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Human Resource management

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This assignment is designed to assess learning outcomes:
L01: Critically examine the economic drivers in the international business environment that influence HRM strategies and evaluate the main HRM theories and models in relation to economic drivers.
L02: Evaluate the effectiveness of HRM strategies in achieving the goals of employee commitment, flexibility, quality and strategic integration
L03: Critically Analyse the differences in approach to HRM Globally and outline possible reasons for such differences
L04: Critically evaluate the theory and evidence about the relationship between HRM and organisational performance
L05: Analyse the organisational, national and cultural specific issues that influence the development and implementation of HRM strategy
L06:  Demonstrate the management skills required in international business to successfully engage and win support from key stakeholders		  
   
Details of the task
 


 		 For this assignment, you will need to take the role of a HR manager, taking part in an internal evaluation of your international organisation’s human resource management strategy. As a result will be expected to submit a report with your recommendations to the HR Director.
Please select an appropriate (Multinational Corporation) MNC of your choice. Your audit is from an ‘HR’ perspective as it is likely that the business will establish a joint venture in the new market which will require some staff to be recruited locally and also the relocation of some expatriate staff from within your organisation to manage the new venture alongside those of your joint venture partner.
Your report should highlight the HR functions as listed below. Your report will analyse a minimum of 1 and a maximum of 2 of the following HR Practices:
1.  Recruitment and Selection
2.  Training and Development
3.  Reward Management
After 1 – 3 above you have to include the following approaches  to the HR practices :
In each of your chosen areas of HR practice, please identify how your recommended strategies will impact upon:
I.         Organisational Performance
II.          Employee Commitment
III.          Workforce Flexibility
I.          Workforce Quality
In addition the report should include:
The purpose of the report – a brief overview of the selected sector for the last five years and its developments and challenges and future needs. This assignment will assess all of the learning outcomes for this module.
Your data response should include an analysis, using both qualitative and quantitative data, of the following:
•                Key economic drivers in the Host country
•                A comparative analysis of HR systems globally
•                Organisational issues that influence the development and implementation of HRM strategy (Cross-cultural training for expatriates, T&D section) and the social aspect of the host country in the (PESTLE analysis). Please use the following structure below as a guide to the content your tutor(s) will expect to see in your assignment based upon the learning outcomes being assessed.
   

 
 

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Layout

Your work should be word processed in accordance with the following:

  • Font style, Arial, font size 12
  • 1.5 line spacing.
  • The page orientation should be ‘portrait’
  • Margins on both sides of the page should be no less than 2.5 cm
  • Pages should be numbered
  • Your name [should/should not – delete as required] appear on the script.
  • Your student number should be included on every pa

 
 
 
 
 
TABLE OF CONTENTS

1.    Executive summary
2.    Introduction
3.    Company profile
4.    Industry drivers
a.    Host country profile
b.    PESTEL analysis
c.    Why to go there?
5.    HRM strategy (choose any two from the left + the one on the write)
a.    Recruitment and selection
(explain the entire topic characteristics ,then apply to  these strategies)     
b.    Training and development (Explain the entire topic
 
characteristics ,then apply to
  these strategies)
c.    Reward management (explain
the entire topic  characteristics
 ,then apply to  these strategies
6.    Conclusion
7.    Recommendations
8.    References
Explanation:
 
                      i.        Organizational performance management is the process of making sure that the organisation resources are being properly used to achieve organisation goals.
 
                    ii.        If an employee is affectively committed to their organisation, it means that they want to stay at their organisation. They typically identify with the organisational goals, feel that they fit into the organisation and are satisfied with their work.
 
                   iii.        A flexible workforce is one that grows in number to meet needs at any given time and falls back to a baseline number when the increased size is no longer necessary. … For the employer, the major benefit of the flexible workforce is lower payroll and other employee-related costs.
 
                   iv.        Workforce Quality Concepts that include superior technical abilities, excellent communication, effective interpersonal skills and strong capacity for self-management. Employees might walk through the door with some of these characteristics but need strengthening in specific areas.		 9.     

 
 

 
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