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Human resource management

Human resource management   is a new technique   and method for managing people in a company of any organization.  In this approach persons are considered as resources for human resource management. The human resource management is concerned about the number of people, and their ability of persons, developed skills, and also motivate them for higher levels of attainments in the organizations. The human resource management also ensures the maintenance the commitment done by the management and also maintains the dimension of people in the organization.  this management  consists  mainly  four types of activities  that is   development , motivation , acquisition  and also maintenance of human resources . The management of a company is worried about effective and efficient non human resources or human resources, so in management process the human resources management is just a part. The function of managing all the activities is completed by the managers, those works in the human resources management organization. The responsibility of managers to selecting the persons and developed the skills also guide and motivate them. For contributing organizational goals and realization is the main objective of human resources management. It s important because of the labor function activity in the organization.


Human resource management may be defined as an effective use of human resources in an organization via process of managing the activities which are related to the people. It is the process which includes management of people in the organization and also managing the inter-personal relationships which already exist. These two processes are the key components for the growth & success of the organization. Human resource management is a central & strategic activity of the organization. An important factor in the success of the organization is the relationship between staff and management. The management of inter-personal relationships is the secondary role of human resource management which includes the staff within departments and also at an organizational level.

The main components of the human resource management include staffing which is the core component, retention and performance management.

The final focus of human resource management is the people in the organization. For the success of the human resource management, regular planning, monitoring & evaluation are essential. If it is successfully implemented then it will be ensured that every employee has the knowledge about their role, career path & the employees have feeling that they are part of the organization.


The main objectives of human resource management includes creating & utilizing a motivated workforce for accomplishing the basic goals of organizations, establishing as well as maintain sound structure of the organization & required relationship among the staff in the organization and attaining effective utilization of all the human resources in achieving the goals of the organization.  


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Online Tutoring Sessions: You can request the HRM online Tutoring sessions any time by the Human Resource Management faculty. We will book the session in few minutes and you can avail the services any time as per your requirements. We would always request you to share the complete course material with the Human Resource Management faculty so that actual learning can take place when you are in the session with the expert. You can book the best Human Resource Management experts as per your choice. Once you are done with the online Tutoring session you can share the feedback with us.

Our Human Resource Management Assignment help tutors have years of experience in handling complex queries related to various complex topics like Online Tutoring Sessions: You can request the HRM online Tutoring sessions any time by the Human Resource Management faculty. We will book the session in few minutes and you can avail the services any time as per your requirements. We would always request you to share the complete course material with the Human Resource Management faculty so that actual learning can take place when you are in the session with the expert. You can book the best Human Resource Management experts as per your choice. Once you are done with the online Tutoring session you can share the feedback with us.


Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. HRM is the organizational function that deals with issues related to people such as compensation, hiring,  organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. HRM is also a strategic and comprehensive approach to managing people and the workplace and environment. We often hear the term Human Resource Management used in the popular press as well as by Industry experts. Though as with all popular perceptions, the above imagery has some validity, the fact remains that there is much more to the field of HRM and despite popular depictions of the same, the “art and science” of HRM is indeed complex. The first definition of HRM is that it is the process of managing people in organizations in a structured and thorough manner. This is the traditional definition of HRM which leads some experts to define it as a modern version of the Personnel Management function that was used earlier.


HRM is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected toadd value to the strategic utilization of employees and that employee programs impact the business in measurable ways.

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Generally topics like Developing personal and professional practice (DPPP) are considered very complex & an expert help is required in order to solve the assignments based on topics like Managing employee relations & so on.

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Topics like philosophy and methods & the assignment help on these topics is really helpful if you are struggling with the complex problems.

Hotel Management
  • Hospitality Industry Accounting, Unique Aspects of the Hospitality Industry, The Purpose of Accounting in the Hospitality Industry, Branches of Accounting, The Uniform System of Accounts, Ethics and Hospitality Accounting, Costs, Concepts, Type and Usefulness, Cost Concept, Type of Costs, Cost Constituents
  • Cost Accumulation, Usefulness of Cost Accounting, Cost Systems, Full-Costing System, Full-Costing System, Indirect Costs Allocation, Margins and Results, Limitations of Full-Costing Model, Partial Costs Models, Variable-Costing System, Advantages and Disadvantages of Variable-Costing System, Direct-Costing System, Advantages and Disadvantages of Direct-Costing System, Cost Management in the Lodging Industry: USALI
  • Basic Concepts, Accounting Classification of the Main Departments, System Operation, Costing Table for the Main Operational, Functional Departments, USALI Key Indicators and Ratios, Cost-Volume-Profit Analysis, Relationship between Costs, Activity Volume and Profits, Assumptions of Conventional Linear CVP Analysis, Break Even Point, Margin of Safety, Limitations of CVP Model and Solving Multiple Products CVP Problems, Sensitivity Analysis, Budget and Budgeting Control, Budgeting Process, Master Budget, Budgeting Control, Deviations, Calculus and Analysis, Budgeting Management in Hotels which Applies USALI, Organizational Behavior
Human Resource Management
  • Human resource planning , Reconciling the soft–hard dilemma 
  • External and internal labour , Career management 
  • Introduction , Recruitment, selecton and HRM 
  • Strategic intervention , Commitment 
  • Flexibility , Quality , Attraction
  • Introduction, Performance appraisal and the HRM cycle , Assessment, appraisal and control , From control to development, Appraisal and performance management
  • HRM in practice: Judgement day looms for church ministers , HRM in practice: Performance management in Barclays Mortgages , Inputs , Results and outcomes , Behaviour in performance
  • Introduction , Reward in organizations , Types of reward , Developments in reward management , Rewards and the HRM cycle, The nature of employee involvement , A general theory of employee involvement , Organizational communication , Approaches to organizational communications , Interpretivist approach
  • Critical approach , Developing a communication system ,  Broadmoor primed for it's 'domestic works council', Two-way communication , Briefing groups , Monitoring the communication system , Information disclosed by management , The extent of organizational communication
Joint consultation 
  • Models of communication , The structure and operation of joint consultative committees , The effects of employee involvement on performance 
  • Obstacles to employee involvement , Trade union attitudes , Management attitudes
  • Introduction , Industrial relations , Industrial relations and the HRM cycle , Management practices 
  • Constraints and choices, Management strategies , Vauxhall deal on pay and flexibility gets , green light
Managerial styles 
  • HRM in practice, Brewer and union agree national deal , Trade unions , Trade union membership , Interpreting trade union decline , Trade union structure , Union bargaining power , NHS trust gets close to 'no strike' deal , Collective bargaining , Collective bargaining structure , Collective agreement , Strategic choice and collective bargaining , Trade unions and HRM , Trade union's strategic responses,

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