5035: Human resource management

Assessment Brief 1

Student Name/ID

Number

Unit Number and 5035: Human Resource Management

Title

Academic Year 2021 - 2022

Unit Tutor HOANG Lan Anh

Assignment Title The Role of HRM and Organisational Development

Issue Date August 2021

Submission Date

IV Name & Date

Submission Format

Format:

This assignment is an Individual assignment. The word limit is 2.500 words +/- 10%.

You must use font Open Sans size 12, set number of the pages and use 1.5 spacing.

Margins must be: left: 2 cm; right: 2 cm; top: 2 cm and bottom: 2 cm. The reference

follows Harvard referencing system. The recommended word limit is 2.000 - 2.500

words. The cover page of the report has to be the Assignment front sheet 1.

Submission

Students are compulsory to submit the assignment in due date and in a way

requested by the Tutors. The form of submission will be a soft copy posted on

http://cms.greenwich.edu.vn/

Note:

The Assignment must be your own work, and not copied by or from another student

or from books etc. If you use ideas, quotes or data (such as diagrams) from books,

journals or other sources, you must reference your sources, using the Harvard style.

Make sure that you know how to reference properly, and that understand the
guidelines on plagiarism. Otherwise, you definitely get fail.

Unit Learning Outcomes

LO1 Explain the impact of the role of HRM in creating sustainable organisational

performance and contributing to business success

LO2 Assess the contribution of HRM in recruiting and retaining talent and skills to

achieve business objectives

Transferable skills and competencies developed

 Conceptual and critical thinking, analysis, synthesis and evaluation.

 Development and delivery of 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

Organization

You’re working as a Human Resource Administrator in a company (the company

could be chosen in your interest; however, the chosen company should have both

centralised and decentralised functions). One of the decentralised functions is the

HR function. In each global location they are based, while production is the core of

the organisation, there are many other support functions that ensure the success of

the business. The business requires committed employees to ensure that the

organisation is successful and sustainable, and that it achieves its business

objectives through strong performance.

The company plans to implement Digital Business Transformation, in which the

company stresses the mission to acquire more outstanding talents with a good
understanding of the company’s market and Digital Transformation.
In this assignment, your main task is to design a Talent Acquisition strategy for the
company. The assignment will provide specific activities of employer branding,
recruitment and selection, and onboarding.
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
 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.
Recommended Resources

(1) Weblinks

Industry Forum. Skills needs in the changing global manufacturing landscape.

Available at:

https://www.industryforum.co.uk/wp-content/uploads/sites/6/2015/04/Skills-needs-

in-thechanging-global-manufacturing-landscape.pdf

(2) HN Global

HN Global (2021). Reading Lists. Available at:

https://hnglobal.highernationals.com/learningzone/reading-lists

HN Global (2021) Student Resource Library. Available at:

https://hnglobal.highernationals. com/subjects/resource-libraries
HN Global (2021) Textbooks. Available at:

https://hnglobal.highernationals.com/textbooks

(3) Textbooks

Armstrong, M. and Taylor, S. (2020) Armstrong’s Handbook of Human Resource

Management Practice. 15th Ed. London: Kogan Page.

(4) Journal articles

Schwertner, K., 2017. Digital transformation of business. Trakia Journal of

Sciences, 15(1), pp.388-393.

Sousa, M.J. and Rocha, Á., 2019. Digital learning: Developing skills for digital

transformation of organizations. Future Generation Computer Systems, 91, pp.327-

334.

Galgali, P., 2017. Digital transformation and its impact on organization's Human

Resource Management. Retrieved August, 17, p.2019.

Fenech, R., Baguant, P. and Ivanov, D., 2019. The changing role of human resource

management in an era of digital transformation. Journal of Management

Information and Decision Sciences, 22(2), pp.1-10.

Bauer, T.N., 2004. Maximizing Success. SHRM Foundation's Effective Practice

Guidelines Series.

Bauer, T.N., 2013. Onboarding: enhancing new employee clarity and

confidence. Workforce. com.

Bauer, T.N., 2013. Onboarding: The power of connection. Onboarding White Paper

Series. SuccessFactors.

Ambler, T. and Barrow, S., 1996. The employer brand. Journal of brand

management, 4(3), pp.185-206.
Assignment Brief and Guidance
You’re a HR Administrator of the chosen company (the students will be
advised to choose different companies). The company plans to implement
Digital Business Transformation, in which the company stresses the mission to
acquire more outstanding talents with a good understanding of the company’s
market and Digital Transformation.
As the role of HR Administrator, you’re supposed to support your chosen
company to implement Digital Business Transformation, in which the company
stresses the mission to acquire more outstanding talents with a good
understanding of the company’s market and Digital Transformation. Your
main task is to design a Talent Acquisition strategy for the company. The
assignment will provide specific activities of employer branding, recruitment
and selection, and onboarding.
The document should cover then following:
(1) An introduction of the chosen organization, including name, industry,
business vision, mission statement, business objectives and strategic
aims.
(2) The analysis of how industrial characteristics, business objectives, and
HRM strategy are related
(3) A presentation of the company’s Digital Business Transformation. An
explanation of how it leads to HRM changes is to be presented.
(4) A proposal of the talent acquisition strategy to support this plan, mainly
concerning specific activities of employer branding, recruitment and
selection, and onboarding.
(5) Critically evaluate the strengths and weaknesses of talent acquisition
strategy in relation to creating sustainable organisational performance,
achieving business objectives, and the importance of the labour market
in Vietnam.
Learning Outcomes and Assessment Criteria

Pass Merit Distinction

LO1 Explain the impact of the role of HRM in

creating sustainable organisational performance

and contributing to business success

P1 Explain the main M1 Compare areas of LO1 and LO2

areas of HRM in their HRM to create D1 Critically evaluate the

contribution to creating sustainable strengths and

sustainable organisational weaknesses of HRM in

performance. performance. relation to creating

P2 Review the effects of M2 Examine HRM in sustainable

the changing nature of relation to the changing organisational

organisations on human nature of the modern performance and

resources skills and business organisation. achieving business

knowledge. objectives.

LO2 Assess the contribution of HRM in recruiting

and retaining talent and skills to achieve business

objectives

P3 Review relevant HRM M3 Evaluate the use of

practices in relation to HRM practices in

recruitment and recruitment and

retention of employees retention in relation to

for the achievement of the importance of the

business objectives. labour market.