Unit 3 Human Resource Management
Unit 3: Human Resource Management
|QUALIFICATION: PEARSON BTEC HNC IN BUSINESS|
|Unit 3: Human Resource Management|
|Unit code: R/508/0487||Unit type: Core|
|Unit level: 4||Credit value: 15|
|Assessor / Tutor: Mohammad Touseef||Internal Verifier: Muhammad Ismail|
|Assignment Approval Date: 22nd Aug 2019||Date issued to Students: 16th Sep 2019|
|Draft Submission Date: 21st Oct 2019|
|Final Submission Date: 14th Dec 2019|
BTEC Higher National Certificate in Business
Centre Code: 01018
Aims & Objectives of the Assignment
The aim of this unit is to enable students to appreciate and apply principles of effective Human Resource Management (HRM). People are the lifeblood of any organisation and being able to attract, recruit and retain talented staff is at the core of all HRM activity. This unit will explore the tools and techniques used in HRM to maximise the employee contribution and how to use HR methods to gain competitive advantage. Students will explore the importance of training and development in building and extending the skills base of the organisation and ensuring it is relevant to the ever-changing business environment. Students will also consider the growing importance of becoming a flexible organisation with an equally flexible labour force, and become familiar with techniques of job design and with different reward systems.
The unit investigates the importance of good employee relations and the ways in which employers engage with their staff and possibly with trade unions. Students will gain an understanding of the law governing HRM processes as well as the best practices which enable an employer to become an ‘employer of choice’ in their labour market.
By the end of this unit a student will be able to:
· Explain the purpose and scope of Human Resource Management in terms of resourcing an organisation with talent and skills appropriate to fulfill business objectives.
· Evaluate the effectiveness of the key elements of Human Resource Management in an organisation.
· Analyse internal and external factors that affect Human Resource Management decision-making, including employment legislation.
· Apply Human Resource Management practices in a work-related context.
|Essential Unit Contents|
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
The nature and scope of HRM:
· Definitions of HRM.
· What are the main functions and activities of H.R.M?
· The ‘Best Fit’ approach vs ‘Best Practice’.
· The hard and soft models of HRM.
· Workforce planning.
· Types of labour market, labour market trends and PESTLE.
· The internal labour market.
· Analysing turnover, stability and retention.
· The impact of legal and regulatory frameworks.
· The impact that advances in technology have had upon improving the efficiency of HR practices.
· Sources of recruitment: internal vs external recruitment.
· Job analysis, job descriptions, personal specifications and competency frameworks.
· Main methods of selection: strengths and weaknesses of each. Reliability and validity as key criteria.
On-boarding and induction:
· The issues affecting successful induction and socialisation of employees.
LO2: Evaluate the effectiveness of the key elements of Human Resource Management in an organisation
Learning, development and training:
· Differentiating development and training.
· Identifying training needs − the training gap.
· Types of training & evaluation of training.
|Essential Unit Contents|
Job and workplace design:
· Reward management: extrinsic and intrinsic rewards from work.
· The link between motivational theory and reward.
· Series of job design-job extension techniques.
The flexible organisation:
· Types of flexibility: numerical, structural and functional flexibility.
· Models of flexible organisations (e.g. Handy, Atkinson).
· Flexible working options in modern organisations.
· Benefits to employers and benefits to employees of flexible working practices.
Performance and reward:
· Performance management and methods used to monitor employee performance.
· Types of payment and reward system.
· Methods of a determination.
LO3: Analyse internal and external factors that affect Human Resource Management decision-making, including employment legislation
· Maintaining good employee relations.
· Strategies for building and improving employee relations and engagement.
Employee relations and the law:
· The purpose of employment law.
· Key legal issues and constraints (e.g. equality, data protection, health and safety, redundancy, dismissal, employment contracts).
· Ethical and social responsibilities.
Trade unions and workplace representation:
· The role of trade unions − local/national.
· Collective agreements.
· Discipline, grievances and redundancy − best practice.
|Essential Unit Contents|
LO4: Apply Human Resource Management practices in a work-related context
Job and person specifications:
· Preparing job specifications and person specifications applicable to the recruitment context and needs of the organisations, taking into account legislation and company policies.
Recruitment and selection in practice:
· The impact of technology on improving the recruitment and selection process; the use of online resources, digital platforms and social networking.
· Designing and placing job advertisements.
· Short listing and processing applications.
· Interviewing preparation and best practice.
· Selection best practice.
As a newly appointed Human Resource Manager for an
organisation of your choice, you have been tasked with leading on the
restructuring of the department as part of organisational change.
The Human Resources (HR) department will be restructured based on the findings of a review report, which you have been asked to complete. You are to review the effectiveness of the HR function within the organisation, researching the role and scope of HR and reviewing and assessing the main HR functions within the organisation. This has to be submitted as a case study report.
Prepare a case study assessment report to cover the followings. Use appropriate report format with an introduction at the beginning, main body with headings and sub-headings and conclusion at the end. A cover page and table of contents page would also be required. Your research should be referenced using the Harvard referencing system. Please also provide a bibliography using the Harvard referencing system. The recommended word limit is 2,500 to 3,000 words although you will not be penalized for exceeding the total word limit.
Your report should cover then following:
1. An overview of the organisation.
2. An explanation and assessment on the purpose of the HR function and the key roles and responsibilities of the HR function.
3. Explain, assess and critically evaluate of the approaches to workforce planning, recruitment and selection, development and training, performance management and reward systems of your chosen organisation. Also explain and evaluate the strengths and weaknesses of these approaches.
4. The approach to and effectiveness of employee relations and employee engagement, and comment on the adoption of flexible organisation and flexible working practice and ‘employer of your choice’. Analyse and evaluate the importance of employees’ relations in respect to influencing HRM decision-making.
5. Identify the key areas of employment legislation within which the organisation must work.
While working as an intern in the Human Resources (HR) department of an organisation of your choice which you have selected for Assignment 1. You have been asked to take part in testing the new recruitment and selection process.
You need to design a job description and person’s specification for a particular job role and then complete the whole process of recruiting a particular position in your organisation.
The aim of this task is to test the recruitment and selection process and complete an individual document portfolio to submit. The document portfolio should include:
- The design of a job specification for one of a number of given positions in the organisation.
- A CV for each student, tailored to apply for one of the positions advertised by another team.
- Documentation of preparatory notes for interviews, interview notes based on selection criteria and a justified decision of the candidate selected.
- A job offer to the selected candidate.
- Document and explain complete process of recruitment.
- An evaluation of the process and the rationale for conducting appropriate HR practice
|L.O.1: Explain the purpose and scope of Human Resource Management in terms of resourcing an organisation with talent and skills appropriate to fulfil business objectives.||L.O.1: D1: Critically evaluate the strengths and weaknesses of different approaches to recruitment and selection, supported by specific examples.|
|P1: Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing an organisation.||M1: Assess how the functions of HRM can provide talent and skills appropriate to fulfil business objectives.|
|P2: Explain the strengths and weaknesses of different approaches to recruitment and selection.||M2: Evaluate the strengths and weaknesses of different approaches to recruitment and selection.|
|L.O.2: Evaluate the effectiveness of the key elements of Human Resource Management in an organisation.||LO2: D2: Critically evaluate HRM practices and application within an organisational context, using a range of specific examples.|
|P3: Explain the benefits of different HRM practices within an organisation for both the employer and employee.||M3: Explore the different methods used in HRM practices, providing specific examples to support evaluation within an organisational context.|
|P4: Evaluate the effectiveness of different HRM practices in terms of raising organisational profit and productivity.|
|L.O.3: Analyse internal and external factors that affect Human Resource Management decision-making, including employment legislation.||L.O.3 & 4 D3: Critically evaluate employee relations and the application of HRM practices that inform and influence decision-making in an organisational context.|
|P5: Analyse the importance of employee relations in respect to influencing HRM decision-making.||M4: Evaluate the key aspects of employee relations management and employment legislation that affect HRM decision-making in an organisational context.|
|P6: Identify the key elements of employment legislation and the impact it has upon HRM decision-making.|
|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.||M5: Provide a rationale for the application of specific HRM practices in a work-related context.|
Before you get started please read the following information very carefully.
Produce an informal report/paper that addresses all the tasks in the assignment brief. You are encouraged to use diagrams or tables to illustrate and reinforce your findings, using single space and font size 12. Any references to academic theory should be correctly cited and referenced in a bibliography at the end of the report. (Please do not copy and paste information).
- Fully completed assignment cover page
- Title page
- Table of contents
- Main body of the report clearly identifying the separate outcomes and assessment criteria
- Conclusion and recommendations ( if relevant)
- References and bibliography
- Appendices only if relevant and necessary
The assignment brief includes headings relevant to the unit outcomes, read and follow the tasks listed under each heading and this will make certain that you cover all the outcomes and assessment criteria to achieve the unit.
Assessment and Grading
Read the assessment grading criteria before attempting the assignment tasks, as it contains important information about how you should approach your assignment and how grading is applied in order for you to achieve a pass, merit or distinction.
All assignments must be submitted by the agreed date, via MOODLE. Assignments submitted late, but with permission, will be marked as a pass only. Assignments submitted late, without permission, will not be marked until the end of the year, or the next time the unit is scheduled.
Please ensure that your assignment is attached to the assignment submission receipt and that you read and sign the statement confirming authenticity. Check that all relevant fields are completed fully before submission.
Once the assessor has marked your assignment, you will receive written feedback, either confirming that you have met the required standard and grade awarded, or that you have not yet met the standard and what you need to do to make the necessary improvements. Please note that achieved and confirmation of grades is provisional until signed off by the Internal Verifier.
Student Guide to Writing an Assignment
This is an assignment guide to help support you while completing your BTEC Assignments.
- Assignment writing guidance
- Referencing guidance
Bibliography / References
Please list down “works cited” within the framework of enumerative bibliography – a list of references to key articles and texts. Verify each reference carefully; the references must correspond to the citations in the text. The list of references should start on a new page and be listed alphabetically by the name of the author(s) and then by year, chronologically. Only the first author’s name is inverted. The name of each author and the title of the citation should be exactly as it appears in the original work. More Information can be found in the College MOODLE in the General Information about the Harvard Referencing.
Learners must consult College and local national library facilities. In addition, learners need to read the broadsheet press and weekly business magazines regularly. You should also use relevant internet sites regularly and identify key influences and recent and relevant research with regard to your subject area. You should read topical case studies and read about national campaigns and government initiatives in your area of interest. Following is the list of indicative resource materials
Check the list of recommended books for your further reading
- ARMSTRONG, M. and TAYLOR, S. (2014) Armstrong’s Handbook of Human Resource Management Practice. 13th Ed. London: Kogan Page.
- 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.
- CIPD (Chartered Institute of Personnel and Development) available at www.cipd.co.uk.
- BPP — Business Basics: Human Resource Management 2nd Edition (BPP Publishing, London,1997) ISBN: 0751720763.
- Corbridge M and Pilbeam S — Employment Resourcing (FT Prentice Hall, 1998) ISBN: 0273625276.
- Dransfield R/Howkins S/Hudson F and Davies W — Human Resource Management for HigherAwards (Heinemann, 1996) ISBN: 0435455281.
- Foot, M and Hook, C — Introducing Human Resource Management 3rd Edition (FT PrenticeHall, Harlow, 2002) ISBN: 0273651439.
Journals & Newspapers
- Human Resource Management Journal.
- People Management.
- Personnel Review.
- Personnel Today.
- The Guardian and any other quality broadsheet newspapers.
- www.acas.org.uk Advisory, Conciliation and Arbitration Service
- www.cipd.co.uk Chartered Institute of Personnel and development website with a range of learning resources
- www.compactlaw.co.uk employment questions and answers
- www.drc-gb.org.uk Disability Rights Commission
- www.employment-studies.co.uk Institute for Employment Studies
Check the list of recommended links for your further reading
- Unit 7: Business Law
- Unit 12: Organisational Behaviour
- Unit 19: Resource and Talent Planning
- Unit 20: Employee Relations
- Unit 21: Strategic Human Resource Management
- Unit 29: Managing and Running a Small Business
When submitting evidence for assessment, you must sign a declaration confirming that the work is your own.
|Student name:||Assessor name:|
|Issue date:||Submission date:||Submitted on:|
|Programme:||BTEC Higher National Certificate in Business|
|Unit:||Unit 3: Human Resource Management|
Plagiarism is a form of cheating. Plagiarism must be avoided at all costs and students who break the rules, however innocently, may be penalised. It is your responsibility to ensure that you understand correct referencing practices. As a university level student, you are expected to use appropriate references throughout and keep carefully detailed notes of all your sources of materials for material you have used in your work, including any material downloaded from the Internet. Please consult the relevant unit lecturer or your course tutor if you need any further advice.
|Student declaration I certify that the assignment submission is entirely my own work. I fully understand the consequences of plagiarism. I understand that making a false declaration is a form of malpractice.|