Human Resource Management | My Assignment Tutor

Assignment Brief (RQF) Higher National Diploma in Business Student Name/ID Number: Unit Number and Title:Unit 3: Human Resource ManagementAcademic Year: Unit Assessor: Assignment Title:Human Resource ManagementIssue Date: Submission Date: Internal Verifier Name: Date:  Submission Format:The submission is in the form of an individual written report. This should be written in a concise, formal business style using single spacing and font size 12. You are required to make use of headings, paragraphs and subsections as appropriate, and all work must be supported with research and referenced using the Harvard referencing system. Please also provide a bibliography using the Harvard referencing system. The recommended word limit is 2000 to 2500 words (+/- 10%). You will be penalised for not meeting the minimum or maximum word limit.Unit Learning Outcomes:LO1 Explain the purpose and scope of Human Resource Management in terms of resourcing an organisation with talent and skills appropriate to fulfil business objectives.   LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an organisation.   LO3 Analyse internal and external factors that affect Human Resource Management decision-making, including employment legislation.   LO4 Apply Human Resource Management practices in a work-related context.      Assignment Brief and Guidance:An increasing number of workers working for a multinational company see themselves as overworked, underpaid and just fed up with the way their employer is treating them. They are having to work longer hours for less pay. The job security they enjoy just 10 or 15 years ago seems like a distant memory. The workplace that used to be ‘one big happy family’ is now the scene of stressed-out workers who fear for their jobs. Most of the mid-level managers and technical staff are recruited from outside instead of resourcing internally. There is no clear-cut career path for managers.   In order to cut costs and improve productivity, the firm has instituted layoff on a magnitude not seen before. To improve competitiveness, the firm is asking those employees who survive the layoff to work longer hours. The result is a workforce that is tired and burned out. In addition, the employer is increasingly replacing laid-off workers with part-time employees and also outsourcing some of the work to external parties because the latter give management flexibility and often costs a lot less. Layoffs, outsourcing, pressures for higher productivity and replacement of permanent workers with temporaries are undermining employee loyalty. For instance, only one in four employees today say they are committed to this organization. As the employer has demonstrated by their actions that employees are expendable, employees are responding with a dramatic decline in loyalty to their firm.   The new workplace climate is highly threatening to people. When employees are asked what is important to them, factors like a better work environment, flexible jobs and understanding bosses are near the top of the list. But it is just these factors that are being undermined in this organization as management tries to increase productivity.   An organization’s human resource policies and practices represent important forces shaping employee behavior and attitudes. Top management finally admit there are problems in the organization and something needs to be done drastically. You being a HR consultant and expert in this field, the firm would like to seek your advice and guidance.   This will be presented as a report to the CEO and should include the following:   An overview of the organization.An explanation on the purpose of the HR function and the key roles and responsibilities of the HR function.An assessment of the approach to workforce planning, recruitment and selection, training & development, performance management and reward systems.The effectiveness of approaches to employee relations & employee engagement that affect human resource management decision-making.Key areas of employment legislation that the organization must work & how they affect human resource management decision-making.An analysis on the effectiveness of a staff selection exercise in the chosen organization. Provide rationale for the application of this specific HRM practice. Staff selection exercise includes: a. Assess cognitive ability b. Evaluate learning agility c. Situational judgement test (SJT) d. Measure employee integrity e. Test job knowledge f. Give a test work assignment g. Structure your interview process h. Conduct peer interviews i. Check candidate references Learning Outcomes and Assessment Criteria:Learning OutcomePassMeritDistinctionLO1 Explain the purpose and scope of Human Resource Management in terms of resourcing an organisation with talent and skills appropriate to fulfil business objectivesP1 Explain the purpose and functions of HRM, applicable to workforce planning and resourcing an organisation.   P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil business objectives.   M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection.D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment and selection, supported by specific examples.LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an organisation.P3 Explain the benefits of different HRM practices within an organisation for both the employer and the employee.   P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit and productivity.M3 Explore the different methods used in HRM practices, providing specific examples to support evaluation within an organisational context.D2 Critically evaluate HRM practices and application within an organisational context, using a range of specific examples.LO3 Analyse internal and external factors that affect Human Resource Management decision-making, including employment legislation.  P5 Analyse the importance of employee relations in respect to influencing HRM decision-making.   P6 Identify the key elements of employment legislation, and the impact it has upon HRM decision-making.M4 Evaluate the key aspects of employee relations management and employment legislation that affect HRM decision-making in an organisational context.LO3 & 4   D3 Critically evaluate employee relations and the application of HRM practices that inform and influence decision-making in an organisational context.LO4 Apply Human Resource Management practices in a work-related context.P7 Illustrate the application of HRM practices in a work-related context, using specific examples.M5 Provide a rationale for the application of specific HRM practices in a work-related context.  

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