...we mean by the terms ‘best fit’ and ‘best practice’ to describe SHRM. Use any short case examples to illustrate your discussion? 2. What are the main components of a reward strategy? 3. Explain the ‘pluralist’ and ‘unitarist’ view of employment relations and in particular how unions might be perceived from each perspective? 4. (a)What are the main components of a reward strategy? 5. What are the main features of Lawler’s model on strategic issues in reward management? 6. Discuss the main features of a learning organisation. Why is important in a strategic HRD approach to organising development? 7. How do recruitment and selection practices help to deliver SHRM? / How can recruitment and selection processes contribute to strategic HRM? 8. How does modern human resource planning relate to Human Resource strategy and how does it differ from Manpower planning? 9. Explain and critically evaluate the relationship between HR strategy and corporate strategy? 10. Explain and critically appraise the factors that will direct the H.R strategies of multinational corporations. Use appropriate theories and models to support your answer. 11. Which mechanisms of employee involvement/ engagement would you recommend using as part of your employee relations strategy and why? Section B: (30 marks) 1. Why is reward management potentially so problematic...
Words: 385 - Pages: 2
...What do we mean by the terms ‘best fit’ and ‘best practice ‘to describe SHRM. Use any short case examples to illustrate your discussion? REWARD What are the main elements/components of a reward strategy?may 2012 , MAY 2011 What should organisations consider when developing a reward strategy? OCT 2012 What are the main features of Lawler’s model on strategic issues in reward management? RECRUITMENT & Selection process How can recruitment and selection processes contribute to strategic HRM? MAY 2012 How can recruitment and selection processes contribute to strategic HRM? OCT 2012 How do recruitment and selection practices help to deliver SHRM? MAY 2011 LEARNING ORGANISATION / ORGANISATIONAL DEVELOPEMENT Discuss the main features of a Learning Organisation. Why is it important in a strategic HRD approach to organising development? oct 2012 How does the ‘Learning Organisation’ approach seek to deliver organizational success? MAY 2011 Discuss the main features of a Learning Organisation. Why is important in a strategic HRD approach To organising development? Outline the main features of the organisational development process as laid down by Beckard? HUMAN RESOURCE PLANING How does modern human resource planning relate to human resource strategy and how does it differ from manpower planning?may 2011 ------------------------------------------------- Outline the main principles of human resource planning. 1. Specify the data that you would need to analyse the potential...
Words: 883 - Pages: 4
...2013 Part 1 1. Critically assess the strengths and weaknesses of ‘best practice’ models of HRM strategy? 2. Outline and discuss the main obstacles hindering or preventing HR departments from delivering strategic HRM 3. What should organisations consider when developing a reward strategy? 4. How can recruitment and selection processes contribute to strategic HRM? 5. Discuss the main features of a Learning Organisation. Why is it important in a strategic HRD approach to organising development? 6. Which mechanisms of employee involvement would you recommend using as part of your employee relations strategy and why? Part 2 Question 1 Critically evaluate the role that performance management systems play in the delivery of SHRM. Discuss the main mechanisms used in PMS and explain the different options that can be used within them. Use organisational examples as appropriate to support your answer. Question 2 For developmental activity to be deemed ‘strategic’ organisations need to shift the focus from a training’ to a ‘learning’ approach. Discuss this proposition in the context of development activity supporting individual and organisational change. Question 3 Critically evaluate the use of competency based approaches in modern HR strategies. Explain in detail how they may be used in one specific area of HR such as performance management. Use organisational examples as appropriate to support your answer. Question 4 Critically evaluate ONE of the following ...
Words: 573 - Pages: 3
...The Critical evaluation of Strategic Human Resource Management approaches By Willem van Mourik Over the past decades more and more companies have formulated a Human Resource Management policy for their employees. Where some employers see their staff as important resources to achieve a competitive advantage, others see them as valued assets and a source of competitive advantage (Guest, 1999). The way personnel were managed can be seen as the most significant reason to gain a competitive advantage over others (Salaman, Storey and Billsberry, 2005). In the 19th century and large parts of the 20th century labour was seen as abundant and economists classified it as the main variable costs (Salaman, Storey and Billsberry, 2005). People where hired and fired very quickly and pay was give on a performance related basis. Organizations and their managers did not want to invest in their personnel and their skill development. According to Kirkaldy and Flanders (1965), the decades before SHRM existed managing labour were based on productivity bargaining (Kirkaldy and Flanders, 1965). This period can also be described as the traditional HRM era. This all changed in the 1980’s when several big organizations started to think of new concepts and aspirations to create a competitive advantage over their rivals. British Airways for example demanded their staff to take the ‘commitment approach” instead of just complying. The airline had to make a bald move due to the enormous competition in...
Words: 3123 - Pages: 13
...Critically evaluate the evidence related to links between corporate strategies and HRM and identify issues which organisations need to address that make such a link work effectively in aligning HRM and corporate goals Over the years, there has been increased recognition and awareness that business needs to match its business strategies according to the human resource functions and practices. The main reason behind this is that economy has changed from manufacturing based to knowledge based economy. Many organizations’ competitive advantage now stems more from their human assets (Bal et al., 2013). This concept of integrating business strategy and human resource management is called strategic human resource management where it gradually became well known in the 1980s (Azmi, 2011) This paper discusses evidences related to links between corporate strategies and human resource management and issues that needs to be identified for the link to work effectively. According to Liao (2005), “a strategy is an integrated and coordinated set of commitments and actions designed to exploit core competencies and gain competitive advantage”. Whereas, strategic human resource management involves creating and applying a set of internally consistent guidelines and practises that safeguard a firm’s human capital, which directly contributes to the achievement of its corporate goals (Baird & Meshoulam, 1988). Bal et al. (2013) describe this approach of linking business concept and HRM practices...
Words: 1965 - Pages: 8
...Introduction: Human resource management works with human to formulate and implement the business strategy. HRM and strategy were not related too much before but nowadays the coordination between them is reasonably common in the competitive world. Every manager needs to know how human resources are associated with strategic management to increase the effectiveness of the organization. This assignment has been prepared to give a clear view about the importance of HRM, formulation and implementation of HR strategies. Therefore, the contemporary issues related to strategic human resource management have been analyzed appropriately to show their impact on strategic HRM. All the topics have been assessed by relating with modern business world to show practical overview of human resource management and strategic human resource management. 1. Understanding the role and importance of HRM: 1.1. Definition of strategic human resource management In general, human resource management refers to a process by which the organization functions are accomplished and objectives are achieved through managing and utilizing experienced and skilled workforce. Human resource management starts with recruiting and selecting employees and then makes sure the utilization of the workforce. Strategic human resource management is defined as macro-organizational approach that designs strategic policies and frameworks to decide how the long-term goals and objectives will be achieved through using trained...
Words: 3049 - Pages: 13
...Ticket # AAY5257081 Descriptions of the 10 core competencies and their alignment with UVic Learning Outcomes Personal management: This means that you understand yourself and are conscious of the implications of your interactions with others. You show this competency when you: • act with honesty, integrity and personal ethics • recognize your personal efforts and the efforts of others • acknowledge diverse opinions and accept differences • manage your personal health and emotional well-being • take responsibility and demonstrate resiliency and accountability for yourself • plan and manage your personal time, finances and other resources 2 • assess, weigh and manage risk in the face of uncertainty • recognize your strengths and areas for improvement • adapt to new environments and cultures This competency aligns with the following UVic Learning Outcomes: Ethical and professional reasoning and action / Intercultural knowledge and sensitivity Communication: This means that you’re comfortable using a broad range of communication styles, and you choose appropriate, effective ways to communicate to audiences in diverse situations. You show this competency when you: •communicate in a respectful tone and manner •listen actively and communicate effectively with others •write clearly and accurately in a variety of contexts and formats •listen and ask questions to understand other people’s viewpoints •communicate issues in a timely manner •are aware of and responsive to verbal and non-verbal...
Words: 1113 - Pages: 5
...Unit 21: Human Resource Management Module Instructor: Mehfuzul Haque Email: mhaque1902@hotmail.com Module started: ............... Assignment hand-in date: ..................... Submission deadline: ...................... HND in Business Date:………………………… Assignment Reference: K/601/1264 1 Learner’s name and statement of authenticity Unit 21 Learner’s name:……………………………………………….. Learner’s ID:…………….... Human Resource Management Date handed in:………………….. HND BUSINESS I certify that the work submitted for this assignment is my own. Materials taken from other sources have been duly credited and acknowledged in the bibliography. Edexcel BTEC Signature:………………………… Level 5 2014 Unit 21: Human Resource Management 2014 Learning outcomes and assessment criteria Recruiting and retaining staff of the right caliber contributes to the achievement of organizational purposes. Staff must make a valued contribution to the work of the organization. Eventually they will leave, more often than not because they find alternative employment or retire. Occasionally, however, employment has to be terminated. This unit considers how human resource management deals with these aspects of working. However, the focus of human resource management has moved beyond personnel management towards a more proactive approach that, in addition to the traditional roles associated with staff management, also considers how to get the best people and the best...
Words: 2671 - Pages: 11
...researcher want to get hands-on experience in researching the topic as it is a field of interest. This will provide me with knowledge and understanding of the efficacy of training within companies. Training seems to be very dominant in many organizations. It is something that is pushing organizations upwards. Therefore the knowledge of training will be beneficial for the researcher’s future plans in becoming an entrepreneur. With established training theories, the research will experience growth in this chosen area of study. This topic will provide information and add a new dimension for persons in the future that choose to research the same topic. 2 1.2 RESEARCH OBJECTIVES 1. Critically evaluate the level of training done within The Maritime Financial Group. 2. Compare training practices at the company against existing. 3. Make recommendations based on the findings for improvement at The Maritime...
Words: 11639 - Pages: 47
...Schuler and Walker define Human Resource Strategy (HRS) as “a set of processes and activities jointly shared by human resources and line managers to solve business-related problems”. I believe this definition assists on tackling the above question. However, Bamberger and Meshoulam “Conceptualise human resource strategy as an outcome: the pattern of decisions regarding the policies and practices associated with the HR system”. In my view, HRS is a set of ‘processes and activities’ that when implemented, result in an outcome. In aim to justify this statement by discussing the topic of human resource strategy in relation to the sub-headings listed above. By examining the reasons or ‘rationale’ for the emergence of human resource strategies in the modern business environment, the value, various strategy approaches, types and the concept of fit, I believe I can underline the importance of a well devised HRS to any overall business strategy or plan. Modern businesses and the economic environments in which they operate are very different from the organizations and economies examined by Chandler in his studies of ‘managerial capitalism’ (late 19th Century through to the 1970s). The development of technology, and the creation of global economies have resulted in a significant increase in efficient and effective competition within all industries operating in market economies. Firms con longer rely on competing aggressively simply on the reliable favorites of achieving economies of...
Words: 5793 - Pages: 24
...Assignment Front Sheet Assignment title 1 Unit 21: Managing Human Resources LearningOutcome | Learningoutcome | Assessmentcriteria | In this assessment you willhave the opportunity topresent evidence that showsyou are able to | TaskNo. | Evidence(Page no) | LO1 | Understandthe differentperspectivesof humanresourcemanagement | 1.1 | explain Guest’s model ofHRM | 1 | | LO1 | Understandthe differentperspectivesof humanresourcemanagement | 1.2 | compare the differencesbetween Storey’s definitionsof HRM, personnel and IRpractices | 1 | | LO1 | Understandthe differentperspectivesof humanresourcemanagement | 1.3 | assess the implications forline managers andemployees of developing astrategic approach to HRM | 1 | | LO2 | Understandways ofdevelopingflexibilitywithin theworkplace | 2.1 | explain how a model offlexibility might be applied inpractice | 1 | | LO2 | Understandways ofdevelopingflexibilitywithin theworkplace | 2.2 | discuss the types of flexibilitywhich may be developed byan organization | 2 | | LO2 | Understandways ofdevelopingflexibilitywithin theworkplace | 2.3 | assess the use of flexibleworking practices from boththe employee and theemployer perspective | 2 | | LO2 | Understandways ofdevelopingflexibilitywithin theworkplace | 2.4 | discuss the impact thatchanges in the labour market | 2 | | Qualification | Unit Number and Title | Pearson BTEC Level 4 HND DiplomaBusiness | K.601.1264/Unit 22/Managing HumanResources | Student Name | Student No. | Word...
Words: 4109 - Pages: 17
...To : HR Director From : HR Manager Date : 19.06.2012 Subject : Human resource management strategy plan 1.1 The word strategy means a long term planning or aim to achieve the specific purpose. Human resource management is based in the efficent use of employees. The main purpose of human resource management is to use of skills and abilities of employee in such a way to achieve the desired result of operational objectives that are utmost aim of organisation. Strategic human resource management is an approach that defines how the organisation goals will be achieved through people by mean of HR strategies and integerated HR policies and practices. SHRM may also be defined as, "strategic HRM focuses on actions that differniate the firm from its competitors" ( Purcell, 1999). Hill and jones take a similar view they define strategy as " an action a company takes to attian superior performance". the SHRM means the decision of a business organisation about what to do and what not to do when learning, training developing and organizing human resource. for example samsung recent decision to make a samsung note featuring all the function very similar to computer and ipad.was a strategic decision according to current need of consumer. SHRM focus on peformance of whole organisation instead of individual performance. 1.2 One of the most essential part of organisation is its employees and is obligatory...
Words: 2225 - Pages: 9
...range of functional, uniquely designed, low-priced home furnishings that has 330 stores across 40 countries. With its annual turnover reaching 140billion USD many are wondering what the stores secret to success is. This report will take a strategic approach into analysing IKEA’s competitive advantage through Porter’s value chain model, which divides the actions of a firm into two categories: support activities that can assist businesses to become successful in the marketplace, in Ikea’s case these are Human Resource Management, firm infrastructure, procurement and technology development. The second category, which this essay will look closely at, are the primary activities such as inbound logistics, operations, and outbound logistics, marketing and sales and service. IKEA’s supply chain management has gone from decentralised to centralised planning of its network of suppliers, distribution centres (DCs), stores and forwarders. This has taken them from a fragmented management to a coordinated, centralised supply chain planning (Jonsson, Rudberg and Holmberg, 2013). With IKEA’s stakeholders demanding to know the origins of the supplier’s ethics towards their workers and the environment, IKEA are recognising that their supply chain must be sustainable, transparent and not opaque, creating a fundamental competitive advantage within its market (The Guardian, 2016). With over 300 stores in more than 30 countries and 42 distribution centres worldwide, Ikea try to control the vast...
Words: 2480 - Pages: 10
...National Human Resource Standard Competencies Framework & Body of Knowledge PEMBANGUNAN SUMBER MANUSIA BERHAD 2014 0 TABLE OF CONTENTS TABLE OF CONTENTS ....................................................................................................................... 1 THE STANDARDS ~ AT A GLANCE ................................................................................................... 2 THE FIVE DIMENSIONS ..................................................................................................................... 3 THE THREE LEVELS OF HR PROFESSIONALS ............................................................................... 4 HR COMPETENCIES .......................................................................................................................... 6 HR CORE COMPETENCIES ............................................................................................................... 7 HR FUNCTIONAL COMPETENCIES .................................................................................................. 8 HR COMPETENCIES FRAMEWORK.................................................................................................. 9 HR COMPETENCY LEVELS ACCORDING TO DIMENSIONS......................................................... 10 HR BODY OF KNOWLEDGE............................................................................................................. 19 CONCLUSION .....................................
Words: 5703 - Pages: 23
...Student Self-administered case study Organization structure changes at Body Shop 45-60 Case duration (Min): Organizational Behaviour (OB) Organization structure and design Worldwide Case summary: There are many work tasks to be done in a large organization and consequently the work must be divided up and allocated. In this case we consider what is meant by organization structure and design; consider why it is necessary to structure human resources, discuss how we should set about this enormous challenge and ask how we can make efficient and effective use of human resources in order to attain goals and derive a sustainable competitive advantage. In particular we consider issues associated with bureaucracy and hierarchy. Body Shop grew and with it came particular design challenges. Learning objectives: Define and discuss the nature of organization design. Outline the main structural choices available to organizations. Explain the limitations of the organizational chart in describing activity within an organization. Case problem: What is organizational structure and why do large organizations need continually to consider the designs of their organization? What may be the consequences of a good or bad design for a specific organization? Personal Products Company Body Shop www.thebodyshop.com Founded in 1976 by Anita Roddick, The Body Shop International plc, known as The Body Shop, has 2,400 stores in 61 countries, and is the second largest cosmetic franchise in the world...
Words: 4449 - Pages: 18
