Guidelines/Help file Unit 3 HRM

LO1 Explain the impact of the role of HRM in creating sustainable organisational performance and
contributing to business success

P1 Explain the main areas of HRM in their contribution to creating sustainable performance.

Company into-

Size and scope

Products and services

Definitions of HRM.

Areas of HRM-

1. Resourcing- workforce planning/Recruitment &22 selection

2. Employee relations
3. Organizational development and design
4. Learning and development.

Define and explain sustainable performance in HRM?

How each of the above area of HR contributes to the sustainable performance?

**Explain in general then refer to the company selected and elaborate how each area of HRM in your
selected company contributes to the sustainable performance in your company?**

Compare these areas of HRM and elaborate which are contributing the max/min to the sustainable
organisational performance?

Explain Generic HR competencies, e.g., design of people strategies, creating people management
policies, employee engagement, supporting organizational change. After general definitions/explanation
write how they are being demonstrated in your selected organization.

Explain Typical roles in HR and their responsibilities, e.g. HR advisor, HR officer, people data

analyst, HR assistant, employee relations officer.

How these roles are using generic HR competencies in different areas of HRM and creating sustainable
performance -Such as how employee relations officer is using HR competencies to enhance employee
relations? Like this link and elaborate all the roles, competencies and areas of HRM in creating
sustainable performance?

**Each concept will be explained in general first then it will be explained with reference to the selected
company**
P2 Review the effects of the changing nature of organizations on human resources skills and
knowledge

You need to pick at least 2 organisations that have faced any change in the past or still managing that
change. The change can be any implementation of technology, and upgraded production unit
installation or any digitize operations. After writing about how the nature of work has changed due to
it, then write how it has effected the human resource skills and knowledge.

Elaborate and link the effect of organisational change with the below listed Skills.

Specific skills, e.g. communication skills across all levels of the organisation, adaptability to changing
work priorities and patterns, displaying tenacity and being proactive, keeping ahead of trends and
changing legal and policy requirements.

Compare the effectiveness of this change by highlighting the pre-change and post-change operations.

Like this, you need to review 2 organizations, one can be the same organization on which you are
working since the start and other can be any large organization of your choice.

Changing nature of organisation - https://www.wbdg.org/resources/changing-nature-organizations-

work-and-workplace

Read the details from the above link, later elaborate how these changing nature of organizations
impacts human resource skills.

Staffing. Organizational change can create the need for the HR department to focus on
staffing issues. Organizations undergoing rapid growth may need to add more employees, so
HR may have to focus on expanding its recruiting base or structure compensation programs to
attract more talented workers.

Just as technology and communication have evolved, so too should the ways in which
human resource professionals approach how their employees work. ... The trends
include technological advancement, outsourcing, changing worker attitudes and values,
demographics and diversity, and globalization

Hard and soft models of HRM.

Organisational performance:

The impact of HRM on organisational performance, e.g. effective recruitment and selection to meet
specific knowledge and skills requirements, growing internal talent through training and development
and focusing on longer-term resource issues.

Performance management systems to support high-performance working.

Methods to measure organisational and individual performance.

 LO2 Assess the contribution of HRM in recruiting and retaining talent and skills to achieve business
objectives.

P3 Review relevant HRM practices in relation to recruitment and retention of employees for the
achievement of business objectives.

You will be reviewing internal HRM practices and processes, with a focus on recruitment and selection,
and external influences on HRM practices, in order to determine HR solutions for strengthening the
organisation’s talent management strategy.

Continue working on the same manufacturing company that you have selected earlier.

Research the following HRM practices of your selected company

1. Resourcing the organisation:

How your company do workforce planning?
How your company apply data analytics.
Skills audit and Gap analysis methods used by your company
Latest Workforce trends adopted by your company such as flexible working arrangements,
remote working, virtual meetings and social distancing measures.
How your company address diversity and inclusion. ( article shared)

2. Recruitment and selection:

Explain different models of recruitment and selection in general first then write what models
your company Is using.
Explain in general Sources of recruitment, e.g. internal vs. external then write what your
company is using.
Your company HR Stages in recruitment

Explain different types of selection methods in general then write which method your company
is using? Detailed selection process of your company.
How your company HR Achieve cultural diversity in recruitment.

3. Retention:
What are the retention strategies used by your company ?
Factors influencing your company Retention strategies? (article shared)
How your company HR ensures that right talent is selected?
Performance management methods of your company HR.
Your company HR Onboarding and induction methods/process,
What Role your company line managers play in employee engagement and performance
management. How your company HR manage attrition, restructuring and redeployment,
redundancy of employees.
 How your company HR deals with employee disciplinaries and misconduct cases that end in
dismissal.

M3 Evaluate the use of HRM practices in recruitment and retention in

relation to the importance of the labour market.
Evaluate all the above HRM practices of your selected company by highlighting pros and cons of
each practice. In your evaluation consider how well your company HR is dealing with diversity in
employee pool. How well your company HR practices is catering the labour skills shortage
issue? refer to real life examples and scenarios from your selected company.

Lo 3 Guidelines/Help file Unit 3 HRM

LO3 Examine how external and internal factors can influence HRM decision
making in relation to organisational development.
P4 Investigate the external and internal factors that affect HRM decision making
to support organisational development.
M4 Discuss the key external and internal factors that affect HRM decision
making, using relevant organisational examples to illustrate how they support
organisational development.
D2 Evaluate key factors affecting HRM decision making to make valid
recommendations.

EXTERNAL FACTORS- for each of the following, explain the real life factor and
elaborate its impact on HRM decision making and organisation development.

POLITICAL- FOR EXAMPLE POLITICAL SCENERIO IN UAE, ITS IMPACT ON HRM DECISION MAKING

AND ORGANISATION DEVELOPMENT. You need to consider how the tax system, the trade
agreements, the labor laws, and the political stability affect your HR policies. You also need to
be aware of the potential changes and uncertainties that may arise from elections, conflicts, or
reforms. Political factors can have a direct or indirect impact on the HR functions, such as
recruitment, compensation, training, and performance management.

ECONOMIC- GDP RATE/ INFLATION RATE/ FDI/ ECONOMIC CURVE AT THE MOMENT- PICK ANY
1 OR 2 OF THESE EXAMPLES, REFER TO REAL LIFE EXISTING ECONMIC SITUATION AND
ELABORATE ITS IMPACT ON HRM DECISION MAKING OF YOUR ORGANISATION AND ITS
DEVELOPMENT. You need to consider how the inflation, the interest rates, the exchange rates,
the unemployment, and the GDP affect your clients' HR policies. You also need to monitor the
changes and opportunities that may emerge from the business cycle, the industry growth, the
innovation, and the globalization. Economic factors can affect the HR strategies, such as talent
acquisition, retention, development, and reward.

SOCIAL- For example, you need to consider how the age, gender, ethnicity, education, and
income affect HR policies. You also need to adapt to the changes and challenges that may result
from the diversity, the inclusion, and the social media. Social factors can influence the HR
practices, such as employee engagement, communication, collaboration, and well-being.

TECHNOLOGICAL- For example, you need to consider how the artificial intelligence, the cloud
computing, the big data, and the cybersecurity affect the HR policies. You also need to leverage
the changes and benefits that may come from the automation, the innovation, and the digital
transformation. Technological factors can enhance the HR capabilities, such as data analytics,
talent management, learning and development, and employee experience.

LEGAL- you need to consider how the employment law, the health and safety law, the data
protection law, and the intellectual property law affect your HR policies. You also need to
comply with the changes and requirements that may arise from the litigation, the arbitration, or
the enforcement. Legal factors can protect the HR interests, such as risk management,
compliance, ethics, and governance.

ENVIRONMENTAL- For example, you need to consider how the climate change, the pollution,
the resource depletion, and the biodiversity affect the HR policies. You also need to contribute
to the changes and initiatives that may stem from the green economy, the circular economy, or
the social economy. Environmental factors can shape the HR values, such as corporate social
responsibility, environmental management, and stakeholder engagement.
The skills gaps and labour force trends – Elaborate the existing skills gaps and labour force trends in
UAE. Write its impact on HRM decision making and organizational development. These gaps have a
significant impact on all of us in human resources, affecting many areas: the pool of qualified applicants
we can provide to hiring managers, the amount of development we need to do internally to ensure that
our employees are qualified to do their jobs, the pipeline of available talent for certain roles and
potential successors, our ability to retain talent and the amount we have to pay to attract top talent.

Impact of globalization on HR policies for equality, diversity and raising cultural awareness and
sensitivity within the workplace – you need to be specific in writing the impact on your selected
organization’s HRM decisions and its development. Research, write and elaboare how globalization has
affected your org HRM decisions, provide relevant case examples from your company.

This requires HR professionals to have a deep understanding of cultural differences and the ability to
adapt HR practices to meet the needs of a diverse workforce.

As companies expand into new markets and face new challenges, HR professionals must be strategic
thinkers who can help organizations navigate the complexities of a global business environment. They
need to develop and implement HR policies and practices that are consistent with the company's global
operations, as well as managing cross-cultural communication and conflict resolution.

In addition to increasing diversity and changing the role of HRM, globalization has also led to the
standardization of HR practices. As companies expand globally, they often adopt HR practices that are
consistent with their operations in other countries. This can include standardizing compensation and
benefits packages, as well as implementing global performance management and training and
development systems.

Impact of legal and regulatory frameworks-

Government regulations and labor laws significantly impact Human Resource Management (HRM) in the
UAE. These laws dictate various aspects of employment, from recruitment to termination, and ensure
protection against unfair labor practices. This includes understanding visa regulations, end-of-service
benefits, wage protection systems, and dispute resolution mechanisms.

Provide specific examples from your organization where company has implemented / amended certain
HR policies due to the legal and regulatory framework. Write how it contributes to organization
development.

INTERNAL FACTORS
Impact and influence of leadership styles on organizational transformation, culture and
employee experience – See the lecture notes ppt – discuss the leadership style and for each provide
example of organization using that leadership style and how that leadership style influence HRM
decision making, or development , culture and employee experience. Out of all these, which leadership
style is used in your selected organization, and how it is impacting its HR decision making and
development.

Impact of digital learning – learning and development process in your organization, its impact on HRM
decision making and development

The relationship between organisational culture and strategic planning and development

Impact of motivation upon performance.

Organisational Development-You need to consider Organisational development in all the above

points for both external and internal factors. The changing work environment, e.g. need for flexible
organisations and employees with adaptable skill

Digital transformation of HR functions, e.g. reporting dashboards and predictive models for advanced
people analytics, Artificial Intelligence (AI) for talent acquisition, cloud capabilities for measuring team
performance and calibration decision making.