HRM (Human Resource Management) Assignments and Essays

Human resources management is considered an easy subject by students; however when they attempt to write an assignment or an essay, it is often difficult to find applicable concepts in the subject as it is more subjective and qualitative. Almost all MBA programs have human resources as a main subject and almost all students have at one point of time gone through a human resources management assignment. With my seven years of experience, working for UK university students, I have written a large number of assignments in the following areas.

  • General human resources management
  • Human Resources Development
  • Planning and strategising human resources
  • Motivational strategy is to be adopted by human resources departments
  • Recruitment and Selection strategies and methods in organisations
  • Psychological contract and its implications
  • Employee diversity and inclusion management

The above are only some of the general topics that I have come across when working for students of MBA and other business management programs. My dealings with students from UK are unique and quite different from other assignment writing services normally found on the Internet. I only work for business management students and I choose the assignments carefully. I do not take any work which I feel uncomfortable with. Further I have a two stage payment system. The first 50% payment is a confirmation for me to start the work. When I complete the work, I can send 80% for your review. You can make the balance payment and I send the full report. All payments are to my bank account in UK.

UK HRM essay assignment writing help

Why Do You Need My Help With Assignment and Essay Writing in HRM

In every MBA programme and a business management course in almost all universities have the mandatory human resources management module as it has now become strategic, integrated and an essential part of managing organisations. Human resources management is a subject drawn from behavioural sciences and strategy management, which involves the concepts of human capital and industry relations. A large number of research studies are conducted around the strategic implications of HRM, knowledge management, performance management, learning and development, reward management, employee relations, planning, recruitment and selection, talent management and any other aspects connected with human resources. The assignments connected with human resources often utilise a large number of ideas from the underlying philosophical positions to the fields indicated above. However the philosophical position of human resources management is very recent, perhaps it is one of the most recent among the prominent subjects among management subjects taught at the university.

Students of MBA programmes and other business management courses concentrates on the application of various models connected with HR, although the philosophical position also has to be studied and is often incorporated in assignments, essays and dissertations. Indeed the philosophical notion of human resources management is highly visionary; but criticised as it is a largely subjective concept rooted on behavioural sciences. Indeed the purpose of studying human resources management and of course the idea behind any assignment in HRM is connected to instil organisational skills among the students, necessarily to improve the effectiveness, capability and capacity of future managers. As HRM has become a strategy dimensions, quantifiable goals also have been developed from the philosophical positions, although they could seem very subjective in nature such as improving commitment, quality of employees, diversity of employees and so on.

Armstrong in his book essential human resources management practice has identified HRM as a system which takes its foundations from the philosophies that gives rise to strategies, policies, processes, practices and programs. These aspects are then converted to organisational design, development, resourcing, learning and development, reward management and employee relations. In fact other authors such as Wilkinson and Redman have subscribed to the viewpoints of Armstrong. However Armstrong’s viewpoints seems to be the most relevant and important and this textbook is often the prescribed reading material for a majority of MBA courses as it provides an extensive wealth of information to the students of HR. Armstrong considers human resources management from the internal and the external perspective along with the ethical dimensions of it. Majority of the assignments connected with human resources management will find Armstrong as an important reference and an unavoidable one.

Another important author is Guest, although his writings are a bit old and hence the concerts are also older; nevertheless very relevant and even applicable to the present realities faced by managers in organisations. Guest was the one who correctly identified the impact of HRM on performance of organisations and implied on the importance of the role of line managers or supervisors, from the bottommost levels of the organisational hierarchy to the top levels, as having a contribution to performance emanating from employee relations. Nevertheless majority of the students view HRM only from the practical perspective such as recruitment, selection, training and so on. Research studies on HRM has identified important concepts such as psychological contracts, importance of reward management, importance of motivation and the strategic function of HR within the organisation.

A large number of students find HR a boring subject, except for those students who intend to practice it in their future career and hence it is for those students that assignment are designed. Assignments in MBA programmes and also other business management courses in universities are designed to improve the knowledge of future practitioners in almost all areas of organisational well-being. However HRM unfortunately does not have very widely used models and concepts as in other subjects. Concepts like Porter’s five forces, swot analysis, Ansoff Matrix etc are used in marketing and strategy management assignments; however such dependable and time-tested models are very rare in HRM assignments. Most of the HR assignments are to do with strategic human resources management and an overall evaluation of the practices of organisations under employee relations. Nevertheless there are assignments given out by universities in the area of HR, particularly when the MBA program or course is taken with HR as the main subject and in such cases it is essential to use a large number of models, concepts and theories found under strategic HRM in the assignments, essays and dissertations.