PM4013 Principles of Human Resource Management Assignment Example UL Ireland
In this module, we will be examining both the role of HR in managing people at work and its importance to organizational effectiveness. We will spend much time on the importance, the role played by the HR department within a company’s overall business strategy. We will be looking at how HRM is contextualized within the prevailing macro environment, to demonstrate how this influences the range of HR policies and systems enacted by organizations.
This module helps you to understand how the labor market in Ireland is changing and what HR managers need for their careers. The syllabus covers core issues surrounding managing people at work – from recruitment, selection and training processes up through reward programs that give employees an incentive or appreciation of some kind after they’ve performed well on duty.
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In this course, there are many types of assignments given to students like individual assignments, group-based assignments, reports, case studies, final year projects, skills demonstrations, learner records, and other solutions given by us.
On completion of this module, students should be able to:
Assignment Task 1: Describe the main activities of the Human Resource Management function:
The main activities of the Human Resource Management (HRM) function can be broadly categorized into three areas:
- Planning and Organizing: This includes activities such as job analysis, designing HR policies and systems, determining staffing levels and requirements, assessing training needs, and preparing organizational charts.
- Leading and Coaching: This includes activities such as setting the tone for HR, communicating and explaining HR policies and procedures, training and developing staff, managing performance, and coaching employees.
- Controlling: This includes activities such as monitoring HR processes, ensuring compliance with legal requirements, gathering and analyzing HR data, and producing reports.
There are several key activities which are typically undertaken by HR professionals within an organization. These include:
- Recruitment and selection – the process of finding and hiring the best possible employees for a given position
- Training and development – ensuring that employees have the necessary skills to do their jobs effectively
- Employee relations – dealing with issues such as grievances and poor performance, as well as ensuring that the terms of employment under which employees work are fair and adequate
- Employee engagement – getting employees to identify with and support the overall aims and values of the company to increase levels of commitment and performance on duty
- Pay and reward – designing a system for rewarding employees for their efforts. This may include paying them a salary, providing bonuses or other incentives, and offering benefits packages
Assignment Task 2: Outline the historical development of Human Resource Management:
The history of Human Resource Management (HRM) can be traced back to the early 20th century when Frederick Winslow Taylor conducted a series of studies on worker productivity in factories. Taylor’s work was focused on improving efficiency and reducing costs by optimizing the way workers performed their tasks. He is often considered to be the father of scientific management, and his ideas about optimizing worker productivity continue to influence the way HRM is practiced today.
In the 1950s and 1960s, personnel management emerged as a separate field of study, with a focus on managing the workforce to meet the needs of the organization. This included activities such as recruiting staff, training them, and ensuring that they were performing their jobs effectively.
In the 1970s, the field of HRM began to develop as an area of study in its own right, with a focus on the strategic role that HR can play within the organization. This was in response to changes in the labor market, which saw an increase in the number of women entering the workforce and increasing demand for skilled workers.
In the 1980s and 1990s, HRM continued to develop as an area of study, with a focus on managing the changing workforce and developing the skills of employees. This included the development of concepts such as Total Quality Management (TQM) and employee empowerment.
In more recent years, there has been a shift towards a more global approach to HR, as organizations seek to attract and retain talented employees throughout the world. This has been facilitated by advances in information technology, which have enabled companies to operate internationally with relative ease.
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Assignment Task 3: Describe the key models and theoretical underpinning in the study of Human Resource Management:
There are several key models and theoretical frameworks that underpin the study of HRM. The most notable of these are the rational model, the human relations model, and the resource-based view (RBV).
The rational model of HRM is based on the idea that HR should be managed in a rational, logical manner to achieve goals and maximize efficiency. This model developed during the early 20th century as a reaction to the more chaotic style of management that was common at the time. While it has been criticized for its lack of attention to subjective and emotional factors, which can profoundly impact behavior within an organization, the rational model remains influential in how we think about HRM today.
The human relations model of HRM focuses on the importance of creating a healthy working environment where employees are motivated and feel positive about their place within the organization. This model, which was developed during the early 20th century, takes into account that people are social beings who seek to establish relationships and be part of teams and groups and places great importance on the role of HR in facilitating these relationships.
The resource-based view (RBV) of HRM is a more recent model that has gained increasing prominence in recent years. The RBV focuses on the idea that an organization’s ability to achieve its goals is based on the availability and utilization of its resources, which includes both tangible resources (e.g. money, equipment, land) and intangible resources (e.g. skills, knowledge, relationships). The RBV of HRM places a great emphasis on the role of HR in managing and developing these resources.
Assignment Task 4: Explain the concept of corporate social responsibility (CSR) and its connection to Human Resource Management:
Corporate social responsibility (CSR) is the idea that businesses should be responsible for their impact on society, and should take steps to mitigate any negative effects and maximize any positive effects. This includes things such as ensuring that workers are treated fairly and ethically, protecting the environment, and contributing to the local community.
The concept of CSR is closely linked to HRM, as good HR practices are essential for ensuring that businesses operate ethically and in a way that is beneficial to society. HRM can play a key role in implementing CSR policies, and can also help to create a culture within the organization where social responsibility is seen as a priority. Additionally, HR professionals are often responsible for assessing and reporting on a business’s CSR performance.
CSR is an important part of HRM because it can impact recruitment and retention efforts, as well as how employees view their place within the organization. For example, if an organization does not take steps to ensure that workers are treated fairly and paid a livable wage, they may face challenges attracting talented individuals who will be able to maintain motivation throughout their tenure. Additionally, employees who feel that their organization is doing good in the world will be more likely to feel a sense of loyalty and commitment to their job.
In short, CSR is an important part of HRM because it can help to create a positive image for the organization, which can lead to better outcomes in terms of recruitment, retention, and employee satisfaction.
Assignment Task 5: Demonstrate an understanding of some contemporary CSR labor issues:
Some of the most important CSR labor issues that are currently being faced or debated by organizations include:
- The ongoing fallout from the sweatshop economy is characterized by poor working conditions, long hours, and low pay. CSR advocates have called on large multinational companies to improve their supply chain management practices in order to ensure that workers can maintain safe and humane working conditions.
- The debate regarding the role of unions has been a particularly contentious issue in recent years, as some employers have sought to weaken unions or prevent them from being formed altogether.
- In many countries, there is a large gap between minimum wage laws and prevailing wages that actually exist in the marketplace. This has led to a situation where workers are earning less than they need to live, which can impact their health and well-being.
- The use of zero-hour contracts has become increasingly common in recent years, as employers seek to avoid the costs associated with providing benefits such as healthcare and pensions. At the same time, using these contracts may cause problems for employees with regard to their ability to make long-term plans or maintain financial security.
- The rise of independent contractors in some industries is having a mixed effect on workers in terms of job stability and earning potential. On one hand, being an independent contractor often offers more flexibility and freedom than a traditional job. On the other hand, many contractors are not able to find steady work and can end up earning far less than they would if they were employed by a company full-time.
It is important for HR professionals to be aware of these and other labor issues so that they can make decisions that are in the best interest of their organization and its employees.
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Assignment Task 6: Establish the role of the HRM function in promoting health, safety, and wellbeing at work:
The role of HRM in promoting health, safety, and wellbeing at work can be summarized as follows:
- HRM can play a key role in setting policies and procedures that promote safe and healthy working conditions.
- HRM can help to ensure that workers are properly trained on how to safely carry out their jobs.
- HRM can monitor the health and safety of workers, and take steps to address any issues that may arise.
- HRM can work with other departments in the organization to develop programs and initiatives that promote employee health and wellbeing.
- HRM can provide support and guidance to employees who have experienced a workplace injury or illness.
- HRM can ensure that any accidents or injuries are reported and investigated thoroughly.
- HRM can work with the organization’s insurance provider to develop a health and safety plan, which provides guidance on how best to protect employees from harm.
- HRM can play a role in educating employees about how they can take steps to promote their own health and safety.
Assignment Task 7: Design learning and development activities in organizations:
HRM is responsible for ensuring that employees are trained and enabled to perform their jobs effectively, which includes determining the most appropriate type of learning activities.
A variety of learning options can be used depending on the nature of employees’ roles, the equipment they work with, the tasks they carry out, and other key factors. Some possible types of training and development activities include:
- On-the-job training: This is where employees are given the opportunity to learn by doing. It can involve shadowing a more experienced colleague or participating in hands-on learning exercises.
- Classroom training: This type of training takes place in a classroom setting, and may cover topics such as health and safety, product or process training, or compliance requirements.
- E-learning: This type of training involves learning through computer-based modules, often with interactive content. It can be a cost-effective way to provide employees with the necessary training.
- Simulation training: This is where employees are given the opportunity to practice their skills in a safe, controlled environment. This can be particularly useful for training employees in how to handle dangerous or hazardous situations.
Each type of learning and development activity has its own advantages and disadvantages, so it is important to choose the right format for each individual training or development need.
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