Evaluating an International HRM Strategy

Assignment Brief

 

Assignment Number and Weighting Coursework 1

100%

Anonymous marking No
Submission Date and Time See Moodle submission link Expected return of feedback and marked work 14 working days from the deadline
Assessment is made up of multiple submissions No

Submission

Procedure

Electronically via Moodle (Turnitin) ONLY Word Count 4000
Assignment Title Evaluating an International HRM Strategy
Assessment Learning Outcomes  This assignment is designed to assess learning outcomes:

L01: Critically examine the economic drivers in the international business environment that influence HRM strategies and evaluate the main HRM theories and models in relation to economic drivers.

L02: Evaluate the effectiveness of HRM strategies in achieving the goals of employee commitment, flexibility, quality and strategic integration

L03: Critically Analyse the differences in approach to HRM Globally and outline possible reasons for such differences

L04: Critically evaluate the theory and evidence about the relationship between HRM and organisational performance

L05: Analyse the organisational, national and cultural specific issues that influence the development and implementation of HRM strategy

L06:  Demonstrate the management skills required in international business to successfully engage and win support from key stakeholders

Details of the task

 

 

For this assignment, you will need to take the role of a HR manager, taking part in an internal evaluation of your international organisation’s human resource management strategy. As a result will be expected to submit a report with your recommendations to the HR Director.

Please select an appropriate (Multinational Corporation) MNC of your choice. Your audit is from an ‘HR’ perspective as it is likely that the business will establish a joint venture in the new market which will require some staff to be recruited locally and also the relocation of some expatriate staff from within your organisation to manage the new venture alongside those of your joint venture partner.

Your report should highlight the HR functions as listed below. Your report will analyse the following (3) HR Practices:

1.  Recruitment and Selection

2.  Training and Development

3.  Reward Management

Selecting  the 3 HR practices above you have to include the following approaches  to the HR practices :

Please identify how the HR practices listed above  will impact upon:

  1.                  I.         Organisational Performance
  2.                II.          Employee Commitment
  3.               III.          Workforce Flexibility
  4.                I.          Workforce Quality

In addition the report should include:

The purpose of the report – a brief overview of the selected sector for the last five years and its developments and challenges and future needs. This assignment will assess all of the learning outcomes for this module.

Your data response should include an analysis, using both qualitative and quantitative data, of the following:

•                Key economic drivers in the Host country

•                A comparative analysis of HR systems globally

•                Organisational issues that influence the development and implementation of HRM strategy (Cross-cultural training for expatriates, T&D section) and the social aspect of the host country in the (PESTLE analysis). Please use the following structure below as a guide to the content your tutor(s) will expect to see in your assignment based upon the learning outcomes being assessed.

Other information   Guidance on the expectations and requirements of the assignment will be offered in class during lectures and seminars.

Assignment Guidelines

Structure

You have been asked to produce a report.  It should contain the following:

  • Appropriate coversheet
  • Title Page, including the given title in full.
  • Contents Page
  • Introduction
  • Main body, which should also be organised under appropriate headings.
  • Conclusion
  • Appendices, which should be numbered.
    • Make sure you refer your reader to them as required.

Layout

Your work should be word processed in accordance with the following:

  • Font style, Arial, font size 12
  • 1.5 line spacing.
  • The page orientation should be ‘portrait’
  • Margins on both sides of the page should be no less than 2.5 cm
  • Pages should be numbered
  • Your name [should/should not – delete as required] appear on the script.
  • Your student number should be included on every page.

Additional Skills

Attend a Spotlight session as advertised here on Moodle.

 

The Assignment Should be CRITICAL

It is Level 7 (Postgraduate Level).

Such as:

  1. Critical Thinking.
  2. Critical Analysis.
  3. Arguments/ Justification of the concepts/ideas etc.
  4. Application of relevant Models.

 

TABLE OF CONTENTS

1.    Executive summary

2.    Introduction

3.    Company profile

4.    Industry drivers

a.    Host country profile

b.    PESTEL analysis

c.     Why to go there?

d.     Examine the cultural aspect Host and Parent countries (Hofstede model comparative analysis)

5.    HRM Practices

a.    Recruitment and selection

(explain the entire topic characteristics then apply

 to these strategies)      

b.    Training and development

(Explain the entire topic characteristics then apply to

  these strategies)

c.    Reward management (explain

the entire topic characteristics

Then highlight how these HR practices will impact upon:

      i.         Organisational Performance 

     ii.         Employee Commitment –

   iii.         Workforce Flexibility

   iv.          Workforce Quality

6.    Conclusion

7.    Recommendations

8.    References

 

Explanation:

 

i.         Organizational performance management is the process of making sure that the organisation resources are being properly used to achieve organisation goals.

 

ii.         If an employee is affectively committed to their organisation, it means that they want to stay at their organisation. They typically identify with the organisational goals, feel that they fit into the organisation and are satisfied with their work.

 

iii.         A flexible workforce is one that grows in number to meet needs at any given time and falls back to a baseline number when the increased size is no longer necessary. … For the employer, the major benefit of the flexible workforce is lower payroll and other employee-related costs.

 

iv.         Workforce Quality Concepts that include superior technical abilities, excellent communication, effective interpersonal skills and strong capacity for self-management. Employees might walk through the door with some of these characteristics but need strengthening in specific areas.