conclusion hrm essay

Write a Conclusion for Human Resource Management Assignment

• Emily Scott

The human resource management assignment topics selected by the universities test the skills of the student on how they can make judgments on a particular condition. Human resource is one of the most important parts of today’s corporate environment. It is important to get one of the best men in the section to have a better kind of service from them. The duty and liability of people need to be understood and it must be known that the service-providing organization’s reputation is in their hands. Only the best and most trustworthy people should be assigned to the task and the assigned person should remember that there is a huge responsibility lying to him. In order to keep the momentum of the workflow, the human resource management may need to take some decisions that are not only harsh but bring some enemies too. It should be noticed that the duty of the HR department is to serve the company and it should focus primarily on the benefits of the organization rather than the individuals.

Conclusion in Human Resource Management Assignments

In any assignment, it is a common thing to provide detailed data on what are the aspects that are going to be discussed. Apart from this, the methodology should be precise where the asked questions are answered. In the conclusion section of an HR management assignment, the main result is given. Hence it is necessary to be more specific than anything else. In the  conclusion of HR management assignment , the final remedy or justification is usually given. The asked questions have some points and after implementing logic and theories to them the research outcome is detailed in the conclusion section.

The conclusion should be very precise and in that section, the steps that can be taken by human resource development should be answered. Writing a conclusion is a difficult task for many people because the logical deduction is needed in the segment. The human resource management assignment topics selected by the universities test the skills of the student on how they can make judgments on a particular condition. The judgment is stated in the conclusion section and it should be responded to in a precise manner where the decision-making capability of a student like you is reflected in a vivid manner.

Writing the Conclusion

Writing the end part is not that easy because you have to remember all the aspects that have been tried to cover in the previous segment. The conclusion is nothing but a justification of what has happened where the opinion of the writer matters. It is a section where a good amount of analytical data should be given. So, most of the time it is seen that the writing of the professional writers and the students has a huge gap and that gap is the result of experience. The service providers are doing the task for a long time and in conclusion, human resource management assignment has become a piece of cake for them. The writers of Essaycorp are aware of the twists and turn and that is why they can easily take an upper hand from the students. They are aware of certain facts that are needed to be answered in the segment and their precise approach to data manipulation makes them the best to rely on in the section.

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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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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.

(c) Directing:

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.

(c) Quality Conscious Customers:

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.

(c) Compensation :

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.

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7 (page 98) p. 98 Conclusion

• Published: March 2022
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‘Conclusion’ describes how the Covid-19 pandemic raised a host of questions on certain issues of Human Resource Management (HRM). What is the workplace? How can employee well-being be managed? How is the workplace culture to be maintained? Covid-19 may accelerate the restructuring of the way work is performed, especially with the use of technologies. And while new technologies can be a beneficial part of re-humanizing work by allowing for the flexibility of home working, it can also be invasive and used for surveillance and control. HR can make work less dehumanizing (or more humanizing)—at least if done so more ethically or equitably by being pluralistic and inclusive.

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Contemporary Perspectives in Human Resource Management and Organizational Behavior pp 209–220 Cite as

Conclusions and Future Research Directions in Human Resource Management and Organizational Behavior

• Riann Singh 3 &
• Shalini Ramdeo 4  
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This chapter summarizes the contemporary research perspectives and gaps covered in the book. Exploring contemporary research ideas and gaps within any field of research is imperative for its advancement, and the fields of Human Resource Management (HRM) and Organizational Behavior (OB) are no different. The research gaps overviewed in this book are synthesized into larger research themes to guide the development of current and future research agendas. The future of research in these fields is forecasted and future trends are also outlined. Finally, broader research and funding agendas for scholars are evaluated to unpack the complex research challenges within the fields of HRM and OB.

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Singh, R., Ramdeo, S. (2023). Conclusions and Future Research Directions in Human Resource Management and Organizational Behavior. In: Contemporary Perspectives in Human Resource Management and Organizational Behavior. Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-031-30225-1_12

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How to Write an Essay about Human Resource Management

By | Ben Eubanks | Human Resources Professional, Speaker, and Blogger

People read essays to stay informed on new topics and learn more about specific problems. Human Resource Management (HRM) essays include up-to-date information about concepts that are most relevant to the industry. Like all branches of management, HRM is a soft skill that needs both theories and practical examples. 

In this blog, we’ll talk about the different aspects of an HRM essay and answer a common question: “Can anyone write my essay for me?” 

Writing an essay on HRM helps you gain critical thinking skills and the ability to express your thoughts, experiences, and ideas more clearly. It allows the development of skills that are valuable both during your studies and after graduation when you have to write professionally. 

Choose the Right Topic 

The first step of writing an HRM essay is to find a topic that is both interesting and novel. If you find a subject you’re passionate about, you will have a much easier time writing. HRM is a vast field and topics vary from employee motivation, productivity, compensation, and work design to training and performance appraisal. So there are almost no limits on the topic you choose. 

If you’re not given a choice of topic, don’t be disappointed. There are plenty of studies and articles on HRM that can turn any boring subject into a fun learning experience. 

Research the Topic 

In addition to brainstorming and picking a topic, think about your content. Your essay should ideally introduce a new concept or provide a new perspective on an existing concept. Search online or go to the library to find the most recent information on your topic. It’s also a good idea to talk to experts on the subject. 

Try your best to find examples from the latest case studies that relate to your topic. It is essential that you provide several real-life examples to reinforce your arguments. Moreover, examples make your HRM essay more memorable.  

Define the Structure 

The next step in the process of writing your HRM essay involves determining your structure. Writing a good essay involves lots of deliberate thinking. Before you type a single word, you should have a clear idea of each paragraph in your essay. 

Like most academic writing, HRM essays have an intuitive outline: introduction, body, and conclusion. 

Introduction 

The introduction presents your position on the issue and includes your  thesis statement , a concise one-sentence that clearly defines your position from the beginning and leaves no doubt in the reader’s mind. 

The body is where you make arguments to support your thesis statement and elaborate on your ideas. It is critical to offer your own original ideas and add a new point of view. A good HRM essay is more than a collection of thoughts and paragraphs from different sources. 

Also, your body section must be well-written and include appropriate headings to make the content easier to scan. Throughout your essay, explain every subject in detail and give enough evidence to support your point. The objective is to convince the reader of the viability of your position.  

Conclusion 

The conclusion is the last section of your essay that ties all the pieces together and gives you a final chance to argue your case. You should keep this section relatively short. 

HRM issues are inevitably linked to real-life situations. So, it is worth providing a few (no more than four) recommendations on how you think the topic of your essay can be applied to practical situations. 

Importance of Practical Examples

HRM is full of different, and sometimes contradicting, theories. Practical examples help to clarify these theories and reinforce your argument. Since HRM deals with human psychology, it’s necessary to supply examples from academic experiments, in addition to stories from real-life companies. 

Your essay should include at least a couple of well-placed examples from reliable sources. Publications such as Harvard Business Review, the Wall Street Journal, and Fortune Magazine are excellent places to start. Established academic journals in the field include the Journal of Human Resources, Organization Sciences, and the Journal of Organizational Behavior. 

Proofreading Your Essay 

Proofreading is the last step in the process which ensures your essay is the best it can be. But give yourself a break before you start going over your essays. If you have a fresh look at your work, you’re more likely to find sentences that need to be rewritten. Also, carefully check your work for errors in grammar, punctuation, and sentence structure. 

Getting Help 

A frequent question many HRM students have is “Can someone write my essay for me online?” 

Clearly, crafting a superior essay is not an easy task. Due to a lack of time or knowledge, you may search online and copy example resources. But that’s very risky. Instead, it’s better to ask for professional help. 

You might be asking: “Are there professionals who will write my essays for me?” 

The answer is yes. Nowadays, there are many reputable providers that offer  custom essay writing service  to help you with your HRM assignments. 

Now, you may also ask “Can anyone write my essay online for cheap?”

Getting help from professional essay writers doesn’t have to leave a dent in your wallet. Most online services offer good quality at a reasonable cost, but remember to be vigilant. Sometimes going cheap is a bad idea.

Republished with permission and originally published at upstarthr.com

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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 […]

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 high grade for the academic paper.

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 Resource Management (HRM), Essay Example

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On many organizational levels code of ethics is important as it sets the “tone from the top” of the company’s culture. Code of Ethics need to be effective in order to establish ethical expectations for all management and employees. In addition, sets out noncompliance consequences and enforcement mechanisms. It encourages ethic discussions within organizations thus improves on how employees deal with prejudices, ethical dilemmas and daily gray areas encounters. These Codes when perceived as an integral component of organizational culture, enforced, understood and followed, can provide the organization with needed protection if cases of “rogue” employees occur. This is stipulated under Guidelines for Federal Sentencing. On the other hand, a Code of Conduct is a central guide and users reference in day-to-day support of decision making techniques. It aims at clarifying the principles and values of an organization’s mission, which links them to the Code of Conduct(Corey, Corey & Callanan, 2011). In reference, it locates pertinent documents, resources and other services related to organizational ethics. This gives the organization a positive public identity leading to a more supportive regulatory and political environment, which leads to an increase of public trust and confidence among stakeholders and constituencies.

For Human Resource, as a discipline, Code of Ethics and Conduct is essential because it is a guide for behavior, communication, standardization and consistency essential for complex organizations in a global perspective. In today’s global market, competition is paramount and thus, managers need to take steps that will make the organization stay intheglobal arena.

This information is vital for future dealings because it gives the individual a sense of belonging in a competitive environment. Displaying an effective Code of Ethics and Conduct gives an individual the steps to undertake when implementing a successful tool for all employees. This bears in mind the needs and preferences of all their employees, and thus, stakeholders and managers will ensure that decisions made affect their personnel in a positive way. Ethics is essential in any organization that interacts with competitors because it is a passage for all dealings. Having an effective Code of Ethics gives the organization a positive image, which means that all business opportunities will be exhausted. As a result, organizational resources will be utilized to create an environment that delivers organizational goals and objectives. As an employee in an organization, this information enables me enhance the image of the Company, which aspires to remain ethical in all its endeavors.

The information facilitates the incorporation of behavior standards coherent to regulations and laws of the organization. This encourages employees to be honorable and honest while engaging in dailyactivities on behalf of the organization. The management should be the first in the company to perform their duties in an ethical approach. This will enable the other employees to understand the importance of having Code of Ethics in the company. This makes the ethics codes enforceable, which binds the employee and management to one goal. Failure to follow guidelines leads to repercussions and consequences for the employee. These items give employees a base on how to deal with the customers thus, customer expectations and that of the clients is catered for fully.

An employee incentive program is essential because it transforms an organization. If it was an average performer, it becomes an excellent, and result oriented agency because it moves people from the conception of just coming to work and getting paid. The employees see and understand existing connection between rewards and their performance.  This incentive program enables individual employees to contribute in organizational improvement and growth because their needs are met without hesitations. These programs give me the morale to work harder because my efforts in building the nation and organization are recognized by managers and stakeholders. Appreciation is an important tool for employees because it motivates them and gives them the energy and strength to pursue their goals and mission (Green& Butkus, 1999).Through this program, individuals are able to air their vision and opinion on how to better the company by giving sound ideas that reflect upon the competitive nature of global business.

Employee incentive plans are essential because they enable individuals to specialize in areas of interest, which culminates in the development of the organization. Employees will maintain high standards when dealing with their target market, and thus, enable the organization gain a competitive advantage. Incentive program plan means that individual needs to work extra hard in order to e in the good books of the organization and thus, their stakeholders and managers recognize their efforts by rewarding them. This is important because it sets a strong working relation between managers and employees. They become free with each other and ensure that organizational goals and objectives are met.Financial incentives are a good example of incentive plans employed by many organizations. This gives individuals a chance to explore their talents, gifts and skills in developing competitive goods and services.  In addition, this becomes a pillar for them to work cordially with other departments in meeting the values, objectives and mission of the organization.

Corey G., Corey, M. S. & Callanan, P. (2011). Issues and Ethics in the Helping Professions SAB 240 Substance Abuse Issues in Client Service Series. New York: Cengage Learning.

Green, T. B. & Butkus, R. T. (1999). Motivation, Beliefs, and Organizational Transformation. New York: Greenwood Publishing Group.

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Essay: The importance of human resources management (HRM)

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Introduction

Organizations are made of among others, human resources (HR) which is the most valuable asset in today’s dynamic world. Indeed, it is people and not organizations that constitute an organization. Achievement of organization’s objectives depends on the individually and collective efforts put in by its work force. Human resources management (HRM) may be defined as the coherent as well as strategic maximization of human resources capital in an organization towards making a return on that investment ( Gold & Bratton, 2001 ).

The practice, in its efforts, effectively attempts to maintain a ‘fit’ between the employees and the organization’s overall strategic direction. Unlike technology and processes, people have a soul, aspirations, feelings and emotions. As such, the concept of people as an asset, do not indicate perceiving them as commodities. In managing people, the manager must practice disciplines based on psychology, sociology, industrial relations as well as industrial engineering and economics. In achieving an organization’s objectives, it is possible to adjust the technology employed by increasing production speed as well as reducing the machines’ downtime. For a person, who has a soul, ability to reason and act in response, it is hard to alter the person’s working speed as well as the duration. Proper management of human resources leads to a motivated workforce, a development to loyalty and an assurance of survival and success of an organization.

This paper pays a close look at the practice management of human resources in an organization. This will encompass the importance of the practice, functions within this office and some of the motivation techniques that can be used as well as their role in achieving organizational objectives. Furthermore, the paper will focus an attention to a reputable organization in determining the applicability of incentives and compensation in HRM. Every organization has its strategic future which is broken down into objectives that are measurable and comprehensible, so that the workforce can implement ( Snell & Bohlander, 2009 ). The sensitivity and value placed on organizational strategic plan cannot be left in the hands its employees if they are incapable or not motivated. The organization has a responsibility not only to invest heavily in technology and detailed professional processes but also on its workforce and strategic management policies.

Importance of HRM

HRM as a practice significantly offers support and advice to the line management within an organization. Management of human resources must ensure an attraction, preservation, loyalty and development of highly profiled caliber of people/workforce in order to provide a competitive advantage necessary for the survival and success of the organization. The image of an organization, which develops the goodwill, is largely dependent on how well its human resources are managed (McCoy, 1999). The management of the human resources assumes the following roles. First, HRM manages the demand for human resources. Economies in which organizations are based are dynamic. There are economical shifts of growth and decline that require counteractive measures within an organizations workforce. The said measures demands both quantitative and qualitative procedures within the workforce. The practices of retrenchments, hiring, early retirements and the contract renews for the experienced are all structural adjustments that responds to economical changes affecting organizations.

Second, HRM is responsible in managing social pressure in provision of the desirable environment for the workforce. The hygiene and safety of the working environment must be always maintained as it is a motivation factor in employees’ performance. The provision of appropriate protective gear while working, pollution free environment and other working conditions is a paramount concern for the HRM office Berger, 2008). Third, HRM is important in managing political pressure usually generated by calls to hire from local labor market irrespective of the resultant factors of cost and knowledge/skills. Though it is ethical to hire from the contextual economy, political pressure should not compromise the quality and quantity of organization’s production and a resulting failure in achieving the organization objectives.

HRM also manages the technology by hiring the right workforce or alternatively developing/training the existing workforce in response to technological change. Changes in technology can contribute to obsolescence of the working force which would spill over to the organization not achieving its objectives (Jackson, 2007). HRM office must always find the most appropriate method of counteracting a technological shift by either hiring people with the needed expertise or by training the existing one. In developing an organization culture the later would be more appropriate. If the earlier alternative is adopted, the competition pressure in compensation must be properly dealt with. HRM is also important in designing and management of strategic HR planning. Strategic HR planning is the informed projection of the organizations needs for the appropriate employees, both in quantity and quality, and balancing off this with the organizations ability to sustainably meet the demands of those employees for a substantial period of time in the future. As such, the budgetary constraints associated with right hiring are checked. HRM needs to make these projections in agreement with the line/functional management’s assumptions.

It is also the responsibility of HRM to initiate, alter and manage job design. Job design is the arrangement/rearrangement of work that is aimed at checking or overcoming employee’s job dissatisfaction and alienation resulting from repetitive tasks. In curbing this state, the HRM office should conduct job enrichment, job rotation, job enlargement and job simplification exercises. All these procedures are aimed at raising productivity levels which is the ultimate goal of the HRM’s office. In cases of mergers and acquisitions, it is the sole responsibility of the HRM’s office to rationalize, orient and harmonize the human resources in the involved organizations. The fundamental issues behind mergers and acquisitions are, more often than not, undesirable and unwelcome by employees ( Bilsberry, 2005 ). The task of making an otherwise unpleasant issue acceptable lies squarely at the HRM’s office. Moreover, since work environments are different across organizations, the HRM must orient the various workforces involved to the new objectives and/ or organizational culture.

Finally, the HRM is responsible in managing implementation of change. Change may be in terms of process, organizational structure, systems and culture among others. Changes are the inevitable twists that affect the normal and known paths through which an organization operates. Some of the aforementioned twists arise internally from the organization’s need to achieve new status. Others are externally experienced due to the shifts in the business environment. The issues aforementioned under the discussion are achieved through the functions of the HRM office.

Functions of HRM

Generally, HRM management can be subdivided into three interlinked phases. The practice functions include recruiting qualified human resources, managing the employees in the working environment as well as preparing and enforcing exit of the employees from the organization. The process of recruiting employees arises from the organization’s need to properly position itself in the economy. Ideally, recruitment should follow an order closest to; vacancy advertisement, selection of potential candidates, interviewing and contracting the successful candidate(s). Once in the organization, new employees are inducted and trained. It is during work performance that issues such as motivation, compensation development, disciplinary actions, performance appraisals, career planning / development, counseling, talent management, safety management and staff communication are conducted (Gold & Bratton, 2001).

The employees continuously offer their service to the organization under the existing HRM measures until they exit. Exit may result from retrenchment, obsolescence, retiring, resignation or termination of employment. The HRM at this phase has a responsibility to counsel and prepare the exiting employee for the challenges and opportunities awaiting the employee in the future. The office should ethically hand over all the legal documents and benefits to the exiting employee for positive development of the organization’s goodwill/reputation in the corporate world. If need be, the HRM should have a succession plan for implementation at this phase. Motivation as a HRM activity can completely change the perception of employees while in the work environment. Different people in the workforce are motivated differently across and longitudinally with time. Compensation and incentive is a major motivation element that is easily applicable in many organizations since, almost every employee joins an organization with a sole/major purpose of earning.

Compensation and incentives HRM

An incentive can be defined as any factor, that can be financial or non financial that accounts for preference or stimulates/enables a specific course of action. It can as well be said to be the bonus paid on successful achievement of performance objectives. Compensation is the art of offering/giving money or something else, which can easily convert to money, for purposes of paying for work done. In general, compensation and incentive can be referred to a compensation package. A compensation package is the value placed on an employee as presented to that employee. Compensation can be categorized into three categories. First, there is non monetary compensation. This is the benefit received by an employee which cannot be tangibly valued. Such can include social and career rewards. Job security, recognition, opportunity for growth, flexible working hours, subsidized housing, magazine subscription, laundry services, elder care, are some of the non-monetary compensations (Berger, 2008). Second, compensation can be direct which is the employee’s base wage/salary expressed as salary or hourly wage as profit sharing bonuses paid based on performance. Finally, compensation can be indirect. The later includes facilities like health insurance, paid leave, moving expenses and child care being provided by the employer.

There is a corporate general consensus insisting on relating pay with performance for effectiveness. This may not necessarily be applicable in sectors such as agriculture where many performance results are dependent on factors beyond organization and employee control. Whichever the compensation used, it should also be fair with the market and not discriminating against some employees (Campbell, 2006). A job evaluation should be conducted in placing a value on employee. In such an evaluation, compensable factors such as experience, education level and job responsibility should be considered. Moreover, employees should be involved when considering their indirect compensation needs such as paid vacation, retirement planning, childcare among others. The HRM officer should regularly review the compensation package from time to time to maintain its fairness, equitability and competitiveness.

Importance of compensation and incentives in HRM practice

Use of compensation and incentives is an importance practice in HRM as it has the following advantages. First, to many employees, the basic purpose for joining an organization is to secure a pay. The value placed in such a pay and not necessarily the amount/size motivates the employees more, and as result higher productivity levels are reported. Second, compensation facilitates hiring, retention, promotion and evaluation of the workforce. Without mentioning aspects of compensation, the HRM office might find it impossible to convince people to join the organization to work or even the existing employees to assume higher responsibilities (Armstrong, 2006). Third, compensation displays legality of a contract/employment. For a contract to be valid there has to be a consideration, which is partly what a pay or remuneration package serves. Compensation, especially bonuses, which practice sharing of profits with the employees, creates a sense of belonging to the employees. This is extremely important in securing employees’ loyalty during hard times in managerial practices.

In addition, compensation assists in valuing an organization as well as determining its future. Once the HRM office is capable of properly remunerating workforce, the employees are almost assured of their organization’s survival. Usually, when an organization is going under receivership, employees are the first victim as there is reduced employee compensation, which may in acute scenarios deny them their basic livelihood. Finally, compensation and incentives are the easiest motivational practices available for use by the HRM. This is because compensation is directly linked to employee’s welfare more than the improvement of working conditions (McCoy, 1999).

HRM at Coca Cola Company

Coca Cola Company is one of the leading beverage production companies. The firm that traces back its existence in 1886 ascribes to the philosophy that, it is people and not technology creates an effective organization. Employees are regarded as assets and as such their health and benefits are highly considered. Benefits compensations and benefits given at Coca cola company include a basic pay, medical facility, bonuses, picking and dropping of employees to and fro work station, gratuity fund as well as social security. The company has never performed downsizing exercise during its existence which displays a good relationship between the company and the employees (Berger, 2008). The company also practices an open door policy. Open door policy provides an opportunity for feedback from employees and vice versa. Compensation package review is objectively done from the annual performance evaluations. At the beginning of every year, HRM office communicates the objectives of the company and reviews their achievement at the end of the same period. The training policy for employees is well established to ensure that employees do not become obsolete. For example, new employees get a three month paid training while existing employees get a full free on new technology before they can use it. Training of employees is a non tangible compensation that assures employees of their job security.

As drawn from the evaluation above, effective management on human resources requires both scientific and a human relations approaches. The emphasis is both goal oriented as well as human welfare oriented. Any successful organization must invest sufficiently on HRM aspect failure to which the wrong organization culture will be developed. In order to effectively invest on the human resources modern firms ought to institute humane employee relations policies, reviews on package offered, appraise performance regularly, build motivation-oriented culture and possibly institute open channels to assist in participative management practices where employees are deliberately engaged during decision procedures. Conclusively, HR practices are crucial for organizational general performances levels and any move to drive the firms towards higher goals ought to be premised on attainable HR strategic goals. As evidenced, strategic policies crafts a decisive goals’ path for firm’s benefit whilst building effective workforce team.

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How to Conclude an Essay | Interactive Example

Published on January 24, 2019 by Shona McCombes . Revised on July 23, 2023.

The conclusion is the final paragraph of your essay . A strong conclusion aims to:

• Tie together the essay’s main points
• Show why your argument matters
• Leave the reader with a strong impression

Your conclusion should give a sense of closure and completion to your argument, but also show what new questions or possibilities it has opened up.

This conclusion is taken from our annotated essay example , which discusses the history of the Braille system. Hover over each part to see why it’s effective.

Braille paved the way for dramatic cultural changes in the way blind people were treated and the opportunities available to them. Louis Braille’s innovation was to reimagine existing reading systems from a blind perspective, and the success of this invention required sighted teachers to adapt to their students’ reality instead of the other way around. In this sense, Braille helped drive broader social changes in the status of blindness. New accessibility tools provide practical advantages to those who need them, but they can also change the perspectives and attitudes of those who do not.

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Table of contents

Step 1: return to your thesis, step 2: review your main points, step 3: show why it matters, what shouldn’t go in the conclusion, more examples of essay conclusions, other interesting articles, frequently asked questions about writing an essay conclusion.

To begin your conclusion, signal that the essay is coming to an end by returning to your overall argument.

Don’t just repeat your thesis statement —instead, try to rephrase your argument in a way that shows how it has been developed since the introduction.

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Next, remind the reader of the main points that you used to support your argument.

Avoid simply summarizing each paragraph or repeating each point in order; try to bring your points together in a way that makes the connections between them clear. The conclusion is your final chance to show how all the paragraphs of your essay add up to a coherent whole.

To wrap up your conclusion, zoom out to a broader view of the topic and consider the implications of your argument. For example:

• Does it contribute a new understanding of your topic?
• Does it raise new questions for future study?
• Does it lead to practical suggestions or predictions?
• Can it be applied to different contexts?
• Can it be connected to a broader debate or theme?

Whatever your essay is about, the conclusion should aim to emphasize the significance of your argument, whether that’s within your academic subject or in the wider world.

Try to end with a strong, decisive sentence, leaving the reader with a lingering sense of interest in your topic.

The easiest way to improve your conclusion is to eliminate these common mistakes.

Don’t include new evidence

Any evidence or analysis that is essential to supporting your thesis statement should appear in the main body of the essay.

The conclusion might include minor pieces of new information—for example, a sentence or two discussing broader implications, or a quotation that nicely summarizes your central point. But it shouldn’t introduce any major new sources or ideas that need further explanation to understand.

Don’t use “concluding phrases”

Avoid using obvious stock phrases to tell the reader what you’re doing:

• “In conclusion…”
• “To sum up…”

These phrases aren’t forbidden, but they can make your writing sound weak. By returning to your main argument, it will quickly become clear that you are concluding the essay—you shouldn’t have to spell it out.

Don’t undermine your argument

Avoid using apologetic phrases that sound uncertain or confused:

• “This is just one approach among many.”
• “There are good arguments on both sides of this issue.”
• “There is no clear answer to this problem.”

Even if your essay has explored different points of view, your own position should be clear. There may be many possible approaches to the topic, but you want to leave the reader convinced that yours is the best one!

• Argumentative
• Literary analysis

This conclusion is taken from an argumentative essay about the internet’s impact on education. It acknowledges the opposing arguments while taking a clear, decisive position.

The internet has had a major positive impact on the world of education; occasional pitfalls aside, its value is evident in numerous applications. The future of teaching lies in the possibilities the internet opens up for communication, research, and interactivity. As the popularity of distance learning shows, students value the flexibility and accessibility offered by digital education, and educators should fully embrace these advantages. The internet’s dangers, real and imaginary, have been documented exhaustively by skeptics, but the internet is here to stay; it is time to focus seriously on its potential for good.

This conclusion is taken from a short expository essay that explains the invention of the printing press and its effects on European society. It focuses on giving a clear, concise overview of what was covered in the essay.

The invention of the printing press was important not only in terms of its immediate cultural and economic effects, but also in terms of its major impact on politics and religion across Europe. In the century following the invention of the printing press, the relatively stationary intellectual atmosphere of the Middle Ages gave way to the social upheavals of the Reformation and the Renaissance. A single technological innovation had contributed to the total reshaping of the continent.

This conclusion is taken from a literary analysis essay about Mary Shelley’s Frankenstein . It summarizes what the essay’s analysis achieved and emphasizes its originality.

By tracing the depiction of Frankenstein through the novel’s three volumes, I have demonstrated how the narrative structure shifts our perception of the character. While the Frankenstein of the first volume is depicted as having innocent intentions, the second and third volumes—first in the creature’s accusatory voice, and then in his own voice—increasingly undermine him, causing him to appear alternately ridiculous and vindictive. Far from the one-dimensional villain he is often taken to be, the character of Frankenstein is compelling because of the dynamic narrative frame in which he is placed. In this frame, Frankenstein’s narrative self-presentation responds to the images of him we see from others’ perspectives. This conclusion sheds new light on the novel, foregrounding Shelley’s unique layering of narrative perspectives and its importance for the depiction of character.

If you want to know more about AI tools , college essays , or fallacies make sure to check out some of our other articles with explanations and examples or go directly to our tools!

• Ad hominem fallacy
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Your essay’s conclusion should contain:

• A rephrased version of your overall thesis
• A brief review of the key points you made in the main body
• An indication of why your argument matters

The conclusion may also reflect on the broader implications of your argument, showing how your ideas could applied to other contexts or debates.

For a stronger conclusion paragraph, avoid including:

• Important evidence or analysis that wasn’t mentioned in the main body
• Generic concluding phrases (e.g. “In conclusion…”)
• Weak statements that undermine your argument (e.g. “There are good points on both sides of this issue.”)

Your conclusion should leave the reader with a strong, decisive impression of your work.

The conclusion paragraph of an essay is usually shorter than the introduction . As a rule, it shouldn’t take up more than 10–15% of the text.

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What I Learned in Human Resource Management – Essay

Below, you will find a reflection paper about human resource management. It states that to keep competitive advantage, companies must ensure that training and development of the human resources is given high priority.

Introduction

Human Resource is a term used to describe all the people working in an organization. Human resource management is the function within an organization that emphasizes on hiring and recruitment of employees, managing employees and giving them direction. Human resource management can also be preformed by various sectional/departmental heads also known as line managers.

Therefore, the human resources manager oversees numerous issues touching on the employees and their welfare. Other issues handled by human resource department include compensation; performance management and appraisal; organizational development; motivation of employees; staff development; grievance and disciplinary; and communication among others (Banfield and Kay, 2008, p. 3; Gronn 2002, p. 425; Cappelli 2000, p.104).

Human resource management is also a tactical and all-inclusive approach to managing individuals and the organization culture and environment. Effective human resource management makes it possible for workers to contribute effectively and efficiently to the overall wellbeing of the organization and to the achievement of goals. Human resource management is currently moving away from the traditional methods of personnel management.

It is now integrating changes in the global business environment and the increased competition for human capital. Therefore, Human resource management is currently expected to add value to the employees to enable them cope with the present challenges and improve the competitive advantage of the company (Gilmore and Williams, 2009, p. 5). This essay aims at exploring a portfolio of subjects related to human resource management and reflecting them with the seminar activities.

Developing the practitioner

In order to maintain a competitive advantage and retention of high quality staff, companies must ensure that training and development of the human resources is given high priority. Investing in professional training guarantees stability and productivity in organization.

Training and development is the main instrument for breaking new ground; hence, bringing changes in an organization. One of the most significant aspects of human resource development is helping employees to become more effective in their work and to be able to adapt to other jobs within the company (Wexley & Latham 2002, p.12; Miller, 2010, p. 55).

In order to achieve individual and organizational objectives, human resource practitioners require principal skills. These skills and teamwork create a sense of shared responsibility and commitment to the objective. Organization development and employee relations are strong communication skills and high level of emotional intelligence, which enable the HR to ensure that employees always work together as a team and cross train on each other’s responsibilities (Torrington, Hall and Taylor, 2008, p. 7).

The seminar gave me the opportunity to strategize myself and to identify the personal goals I wanted to develop. My dream is to maintain high level of individual motivation and to focus my energy towards achieving my individual and organizational goals. I discovered how to manage time in a better way by planning everything in advance and improving my management, communication and decision making skills.

Therefore, I would like to further develop my skills and understand the importance of human resource management to help me pursue a career in this field once my studies are over. Human resources management is a challenging and exciting area of study in the corporate and business world today. The seminar helped me to understand the significance of managing human resources and its role in organizations.

Communication and meeting skills

The active participation and loyalty of the labor force is one of the major components that enable an organization to attain world class status and implement operations management strategies for instance Kaizen or just-in-time. This participation can only be achieved and maintained through effective communication.

The ability to relay information, for example the goals and objectives of the organization is viewed as the first step in achieving this commitment. When these goals and objective are effectively communicated to all employees within the organization, operational management strategies must be initiated to permit workers to play an active role in attaining these goals. Effective communication thus motivates employees to own the goals of the company and relate with each other productively (Business Studies, 2008, p. 4).

In the seminar, I had first hand experience of team work and exercised communication and meeting skills. Each team was divided into two groups with each doing the meeting, taking notes and giving feedback alternatively. I learned more about the communication skills in meeting.

The leader of the meeting was very confident. He engaged each member in the meeting by listening to all the opinions and discussed the ideas with others before making the final decision. We also got the feedback from the meeting of other groups which was very interesting and active. This will help me to sharpen my communication and meeting skills.

Presentation Skills

There are number of significant elements that make an effective presentation. First and foremost, effective presentation requires adequate preparation and planning.

Preparation and planning involve setting up goals and objectives for the presentation, studying the audience, constructing the main points and assessing the presentation. Secondly, formulating the presentation structure; one must understand what he/she wants to present and how to present it and provide the information in a well structured format (Claudyne and Rotondo, 2002, p. 3).

In addition, presentation also calls for identification of key points that keep the audience engaged and interested. This involves the use of body language, great eye contact with the audience that helps in getting better view point, use of visual in a presentation, creating interest and establishing a rapport with the audience, use of rhetoric questions, and tonal variation and pronunciation among others.

Information must also be summarized to allow for enough time for the audience to ask questions. Responding to questions from the audience indicates confidence in the material presented (Comfort and Derek, 1996, p. 5).

In the seminar we were asked to provide a group presentation. Each member of the group was asked to present what they leaned from the communication skills exercise. Group presentation was a great experience for me since it made me discover my strong and weak points.

I learned that I had difficulty in communicating my ideas to the group than to individuals. I was shy and terrified of speaking in front of the group. I was also afraid of forgetting what I was going to say or that my mind would go blank. After the presentation I got the feedback from the tutor and other students which helped me to improve my presentation skills.

Training and Learning

Education is the act or method of passing on or acquiring knowledge, judgment or skills and a degree of intellectual development. On the other hand, learning is the act or process of acquiring these knowledge or skills. Personnel’s training is the improvement of the staff to enhance their performance.

Most organizations employ systematic approach to training. This is a technique for managing training programs and entails coherent approach is determining the type of knowledge required for a specific job or profession. Its starts by establishing staff’s work related requirements and delivering training properly. This approach employs constant assessment of the training program and it ensures that it meets the demand of the specific job or profession (Scully 2005, p. 10).

Systematic approach to training follows a specific training cycle. These stages include identification of the training requirements, designing training solutions, delivering the solutions, application of training in the court surrounding, and lastly assessing the training solutions. Strategic approach used in professional training and developments are more targeted, quantifiable and effective.

Increased flexibility in terms of delivery of training accommodates participant’s different styles of learning as well as their lifestyles. Training professional assesses the reaction, learning, behavioral change and valued added to the organization. Evaluation of the training interventions helps organization to establish the strength weaknesses of the training development approach used in an organization (Wexley & Latham 2002, p.12; Miller, 2010, p. 55).

Kolb et al., 1985 defined learning as a process of creating knowledge by changing experience. Learning process is classified into four phases which are re-entered as the cycle progresses.

Each cycle has different implications on training and learning. The four phases are experience, reflective observation, generalization (thinking), and active experimentation (action). This type of learning process is very useful in training although sometimes in can rather seem abstract particularly if the concepts are new to the learners (Kolb et al., 1985, p.10).

Constructive feedback offers information that contributes to the enhancement and creation of better outcomes. In a workplace scenario, it strengthens communication between the staff and the management, enhances performance, increase staff motivation and commitment, offer support and maintain confidence in employees.

In the seminar each member of the group was asked to come up with different extracts relating to effective training and development and the definition of learning styles. This gave me an opportunity to listen to different experience in training and success stories from students working in different professions. I also learned how to come up with good results using credible sources.

Equality and Diversity

Most organizations employ people of different gender, cultural background, nationality, and religion. Therefore, organizations must ensure that these employees maximize their potential without any form of prejudice or discrimination. They should employ strategies that accommodate diversity and ensure equality in the workplace.

Some organizations have developed diversity and equality units to facilitate cultural transformation throughout the organization with the objective of entrenching a culture of indulgence, consciousness, and progressive development in diversity and equality. Support from the top management is very important in setting up and resourcing the structures that promote diversity and equality but individual commitment also plays a major role (Blackburn and Hart, 2003, p. 60).

International Labor Organization chapter on Equality and diversity discourages discrimination of any form and this has been incorporated by most countries. In the U.S, there is a threshold set for companies with regard to hiring the vulnerable people in the society.

According to ISCO-68 (International Standard Classification of Occupation), the share of women working is a high ranking occupational group is established by the ratio of the total number of women employed in those positions. There must be at least one third of the total number of the top occupational employees. In addition, most governments have enacted laws that protect against all forms of discrimination (Cox, 2001, p. 7).

In the seminar we had a group presentation on equality and diversity of employees in Northumbria University. Our group made the pest presentation using slides and gave elaborate explanation on the subject. The presentation also included interesting videos related to the subject matter and question-answer moment. In this presentation I discovered that I had not only improved my presentation skills but also mastered the subject in question.

Recruitment and Selection

Recruitment and selection is a very important factor in human resource management. Those charged with the responsibility of recruiting new staff in a work organization act as the caretakers, thus ensures that only the chosen are fronted, managed and trained. Hence in the most elemental sense the decision to hire underscores the whole subject of human resource management.

Subjects related with exclusion from the workplace also underline the need for professionalism, equality and moral conduct on the part of those engaged in recruitment and selection.

Recruitment and selection plays a significant role in ensuring excellent staff performance and positive results in the organization. Selection of workforce is not only aimed at replacing the outgoing employees or adding new employees but also putting in place employees who can carry out there duties at a high level and show commitment (Gilmore and Williams, 2009, p. 55).

Recruitment and selection is normally presented as planned logical activity, encompassing certain serially-linked stages within a process of staff resourcing, which itself may be traced within the broader human resources management strategy. Recruitment involves generating a group of competent people to apply for the relevant job while selection entails the use of different types of instruments to choose the most suitable persons from the pool of applicants (French and Rees, 2010, p. 189).

During the selection process, making decisions based on the individual characteristics and appropriateness for the job at hand may prove to be a difficult task and normal selection techniques have some flaws. The effectiveness of a recruitment and selection technique is based on two elements; reliability and validity.

Reliability refers to the consistency of the results and validity touches on acceptability of the measures used, adequacy of the tool used and predictability of the results (French and Rees, 2010, p. 190).In the seminar we were told to bring three copies of job description, person specification and a job advert that is relevant.

I leaned how to evaluate and classify jobs, planning the recruitment process, attracting the relevant talents, assessing, selecting and appointing/ choosing the right person for the job. In short, I learned how to carry out a fair and effective recruitment and selection.

Performance Management and appraisal

According to Gusdorf (2009, pp. 13) performance management is the process of assessing the performance and evaluating the relative worth of employees within an organization. Performance appraisal focuses on the employee’s latest accomplishments and letdowns, individual strength and weaknesses, and appropriateness for promotion or additional training. Performance appraisal also encompasses performance based on consideration besides productivity.

The most common approach of performance evaluation is 360-degree appraisal which entails the use of numerical or scale by senior personnel to score an individual’s performance against the company’s objectives. In this case the senior officials of an organization collectively identify the common goals, define individual responsibility and expectation and use these measures to direct operations of different entities and assess employee’s contribution (Gusdorf, 2009, p. 12).

Every manager knows that employee’s performance is very critical to the overall wellbeing of the organization. Therefore, most organizations have moved beyond the traditional performance management approaches and are eliminating barriers to outstanding employee performance that exist in the work environment. To achieve outstanding employee performance, first you have to understand that this does not take place in vacuum.

Companies should discuss job description with their employees so as to reach an agreement on the expected performance and responsibilities. The discussion should include the critical aspect of the job and milestones/ deadlines. After that they should set up goal (s) for each job and for the process of improvement. The organization should also set up corporate culture and human resource policies that exhibit tolerance and promote human resource development (Dean, 1999, p. 7).

In the seminar we explored different aspect of performance management and appraisal. Each student was asked to do a thorough research on the subject and each came up with excellent explanations. The discussion also included first hand experience from those who were already employed or were employed earlier. Therefore, I learned about performance management and appraisal in the work place and proper ways of managing the organization, evaluating employees and supporting them to perform better.

Absence Management

Every employer expects employees to attend work on a regular basis without any form of disruption. Employees are also expected to create workplace conditions that are favorable to regular attendance. Despite of these expectations, employees may experience sickness or injury that can stop her/him from performing the assigned duties on a regular basis. These falls under non-culpable absenteeism since it is beyond the employee’s control.

On the other hand, culpable absenteeism is the form of absenteeism that is within the employee’s control and he/she should be held accountable for them. Examples of culpable absenteeism include lateness for work or leaving work early, failure to notify the company of absence, absence without leave, and abuse of leave (Otter, 2009, p. 3).

Too much absenteeism is very costly to the organization. By cutting just a third of impromptu absenteeism the company will be saved one percent of the payroll cost. It also inconveniences other members of the staff who are subjected to additional work/responsibilities (Suff, Mizon and Reid, 2006, p. 2).

Innocent absenteeism is addressed in a supportive and non-disciplinary manner. Counseling interview is usually done to bring to the workers attention to the impact of absenteeism on the organization and to other members of the staff. This is also done to motivate workers to enhance and sustain their level of attendance at work.

Counseling interview should targets employees with two successive quarters exceeding average absenteeism. This should be undertaken regularly after review of attendance summaries. Regular absenteeism just like other actions requires disciplinary actions. Disciplinary actions are undertaken after several warnings and it may even involve termination of contract (Otter, 2009, p. 4-5).

In the seminar we were taught about successful strategies for managing sickness absence in the workplace in organizations that we are familiar with. Some students also came up with strategies used in a number of multinational companies such as Mark Spencer, Unilever among others. In the second half of the seminar student’s role played different positions in the company including the manager, general employees and the observer.

The role-playing was aimed at finding different ways in which absenteeism can be handled by these categories of employees in an organization. I learned about the causes and value of absenteeism and its impact in the workplace. I also leaned about the appropriate ways that managers should undertake to minimize absenteeism in the organization and how they can motivate workers at the same time.

Counseling/mediation-developing skills for the workplace

At the workplace employees normally have individuals who require support and this necessitates effective counseling skills. This normally arises when a fellow employee requires help and support as a result of severe stress, personal and work grievances or bereavement that can affect his/her performance.

In many cases organizations do employ counseling officers to assist this category of employees. Workplace counseling requires a great deal of learning active and effective listening and responding skills. Workplace counseling also demands excellent interpersonal and communication skills.

The counselors should apply empathic and non-judgmental approaches when dealing with people under stress. Workplace counseling requires one to built trust and rapport in a limited but authentic manner. Its also involve development of self awareness and reflective interpersonal skills to enhance professionalism (Doherty, 2004, p. 4).

Many countries have enacted bills to encourage organizations and their workforce to employ constructive dialogue in resolving disputes and complaints. However, some organizations have set up internal dispute resolution mechanism and this may include mediation. Mediation is still new to most people and a number of organizations are still not sure of what it is all about or what it involves. Organizations normally use counseling and welfare services to provide mediation and counseling to its employees (Kidd, 1996, p. 10).

In the seminar we were asked to differentiate between counseling and mediation. At the beginning most students were confused about the two phrases since they are synonymous. However, after discussions and presentations, their definitions became clearer to us. Later on we were asked the role played by the human resource manager who is trying to assist and support an employee facing trouble in the workplace.

Therefore, from the seminar I came to understand the difference between mediation and counseling and how the human resource manager can listen and support employees who are facing numerous challenges which can affect their performance at work (Doherty, 2004, p. 5-6).

Grievance and Discipline

Since 2004 the law regarding disciplinary and grievance procedures have significantly changed. The new law set up the minimum procedure that must be followed prior to disciplinary action and by which employers and employees must adhere to when dealing with grievances. Failure to follow the minimum procedure can affect the admissibility of the claim or any form of compensation to be awarded.

The standard disciplinary procedures include investigation of the misconduct, issue of disciplinary letter inviting the culprit to the meeting to discuss the matter, an appeal after seven days of receiving the disciplinary letter, and lastly the disciplinary action. Disciplinary action also follows a distinct path; it starts with verbal warning, first written warning, final written warning and lastly dismissal with notice (Department of Trade and Industry, 2001, p. 6).

The main objective of grievance procedures is to promote acceptable dispute resolution. There are formal and informal grievance procedures. Informal procedures are normally sought so as to maintain a good working relations among the parties. Formal procedures are normally sought after the informal procedure fail to work.

Formal procedure involves writing/ recording grievance and providing the copy to the employer. After the employer has had sufficient evenhanded opportunity to respond to the query, a meeting is set between the two parties to discuss the matter. The meeting must be held within 14days after receiving the letter of grievance. Union representative may accompany an employee to the meeting. An employer can appeal or accept to take responsibility (Department of Trade and Industry, 2001, p. 8-9).

Skills needed to facilitate grievance and discipline in the workplace are the same as mediation skills and include listening skills, communication skills, interpersonal skills and conflict resolution skills among others. Those dealing with grievance and disciplinary procedures must be fair, give each party enough time to explain themselves, non-judgmental and should not victimize a party and should be able to handle the outcome confidently (Torrington, Hall and Taylor, 2008, p.41).

In the seminar we were taught about the main issues that cause grievances at work and they include: poor working condition, poor remuneration, work pressure, discrimination, personal conflicts, sickness attendance, and transfers among others. In the seminar we also learned of the common reasons why managers revoke discipline proceedings against employees.

Developing practitioner

Globalization and the increased operational and labor market challenges have made the human resource a major player in finding solutions to organizational problems. Human resources managers are in intense pressure to deliver business results while taking care of the functional costs.

They always try to unlock the main drivers that enhance the effectiveness of the human resource function at the same time having a huge impact on the organization. Research studies have shown that successful management of talent has a huge impact on the performance of the businesses. Companies that excel in attracting, engaging and retaining talents normally have the competitive advantage over its rivals in terms of sales, revenue and return on investment (Wexley & Latham 2002, p.14).

The only big challenge for the HR manager is establishing what drives effectiveness and efficiency. Studies have found out that despite of the organizational model, the HR business partner time and again explains the difference in effectiveness of the HR line support. HR business partners are those members of the staff who work with the departmental/sectional heads on talents and business and are mostly known as HR generalists.

This does not mean that other HR functions are useless. They are very important since they can be used for cost or expertise reason. However, the studies have also shown that if the organization has professional staff and shared service, even if the HR business partners underperform, it is still possible to build an effective partnership with line. As a matter of fact, the strategic partner’s role of HR business basically relies on the effectiveness of the HR support to line management (Wexley & Latham 2002, p.15).

In the seminar we were told to research and give a presentation on the role of HR business partner and how significant it is in the organization. The presentations covered numerous literatures on the subject and this gave me the opportunity to gain wider knowledge on the same. I learned that HR business partner plays a very significant role in the development and the overall success of the business. We also had chance to hear from the students who had worked in the HR department.

The tough challenges faced by managers in times of economic recession

During such a hard time leadership assessment becomes very significant. Most organizations normally use proven psychometric tests to establish the strength and weaknesses of their key employees during less stressful periods. This can also be done during tough times to check on the resilience of the employees.

Recession also offers the HR professionals with great opportunity to focus on the essentials of human capital management. This is the time for the managers to remind their employees of the significance of offering quality services to clients and creating greater effectiveness and efficiency to help the company through the difficult period (Keogh, J., 2006, p. 6).

This period calls for honesty and trust among the HR professionals to help in retention of employees and enhancement of efficiency. The success of any organization during the difficult time depends on the team spirit within the organization and the environment of trust among the employees. Lack of trust is linked to increased stress, low satisfaction and commitment, and low performance.

Therefore, it is the responsibility of the leaders to guide their organization towards recognizing and improving trust deficiencies. Their main concern should be fostering integrity on employees to increase flow of communication, efficiency and overall performance (Keogh, J., 2008, p. 3).

In the seminar we were also asked to research about the tough challenges facing the managers in the current economic recession. The findings were discussed in group and were also presented. One of the challenges facing managers is redundancy. I learned the skills required to tackle redundancy and change strategies that can be utilized in the workplace.

The ever changing global economy calls for new innovations and strategies in organizations in order to maintain competitive advantage. These include training and development of the human resource to enhance productivity and overall business performance. Organizations are taking huge risks by investing heavily on human resource training and development.

Business executives view innovation as one of their top most challenges. Many studies have found out that training and development is the main instrument for breaking new ground bringing changes in an organization.

High performing organizations nowadays are acknowledging the significance of using best training and development systems to improve their competitive advantage in the industry. Training and development of the human resource is a critical factor in any organization if the value and potential of the human resources are to be harnessed and grown. Many studies have underscored the apparent correlation between a soundly designed and strategic training and the overall success of the organization.

The general image of the industry and workers is also influenced by the level and quality of training and development. In our contemporary business climate most companies are faced with stiff competition for their quality staffs. Human resource experts asserts that companies which invests heavily on training and development benefits from enriched working environment with low level of staff exodus as well as enhanced productivity and organizational performance.

A change in the business environment is not a new thing. Since the 19 th century and industrial revolution, companies have been tackling changes at an increasingly rapid level. The most respected professional are those that have been able to take advantage of the changes in the global business environment and the economy.

To avoid redundancy among the employees resulting from these changes, HR department have adopted training and development to meet the current demand. Some employees are also reassigned to other departments/unit where they are useful. Employees are also given support and motivation and are made to understand that they are not redundant but the job.

Communication skills are important in all aspects of the organization and most importantly in the organizational meetings. Effective means of communication coupled with excellent communication skills ensures that everyone is involved in deliberations and that they understand the agenda or purpose of the meeting. According to Edward Wertheim, majority of employees expend about 76% of their time in private communication with their colleges at the workplace. Thus, efficient communication- whether at personal, intergroup, intragroup, or external level- is a vital factor needed by an organization to drive and achieve its goals.

Effective communication enables vital information to be relayed in a manner and form that is easily deciphered by the person receiving it within an organization. Also workers are highly motivated to be productive when an organization adopts effective communication skills. A good presentation requires adequate preparation and research; this increases confidence.

Therefore, presentation requires clear and well organized structure. The seminar gave me the opportunity to enhance my interpersonal skills, communication skills and how to make excellent presentation. These skills are very important in life and in the work place.

Discriminations are common in the workplace especially those related to gender, disability, ethnicity/minority groups/ race, and recently HIV and Aids.

The first global report on discrimination, Time for Equality at Work, emphasized that the workplace is a strategic spot for freeing the society from social prejudice and discrimination. Therefore, discrimination can be easily and effectively dealt with in the workplace than any other social arena. Discrimination generates social and economic shortcomings that can result into inefficiency and disparate results.

Recruitment and selection plays an imperative role in shaping the performance and effectiveness of an organization, especially if the organization is able to acquire employees who already have appropriate knowledge, skills and ability and are able to accurately forecast their future capacity. Most selection and recruitment are based on the CV, telephone screening, recommendations, graphology, biographical data, psychometric tests and interviews.

Performance management is a holistic process which aims at organizing different facets including appraisal. Therefore, performance management is a more strategic process that is intended to attain high level of performance in the organization.

On the contrary, performance appraisal is more operationally focuses, with emphasis put on workers short term to medium term performance and development. Performance management is all about obtaining better outcomes from the organization, team and individuals as a result of understanding and managing performance with a given structure, standard and challenging demands.

Absenteeism can account to up to three percent of the company’s direct payroll costs. However, most organizations have failed to manage absenteeism effectively. Failure to track absenteeism means an organization is wasting funds/ resources.

Some organizations have deployed absence self services that monitors and analyzes impromptu absenteeism and provides reports on the same and therefore promotes productive working environment. Some organizations possess these technologies, but are yet to deploy it. Innocent absenteeism is addressed in a supportive and non-disciplinary manner while culpable absenteeism is addressed through a disciplinary/legal channel.

Counseling and mediation in the workplace are highly structured and is focused on finding solution to disputes based on the set principles and skills. Counselors’ experience and skills such as listening, communication, handling of emotions among others are necessary but mediation also requires conflict resolution skills which most counselors do not have. Nonetheless, mediators must be unbiased and should not take sides at all cost.

Mediation and counseling is used to solve disputes such as grievances, inequality, harassment/bullying, salary and wages among others. The new procedures on disciplinary and grievances have impacted on the way claim are defended or brought in the tribunal. The main purpose of amending these procedures was to reduce the number of cases finding there way into the tribunal.

Nonetheless, organizations and workers have struggled with the new laws and the governments are still consulting if these rules can be amended. Nevertheless, at this minute they remain in force and have to be abided. What normally prompts grievances and disciplinary actions in organizations include time keeping, absenteeism, violation of company policies, and crime. The seminar gave me an opportunity to gain more knowledge on the disciplinary and grievance procedures.

Studies have also shown that HR must effectively collaborate with business line management to attain talent results. Real strategic value does not originate from conformity, helps administration or operation efficiency.

These roles and duties are very significant, but for the HR to have a reasonable impact on the organization, it must collaborate with business line management to drive talent results. The studies established that effective HR line support can enhance workers performance by over 20% and workers retention by about 30%. In addition, HR line support can increase revenues and profits by 10 percent.

There is a common saying that reads “tough times calls for tough measures”. The world currently is experiencing tough economic times resulting from the global recession of 2007/2008. In such scenario it is vital for organizations to reflect on how they are going to retain and motivate their workers while at the same time staying on the budget.

Regardless of the speedy reaction of several businesses, human capital is not dispensable during a recession. Such challenging economic time normally calls for tough decisions. Therefore, human resource department usually find themselves in pressure to manage rapid changes in the organization which may involve cutting cost, staff training and development, selecting workers for redundancy, in addition to hiring new consultants to help the organization to survive the recession.

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Banfield, P. and Kay, R., 2008. Introduction to Human Resource Management . London: Oxford University Press.

Blackburn, R. and Hart, M., 2003. Employment Rights in Small Workplaces: Some New Evidence, Explanations and Implications. Industrial Law Journal , 32(1), pp. 60-67.

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Cappelli, P., 2000. A market-driven approach to retaining talent. Harvard Business Review, 78(1), pp.103–111.

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Doherty, N., 2004. Do Counselors make good mediators ? Web.

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Gusdorf, M.L., 2009 . Employee and Labor relations instructor’s manual: performance management and appraisal. Alexandria, VA: Society for Human Resource Management.

French, R. and Rees, G., 2010. Leading, Managing and Developing People : Recruitment and Selection. London: CIPD.

Keogh, J., 2006. Recession: The Human Capital Challenge . Connecticut: Keogh & Associates Consulting.

Keogh, J., 2008. Human Resource Management in a Recession Economy . Connecticut: Keogh & Associates Consulting.

Kidd, J. M., 1996. The career counseling interview . London: Birkbeck ePrints . Web.

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Human Resource Management Conclusion Essay Example

• Pages: 6 (1539 words)
• Published: April 12, 2017
• Type: Literature Analysis

The term human resource management (HRM) refers to the design and application of formal systems in an organization to ensure the effective and efficient use of human talent to accomplish organizational goals (Robert, L. M. & John, H. J. , 2002). This system includes activities undertaken to attract, develop, and maintain an effective workforce. Managers have to play an active role in recruiting and selecting the right employees, developing effective training programs, or creating appropriate performance appraisal systems.

Today, more than ever, strategic decisions are related to human resource consideration. In many companies, especially those that rely more on employee information, creativity, knowledge, and service, success depends on the ability to manage human capital (George, B. , Scott, S. , & Arthur, S. , 2001). To build human capital, HRM develops strategies for findin

g the best talent, enhancing their skills and knowledge with training programs and opportunities for personal development.

To be conclusion, I don’t approve of spending on the recruitment and selection of employees beyond their current level of job duties rather than spending a great deal of money on training. We should only do that we find the right people to do the right thing, to fit the culture, job description and job specification rather than beyond current level. Moreover we should concern both recruitment and selection of employees and training them, making a moderate balance for recruitment and training employees. In this essay, I will draw on real-life work situation and relevant HRM literature to illuminate my viewpoints.

Three primary goals of HRM The three broad HRM activities outlined in Exhibit 1 as below are to find the right people, manage talent so people achiev

their potential, and maintain the workforce over the long term, achieving these goals requires skills in planning, recruiting, training, all of those procedure affect the performance of the entire organization.

Manage talent Training Development Appraisal To effectively implement strategy of the cooperation, which the strategy focused on achieving certain goals, allocating the goals, it also includes some consistency, integration of decisions and actions (Robert, M. G. , 2010 strategy). Some of the major dimensions are recruitment and selection of employees and furthering training them, those there aspects integrate as one aspect and at the aspect of procedure, selection and recruitment should precede training, all of them are consistency, integration and cohesiveness.

The importance of recruiting and selecting employees Today, recruiting is sometimes referred to as talent acquisition to reflect the importance of human factor in the organization’s success (Megan, S. , 2005). Even when unemployment rates are high, companies often have trouble finding people with the skills the organization needs. A survey by manpower Inc. of 33000 employers in 23 countries found that 40 percent reported having difficulty finding and hiring the desired talent (Robert, E. P. , 2006).

The next step for managers is to select desired employees from the pool of recruited applicants. In the selection process, employees assess applicants’ characteristics in an attempt to determine the “fit” between the job and applicant characteristics. For most companies using selection devices for assessing applicant qualifications. And On average, 33 percent of organizations’ HR budget is allocated specifically to recruitment a18 percent is allocated specifically to selection. Over the next two years, most organizations will increase the amount of money they will spend on recruitment and selection. When

adjusting for normal increases due to cost inflation, 31 percent of organizations plan to increase spending for recruitment and 22 percent for selection.

Finding the right people to fit the current situation rather than beyond their current level of job duties. Underlying the organization’s effort to attract employees is a matching model. With the matching model, the organization and the individual attempt to match the needs, interests, and value that they offer each other (James, G. M. & Herbert, A. S. , 1958).

For example, a large manufacturer can only need those possess know-how ability, and can observe their regulations, they don’t need a high education person, as for an engineer who would thrive working for the software developer might feel stymied and unhappy working for a large manufacturer. Both the company and the employee are interested in finding a good match.

The benefits of training employees A well-trained, multiskilled workforce is essential to economic survival. Moreover many employees now look to the company they work for to provide them with growth and learning opportunities to improve their employability (Garger, E. M. , 1999). Research shows that investments in human resources are a potential source of competitive advantage and have a positive relationship with share market performance and profits (Huselid, M. , Jackson, S. E. & Schuler, R. S. , 1997). Then, let’s explore the benefits of effective training.

Increased Employee Motivation, Satisfaction, and Morale Even though there are so many methods to increase employees’ motivation, satisfaction and morale such as empowerment, improving the quality of their life, monetary incentives and other incentives. However, learning or training as one way to improve the satisfaction of employees’ attitude which is

always adopted by most companies. According to training or programs can increase the employees’ satisfaction and morale toward their company and the client, it also affect their job or carrier utility (Richard C. C. , 2011). In other words, if the body of knowledge gained can be applied to the work to be accomplished, then the acquisition of that knowledge will be a worthwhile event for the employee and employer.

Increased efficiency. Companies can save money without having to make cuts to staff, by doing the requirements training. With cutting out the redundant steps yet using the process of training that will result of gaining the expectations of your company, and even better from the required training(Jeff, P. C. , 1997). This will stay competitive and increase their efficiency. Along with this, they also continue to find a way to allow the company growth in this lagging economy. With requirements training this helps businesses to increasing efficiency.

Recently, one major cost for a company is the added time required to train a new employee. Employee turnover problems are present when a company faces difficulty in hiring the right people, of course monetary incentives can form a higher level of satisfaction in the workforce. However, providing ongoing training so that an employee can keep improving his skills and advancement opportunities. As a result, it will reduce the employee turnover rate and decrease the operation costs.

Risk management (e. g. , Training about sexual harassment, diversity training, etc. ) Differences among employees create diversity. Workers differ in age, gender, race, nationality, religion, sexual orientation, marital status and a range of other factors. Organizations need to be concerned with diversity management

because negative stereotyping and hostile work environments can lead to discrimination and harassment(Ivancevich, J. M. ), therefore, training about risk needs to be compulsory.

The reasons for training employees Today, changes, particularly in technology and organizational restructuring, mean that people and organizations are continually faced with situations that require learning and the exploitation of knowledge (Raymond, J. S. , 2011).  Business and economic changes Recession, international competition, tariff reductions, global outsourcing and restructuring are just a few of the dislocating factors affecting organizations today. During those problems, as for managers they need seek out new opportunities for growth and provide stretch goals for the entire organization, and for employees they need improve their ability and skills to challenge scarce competition, both of them need training and learning.

Organizational changes also create training needs. Organizations are becoming more flexible, participative, and simultaneously tougher and more humane (Raymond, J. S. , 2011). Work structure and design are changing dramatically, building on changes that have already begun. With every employee should fit the organizational development and clear about the value they add in both areas for both areas for internal and external customers and even employees should keep the pace of changing in organization behavior.

Changes in social attitudes, legal requirements, and industrial relations and so on generate training and development needs. Occupational health and safety, enterprise bargaining, smoking in the workplace, substance abuse, sexual harassment, the management of diversity and EEO requirements(Raymond, J. S. , 2011). As to know those changes and difference and then apply them into manager’s decisions or influence the behavior or attitude of employees’ attitude toward their company and customers. Organizations need to train their employees

for social, legal situation which they will meet in their career life.

The rate of technological change is now greater than it has ever been. No employee or organization can escape its whirlwind impact; moreover, added value is being created by brain power and not physical effort (Tapscott, D, 1996). Especially, in today’s society, many computer-controlled machinery and data advances require employees to possess new skills and know-how even continuously learn new knowledge to renew their head. On the other hand, employees (and organizations) can compete only if they learn faster than their competitors.

As I stated before, if an organization are better off in the furthering operation, it need many aspects of development. However, budget or source allocates on spending of the recruitment and selection of employees and then a great deal of money on training them is compulsory. Hence I don’t agree with the title which organization could operate well if the recruitment and selection of employees beyond their current level of job duties rather than spending a great deal of money on training.

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Schneier on Security

Home Essays

In Memoriam: Ross Anderson, 1956-2024

• Communications of the ACM
• April 9, 2024

Ross Anderson unexpectedly passed away in his sleep on March 28th in his home in Cambridge. He was 67.

I can’t remember when I first met Ross. It was well before 2008, when we created the Security and Human Behavior workshop. It was before 2001, when we created the Workshop on Economics and Information Security (okay, he created that one, I just helped). It was before 1998, when we first wrote about the insecurity of key escrow systems. In 1996, I was one of the people he brought to the Newton Institute at Cambridge University, for the six-month cryptography residency program he ran (I made a mistake not staying the whole time)—so it was before then as well.

I know I was at the first Fast Software Encryption workshop in December 1993, the first conference he created. There, I presented the Blowfish encryption algorithm. Pulling an old first edition of Applied Cryptography (the one with the blue cover) down from my shelf, I see his name in the acknowledgments. This means that at either the 1992 Crypto conference in Santa Barbara or the 1993 Eurocrypt in Lofthus, Norway, I, as an unpublished book author who had written a few cryptography articles for Dr. Dobb’s Journal , asked him to read and comment on my book manuscript. And he said yes. Which means I mailed him a paper copy. And he read it, and mailed his handwritten comments back to me. In an envelope with stamps. Because that’s how we did it back then.

This is back when "crypto" meant cryptography, and we would laugh when military types said "cyber" or "cybersecurity." We all called it "computer security" and then "Internet security."

I have known Ross for over 30 years, both as a colleague and a friend. He was enthusiastic, brilliant, opinionated, articulate, curmudgeonly, and kind. Pick up any of his academic papers and articles—there are 302 entries on his webpage —and odds are that you will find at least one unexpected insight that will change how you think about security. He was a security engineer, but also very much a generalist. He published on block cipher cryptanalysis in the 1990s, on the security of large-language models last year, and on pretty much everything else in between.

His masterwork book, Security Engineering —1,200 pages in its third edition—illustrates that breadth. It is as comprehensive a tome on computer security and related topics as you could imagine. Twenty-nine chapters cover everything from access control to tamper resistance, from banking security to nuclear command and control, and from psychology to security printing. Every page is infused with his knowledge, expertise, wisdom, and uncanny ability to cut through the nonsense that too often surrounds traditional security disciplines. (Also note his 15-lecture video series on that same webpage. If you have never heard Ross lecture, you’re in for a treat.)

Ross was a pragmatic visionary. His mastery of both the technologies and the underlying policy issues showed a deep command of multiple fields , and a rare capability to both work within them and synthesize around them. He was also able to weave this knowledge into narratives that were both compelling and comprehensible to the layperson. In his 1993 paper " Why Cryptosystems Fail ," he pointed out that both cryptography and computer security got threat modeling all wrong, and that we were solving the wrong problems. It’s not the math, he wrote; it’s the implementation and the people and the procedures. In 2001, he was the first person to recognize that security problems are often actually economic problems , kick-starting the academic discipline of security economics.

He didn’t suffer fools in either government or the corporate world, giving them no quarter by disproving their security claims. As a graduate student, he defended people accused of stealing from ATM machines by banks who maintained that their security was foolproof. It was a pattern that repeated itself throughout his career: analyze a real-world security system from all angles, understand how it fails, and then publish the results—angering the powers in charge of that security system.

Here’s one example of many. In 2014, he was hired as an expert witness to defend people accused of tampering with the curfew tags used for offender monitoring. He studied the physical tags and their security, and also the economic, policy, and security implications of the tagging system. He even went as far as to wear an ankle bracelet himself. It promptly broke, proving his point. You can read the whole story in Chapter 14 of the third edition of his book.

That sense of justice and confronting power infused much of his work. He fought against surveillance and backdoors. He and I were part of the second and third academic take-downs of government attempts to break encryption. His 2022 rebuttal of child protection as a pretense to break encryption is particularly scathing.

Ross also fought for academic freedom, repeatedly publishing his findings in the face of corporate threats. Many things we all use are more secure today because of Ross’s work.

He was a blistering letter writer to those he believed deserved it. Verbally, he could be a hurricane in your face if he disagreed with you, but he would also engage with your points and was always willing to change his mind. And he enthused about, argued with, and listened to everybody: students, colleagues, partners of students and colleagues, random people he crossed paths with. Everyone was a sounding board for whatever ideas he had in is head.

And his head was constantly filled with ideas—mostly good, some not so good—and seemingly inexhaustible energy to implement them. He founded five different conferences, including the Information Hiding Workshop and Decepticon. He co-founded the Cambridge Cybercrime Centre . He founded the U.K.’s Foundation for Information Policy Research , and wrote most of the papers that the organization submitted to Parliamentary Inquiries on dumb legislative ideas. When the legislative center of power moved to Brussels, he helped form the European Digital Rights organization to provide advice there.

All this was part of his gift of fostering community. And it’s nowhere more evident than his legacy of graduate students at Cambridge University. His CV lists thirty-two of them, and seven more that he was currently advising. Many have carried his legacy of pragmatic security analysis of real-world systems.

Ross was elected as a Fellow of the Royal Society and a Fellow of the Royal Academy of Engineering in 2009. In 2016, he was awarded the British Computer Society’s Lovelace Medal, the U.K.’s top prize in computing. From 2021, he split his time as a professor between the University of Cambridge and the University of Edinburgh and was elected a Fellow of the Royal Society of Edinburgh in 2023. He was absolutely rageful against Cambridge University for making him retire at 67—and he was right.

He also play ed the bagpipes throughout his life. I dedicated a 1998 cryptography paper, " The Street Performer Protocol ," to him because he "spent some of his youth busking on the streets of Germany with his bagpipes." Those were good stories.

He is listed in the acknowledgments as a reader of every one of my books from Beyond Fear on. Recently, we’d see each other a couple of times a year, at this or that workshop or event. He hosted me at Security and Human Behavor at Cambridge’s Churchill College in 2022. The last time I saw him was last June at SHB in Pittsburgh. We were having dinner on Alessandro Acquisti ‘s rooftop patio to celebrate another successful workshop. He was going to attend my Workshop on Reimagining Democracy in December 2023, but had to cancel at the last minute. The day before he died, we were discussing how to accommodate everyone who registered for this year’s SHB workshop in December. I learned something from him every single time we talked. And I am not the only one.

My heart goes out to his wife Shireen, their daughter Bavani, and the rest of their family. We lost him much too soon.

Categories: Computer and Information Security

Tags: Communications of the ACM

Sidebar photo of Bruce Schneier by Joe MacInnis.

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