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Human Resource Management Essay: Annotated Bibliography of 5 Articles


Task: This assessment task is linked to Assessment 3 ? Academic essay on "Managing human resources in the context of global challenges". Assessment 2 requires you to compile an Annotated bibliography of 5 peer reviewed journal articles on Assessment 3 topic.
Step 1 : Undertake research of the recent academic literature (since 2010) suing the online search option of CQUniversity Library. Identify five (5) academic peer reviewed journal articles relevant to the Assessment 3 topic. These five articles chosen should not include the article you presented in Assessment 1.
Step 2 : Write around 450 words on each article (450 x 5 = 2250 words). For each journal article, write to the headings in the template. These include:

  • full reference (in APA 7th edition)
  • outline of research objective and research question
  • outline of the method
  • discussion of the findings
  • summary of the conclusions
  • justification of relevance of the article for Assessment 3

Step 3 : Write an introductory paragraph explaining the purpose of the annotated bibliography and the way you searched for articles (e.g. the keywords used) and a concluding paragraph providing an overall summary for the assessment task. These two paragraphs (introduction and conclusion) should be around 250 words.


The human resource management essaybrings about the discussion on the topic “Managing human resources in the context of global challenges” in the 21st century modern businesses. Human resource defines the set of the people constituting the total workforce of an organisation. Businesses operating on a global scale, encounter several challenges related to HRM and others influencing strategic decision-making. The assignment is an annotated bibliography, which conducts an in-depth research on the topic, identifying research objective, findings and relevance of the articles for further study. The data and other findings in this human resource management essayhave collected from various sources such as ProQuest, management journals, library and other sources. Thus, human resource management essaywill draw upon five articles related to above topic, and their significance in the global business environment.

Annotated Bibliography
Article 1

Gile, P. P., Buljac-Samardzic, M. &Klundert, J. V. (2018).The effect of human resource management on performance in hospitals in Sub-Saharan Africa: a systematic literature review. Human Resources for Health, 16(1), 34–34.

Outline of the Research objective and Research Question
The main objective of research on human resource management essay is to discuss systematic analysis of empirical study examining relationship between human resource management and the organisational performance. Management of personnel i.e. health staff is a crucial aspect for the success of Sub-Saharan Africa hospitals. Furthermore, the research will determine influence of applied HRM practices and their significance for the future use. Another specific objective of the paper is to conduct an analysis of the interrelatedness of human resource management with the patient outcomes in global healthcare organisations (Podgorodnichenko et al., 2020).

The research questions can be:
1. How does human resource management process impacts patient outcomes?
2. What transformations in HRM practices at these health institutions can lead to improved performance?

Outline of the method
The survey conducted in this research analysing the relationship between HRM and the patient health outcomes included various research methods. Here, 36 qualitative, 57 quantitative and18 mixed methods were involved in the study. Eighteen SSA hospitals were surveyed and implementing single HRM practices. Training and education, mentoring, leadership and others for effective management of workers leading towards improved patient results, and organisational outcomes (Zaman&Nadeem, 2019).

The research findings in the case of SSA identified in the human resource management essay stated that a bundle of HRM practices, could lead to a positive influence on the improvement in a specific health outcome. The practice of training and education to the non-technical caregivers, and workers will improve team performance and patient safety. Financial incentives and compensation is crucial for employee motivation, determining a desirable effect on their working and performance. Job satisfaction is a significant element in the patient’s health and safety in hospitals, which can be achieved through teamwork, leadership and support, promotion and other HRM practices (Choi et al., 2017).

The research on human resource management essay concludes that HRM plays a vital role in the performance improvement of business determining growth and success..In the case of SSA hospital, HRM is connected to four different types of performance. Health managers need to focus on implementing motivation-oriented interventions, to reduce staff turnover. Leadership/management support practices will contribute instaffing of employees. Thus, implementation of effective HRM practices is essential to recover the prevailing condition of exhausted and overstrained workforce, and poor patient outcomes.

The discussion done in the human resource management essay is relevant for the assessment 3, as it effectively mentioned and analysed different HRM practices to manage people in respect to the workforce challenges in health organisations. It will therefore, contribute to further conduct the study, and draw upon interventions and results for the human resource practices in a challenging environment.

Article 2
Golubovskaya, M., Solnet, D. & Robinson, R. N. S. (2019).Recalibrating talent management for hospitality: a youth development perspective. International Journal of Contemporary Hospitality Management, 31(10), 4105–4125.

Outline of the Research objective and Research Question
The research paper selected herein human resource management essay identifies and encounters existing assumptions in context to the talent management in hospitality sector. The paper represents a misalignment between the high skilled workforce and talent management knowledge in the hospitality service organisations. Secondly, the study focuses on the challenging nature of hospitality sector to implement talent management, as it is labour-intensive, and hires fresh, reliant and mostly low skilled workers. Third scheme of the paper describes therelevance of talent management, TM on line-level workers, in the hospitality organisations (Lisak et al., 2016).

The research questions are:
1. How workforce planning and talent management processes are related?
2. What impact culture has on employee productivity and performance in hospitality?

Outline of the method
The study adopted a conceptual and empirical method to conduct the research in context to talent management, talent development and other aspects in the hospitality sector at a global level. It uses Piirto’s talent management pyramid, which highlights the importance of young workers in the hospitality sector. This pyramid was significant for the recalibration to TM for application in the hospitality. This qualitative research is supported by a study conducted in the hospitality industry at UK that revealed more than 30% of employees were below 21years of age. Herein human resource management essay, the study emphasizes employers to undertake the responsibility of recruiting, training and developing the workforce for efficient operations in hospitality(Fletcher et al.,2018).

According to the study in the given article in this human resource management essay, Talent management TM and hospitality sector is greatly misaligned. Organisations should conduct an on-going training and career development programme for the workers. Moreover, supervisory support plays an important role between enhancement of adolescent self-efficacy and contribution of positive role modelling to assist adolescents learns independence and preparing for career. Ineffectiveness in the hospitality has reported, determining restructure of TM strategies, and talent development of existing employees. Adopting an inclusive approach towards development hospitality workers, will alignTM and hospitality(Liu et al.,2020).

From the above discussion done in thehuman resource management essay, it can be summarisedthat TM lagged behind updating and engaging the most efficient and predominant human capital i.e. youth in their organisation. Additionally, managers need to focus more on the development of their existing staff and honing their skills, capabilities to develop a strong workforce and improved organisational performance.

The study conducted in the human resource management essay is highly relevant for the further use, as it strategized the use of TM practices such as recruitment and retention in a democratic manner. In addition, supplementing the talent of each employee will help reduce skill shortagein underdeveloped industry, and strengthen employer’s attractiveness and enhancing employee retention.

Article 3
Osborne, S.&Hammoud, M. (2017).Effective Employee Engagement in the Workplace. International Journal of Applied Management and Technology, 16(1).

Outline of the Research objective and Research Question
The intent of this research paper selected in the human resource management essay is identification and analysis of different communication strategies implemented by few communication business leaders for effective employee management and engagement into business. The research aims to analyse these strategies, as focusing on employee engagement will lead to higher profits and sustainability in the future years. The effective working of an organisation for a longer period is influenced by the employee productivity and engagement (Lisak et al., 2016). Thus, managers should aim to direct their resources, and efforts for fulfilling needs of their employees and other stakeholders, to achieve their contribution in organisational objectives (Oseghale et al., 2018)

Research question are:
1. What strategies do communication leaders in their organisation for engaging employees to increase profits implement?
2. How employee behaviour and work culture affects their commitment to the organisational goals?

Outline of the Method
The case study used a qualitative method for exploring processes, and practices by the business managers and leaders to engage workers in the organisation. Interviews were conducted as part of the survey in different organisations to analyse employee engagement. Samples collected from four leaders, worked efficiently to achieve employee engagement (Aithal, 2017).The study highlighted significance of ‘Self-determination theory’, to understand employee productivity and profit. Employee engagement is biggest global challenge in the industry (Manganelli et al., 2018).

From the study prepared under this human resource management essay, it was found that recognition and rewards of employees influence employee engagement and performance. Managers must focus on rewarding and appreciate employees for their daily tasks and activities. This would lead to motivation, and their commitment in the organisation. In addition, increased employee engagement led to decreased rates of employee turnover, and enhanced retention in the organisation. Financial and non-financial incentives are major factors for higher employee engagement within organisation. Factors of cultural competence indicated in the results, stating that promoting cultural awareness in organisation establish employee capabilities for improved performance(Presbitero, 2017).

It is tobe concluded herein human resource management essay that three specific themes, rewards and recognition, empowerment of employees, and relationship between leaders and employees found integral for growth. Positive work environment fosters effective management practices leading to organisational success. Cultural intelligence and understanding of different work practices lead to effective working of the organisation. Employees must be given training to work and handle various complex challenges and attain values for high performance.

The study is relevant for the further assessment, as it explains the essential role of HR managers and leaders to engage employees for organisational effectiveness. Thus, strategic practices should be taken by the organisation to increase productivity(Oseghal et al., 2018).

Article 4
Podgorodnichenko, N., Edgar, F. &McAndrew, I. (2020).The role of HRM in developing sustainable organizations: contemporary challenges and contradictions. Human Resource Management Review, 30(3), 100685,

Outline of the Research objective and Research Question
The research paper objects to examine different issues and challenges encountered in the association of CSR integration with human resource management. The study highlights the organisation’s increased attention towards the challenges faced in CSR integration. Effective socialisation, recruitment and motivation of employees, led them to engage with the CSR for sustainable development of organisation. The study has conducted in context to the organisations, determining their practices to engage with their CSR, in different countries (Bakker, 2017).

Research question for this analysis:
1. What is the role of HRM in strategic CSR support in organisations?
2. How strategic HRM brings sustainability and employee advocacy in business

Outline of the Method
The research study used a SLR, systematic literature review method under qualitative analysis, determining function played by HRM in CSR integration for attaining sustainability. A large number of articles and theoretical papers were utilized to study cases of organisations implementing CSR to attain sustainability and employee retention(Sheehan et al., 2016) Furthermore, HR managers require adopting efficient HR policies to recruit and motivate employees with CSR values, to accomplish organisational goals. In addition, ‘Paradox theory’ is offering a comprehensive view on the flexible HRM practices, to support economic and human sustainability(Loon et al., 2019).

The findings of the study revealed different HRM roles in achieving CSR sustainable goals, employee advocate role and other social roles. Recruitment and selection was major responsibilities of managers to promote employee wellbeing, and their engagement into CSR practices. The implementation of CSR as an approach towards sustainability linked with stakeholder theory in organisations. The results stated inefficient strategies of human resource managers, towards fulfilling needs of the workforce. Thus, HRM roles can be utilized to support and attain strategic CSR initiatives, and assist organisations for accomplishing different stakeholder interests and goals (Bernal?Conesa et al., 2017).

Employees are the vital stakeholders to attain economic and environmental objectives of the business. Training and development programmes are considered as strategic actions to develop CSR knowledge, skills and competence; thereby ensuring effective management of employees. However, organisational citizenship behaviour contributes to the overall effectiveness of operations. To attain employee wellbeing, a strategic approach of leadership and positive work culture should be implemented within organisations.

The discussion in this article selected to prepare this human resource management essay is aptly relevant for the further research in next assessment, because it represents tactical approach and contribution of training, leadership and other aspects for managing people. Thus, it will contribute in identification of suitable strategies for managing staff in the global challenging environment(Taylor &Bisson, 2020).

Article 5
Batarlien?, N., ?iži?nien?, K., Vai?i?t?, K., Šapalait?, I.&Jaraš?nien?, A. (2017).The impact of human resource management on the competitiveness of transport companies. Procedia Engineering, 187, 110-116.

Outline of the Research objective and Research Question
The study is conducted herein human resource management essaywith a purpose to investigate and analyse implication of the models of strategic human resource management on the attractiveness of transport sector. HRM strategies integrated into business plans and efficient personnel management to attain predetermined objectives. The paper determines strategic objectives and their link with performance and innovation based work culture. It consists of several activities and practices, recruitment, selection, wage and salary, training and development of employee to promote work-performance (Batarliene et al., 2017).

Research questions as per the study undertaken in this segment of human resource management essay are:

1. How HRM doescontribute to the competitive advantage of businesses in transport sector?
2. Which sustainable HRM models lead to employee management for attaining strategic objectives?

Outline of the Method
Under this study developed in the human resource management essay, the research is conducted using quantitative method, wherein questionnaires were circulated amongst HR managers and personnel department managers of Lithuanian transport sector. Here, survey was carried out by sending out questionnaires to 14 people through email, i.e. sample size was (14) from numerous companies. The respondents asked to describe the recruitment techniques followed in these transport firms. HR managers interviewed candidates and selected them, and the respondents argued about the employee involvement into organisational practices and objectives. This calls for managing employees and developing them to improve overall organisational performance(Gile et al., 2018).

It has found that human resource management is a core business activity that leads to effective employee management and organisational development. Advertising and effective recruitment and training of the staff are some of the common HR practices that lead to sustainability. Moreover, competition in the transport sector was average, and measures taken to increase competitiveness include advertising, employee training and development, and implementation of quality management systems (Ozbilgin, 2019).

To conclude the discussion on human resource management essay, competitive advantage is a crucial factor determining long-term growth and success of the organisation. Under this study, the component of employee management competence influences the competitive advantage of the firms. It benefits both the employees and organisation, as they invest in training and career development for increasing their productivity, leading to high commitment towards organisational goals. This mainly includes satisfying customers, innovation and teamwork facilitating competitive edge over other firms in the industry.

This article explored in the human resource management essay is relevant for the Assessment 3 as it explains the effective working of the people, and their management in the organisation towards sustainability. This will assist in conducting further study on the management of human resources with the increasing global risks and issues in business environment.

To conclude the above articles in the annotated discussion on human resource management essay, it can bestated that human resource acts as a catalyst for the sustainable growth and advantage in the business. Increasing productivity of the organisation requires implementing several approaches and practices such as leadership, mentoring, compensation management and performance appraisal. Several challenges occur in businesses, impacting employee motivation, and their effectiveness such as communication and cultural differences, technology and other competent resources. These articles represented different aspects of employee management, talent management and talent development. HR managers can implement different strategies and models such as leadership, agency theory to direct the conflicting interests of employees towards organisational objectives. Thus, entire working of the research summarized that HRM has significantly contributed in achieving the strategic goals in the global challenging business environment. Hence, the human resource management essaycarried out the analysis of the HRM and their implications on business performance in systematic manner.

Aithal, P. S. (2017). Industry Analysis–The First Step in Business Management Scholarly Research. Human resource management essayInternational Journal of Case Studies in Business, IT and Education (IJCSBE), 1(1), 1-13.

Bakker, A. B. (2017). Strategic and proactive approaches to work engagement. Organizational Dynamics, 46(2), 67-75.

Batarlien?, N., ?iži?nien?, K., Vai?i?t?, K., Šapalait?, I. &Jaraš?nien?, A. (2017).The impact of human resource management on the competitiveness of transport companies. Procedia Engineering, 187, 110-116.

Bernal?Conesa, J. A., de Nieves Nieto, C. &Briones?Peñalver, A. J. (2017). CSR strategy in technology companies: Its influence on performance, competitiveness and sustainability. Corporate social responsibility and environmental management, 24(2), 96-107.

Choi, S. B., Kim, K.& Kang, S. W. (2017).Effects of transformational and shared leadership styles on employees' perception of team effectiveness. Social Behavior and Personality: an international journal, 45(3), 377-386.

Fletcher, L., Alfes, K. & Robinson, D. (2018).The relationship between perceived training and development and employee retention: the mediating role of work attitudes. The International Journal of Human Resource Management, 29(18), 2701-2728.

Gile, P. P., Buljac-Samardzic, M.&Klundert, J. V. (2018).The effect of human resource management on performance in hospitals in Sub-Saharan Africa: a systematic literature review. Human resource management essayHuman Resources for Health, 16(1), 34–34.

Golubovskaya, M., Solnet, D. & Robinson, R. N. S. (2019).Recalibrating talent management for hospitality: a youth development perspective. International Journal of Contemporary Hospitality Management, 31(10), 4105–4125.

Lisak, A., Erez, M., Sui, Y. & Lee, C. (2016).The positive role of global leaders in enhancing multicultural team innovation. Journal of International Business Studies, 47(6), 655–673.

Liu, Y., Vrontis, D., Visser, M., Stokes, P., Smith, S., Moore, N. &Ashta, A. (2020). Talent management and the hr function in cross-cultural mergers and acquisitions: the role and impact of bi-cultural identity. Human Resource Management Review.

Loon, M., Otaye-Ebede, L. & Stewart, J. (2019). The paradox of employee psychological well-being practices: an integrative literature review and new directions for research. The International Journal of Human Resource Management, 30(1), 156-187.

Manganelli, L., Thibault-Landry, A., Forest, J. &Carpentier, J. (2018). Self-determination theory can help you generate performance and well-being in the workplace: A review of the literature. Advances in Developing Human Resources, 20(2), 227-240.

Osborne, S. &Hammoud, M. (2017).Effective Employee Engagement in the Workplace. International Journal of Applied Management and Technology, 16(1).

Oseghale, O. R., Mulyata, J. &Debrah, Y. A. (2018).Global talent management.In Organizational behaviour and human resource management (pp. 139-155).Human resource management essayBerlin: Springer.

Özbilgin, M. F. (2019). Global Diversity Management.In Global Diversity Management (pp. 25-39).Berlin: Springer.

Podgorodnichenko, N., Edgar, F. &McAndrew, I. (2020).The role of HRM in developing sustainable organizations: contemporary challenges and contradictions. Human Resource Management Review, 30(3), 100685,

Presbitero, A. (2017). How do changes in human resource management practices influence employee engagement? a longitudinal study in a hotel chain in the Philippines. Journal of Human Resources in Hospitality & Tourism, 16(1), 56–70.

Sheehan, C., De Cieri, H., Cooper, B. K. & Brooks, R. (2016).The impact of HR political skill in the HRM and organisational performance relationship. Australian Journal of Management, 41(1), 161-181.

Taylor, M. A. &Bisson, J. B. (2020).Changes in cognitive function: practical and theoretical considerations for training the aging workforce. Human Resource Management Review, 30(2).

Zaman, U. &Nadeem, R. D. (2019).Linking Corporate Social Responsibility (CSR) and affective organizational commitment: Role of CSR strategic importance and organizational identification. Human resource management essayPakistan Journal of Commerce and Social Sciences (PJCSS), 13(3), 704-726.


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