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Unit 03 Human Resource Management
hnd in business management (bbm1)
ESOFT Metro Campus
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Higher Nationals Internal verification of assessment decisions – BTEC (RQF) INTERNAL VERIFICATION – ASSESSMENT DECISIONS Programme title Higher National Diploma in Business Management Assessor Ms. Anushiya Internal Verifier Ms. Nisansala Unit(s) Human Resource Management Assignment title Report on Managing Human Resources Student’s name Ravindra Kumar Kawshika. List which assessment criteria the Assessor has awarded. Pass Merit Distinction INTERNAL VERIFIER CHECKLIST Do the assessment criteria awarded match those shown in the assignment brief? Y/N Is the Pass/Merit/Distinction grade awarded justified by the assessor’s comments on the student work? Y/N Has the work been assessed accurately? Y/N Is the feedback to the student: Give details: - Constructive? - Linked to relevant assessment criteria? - Identifying opportunities for improved performance? - Agreeing actions? Y/N Y/N Y/N Y/N Does the assessment decision need amending? Y/N Assessor signature Date Internal Verifier signature Date Programme Leader signature (if required) Date
Confirm action completed Remedial action taken Give details: Assessor signature Date Internal Verifier signature Date Programme Leader signature (if required) Date
Assignment Feedback Formative Feedback: Assessor to Student Action Plan Summative feedback Feedback: Student to Assessor I thank you for getting me through this hard assignment, I honestly always enjoy having you as a lecturer and I appreciate how approachable you are. It means a lot to me that even if you are busy you check in with how things are going, because you are always very kind, patient, helpful and truly care about your students. And thank you for a fun semester miss. Assessor signature Date Student signature ravindrakumarkawshika90@gmail m Date 13/06/
Pearson
Higher Nationals in
Business
Unit 03: Human Resource Management
Assignment 01
Student Declaration I hereby, declare that I know what plagiarism entails, namely to use another’s work and to present it as my own without attributing the sources in the correct way. I further understand what it means to copy another’s work. 1. I know that plagiarism is a punishable offence because it constitutes theft. 2. I understand the plagiarism and copying policy of the Edexcel UK. 3. I know what the consequences will be if I plagiaries or copy another’s work in any of the assignments for this program. 4. I declare therefore that all work presented by me for every aspects of my program, will be my own, and where I have made use of another’s work, I will attribute the source in the correct way. 5. I acknowledge that the attachment of this document signed or not, constitutes a binding agreement between myself and Edexcel UK. 6. I understand that my assignment will not be considered as submitted if this document is not attached to the attached. Student’s Signature: Date: (ravindrakumarkawshika90@gmail) (13/06/2023)
Higher National Certificate/Diploma in Business Assignment Brief Student Name /ID Number Ravindra Kumar Kawshika / E Unit Number and Title Unit 03: Human Resource Management Academic Year 2023 Unit Tutor Ms. Anushiya Assignment Title HR Case Study Review Issue Date Submission Date 09/07/ IV Name & Date Submission format Section A The submission should be in the form of a 15 - minute group PowerPoint presentation (5 minutes allocated for questions). The presentation slides and speaker notes should be attached together and submitted as one copy. You are required to make effective use of PowerPoint headings, bullet points and subsections as appropriate. Your research should be referenced using Harvard referencing system. The recommended word limit is 1,500 to 2,000 words, including speaker notes, although you will not be penalised for 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 Assignment Brief and Guidance: Section A While working as a management trainee in the Human Resources (HR) department of a chosen organization, you have been asked to take part in reviewing the current recruitment and selection process to recruit a Department Head for the newly implemented “HR Business Partners” Project of the HR department. As the first step, you have to form a small team of (3–4 members) to research and understand the role of HRM in creating sustainable organisational performance and contributing to business successes. Then you are expected to review the existing recruitment process and suggest a more suitable recruitment and talent retaining approach to achieve the goals of the “HR Business Partners” Project. Here, you are expected to assess the contribution of HR department of the chosen organization in recruiting and retaining talent and skills to achieve the overall objectives, Review the effects of the changing nature of the selected organisation on the newly demanded human resources skills and knowledge to succeed in the new project, Examine how HRM team should be performing in relation to the changing nature of the contemporary business needs. The aim of your team is to successfully present the findings and submit an individual review report (by each
Submission format Section B The submission should be 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 Harvard referencing system. The recommended word limit is 4,000–4,500 words, although you will not be penalized 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. Assignment Brief and Guidance: The Human Resources (HR) department of a company of your choice is completing the annual HR analysis of the organization. You are a newly recruited management trainee of this project who is expected to provide a review report of the company annual HR analysis. With a brief overview introducing the chosen organization, you are to explain the objectives of the HR function and the key roles and responsibilities. The writing should then follow through and assessment of the approaches used in External and Internal Factors which are influencing the organization and the influence of these factors on the decision-making process of the company within the past year. The report is expected to be further narrated through special attention provided on the HRM practices used to improve sustainable organizational performance by reviewing the application of: Job descriptions, and personal specifications, the process of recruitment and selection, the process of performance management and the employee relationship of the firm. These approaches should be explained with specific examples. It is also important to explain the benefits of employee relations and employee engagement, and comment on the application of psychological contract, employee voice and engagement to reach out for highly competitive advantages by applying the theories in to the practical scenarios of the chosen organization. Examining and Applying various methods of HRM practices that can increase the organizational productivity and profit will justify the importance of HRM. Managing “human” resources makes it essential to understand the impact of legal and regulatory frameworks that need to be considered when making important Human Resource Management (HRM) decisions. Further, you are expected to evaluate key factors affecting HRM decision making to make valid recommendations on the HRM decision to reach organisational end objectives. The content will then finalize a complete picture of the annual HR analysis. The review must be submitted as an analysis report on how External and Internal factors can influence HRM decision making through application of various HRM practices to reach sustainable organizational development and overall performance.
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 P1 Explain the main areas of HRM in their contribution to creating sustainable performance. P2 Review the effects of the changing nature of organisations on human resources skills and knowledge. M1 Compare areas of HRM to create sustainable organisational performance. M2 Examine HRM in relation to the changing nature of the modern business organisation. LO1 and LO D1 Critically evaluate the strengths and weaknesses of HRM in relation to creating sustainable organisational performance and achieving business objectives. 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 use of HRM practices in recruitment and retention in relation to the importance of the labour market. 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 they support organisational development. 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 work-related context can improve sustainable Organisational performance.
Grading Rubric Grading Criteria Achieved Feedback P1 Explain the main areas of HRM in their contribution to creating sustainable performance. 41 – 45 P2 Review the effects of the changing nature of organisations on human resources skills and knowledge. 46 – 47 90 – 91 22 P3 Review relevant HRM practices in relation to recruitment and retention of employees for the achievement of business objectives. 47 – 49 28 & 36 P4 Investigate the external and internal factors that affect HRM decision making to support organisational development. 49 - 51 P5 Apply HRM practices in a work-related context, using specific examples to demonstrate improvement to sustainable Organisational performance. 51 - 53 M1 Compare areas of HRM to create sustainable organisational performance. 53 – 55 27 & 32 M2 Examine HRM in relation to the changing nature of the modern business organisation. 55 – 57 23 M3 Evaluate the use of HRM practices in recruitment and retention in relation to the importance of the labour market. 57 – 60 33 - 34 M4 Discuss the key external and internal factors that affect HRM decision making, using relevant organisational examples to illustrate how they support organisational development. 60 - 63 D1 Critically evaluate the strengths and weaknesses of HRM in relation to creating sustainable organisational performance and achieving business objectives. 64 - 68 D2 Evaluate key factors affecting HRM decision making to make valid recommendations. 68 - 70 D3 Determine strengths and weaknesses of HRM practices to make recommendations for improving sustainable organisational performance 71 – 73 38 - 39 M5 Illustrate how the application of specific HRM practices in a work-related context can improve sustainable organizational performance. 63 - 64
OBSERVATION RECORD Learner name: Ravindra Kumar Kawshika. Qualification: BTEC Level 4-HNC/HND Diploma (RQF) Unit number & title: Unit 02: Role of marketing and its relationship with functional units of an organization Description of activity undertaken Assessment criteria targeted How the activity covers the requirements of the assessment criteria (this does not confirm achievement of assessment criteria or confer an assessment decision) Learner name: Ravindra Kumar Kawshika. Learner signature: ravindrakumarkawshika90@gmail m Date: 13/06/ Assessor name: Assessor signature: Date
Contents Executive Summary..................................................................................... Acknowledgement...................................................................................... Section A................................................................................................. HRM and the Scope of HRM.......................................................................... HRM Functions of LOLC............................................................................... Nature of Organization on HR skills and knowledge............................................... HRM practices to Recruitment and Retention of Employees...................................... Internal & External Factors of HRM Decision-Making............................................. HRM Practices In Work-Related Context............................................................. HRM in relation to the changing nature of LOLC.................................................... HRM practices of the labour market................................................................... Key External & Internal Factors that effect HRM Decision Making with Examples............ 60 HRM practices for Sustainable Organizational Performance................................ .......
Strengths & Weaknesses of HRM in Sustainable Organizational Performance.................. 65 Key Factors effecting HRM Decision- Making....................................................... Section B................................................................................................... Executive Summary. HR policies encourage people to exercise a degree of choice on how and how well they do their job. In other words, they help induce employee discretionary behaviour which makes people work better and improve performance. This happens because the HR policies and practices develop positive employee attitudes or feelings of satisfaction, commitment and motivation. This study examines what factors affect employee attributions to HR practices in relationship with HR satisfaction and organizational outcomes. As a result this study gives a better insight in how employees individually perceive HR practices and what kind of attitude or behaviour they will display when these practices are made distinctive. This research demonstrate how the HR practices are perceive by employees. If employees are satisfied they are willing to display behaviour that is beyond expectations and is neither described nor rewarded by any formal reward system.
Tables of Figure.
- Figure 1 Scope of HRM...........................................................................................................
- Figure 3 Welfare of Employees...............................................................................................
- Figure 2 Mangerial Functions of HRM....................................................................................
- Figure 4 Employee recruitment & retention,..........................................................................
- Figure 5 Level of Growth........................................................................................................
- Figure 6 Use of technology......................................................................................................
- Figure 7 Digital empowerment................................................................................................
- Figure 8 Financial services.......................................................................................................
- Figure 9 Research and innovation............................................................................................
- Figure 10 Technological advancement.....................................................................................
- Figure 11 Capital Resources....................................................................................................
- Figure 12 Organizational financial position.............................................................................
- Figure 13 HRM Process...........................................................................................................
- Table 1 Pros & Cons of Internal Resources............................................................................. Contents of tables.
- Table 2 Pros & Cons of External Resources............................................................................
- Table 3 External Internal Factors affecting HRM decision making.........................................
- Table 4 Pros & Cons of Job analysis........................................................................................
- Table 5 Pros and Cons of HR Planning....................................................................................
- Table 6 Pros and Cons of Performance evaluation..................................................................
- Table 7 Pros and Cons of Training & Development................................................................
- Table 8 Pros & Cons of best practice approach.......................................................................
- Table 9 Pros & Cons of Best fit approach................................................................................
- Table 10 Strengths and weaknesses of HRM Practices............................................................
- Table 11 Strengths & Weaknesses of T & D............................................................................
- Table 12 Strengths & weaknesses of performance management.............................................
- Table 13 Strengths & Weaknesses of Hrm...............................................................................
Unit 03 Human Resource Management
Course: hnd in business management (bbm1)
University: ESOFT Metro Campus
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