Unit 3: Human Resource Management

Assignment Brief
Student Name/ID Number

Unit Number and Title UNIT 3: HUMAN RESOURCE MANAGEMENT (LEVEL 4)

Academic Year 2021-2022

Unit Tutor Ms Nayyara Rehman

Internal Verifier Mr Abdul Hafeez Malik

Assignment Title HR Practices and the role of HRM in organisational

development
28/10/2021
Issue Date

Submission Date 25/11/2021

Submission Format

Activity 1- Report
The submission format is in the form of a report. The report should be written in a concise style.
You are required to make use of headings, paragraphs, and subsections 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 2,000–2,500 WORDS, although you will not be
penalised for going under or exceeding the total word limit.

Activity 2 - Presentation
Submission is in the form of a 10-minute presentation and five minutes for questions. The
presentation slides for the findings should be submitted along with speaker notes 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 the Harvard referencing system (or an
alternative referencing system). Inaccurate use of referencing may lead to issues of plagiarism if
not applied correctly.
The recommended word limit is 850- 1000 words, including speaker notes, although you will not be
penalized 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
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 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
 People Management skills
Vocational scenario

Impact of Information Technology on Human Resource Management

“Nowadays, entrepreneurs with business acumen have acknowledged the power of information
technology (IT) tools for reaching business targets. It not only helps achieve the business goals but
also optimizes the work processes. Human Resource Management (HRM) includes activities such
as recruiting, training, developing and rewarding people in the organization. HRM must aim at
achieving competitiveness in the field of HR by providing constant educational and training
programs for the personal and professional development of the employees of the organization. It
has been conventionally proved that Information and Communication Technology (ICT), such as
the Internet, mobile communication, new media, and such in HR can greatly contribute to the
fulfillment of personnel policies of the organization. Technological advancement can have a huge
impact on the HR department of an organization. It allows the company to improve its internal
processes, core competencies, relevant markets and organizational structure as a whole.”

Niaz, A., 2020. Impact of information technology on human resource management. Profiles
Asia Pacific. Available at: https://www.profilesasiapacific.com/2020/01/21/information-
technology-hrm/ [Accessed October 20, 2021].

Role
As a Junior Assistant in the Human resource department, 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
 Understanding the Legal frameworks and regulatory standards.
 Highlighting the impact of technology in the human resource management
In your role of Junior Assistant, 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 given you a task to
create 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.

ACTIVITY 1 - (LO1 TO LO3) – GUIDANCE

In your role as Junior Assistant, 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 in decision making. 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.
Report Requirements
• 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 , including the legal regulations and standards.
As part of the report, 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.

ACTIVITY 2 - ( LO4) – 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 manager has asked you to develop a presentation and deliver the training which should focus
on at least two of the following areas:
• recruitment and selection documentation
• recruitment and selection process
• performance management
• employee relations
In this training session you are required to ensure that the employees are able to interact and
reflect on the lesson delivered. You are required to plan, manage and execute the train session in
coordination with your manager (assessor). For example, the session could include the use of role
play, scenario and solution exercises, video clips and case studies. Manager will evaluate the
training based on verbal communication, employee engagement and the level of research material
utilised by you.
Evidence checklist (summary of evidence required by student)

ACTIVITY 1 ACTIVITY 2
Report (2000 - 2500 words) 10 minutes presentation
850 – 1000 Words presentation reflection and
 speaker notes.

Recommended:
Please note that the resources listed are examples for you to use as a starting point
in your research – the list is not definitive.

LEARNING OUTCOME 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 M1 Compare areas of HRM to
performance. create sustainable
P2 Review the effects of the organisational performance
changing nature of M2 Examine HRM in relation to
organisations on human the changing nature of the LO1 & LO2
resources skills and modern business organisation. D1 Critically evaluate the
knowledge. strengths and weaknesses of
LO2 ASSESS THE CONTRIBUTION OF HRM IN RECRUITING AND HRM in relation to creating
RETAINING TALENT AND SKILLS TO ACHIEVE BUSINESS OBJECTIVES sustainable organisational
M3 Evaluate the use of HRM performance and achieving
P3 Review relevant HRM business objectives.
practices in recruitment and
practices in relation to
retention in relation to the
recruitment and retention of
importance of the labour
employees for the achievement
market.
of business objectives.

LO3 EXAMINE HOW EXTERNAL AND INTERNAL FACTORS CAN AFFECT

HRM DECISION MAKING IN RELATION TO ORGANISATIONAL D2 Evaluate key factors
DEVELOPMENT affecting HRM decision making
to make valid
recommendations.
M4 Discuss the key external
and internal factors that affect
P4 Investigate the external and
HRM decision making, using
internal factors that affect HRM
relevant organisational
decision making to support
examples to illustrate how they
organisational development.
support organisational
development..
LO4 APPLY HRM PRACTICES IN A WORK-RELATED CONTEXT FOR
IMPROVING SUSTAINABLE ORGANISATIONAL PERFORMANCE
D3 Determine strengths and
P5 Apply HRM practices in a M5 Illustrate how the weaknesses of HRM practices
work-related context, using application of specific HRM to make recommendations for
specific examples to practices in a work-related improving sustainable
demonstrate improvement to context can improve organisational performance
sustainable organisational sustainable organisational
performance performance.