Learning Outcome Explain how organisational and HR strategies and practices are shaped and developed and explain the purpose and key objectives of human resources management and the HR function within a contemporary business environment.
Identify the purpose and key objectives of the HR function in contemporary organisations and be able to demonstrate the process of evaluating current and future human resource needs within the business environment; both in terms of numbers of people and skills and competencies.
Appraise the relationship between organisational performance and effective HR management and development. Know how to identify and respond to short-term changes in the business and external contexts and provide solutions to address them.
4. Explain the significance of employment legislation to an organisation’s HR practices and evaluate how to harness effective HR practices in a global marketplace in terms of adding value and positive contribution to sustained organisation performance
Percentage of marks awarded for the module
This assignment is worth 100% of the total marks for the module.
Assessment Criteria
Explanatory comments on the assessment criteria
Maximum marks for each section
Knowledge & Understanding
Factual and conceptual knowledge and understanding; use of class materials; independent reading
45%
Intellectual & Cognitive Skills
Critical thinking; conceptualisation; creativity; synthesis, analysis and evaluation; application; problem solving and research/investigation
30%
Transferable, Employability & Practical Skills
Written, oral and presentation skills; interpersonal, group and teamwork skills; leadership skills; numeracy; digital skills; practical, professional and academic skills (including referencing/presentation etc.) 25%
Candidates must clearly label their ID Number on additional separate reference, formula or answer sheets.
Task
Task scenario
Employees in the UK are feeling pessimistic about the future because of the vote to leave the EU, a survey by the CIPD, the professional body for HR and people development, reveals … On a more positive note, the evidence that employees feel they now need to upskill as a result of the UK’s vote to leave the EU demonstrates that employees are engaged with their learning and development needs. It’s vital that employers do not allow the uncertainty around Brexit to cause them to cut back on training and development for the benefit of their staff as well as the resilience of their organisation as a whole in the months of uncertainty ahead.
(Source: CIPD July 2016)
http://tinyurl.com/hmbfyqv (Accessed 12th August 2016)
Tasks:
Task One (10 Marks)
Introduction
You are required to define the term training and development as well as outline the background of the report.
(200 words)
Task Two (20 Marks)
Outline and explain four ways in which employees in the UK can upskill in order to reduce the impact of the uncertainty posed by UK’s vote to leave EU?
(600words)
Task Three (20 Marks)
Considering employees’ pessimism in the context above, explain three strategies HR managers can utilise to allay the pessimism of employees through training and development?
(500words)
Task Four (20 Marks)
Following the context, outline and explain three consequences of cutting back on training and development by UK employers?
(500 words)
Task Five (20 Marks)
Providing justification, explain two main areas of employment legislation that need to be considered by HR managers in readiness forthe months of uncertainty ahead?
(500 words)
Task Six (10 Marks)
Conclusion and recommendations: Conclusion will be based on a brief summary of main issues explored in the context. Recommendation should focus on suggesting any three ways UK employers can get prepared following the uncertainty that surrounds the UK leaving EU.
(200 words)
Report Structure
· Task 1 (Introduction) (200 words)
· Task 2 (600 words)
· Task 3 (500 words)
· Task 4 (500 words)
· Task 5 (500 words)
· Conclusion and recommendation (200 words)
· Bibliography
Total Word Count: 2500 Words
Report Guidance
Introduction
Students are required to define the term training and development. In doing this, attempt should be made to consider various definitions of the concept by authors as well as their relationship with managing human resource. Also, given the UK’s Brexit, students are required to provide a background to the report in relation to training and development and its impact on employees’ need for upskilling.
Outline and explain four ways in which employees in the UK can upskill in order to reduce the impact of the uncertainty posed by UK’s vote to leave EU?
Students are required to discuss any four ways in which employees in the UK can upskill in order to reduce the impacts of the uncertainty posed by UK’s vote to leave EU. In doing this, attempt should be focused on explaining the importance of training and development to employees’ retention, job performance, motivation, employability and competitiveness in the light of Brexit.
Considering employees’ pessimism in the context above, explain three strategies HR managers can utilise to allay the pessimism of employees through training and development?
Training and development (T&D) has been considered as vital in sustaining and accelerating job performance, motivation and employee retention in the workplace. This is why it is often considered as a process that equips staff with the prerequisite skills to do their jobs well as well as safeguards productivity and reduces skills shortage. Thus, explain three strategies HR managers in the UK can utilise to limit or douse the pessimism of employees through T&D.
Following the context, outline and explain three consequences of cutting back on training and development for UK employers?
In regards to this question, students should outline and discuss the consequences of cutting back on training and development to organisations. Students should discuss three consequences of this practice to organisations. Factors such as poor performance, lack of motivation, employee turnover and talent gap or skills shortage, among others can be discussed here.
Providing justification, explain two main areas of employment legislation that need to be considered by HR managers in readiness forthe months of uncertainty ahead?
Students are expected to identify the relevant employment legislation that should be considered by HR managers as well as give justification for such employment legislation. Specifically, students should identify TWO aspects of employment legislation such as Equal Pay 2010, Employee Right Act (1996) and Equality Act (2010) that are important in this context as organisations gear towards getting ready for the uncertainties ahead regarding the UK leaving EU. Provide justification for your discussion.
Conclusion and recommendations.
Students should outline a brief summary of the main issues outlined and discussed. Also, students are expected to recommend or suggest three ways UK employers can get prepared following the uncertainties that surround the UK leaving EU. These recommendations should take cognisance of priority areas for UK companies in the context of globalised economy, migration, labour shortage, impacts of Brexit on UK economy, competition posed by Brexit and emerging legislations in this regard.
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