Instructions
Assignment Brief and Guidance
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.
LO3 Examine how external and internal factors can affect HRM decision making in relation to organisational development
Scenario
Organisation:
The organisation is a global *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 organization
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.
*Select an appropriate car manufacturer to meet local needs.
Assignment 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 organisation’s 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 organisation’s 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 organisation’s talent management strategy.
