QB 2006 University of Aberdeen Strategic Human Resource Management Discussion

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QB 2006

University of Aberdeen

QB

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should initially provide an overview of the three key levels of strategy in organisations with a particular focus on HRM. The student must then engage with both theoretical and practice-based arguments to demonstrate familiarisation with the topic and provide a critical analysis. Students should also acknowledge the importance of these three key levels of strategy for HRM, in particular, how these levels work in synchronization to help HRM reach its strategic objectives should be demonstrated in the answer. In doing so, students could engage with various theoretical literature that provide a historical-chronological development of HRM like focusing on HRM, past, present and future which is a good starting point to shape the answer. Also, a well-developed answer consists of practical illustration where different practical cases could be drawn either from teaching material provided in the lectures and/or tutorials, or any other relevant academic material that helps to ensure that the criteria mentioned have been fulfilled.

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Assignment Brief & Instructions Course Title : Introduction to Human Resource Management Course Code : QB2006 Submission Deadline : 23:59 pm, 31 st October 2021 Assessment Method : Summative Assessment Type : Essay (40%) Executive Summary : No =================================================================== General Instructions Word Count: 2000 words. This excludes: References, and Appendices. Word count should not be exceeded (an allowance of +/ - 10% of the stated value is allowed). Words submitted in excess of the allowance will not be read and will not contribute to the grade awarded. Please do NOT include a cover sheet as this will cause the plagiarism software to go into overdrive! However, please make sure that your student number can be clearly identified on page 1 of your assignment. Referencing: The Harvard Reference Standard should be used for all submission s. Students should familiarise themselves with the Harvard Referencing Standard Guide Figures & Tables: All figures and tables should be numbered, bear a clear description, and note any source(s) used in their creation. Presentation and Submission of Assignment: 1. Assignments should be typed using 11-point font (Arial or Calibri), with 1½ line spacing and a 4 cm margin on the right-hand side of the page. The page size is to be set to UK A4. All pages must be numbered. Essay to be submitted in MS Word format. 2. Essays must be submitted via MyAberdeen by 23:59 pm on 31 st October submission date. Any student who experiences any difficulty with their submission must email the Student Hub immediately: studenthub@afg-aberdeen.edu.qa IMPORTANT: STUDENTS ARE REQUIRED TO RETAIN AN ELECTRONIC COPY OF THE ASSIGNMENT Page 1 of 5 Task Statement Students are to write a 2000 word, research-and-analysis essay (+/-10%) specifically addressing the question below. ➢ All components of the question must be ➢ Students may consult with each other addressed. The essay must be written in but must write separately. ➢ Plagiarism is a serious offence – 90% of narrative form, using fully-formed sentences. all words submitted MUST be the ➢ Use of bullet points should be kept to a student’s own words. ➢ Extracts of 20 words or more should minimum. ➢ Grammar, punctuation, spelling, and NOT be included in the total word syntax are all assessable elements. count. Assignment Purpose Statement 1. The purpose of this assessment is to motivate students to research sources of literature to support discussion/ arguments within their essay. 2. The purpose of this question is to provide students with the opportunity to apply theoretical frameworks to the study and practice of Human Resource Management in contemporary business issues using case studies. 3. The purpose of this question is to also provide students with the opportunity identify and analyse information, consider theory and practice of HRM and use it to create an answer that demonstrates understanding of the topic. Assignment Question / Assessment Topic • Critically discuss three key levels of strategy in organisations from an HRM perspective. Use examples if possible to support your answer. Students should initially provide an overview of the three key levels of strategy in organisations with a particular focus on HRM. The student must then engage with both theoretical and practice-based arguments to demonstrate familiarisation with the topic and provide a critical analysis. Students should also acknowledge the importance of these three key levels of strategy for HRM, in particular, how these levels work in synchronization to help HRM reach its strategic objectives should be demonstrated in the answer. In doing so, students could engage with various theoretical literature that provide a historical-chronological development of HRM like focusing on HRM, past, present and future which is a good starting point to shape the answer. Also, a well-developed answer consists of practical illustration where different practical cases could be drawn either from teaching material Page 2 of 5 provided in the lectures and/or tutorials, or any other relevant academic material that helps to ensure that the criteria mentioned have been fulfilled. Specifications and Requirements ➢ All submissions must bear a completed Submission Cover Sheet (see Appendix 1). ➢ Students are requested to use only their student number as the submission title when submitting their essay to MyAberdeen. ➢ Note: Late submissions will be penalised per the University‘s Regulations. ➢ Submissions will be assessed on the basis of: Structure: Students are reminded that essays should have a beginning, a middle , and an end. Moreover, each paragraph should contain one point which is reasoned thoroughly and explained well. Paragraphs should be linked appropriately to form a consistent narrative throughout. Content: students must demonstrate: [i] knowledge of the subject area in question; [ii] the ability to search out additional (relevant) material to that given in the lecture s; [iii] the ability to collate material into logical and coherent lines of reasoning in a critical and analytical fashion; and [iv] the ability to inform the reader whilst answering the question. Presentation: All essays must be typed. All Figures, Charts and Diagrams must be labelled and referred to in the text. See Appendices 1 & 2 for further details. Again, all submission MUST be written in the student’s own words – unreferenced ‘cut and paste’ of material found on the internet, or in journals or books, is plagiarism and will be penalised according to the University’s policy. All submissions must accurately acknowledge the contributions of others (i.e. they must properly reference quotes, ideas, diagrams, etc.). A full Reference List (listed alphabetically), including websites accessed, must be provided on the final page using the Harvard Referencing style. Other Presentation Tips ➢ ➢ Colour is unnecessary and will not contribute to the mark awarded. Avoid excessive use of borders and diagrams/clipart, except where such inserts would positively contribute to the content of the work submitted. ➢ The quality of the overall submission should be commensurate with the expected level of professionalism. ➢ The use of headings is essential for Reports and Briefing Notes. Page 3 of 5 Appendix 1 Assessment Criteria Assessment criteria Comments [Written comments will be provided] Organisation and presentation The structure of the essay/report is clear and logically organised, with appropriate use of sub-headings and paragraphs. The essay/report sticks to the key focus of the question. A coherent and connected line of argument is developed. The essay/report is written in concise plain English with attention given to grammar and spelling. Appropriate references are given and cited correctly a full bibliography is included. Knowledge – theories, concepts, application The major issues and arguments are addressed. Theories, concepts and data are relevant and selected to support and illustrate the arguments. Use and application of theories, concepts and data are correct and support the interpretation being made. Sufficient and relevant references are consulted. Evidence of critical thought The essay/report offers a comprehensive and critical evaluation of the results. The essay/report discusses the limitations of the theory in the context of the policies analysed and the wider literature. Action points Ways in which the research, writing and presentation of the essay/report could have been improved If you require further feedback or clarification you are welcome to contact your tutor and arrange an appointment to meet with them. Page 4 of 5 Appendix 2 Page 5 of 5 QB2006 INTRODUCTION TO HRM CASE STUDY: MOTHER LONDON BACKGROUND • Mother London is a creative organisation employing around 280 people and part of Mother Holdings, which has 20 companies with around 700 people including freelancers. Established in 1996, Mother works with around 40 clients, including a number of highprofile brands. • Mother’s main outputs are producing commercials for television, and cinema as well experience events and some online output. • It has also developed creative ideas in addition to traditional advertising including an award winning feature film, graphic novels and various ‘house projects’ such as the ‘uncarriable carrier bags’ CORE PRINCIPLES • Quality of creative output- the quality of the creative output is at the heart of everything that Mother produces. • Holy Trinity of values- produce high quality creative output; Have fun; Make money. • Ways of organizing- their strategists and their producers have direct contact with clients. • Joint ownership of creativity- Mother promotes joint ownership of creative output. Rewards and recognition are attributed to Mother collectively rather than to individuals. BRAND TEAMS • The brand teams are at the heart of the creative process and are responsible for running campaigns and managing relationships with clients. • These teams are dedicated to a particular client, brand or campaign and are typically composed of ➢ Creatives – these include copywriters, art directors and Creative Directors; ➢ Strategists – who are responsible for the development of strategy; ➢ ‘Mothers’ – who coordinate the team activities; ➢ ‘Nannies’ – who manage the relationships and logistics of the team. FORMS OF CAPITAL • Human capital- ‘talent-or people-centric approach’. They tend to employ staff who have gained some experience elsewhere and are attracted to work at Mother because of the people who already work there. • Social capital- the core principles and especially the ‘Holy Trinity’ of values mean that the culture of the organisation plays a key part in Mother’s success. Fit to organizational culture. • Organisational capital- the organisation structure itself is relatively flat with only three levels, but more importantly there is a high level of interaction between the partners and more junior staff. Staff is rotated between their allocated spaces every eight weeks to allow a wide range of relationships to be formed and contribute to the development of social capital. PEOPLE MANAGEMENT PRACTICES • Resourcing- although some use is made of agencies, most newcomers are recruited through the extensive personal networks of senior staff. A cultural fit is also extremely important and considered when hiring. • Training and development- although a budget is set aside for formal training for each employee there are no formal, routine training programmes. Junior staff work alongside much more senior staff. Great care is taken to identify the training and development needs of individual staff. • Performance management and rewards- There is an annual system for appraising performance to be carried out by the line managers. ASSIGNMENT QUESTION • Critically discuss three key levels of strategy in organisations from an HRM perspective. Use examples if possible to support your answer. • Students should initially provide an overview of the three key levels of strategy in organisations with a particular focus on HRM. • Students should also acknowledge the importance of these three key levels of strategy for HRM in particular, how these levels work in synchronization to help HRM reach its strategic objectives should be demonstrated in the answer. • Also, a well-developed answer consists of practical illustration where different practical cases could be drawn either from teaching material provided in the lectures and/or tutorials, SPECIFIC HR STRATEGIES • Talent management – how the organization intends to ‘win the war for talent’. • Continuous improvement – providing for focused and continuous incremental innovation sustained over a period of time. • Knowledge management – creating, acquiring, capturing, sharing and using knowledge to enhance learning and performance. • Resourcing – attracting and retaining high quality people. • Learning and developing – providing an environment in which employees are encouraged to learn and develop. • Reward – defining what the organization wants to do in the longer term to develop and implement reward policies, practices and processes that will further the achievement of its business goals and meet the needs of its stakeholders. • Employee relations – defining the intentions of the organization about what needs to be done and what needs to be changed in the ways in which the organization manages its relationships with employees and their trade unions.
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Strategic Human Resource Management 1

STRATEGIC HUMAN RESOURCE MANAGEMENT
Student Number

Strategic Human Resource Management 2
Strategic Human Resource Management
Today, many organizations are turning their attention to human resources as an asset
rather than liabilities that can provide a competitive edge for the company in the marketplace. It
is becoming increasingly important to manage all human resources. However, a human
resource management team that lacks strategic integration eventually lacks a competitive edge,
making it hard to survive. In the end, companies end up losing their power and relevance. The
essay will highlight the three levels of strategy. These levels include the corporate level, the
business level, and the functional level strategy (Brewster 2017, p.22). Notably, the importance
of the three levels of strategy for Human Resource Management (HRM) will be discussed
further. The paper will further analyze how the three strategies work together to help Human
Resource Management reach its objectives.
Overview of the Levels of Strategy
The first strategy in an organization is the corporate level. At this level, the scope of the
business areas will be defined. This means the areas in which the resources will be deployed
and who exactly will go to those areas. As Brewster (2017, p.25) discussed, this level involves
formulating the right strategy that will involve managing diverse businesses. It also involves
trying to formulate synergies that help a company realize a huge financial advantage. The top
managers in an organization are tasked with realizing the responsibility of the corporate
strategy. In the corporate strategy, the goals of the business are looked into. These can be, for
example, automobiles, steel, and maybe the telecom industry. At the corporate level, the
managers decide whether the company should indulge in the business or withdraw based on
what the owners of the business are going to decide.
The business-level strategy is made for specific business units. This strategy involves
looking at and understanding the competitiveness of a certain business unit. In the business

Strategic Human Resource Management 3
level strategy, all strategies are generic, which means that the business analyzes the leadership
cost, the focus, and the differentiation in conjunction with their human resource management
team. Brewster (2017, pg.28) also highlights that the figureheads often decide the businesslevel strategies in the strategic business units. For example, in a financial institution, the team
member would opt to invest money in a certain area depending on the industry they will invest
in. The business-level strategy links the human resource management needs heavily to the
corporate level.
The final strategy is the functional level strategy. This level highlights the various
departments within a company. It highlig...


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