Unit 3 Human Resource Management - The Role of HRM and Organisational Development
Learning Outcome 1: Explain the impact of the role of HRM in creating sustainable organisational performance and contributing to business success.
Learning Outcome 2: Assess the contribution of HRM in recruiting and retaining talent and skills to achieve business objectives.
Learning Outcome 3: Examine how external and internal factors can affect HRM decision making in relation to organisational development.
Learning Outcome 4: Apply HRM practices in a work-related context for improving sustainable organisational performance.
Assignment Brief
An increasing number of workers working for a multinational company see themselves as overworked, underpaid and just fed up with the way their employer is treating them. They are having to work longer hours for less pay. The job security they enjoy just 10 or 15 years ago seems like a distant memory. The workplace that used to be ‘one big happy family' is now the scene of stressed-out workers who fear for their jobs. Most of the mid-level managers and technical staff are recruited from outside instead of resourcing internally. There is no clear-cut career path for managers.
In order to cut costs and improve productivity, the firm has instituted layoff on a magnitude not seen before. To improve competitiveness, the firm is asking those employees who survive the layoff to work longer hours. The result is a workforce that is tired and burned out. In addition, the employer is increasingly replacing laid-off workers with part-time employees and also outsourcing some of the work to external parties because the latter give management flexibility and often costs a lot less. Layoffs, outsourcing, pressures for higher productivity and replacement of permanent workers with temporaries are undermining employee loyalty. For instance, only one in four employees today say they are committed to this organization. As the employer has demonstrated by their actions that employees are expendable, employees are responding with a dramatic decline in loyalty to their firm.
The new workplace climate is highly threatening to people. When employees are asked what is important to them, factors like a better work environment, flexible jobs and understanding bosses are near the top of the list. But it is just these factors that are being undermined in this organization as management tries to increase productivity.
An organization's human resource policies and practices represent important forces shaping employee behavior and attitudes. Top management finally admit there are problems in the organization and something needs to be done drastically. You being a HR consultant and expert in this field, the firm would like to seek your advice and guidance.
This will be presented as a report to the CEO and should include the following:
1. An overview of the organization.
2. An explanation on different HRM areas and their contribution to organisational performance.
3. An examination of strategic HRM in relation to the changing effects on human resources skills and knowledge.
4. An assessment of relevant HRM practices in relation to recruitment and retention of employees for the achievement of business objectives.
5. An investigation into the internal and external factors that influence HRM decisions in the workplace.
6. An analysis on the effectiveness of a staff selection exercise in the chosen organization. Provide rationale for the application of this specific HRM practice, with recommendations of how the practice can improve sustainable organisational performance.
Attachment:- Human Resource Management.rar