SEMESTER 1 2024/25

COURSEWORK BRIEF:

Coursework Brief:

Section A: Evaluate one problem from this section (The maximum word count is 1500 words).

1. HR Policy & Practice Report Guidelines

Task Overview:

You are required to evaluate the goals of the HRM department (or the company's HR policy and practice) of an organization such as Google, Amazon, or Microsoft. This evaluation should be conducted using the five-factor framework. Your report should highlight common features across these companies or, if focusing on a single company, identify any distinctive features and key omissions.

Steps for Completing the Report:

1. Select a Company:

Choose one of the following companies or another that interests you. You may also choose to evaluate multiple companies:

o Google: https://www.google.com

o Amazon: https://www.amazon.com

o Microsoft: https://www.microsoft.com

2. Explore the Company's HRM Information:

o Visit the company’s website.

o Navigate to the "Company Overview" or equivalent section.

o Locate information related to the HRM department or any HR-related policies and practices, including the company’s business strategy.

3. Evaluate the HRM Goals:

Analyze the goals of the HRM department or the company’s HR policies using the concepts from Baron & Kreps or the five-factor framework. Key areas to explore:

o HR Department Organization: How is the HR department structured?

o Functional Correspondence: Do the department’s activities align with key functional areas of HRM (e.g., staffing, compensation, training)?

o Guiding Values: Do the listed values provide a strong guideline for managerial behaviour within the company?

o Strategic Role: Do the HR department’s objectives emphasize the strategic role of HRM?

4. Considerations for Evaluation:

o How does the company's HRM strategy contribute to overall business success?

o Does the HRM department play a proactive role in driving innovation and organizational change?

o How well does the HR department support the company's mission and values?

By following these guidelines, you will be able to create a thorough and insightful report that critically evaluates the HR policies and practices of your chosen company.

2. Online Recruitment Assessment Report Guidelines

Task Overview:

You are required to perform. an independent assessment of the online recruitment approaches of different companies. You may choose one company or multiple companies. Your report should cover various aspects of the recruitment websites, such as usability, company image, key information provided, and how the website sets expectations about work. You can choose from the following companies for your assessment:

• PwC UK: https://www.pwc.co.uk

• McKinsey & Company: https://www.mckinsey.com

• HSBC: https://www.hsbc.co.uk

Steps for Completing the Report:

1. Select the Company Websites:

o Visit the recruitment sections of the chosen companies’ websites listed above.

o Explore the recruitment or career pages to gather relevant information.

2. Evaluate Key Aspects: Your report should include the following sections:

a. Overall Impression of the Website and Ease of Navigation:

o Assess the overall design, layout, and user experience of the website.

o Evaluate how easy it is for applicants to navigate the site, find job postings, and apply for positions.

o Consider the intuitiveness of the application process and any support features available for users.

b. Image Portrayed and Values Presented:

o Analyze the company’s branding as reflected on the recruitment page.

o Discuss the image the company portrays through its website, including visual elements, messaging, and tone.

o Identify the core values and culture that the company emphasizes to potential applicants.

c. Key Information (e.g., Job Descriptions):

o Examine the clarity and detail of job descriptions provided on the website.

o Consider whether the job postings include essential information such as roles, responsibilities, qualifications, and benefits.

o Evaluate how well the company communicates what they are looking for in candidates.

d. How the Website Sets Expectations About Work:

o Assess how the website communicates the nature of the work environment, company culture, and employee expectations.

o Determine whether the website provides insight into the company’s work-life balance, career development opportunities, and employee benefits.

o Look for testimonials, videos, or other content that might help set realistic expectations for applicants about what it's like to work at the company.

3. Considerations for Evaluation:

o How effectively do the websites engage potential candidates?

o Are the companies transparent and clear about what they offer and what they expect from employees?

o How does each company’s online recruitment approach reflect its overall brand and values?

By following these guidelines, you will create a comprehensive report that assesses the online recruitment practices of the selected companies, offering valuable insights into their approaches to attracting and engaging potential employees.

3. Information & Support for Professional Development: CPD Policy Summary

Task Overview:

As the Human Resource Development (HRD) Manager of a large consultancy employing a diverse range of professionally qualified staff, you are responsible for developing a Continuous Professional Development (CPD) policy tailored to different professional groups. This summary outlines the key features of a CPD policy and the specific requirements for engineers, solicitors, and chartered accountants.

Key Features of a CPD Policy:

1. Purpose and Objectives:

o The CPD policy should aim to ensure that all professional staff maintain and enhance their knowledge, skills, and competencies to remain effective in their roles.

o It should promote lifelong learning, career development, and adherence to industry standards.

2. Scope:

o The policy should apply to all professional staff within the consultancy, with tailored provisions for different professional groups based on their regulatory and industry-specific requirements.

3. CPD Activities:

o The policy should outline acceptable CPD activities, which may include formal education and training, e-learning, seminars, workshops, conferences, mentoring, research, and self-directed learning.

o Activities should align with individual career goals and the consultancy's strategic objectives.

4. CPD Planning and Recording:

o Professionals should be required to create annual CPD plans in consultation with their supervisors, outlining their learning objectives and the activities they will undertake to achieve them.

o A system should be established for recording completed CPD activities, tracking progress, and providing evidence of compliance with CPD requirements.

5. Support and Resources:

o The consultancy should provide access to relevant CPD resources, including internal training programs, external courses, and online learning platforms.

o Financial support or time allowances may be offered to encourage participation in CPD activities.

6. Evaluation and Review:

o Regular evaluation of the CPD policy should be conducted to ensure it meets the evolving needs of the professional staff and aligns with industry standards.

o Feedback from employees and professional bodies should be incorporated into periodic reviews of the policy.

Specific requirements for professional groups can be found through the following organizations:

• Engineers: The Institution of Engineering and Technology - IET

• Solicitors: The Law Society

• Chartered Accountants: Institute of Chartered Accountants in England and Wales - ICAEW

Conclusion:

A well-structured CPD policy that addresses the specific needs of different professional groups is essential for maintaining high standards of professional practice within the consultancy. By providing clear guidelines and support, the consultancy can ensure that its staff continue to develop their skills, knowledge, and competencies, ultimately contributing to the organization's success and reputation.

Section B: Discuss one problem from this section – (Maximum word limit 1500).

1. Soton Data

Soton Data, a large computer firm, has a long history of training mainframe. computer operators. About twenty years ago, they faced a significant challenge: although Soton Data provided the best training available, they were losing a substantial portion of their trained operators to competitors and other firms eager to hire specialists trained by Soton Data.

Training employees who then leave for other firms, especially rivals, is clearly not a profitable strategy. Suggest some alternative or complementary strategies that Soton Data might have used to address this problem. How would your strategies work in the short term versus the long term? Who would benefit, and who might be harmed?

2. Thai Carpets

Pok, a 2009 graduate of the Southampton MBA program, runs a carpet manufacturing firm specializing in high-quality, expensive, hand-made carpets that require significant design and production time. He faces penalties from buyers if carpets are not delivered on time.

Pok encountered difficulties in getting his weavers to complete their work on schedule. To expedite production, he introduced a bonus system, offering a 10% premium to those who finished their assigned work within a three-month period. However, the results showed that very few weavers changed their behaviour, and carpets continued to be completed in well over three months. Based on this, Pok concluded that money does not motivate most of the Thai village weavers and that he should explore alternative methods of motivation.

Was he correct? What would you do in this situation?

3. AI and HR Policy and Practice

The recent evolution of artificial intelligence (AI) has been fuelled by the increasing availability of vast amounts of digital data, significant advancements in computational power and storage capacity, and substantial engineering and scientific innovation in AI methods and tools. AI systems are expected to impact both individuals and society in ways that are currently beyond our imagination.

Discuss the potential effects of AI on a company’s HR policies and practices. How willing are companies to adopt AI in their HR-related operations? What difficulties and hurdles do these companies face in achieving their goals?

4. Employee Turnover

Discuss the reasons why employees quit their jobs. Examine the employee retention policies of a major retail company. What strategies can companies implement to retain their skilled employees?