Human Resource Management Essays & Assignments
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| Code | Title / Subject / Price |
| MHA0001 | Analysis into UK Trade
Unions: The Decline in Trade Unions Over The Last Twenty-Five Years is
Due Primarily To Empowerment [£2.99] For some twenty years now, it has been common to refer to a crisis of trade unionism. What the future holds for labour movements, or indeed, whether they even have a future, seems increasingly uncertain. For many trade unionists as well as academics, unions in most countries appear as victims of external forces outside their control, and often their own conservative inertia. This has certainly been the case in the United Kingdom [2,200 words] |
| MHA0002 | Equal Opportunities
Legislation [£1.99]
Equal opportunities legislation is in place to prevent employees and in some cases customers from being discriminated against because of their race, colour, nationality, ethnic origin, gender, sexual orientation, marital status, age or disability [1,500 words] |
| MHA0003 |
Discuss
the
Usefulness of Psychometric Assessment Tests [£2.99] Evaluate the uses and limitations of psychometric assessment tests and questionnaires for organisational decision-making. Through Psychometric tests, one can attempt to achieve a measurement of the mind. Measuring the mind from an organisational perspective is potentially very rewarding. As, in theory, having measured someone’s mind we can find a job or task that best suits their mindset [1,800 words] |
| MHA0004 | Analysis into the TUC [£2.99] As competitive pressures mount in a globalised market, organizations increasingly turn to Human resource management to strengthen their competitive advantage. HRM uses organizational behaviour theories to promote understanding of how organizations work and to deal with the challenges of managing diverse workforces [4,000 words] |
| MHA0005 | Principles of HRM: Are UK
employees over protected in the Workplace? [£3.99] Individual employment rights are important in the Governments approach to competitiveness and the labour market. Fair treatment of individuals enhances commitment and competitiveness. Flexibility and adaptability - both crucial to competitiveness - need to be underpinned by basic minimum standards. The Government has introduced legislation for a national minimum wage below which pay should not fall. This will be a single hourly rate for all regions, sectors and sizes of company. Together with tax and benefit reforms, the minimum wage will help to promote incentives for individuals to find and make the most of jobs. It will ensure greater fairness at work and remove the worst exploitation. It will promote competitiveness by encouraging firms to compete on quality rather than simply on labour costs and price. The Low Pay Commission has consulted widely and its report will propose the rate at which the minimum wage should be set [3,000 words] |
| MHA0006 | Principles of HRM: Are
leaders born or made? [£2.99] The question whether leaders are born or made has been asked to a dreadful point by now. And the opinions about the answer to this question remain scattered. The only thing I may know for sure at this point is that leaders can emerge from all walks of life; from all cultures, backgrounds, and in all physical appearances. Leadership is not only determined by the character and capacities of the leader, but definitely also by the followers: if there are no followers, there is no leader. Some believe that leaders are made through different experiences in their lives, while others believe leaders are born with special hereditary traits; both sides have good cases to support themselves [2,500 words] |
| MHA0007 | Principles of HRM:
Barriers to Effective Human Resource Management [£2.99] This report will attempt to find out the various barriers to effective Human Resource Management in competitive environment today. Starting from grass root level i.e. with a brief introduction and definition of HRM from different resources, this essay will explain all the barriers to effective HRM in detail as it goes through. Providing a comparison among various models and specially taking in to account the Kan, Crawford and Grants article about the barriers to effective HRM, this essay establish a clear understanding of the topic [4,500 words] |
| MHA008 | Organisational HRM:
Challenges of Supervising
a Diverse Workforce [£4.99] Today’s workforce requires managers and supervisors to adapt, competently and constantly, to the needs of an increasingly diverse employee base. By being proactive and making informed choices, supervisors and managers can gain full productivity from all employee populations. The ability to manage within the framework of a diverse workplace today is rapidly becoming as much of a key success requirement as knowing how to manage projects. To be successful and truly reap the benefits of diverse functional backgrounds, perspectives, cultures, and languages, managers must be skilled in creating a productive, respectful, inclusive workplace where all employees can contribute to the business goals of the organization [2,300 words] |
| MHA009 | Human Resource Management:
Working Trends
and Job Insecurity [£5.99] Rigid forms of bureaucracy are under attack, workers are asked to behave nimbly, to be open to change on short notice, to take risks continually, to become ever less dependent on regulations and formal procedures. This increase in job insecurity has been most prominent since 1979. Before this the state was regarded as a ‘model employer’, where secure working referred to a ‘job for life’ and also included comparable wage rates, joint regulations, good pensions, holidays, sick pay and procedural fairness. It wasn’t until the Conservative party came into power that this image started to be undermined. Temporary employment was introduced as a consequence to a range of pressures facing the government (particularly the financial crisis). Hence insecure working became rife and so did people’s perception and recognition of this type of employment. New labour has failed to alter these specific Thatcher policies and so it can be argued whether or not the U.K is currently witnessing a widespread growth in employment insecurity [3,800 words] |
| MHA0010 | Final Year Project:
Recruitment &
Selection [£19.99] Today, in every organisation personnel planning as an activity is necessary. It is an important part of an organisation. Human Resource Planning is a vital ingredient for the success of the organisation in the long run. There are certain ways that are to be followed by every organisation, which ensures that it has right number and kind of people, at the right place and right time, so that organisation can achieve its planned objective. The objectives of Human Resource Department are Human Resource Planning, Recruitment and Selection, Training and Development, Career planning, Transfer and Promotion, Risk Management, Performance Appraisal and so on. Each objective needs special attention and proper planning and implementation. For every organisation it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure [15,000 words] |
| MHA0011 | Work stress is often
perceived as a problem of the individual. Discuss [£4.99] Due to the prevalence of work stress intrinsic in modern life, it is important to theorise where the roots of the problems arise and so suggest what possible actions to take. This essay attempts to firstly define what work stress is, as it is not merely an outcome as one may think. Secondly, an exploration at the individual level of analysis will illustrate the common and much theorised approach to stress, which focuses on personality and managing the individual. Critical analysis of this psychological perspective will suggest that while important, this is incomplete. The work stress phenomenon originates much deeper than the individual alone, from the surrounding relationships and structures in society. Therefore, the organisational roots of stress such as low investment in health and safety and role pressure will be explored. Again, going beyond the organisation, wider macro issues such as gender stereotypes, social and political factors suggest that work stress research and HRM should take a holistic approach to fully appreciate what is involved. Indeed, brief recommendations to those involved, such as HR managers and researchers will be made [4,000 words] |
| MHA0012 | International HRM: Critically evaluate the
significance of the European Union for workers in Europe [£4.99] What has now settled in name as the European Union has throughout the decades of the 20th century been known as first, the European Economic Community, and then the European Community. ‘the European Union of today is a result of the process that began over half a century ago with the creation of the European Coal and Steel Community.’ This was formed by Belgium, France, Netherlands, Italy, Luxembourg and Germany with the idea that after a long and costly second world war, this would bring peace and prosperity for their present and the future. This was formed in 1952. Merely six years later much had changed. By 1958 the treaty of Rome was in force, the European Economic Union had been formed and as said in EU-upplysningen (2008) ‘virtually everyone in the member states was given the same opportunity to move between countries, which previously had only applied to those working in the coal and steel industry.’ This was the first impact of the EU on their workers. Furthermore, their next objective was to create a common market nowadays known and transformed as the single market, where there is free movement of people around Europe as well as less or no barriers to trade, meaning free movement of goods and services. [4,000 words] |
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