Unit 3: Management of Human Resources 

Unit Number and Title

Unit 3: Management of Human Resources

Academic Year

2024-2025

Assignment Title

The Role of HRM and Organisational Development

Submission Format

The assignment submission is in the form of:

• a presentation that includes a workforce action plan.This should be a 15- minute presentation with five minutes allocated for questions. The presentation slides and speaker notes should be submitted as one copy. You are required to make effective use of PowerPoint headings, bullet points, and subsections, as appropriate. The recommended word limit is 2000- 2500 words, although you will not be penalised for going under or exceeding the total word limit.

All work must be supported with research and be referenced using the Harvard reference 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.

Unit Learning Outcomes

LO1 Explain the impact of the role of HRM in creating sustainable organisational performance and contributing to business success.
LO2 Produce a workforce action plan for recruiting and retaining talent to address skills shortages in an organization.
LO3 Examine how external and internal factors can affect HRM decision making in relation to organisational development.

Transferable skills and competencies developed

• Articulating and explaining information effectively.
• Communication and listening, including the ability to produce clear, structured business communications in a variety of media.
• Conceptual and critical thinking, analysis, synthesis and evaluation.
• Development and delivery of human resources(HR) solutions to the business, appropriate to the organisational context.
• Research, analysis and presentation of HR business data (both internal and external) to provide insight, support solutions to business issues and track performance.
• Curiosity about HR business trends and developments, incorporating them into work.

Vocational scenario

Organisation
The organisation is Ford Motor Company based in Dagenham, Essex. It has both centralised and decentralised functions. One of the decentralised functions is the HR function.
The business requires committed employees in each of its global locations to ensure that the organisation is successful and sustainable, and that it achieves its business objectives through strong performance.
However, like other industries, car manufacturingsector is experiencing skills shortage. Too few people are sufficiently qualified to support the advancements available via emerging technologies. Such roles cover a number of disciplines, including design, production and programmes, and quality, all of which require differing levels of skill, experience and expertise.

Role
As a Human Resources Administrator, 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 by:
• 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
• advising on pay and other remuneration issues, including promotion and benefits
• preparing management reports on employee-related data on a monthly basis.

Assignment activity and guidance

Critical review
In your role of Human Resources Administrator, one of your goals is to address the issues of skills shortage and hard-to-fill vacancies in the organisation.
You have been asked by your line manager to undertake a critical review of HRMareasand their contribution to business performance and success and will evaluate how the changing nature of the business environment is affecting the labour market.

Presentation and action plan
Your review is to be delivered as a presentation that gives a clear vision for the organisation’s future people needs.The priority objective is to improve recruitment and employee engagement and motivation, and to grow internal talent.
Throughout the presentation you will be critically examining and discussing the internal HRM practices and processes, with a focus on recruitment and selection, as well as external influences on HRM practices, to determine HR solutions for strengthening the organisation’s talent management strategy.
The presentation will conclude with a workforce action plan that showsthe actions that need to be taken to successfully strengthen the organisation’s talent management strategy and future-proof a sustainable workforce.

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

Textbooks
Armstrong, M. and Taylor, S. (2023) Armstrong’s Handbook of Human Resource Management
Practice. 16th Ed. London: Kogan Page.

Pass

Merit

Distinction

LO1 Explain the impact of the role of HRM in creating sustainable organisational performance and contributing to business success.

LO1 and LO2
D1Critically evaluate the strengths and weaknesses of HRM in relation to creating a sustainable workforce plan for recruiting and retaining talent.

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.

LO2 Produce a workforce action plan for recruiting and retaining talent to address skills shortages in an organisation.

P3 Create a workforce action plan that addresses skills gaps and hard-to-fill vacancies for recruiting and retaining talent in an organisation.

M3 Devise a strategic workforce action plan for improving 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.

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.

LO3
D2 Evaluate key factors affecting HRM decision making to make valid recommendations.