of human resources and their improvement. In order for the use of human resources in the enterprise to be effective, managers must be guided by a number of recommendations in their activities. For example, the best motivation for employees will be a clear demonstration of the career growth of senior management. Why is this done? Personnel must set specific goals for themselves and be aware of the reality of their achievement.

Another of the most important aspects is decent wages, even in the most difficult and crisis periods. Employees must receive the agreed amount in order to realize their value to the organization. In any case, the employee will leave the company if he cannot fully support himself and his family.

Also, employees must thoroughly know comprehensive information about their enterprise, as well as the mechanism for making a profit. The knowledge of employees should not be limited to a narrow range of their duties. It is important to note that in communicating with each of the employees, respect should be guided because each of them has the opportunity to leave for another organization.

But the main recommendation is that the manager thoroughly knows and learns new methods of human resource management in the organization. What it is? Methods are a way of influencing a team or an individual employee to achieve a set goal, coordinating his activities in the production process.

Administrative methods are based on power, discipline and punishment. They rely on the administrative subordination of the object to the subject, based on the existing management hierarchy. The main functions of administrative methods are to provide a stable legal environment for the activities of an organization, to protect a specific environment, to guarantee rights and freedoms. And economic methods are based on the use of economic incentives. With their help, material incentives for the team, individual workers are carried out.

By the mechanisms of the economic method, the state has a tax, credit and financial system, a price system, the size of the minimum wage, and plans for economic development.

Socio-psychological methods are based on the use of moral incentives to work and influence personnel with the help of psychological mechanisms in order to translate an administrative task into a conscious responsibility, an inner need of a person. This can be achieved through:

building a team, creating a normal psychological climate and creative atmosphere;
personal example;
meeting the cultural and spiritual needs of workers;
the establishment of social norms of behaviour and social stimulation of the development of the team;
the establishment of moral sanctions and encouragement;
social protection.

In conclusion, it should be noted that the role of human resources should be clearly understood at all levels. This is one of the most important elements of the functioning of not only a single enterprise, but also the state as a whole. It is important to remember that a person is of the highest value, and his abilities and intelligence are of the greatest economic interest. Therefore, managers should not neglect the trust of their employees.

Human Resource Essay Example 7: “What Are the Main Directions of the Psychologist’s Activity in the Human Resource Management System?”

The place of a psychologist at an enterprise is very important because it is this person with a higher education who can objectively assess many human qualities and ways of their development. I believe that the main focus of a psychologist is to create a reserve for the internal growth of a specialist, as well as to participate in career planning. This is done by describing the personal qualities of employees and their development strategies. Determination of opportunities and boundaries for growth and self-development is very important for the categories of specialists and managers.

Also, a specialist in the field of psychology, in my opinion, should be engaged in identifying factors that prevent the emergence and development of conflicts since conflicts cause enormous damage to the organization. It is possible to reduce the likelihood of conflicts by carrying out the correct selection and placement of personnel, taking into account not only professional but also psychological characteristics.

Other cases in which a specialist psychologist can help identify motivation and needs for changing the system of material incentives. In general, with any organizational change, a psychologist’s participation is necessary to reduce the resistance of employees. Latent resistance is especially dangerous. What other types of psychologist activities are there in the human resource management system?

Professional selection is a procedure that, in the case of professions with relative professional suitability, helps assess the effectiveness of an employee and establish a forecast of his professional development. Personnel selection – creating a reserve, completing departments following specific criteria (professional competence, specialization features, etc.) Personnel adaptation is the process of getting new employees acquainted with the organization, with new working conditions and changes in the behaviour and psychological climate of the organization.

Personnel assessment is one of the most critical areas of work with personnel. It is carried out constantly throughout all stages of the personnel life cycle: recruiting, adaptation, consolidation (stabilization), development, leaving (moving personnel to subsidiaries, branches), etc. Assessment is a method of a comprehensive assessment of personnel that every psychologist should know in organizations. It is based on using a system of complementary methods, focused on the real work behaviour of the evaluated employees and taking into account the specifics of the requirements of job positions.

Psychological support of human resource management is a set of technologies, activities, procedures, and application principles, involving the use of psychological mechanisms and patterns of human functioning, who acts as a subject of labour, a collective subject of activity and a social community. I think that the role of psychological support is to optimize the ergonomic, organizational, informational, hygienic prerequisites for the activities of the personnel of the enterprise.

Still, essential tasks for a psychologist are such procedures as psychological, educational activities and psychological examination. Increasing the psychological literacy of staff, creating a favourable image of both the psychologist’s activities in the organization and the tasks of psychological support, popularizing and explaining the latest psychological research, developing the need for psychological knowledge and skills among staff and the desire to use them in professional activities and other life situations.

Expertise is understood as the study of any issue requiring special knowledge, with the presentation of a reasoned opinion. For example, to establish the compliance of professionals with the requirements of the labour post. As well as a study of organizational projects, regulatory documents, workplaces, working conditions, work and rest regimes, incentive and motivation systems for work, systems for the distribution of labour functions, corporate culture, causes of conflicts and causes of injury.

Therefore, do not neglect a specialist in the field of psychology. In my opinion, he can best understand how to properly manage human resources and have the best influence on personnel to achieve better results in an organization or an enterprise.

As you can see, an essay on human resources can be a fun and educational assignment for you, which will open you up to important new knowledge in this area. With the right effort, you can write an essay on human resources well and then it will be easier for you to write more complex academic work while at university. So don’t be afraid to get started!

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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 […]

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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Human resources - Free Essay Examples And Topic Ideas

Human Resources (HR) is a business function focused on recruiting, managing, and directing people who work in an organization. Essays on this topic might explore various HR practices, the evolution of HRM (Human Resource Management), or the impact of organizational culture on HR strategies. Topics could also include the role of HR in employee development, legal compliance, or the challenges posed by globalization and remote working dynamics. Analyzing the impact of effective HRM on organizational performance and employee satisfaction can offer valuable insights into contemporary business practices. We have collected a large number of free essay examples about Human Resources you can find at Papersowl. You can use our samples for inspiration to write your own essay, research paper, or just to explore a new topic for yourself.

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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

Historically, HR was seen as a mere administrative function, dealing primarily with payroll and personnel management. However, the role of HR has evolved significantly. It now plays a strategic part in shaping an organization’s culture, ensuring employee satisfaction, and driving business performance.

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

In today’s dynamic business environment, the HR department is not just an administrative unit but a strategic partner. They contribute to the formulation and implementation of an organization’s strategy. HR professionals use their understanding of the company’s vision, mission, and goals to develop HR strategies and practices that attract, develop, and retain the right talent. This ensures that the organization has a skilled and motivated workforce that can drive business success.

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

The future of HR lies in leveraging technology to enhance HR practices and adopting a more strategic role. HR professionals will need to harness the power of data analytics to make evidence-based decisions and predict future trends. They will also need to foster a culture of continuous learning and adaptability to keep pace with the changing business environment.

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.

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Human Resource Management (HRM) – Small Business Essays Examples

Type of paper: Essay

Topic: Workplace , Human Resource Management , Business , Employee , Employment , Small Business , Development , Training

Words: 2750

Published: 11/22/2021

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Introduction

Statistics reveal the United States classifies over 99 percent of enterprises as small businesses. Accordingly, “These businesses are responsible for at least half of: private sector employees, highly skilled and trained employees, new jobs created, and the private gross domestic product (nonfarm)” (Fox 77). Effective processes of strategic business and human resource management planning collaborate providing small businesses a competitive edge attaining a market share of their particular industry. Fundamental to this is understanding the role theories play in strategic planning. At the same time, according to Hargis and Bradley, “In contrast to the deliberate, and proactive, structuring of human resource management practices according to the resource based view and strategic human resource management, as reviewed above, most frequently the human resource systems in place in small businesses are considered informal (at best) or non-existent” (105). Additionally, the literature shows how both owners and managers of small businesses emerge less than likely focusing on administrative issues particular to using HRM short of having a serious business issue requiring such attention. Kotey and Slade explain in the small business world noted implementing HRM practices and policies typically “lags behind other operational decisions” (as qtd in Hargis and Bradley 105). The following research, assessment, and discourse provides a better understanding of HRM methodologies and concepts as well as a commentary.

The process of HRM in any business organization is the interrelated design, development, and the implementation of practices influencing the effectiveness of and organization not only attracts job applicants, but the process directly affecting the productivity motivation of employees for job performance aligned to organizational growth and development goals (Dessler 36). Pfeffer adds, “Effective human resource management practices, including properly developed employee recruitment and selection plans, training and development programs, and compensation and reward systems have been linked to higher employee performance and adding value to the corporation” (qtd by Hargis and Bradley 105). It is a matter of seeing a cost effective method in the recruitment by providing applicants “with a realistic preview of the job duties and functions they will perform" (Hargis and Bradley 105). Torraco and Swanson describe how HRM’s emerging role in the planning and implementation of SBP shows the increase in this management division necessary in light of the increased information technology (IT) as pivotal to the success – or failure of every business – including small enterprises. This depends on the increased reliance on employees’ expertise in IT for establishing a competitive edge as aligned to the destabilization effect connect to existing national as well as global markets as creating and maintaining a competitive advantage (as qtd in Fox 73). Further according to Torraco and Swanson the alignment of HRM developmental efforts in developing an effective SBP shows it meets the needs in reaching desired outcomes by focusing on building knowledgeable and expertise. The professionally set HRM brings skills that “demonstrate the centrality of employee expertise, and build flexible human resources that meet the organizations current and future expertise needs” (as qtd in Fox 73). The core factor of the HRM developing and implementing a small business SBP shows from an internal perspective that best practices highlight focusing on the future of the organization growth and development goals by developing the needed employees with educational and training opportunities for professional development. In the small business environment development of the organizational culture emulating ethics and morals that apply to all stakeholders including the employees means HRM has such a model establishing a framework for accountabilities that meet the goals of the organization in enhancing employee motivation and production skills. In doing so applying output rewards as part of the process proves beneficial to sustaining the motivation and production activities of employees for efficiency as outlined by Yi and Hai (as qtd in Fox 71). Literature shows small businesses using HRM as a critical component for achieving a competitive advantage have a measurable correlation between HRM performance and their capabilities. This includes the connection between performance and using HRM strategies according to Karami et al (as qtd in Fox 71). Further, Ardichvili et al research findings argues three developmental stages of small business exist with each having the direct involvement of HRM meeting the developmental needs of the organization changes. Accordingly, the stages define as service or manufacturing industry type to sales volumes of thousands of dollars. The growth of the organization requires progressively delegating more work to employees ergo more HRM development needs (as qtd Fox 71).

Small Business

Understanding the difference between the small business HRM from larger organizations remains fundamental to the discussion of methodologies and concepts (Dessler 590). The field of HRM as a profession continues growing because in today’s ever changing world of business in this era of diversity the importance of understanding, addressing, and implementing best business practices means assuring the equal opportunity of all employees in personal and professional growth opportunities as aligned to organizational growth and development. The HRM component of any business enterprise is pivotal to strategic business planning (SBP) processes in any organization large or small. Fox advises, “Human resource management and human resource development practitioners need to examine their business for weaknesses in strategy and knowledge regarding strategic planning, and ensure that critical knowledge and skills regarding strategic planning are recognized and represented in their companies” (77).

Methodologies/ Concepts

Review of the literature (Dessler 595; Carlson 531) shows research empirically demonstrates that SBP through the HRM direction increases the return on investment, profits, and sales with better employee performance through such applications as applied education opportunities. This increases motivation to do the job they are hired and creates better job satisfaction. This in turn creates and sustains the competitive advantage. “It is essential to the strength of our small business sector and to the profession of human resource management that we continue to expand upon and utilize our increasing understanding of SHRD in small businesses” (Fox 77).

Theoretical Examination

Theory versus pragmatism and the effect of HRM practices in relation to employee performance remains a little researched area – especially in small business. However, even the limited literature applied to studies of large organizations focusing on this shows the interest increasing over the past decade according to Heneman, Tansky and Camp (as qtd in Carlson et al 531) and are legitimate for applying theoretical examination about small business. This includes selectivity in recruiting, high wages, security, employee incentives and ownership, training and skill development, as well as participation and empowerment along with recruitment. The management sciences report a growing recognition of best practices for HRM roles in small business that connect to employee working practices and high performance goals. Theoretically this applies to HRM best practices for small businesses that provide employees performance appraisals, morale maintenance, training and development opportunities, set competitive compensation that are all part of the recruitment package (Carlson et al 531). Theoretical applications of small business using HRM links to strategically implementing this aspect of management directly connected to organizational performance. The concept of creating, adopting, and implementing best practices from the HRM perspective emerges an effective manner for managing employees to the best advantage of the small business and according to the literature significant to the success of the organization and demonstrates it as a critical function (Carlson et al 531).

The literature proposes the most commonly referenced theoretical application is the Resource Based Theory:

“Resource Based Theory is described as providing ‘a basis for addressing some key issues in the formulation of strategy for diversified firm’ and as a ‘strategy for a bigger firm involves striking a balance between the exploitation of existing resources and the development of new ones’". (Wernerfelt as qtd by Fox 77) Granted, while this is particularly applied to large corporations, the premise nonetheless is effectively applicable to the small business enterprise from a pragmatic perspective.

The research on the effect of HRM practices for training employees show a link to higher performance in alignment to the number of hours this takes place. Effective employee training in a small business affects job satisfaction and motivation as already discussed above. The key to this remains connected with HRM creating and delivering instructional opportunities that engages the learner as applied to having an open environment encouraging employee contributing constructive feedback directly related to the HRM performance as the purveyor of instructional quality in this area (Hargis and Bradley 105). Kerr advises how HRM encouraging such input remains an, "important communication device that helps employees recognize which job related behaviors are expected and rewarded” (as qtd by Hargis and Bradley 105) as part of the outcomes of training and development among other aspects of the HRM process. Further, Hargis and Bradley determine that appropriately HRM strategies that ensure effective employer/employee communication in desired outcomes of employee training results in targeted outcomes that include better organizational understanding of their employees need for specific direction in their expected job performance (105). Gaining the competitive edge with effective, motivated, and trained employees through HRM practices contributes to organization growth and development goals. Thus, training is a key function for HRM accountabilities that conveys a strong message to the employee about their value as a primary stakeholder in the organization (Hargis and Bradley 531). In turn, HRM best practices that include training processes also includes demonstrating that employees are integral to the growth and development goals of the organization. Exemplifying such an outcome show, “When business leaders are able to align a strong competitive strategy with a well-designed and strategically focused human resource system, it has the necessary foundation that brings customers in the door (or to their website) initially and gets them to come back for repeat business” (Hargis and Bradley 531). Work correlated learning the employee gleans from effective HRM training assures the desired best practices as part of a code of ethics led by organizational cultural practices – particularly in the small business setting. By maintaining the employee skills development as up-to-date industry methods, the HRM best practices for SBP means ongoing provisions for the employee in this area (Hargis and Bradley 501). Further, according to Rowden, “workplace learning (incidental, informal, and formal) correlated with employee satisfaction” (as qtd in Carlson et al 531). Literature also shows small businesses emphasizing HRM implementation of SBP for informing and training result in better operational performance as well as a better financial performance. Training managers proves another important aspect of the HRM focus on SBP as part of the overall employee educational focus particular to the small business operation. Statistically, according to research (Hagis and Bradley 2011) 68.6 percent of employee training takes place by someone in the business while 13.85 percent receive on-the-job training, and in small business employee training annually 43 percent spent less than $5,000 out of pocket expenses per employee. Twenty-four percent spending was between $1,000 to $5,000 annually per employee (as qtd. in Carlson et al 531). The same research (Hargis and Bradley 2011; Yi and Hai 2011) found small business HRM professionals connect their SBP practices to supporting the organizational mission, its vision as well as the organizational purpose. Achieving this means encouraging business owners aligning owners’/managers’ practices to a specific organizational plan best fitting the organizational development and growth goals (as qtd in Carlson et al 531). Keogh et al found small businesses with a high demand for training managers among 20 organizations in the research sampling with employees with five having less than ten, a dozen with ten to 50 employees and three with 50 to 250 employees. Among the 20 small businesses interviewed six provided management training. “Owners and senior managers that they interviewed expressed wanting training in communications, project management, motivation, human resource management, marketing, sales promotion, strategic planning, and finance” (as qtd in Carlson et al 531).

Worker Motivation and Productivity

Again the accountabilities of the HRM and SBP in worker motivation and productivity as directly linked to effective training so the employee has the necessary skills for doing the expected work looks at integrating worker perspectives in this process. The equitable opportunity for training employees even in the small business setting means differentiating instruction delivery for meeting diverse workforce demographics and remains an invaluable HRM organizational tool (Stern 2000; Swanson and Hold 2009). The intrinsic and positive relationship between effective job training led by HRM accountabilities to the growth and development goals of the small business promotes personnel motivation in quality production practices. By engaging employees in this process and encouraging they have a valued voice the desired outcomes for motivation and productivity connect to the employee position as a key stakeholder in the organization as well as promoting job satisfaction (Hargis and Bradley 501). Rowden reported that HRM resource development directly contributes SBP, it is not uncommon for small businesses failure to attribute such activities as informal learning, on-the job training (OJT), or employee skills development to HRM functions. Regardless of this failure, small organizations continue benefiting from HRM development practices directly contributing to individual or competitive marketing niches. This is an outcome of effective HRM providing skills, knowledge, and contributing to job satisfaction attitudes among employees directly affecting work performance productivity. In addition, results of another study of small business HRM practices focused on employee retention proved that "a significant portion of the job satisfaction can be attributed to workplace learning” (as qtd in Carlson et al 501).

The employee as a pivotal stakeholder means HRM applications as a specific department or as a management approach in the small business operations must have specific focus that includes their input in the training process, production activities, and what the organization needs to achieve so employees realize they have a voice in the development and growth goals of the company. Further to this is encouraging small business environments allowing employee flexibility along with these other measures that enhances the quality of life they experience on the job and in their personal lives. The effective HRM output of the SBP communicates, assesses, and acts on identifying the workers’ needs from their own input revealing their expectations for achieving job satisfaction. Some of the key areas as already discussed above include offering cash incentives aligned to production (or other outlined) goals, while noncash incentives link to positive performance. The small business enterprise using effective HRM creating employee job satisfaction looks at how implementing perks and benefits as connected to positive production performance or other outlined performance goals in saving the organization money are part of best HRM practices. In today’s technologically driven global market having understanding of every aspect of best business practices for small and large organizations means focusing on providing a quality and relevant workplace environment for its employees. The accountabilities of HRM practices looks at the effectiveness of the SBP that include the characteristics aligned to employees as clearly outlined in the previous discourse above. From recruiting to providing relevant production incentives, the HRM model employed by the small business operation will show the difference between achieving a fair market share – or not.

The above research, assessment, and discussion successfully framed how the role of an effective HRM strategy meant having a clear understanding of the small business cultural ethics and moral entrepreneurial practices that focus on the organization and the employees’ expectations. Recognizing the human capital employees as stakeholders exist as an asset to the small business means understanding the capital investment for skills training, performance incentives, and other quality of life characteristics in the workplace does indeed extend to the personal lives of workers. Professional development opportunities for employees as stakeholders in the hiring process and retention goals are a fundamental aspect of HRM best practices. As a common cause for best business practices, the management of the small business operation at the least must stay aware of trends affecting the workplace environment that lead to development and growth because of the job satisfaction among its employees.

Works Cited

Carlson, Dawn S., Nancy Upton, and Samuel Seaman. "The Impact of Human Resource Practices and Compensation Design on Performance: An Analysis of Family-Owned SMEs." Journal of Small Business Management 44.4 (2006): 531+. 2006. Print Dessler, Gary. Human Resource Management 14th Ed. Prentice Hall. 2014. Book Fox, Heather L. "Strategic Human Resource Development in Small Businesses in the United States." Academy of Entrepreneurship Journal 19.1 (2013): 77+. 2013. Print Hargis, Michael B., and Don B. Bradley, III. "Strategic Human Resource Management in Small and Growing Firms: Aligning Valuable Resources." Academy of Strategic Management Journal 10.2 (2011): 105+. 2011. Print. Stern, A. J. and Hicks, T. The Process of Business/Environmental Collaborations: Partnering for Sustainability. Westport, CT: Quorum. 2000. Book Swanson, R.A., and Holton, E.F. Foundation of Human Resource Development, 2nd ed. San Francisco: Berrett-Koehler Publishers. 2009. Book

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Essay on Human Resource Management

Introduction

Human resource management is a sensitive matter that any organization has to take into consideration for all activities and operations to run flawlessly. Companies that ensure employees are well handled are more likely to do better in business as compared to firms that have no regard for their workers (Mankins & Garton, 2017). Studying human resource management is essential as it helps many understand various notions and concepts on the topic of discussion. The course has been interesting as it enlightens the society on the role of such departments within a working organization. A thorough analysis of the course indicates that three major insights are vital for the achievement of the desired results. The first idea is based on employees being an essential part of the business (Cascio, 2015). The second idea on human resource management that is evident throughout the course is that firms should invest heavily in their employees. The third concept that can be learnt from the course materials is the fact that human resource management should always apply the right strategies and ensure that decisions are made in a consultative manner (Mankins & Garton, 2017). The paper aims to examine the three insights, their practical application, and why they are valuable in establishing proper human resource management.

HRM Application

Human resource management is vital for every organization as it shapes the direction that operations take within the organization. It is important to examine critically how HRM influences employee relationships within the workplace. From the course materials provided, one can presume that employees of any company are as important as customers (Mankins & Garton, 2017). Employees form an essential part of the company as they spearhead various programs that are important for the continuity of company operations. Without a workforce that is committed to achievement of set objectives, a firm will fail in its quest to become a top company in the industry. Established human resource departments are always committed to ensuring that employees are kept comfortable and satisfied for better delivery during company operations. Employers must provide a conducive working environment for their employees, including safety and health conditions (Mankins & Garton, 2017). Learning of human resource concepts helps one gain essential skills of employee management, performance assessment, and proper supervision of operations. When an employer wants to introduce a quality product in the market, he/she should first provide quality employment.

The second idea that is evident from the course is the fact that investing heavily in employees pays significantly. For instance, companies that leave their employees demoralized and unsatisfied end up posting poor performance at the end of the day (Cascio, 2015). Investing in employees includes preparing training workshops and developmental programs that aim at improving the skills of each employer. There is a need for every firm to implement policies that aim to improve employee happiness as it is a prerequisite for proper performance. The course materials highlight the importance of motivation and commitment among employees that work for any organization (Cascio, 2015). Employee assistance initiatives such as therapy programs and other facilities within a workplace motivate employees to deliver their best. Constructing and availing such amenities to employees is capital intensive, and not all firms within the industry can be able to achieve such a status. Investing heavily in employee relations can prove helpful for any firm that intends to do better in business.

The third insight that one can learn from the course material is the idea of being open-minded and inclusive when it comes to decision making within an organization. Human resource departments should be at the forefront of ensuring that decisions are arrived at after a thorough consultative process within the organization (Bolman & Deal, 2017). Firms should consult their employees before implementing various rules that shape operations within the working environment. There should be a specific approach tailored to handle multiple problems that arise during work operations. Every HRM department must provide the best conditions that can lead to the achievement of set objectives. For instance, when an employee messes within the work setting, the HRM must apply the set guidelines to handle the matter. Procedures applied should be void from biasness and rigidity in a bid to ensure justice and inclusivity (Bolman & Deal, 2017). Studying principles of human resource management enlightens one on how to value employees’ opinions, especially within an organization with a huge floor area.

Learning assessment

Learning of HRM concepts helps one understand why treating employees better can help a company do better. For instance, through proper management of resources, one can come up with organizational structures and designs that promote performance among employees. Corporate design is also an essential aspect in the definition of roles that each individual should play within the work setting (Ugoani, 2020). The concepts learnt in class change one’s way of thinking and approaching of various issues within the community. From learning experience, companies lose a significant productive power to time-wasting, which has derailed improvement of operations. Firms must consider proper management of resources an critical factor that influences production activities.

Critical Analysis

Learning concepts on human resource management helps those in leadership positions to weigh what is essential for employees and organizational growth. Companies that have incorporated HRM principles in their workplaces do better as compared to those that are insensitive to employee issues (Nazir & Islam, 2017). Employee motivation and happiness evoke a sense of responsibility in an individual, prompting such employees to deliver even better. Ethical standards that are acceptable internationally must apply for the HRM department to serve effectively with purpose. In essence, it is through the learning of HR concepts that one can develop knowhow on the handling of various managerial predicaments that arise at a workplace. Inclusivity and open-mindedness are essential virtues that can help a leader implement a culture that aims to promote performance (Mankins & Garton, 2017). Practitioners in this field can learn a lot from the course as it directs individuals on basics that must be incorporated for proper human resource management.

To sum it up, HR management principles require high levels of ethical standards that regard employee happiness. Company goals should be aligned with resources that are present for disposal. Employees should be considered in every decision making process as they form an essential part of the business. Employee welfare should be prioritized to ensure they are comfortable to deliver professionally. Apprising employees and allowing them to go for vacation contributes significantly to employee happiness and eventual retention. Equally, investing heavily in employees can prove helpful in achieving the set goals for the firm. By borrowing theoretically from concepts learnt in class, HR departments have an obligation of ensuring that productivity is improved, given the available scarce resources. Decision making within an organization should be done through consultations, which include employees. The course is relevant to principles that encompass the concept of human resource management within any organization.

Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership . John Wiley & Sons.

Cascio, W. F. (2015). Managing human resources . New York: McGraw-Hill.

Mankins, M. C., & Garton, E. (2017). Time, Talent, Energy: Overcome Organizational Drag and Unleash Your Team s Productive Power . Harvard Business Review Press.

Nazir, O., & Islam, J. U. (2017). Enhancing organizational commitment and employee performance through employee engagement. South Asian Journal of Business Studies .

Ugoani, J. N. N. (2020). Managing Employee Relations and its Effect on Organizational Success. International Journal of Social Sciences Perspectives , 6 (1), 1-10.

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Human Resource (hr) Strategies

Categories: Human Resources Information Technology Strategic Management

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Published: Mar 28, 2019

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Effective Managing Human Resources

Introduction.

Literature on human resources management is gaining grounds. Many aspects of human personality such as self esteem, group belonging, and self-actualization, are gaining grounds as far as management of human resource is concerned. Interest in humanism and humanization has transformed Human resource management over a period of time (Pareek & Rao; cited in Vijayaragavan & Singh). Many organizations around the world are facing challenges in the workforce, including professional incompetence and lack of motivation. However, these are not the only problems that face these organizations. Many organizations around the world lack proper human resource management systems.

Human Resources Management

Human resource management takes consideration of the future needs of the organization. Many challenges as well as dynamic environments have been faced while dealing with human resources management. These issues, for example, have affected extension in agricultural human resource management (Vijayaragavan & Singh). Many aspects of human resource management have been featured in theory.

These includes planning for; personnel development, recruitment of employees, the required skills, among others (Miller, Burack, & Albrecht; cited in Vijayaragavan & Singh). Human resource audit and human resource forecasting are two important areas of human resource management. Human resource auditing involves issues of quality of employees in the organization, the type of these employees, and the number of them in the organization.

It is important to formulate the present, as well as the future policies in order to take care of the growth of the organization. Many techniques of forecasting may be employed, including “formal expert survey, and planning analysis and computer models” (Vijayaragavan & Singh). Auditing in human resources helps in the determination of the employees’ abilities, skills and performance (Werther & Davis; cited in Vijayaragavan & Singh).

In the recent past, job analysis has been applied in developing people in organizations, in addition to the purposes of recruitment, pay, administration, and supervision. Many techniques have been implemented in collecting the information needed to carry out job analysis, for example, interviews and mailed questionnaires. A profile of human characteristics needed for the job is outlined in the job specifications (Werther & Davis; cited in Vijayaragavan & Singh).

The “work overload, seasonality of extension, the range of cropping systems, and distribution of extension services over a large area” are some of the challenges in job descriptions, for instance in organizations dealing with agricultural extensions services (Hayward; cited in Vijayaragavan & Singh). Study relating to human resource management has revealed that staff faces a number of challenges including lack of expertise, lack of accountability, lack of job authority among others (Vijayaragavan & Singh; cited in Vijayaragavan & Singh). Knowledge about job analysis and the practice there in can help in improving performance and effectiveness of employees in an organization. Some of the techniques that can help in development of personnel include the adoption of the following procedures;

Key performance areas for various categories of personnel

The critical functions which are important in the present and the future achievement of the organizational objectives are featured in key performance areas (Pareek & Rao; cited in Vijayaragavan & Singh). This contrasts a bit with job description that entails specifications for the expectations from the current job holder, among many other things. An example of key performance areas in the area of core extension personnel includes;

Village extension workers: in this area, the workers visit villages in order to understand and to help solve the problems faced by farmers. The area also involves carrying out educational activities in form of training sessions, exhibitions among others, and; providing advisory services to the farmers and solving the problems that they face.
Subject-Matter Specialists: The workers in this area ensure that contact with agricultural research stations is kept so that it is possible to keep updated on current recommendations and findings relating to farm production. Employees in organizations that require them to be at the field, report the challenges and problems at the field, as well as feedback to the solutions already availed. This will help the rest of the workers be updated on technology and the solutions available in relation to their problems at the workplace.
Supervisory staff: May be involved in activities aimed at motivating, evaluating and guiding workers.

Critical attributes for personnel

This aspect focuses on the attributes of the workers, which can help in the determination of an effective and ineffective role occupant. Mental ability, physical ability, as well as moral issues are tested for the employees needed in the organizations. Moral issues are important for those organizations that are seeking to serve people directly (Gupta; cited in Vijayaragavan & Singh).

In the selection of personnel, it is important to ensure that assessment for the personal and professional attributes for them is carried out because one of the most serious problems of extension personnel is unsatisfactory educational level. Personnel affected include those in countries such as Zambia, Kenya, Sudan, Botswana, Bangladesh, and Malaysia (Blanckenburg; cited in Vijayaragavan & Singh). The levels of education among various categories of workers in various categories vary. For example, developing countries in particular, have been found with the problem of low level of “formal education and training” of field extension agents (Vijayaragavan & Singh).

Recruitment of Personnel

Organizations need to emphasize on the channels required for recruiting people since it determines whether the right people are selected for the organization or not. In essence, this activity determines performance of the organization. Recruitment is a continuous process within organizations because not all workers leave the job at the same time, and not all people come at the same time. In addition, the organization, may want to expand and add the workforce.

The type of workers to recruit depends on the requirements of the organization. These requirements range from the size of the organization, to the number of organization and the type of workforce required, among other things. For example, agricultural extension services require employees to have technical skills, as well as have the willingness to educate the rural people. Qualified and motivated personnel are required in the agricultural extension services.

Organizations recruit staff from several sources, including outside and inside the countries of operation. Government placement agencies may play an important role of helping the organizations to acquire outside personnel. Organizations also utilize other agencies and firms to recruit staff, including governmental organizations.

Most of the organizations have stipulated policy for recruitment of personnel. These recruitment policies vary from one organization to another, and may depend on the type of organization. Governmental or public organizations may for example have a policy that requires top organizations to be recruited through promotion. Other channels of filling vacancies within institutions include promotion (Vijayaragavan; cited in Vijayaragavan & Singh).

This strategy can help the organization to achieve employee loyalty to the organization. Other strategies may be applied for other purposes, for example, ensuring that the employees are challenged to work hard. However, the strategies being utilized in selecting staff should be free from corruption so as to ensure that the working staff does not develop negative attitudes against the organization. This practice may however promote complacency and hinder sourcing of talented workers (Vijayaragavan & Singh). The type of recruitment process may have financial implications to the organizations because the qualification of employees (their professionalism), number and type, may have financial benefits or losses to the company.

Selecting of Employees

Many companies advertise job positions in the public media so that potential employees will make applications. In this respect, the organization may focus on the need for publicity of the job opportunities such as making it known to many people through advertisements. In this respect, the organization may seek the help of governmental agencies, training centers, educational institutions among others to make sure that there is more publicity for the advertisement. In this case, evaluation through tests may be important. (Vijayaragavan & Singh) has theorized a typical selection process that includes “job application, initial screening, testing, in-depth selection interview, physical examination, and job offer”.

The process of selection determines the possibility of the determination of an effective and ineffective candidate. Determination of the right type of candidate to be employed can be done by carrying out brief interviews and simple knowledge tests. These tests and interviews can be helpful in testing the cognitive and non-cognitive abilities of personnel. Different tests may be used to determine different attributes of the individual being recruited.

In addition, non-cognitive attributes require utilization of non-cognitive tests in order to determine such attributes as high motivation of employees, employees’ empathy, orientation of employees to problem solving, among other things. The recruiting agencies may need to determine the ability to work under unsupervised and difficult village conditions, team spirit, persistence and patience, among others.

Training and Development of the Workforce

Training of the workforce is an important aspect of human resource management, and which may have direct or indirect financial effects to the firm. The financial benefits accruing to the firm in terms of training and developing the workforce link to the ability to improve the efficiency of the workforce, which has an impact on the output. Increasing knowledge of the workforce pertaining the jobs they are attending makes them become professionals, thus reducing the likelihood of such damages that would accrue by having unqualified staff on job. These problems include breakages and fires among others, which are directly linked to the financial losses for the company.

Professionalism also reduces the likelihood for wastage. Production is also linked to the number of workers in that a certain number of workers may be targeted to attain certain level of production, and this may help in the management of the workforce in relation to production levels. All organizations find themselves with the need to maintain, as well as improve the current job performance of their employees. This is achieved through application of training programs. On the other side, development programs are applied to develop the skills for the employees in performing tasks in the future (Stoner & Freeman; cited in Vijayaragavan & Singh).

The training program of an organization is guided by the training needs of employees. Job analysis may be helpful to identify the training needs of the organization, among other things. Learning situations can be achieved through use of such methods as simulation exercises, games and role playing (Lynton & Pareek; cited in Vijayaragavan & Singh). It has been recommended that training should be based on experience. This may be necessary for applications requiring utilization of technology.

Management developing programs

These are aimed at equipping the staff to prepare them for managerial positions. Changing job scenarios require that the management be trained over a wide range of management techniques. In addition, the demanding nature of management requires extensive knowledge. The current job opportunities are faced with modern challenges that require modern management techniques such as application of technology. Organizations need to identify the needs of the management positions through analysis, so as to be able to design effective management development programs. A variety of training techniques may be employed, including classroom instruction and training sessions.

Performance appraisals

Performance of employees is an important aspect of an organization. This is the step that determines the effectiveness of the human resources. Performance appraisals may be used to determine facts about the employee at workplace, for example his/her potential. The organization is also able to determine the employees’ potential through the performance appraisals. Another important aspect of evaluation of employees is the use of performance appraisals that provide for feedback. This technique offers a chance for managers to reveal much about their employees, including through open discussions. According to Pareek & Rao (cited in Vijayaragavan & Singh);

The performance appraisal which aims at facilitating employee development has the following major purposes:

to provide feedback and guidance,
to set performance goals,
to identify training needs,
to provide inputs for management of pay administration, rewards, and promotion

Identification of key performance areas and setting yearly objectives; identification of critical attributes for effective performance; periodic review of performance; discussion of performance with employees and identification of training and developmental needs

It is possible, within an organization, to evaluate the future-oriented appraisal of an organization. This analysis provides the employer with an opportunity to identify the weaknesses as well as the strengths of the employee, and to improve on them. There are many techniques employed for appraisals such as “self-appraisals, peer rating, the management by objectives (MBO) approach, psychological test and simulated work exercises, case analyses, and leadership exercises” (Vijayaragavan & Singh).

Performance Review and Counseling

Determination of the effectiveness of the employee at any organization is a very crucial practice in human resource management Problems which relate to job effectiveness can be solved through performance counseling; which can also help in identifying the training needs of the employees and analysis of job performance. Thus a manager providing subordinates with these types of analysis may determine these aspects. A successful counseling process requires the interest of the employees, their openness, and commitment (Werther & Davis; cited in Vijayaragavan & Singh).

Supervision

This activity may help the organization to achieve task orientation as well as cater for employee concerns as they arise. Supervisors may have a variety of activities including “direction and organization of activities, motivation of employees, and management of work groups” (Vijayaragavan & Singh). According to Honadle (cited in Vijayaragavan & Singh);

A study of supervisory practices to improve field performance of agricultural extension in Kenya, Malawi, and the Philippines revealed the following effective supervisory practices (Honadle, 1982):

use of collaborative, realistic, and result-oriented target setting and a daily activity plan;
a needs-based participatory evaluation system;
involvement of farmers in decision making and a reachable service target under local constraints; and
effective communication and use of simple proforma and report procedures.

For an effective supervision practice, it is important that the supervisors involve the subordinates in the making of decisions. It is recommended that the supervisors be task oriented, considerate, and make and treat “employees with more interpersonal competence” (Leonard; Vijayaragavan & Singh; cited in Vijayaragavan & Singh). Friendship also may be a very essential component of ensuring workers’ reliable performance (Vijayaragavan & Singh). Some of the techniques involved in making sure that there is friendship among the workforce includes ensuring that there are functional work groups as well as ensuring teamwork.

Mainly, all the issues affecting the ability of employees in their work affect the organization financially. Every aspect of the organization is connected to the financial aspects of it, either as income generation or expense.

Employee Motivation

Decreased or increased motivation has an indirect relationship with the financial aspects of the organization. When employees are not motivated to work, it is obvious that the corporation will lose, even financially, because the output may decrease. The vice versa is also true. Supposedly, the tricky part of such an analysis related to financial impact of motivation on an organization would be hard, since the determination of the amount of financial loss to the company as a result of motivation would be a complex analysis. This is because all the operations of the company are not related to the output, which may be directly linked to the calculation relating to determination of the financial loss of the organization.

In addition, all the services of the company are interlinked, and separation of these services would be a problem. Many organizations lack the aspect of employee motivation because of a number of reasons including low motivation, and poor promotional avenues. The effectiveness of the employees depends on the level of motivation given by the organization. Organizations in many countries suffer from poor motivation. Leaders of the organizations are challenged to have knowledge on the theories of motivation, in order to understand the problems related to employee motivation, and the available and applicable solutions to them.

Such theories include the “Maslow’s hierarchy of needs theory, Herzberg’s two factory theory, McClelland’s need theory; theory X and theory Y; and expectancy theory of motivation (Stoner & Freeman; cited in Vijayaragavan & Singh). Problems relating to motivation may be specific to specific cases because of a number of issues, such as the specific nature of problems at the work place. Thus, the required type of solutions may be different for each case.

Work-Group Management

The management establishes formal groups that may be used to serve official purposes, while informal ones exist within membership to serve their interests. There is need to have the worker’s group interests represented by the leadership at the highest level of organization. Increased performance may result if there is well-developed group dynamics (Leonard, cited in Vijayaragavan & Singh).

Rewards and Incentives

Rewards and incentives have negative impacts on the organizations finances, when looked at directly. Unfortunately, some organizations judge their operations on a short term basis, and this may encourage them to promote those operations they deem beneficial on a short term basis, while ignoring those services that have a long time benefit. Since financial benefits may accrue from various operations long after these operations have been executed, it is advisable that organizations do not disqualify operations basing on possible short-term gains.

Rewards and benefits can lead to financial benefits to the organization since they can lead to direct benefits of the firm through increasing the output. Incentive systems help in attracting and retaining the workforce, as well as motivating them. In addition, the rewards and incentives program need to provide training and promotional opportunities to the workforce. Issues that will be of important in developing a workable rewards and incentives program includes the pay, time of payment, increase of pay and promotion, among others. In order to reward best performers, it is important to develop a clear job description, performance standards, and performance appraisals.

In this case, it is necessary to base pay on performance. Rewards to the best performers may include sending best performers for higher education, as well as other non-monitory rewards such as recognizing good ideas and awarding titles (Vijayaragavan & Singh). In addition, professional societies can help to communicate innovative ideas and help to boost performance. Another way for rewarding employees is the use of improved working conditions at the field level.

In this case, attention is paid on provision of not only enough but good facilities such as housing and services such as transport and medical services. Working conditions can be tuned with the allowances, for instance, paying field allowances to those officers who are on the ground. Career development can also be used as a strategy to reward employees. Employees will be motivated through career development that seeks to have them future opportunities for promotion.

Improving the Quality of Work Life

The role of the quality of work life and the need to improve it has been felt with increasing complexity of organizations and societies, and it is now appreciated that this works together with training and proper supervision to develop the workforce (individual development). Quality of life refers to making the job more satisfying and productive. Job enrichment, job design, and role intervention present the methods for achieving improved quality of work life (Pareek; cited in Vijayaragavan & Singh).

Some of the things that may be focused in increasing job satisfaction includes “a sense of achievement in the job, recognition for the job, the nature of the work itself, and opportunities to learn new things and grow” (Vijayaragavan & Singh). It is possible to achieve job enrichment through a variety of principles according to Herzberg (cited in Vijayaragavan & Singh), including “removing controls while retaining accountability, introducing new tasks, giving a complete unit of work, granting job freedom, and helping employees to become experts in their tasks” (cited in Vijayaragavan & Singh).

Some limitations of job enrichment programs included a greater emphasis on human values and a limited view of the job, which made it necessary to development of job design, which refers to “structuring a job to satisfy the technical, organizational, social and human requirements of the person performing the work” (cited in Vijayaragavan & Singh). The workforce can be included in the development of programs that aim to improve the quality of their work life.

Role Interventions

This involves the improvement of the organizational effectiveness through the studying of the roles performed by various persons in the organizations. The linkage of people (through their roles) can achieve better results for organizational effectiveness if this helps in integrating of the people into the organization. This is because it improves the mental well-being and personal effectiveness of individuals in the organization (Pareek; cited in Vijayaragavan & Singh).

Human resource management is a wide topic that relates to very many aspects of an organization and workforce. Humanism and humanization has transformed the scope of application of human resource management. Many challenges as well as dynamic environments have been faced while dealing with human resources management. These issues, for example, have affected extension in agricultural human resource management.

Many aspects of human resource management have been featured in theory. Many organizations around the world lack proper human resource management systems. Organizations need to emphasize on the channels required for recruiting people since it determines whether the right people are selected for the organization or not. In essence, this activity determines performance of the organization. Most of the organizations have stipulated policy for recruitment of personnel. These recruitment policies vary from one organization to another, and may depend on the type of organization.

There are different methods and techniques involved in the selection of extension staff. Companies advertise positions vacant in the public media so as to have potential employees applying for the job. The process of selection determines the possibility of the determination of an effective and ineffective candidate. Incentives are an important aspect of ensuring that the workforce is retained or drawn into the organization. Most of the organizations have stipulated policy for recruitment of personnel. These recruitment policies vary from one organization to another, and may depend on the type of organization. Decreased or increased motivation has an indirect relationship with the financial aspects of the organization.

The output can be increased if the rewards and benefits are increased though the analysis to determine their influence may not be as direct. The financial benefits accruing to the firm in terms of training and developing the workforce link to the ability to improve the efficiency of the workforce, which has an impact on the output. Increasing knowledge of the workforce pertaining the jobs they are attending makes them become professionals, thus reducing the likelihood of such damages that would accrue by having unqualified staff on job. The financial connection between some operations and others may not be as direct as can be thought, but indirect linkages be able to be figured out.

Generally, all operations have financial implications in the firm, and it is the responsibility of the management to determine how best to achieve financial gains and avoid losses in the best way possible.

The use of information in guiding decisions about human resource management is important. Many techniques have been implemented in collecting the information needed to carry out job analysis, for example, interviews and mailed questionnaires. Different tests may be used to determine different attributes of the individual being recruited. All organizations find themselves with the need to maintain, as well as improve the current job performance of their employees. This is achieved through application of training programs. On the other side, development programs are applied to develop the skills for the employees in performing tasks in the future.

Mental ability, physical ability, as well as moral issues are tested for the employees needed in the organizations. Moral issues are important for those organizations that are seeking to serve people directly. Rewards and incentives have negative impacts on the organizations finances, when looked at directly. Rewards and benefits can lead to financial benefits to the organization since they can lead to direct benefits of the firm through increasing the output.

Incentive systems help in attracting and retaining the workforce, as well as motivating them. The financial benefits accruing to the firm in terms of training and developing the workforce link to the ability to improve the efficiency of the workforce, which has an impact on the output. Increasing knowledge of the workforce pertaining the jobs they are attending makes them become professionals, thus reducing the likelihood of such damages that would accrue by having unqualified staff on job. These problems include breakages and fires among others, which are directly linked to the financial losses for the company.

The linkage of people (through their roles) can achieve better results for organizational effectiveness if this helps in integrating of the people into the organization. This is because it improves the mental well-being and personal effectiveness of individuals in the organization. Mainly, all the issues affecting the ability of employees in their work affect the organization financially. Every aspect of the organization is connected to the financial aspects of it, either as income generation or expense.

Works Cited

Blanckenburg, Von. “Agricultural extension systems in some African and Asian countries”. FAO Economic and Social Development Paper 46. Rome: FAO, 1984.

Gupta, Sen. “Characteristics of effective village level workers”. Unpublished master’s thesis, New Delhi, Division of Agricultural Extension, Indian Agricultural Research Institute, 1963.

Hayward, John. “Agricultural extension: The World Bank’s experiences and approaches”, 1990. In B. E. Swanson (Ed.), Report of the global consultation on agricultural extension (p. 115-134). Rome: FAO.

Herzberg, Frederick. Work and nature of work. Cleveland: World Publishing, 1966.

Honadle, George. “Supervising agricultural extension: Practices and procedures for improving field performance”. Agricultural Administration, 9, (1982): 29-45.

Leonard, David. Reaching the peasant farmer: Organizational theory and practice in Kenya. Chicago: University of Chicago Press, 1977.

Lynton, Rolf, & Pareek, Uday. Training for development (2nd ed.). New Delhi: Sage, 1990.

Miller, Edwin, Burack, Elma, & Albrecht, Maryann. Management of human resources. Englewood Cliffs, NJ: Prentice-Hall, 1980.

Pareek, Udai., & Rao, Vnkateswara. Designing and managing human resource systems. New Delhi: Oxford & IBH Publishing Company, 1992.

Pareek, Udai. Making organizational roles effective. New Delhi: Tata McGraw-Hill, 1993.

Stoner, James & Freeman, Edward. Management (5th ed.). New Delhi: Prentice-Hall of India, 1992.

Vijayaragavan, Kausalia. Agricultural administration in India. New Delhi: Concept Publishing Company, 1994.

Vijayaragavan, Kausalia, Singh, Yogendra. “ Managing human resources within extension ”. (n.d.). Web.

Vijayaragavan, Kausalia, & Singh, Yogendra. “Job design and unit structural characteristics of department of agriculture”. Indian Journal of Extension Education, 25, (1989): 1-12.

Vijayaragavan, Kausalia, & Singh, Yogendra. “Supervisory behaviour in agricultural departments”. Indian Journal of Extension Education, 28, (1991): 16-22.

Vijayaragavan, Kausalia, & Singh, Yogendra. “Pay administration in agricultural departments”. Indian Journal of Extension Education, 28, (1992): 60-64.

Werther, William, & Davis, Keith. Personnel management and human resources. Tokyo: McGraw-Hill International Book Company, 1982.

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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.

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.

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.

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.

Essay on Human Resource Management | HRM
Essay on Merit Rating: Top 5 Essays | Human Resource Management
Notes on Human Resource Management (HRM): Meaning and Nature

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Business Studies Grade 12 Human Resources Essay Questions and Answers

Question 1:

Tommy Financial Services specialise in accounting and taxation services and are looking for an experienced accountant within the business. The new employee is expected to sign an employment contract and to be placed where he/she will function effectively. The new employee will have to undergo in-service training as well.

Keeping the scenario above in mind, write an essay on the following aspects:

Discuss the impact of internal recruitment on businesses.
Explain the legal requirements of an employment contract to TFS.
Advise TFS on the correct placement procedure.
Elaborate on the implications of the Skills Development Act, 1998 (Act 97 of 1998) for the human resources function.

Question 2:

Nizam Tiling is known for its quality products and services. They always ensure that their recruitment procedure is well structured. They offer attractive fringe benefits to their employees and continuously improve on their systems and processes. The production manager encourages employees to produce high-quality products to keep customers satisfied.

Keeping the above scenario in mind, write an essay on human resources and quality of performance on the following aspects:

Outline the recruitment procedure.
Explain the impact of fringe benefits on businesses.
Discuss the positive impact of continuous improvement to processes and systems on large businesses.
Advise the production manager on the quality indicators of the production function.

Question 3:

Delta Manufacturers has a vacancy for a sales executive. The human resources manager implemented the selection procedure after compiling a job analysis. Prospective candidates were invited for an interview. Fringe benefits were offered to the successful candidate.

Write an essay on the activities of the human resource function in which you include the following aspects:

Outline the selection procedure as a human resource activity.
Explain the TWO components of job analysis.
Discuss the role of the interviewee during the interview.
Evaluate the impact of fringe benefits on Delta Manufacturers as a business.

Business Management Grade 12 Question and Answers Online Quizzes

Revise all the topics under Business Management Grade 12 subject, using test quizzes based on the exam questions below:

Quiz: Term 1: Macro Environment: Impact of Recent Legislations Quiz
Quiz: Term 1: Human Resources Function
Quiz: Term 1: Ethics and Professionalism
Quiz: Term 1: Creative Thinking
Quiz: Term 1: Macro Environment: Business Strategies
Quiz: Term 2: Corporate Social Responsibility
Quiz: Term 2: Human Rights, Inclusivity and Environmental Issues
Quiz: Term 2: Team Performance Assessment, Conflict Management, and Problem-Solving
Quiz: Term 2: Business Sectors and their Environments
Quiz: Term 2: Leadership and Management
Quiz: Term 2: Quality of Performance
Quiz: Term 3: Investment – Securities
Quiz: Term 3: Investment – Insurance
Quiz: Term 3: Forms of Ownership
Quiz: Term 3: Presentation and Data Response

Return Migration and Human Capital Flows

We bring to bear a novel dataset covering the employment history of about 450 million individuals from 180 countries to study return migration and the impact of skilled international migration on human capital stocks across countries. Return migration is a common phenomenon, with 38% of skilled migrants returning to their origin countries within 10 years. Return migration is significantly correlated with industry growth in the origin and destination countries, and is asymmetrically exposed to negative firm employment growth. Using an AKM-style model, we identify worker and country-firm fixed effects, as well as the returns to experience and education by location and current workplace. For workers in emerging economies, the returns to a year of experience in the United States are 59-204% higher than a year of experience in the origin country. Migrants to advanced economies are positively selected on ability relative to stayers, while within this migrant population, returnees exhibit lower ability. Simulations suggest that eliminating skilled international migration would have highly heterogeneous effects across countries, adjusting total (average) human capital stocks within a range of -60% to 40% (-3% to 4%).

We thank seminar participants at UC Berkeley Macro-Lunch, CKGSB, West Coast Trade Workshop 2024, NBER Labor Studies 2024 Spring Meeting, West Coast Spatial Workshop 2024, and Wharton Real Estate. We are particularly grateful to Gaurav Khanna, Mathilde Muñoz, Emi Nakamura, Andrés Rodríguez-Clare and Benjamin Schoefer. This work was supported by the Fisher Center for Real Estate and Urban Economics and the Clausen Center at UC Berkeley. All remaining errors are ours. The views expressed herein are those of the authors and do not necessarily reflect the views of the National Bureau of Economic Research.

MARC RIS BibTeΧ

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Evaluating technologies to support remote work in human resources | Viewpoint

Bambilyn Copeland // April 23, 2024 //

Is it time to reevaluate your home office technology? (Photo by depositphotos)

The COVID-19 pandemic profoundly changed the traditional workplace, forcing employers and employees to adapt to unprecedented challenges that paved the way for more flexible and resilient work models. Remote work’s dominance at the height of the pandemic required human resources (HR) departments to pivot and quickly adopt new technology that enabled them to continue to meet their companies’ needs.

According to WFH Research, as of 2023, 12.7% of full-time employees still work from home, while 28.2% work a hybrid model. Meanwhile, a University of Birmingham study found that 73% of managers believe flexible working arrangements have increased productivity, with 60% of managers believing the same about employees who work from home.

HR leaders have indicated that poor or non-existent technology and infrastructure for remote work are among their most significant barriers to success with this model. With remote and hybrid opportunities now here to stay, there is opportunity to reevaluate current business processes, systems, and technology needs as they relate to supporting remote work in human resources.

An overview of HR systems

An HR system electronically stores employee data, supporting a wide range of human resources tasks. Its core functions typically include payroll management, timekeeping, reporting, and data analytics. Beyond these essential functions, an HR system can serve as an operational hub, helping to enhance employee communication and engagement, foster collaboration among team members, boost overall efficiency, and ensure regulatory compliance.

There are three core types of HR systems for businesses to consider, each with various features and benefits. It is important to understand the similarities and differences between them to determine which best suits a business’s needs.

Human Resources Information System (HRIS) The human resources information system (HRIS) covers all basic HR functions, keeping track of each employee’s current and historical data in one placeAn HRIS enables paperless benefit enrollments, tracks employee eligibility, and maintains audit trails of enrollment activities. It also streamlines compensation management processes, offers workflow automation, and provides standard and customizable reporting options. Employees can use self-service features to update their personal information and report life events. Paperless onboarding simplifies administrative tasks—including tax forms, direct deposit, employee handbooks, and other policy compliance documentation. HRIS also offers easy mass communication functionalities to ensure effective employee outreach.While an HRIS is easy to use, understand, and maintain, some drawbacks exist. The cloud-based platform allows mobile access without network requirements, so security can be a concern. It also has limited customization and integration capabilities with other software systems.
Human Resource Management System (HRMS) The human resources management system (HRMS) incorporates all the same functions of HRIS but goes even further to manage internal HR functions. It also includes payroll processing and a time and attendance system, allowing import functionality into pay data entry. In addition, it integrates an applicant tracking system for recruiting operations. HRMS also manages paid time off (PTO) for current employees, ensures compliance with the Affordable Care Act (ACA), and facilitates annual IRS and state filings.Security of an HRMS can still be a concern if unsecured mobile access is allowed. Some systems are cloud-based, while others are tied to a domain or network. While an HRMS is more customizable than an HRIS, it is also limited in its integration with other software systems.
Human Capital Management System (HCMS) The human capital management system (HCMS) can be described as a “complete suite” of HR software, building on the functions of HRIS and HRMS. In addition to what the other two systems offer, an HCMS integrates performance management, goal-tracking, and succession planning features. It also includes pyramid tracking by categorizing roles based on position, location, department, and job function. An HCMS supports global operations with multi-currency capabilities, and its finance module enables seamless data exchange and collaboration between HR and finance departments.An HCMS has stronger security protocols than HRIS or HRMS because it is always tied to a domain or network and has no mobile access. This system is also the most customizable option. Additionally, companies are responsible for all their own maintenance, upgrades, patches, and updates to an HCMS.

Insights on pricing and value

Several factors determine pricing and overall costs for HR technology systems. Subscription-based systems, which are often cloud-based (SaaS), charge a monthly fee driven by the number of users or headcount, and the vendor remains responsible for upgrades and maintenance. Meanwhile, license-fee systems involve on-premise servers, networks, or domains, and the business manages upgrades and maintenance independently.

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Implementation costs vary based on the system selected, as well as the cost of any additional hardware requirements. Potential expenses range from hundreds to thousands of dollars per user, with an HRIS costing the least and an HCMS costing the most to implement. Installation, setup, and consulting also add to the overall cost.

Be wary of “free” downloadable systems. They often lack comprehensive features and may lead to additional expenses for upgrades or other systems to fill gaps. The company may try to sell support, service, maintenance, or security features to make up the cost.

When considering HR technology, make sure to consider the total cost of ownership beyond the initial price tag, factoring in installation, maintenance, labor, hardware, and training. It is also important to focus on the potential return on investment (ROI) over time, as prolonged use can lead to financial savings. The system a business selects should enhance efficiency, streamline processes, and be easy to use for HR, managers, and staff.

Bambilyn Copeland is Senior Director of Client Services at Employee Retention Solutions, an RDG+Partners company, which provides businesses across Upstate New York with a holistic solution for payroll, employee benefits, and retirement services enhanced by proven technology and boutique-level service for streamlined processes. For more information, visit www.rdg-ers.com .

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Business Issues and the Contexts of Human Resources Essay

Introduction, methodology, conclusion and recommendation, reference list.

There is a rising competition for companies which are rushing world over for superiority, influence and comparative advantage amongst themselves and this is because of the strains of economic trends in the global market that is always demanding proficiency and profitability for businesses to remain afloat in the market.

One of the greatest ways that many companies are opting to address this area of their organizational organization is to improve on the way they handle their employees. There is evidential proof in support of the surmise that this management of employees and their welfare when well strategized and executed can be a source of competitive advantage for corporations and companies (Perry and Mesch 1997).

Therefore, the main aim of this study is to identify and explain different models of the Human Resource function, the forces shaping them and evaluate the role of line managers in delivering HR review and assess the importance of ethical considerations and issues of effective governance in HR decision making.

As it were the HR has had to continually evolve and change its priorities and its activities in response to market and global imperatives on a planned and structured basis. This trend continues today and a number of models of the HR function have been proposed to meet changing demands.

This research will take a conceptual approach in identifying the basic frameworks of HR strategy, how it is formulated and implemented, and differentiate between horizontal and vertical integration.

It is common ground that a key feature of contemporary HR is its role in and contribution to strategy formulation and implementation this paper will therefore interrogate the various human resource strategies in the light and face of market practices horizontally in their quest to ensure that they are consistent and compatible with each other.

The integration of HR strategy vertically with business strategy aims at creating a synergy between them. Best practice, best fit and resource-based views of the firm have been proposed.

Forces shaping the HR agenda within the organization

Business aims, goals, objectives, strategy.

The extent of an organizations’ performance of its mission and accomplishment of its goals in as far as program service delivery is concerned is of paramount concern (Nunnally 1978).

Improving administrative capacity and as well as specific interests in aspects dealing with human resource presents a great challenge in the race towards improving organizational effectiveness. Strategy in Human Resource Management enhances the levels of productivity among employees and improves the ability of an organization to achieve its mission (Perry and Mesch 1997).

Vertical and horizontal integration

The situation as it is in the organization business and market environment is that the principles governing integration are comprehensively clear but the implementation of the practice is difficult. In fact some organizations reach a point of disappointment and even consider it impossible (Schuler and Jackson 1999).

Over time organizations have invested in research initiatives that aim to establish an appropriate strategy that incorporates the principles of integration in all levels (Schuler 1992). The history of this research initiative is long and insightful and cannot be summarized in a single essay (Singh 2004).

However horizontal integration concerns the efficiency of the human resource strategy. It allows the organization to adjust its human resources strategy and function to operate harmoniously.

It entails adjusting by increasing and decreasing the levels of reliance vested in systems and tools in the company’s strategy (Som 2008). How effective an organization is in performing its objectives and goals depends heavily on the degree of vertical integration of its human resource function (Milkovich and Boudreau1998).

HR’s role in business planning

Business planning as a strategy for management requires deliberate strategies that are directed towards ensuring that there is fostering of the objectives and aims that the business set out to attain in the first place.

Practical contributions which HR makes include evaluating future skills that would be needed, creating appraisals and trainings that bring motivation and equipping personnel for their work, preparing for succession planning and benchmarking among others (Pfeiffer 1994).

HR initiatives may be skewed towards realizing these objectives through employing such tools as appraisals which are sessions where personnel’s performance is reviewed in line with determining whether they have met their objectives or not (McCourt and Wong 2003).

For the sake of future endeavours, HR can also assess the skills that may be anticipated to be required and this may be in the case where expansion for an organization is anticipated (Katou and Budhwar 2007).

Organizational financial situation, structure, culture

Structure is a generalization of the working relationships that operate within the organization. Structures are mean to serve as virtual components of the organization with a two way organizational role (Teo 2002). The structure separately distinguishes the set aside tasks that are found in the organization.

This in effect refers to the specific duties that every individual should do (Budhwar and Khatri 2001). The structure avails a means of integrating all these tasks into a single whole. Structure entails among others specialization which is the matching of the various activities with individuals who are best able to successfully execute them this applies across all levels within an organization.

It also involves Standardization which involves practices, procedures as well as guidelines that form the basis for consistency in performance. Structure also entails Centralization which is the delegation of organizational authority across the organizations ranks.

The financial situation of the organization also plays an important role in the influence of the organizations strategy and implementation of the human resource function.

An organization with a lesser financial muscle will invest lesser in the human resource function and therefore the level of expertise is much lesser than that of a firm with more financial resource. On the other hand the organizations culture also influence the position held by the human resource function in as far as the distribution of authority as well as procedure (Budhwar 2000).

HR’s roles and functions in management structures

Management of corporations in recent times has been greatly been skewed towards human resources and therefore Human Resource Management and strategies have become among the most important and relevant strategies that are being keenly followed and implemented.

This is basically because assets and resources have slightly been shifted to the rear of corporate management since personnel performance precedes them as quite correctly said by Budhwar and Khatri (2001) when they surmise that personnel that are not well trained to deliver, not even assets and resources can realize company profitability (Budhwar and Khatri 2001).

This means that HR has critical roles and functions in management structures of corporations. On the top of the list of these functions is personnel performance (Budhwar and Khatri 2001).

HR strategies being at the center of managing workers and their responsibilities, the other core function that they play is ensuring that the welfare of these workers is properly taken care of. This is important since it is clear that as humans, when one is not appreciated chances that their delivery be impaired by lack of motivation and appreciation is very high.

Employer/employee brand

The modern day effectiveness of the employers’ brand is an important aspect in the quest for a competitive advantage. It is an important basis for the modern human resource manager to attract and retain talent that is necessary for growth.

This aspect has been utilized by multinational companies across the world especially financial institutions across the banking sector which (these companies) have used it as a mechanism for the establishment of a connection with the market. This approach explains the fundamental role of the employers brand in the sustenance of the organizations quality workforce.

Employee engagement

The most basic fundamental assumption of human resource planning and management that cuts across all organizational concepts is the treatment of employees as the most important asset in an organization (Budhwar and Boyne 2004). The objective here is to ensure that the manager facilitates and maintains greater employee influence as well as participation.

This is an important and fundamental requirement for a successful organizational human resource practice (Doyle 1997). An interrogation of the effects relevance and need for this aspect has revealed that employee participation has a positively skewed relationship to performance, satisfaction, as well employee productivity (Dimba and K’bonyo 2009).

Resources Available

Resources that are available in an organization may find a lot of utilization depending on the needs and objectives of such an organization. However regardless of all these factors, a basic human resource function has a variety of technological human and capital menu from which the manager is supposed to choose from (Bowen and Ostroff 2004).

The success of an organization’s human resource system therefore relies on how well the manager utilizes these resources to ensure that the organization is well equipped to deliver its goals, objectives and purpose (Gray and Shasky 2007).

Flexibility / Change Management

The flexibility of an organization regardless of the market conditions as well as the economic environment has a bearing on the organizations ability to attract investment. This has been the case especially with the onset of the young generation dubbed “Generation X and Y”.

Investigation into the relevance effect and importance of this human resource aspect has disclosed that the increased demand for a balance between work and life in the context of a demographic and social trend has had a great impression on the strategies adopted at the workplace (Black and Boal 1994). Many organizations have adjusted their policies to suit the common market competitive drift towards flexibility (Green et al. 2006).

Review of the role of HR in strategy formulation and implementation

Strategy formulation and implementation is an area that takes most of the resources and time of an organization since it is from this that planning that ushers in results and improvements is nurtured and realized. Gray and Shasky (2007) observe that strategy formulation is the breeding ground of ideas and initiatives that when implemented realize corporate profitability and development (Gray and Shasky 2007).

Being an approach that watches over all the personnel performance and operation in an organization, HR can therefore in all respects be considered the operational engine that oversees the formulation of strategies and a propeller of the implementation of the same.

This is partly because HR teaches proper communication and sharing of information and largely directs how such information can be shared with satisfaction both for the corporation and the employees who when they are satisfied, such satisfaction becomes even better impetus for them to perform even better (Gray and Shasky 2007).

External factors

External integration goes to the maintenance of Sustainability and Resilience of the human resources function (Hall and Torrington 1998). Objectively the role of the human resource function is to contribute to resilience and sustainability of the organization as a whole. Post modern organizations especially in western societies and economies are depending on the sole objectivity of the people and their knowledge.

This is based on the analogy that organizations do not learn; it is human beings who do (Bana 2006). The organization has an obligation to facilitate this process and to ensure that the workforce learns to become as flexible as their most talented people can be. The onset of business ethics is not any different form other management disciplines (Bana and McCourt 2007).

Corporate Social Responsibility

This is the organization’s responsibility to respond and act upon factors other than those influencing its general functional activities and it is an attempt at ensuring that it maintains good social relations with the community around it (Katou and Budhwar 2007). It assures that the organization has enabling environment as well as an opportunity to grow on a sustainable basis (Barak et al. 1999).

The extent of the company’s corporate responsibility activities varies depending on the available capital. The range in these activities may either be small donations as well as bigger acts of charity such as projects for social welfare (Jules and Holzer 2001).

Corporate Governance

Every successful organization has a minimum regulatory framework that represents the standard policy framework that should basically be followed by all the members of an organization. Corporate governance principles ensure that the organization principles are representative of the required regulatory framework (Khatri 1999).

The compliance of an organization to these principles therefore is a fundamental influential factor in a human resources function and therefore affects the strategy formulated by the organization (Terpstra and Rozell 1993).

The techniques and tools used to analyze organizational and business environment

There are different techniques and tools that are used in the analysis of different aspects of business and organizational environment. These tools are important since they give a fuller perception of the different elements of a business that need consideration and monitoring so as to ensure that profitability and meeting of objectives is realized (Barak et al. 1999).

Some of these tools include SWOT analysis, STEEPLE analysis, environmental scanning and PESTEL analysis among others. SWOT analysis is the tool that is important in the auditing of the position of the business in relating its environment. It involves evaluating the strengths, weaknesses, Opportunities, and threats that concern the business.

Usually, the strengths and weaknesses in a SWOT analysis refer to the internal factors affecting operation of an organization whereas the opportunities and threats refers to external factors that have to be considered to have a clear understanding of the business environment (Buyens and De Vos 1999).

STEEPLE analysis as tool for analyzing business and organizational environment considers factors that are considered to be bordering on a given industry’s performance and business challenges (Hall and Torrington 1998). It consists of seven factors that during analysis are considered to be among the most importance in determining the effect and impact that they have on a given business venture.

These factors are mainly political (especially as regards regulation of businesses), social (as well as demographic), economic, legal, environmental, technological and ethical factors that affect and shape the industry where a given business thrives (Hall and Torrington 1998).

Another tool that is closely related to STEEPLE is the PEST analysis which analyzes the macro-environmental factors that affect business operations. This analysis is usually expressed by analyzing the following factors: Political factors, Economic factors, Social factors and Technological factors (Barak et al. 1999).

In other instances, PEST analysis is usually extended to become PESTEL analysis with the inclusion of Ethical and Legal factors in its previous analysis. The following illustration shows how PEST analysis fits in the environmental scan process.

Fig 1. Diagram showing how PEST analysis fits in the environmental Scan Process

Environmental scanning encompasses the measures undertaken by a company to keep track of the emerging issues and current trends in the global markets. It also includes the fundamental requirements in the international markets in terms of the knowledge, skills and competence of the human resource personnel employed by the company (Katou and Budhwar 2007).

This kind of scanning when done properly with appropriate planning and formulation of set strategies towards the market, play a vital role in ensuring the successful outcome after venturing into unfamiliar markets.

After thorough analysis of the internal skills and knowledge of the company’s personnel through appropriate HR strategies, it then follows that a company should engage into a comprehensive evaluation of the potential market (Barak et al. 1999). Market research can be done in various ways and several methods can be incorporated including the use of surveys or testing using samples.

Potential customers should be interviewed or given questionnaires to fill in concerning their views on the current market conditions and whether they would embrace products from the new company in their market. All these feedback will then be analyzed and used to arrive at whether the new market is viable for investment or might lead to losses (Bana and McCourt 2007).

Assessment of how the organization measures the effectiveness: Key performance indicators

Key performance indicators act as a link between the old or previous regime and the new in performance management. Organizations can be said to be in themselves echo-systems in their own right. Strategies that have been agreed can be implemented via a number of ways some of which include Organizational development, and change management models like McKinsey’s 7 S’s Model. Given the importance that implementation of strategies is accorded in corporate world, it is imperative that the approaches and models that are used are ones that are proven and appropriate since without implementation, there is no amount of strategies that can realize development and profitability of a corporation (Cheddie 2001). One such model is the above named McKinsey’s 7 S’s Model which has been defined by (Katou and Budhwar, 2007) as a Value Based Management (VBM) model which is lauded for its capacity to holistically and effectively analyze and organize company operations and they give details of how a company operates and runs its daily operations to realize profitability and attain its goals (Bana and McCourt 2007). This 7-S framework comprises of:

Share Value – this is the central concept of the model which seeks to outline the values of an organization that are shared; these are the central belief of the company.
Strategy – this plans on how to allocate a company’s limited resources so as to realized set out goals.
Structure – this is an indication of how the different units and departments of an organization are linked to each other so as to have all its functional units operational at all times.
System – this element comprises of all the processes that characterize the importance of how tasks are to be performed. This may include hiring personnel, promotional activities, financial systems and performance appraisals for the company.
Staff – this lists the entire workforce of the organization complete with the different roles that are to be done by each type of personnel.
Skill – in the model, this refers to the specific capacities, capabilities that are required for the organization to run well. These elements are usually presented as illustrated in the figure below:

Fig 2: Diagrammatic Illustration of McKinsey’s 7 S’s Model

Assessing environmental planning and the sources of business data for planning purposes

Strategic environmental planning is central to any business operation as it clearly defines the objectives and assesses with great detail both the internal and the external situations of a company which is important for the company’s formulation of the strategy, implementation of the strategy as well as evaluation of the progress and adjustments made where necessary (Bana and McCourt 2007).

The exact process of this kind of planning includes explanation and re-assessing the missions and objectives of the company, strategy formulation, Environmental scanning, evaluation, strategy implementation, and control which are among the key tools and sources of getting data for the planning process (Katou and Budhwar 2007). These are those HR elements that are key for human capital development and management in an organization.

In conclusion the successful management of the organizations strategy depends heavily on the organizations ability to use the available human resource strategies. The organizational environment has formulates three major conventional strategy approaches. The best fit practice attempts to create a correlation between the company’s strategy and the overall corporate strategy.

The close cooperation strategy on the other hand links the human resource the top management and the overall corporate strategy. The continual monitoring approach provided feedback from surveys and research analysis (Butler et al. 1991).

The adoption of a human resource strategy does not necessarily guarantee the organization a smooth sail. In fact due to the cost implications as well as other implications that limit the firms ability to adopt such a strategy. The human resource department plays an important role in the influence of the general company’s policy and therefore requires a great amount of attention as well as investment.

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40 facts about elektrostal.

Written by Lanette Mayes

Modified & Updated: 02 Mar 2024

Reviewed by Jessica Corbett

Elektrostal is a vibrant city located in the Moscow Oblast region of Russia. With a rich history, stunning architecture, and a thriving community, Elektrostal is a city that has much to offer. Whether you are a history buff, nature enthusiast, or simply curious about different cultures, Elektrostal is sure to captivate you.

This article will provide you with 40 fascinating facts about Elektrostal, giving you a better understanding of why this city is worth exploring. From its origins as an industrial hub to its modern-day charm, we will delve into the various aspects that make Elektrostal a unique and must-visit destination.

So, join us as we uncover the hidden treasures of Elektrostal and discover what makes this city a true gem in the heart of Russia.

Key Takeaways:

Elektrostal, known as the “Motor City of Russia,” is a vibrant and growing city with a rich industrial history, offering diverse cultural experiences and a strong commitment to environmental sustainability.
With its convenient location near Moscow, Elektrostal provides a picturesque landscape, vibrant nightlife, and a range of recreational activities, making it an ideal destination for residents and visitors alike.

Known as the “Motor City of Russia.”

Elektrostal, a city located in the Moscow Oblast region of Russia, earned the nickname “Motor City” due to its significant involvement in the automotive industry.

Home to the Elektrostal Metallurgical Plant.

Elektrostal is renowned for its metallurgical plant, which has been producing high-quality steel and alloys since its establishment in 1916.

Boasts a rich industrial heritage.

Elektrostal has a long history of industrial development, contributing to the growth and progress of the region.

Founded in 1916.

The city of Elektrostal was founded in 1916 as a result of the construction of the Elektrostal Metallurgical Plant.

Located approximately 50 kilometers east of Moscow.

Elektrostal is situated in close proximity to the Russian capital, making it easily accessible for both residents and visitors.

Known for its vibrant cultural scene.

Elektrostal is home to several cultural institutions, including museums, theaters, and art galleries that showcase the city’s rich artistic heritage.

A popular destination for nature lovers.

Surrounded by picturesque landscapes and forests, Elektrostal offers ample opportunities for outdoor activities such as hiking, camping, and birdwatching.

Hosts the annual Elektrostal City Day celebrations.

Every year, Elektrostal organizes festive events and activities to celebrate its founding, bringing together residents and visitors in a spirit of unity and joy.

Has a population of approximately 160,000 people.

Elektrostal is home to a diverse and vibrant community of around 160,000 residents, contributing to its dynamic atmosphere.

Boasts excellent education facilities.

The city is known for its well-established educational institutions, providing quality education to students of all ages.

A center for scientific research and innovation.

Elektrostal serves as an important hub for scientific research, particularly in the fields of metallurgy, materials science, and engineering.

Surrounded by picturesque lakes.

The city is blessed with numerous beautiful lakes, offering scenic views and recreational opportunities for locals and visitors alike.

Well-connected transportation system.

Elektrostal benefits from an efficient transportation network, including highways, railways, and public transportation options, ensuring convenient travel within and beyond the city.

Famous for its traditional Russian cuisine.

Food enthusiasts can indulge in authentic Russian dishes at numerous restaurants and cafes scattered throughout Elektrostal.

Home to notable architectural landmarks.

Elektrostal boasts impressive architecture, including the Church of the Transfiguration of the Lord and the Elektrostal Palace of Culture.

Offers a wide range of recreational facilities.

Residents and visitors can enjoy various recreational activities, such as sports complexes, swimming pools, and fitness centers, enhancing the overall quality of life.

Provides a high standard of healthcare.

Elektrostal is equipped with modern medical facilities, ensuring residents have access to quality healthcare services.

Home to the Elektrostal History Museum.

The Elektrostal History Museum showcases the city’s fascinating past through exhibitions and displays.

A hub for sports enthusiasts.

Elektrostal is passionate about sports, with numerous stadiums, arenas, and sports clubs offering opportunities for athletes and spectators.

Celebrates diverse cultural festivals.

Throughout the year, Elektrostal hosts a variety of cultural festivals, celebrating different ethnicities, traditions, and art forms.

Electric power played a significant role in its early development.

Elektrostal owes its name and initial growth to the establishment of electric power stations and the utilization of electricity in the industrial sector.

Boasts a thriving economy.

The city’s strong industrial base, coupled with its strategic location near Moscow, has contributed to Elektrostal’s prosperous economic status.

Houses the Elektrostal Drama Theater.

The Elektrostal Drama Theater is a cultural centerpiece, attracting theater enthusiasts from far and wide.

Popular destination for winter sports.

Elektrostal’s proximity to ski resorts and winter sport facilities makes it a favorite destination for skiing, snowboarding, and other winter activities.

Promotes environmental sustainability.

Elektrostal prioritizes environmental protection and sustainability, implementing initiatives to reduce pollution and preserve natural resources.

Home to renowned educational institutions.

Elektrostal is known for its prestigious schools and universities, offering a wide range of academic programs to students.

Committed to cultural preservation.

The city values its cultural heritage and takes active steps to preserve and promote traditional customs, crafts, and arts.

Hosts an annual International Film Festival.

The Elektrostal International Film Festival attracts filmmakers and cinema enthusiasts from around the world, showcasing a diverse range of films.

Encourages entrepreneurship and innovation.

Elektrostal supports aspiring entrepreneurs and fosters a culture of innovation, providing opportunities for startups and business development.

Offers a range of housing options.

Elektrostal provides diverse housing options, including apartments, houses, and residential complexes, catering to different lifestyles and budgets.

Home to notable sports teams.

Elektrostal is proud of its sports legacy, with several successful sports teams competing at regional and national levels.

Boasts a vibrant nightlife scene.

Residents and visitors can enjoy a lively nightlife in Elektrostal, with numerous bars, clubs, and entertainment venues.

Promotes cultural exchange and international relations.

Elektrostal actively engages in international partnerships, cultural exchanges, and diplomatic collaborations to foster global connections.

Surrounded by beautiful nature reserves.

Nearby nature reserves, such as the Barybino Forest and Luchinskoye Lake, offer opportunities for nature enthusiasts to explore and appreciate the region’s biodiversity.

Commemorates historical events.

The city pays tribute to significant historical events through memorials, monuments, and exhibitions, ensuring the preservation of collective memory.

Promotes sports and youth development.

Elektrostal invests in sports infrastructure and programs to encourage youth participation, health, and physical fitness.

Hosts annual cultural and artistic festivals.

Throughout the year, Elektrostal celebrates its cultural diversity through festivals dedicated to music, dance, art, and theater.

Provides a picturesque landscape for photography enthusiasts.

The city’s scenic beauty, architectural landmarks, and natural surroundings make it a paradise for photographers.

Connects to Moscow via a direct train line.

The convenient train connection between Elektrostal and Moscow makes commuting between the two cities effortless.

A city with a bright future.

Elektrostal continues to grow and develop, aiming to become a model city in terms of infrastructure, sustainability, and quality of life for its residents.

In conclusion, Elektrostal is a fascinating city with a rich history and a vibrant present. From its origins as a center of steel production to its modern-day status as a hub for education and industry, Elektrostal has plenty to offer both residents and visitors. With its beautiful parks, cultural attractions, and proximity to Moscow, there is no shortage of things to see and do in this dynamic city. Whether you’re interested in exploring its historical landmarks, enjoying outdoor activities, or immersing yourself in the local culture, Elektrostal has something for everyone. So, next time you find yourself in the Moscow region, don’t miss the opportunity to discover the hidden gems of Elektrostal.

Q: What is the population of Elektrostal?

A: As of the latest data, the population of Elektrostal is approximately XXXX.

Q: How far is Elektrostal from Moscow?

A: Elektrostal is located approximately XX kilometers away from Moscow.

Q: Are there any famous landmarks in Elektrostal?

A: Yes, Elektrostal is home to several notable landmarks, including XXXX and XXXX.

Q: What industries are prominent in Elektrostal?

A: Elektrostal is known for its steel production industry and is also a center for engineering and manufacturing.

Q: Are there any universities or educational institutions in Elektrostal?

A: Yes, Elektrostal is home to XXXX University and several other educational institutions.

Q: What are some popular outdoor activities in Elektrostal?

A: Elektrostal offers several outdoor activities, such as hiking, cycling, and picnicking in its beautiful parks.

Q: Is Elektrostal well-connected in terms of transportation?

A: Yes, Elektrostal has good transportation links, including trains and buses, making it easily accessible from nearby cities.

Q: Are there any annual events or festivals in Elektrostal?

A: Yes, Elektrostal hosts various events and festivals throughout the year, including XXXX and XXXX.

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