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Qualification - HND in Business
Unit Name - Human Resources Management
Level - Level 4
Unit Number - Unit 3
Assignment Title - Restructuring HR Department & Applying HR Best Practices in Recruitment and Employee Relations
Learning outcomes 1: Explain the purpose and scope of Human Resource Management in terms of resourcing an organisation with talent and skills appropriate to fulfil business functions.
Learning outcomes 2: Evaluate the effectiveness of the key elements of Human Resource Management in an organisation.
Learning outcomes 3: Analyse internal and external factors that affect Human Resource Management decision-making, including employment legislation
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Business scenario
Organization-wide change is a large-scale transformation that affects the overall structure of the company. This typically tends to entail resizing of any form, restructuring or collaboration basically, a step towards changing the nature of the company. These kinds of transformations, such as moving to a shared services model, integrating with another HR function following a merger or delivering new services to new clients, can be more difficult for HR professionals to manage than other types of organizational changes.
As a newly appointed Human Resource Manager of an organization of your own choice or your own place of work (strongly recommended), you have been tasked with leading on the restructuring of the HR department as part of Organization-wide change.
The Human Resources (HR) department will be restructured based on the findings of a review report, which you have been asked to complete.
Assignment Brief
This report must be submitted as a case study handout covering the following:
1- Profile of the organisation including mission, vision, core values and its business objectives.
2- Explain and Assess the purpose of HRM in the chosen organisation aligned with workforce planning and resourcing it with talent and skills appropriate to fulfil the chosen organisation business objectives.
3- Determine and critically evaluate the new methods of recruitment and selection for workforce planning. What are their key strengths and weaknesses explain by specific examples?
4- Critically evaluate how new HRM restructure can be beneficial in terms of organizational profit and productivity.
5- Critically evaluate the key aspects of employee relations management and employment legislation that affect HRM decision-making organisation.
6- Finding and recommendations that the chosen organisation must work on for restructuring after the change management process.
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Assessment Criteria
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Pass
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Merit
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Distinction
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LO1 Explain the purpose and scope of Human Resource Management in terms of resourcing an organization with talent and skills appropriate to fulfil business objectives
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P1 Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing an organization.
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M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil business objectives
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D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment and selection, supported by specific examples.
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P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
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M2 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection
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LO2 Conduct and analyse research relevant for a business research project
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P3 Conduct primary and secondary research using appropriate methods for a business research project that consider costs, access and ethical issues.
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M2 Discuss merits, limitations and pitfalls of approaches to data collection and analysis.
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D2 Critically evaluate HRM practices and application within an organisational context, using a range of specific examples.
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P4 Apply appropriate analytical tools, analyse research findings and data.
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LO3 Analyse internal and external factors that affect Human Resource Management decision- making, including employment legislation
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P5 Analyse the importance of employee relations in respect to influencing HRM decision-making.
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M3 Evaluate the key aspects of employee relations management and employment legislation that affect HRM decision-making in an organizational context.
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D3 Critically evaluate employee relations and the application of HRM practices that inform and influence decision-making in an organizational context.
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P6 Identify the key elements of employment legislation and the impact it has upon HRM decision-making.
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Learning outcome 4: Apply Human Resource Management practices in a work-related context
Business scenario
FIM Bank is a leading provider of trade finance, factoring and forfaiting solutions, with a global presence in various important financial and trading centres. FIM Bank is a customer-driven provider focused on optimising business performance and supporting business growth by developing tailor-made trade finance solutions that provide exporters with accelerated receivables and importers with extended credit. The Bank is at the forefront of introducing and developing innovative receivable finance techniques in emerging markets.
The FIM Bank Group saw its beginning in 1994, with the establishment of First International Merchant Bank Ltd, which commenced operations in 1995. In June 2001, the shares of First International Merchant Bank were listed on the Malta Stock Exchange, and four years later the Bank changed its name to FIM Bank plc. In 2003, FIM Bank acquired full control of UK registered London Forfaiting Company Ltd, a market leader in forfaiting with an extensive international network spanning five continents. In 2006, the Group was further enhanced through the creation of FIM Business Solutions Ltd, which was launched as a business systems provider and technology consulting firm, while in 2008, FIM Property Investment Ltd was set up to oversee the construction of the Group's head office and provide facilities and property management services.
The year 2013 saw Burgan Bank K.P.S.C. and United Gulf Bank BSC, two highly reputable financial institutions forming part of the Kuwaiti conglomerate KIPCO Group, acquiring an 80 per cent stake in FIM Bank. This development meant that FIM Bank could now take on new business opportunities, benefit from better funding resources and further strengthen the Group's operating performance.
Assignment Brief
While working as a member in the Human Resources (HR) department of FIM Bank, you have been asked with your team member to take part in testing the new recruitment and selection policy
1) Look at this policy
2) You will work in a small team (2 members only- You can do it remotely for not putting yourself under Risk because of Covid 19) to create the process and flow chart of the procedure of this policy
3) Design a job specification for a particular job role "will be given to your group by the instructor" and then you will take part in an interview simulation for this job role.
4) Apply your CV and apply for job advertisement of another group as candidate
5) The aim of your team is to test the recruitment and selection process, and each complete an individual document portfolio to submit. The document portfolio should include:
a) The design of a job specification for one of a number of given positions in the organization.
b) A CV for each student, tailored to apply for one of the positions advertised by another team.
c) Documentation of preparatory notes for interviews, interview notes based on selection criteria and a justified decision of the candidate selected.
d) A job offers to the selected candidate.
e) An evaluation of the process and the rationale for conducting appropriate HR practices.
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Assessment Criteria
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Pass
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Merit
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Distinction
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LO4 Apply Human Resource Management practices in a work- related context
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P7 Illustrate the application of HRM practices in a work- related context, using specific example
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M5 Provide a rationale for the application of specific HRM practices in a work-related context.
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D3 Critically evaluate employee relations and the application of HRM practices that inform and influence decision-making in an organizational context.
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