Human Resource Planning And Development Mba Notes And Assignments

Human Resource Assignment Help

Human Resource — popularly known by its abbreviated form (HR) — is defined as an expression of an organizational belief in the employee element of that organization's success. The expression is purely used to put into place a strategy to drive innovation, productivity and share price by encouraging the workforce toward excellence. Human resource is also at times referred to as human resource management (HRM). It is basically the process of employee management with emphasis on the employees as assets of the business. The process includes recruitment/hiring/talent acquisition, providing proper induction and orientation, offering training and development skills, performance appraisal of the employees, making the employees aware of the compensation and benefits, motivating and maintaining public relations and also maintaining the employees’ safety. In technical terms, HRM is referred to as strategic approach that manages the relationships among employees while putting an emphasize on leveraging people’s abilities and potentials to achieving competitive advantage which can be attained through a distinctive set of employment programs, policies and practices (Bratton & Gold, 2012).

In human resource management assignment writing, composing HR essays is the most common task that students are entrusted with. But human resource module is not all about writing HRM essays, it involves many types of assignment like human resource management case study, research paper assignment on human resource management, term paper assignment on human resource management etc. So the students need to take human resource management assignment help and human resource essay help from experts to accomplish these tasks within the given time limit.

What are the Primary Responsibilities under Human Resource Management?

The ability to meet business needs by managing valuable resources is one of the chief responsibilities of the human resource or HR department. There are several HR areas or disciplines where the department has to perform a number of essential functions. Here is the list of roles carried out by the HR department:

Recruitment and Selection

The HR team delivers value to the organization through the process of recruitment and selection. The organization gets the opportunity to identify strong and weak performers and engage suitable applicants in employment conversation.

Workforce Planning

The HR department’s job responsibilities start with workforce planning. Under this process, discussions on the kind of workforce and skills required take place.


It is all about how much to pay the employees under the heads of salary, incentives, wages, etc. But it is more than just a paycheck. Paying too high or too little can hurt the organization’s position in the industry or job market.

Job Analysis

It is one of the core activities that the HR department performs. Job analysis requires writing the job description, choosing the right applicant and do career planning as well. These are considered as critical amongst all activities.

Training and Development

Through training and development, the HR team transforms employees from ‘B grade players’ to ‘A grade players’. This kind of training can turn weak employees into competent employees and the existing competent employees to indispensable ones.

Industrial Relations/Employee Relations

This is a new addition to HR functions. Under this, the HR has to provide advice on employee legislation, draft, consult on policies and manage risk.

Organizational Development/Change Management

The HR department has to figure out the progress plan. It is all about rough challenges and bringing about strategic changes to overcome the challenges and adapt to new opportunities.


Orientation is the significant step of any HRM department to help new employees to adapt to the new workplace environment. It is mainly a method to make your employees get acquainted with the certain aspects of the new jobs, such as pay, benefit programs, the company regulations that have to be maintained, working hours, etc.

Performance Appraisal

It is a method to monitor employee performance. The employees at the HRM department are responsible for administering the performance appraisal process, although the actual employee performance is assessed by the supervisors or managers. Apart from promotion or higher pay, feedback and comments from the employees are received through the performance appraisal process.

Keeping Records

This is the oldest function of any HRM department in an organization. Record-keeping involves documentation, maintaining files, retrieving information related to the employees for various purposes, archiving the employee’s applications, health and medical records, employment history, pay-scale, hours of working, absenteeism, seniority list and other employee information. All this needs to be maintained by the HRM department. The records that the HRM professionals have to maintain or provide are the following:

  • An updated list of accurate information about the existing employees in the organization
  • A set of actions that have to be taken if any employee breaches the rules and regulations of the organization
  • A guide to hiring new staff like making them aware of the pay and the work culture
  • A record of actions that had been taken against any employee in the past
  • Files and documents related to the organization under certain statutory requirements.

The responsibilities of HRM department are changing with each passing day. The areas of HRM functions are broadening, keeping in pace with the changing world economy and altering structure of the business. Students, pursuing HRM module, need to remain updated with the recent development in this area for managing human resource assignment effectively.

Is there any Difference between Human Resource Management and Personal Management?

Many students who have little knowledge about human resource management use these two as synonyms. But the fact is human resource management is an extension of personal management and has replaced traditional personal management completely in modern times. In earlier centuries, when human resource management was not widespread, recruitment and payments of the employees were accomplished by personal management team in the company. With the growing need of employee management, human resource management emerged as an alternative over the traditional personal management.

Some experts claim there is no significant difference between these two concepts. They can be used interchangeably. On the other hand, a group of experts pointed few differences between them.

Comparison Chart

 Human Resource Management Personal Management
Explanation of the term It is regarded as the branch of management that puts emphasis on the most effective utilization of work force as an entity in order to attain organizational goalsIt is regarded as the aspect of management; this is related to the manpower and its relations with the organization
Approach ModernTraditional
Type of role Routine ManagementStrategic Management
Treatment of Manpower Asset Machines and tools
Pay Basis Performance Evaluation Job Evaluation
Managerial Function TransformationalTransactional
Managing Labor Keeping contracts between employer and one or more unions Keeping individual contract signed between employees and employer
Mode of Communication Direct Indirect
Initiative Integrated Piecemeal
Management actions Business needsProcedure
Work Design Groups/Teams Division of Labor
Decision Making Procedure Fast Slow

Key Differences between Personal Management and Human Resource Management

The main differences of these two management concepts are as follows:

  • Personal management is more concerned about administrative work such as dealing with employees, payrolls and maintaining employee laws. On the contrary, human resource management regulates work force to contribute to organizational success.
  • Personal management is more reactive in nature. It only attends to concerns and fulfills the demands of the employees. But human resource management works as a proactive element in an organization because it contributes to continuous development of functions and policies to strengthen the workforce of the organization.
  • Personal management team can be considered as an autonomous entity, but human resource management is an inseparable part of the organization.
  • Personal management stimulates the workforce to better with bonus, compensation and rewards. But human resource management strategy to motivate the workforce of the company is distinctive. This department tends to provide motivation through effective use of human resources, strategies to deal with workplace challenges, creating jobs for groups and job creativity.
  • The primitive function of personal management is considered as satisfying the employees of the organization. On the other hand, human resource management concentrates on achieving organizational goals and objectives by extending the abilities of the workforce.

Human Resource Management Vs Human Capital Management

There are noticeable dissimilarities between human resource management (HRM) and human capital management (HCM) recorded by experts, but at the same time, they cannot deny how indifferent these two management concepts are. The most important is they both deal with human resources (manpower) of the organization.

Is Human Capital Management the new name of Human Resource Management?

In earlier days, there was not much competition or workload. Employers need not focus their attention on the employees’ well-being, safety and development. In the later centuries, many Statutes and Acts came into action to protect the employees’ values and rights. Therefore, the need of human resource became undeniable. Consequently, employers turned their focus on building skilled manpower and fulfilling their professional need in an organization. Employers gathered personnel who would be responsible for treating the workforce as capital or asset of the organization. The function of human resource department became more sensitive with days. Hence, it is now more popularly known as human capital management.

In general, human resource management and human capital management possess many similarities. But it also has some basic differences which are described below:

  Similarities   Dissimilarities
Both the terms are responsible for accomplishing various functions related to individual employee working in a group Basic Difference:

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Page 3 of 16 Executive summary This assignment identify the tool and procedures of some key theories, concepts, features, functions and practices in the core of HRM and SHRM for the aspects of employee recruitment and talent selection, programs for training and development, planning for performance management (PM) and motivating and rewards and benefits system towards attaining both employees and organizational goals. The next element of this assignment is related with critical analysis and evaluation of Toyota probing the key issues and approaches involved in the topics of importance of human resources planning (HRP) in HRM and SHRM for Toyota. Toyota’s practical and effective recommendations are also provided for the purpose of further improving and processing of HRM and SHRM. Derived from the analysis of Toyota, the final element is reached, which is fundamentally depends on Toyota’s wise decision of HRM and SHRM for its operations. 1. Introduction An enormous number of organizations observed human resources like a foundation of aggressive improvement. Individual competencies are gained during greatly top employee skills, characteristic organizational cultures, organization processes and systems. The source of competitive advantage has moved in many organizations from consistency to innovation and flexibility (Edward E. Lawler, 2008).Changing with growing globalization in the trade location, changeable demographics of the employees, better focus on productivity through development, technical changes, academic resources and societies are experiencing have accomplished to increase important of managing human resources ( Devanna, Fombrum, & Tichy, 1981).

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