MBAN-609DE Organisations and amp Human Resource Management
MBAN-609DE Organisations & Human Resource Management
ASSIGNMENT 1
Assignment Specifics
This is an individual report
The total number of words for this report should be 5000 words (-/+10%)
The report should be your own work and properly referenced according to the requirements of the Harvard Referencing System.
You should provide relevant examples and support your views citing evidence found in other studies.
Please REFERENCE all sources using the Harvard Referencing System
Weight: 50%
Passing grade 60%
This report should be completed within 7 weeks
Scenario
You have just been hired as an HR manager of a multinational corporation that manufactures sports apparel. This firm has never had an HR department. It has experienced steady growth during the last few years and it recently became a public limited company. Its workforce is comprised of 500 employees and 20 managers. The organizational structure involves the division of work according to different departmental functions such as Production, R&D, Marketing, Finance, and HRM. Due to its growth, members of the Board of Directors had placed pressure on top management to hire an HR manager a position that you have been selected to fill.
As the new HR manager your first goal is to convince top management of the need to make you, the HR manager, a strategic partner. Also, you will have to formulate HRM Strategy and convince top management about the importance and contribution of HRM to the company’s strategy and strategic orientation. You have decided to prepare a report which comprises the assignment for this course/module. (Your report should reflect confident, detailed,
comprehensive knowledge of the HR discipline. Where appropriate it should also display evidence of originality and innovation).
Please add the following details in the report:
1. Critically examine the role of strategic HR management with respect to organizational performance, citing empirical evidence and specific organizations’ success stories. You should explicitly define ‘strategic human resource management’ and distinguish between different types of HR strategies and how they can and should align with competitive business strategies.
2. Present a detailed, comprehensive plan of how you will specifically address each core HR function (e.g. work design, job analysis, recruitment, selection, retention, separation, performance management, training, development, compensation, legal requirements, and employee relations) to create a high performance work system (HPWS).
3. Present your evaluation of the challenges and opportunities involved with respect to diversity, e-HRM and managing human resources internationally, and explain how you plan to help the firm to practically prepare for these challenges and opportunities.
4. Demonstrate (within the report) a comprehensive understanding and appreciation of the importance of relevant legal issues related to HR management and organizational performance.
The report in essence should reflect your personal vision as to what strategic HRM issues are important and need to be identified and properly addressed.
Please REFERENCE all sources using the Harvard Referencing System
ASSIGNMENT 2
- The total number of words for this report should be 4000 words (-/+10%)
- The report should be your own work and properly referenced according to the requirements of the Harvard Referencing System.
- You should provide relevant examples and support your views citing evidence found in other
- Please REFERENCE all sources using the Harvard Referencing System
- This report should be completed within 7 weeks
Task: Read the short case and answer all 4 questions
MMC: Money down the drain or failed HRM?
‘Modernising Medical Careers’ (MMC) is an online programme for postgraduate medical training introduced in the UK from 2005 onwards. IT was devised and implemented by a think tank at the central policy offices of the National Health Service (NHS). For many years there have been concerns about the UK medical workforce, in particular the postgraduate medical training system.
The most prominent of these centred on the poor training and indifferent career prospects experienced by some doctors at Senior House Officer (SHO) level and by many of those in Staff
Grade and Associate Specialist (SAS) posts (online at:
http://www.publications.parliament.uk/pa/cm200708/cmselect/cmhealth/25/25i.pdf).
Therefore, the Modernising Medical Careers (MMC) programme of work was established in 2003to address these difficulties. In this line, MMC was intended to ‘improve patient care by improving medical education with a transparent and efficient career path for doctors’.
More specifically, ‘Modernising Medical Careers’ is an online lob application system for junior doctors. Rather than writing to hospitals for their first job appointment, junior doctors fill in a website based questionnaire and application form. Also, completion of the questionnaire and application form gives a point score; and from this decisions are made anonymously by a centrally based HR and jobs offers system.
The system, however, has been dogged by criticism within and outside the medical profession. As it quickly became apparent that the database itself was not secure, this has led to controversy and allegations made by students that their applications had been tampered with or altered. There was no guarantee either of the integrity of the form completion process and in many cases, forms that had been fully filled in were incomplete when they were downloaded by prospective employers. Also, the application process has had technical problems and was criticised over the weighting and marking of the applications, with one London training school calling it "unfair and ineffective" in resigning from
Also, the House of Commons Health Select Committee published a report into the Government’s handling of the Modernising Medical Careers (MMC) reforms on 8 May 2008. The report was highly critical of the way in which the reforms were managed, highlighting failings in leadership, governance and policy development. The inquiry exposed serious problems with the management of MMC reforms, and particularly the introduction of the Medical Training application Service (MTAS). The Committee criticised the Chief Medical Officer (CMO) for a lack of leadership and the medical profession for the lack of a coherent voice. MPs also found co-ordination between the Department of Health (DH) and the Home Office 'inadequate' in handling attempts to restrict medical
To the worst, as it was perceived sufficiently poorly within the medical profession, its implementation was ultimately boycotted by senior doctors around the UK.
Answer all 4 Questions
1) Search the MMC in the internet and provide a brief description of its HRM strategy and practices.
(Weighting: 25%)
(Wordage: 1000)
2) What factors and practices do you believe are important in explaining the failure of MMC from a Human Resource Management Perspective?
(Weighting: 25%)
(Wordage: 1000)
3) What HRM strategies would you recommend for this organization? Why have you chosen them?
(Weighting: 25%)
(Wordage: 1000)
4) What HRM policies and practices would you suggest towards improving the function and publicity of MMC?
(Weighting: 25%)
(Wordage: 1000)
(Total Weighting: 100%) (Total Wordage: 4000)