conclusion for hr assignment

Write a Conclusion for Human Resource Management Assignment

• Emily Scott

The human resource management assignment topics selected by the universities test the skills of the student on how they can make judgments on a particular condition. Human resource is one of the most important parts of today’s corporate environment. It is important to get one of the best men in the section to have a better kind of service from them. The duty and liability of people need to be understood and it must be known that the service-providing organization’s reputation is in their hands. Only the best and most trustworthy people should be assigned to the task and the assigned person should remember that there is a huge responsibility lying to him. In order to keep the momentum of the workflow, the human resource management may need to take some decisions that are not only harsh but bring some enemies too. It should be noticed that the duty of the HR department is to serve the company and it should focus primarily on the benefits of the organization rather than the individuals.

Conclusion in Human Resource Management Assignments

In any assignment, it is a common thing to provide detailed data on what are the aspects that are going to be discussed. Apart from this, the methodology should be precise where the asked questions are answered. In the conclusion section of an HR management assignment, the main result is given. Hence it is necessary to be more specific than anything else. In the  conclusion of HR management assignment , the final remedy or justification is usually given. The asked questions have some points and after implementing logic and theories to them the research outcome is detailed in the conclusion section.

The conclusion should be very precise and in that section, the steps that can be taken by human resource development should be answered. Writing a conclusion is a difficult task for many people because the logical deduction is needed in the segment. The human resource management assignment topics selected by the universities test the skills of the student on how they can make judgments on a particular condition. The judgment is stated in the conclusion section and it should be responded to in a precise manner where the decision-making capability of a student like you is reflected in a vivid manner.

Writing the Conclusion

Writing the end part is not that easy because you have to remember all the aspects that have been tried to cover in the previous segment. The conclusion is nothing but a justification of what has happened where the opinion of the writer matters. It is a section where a good amount of analytical data should be given. So, most of the time it is seen that the writing of the professional writers and the students has a huge gap and that gap is the result of experience. The service providers are doing the task for a long time and in conclusion, human resource management assignment has become a piece of cake for them. The writers of Essaycorp are aware of the twists and turn and that is why they can easily take an upper hand from the students. They are aware of certain facts that are needed to be answered in the segment and their precise approach to data manipulation makes them the best to rely on in the section.

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From the given discussion it is clear that academic assistance is necessary for anyone in the world of human resource management studying. Developing an idea of growth is something that should be done in a precise way and the service providers are aware of it. No matter how many assignments they write there is no chance of any similarity. This makes them apart from all the service providers.

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Challenges of HRM: Conclusion & Solutions

Need to write a conclusion of human resource management assignment? Get inspired with this paper! It analyses the challenges of hrm and proposes a range of solutions to them.

Introduction

Challenges facing hr departments, works cited.

The degree of success of an organization depends on the success of strategies adopted by its top management organs. Although this is the case, it is important to note that performance levels and an organization’s business viability depend on the type of workforce such an organization has.

Therefore, this makes the human resource (HR) department one of the most crucial departments in an organization. Due to many changing trends in terms of workforce characteristics, technological innovations, and globalization, most human resource departments currently face many challenges as concerns formulation of their solutions. This, therefore, makes it necessary for HRM departments to integrate correct policies in their management systems to ensure they alleviate such challenges.

HR departments play the overall role of ensuring they enhance organizations’ productivity by ensuring such organizations have the required workforce with the required expertise and motivation. Although this is the case, challenges faced by these departments hinder goal achievement and innovative practices. Examples of these challenges include negative impacts resulting from economic and technological changes, organizational restructuring, scarcity of qualified and well-motivated employees, and globalization.

Correctly predicting the future of an organization is one of the most daunting tasks that face most human resource departments. This is because, globally, many economies are undergoing tough times, something that has greatly affected the operations of the HRM department.

This is because transformations in economies cause alterations to the working and employment patterns of organizations. For example, in most working scenarios, the nature of working patterns has undergone many transformations, which has made most individuals prefer working in service industries rather than in manufacturing and agricultural industries. Technology, although an important tool for organizational development, has brought forth many challenges to HRM managers.

This is because technological innovations require continuous adoption of new systems and time-to-time upgrading of employees’ skills. For example, the introduction of computers in the banking industry caused many individuals to lose their jobs due to a lack of conformity to technology (World Federation of Personnel Management pp. 8-11).

The second main challenge facing HRM is recruiting and maintaining quality employees with desired levels of motivation. This is because globally, there are many changes in terms of industrial workforce demands due to the need to beat competition and increased technological innovations. Success in foreign business environments necessitates an organization to have a cohort of the most qualified employees with advanced levels of skills that global markets demand.

However, due to the many economic challenges that most organizations face, it becomes very hard for the HRM departments to achieve this. On the other hand, the increasing numbers of workers with no specialization or with a common challenge to HRM, primarily because this forces an organization to incur extra expenses in the upgrading skills or employee training; hence, sometimes acting as a setback to proper management of organizations.

For organizations to have a competitive advantage over other business competitors in the same industry, there is a need for organizational restructuring, which in most cases results in the abolition of some managerial seats or some branches of an organization.

In addition, organizational restructuring can necessitate the merging of organizations something, which may cause loss of jobs or out-spacing of employees. This may result in many organizational conflicts or increases in expenditure, causing organizational and operational problems (Burke and Eddy pp. 84-90).

Conclusion of HRM Challenges Essay

In conclusion, due to the many challenges that are facing human resource departments, there is a need for organizations to adopt correct and workable policies that will not only ensure they alleviate these challenges but also develop mechanisms of dealing with such challenges in case they occur in the future.

Burke, Ronald and Eddy, NG. The challenging nature of work and organizations: Implications for human resource management. Human Resource Management Review , 16(2) (2006): 86-94. Print.

World Federation of Personnel Management. Survey of global HR challenges: Yesterday, today and tomorrow. 2010. Web.

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IvyPanda. (2023, October 28). Challenges of HRM: Conclusion & Solutions. https://ivypanda.com/essays/challenges-facing-human-resource-management/

"Challenges of HRM: Conclusion & Solutions." IvyPanda , 28 Oct. 2023, ivypanda.com/essays/challenges-facing-human-resource-management/.

IvyPanda . (2023) 'Challenges of HRM: Conclusion & Solutions'. 28 October.

IvyPanda . 2023. "Challenges of HRM: Conclusion & Solutions." October 28, 2023. https://ivypanda.com/essays/challenges-facing-human-resource-management/.

1. IvyPanda . "Challenges of HRM: Conclusion & Solutions." October 28, 2023. https://ivypanda.com/essays/challenges-facing-human-resource-management/.

Bibliography

IvyPanda . "Challenges of HRM: Conclusion & Solutions." October 28, 2023. https://ivypanda.com/essays/challenges-facing-human-resource-management/.

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