Human Resource Development Essays and Research Papers

Instructions for Human Resource Development College Essay Examples

Title: Area Writing Human Resources Development HRD Needs Analysis Description You obtain information directly uploaded material slides voice recording upload audio file HRD Manager official website company information provide company strategy current issues future plans assessment

  • Total Pages: 8
  • Words: 2372
  • Works Cited:15
  • Citation Style: APA
  • Document Type: Essay
Essay Instructions: Area of Writing: Human Resources Development (HRD) Needs Analysis.

Description: You will obtain information directly from the uploaded material ( slides and voice recording / could not upload the audio file) of the HRD Manager as well as is and the official website of the company and use the information they provide about the company, its strategy, current issues and future plans in your assessment. Your aim is to identify 3-4 key organisational issues and assess what the implications are for the development of human resources in the case organisation. You should look carefully at the criteria for this essay as it requires to demonstrate firstly an understanding of contemporary HRD issues, before secondly applying this knowledge to the case organisationand present your analysis as a written report.


The company to be presented in the case study: RACQ ( Australia)
Need to include a literature overview at the beginning after the introduction.


Target Audience:

You are writing the analysis for presentation to the HRD Manager in your case organisation. This means you do not need to describe the organisation in detail but you can provide a brief overview and summary of the key issues to show the HRD Manager that you understood their business. Please note that students with assignments receiving a high grade may be asked their permission to provide a copy of their assignment to the HRD Manager who has expressed a keen interest in seeing the outcome of your analysis.


Format:

This is a report to a manger in a business environment and therefore you should use a report style (for general information on writing reports refer to http://www.citewrite.qut.edu.au/write/report.jsp)

Example Format

Title Page
Executive summary
Table of contents
1. Introduction
1.1 Purpose of the report
1.2 Issues to be discussed and their significance
1.3 Research methods
1.4 Limitations and assumptions
2. Discussion
2.1 Literature review
2.1.1 Issue 1
2.1.2 Issue 2
2.1.3 Issue 3
2.2 Method
2.2.1 Procedures
2.2.2 Sample size
2.2.3 Selection criteria
2.3 Discussion and analysis of data
2.3.1 Issue 1
2.3.2 Issue 2
2.3.3 Issue 3
2.3.4 Reliability and accuracy of data
3. Conclusions
4. Recommendations
4.1 Recommendation 1
4.2 Recommendation 2
5. References
6. Appendices
Checklist for a report
Have I:
? Read the assignment criteria clearly and clarified what needs to be in the report and what type of report it is to be?
? Followed the structure, using the correct headings?
o Provided a title page?
o Provided an executive summary?
o Provided a table of contents?
o Provided an introduction?
o Provided the literature review?
o Explained the method of how the data was gathered?
o Discussed the results and findings?
o Come to a conclusion?
o Made some recommendations?
o Provided references in the correct format?
o Included any appendices?
? Checked punctuation and spelling?


Suggested method in need analysis:

? Strategic/Organisational analysis ( according to is suggested in the text book: Werner, J. M. & DeSimone, R. L. (2012). Human Resource Development (6th ed.),. Mason, Ohio: South-Western, Cengage Learning.

? Task Analysis (you need to analysis on department or section level from the recorded presentation and slides that are uploaded)

? Person Analysis (you need to analysis on a job or duty level from the recorded presentation and slides that are uploaded)


Requirements:

? Full critical exploration of SHRD theories, issues and approaches is demonstrated through discipline knowledge that is well-researched, current and comprehensive.

? Superior analysis is conducted of the relevant critical issues present in the case organisation. The analysis also demonstrates an exemplary understanding of the current business strategy and the SHRD issues relating to the strategy.

? The analysis is professionally presented with substantial attention to detailand high standards of written expression and grammar. . It is well structured, coherent, with logical organisation.

? Well-judged and well-integrated selection of a quality range of sources to support content; all sources appropriately acknowledged; referencing consistently accurate




Suggested References to use:

Gibb, Stephen. (2011). Chapter 13 : Strategic HRD pp. 322-336 in Gibb, Stephen,Human resource development : foundations, process, contexts, United Kingdom: Palgrave Macmillan,

Phillips, Jean M and Gully, Stanley M. (2009). Chapter 2 : Business and Staffing Strategies in Phillips, Jean M and Gully, Stanley M, Strategic staffing, Upper Saddle River: Pearson/Prentice Hall, pp.23-52.

Werner, J. M. & DeSimone, R. L. (2012). Human Resource Development (6th ed.),. Mason, Ohio: South-Western, Cengage Learning. ( chapter 4 has all what you need )

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Works Cited:

References:

Allen, D.R., Wilburn, M., 2002, Linking customer and employee satisfaction to the bottom line: a comprehensive guide to establishing the impact of customer and employee satisfaction on critical business outcomes, ASQ Quality Press

Arup, C., 2006, Labor law and labor market regulation: essays on the construction, constitution and regulation of labor markets and work relationships, Federation Press

Bach, S., 2005, Managing human resources: personnel management in transition, John Wiley and Sons

Finkelstein, M.S., 2004, Net-works: workplace change in the global economy: a critical and practical guide, Rowan and Littlefield

Gibb, S., 2011, Human resources development: foundations, process, contexts, Palgrave Macmillan

Grigoroudis, E., Siskos, Y., 2009, Customer satisfaction evaluation: methods for measuring and implementing service quality, Springer

Griffin, R.W., 2010, Management, Cengage Learning

Hickman, C.R., 2005, Management malpractice: how to cure unhealthy management practices that disable your organization, Adams Media

Hoffman, K.D., Bateson, J.E.G., 2010, Services marketing: concepts, strategies and cases, Cengage Learning

Kaynak, E., Jallat, F., 2005, Marketing issues in Western Europe: changes and developments, Routledge

O'Sullivan, K., 2008, Strategic knowledge management in multinational organizations, Idea Group Inc.

Robbins, S.P., 2009, Organisational behavior: global and Southern African perspectives, Pearson Education

Willis, J., 2008,Qualitative research methods in education and educational technology, IAP

2012, The world factbook -- Australia, Central Intelligence Agency, https://www.cia.gov/library/publications/the-world-factbook/geos/as.htmllast accessed on August 22, 2012

2012, Website of RACQ, http://www.racq.com.au last accessed on August 22, 2012

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Title: Strategic human resource development

  • Total Pages: 9
  • Words: 2867
  • Bibliography:9
  • Citation Style: MLA
  • Document Type: Research Paper
Essay Instructions: Evaluate how strategic human resource development can make a significant
impact on organisational effectiveness (2,700 words)

Please use Training and development, Coaching, Mentoring to evaluate the
impact on organisations.

Write about their strengths and weaknesses

Use good theories to support the points.

This essay should also have an introduction, main body and conclusion.

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Bibliography:

Reference list:

1. Friesen, M. & Johnson, J. (1995). The Success Paradigm: Creating Organizational Effectiveness through Quality and Strategy. Retrieved April 30, 2011 from http://books.google.ro/books?id=YhyRCupKG5wC&printsec=frontcover&dq=organizational+effectiveness&hl=ro#v=onepage&q&f=false.

2. Wang, Z. & Chen, J. (2005). Technology Innovation and Human Resource Management. International Journal of Manpower. Retrieved April 30, 2011 from http://books.google.ro/books?id=-ehC2sQOIbUC&pg=PT5&dq=organizational+effectiveness&hl=ro#v=onepage&q=organizational%20effectiveness&f=false.

3. Hallam, G. (2011). Advantages and Disadvantages of Internal Coaching. Retrieved April 30, 2011.

4. Jackson, S. et al. (2009). Managing Human Resources. Cengage Learning. Retrieved April 30, 2011 from http://books.google.ro/books?id=gpimdMwZuwsC&pg=PR10&dq=training+human+resources&hl=ro#v=onepage&q=training%20human%20resources&f=false.

5. Holbeche, L. (2009). Aligning Human Resources and Business Strategy. Roffey Park Institute. Retrieved April 30, 2011 from http://books.google.ro/books?id=F75-3vK76ecC&pg=PA304&dq=coaching+human+resources&hl=ro#v=onepage&q=coaching%20human%20resources&f=false.

6. Eigenhuis, a. & Dijk, R. (2008). HR Strategy for the High Performing Business. Retrieved April 30, 2011 from http://books.google.ro/books?id=eMwdsM1gL6sC&pg=PA144&dq=coaching+human+resources&hl=ro#v=onepage&q&f=false.

7. Carton, R. & Hofer, C. (2006). Measuring Organizational Performance. Edward Elgar Publishing, Ltd. Retrieved May 4, 2001 from http://books.google.ro/books?id=hg35tP2rfxoC&pg=PA53&dq=organizational+effectiveness+measurement&hl=ro#v=onepage&q=organizational%20effectiveness%20measurement&f=false.

8. Field, R. (2002). Organizational Effectiveness, Structure, and Technology. Retrieved May 4, 2011 from http://apps.business.ualberta.ca/rfield/Organizational%20Effectiveness,%20Structure,%20and%20Technology.htm.

9. McNamara, C. (2010). Employee Training and Development: Reasons and Benefits. Authenticity Consulting. Retrieved May 4, 2011 from http://managementhelp.org/trng_dev/basics/reasons.htm.

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Title: Human Resources Development

  • Total Pages: 20
  • Words: 7658
  • Sources:0
  • Citation Style: APA
  • Document Type: Essay
Essay Instructions: Don't need an essay...Only need an annotated bibliography. I need a reference list (completed in 6th edition APA format) of materials pertaining to human resource development. These materials can consist of books or journals/magazines articles that are readily accessible for the Human Resources Development. The purpose of this assignment is to have you begin to create a list of reference material that will be useful to you in present and future job endeavors. The annotated bibliography will consist of the following:
?-? 100 different entries
?-? 50 of these must be books/textbooks
A one paragraph description for each entry, listing the important points/information to be found in the reference.

*****Make the annotated bibliography into 5 total annotated bibliographies consisting of 20 references for each of the annotated bibliographies (10 of these 20 need to be textbooks/books).

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Sources:

Shackleton-Jones, N. 2003. 'Blended Learning at Siemens: A Training Manager's View'.

Article in TrainingZone.

In this article, Shackleton-Jones briefly describes the various training needs that are necessary behind the use of blended learning approach.

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Title: Human resource strategy recomendations of company chosen

  • Total Pages: 13
  • Words: 3683
  • References:18
  • Citation Style: MLA
  • Document Type: Research Paper
Essay Instructions: Pick an organization (any organization) to recommend future human resource strategy initiatives. The organization should be one with information readily available about its HRDV (human resource development) strategy so that you can fully discuss each of the required areas, as outlined.

The paper does not need an outline, abstract, intro, or conclusion. Just the items outlined. Please send me a note with the name of the company you have chosen to make the human resource strategy recommendation so that I can start looking it over. Six sections total, 5 focused on recommendation and 1 section on the summary of the recommendations. Please send me a note if you need more information. I need about 12 to 15 different references, APA style and cite throughout the paper. Thank you.

RECOMMENDATIONS FOR FUTURE H.R. STRATEGY INITIATIVES
FOR THIS ORGANIZATION

A. Identify strategy issue (e.g. effectiveness, efficiency, customer service, growth, product quality, governmental regulation, globalization, etc. ) within organization
i. Identify HRDV concepts pertinent to the issue
ii. Describe HRDV activities that would address the issue.
iii. Design HRDV program concerning the issue
1. Organizational partners
2. Organizational resources
3. HRDV program outcomes

B. Identify 2nd issue within organization
i. Identify HRDV concepts pertinent to the issue
ii. Describe HRDV activities that would address the issue.
iii. Design HRDV program concerning the issue
1. Organizational partners
2. Organizational resources
3. HRDV program outcomes

C. Identify 3rd issue within organization
i. Identify HRDV concepts pertinent to the issue
ii. Describe HRDV activities that would address the issue.
iii. Design HRDV program concerning the issue
1. Organizational partners
2. Organizational resources
3. HRDV program outcomes

D. Identify 4th issue within organization
i. Identify HRDV concepts pertinent to the issue
ii. Describe HRDV activities that would address the issue.
iii. Design HRDV program concerning the issue
1. Organizational partners
2. Organizational resources
3. HRDV program outcomes

E. Identify 5th issue within organization
i. Identify HRDV concepts pertinent to the issue
ii. Describe HRDV activities that would address the issue.
iii. Design HRDV program concerning the issue
1. Organizational partners
2. Organizational resources
3. HRDV program outcomes

F. Summarize recommendations and projected organizational outcomes resulting from HRDV programs

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References:

References

Anderson, C.H. (1984). Job design: Employee satisfaction and performance in retail stores.

Journal of Small Business Management, 22, 9.

Benevides, A.D. & David, A.A. (2010). Local government wellness programs: A viable option to decrease healthcare costs and improve productivity. Public Personnel Management,

39(4), 291-293..

Brown, P., Brice, M. & Mcgrath, J. (2000). Partnering to improve HR service delivery. The Public Manager, 29(3), 13.

Caress, S.M. (2001). Organizational impediments to effective policy on Gulf War Illness.

Policy Studies Journal, 29(2), 250-252.

Chaudron, D. (2008). Master of all you survey: Planning employee surveys. OrganizedChange.com. Retrieved from http://www.organizedchange.com/pdfs / employeesurveys.pdf.

Clarke, S. & Cooper, C.L. (2004). Managing the risk of workplace stress. New York: Routledge.

Dalton, D.R. & Mesch, D.J. (1990). The impact of flexible scheduling on employee attendance and turnover. Administrative Science Quarterly, 35(2), 370-371.

Dennis, G.L. (1998, June). Here today, gone tomorrow: How management style affects job satisfaction and, in turn, employee turnover. Corrections Today, 60(3), 96.

Dibble, S. (1999). Keeping your valuable employees: Retention strategies for your organization's most important resource. New York: John Wiley & Sons.

Kowalksi, R., Harmon, J., Yorks, L. & Kowalski, D. (2003). Reducing workplace stress and aggression: An action research project at the U.S. Department of Veterans Affairs.

Human Resource Planning, 26(2), 39-41.

Landrum, M.B., Normand, L.T. & Rosenheck, R.A. (2003). Selection of related multivariate means: Monitoring psychiatric care in the Department of Veterans Affairs. Journal of the American Statistical Association, 98(461), 7-9.

Meglino, B.M., Ravlin, E.C., & Denisi, A.S. (1997). When does it hurt to tell the truth? The effect of realistic job reviews on employee recruiting. Public Personnel Management,

26(3), 413.

New online enrollment application available for servicemembers. (2012, February 3). Department of Veterans Affairs. Retrieved from http://www.va.gov/opa / pressrel/pressrelease.cfm?id=2259.

Robertson, L. (2003, August-September). Down with top-down: The New York Times and Salt Lake Tribune implosions underscore the perils of the top-down management style. American Journalism Review, 25(6), 36.

Shell, R.L. (2003). Management of professionals. New York: Marcel Dekker.

Sims, R.R. (2002). Managing organizational behavior. Westport, CT: Quorum Books.

VA history. (2012). Department of Veterans Affairs. Retrieved from http://www.va.gov / about_va/vahistory.asp.

VA occupations. (2012). Department of Veterans Affairs. Retrieved from http://www.vacareers.

va.gov/occupations/index.asp.

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