HR Assignment Help
Our team of writers at Solvemyassignment.com include professionals who have a Masters Degree in Human Resources. They are experts in the field of Human Resources Management and also Knowledge Management concepts such as Emotional Intelligence, Organisational Design, Managerial Effectiveness, Appraisal, Performance Management and others. Whether it be a Human Resources Dessertation or any other Assignment Help we are just a click away.
Our writers understand the requirement of delivering plagiarism free assignments and also being in conformity with the marking rubric and the Harvard/APA referencing requirements. With assignments written by our team of writers you can be sure of being appreciated by your professors and also getting higher grades.
Below is a sample of an assignment we wrote on the given question.
A strong assumption exists in the field of HRM that, the HRM strategy of an organization is directly corresponding with the strategy’s implementation when the reality is that, often such strategy is implemented without a clear sense of direction and even are not implemented at all. Quite logically, this leads to significant variations between the developed strategy of HRM and the actual implementation. Scholars have highlighted that in order for a HRM strategy to be successful there are two critical standpoints – primarily, the HRM strategy in question must be effective in light of the need of the organizational conditions and secondly, the implementation of such strategy must be effective in the absence of which the entire relevance of the strategy is lost (Thompson & Martin, 2005). Scholars have tried to understand the direct link between that of the performance of an organization with that of the HRM by exploring into the field (Burnes, 2004). It is identified now, that, though presence of effective HRM initiatives and policies are crucial for the successful performance of an organization, it is not enough that such would ensure competitiveness to the organization. Importance must be presented on the manner in which these initiatives are implemented in the workplace. The responsibility for such implementation lies with the line managers of an organization as they actually have to execute the practices of HRM at the shop floor. As per research, the line managers find it difficult to implement such HRM initiatives due to the presence of a number of limitations, which inhibit the effectiveness of the line managers.