• +44-190-022-0819 +44-190-022-0819
  • +1-248-268-9041 +1-248-268-9041
  • +61288800241 +61288800241

SEARCH SOLUTION

Search your solution from list of 1000+ questions

15-09-2018

Product Code:-Human-Resourse-PH01

Coursework Rules and Regulations at St. Patrick’s International College

Plagiarism – the College takes plagiarism and academic misconduct seriously and therefore, suspected plagiarism will be investigated and if found to have occurred will be dealt with according to the procedures set down by the College. Please see your Student Handbook for further details of course of action for plagiarism issue.

‘Plagiarism’ is presenting somebody else’s work as your own. It includes copying information directly from the Web or books without referencing the material; submitting joint coursework as an individual effort; copying another student’s coursework; stealing coursework from another student and submitting it as your own work.

Student Declaration – all coursework submission will need to bear a declaration signed by you.

Submission Regulations

  1. You are required to submit your coursework on-line through the College’s Virtual Learning Environment (VLE) which can be accessed through  Detailed information about this is available in the Student Handbook. 
  2. Details of submission procedures and related course of actions can be obtained from the Academic Administration Department or the Student Handbook.
  3. If you are unable to submit your coursework on time due to extenuating circumstances, you are required to make an application to your respective Schools for it to be considered, using an ‘Extenuating Circumstances Form’ available from the Academic Admin Office. Do not ask the lecturers responsible for the course - they are not authorised to award an extension. The completed form must be accompanied by evidence such as a medical certificate in the event of you being sick.
  4. Specific requirement or subject specific requirement for coursework submission will be stated further in the assignment brief or will be advised by your lecturer.

 

  Learning Outcomes

Assessment Criteria

 To achieve the criteria the evidence must show that the student is able to:

Task No

LO1 Explain the purpose and scope of Human Resource Management in terms of resourcing an organisation with talent and skills appropriate to fulfil business objectives

      P1

Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing an organisation

1

       P2

Explain the strengths and weaknesses of different approaches to recruitment and selection

2

 

LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an organisation

       P3

 

       P4

 

Explain the benefits of different HRM practices within an organisation for both the employer and employee

Evaluate the effectiveness of different HRM practices in terms of raising organisational profit and productivity

3

 

 

 

 

3

LO3 Analyse internal and external factors that affect Human Resource Management decision-making, including employment legislation

      P5

 

      P6

Analyse the importance of employee relations in respect to influencing HRM decision-making

 

Identify the key elements of employment legislation and the impact that it has upon HRM decision-making

4

 

 

4

LO4 Apply Human resource Management practices in a work-related context

      P7

Illustrate the application of HRM practices in a work-related context, using specific examples

5

 

In addition to the above PASS criteria, this assignment gives you the opportunity to submit evidence in order to achieve the following MERIT and DISTINCTION descriptors

 

Grade Descriptor

Contextualisation

M1

Assess how the functions of HRM  can provide talent and skills appropriate to fulfil Google’s business objectives  (Task 1)

M2

Evaluate the strengths and weaknesses of different approaches to recruitment and selection adopted by Google  (Task 2)

M3

Explore the different methods used in HRM practices, providing specific examples to support evaluation within Google (Task 3)

M4

Evaluate the key aspects of employee relations management and employment legislation that affect HRM decision-making within Google (Task 4)

M5

Provide a rationale for the application of specific HRM practices in recruiting and selecting a specific candidate for Facebook (Task 5)

D1

Critically evaluate the strengths and weaknesses of different approaches to recruitment and selection adopted by Google, supported by specific examples (Task 2)

D2

Critically evaluate HRM practices and application within Google, using a range of specific examples (Task 3)

D3

Critically evaluate employee relations and the application of HRM practices within Google and Facebook that inform and influence decision-making (Task 4 and Task 5)

 

 

ASSIGNMENT BRIEF

Hand in deadline

Assignment PART A

Deadline- Week Starting 7th  of August, 2017

 

Assignment title for Assignment

 

ASSIGNMENT 1–  CASE STUDY: REVIEWING GOOGLE’S HUMAN RESOURCE MANAGEMENT (HRM) PRACTICES

 

Purpose of this assignment

This assignment aims to enable learners to gain knowledge about and review principles of effective Human Resource Management (HRM) practices within a given organization using relevant theoretical concepts.  It covers the following learning outcomes:

LO1 Explain the purpose and scope of Human Resource Management in terms of resourcing an organisation with talent and skills appropriate to fulfil business functions

LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an organisation

LO3 Analyse internal and external factors that affect Human Resource Management decision-making, including employment legislation 

 

Continuous Innovation Requires a New Kind of People Management by Larry Page, Co-founder of Google

The extraordinary marketplace success of Google is beginning to force many business leaders to take notice and to come to the realization that there is now a new path to corporate greatness. “New path” firms dominate by producing continuous innovation. And executives are beginning to learn that continuous innovation cannot occur until a firm makes a strategic shift toward a focus on great people management. A strategic focus on people management is necessary because innovations come from people, and you simply can’t maximize innovations unless you are capable of recruiting and retaining innovators. And even then, you must provide them with great managers and an environment that supports innovation. Unfortunately, making that transition to an innovative firm is problematic because almost every current HR function operates under 20th century principles of past practices, efficiency, risk avoidance, legal compliance, and hunch-based people management decisions. If you want serial innovation, you will need to reinvent traditional HR and the processes that drive innovation.

 

 

Scenario

As a newly appointed Human Resource (HR) consultant you have been assigned to lead the project of reviewing the Human Resource Management (HRM) practices at Google by the company’s Human Resource (HR) director Mr Owen Smith. Based on the findings of your consultancy project you are required to write a detailed case study report.

You role as a HR consultant are required to review and assess the effectiveness of the main HRM functions within the given organisation. The introduction should cover a brief overview of the organisation and then you are required to complete the following tasks as part of your case study assessment report.

Task 1 (P1) Explain the purpose and the functions of Human Resource Management (HRM) applicable to workplace planning and resourcing Google

(M1-Assess how the functions of Human Resource Management (HRM) applicable to workforce planning and resourcing can provide Google with appropriate talent and skills in relation to fulfilling its business objectives). 

(Task 1 provides evidence for P1 and M1)

Task 2 (P2) Explain the strengths and weaknesses of at least 2 (two) different approaches to recruitment and selection adopted by Google

(M2-Evaluate the strengths and weaknesses of different approaches to recruitment and selection adopted by Google)

(D1-Critically evaluate the strengths and weaknesses of different approaches to recruitment and selection adopted by Google supported by specific examples)

(Task 2 provides evidence for P2, M2 and D1)

Task 3 (P3 and P4) Explain the benefits and evaluate the effectiveness of the different HRM practices within Google in terms of enhancing organisational profit, productivity and employee motivation with regards to at least 2 (two) of the following aspects:

  • Training and development
  • Reward Management
  • Performance Management
  • Flexible working practices
  • Employer of Choice

(M3- Explore the different methods used in HRM practices by Google in relation to the above areas, providing specific examples to support evaluation)

(D2-Critically evaluate HRM practices and application within Google in relation to the above areas, using a range of specific examples

(Task 3 provides evidence for P3, P4, M3 and D2)

Task 4 (P5 and P6 ) Analyse the importance of employee relations and identify the key elements of employment legislations and the impact these have in respect to influencing HRM decision-making within Google

(M4- Evaluate the key aspects of employee relations management and employment legislation that affect HRM decision-making within Google)

(D3- Critically evaluate employee relations and the application of HRM practices that inform and influence decision-making within Google)

(Task 4 provides evidence for P5, P6, M4 and D3)

 

Hand in deadline

Assignment PART B

Deadline- Week Starting  7th of  August 2017

Assignment title for Assignment PART B

Recruitment and Selection Group Activity for Facebook

Purpose of this assignment

The activity is designed to help learners apply Human Resource Management (HRM) practices such as recruitment and selection in a work-related context. It covers the following unit learning outcome:

LO4 Apply Human Resource Management practices in a work-related context

Scenario

You are the newly appointed Human Resource (HR) manager of Facebook and you recently have had a vacancy in the HR department for the position of an HR administrator. The HR director, Ms Susan Robertson wants to assess your skills in relation to recruitment and selection and have asked you to carry out the following tasks:

Instructions for the tasks:

You are required to work in a small team (3-5 members) and prepare the following documentations to take part in a selection role play interview whereby you need to interview two candidates from an opposite team for the position of a HR administrator for Facebook. The selection role play activity should be between 5-10 minutes.

Task 5 (P7) Illustrate the application of Recruitment and Selection practices by preparing the following documentations as part of an individual portfolio:

  • Job Description
  • Person Specification
  • Job advert that can be used in different medias
  • Interview script 
  • Selection criteria indicating the scores of both the candidates interviewed                                               
  • Job offer letter to the selected candidate

(M5- Based on the role play activity conducted provide an individual reflective account in relation to the rationale for selecting a specific candidate and for the application of specific Recruitment and Selection practices for the given context)

(D3- Based on the role play activity conducted provide an individual reflective account critically evaluating the rationale for selecting a specific candidate and for the application of specific Recruitment and Selection practices for the given context)

This task provides evidence for P7, M5 and D3

 

Further Guidance

Grading

Each Unit will be graded as a Pass, Merit, and Distinction when all learning outcomes and assessment criteria have been met.

A Pass is awarded for the achievement of all Learning Outcomes against the specified Assessment Criteria.

A Merit or Distinction is awarded for higher level achievement upon achieving the M’s and D’s criteria.

If all required assessment criteria have not been achieved the work is graded ‘Referred’.

If the work illustrate more than the similarity % cap or concern over originality of part or all content of the work, it is graded ‘Withheld’. The student will then be interviewed to ascertain originality.

In the case of incomplete work or partial submission (others such as blank template, no evidence of real attempt), the work is graded ‘Unreasonable Submission’.

When a Unit has been assessed, Grades are reported on the College’s VLE. You can obtain the grade awarded by viewing the Submission Inbox, navigating different tabs to see the status of your submission.

By viewing the Report, the Originality can be obtained. Clicking on the GradeMark tab will reveal the QuickMark comments. Clicking on the General Comment tab will reveal the comments made by the Assessor and Internal Verifier.

Please note that numeric value (for example, 75% for Distinction) is used to classify the different grades awarded to support the system requirement on the College’s VLE, Grades are reported on the VLE as follow:

 

     %

               GRADES

75%

Distinction

65%

Merit

50%

Pass

35%

Referred

10%

Withheld

W1 – direct copy from various sources

W2 – collusion

(Note: detailed feedback on W1 and W2 will be provided by the Assessor in the General feedback section.)

5%

Unreasonable Submission

 

Additional Information

  • For any late submission without approved Extenuating circumstances prior to the set deadline, the grade is capped at a PASS.
  • It is expected that the guided word count are adhered to when writing your coursework.

Recommended Resources

ARMSTRONG, M. and TAYLOR, S. (2014) Armstrong’s Handbook of Human Resource Management Practice. 14th Ed. London: Kogan Page.Books

  • BACH, S. and EDWARDS, M. (2013) Managing Human Resources. Oxford: Wiley.
  • BRATTON, J. and GOLD, J. (2012) Human Resource Management: Theory and Practice. 5th Ed. Basingstoke: Palgrave.
  • TORRINGTON, D, et al. (2011) Human Resource Management. 8th Ed. London: Prentice Hall.

 

 

Download Questions

In this assignment, I will explain who founded Google, giving a brief overview of how the company operates within a high - tech marketplace and also how it evolved into a very significant company. I will also review the functions of the human resources department, the inter -relationship between the sections within the department and also the communication. In addition, I will also be reporting lines of the various functional officials

Related Questions in (Human Resource Management)

13-01-2018

Solution: The Journal of Helene Berr and Rue Ordener, Rue Labat 2 evidences that prove the difficulty and destructiveness that the people had to face in those four years. As mentioned by Berr (2009, p.23), in h ...

18-01-2018

Solution: Employee communication highlights the sharing of ideas and information. In this competitive business world, information exchange is essential among employees to develop team performance effectively. m ...

18-01-2018

Solution: As per Section 1 of the Thirteenth year plan describes about China’s two key objectives that will be accomplished if the National People’s Congress or the standing committee of this party passes t ...

18-01-2018

Solution: (Feldman 2005) reference information extraction to be one of the weightiest pre-processing method that escalates the text mining potential significantly. Pre-processing is an essential part in informa ...

18-01-2018

Solution: The pro forma income statement represents a trending statement that includes the probable net income value for the company considering the current growth and decline rates valid throughout the period ...

18-01-2018

Solution: Mode is defined as the value which occurs more frequently in the data set. The mode for non-business is 82 while for business is only 59. P value can be calculated from z table . As per z table p valu ...

18-01-2018

Solution: ABC assumes that there are different activities involved in different processes that cause costs andthe product, services, and customers are reasons for those activities. The UK customer segment is br ...

19-01-2018

Solution: Residual earnings valuation method is used to calculate the intrinsic value of the stock based on the expected residual income of the company in the coming years. The residual income is discounted bac ...