5027929-459866575944-463041Higher Nationals Assignment Brief Part 1
5027929-459866575944-463041Higher Nationals Assignment Brief Part 1
Unit Number and Title Unit 3: Human Resources Management Part 1
Unit Code: Type: Level:
Credit Value: J/618/5035
Core 4
15
Academic Year January 2024
Unit Assessors Zahid Iqbal /Imran Mir/Suzanne Sharples/John Kofie (PJ)
Assignment Title HRM role within the strategic direction of an organisationIssue Date 05/02/2024
Submission Date 15/04/2024
Submission Instruction Presentation and speaker notes should be uploaded to Turnitin
Learner Declaration:
I certify that the work submitted for this assignment is my own and research sources are fully acknowledged.
Student signature:Date:
Submission Format
This submission is in the form of a presentation that includes a visual roadmap. It is a 15-minute presentation with five minutes allocated for questions. The presentation slides and speaker notes should be submitted as one copy. You are required to make effective use of PowerPoint headings, bullet points and sub-sections as appropriate. All work must be supported with research and referenced using the Harvard referencing system (or an alternative system). You will need to provide a bibliography using the Harvard referencing system (or an alternative system). Inaccurate use of referencing may lead to issues of plagiarism if not applied correctly.
The recommended word limit is 2,0002,500 words, although you will not be penalised for going under or exceeding the total word limit.
Unit Learning Outcomes
LO1 Explain the impact of the role of HRM in creating sustainable organisational performance and contributing to business success.
LO2 Assess the contribution of HRM in recruiting and retaining talent and skills to achieve business objectives.
Transferable skills and competencies developed
Articulating and explaining information effectively.
Communication and listening, including the ability to produce clear, structured business communications in a variety of media.
Conceptual and critical thinking, analysis, synthesis, and evaluation.
Development and delivery of HR solutions to the business, appropriate to the organisational context.
Research, analysis and presentation of HR business data (both internal and external) to provide insight, support solutions to business issues and track performance.
Curiosity about HR business trends and developments, incorporating them into work
Vocational Scenario
Jaguar Land Rover is an organisation and global UK car manufacturer. It has both centralised and decentralised functions. One of the decentralised functions is the HR function. In each global location they are based, while production is the core of the organisation, there are many other support functions that ensure the success of the business. The business requires committed employees to ensure that the organisation is successful and sustainable, and that it achieves its business objectives through strong performance. However, like other industries, automotive is looking at a global skills shortage, in which too few engineers are sufficiently qualified to operate sophisticated automated machinery and equipment or support the advancements available via emerging technologies. These roles cover a number of disciplines, including design, production and programmes and quality; all of which require differing levels of skill, experience and expertise.
Role
As a Human Resources Administrator, it is your job to understand HRM practices and to provide information accurately and in a timely way to the appropriate stakeholders. Your typical duties involve:
liaising with a range of people involved in policy areas such as staff performance and health and safety.
recruiting staff, which involves developing job descriptions and person specifications, preparing job adverts, checking application forms, shortlisting, interviewing, and selecting candidates.
making sure that prospective staff have the right to work at the organisation.
developing and implementing policies on issues such as working conditions, performance management, equal opportunities, disciplinary procedures and absence management
preparing staff handbooks
advising on pay and other remuneration issues, including promotion and benefits
preparing management reports on employee-related data on a monthly basis.
5327654445000Assignment Activity and guidance
In your role of Human Resources Administrator, one of your goals is to address the issues of skills shortage and hard-to-fill vacancies in the organisation. You have been asked by your line manager to undertake a review of HR practices and processes in order to produce a roadmap for successfully strengthening the organisations talent management strategy.
The review will evaluate the strengths and weaknesses of HRM to critically evaluate factors that will contribute to decisions taken; it is to be delivered as a presentation that gives a clear vision and roadmap to success. The priority objective is to improve recruitment and employee engagement and motivation, and to grow internal talent. You will be reviewing internal HRM practices and processes, with a focus on recruitment and selection, and external influences on HRM practices, in order to determine HR solutions for strengthening the organisations talent management strategy.
The presentation will include the following:
A comparison of the different HRM areas and their contribution to organisational performance
An examination of strategic HRM in relation to the changing effects on organisations and its business environment
Critical evaluation of the role of recruiting and retaining appropriate employees from the available labour markets.
As part of the presentation, you will critically evaluate the strengths and weaknesses of HRM in terms of its contribution to business success.
Use a variety of organisational examples to support valid recommendations and considerations for the roadmap to:
Carry out an investigation into the internal and external factors that influence HRM decisions in the workplace
Discuss and evaluate these factors and how they support organisational development.
The presentation will conclude with a visual roadmap that shows the steps that need to be taken to successfully strengthen the organisations talent management strategy.
53276576771500Recommended Resources
Please note that the resources listed are examples for you to use as a starting point in your research the list is not definitive.
Weblinks
Industry Forum. Skills needs in the changing global manufacturing landscape. Available at: https://www.industryforum.co.uk/wp-content/uploads/sites/6/2015/04/Skills-needs-in-the- changing-global-manufacturing-landscape.pdf
Nissan Motor Corporation. HR information. Available at:
https://www.nissan-global.com/EN/SUSTAINABILITY/REPORT/SOCIAL/HR_DEVELOPMENT/
Product Plan. Creating a Roadmap: A Guide to Get you Started. Available at: https://www.productplan.com/creating-a-roadmap/ Toyota Manufacturing UK. Toyota Recruitment Information. Available at: https://recruitment.toyotauk.com/
Venngage. How To Create a Product Roadmap (Product Roadmap Templates). Available at: https://venngage.com/blog/product-roadmap/
HN Global
HN Global (2021) Reading Lists. Available at https://hnglobal.highernationals.com/learning- zone/reading-lists
HN Global (2021) Student Resource Library. Available at: https://hnglobal.highernationals.com/subjects/resource-libraries
HN Global (2021) Textbooks. Available at: https://hnglobal.highernationals.com/textbooks
Textbooks
Armstrong, M. and Taylor, S. (2020) Armstrongs Handbook of Human Resource Management Practice. 15th Ed. London: Kogan Page.
Leatherbarrow, C. and Fletcher, J. (2018) Introduction to Human Resource Management. 4th Ed. Kogan Page.
Learning Outcomes and Assessment Criteria
Pass Merit Distinction
LO1 Explain the impact of the role of HRM in creating sustainable organisational performance and contributing to business success LO1 and LO2
D1 Critically evaluatethe strengths and weaknesses of HRM
in relation to creating sustainable organisational performance and achieving business objectives.
P1 Explain the main areas of HRM in their contribution to creating sustainable performance. M1 Compare areasof HRM to create sustainable organisational performance. P2 Review the effects of the changing nature of organisations on human resources skills and knowledge. M2 Examine HRM in relation to the changing nature of the modern business organisation. LO2 Assess the contribution of HRM in recruiting and retaining talent and skills to achieve business objectives P3 Review relevant HRM practices in relation to recruitment and retention of employees for the achievement of business objectives. M3 Evaluate the useof HRM practices in recruitment and retention in relation to the importance of the labour market.
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670559-863121Higher National Assignment Brief Part 2
Qualification Title Pearson BTEC Level 4 Higher National Diploma in Business
Unit Number and Title Unit 3: Human Resources Management
Unit Code: J/618/5035
Type: Core
Level: 4
Credit Value: 15
Academic Year January 2024
Unit Assessors Zahid Iqbal /Imran Mir/Suzanne Sharples/John Kofie (PJ)
Assignment Title HRM role within the strategic direction of an organisationIssue Date 05/02/2024
Submission Date 15/04/2024
Submission Instruction You must submit all tasks into one file on Turnitin.
Submission format
The submission is in the form of a training session that can be delivered in pairs as a role play session using an interview script with questions and answers either virtually or face to face. This is an activity that requires the submission of individual evidence in the form of a report for the completion of the Learning Outcomes and Assessment Criteria.
Each training session will be allocated up to 25 minutes plus five minutes for questions from your audience. You will need to submit, the materials used and an individual reflective journal including peer group feedback of 1000-1500 words, although you will not be penalised for exceeding the total word limit.
Unit Learning Outcomes
LO3 Examine how external and internal factors can affect HRM decision making in relation to organisational development.
LO4: Apply HRM practices in a work-related context for improving sustainable organisational performance.
Transferable skills and occupational competencies developed
Communication and listening, including the ability to produce clear, structured business communications in a variety of media.
Effective communication skills: verbal and non-verbal.
The ability to generate, develop and communicate ideas.
Creative thinking.
Development and delivery of HR solutions to the business, appropriate to the organisational context.
Tailoring of business-centred advice on the interpretation and application of HR policies and processes
Communication and listening, including the ability to produce clear, structured business communications in a variety of media.
Effective communication skills: verbal and non-verbal.
The ability to generate, develop and communicate ideas.
Creative thinking.
Development and delivery of HR solutions to the business, appropriate to the organisational context.
Tailoring of business-centred advice on the interpretation and application of HR policies and processes
Vocational scenario
In your role of Human Resources Administrator, you have had a performance review with your line manager. In the review, you discussed that, leading on from the earlier personal development activity, you would like to consider specialising in talent management.
Your manager has therefore tasked you with creating an interactive and engaging training session on recruitment and retention in the organisation, in order to support continuous professional development.
The training session is for managers taking part in the recruitment and selection of potential employees
Assignment activity and guidance
Prepare and deliver a training session, that assesses HRM practices within the workplace.
The training should cover the strengths and weakness of HRM practices, with recommendations of how the practices illustrated can improve sustainable organisational performance. The training should focus on at least two of the following areas:
recruitment and selection documentation
recruitment and selection process
performance management
employee relations.
The training session needs to be interactive and must include short activities to engage the participants. For example, the session could include the use of role play, scenario and solution exercises, video clips and case studies. It should also include a peer-review activity at the end of the session to enable participants to provide feedback.
The method used for the training should be decided by you and chosen partner. A journal that shows each persons contribution to the activity should be kept.
953770127000Recommended Resources
Please note that the resources listed are examples for you to use as a star9ng point in your research the list isnot deni9ve.
Weblinks
Chartered Institute of Personnel Development (CIPD). Recruitment and Selection.
Available at: https://www.cipd.co.uk/knowledge/fundamentals/people/recruitment/selection- factsheet#7261
Business Case Studies. Available at: https://businesscasestudies.co.uk/recruitment- selection-and-training/
HR Zone. What are Employee Relations? Available at: https://www.hrzone.com/hr-glossary/what-are-employee-relations Tesco recruitment. Available at: https://www.tescounderwriting.com/join-us/our-recruitment-process/
Amazon. Interviewing at Amazon. Available at: https://www.amazon.jobs/en/landing_pages/interviewing-at-amazon
Recruitment in the Automotive Industry in Europe: Industry Report 2019 Available at: https://www.skeeled.com/blog/recruitment-in-the-automotive-industry-in-europe
HN Global
HN Global (2021) Reading Lists. Available at: h<ps://hnglobal.highernatonals.com/learning- zone/reading-lists
HN Global (2021) Student Resource Library. Available at: h<ps://hnglobal.highernatonals.com/subjects/resource-libraries
HN Global (2021) Textbooks. Available at: h<ps://hnglobal.highernatonals.com/textbooks
Learning Outcomes and Assessment Criteria
Pass Merit Dis9nc9on
LO3 Examine how external and internal factors can affect HRM decision making in relation to organisational development D2 Evaluate key factors affecting HRM decision making to make valid recommendations.
P4 Investigate the external and internal factors that affect HRM decision making to support organisational development. M4 Discuss the key external and internal factors that affect HRM decision making, using relevant organisational examples to illustrate how LO4 Apply HRM practices in a work-related context for improving sustainable organisational performance. D3 Determine strengths and weaknesses of HRM practices to make recommendations for improving sustainable organisational performance
P5 Apply HRM practices in a work-related context, using specific examples to demonstrate improvement to sustainable organisational performance. M5 Illustrate how the application of specific HRM practices in a workrelated context can improve sustainable organisational performance.
