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Human Resources Essays (Examples)

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Challenges in Human Resource Management
Words: 1203 Length: 4 Pages Document Type: Term Paper Paper #: 66931307
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1.) Describe the criteria necessary for firms to achieve sustained competitive advantage through people.
To achieve sustained competitive advantage through people, organizations have to invest in human resources (Mahmood, 2015). HR will be responsible for hiring the right people for the right job, creating an exceptional workplace culture that talent wants to be part of, developing an environment in which workers have cognitive incentives to further develop their skills and thus enable the organization to differentiate itself from what competitors are doing and so on. Effective and efficient use of human capital is at the heart of every organization’s success.
2.) Discuss the different forms of employee teams.
There are a variety of different teams in the workplace: department teams, problem-solving teams, virtual teams, cross-functional teams, and self-managed teams. Department teams typically contain individuals who specialize in a certain function—for example, back-end web development in IT. A team will consist…

Capsim. (2015). What different types of teams are in the workplace? Retrieved from
Gerhart, B., & Fang, M. (2015). Pay, intrinsic motivation, extrinsic motivation, performance, and creativity in the workplace: Revisiting long-held beliefs. Annual Review of Organizational Psychology and Organizational Behavior, 2, 489-521
Mahmood, M. (2015). Strategy, structure, and HRM policy orientation: Employee recruitment and selection practices in multinational subsidiaries. Asia Pacific Journal of Human Resources, 53(3), 331-350.
National Conference of State Legislatures. (2018). The At-Will Presumption And Exceptions To The Rule. Retrieved from

Bolman Deals Human Resource Frame and Disney
Words: 2254 Length: 8 Pages Document Type: Essay Paper #: 25831013
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Human Resource Frame
Overview of the Organization
The Walt Disney Company is one of the largest media and entertainment companies in the world. Its products and services meet the needs of billions of consumers around the world, through storytelling and the creation of fantasy and entertainment. In order to produce these outcomes, the Disney Company needs to engage around 200,000 employees (Forbes, 2018). The Walt Disney Company is ranked as one of the best companies to work for. The essential strategy of Disney is that they company requires its employees to create amazing experiences for guests and consumers. In order to do this, the employees themselves must be inspired, and committed to delivering those types of experiences. The human resources frame can be utilized to explain how Disney is able to inspire 200,000 employees to deliver amazing experiences.
Human Resources Frame
Bolman and Deal describe the four frames by which…

Human Retention
Words: 615 Length: 2 Pages Document Type: Essay Paper #: 29549055
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Research problem
Human resource makes up the most vital resource in an organization. This resource is often negatively affected by a high employee turnover. A high employee turnover presents a number of challenges to an organization related to the need to train employee often and lack of high-level expertise (Cascio, 2018; Sandhya & Kumar, 2014). These challenges result to reduced productivity due to lack of experienced personnel, and the reduced profitability due to high training costs. Reduced employee retention bears the potential of decreasing competitive advantage of an organization and ultimately organizational shutdown (Sandhya & Kumar, 2014).
Research objectives
The aim of the research is to determine human resource strategies used is Quantech to deliver on quality improvement and realize project goals. Specifically, the objectives of the research are:
· To determine how lack employee turnover affects project quality and delivery in particular, project completion date
· To identify problems…

Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Hiller, H. H., & DiLuzio, L. (2004). The interviewee and the research interview: Analysing a neglected dimension in research. Canadian Review of Sociology/Revue canadienne de sociologie, 41(1), 1-26.
Kothari, C. R. (2004). Research methodology: Methods and techniques. New Age International.
Sandhya, K., & Kumar, D. P. (2014). Employee retention-A strategic tool for organisational growth and sustaining competitiveness. Journal of Strategic Human Resource Management, 3(3).

Workers Today and Unions
Words: 1207 Length: 4 Pages Document Type: Research Paper Paper #: 20847051
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Explain how unions, human resources management personnel, and government interventions (such as laws and regulations) serve to address worker rights and worker safety.
Labor unions, human resources management personnel, and government interventions serve to address worker rights and worker safety in a variety of different ways. The confluence of all of these entities helps to create an environment for workers which is conducive to health and, ideally, to long term propagation of the ability of the laborer to continue to work. However, each of the aforementioned mechanisms is able to facilitate these ends from multiple perspectives. In most ways, labor unions were the initial catalyst for the rights which workers gained and which are today enforced by human resources management personnel and government interventions.
Labor unions are directly responsible for some of the most foundational rights for laborers throughout Occidental society, and in the United States, in particular. After the…

Bensinger, G. (2015). Amazon faces lawsuit over whether delivery workers are employees. Retrieved from
Block, Walter. (2011). Labor relations, unions and collective bargaining: a political economic analysis.
Bradberry, B. (2016). Why the 8-hour workday doesn\\\\'t work. Retrieved from
Korff, J., Biemann, T., Voelpel, S. C. (2017). Human resource management systems and work attitudes: The mediating role of future time perspective. Journal of Organizational Behavior, 38(1) 45-67.

Implementation of the Change Initiative in Change Management
Words: 1564 Length: 5 Pages Document Type: Research Paper Paper #: 47391637
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One of the harsh realities in organizational management is the need for changes from time to time that are intended to improve performance but which invariably involve requiring employees to modify their day-to-day activities in ways that may be highly disruptive to routine. Given the inevitability of organizational change, it is therefore vitally important for human resource managers to facilitate the process to minimize disruptions and enhance the buy-in rate from stakeholders. Fortunately, there are some proven methods that human resource managers can use to help ease the adverse impacts that are caused by organizational changes, and these issues form the focus of the research that follows below. In this regard, this paper provides a review of the relevant literature concerning the implementation of change initiatives in change management, followed by a summary of the research and important findings concerning these issues in the paper’s conclusion.
Review and Discussion…

Baer, LL and Hill, DA (2015, April-June). ‘Change Agent Leadership.’ Planning for Higher Education, Vol. 43, No. 3, pp. 1-4.
‘Key concept overview week 7’ (2016). University of Liverpool Management School.
Lesaux, NK and Sky, MH (2014, October). ‘Learning to Be a Change Agent.’ The Learning Professional, Vol. 35, No. 5, pp. 40-45.
Liopis, G (2016, March 2). ‘Every Leader Must be a Change Agent or Face Extinction.’ Forbes. Online available:
Long, CS, Khairuzzaman, W and Amin, SM (2013). ‘The role of change agent as mediator in the relationship between HR competencies and organizational performance.’ The International Journal of Human Resource Management, Vol. 24, No. 10, pp. 2019–2033.
Naude, M, Dickie, C and Butler, B (2012, Winter). ‘Global Economic Crisis: Employee Responses and Practical Implications for Organizations.’ Organization Development Journal, Vol. 30, No. 4, pp. 8-24.
Shin, S (2013, Winter). ‘Understanding Organizational Change into Entrepreneurship: A Theoretical Frameworks and Integration.’ Management Review: An International Journal. Vol. 8, No. 2, pp. 29-32.
Srimannarayana, M (2013, October). ‘Human Resource Competencies as Perceived by Executives.’ Indian Journal of Industrial Relations, Vol. 49, No. 2, pp. 298-301.

Dream Job Chief Automotive Interior Designer
Words: 1672 Length: 6 Pages Document Type: Case Study Paper #: 90875102
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Job Description: Chief Automotive Interior Designer
A position for a true visionary, the Chief Automotive Interior Designer leads the company’s UX department in creating optimized user-centric solutions for the next generation of automobiles—focusing on self-driving cars. Working for a company that has pioneered the self-driving car concept, the Chief Automotive Interior Designer thinks of CAD designs as an extension of her own brain. With UX always at the forefront of the imagination, the Chief Automotive Interior Designer collaborates with other members of the UX team in automotive engineering.
The Chief Automotive Interior Designer understands the revolutionary concept of the self-driving car, particularly in the fact that it liberates space within the vehicle and radically transforms the user experience. Qualified candidates can do 3D and CAD in their sleep, and most importantly, can communicate, collaborate, and lead a team to transform your visions into fruition. Given the multifaceted nature of self-driving…

Dusterhoff, C., Cunningham, J.B. & MacGregor, J.N. (2013). The effects of performance rating, leader-member exchange, perceived utility, and organizational justice on performance appraisal satisfaction. Journal of Business Ethics 119(2): 265-273.
Gupta, N. & Shaw, J.D. (2014). Employee compensation: the neglected area of HRM research. Human Resource Management Review 24(1): 1-4.
Levinson, H. (1976). Appraisal of what performance? Harvard Business Review. July 1976

EEOC Complaint Process
Words: 1031 Length: 3 Pages Document Type: Essay Paper #: 41343874
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Elements of a Hostile Work Environment Claim
According to the EEOC (2019), harassment is defined as “a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964,” which prohibits discrimination on the basis of, among other things, race. Hispanic is considered a “race” in US law, per Village of Freeport v Barrella (Cuthbertson, 2016).
Further, it is “unwelcome conduct that is based on race…” John is facing harassment as defined by the EEOC. Petty slights are not covered under this definition, but slurs and epithets are. The elements of a claim are the evidence that such an epithet or slur was uttered, and it helps to demonstrate that this a pattern of behavior that has resulted in an ongoing hostile environment. Furthermore, the claim should also demonstrate that the company did not respond to the allegations of harassment. If the company knows about harassment, it…

Cuthbertson, Law (2016) Second circuit holds Hispanic is a race under Title VII. Cuthbertson Law. Retrieved March 6, 2019 from
Dolman Law (2018) How does the EEOC identify a hostile work environment? Dolman Law Group. Retrieved March 6, 2019 from
EEOC (2019) Harassment. US Equal Employment Opportunity Commission. Retrieved March 6, 2019 from
Kenton, W. (2018) Prima facie. Investopedia. Retrieved March 6, 2019 from

Background of the problem/gap
Apart from profitability, there are a wide range of other factors that determine how successful an enterprise is likely to be in the long-term. These include, but they are not limited to, the motivation levels of employees, employee commitment to organizational goals, and employee training and skills. It should also be noted that how an organization identifies and resolves the various workplace concerns and conflicts that emerge from time to time is key to its long-term success. Towards this end, the relevance of the evaluation and assessment of human behavior in the organizational setting, i.e. industrial and organizational psychology, cannot be overstated. This is more so the case given that an assessment of this nature is critical in developing an understanding of the relevant dynamics at the organizational, group, and individual levels so as to not only properly diagnose problems and implement solutions, but also put…

Brooks, I. (2018). Organizational Behavior: Individuals, Groups, and Organizations (5th ed.). London: Pearson UK
Daft, R.L. & Marcic, D. (2010). Understanding Management (7th ed.). Mason, OH: Cengage Learning.
Johnson, C.M. & Beehr, T.A. (Eds.). (2013). Integrating Organizational Behavior Management with Industrial and Organizational Psychology. New York, NY: Taylor & Francis
Pinder, C.C. (2014). Work Motivation in Organizational Behavior (2nd ed.). New York, NY: Psychology Press.
Zareen, M., Razzaq, K. & Mujtaba, B.G. (2013). Job Design and Employee Performance: The Moderating Role of Employee Psychological Perception. European Journal of Business and Management, 5(5), 46-55.

How HR and Managers Can Collaborate for Post Merger Success
Words: 1018 Length: 3 Pages Document Type: Research Paper Paper #: 74952282
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Merger Considerations for Core HR FunctionsThe staffing requirements that result from mergers typically involve multiple organizational changes that present a number of challenges which are fundamentally different from standard staffing decisions (Scott, 2012). Although these challenges apply to virtually all types of organizations, they are especially daunting in health care organizations that are characterized by a multidisciplinary group of employees with different priorities for the post-merger organization. The purpose of this presentation is to provide a review of the relevant literature to identify areas of critical important for collaboration between the human resources (HR) service and departmental managers when making staffing decisions for a post-merger outcome. In addition, the presentation also recommends a process and elements for creating effective job descriptions and an explanation concerning two prominent considerations for developing fair and competitive compensation and benefit plans. Finally, the rationale in support of a recommendation for an appropriate employee performance…


Douglas, K. S., & Kerfoot, K. M. (2012). Using the Right Information to Make Staffing Decisions. Nursing Economic$, 30(6), 313.

Harrow, A., Marks, L. A., Schneider, D., Lyubechansky, A., Aaronson, E., Kysh, L., & Harrington, M. (2019). Hospital library closures and consolidations: a case series. Journal of the Medical Library Association, 107(2), 129–136.

McLellan, H., Bateman, H., & Bailey, P. (2009). The place of 360-degree appraisal within a team approach to professional development. Journal of Interprofessional Care, 19(2), 137–148.

Words: 312 Length: 1 Pages Document Type: Peer Response Paper #: 89821628
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RESPONSE TO PEERHRM: Response to PeerThere are various courses of action that could be embraced in an attempt to further promote the performance of human resources. According to Kavanagh and Johnson (2017), in the present day and age, technology has provided crucial avenues for the optimization of the capabilities of human resources. One of the tools and systems that immediately come to mind in this case is electronic health records. According to the authors EHRs could be instrumental in efforts to further enhance staff efficiency. Indeed, to be more specific, studies have shown electronic health records (EHRs) to generate a positive return on investment and improve organizational efficiency (Kavanagh and Johnson, 2017, p. 314).My colleague maintains that he has been able to further enhance his knowledge and capabilities on a wide range of issues in this particular course. This is more so the case in relation to the relevance of…


Kavanagh, M.J. & Johnson, R.D. (2017). Human Resource Information Systems: Basics, Applications, and Future Directions. SAGE Publications.

Training and Development
Words: 399 Length: 1 Pages Document Type: Essay Paper #: 88088299
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In seeking to evaluate a train-the-trainer program for cultural competence, Assemi, Mutha, and Hudmon (2007) are of the opinion that the pharmacy faculty members’ cultural competency training enhanced the confidence of participants. According to the authors, “in the academic year following the training, participants taught more than 2900 students.” As the authors further point out, this is a rather interesting finding because vast majority of the participants in the workshop did not have prior teaching training on cultural competence. Several factors, which include calling on the workshop participants to not only develop, but also engage in discussions on curricular plans, could be attributed to this. This is an assertion that is in agreement with the points raised by Hoge, Craft, Calcote, McFaul, and Paris (2016) to the effect that a lot be allocated to practice – with trainers in their case having to practice, in front of their peers, the…

Personality Tests for Hiring Employees
Words: 824 Length: 2 Pages Document Type: Essay Paper #: 73637707
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Analysis of research: personality, integrity and cognitive abilities
Should personality inventories, integrity assessments, and cognitive ability assessments be used in the employee selection process? Why or why not?
These personnel hiring strategies must not be utilized. Based on research of applicants' responses to numerous hiring systems utilized by companies, personality assessments establish an increased unfavorable response compared to other kinds of screening. Numerous candidates consider the questions intrusive, damaging, or ridiculous. They look at personality assessments "as being irrelevant to the position, challenging, penetrating personal privacy and missing any real value and justice. Consequently, companies raise the risk that some really good applicants for work will pull away from consideration,"' and also that people who usually do not pull away might harbor bitterness out of concern that this test outcomes will probably be utilized against them. One particular component that appears to impact the degree to which the candidate holds…

Stabile, S. J. (2001). The use of personality tests as a hiring tool: Is the benefit worth the cost. U. Pa. J. Lab. & Emp. L., 4, 279.
Pulakos, E. D. (2005). Selection assessment methods: A guide to implementing formal assessments to build a high-quality workforce. SHRM Foundations.
Society for industrial and organizational psychology. (n.d.). Types of Employment Tests. Retrieved April 14, 2018, from testing/testtypes.aspx

Interpersonal Conflict Conflict Resolution Project
Words: 1241 Length: 4 Pages Document Type: Essay Paper #: 55981299
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A: Preparation for Interaction
We all encounter various conflicts in our day-to-day lives – be it with friends, relatives, workmates, or even schoolmates. Currently, I’m in such conflict with a schoolmate (let us call him XJ) for an amount of money I lent to him four months ago. I lent XJ the said amount to enable him purchase a home theatre system he was getting at a huge discount. At the time, I did not have sufficient cash with me. So, I explained to XJ that I had invested in a particular company’s stock and was considering selling the same as the price of that specific stock had largely stagnated for a long time. XJ requested that I advance him a total of $400, which he would refund within a period of three months. Further, we agreed that the amount would incur an interest charge of 7% per month so…

West, R. & Turner, L.H. (2008). Understanding Interpersonal Communication: Making Choices in Changing Times (2nd ed.). Boston, MA: Cengage Learning.

Human Resource
Words: 648 Length: 2 Pages Document Type: Essay Paper #: 47233968
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Human esource

The H component plays a crucial role in an organization. The component is generally involved in the planning and management of human resources, arguably the most valuable asset an organization has (Stredwick, 2014). It provides services such as employee recruitment and selection, training and development, performance management, as well as remuneration and benefit management. The H is also involved in workforce planning, job design, diversity management, and labor relations. These services are crucial for the achievement of organizational goals and objectives.

A particularly important service relates to employee recruitment and retention. To achieve its strategic goals and objectives, an organization must attract and retain the right pool of individuals (Mello, 2015). It must have individuals with the necessary skills, knowledge, and experience. This is crucial for creating competitive advantage in an increasingly competitive and dynamic environment. The H component serves a vital role in identifying and filling the…


Mello, J. (2015). Strategic human resource management. 4th edition. Mason: Cengage Learning.

Stredwick, J. (2014). An Introduction to Human Resource Management. London: Routledge.

Human Resource
Words: 648 Length: 2 Pages Document Type: Essay Paper #: 72640520
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Human esource

Technological advancements have increasingly revolutionized H practice, especially in the area of employee orientation and training. Today, mobile devices such as smartphones and tablets can be used to quicken and enliven the process of orientating and training new employees (Lawson, 2015). Mobile devices now come with powerful features that enable easier and more convenient delivery of information to new employees. The information may relate to aspects such as contacts and images of key employees, organizational values and policies, as well as individual roles and responsibilities. Instead of organizing training and orientation sessions or workshops at the organization's board room, this information can be sent to one's email for access during their convenient time and place. Today's mobile devices have applications that support virtually all types of documents, from Microsoft Word and Excel to Portable Document Format (PDF). The appropriateness of incorporating mobile devices in employee orientation and training…


Lawson, K. (2015). New employee orientation training. U.S.: Association for Talent Development.

QuickMobile (2015). 4 ways a mobile app will seriously improve your next training event. Retrieved 18 October 2016 from: practices/4-ways-a-mobile-app-will-make-your-next-training-event-better

Rabinowitz, P. (n.d.). promoting family-friendly policies in business and government. Retrieved 18 October 2016 from: - contents/implement/changing-policies/business-government-family-friendly/main

Simplyhealth (2016). Why changing workplace demographic are driving flexible benefits. Retrieved 18 October 2016 from: - the-healthy-answer-for-a-changing-workplace-demographic

Human Resource Management HRM Human Resource Management
Words: 1668 Length: 5 Pages Document Type: Essay Paper #: 25518591
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Human esource Management

HM (Human esource Management) is the advancement and management of workers of an organization. It includes recruitment processes, representation and classification of positions at work. For these to be accomplished, laws governing human capital should be followed, and appropriate strategies should be kept in place including paying attention to the employees. Good Management of human capital, determines the success of many organizations

Action training for supervisors

Disciplinary training is a case for supervisors with multiple employees, which requires laws; this will prevent employees from taking advantage of their positions or employers causing difficulties in the workplace. The law requires that the employer complies with labor laws, which include approval of agreement, between the employer, supervisor and employee while working together. They are required to identify various laws like how to handle employers, their complaints at the work place while providing safety at work. The law requires that…


Inc, B. a. (2010). 5 Tips for Holding HR Policies That Hold. New York: Bussines and Legal Reports In.

Lastroner, R.A. (2001). The Nonprofit Managers Resource Director. New York: John Willis and Sons.

Shannon, K. (2011). The Complete Guide to Successfill Planning Event. Atlanta: Atlantic Publishing Company.

Human Resource Management in International Business Impact
Words: 2633 Length: 8 Pages Document Type: Essay Paper #: 89665796
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Human esource Management in International Business

Impact of Cultural Differences, Socioeconomic or Political Factors on international HM

Challenges to HM posed by growth in International Business

By looking at the changing trends of the world of commerce in recent times, one can significantly notice the fact that this business community is becoming more and more competitive. This clearly signifies the truth that the elevating competition within the community has given rise to international business where enterprises regardless of their size are expanding their operations within the global market. As an outcome of it, an efficient and effective work environment has become the fundamental necessity that can facilitate the organizations in maintaining strong holds in the market place as well as generate profits (Daly, 2011).

Considering the challenge of maintaining an effectual organizational culture, businesses need the asset of human resources, hence, they are considered as the foundation stone for any…


Briscoe, D., Schuler, R., & Tarique, I. (2012). International Human Resource Management, 4E. 4th Edition. USA: CRC Press.

Briscoe, D.R., & Schuler, R.S. (2004). International Human Resource Management: Policies and Practices for the Global Enterprise. 2nd Edition. USA: Routledge.

Cooke, W.N. (2003). Multinational Companies and Global Human Resource Strategies. USA: Greenwood Publishing Group.

Daly, J.L. (2011). Human Resource Management in the Public Sector: Policies and Practices. USA: M.E. Sharpe.