University Degree: Human Resource Management

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1,131 University Degree Human Resource Management essays

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  1. Occupational Stress

    • Essay length: 5672 words
    • Submitted: 02/06/2012
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"Do not hire a man who does your work for money, but him who does it for love of it"

-Henry David Thoreau

The key to any company's success, regardless of the industry, is to find and maintain a workforce of passionate, hard-working employees. Unfortunately, accomplishing this is just as hard as it sounds. If you think you're up to the challenge, then a university degree in human resources management could be the right path for you.

Human resources is all about communication, so excellent writing skills will be necessary for success. To boost your skills, study Marked by Teachers' collection of human resources management essays. The worked examples will provide you with a template for your own edits, and before long you'll be writing beautifully composed essays on everything from diversity management to work-life balance.

This is a highly specialised degree, so when you graduate, you'll be primed and ready for a career in human resources, management, or other roles in business and administration.

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Conclusion analysis

Good conclusions usually refer back to the question or title and address it directly - for example by using key words from the title.
How well do you think these conclusions address the title or question? Answering these questions should help you find out.

  1. Do they use key words from the title or question?
  2. Do they answer the question directly?
  3. Can you work out the question or title just by reading the conclusion?
  • Explore and assess the problem of motivation within the Business System Support Branch (BSSB) of Environment Canada.

    "Conclusion After thoroughly examining the problems at the BSSB branch of Environment Canada, we have provided them with an implementation plan to help turnaround their operation into a more enjoyable work experience. This includes changes in the leadership, motivation, and communication aspects. Managers will have to be more proactive, more forthcoming with information to their subordinates. Leaders must have a vision, and they must project it clearly, so that it is easily understandable by their followers. Communication is defined as the process of exchanging information between the sender and receiver. Managers spend a considerable amount of time communicating. They must ensure effective communication. Meaning, getting the proper information to the right individuals in a timely fashion."

  • In this assignment, I intend to discuss the many different teaching styles that can be adopted by teachers and coaches.

    "In conclusion it can be suggested that coaches adapt their teaching approach to the type of activity, age, ability and motivation level of the performer(s), environmental factors and their own personality and capability. Mosston's spectrum of teaching styles takes into consideration the proportion of decisions made by the learner and the teacher in the learning process. The more decisions that are made by the teacher, the more authoritarian the style. Each style in the spectrum has its advantages and disadvantages and should be chosen bearing in mind the factors just mentioned. Successful teachers use a wide variety of teaching styles ranging from strict to helpful to simply being positive and raising the performers motivation. (1435) Rachel Wilkinson 1"

  • Out Line the key features of HRM as an approach to managing people in the workplace. Compare and contrast the HRM approach with more traditional personnel management. Assess the advantages of the HRM approach for employers.

    "6. Conclusion Through outlining the key features of HRM, comparing and contrasting with the similarities and differences between the two, assess the advantages of the HRM approach for employers, it can be concluded that, comparing with traditional personnel management, HRM is a development, which originated from personnel management and is a better way of people management. Strategic integration and the promotion of employees' commitment are key features of the HRM model that bring about a new role and scope for the personnel function in the organization. It is the vital to the ongoing success of an organization in today's highly competitive market place. A strategic approach to HRM does everything to ensure that the right number of the right types of motivated, energized, and self-directed people with creative ideas and corporate commitment are there to manage the organizations business and in return the people are given adequate reward, agreeable job securities, continuously enlarging opportunities, and reinforcing employer-employee relationship. Reference and"

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