How Competency-Based HR Approach Can Help Small And Medium Industries In UK

Abstract:

This should be a brief summary of what your research is about

Introduction:

Your introduction should set out clearly the structure of your dissertation and what each chapter will contain. It should also include your overall research aim/project brief, the research question/questions, and a description of how you have collected and analyzed the data.

Literature review:

This is crucial in setting up your research In your literature review you should critically analyse what has been written in your area of research and state why your topic is worthy of study. For projects – focuses more on the organization/client background and organizational problem. Review literature (practitioner + academic).

Methodology:

Set out the reasons for adopting a particular form of research, include the broad philosophical underpinning for your research AND the actual practice of your research, include statement about your ethical research practice Revise ethics covered in your research methods module• Ethical statement is mandatory in the dissertation• Key issues to address– Informed consent– Confidentiality / anonymity– Handling data and safe storage of data– Personal safety– Your own positionality

Analysis and Findings: Present the findings from your research. Use tables, graphs, quotes to illustrate your findings in relation to your research questions & objectives.

Discussion and Conclusion:

The discussion considers your findings in relation to the literature and other contextual material in your earlier chapters. It highlights the contributions of your research. The conclusion offers the opportunity to review your work as a whole and reflect on limitations/ways forward (in some cases you could suggest any further research needed) For Projects – must include recommendations for the client organization.

Background:

Byworth Boilers is the UK’s leading industrial boiler manufacturer and boiler hire company, based in Keighley, West Yorkshire. This family-owned company makes, sells, hires and services industrial boilers to many market sectors including food and drinks manufacturers, hospitals, pharma and petrochemical companies.

The company has enjoyed steady growth over many years – increasing annual turnover from £6-7M in 2009 to £17M in 2022. As well as capturing an increasing share of the UK market, the company’s workforce has also increased to140 employees, across a range of roles. Most employees have been with the company for over 10 years, reflecting the strong team spirit and commitment to the company. Byworth Boilers also delivers specialist training at its factory in Keighley. This is a profitable and expanding area of the business, which is largely focused on meeting external customers’ technical training needs.

Project Summary:

Byworth Boilers currently outsources its’ routine HR functions relating to contractual, pay and disciplinary processes to an external HR consultancy, but is planning to move its’ HR operations in-house. The company is introducing a new IT system which will include some HR administrative functions; however, it is also keen to review its HR operations and develop a structured HR framework which meets the needs of different areas of the business.

The company is particularly interested in HR processes relating to staff development and career progression.

As the business continues to grow, there will be further opportunities for career progression, and the company would like to introduce (i) a competency-based approach to performance expectations at different levels – to create clarity and consistency around career progression for staff who are interested in developing their careers. The specific focus will be on Service roles, as specific skills and qualifications are required in different jobs roles.

The project will review academic literature, evaluate company data and conduct primary research with stakeholders to provide insights around the suitability of different HR models (see for example CIPD, 2015, Changing HR Operating Models) in meeting the company’s HR needs across different areas of the business (factory and office-based operations). Specific attention will be given to the development of a competency framework for setting performance expectations and managing career progression in the Service Department. See CIPD, 2021 Competence & Competency Frameworks | Factsheets | CIPD; and also Ulrich et al. 2015).

Are you struggling to keep up with the demands of your academic journey? Don't worry, we've got your back! Exam Question Bank is your trusted partner in achieving academic excellence for all kind of technical and non-technical subjects.

Our comprehensive range of academic services is designed to cater to students at every level. Whether you're a high school student, a college undergraduate, or pursuing advanced studies, we have the expertise and resources to support you.

To connect with expert and ask your query click here Exam Question Bank