Human Resource Management (HRM) - Assignment Guideline The guided word count for both parts of the...

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Human Resource Management (HRM) - Assignment Guideline The guided word count for both parts of the Assignment (Part A and Part B) is XXXXXXXXXX) +/- 10% Assignment Part A- Google, BBC & MAC DONALD’S...

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Human Resource Management (HRM) - Assignment Guideline

The guided word count for both parts of the Assignment (Part A and Part B) is XXXXXXXXXX) +/- 10%

Assignment Part A- Google, BBC & MAC DONALD’S

The case study for Part A report should be addressed to the HR Director in the following format

To, Date:

Mr Owen Smith,

HR Director,

Google,

RE: Review and assessment of the effectiveness of the main HRM functions within Google

Dear Mr Owen,

Kindly find the case study report attached which reviews and assesses the effectiveness of the main HRM functions within Google.

From: Your name

HR Consultant

Google

Table of Contents

List out the contents of the report and the page numbers

Introduction

Here you provide the following:

· A brief company overview for Google

· A brief section outlining how important effective HRM is for Google

· Introduce all sections/tasks of the report

Task 1a) Assessment of the purpose and functions of HRM applicable to workforce planning and resourcing the organization

· Define HRM

· General purpose of HRM

· Identify the main functions of HRM

You MUST explain the purpose and functions of HRM in relation to Workforce planning and Recruitment and Selection

Workforce Planning

· Define Workforce planning

· Briefly explain the purpose or rationale of workforce planning for Google

-Provides a basis for a systematic approach to assessing the number and type of people needed

-Provides a basis for the preparation of recruitment, retention, and management succession and talent management plans etc.

· Briefly explain the functions/activities of the systematic Workforce planning model for Google such as:

- Business Plan

- Action Plan

- Scenario Planning

- Demand Forecasting

- Supply Forecasting, Implementation, monitoring and evaluation etc.

Recruitment and Selection

· Define Recruitment and Selection

· Briefly explain the purpose of Recruitment and Selection (R&S) for Google

-To bring in talent and enhance productivity

-To reduce the need for retraining etc.

· Briefly explain the functions of the stages of Recruitment and Selection for Google

-Defining requirements: HR plans, Job analysis, Job description, Person specification, - Attracting applicants: job advertisements

- Sifting applications: CV screening

- Selections methods: Interviews, Tests etc.

- Reference and background check: Previous employers, Legal working rights etc.

-Job Offer: Offer letter, Employment contract etc.

-Follow up: On the selected employee’s progress and also review effectiveness of the R&S process

FOR M1- You MUST ASSESS how the above two functions of HRM(Work force Planning and R&S) can provide talent and skills appropriate to fulfil Google’s business objectives

Task 1 b)–Critical evaluation of the strengths and weaknesses of different approaches to recruitment and selection adopted by Google

Approaches to Recruitment adopted by Google

· Briefly explain types of recruitment – Internal and External

· Briefly explain advantages and limitations of each type of recruitment for Google

You MUST explain the strengths (advantages) and weaknesses (limitations) of at least2different approaches to recruitment adopted by Google for example: Online recruitment, Advertising, Recruitment agencies etc.

PS: Bullets points are not allowed

Approaches to Selection adopted by Google

· Briefly explain the different types of selection methods adopted by Google

You MUST explain the strengths and weaknesses of at least2different approaches to selection adopted by Google for example: Interviews, Selection tests, Assessment centers etc.

PS: Bullets points are not allowed

For M2- You MUST evaluate the strengths (advantages) and weaknesses (limitations) of different approaches to recruitment and selection adopted by Google

For example, an evaluation must explain the strengths and weaknesses and in addition to that you must provide your own conclusion in relation to the impact that these approaches to recruitment and selection have on Google

For D1- You MUST CRITICALLY evaluate the strengths and weaknesses of different approaches to recruitment and selection adopted by Google, supported by specific examples

NOTE: For PASS: You explain, for MERIT: You evaluate and for DISTINCTION: You critically evaluate.

Task 2 Critically evaluation of the benefits and the effectiveness of different HRM practices within BBC in terms of enhancing organizational profit, productivity and employee motivation

· Provide a brief overview of the different HRM practices within BBC

You MUST explain the benefits and evaluate the effectiveness of at least 2 different HRM practices within BBC from the following:

Training and Development

· Define Training and Development

· You MUST explain benefits of Training and Development for BBC and its employees

· Provide an example of a specific training and development at BBC such as Team leadership training and then you MUST evaluate the effectiveness of that training and development using Kirk Patrick’s model. The evaluation must have the benefits and the limitations of the training, in addition to your own conclusion of the impact that this particular training has on BBC in terms of enhancing organizational profit, productivity and employee motivation

Reward Management

· Define Reward Management

· You MUST explain the benefits of rewards in BBC both for the company and its employees

Provide examples of at least 2 types of Rewards in BBC and you MUST evaluate the effectiveness of these rewards in terms of the benefits and limitations of these reward strategies in terms of enhancing organizational profit, productivity and employee motivation. You MUST use at least one Motivation theory to do so such as Abraham Maslow’s motivation theory

Performance Management

· Define Performance Management

· You MUST explain benefits of Performance Management for BBC and its employees

· Provide an example of the Performance Management process at BBC and then you MUST evaluate the effectiveness of the process (for example 360 degree appraisals) to highlight the benefits and limitations of this process in terms of enhancing organizational profit, productivity and employee motivation

Flexible working practices

· Briefly explain Atkinson’s model of the ‘Flexible firm’

· You MUST explain benefits of Flexible working practices for BBC and its employees

· Provide at least 2 examples of flexible working practices at BBC such as compressed working week, work-from-home etc. and then you MUST evaluate the effectiveness of these in terms the benefits and limitations of these practices in relation to enhancing organizational profit, productivity and employee motivation

For M3- You MUST explore the different methods used in HRM practices, providing specific examples to support evaluation within BBC. For example, you must provide different examples of training and development, reward management; flexible working practices etc. and explore the benefits and limitations of these in terms of enhancing organisational profit, productivity and employee motivation

For D2- You MUST critically evaluate HRM practices and application within BBC, using a range of specific examples

Task 3 Critical evaluation of the importance of employee relations and identification of key aspects of employee legislations and the impact that these have in respect to influencing HRM decision-making within Mc Donald’s

Employee Relations

· Define Employee Relations

You MUST analyze the importance of Employee Relations in respect to influencing HRM decision-making within Mc Donald’s

· Provide a brief analysis of the importance/ objectives of Employee Relations within Mac Donald’s

· Explain Employee relation climate and it’s positive effectiveness within Mac Donald’s

· Provide a brief analysis of the Employment relations strategies within Mac Donald’s in relation to influencing HRM decision-making within MacDonald’s.

· You must analyze at least 2 of the areas such as (1) Employee participation and Employee Involvement, (2) Representative participation& Trade union, (3) Psychological Contract &Employment relationship.

UK Employment Legislations

You MUST

· Identify at least 2key UK Employment legislations such as Equality Act 2010, Health and Safety at Work Act 1974 (HSWA), Data Protection Act 1998 (DPA) etc.

· Identify their importance and impact that these UK employment legislations have upon HRM decision-making within Mac Donald’s

For M4- You MUST Evaluate the key aspects of employee relations management and employment legislation that affect HRM decision-making within Mac Donald’s. For example, your evaluation should have look into the benefits and limitations of the key aspects of employee relations management and employment legislation and how these affect the HRM decision making within Mac Donald’s

For D3- You MUST critically evaluate employee relations and the application of HRM practices within Mac Donald’s and Face book that inform and influence decision-making

Conclusion

Provide a brief conclusion to all tasks/sections of the report

Reference List

Please note that you are required to provide adequate academic and reliable in-text references and a reference list adhering to the Harvard referencing style

Assignment Part B- Facebook

This report should be addressed to the HR Director in the following format

To, Date:

Ms Susan Robertson,

HR Director,

Face book,

RE: Recruitment and Selection of HR administrator

Dear Ms Susan,

Kindly find the report attached with the relevant documents prepared and used to recruit and select for the position of a HR administrator.

From: Your name

HR Manager

Face book

Table of Contents

List out the contents of the report and the page numbers

Introduction

Here you need to provide the following:

· A brief company overview for Facebook

· A brief section outlining how important effective Recruitment and Selection process is for Facebook

· Introduce all sub-sections/sub-tasks of the report

Task 5 Illustratethe application of Recruitment and Selection practices by preparing the following documentations as part of an individual portfolio:

You MUST prepare the following documents for the role play activity

· Job description for the position of HR administrator for Facebook

· Person specification for the position of HR administrator for Facebook

· Job advert suitable for different media for this position

· Interview script XXXXXXXXXXquestions)

You need to follow the role play activity instructions given below to prepare for the group selection role play class activity

Further instructions for the task:

You are required to work in a small team (3-5 members) and prepare the following documentations to take part in a selection role play interview whereby you need to interview two candidates from an opposite team for the position of a HR administrator for Facebook. The selection role play activity should be between 5-10 minutes. Based on the role play activity you MUST also prepare the following documents:

· Selection criteria indicating the scores of both the candidates interviewed

· Job offer letter to the selected candidate

For M5 –You MUST Provide a rationale for the application of specific HRM practices in recruiting and selecting a specific candidate for Facebook

Conclusion

Provide a brief conclusion to all tasks/sections of the report

Reference List

Please note that you are required to provide adequate academic and reliable in-text references and a reference list adhering to the Harvard referencing style

Answered Same Day Oct 22, 2020

Soumi · Accepted Answer

HUMAN RESOURCE MANAGEMENT
(ASSIGNMENT PARTS A & B)
Assignment Part A- Google, BBC & MCDONALDS
To, Date: 
Mr. Owen Smith, 
HR Director, 
Google, 
RE: Review and assessment of the effectiveness of the main HRM functions within Google 
Dear Mr. Owen, 
Kindly find the case study report attached which reviews and assesses the effectiveness of the main HRM functions within Google. 
From: Your name 
HR Consultant 
Google 
Table of Contents
Introduction	5
Task 1a)	5
HRM	5
Functions and Purpose of HRM in context of Workforce Planning, Recruitment and Selection	5
Workforce Planning	5
Rationale for Systematic Workplace Planning Model for Google	6
Recruitment and Selection	6
Functions of the Stages of Recruitment and Selection for Google	6
Task 1b)	7
Approaches to Recruitment adopted by Google	7
Approaches to Selection adopted by Google	7
Task 2	8
Training and Development	8
Evaluating the Effectiveness of BBC’s Training and Development using Kirk Patrick’s Model	9
Reward Management	9
Evaluating the Effectiveness of BBC’s Reward Management System using Equity Theory	9
Performance Management	10
Task 3	10
Employee Relations	10
UK Employment Legislations	10
Conclusion	11
Reference List	12
Introduction
Google is a well-known American multinational firm, which specialises in internet-based products and services expanding into advertising, search engine, software, cloud storage and hardware. Google’s human resource management activities revolve around the company’s vision, goals, and aims hiring and retailing only the best. The positioned attained by the company owes to the large pool of immensely talented and motivated employees. The report begins with critical analysis of the human resource practices including workforce planning, recruitment and selection employed by Google, followed by Training, development, reward and performance management practices in BBC. Lastly, the report concludes by discussing the importance of employee relations and their importance in the decision making in McDonalds. 
Task 1a)
HRM
Human Resource Management (HRM) can be simply defined as the set of activities undertaken to manage the workforce so they turn up as a competitive advantage for the firm. As mentioned by Jones and Jones (2013), the primary of human resource management is to increase the productivity and efficiency of the organisation by effectively managing the employee effectiveness. The main functions in this domain are planning, directing, organising, controlling, recruitment, selection, training, job design, appraisal, employee benefits and policies among others. Workforce planning typically involves aligning the needs of the organisation with its workforce to attain mutual goals, which is followed by recruitment and selection processes, which ensures that the right pool of employees is available to attain specific objectives and goals.
Functions and Purpose of HRM in context of Workforce Planning, Recruitment and Selection
Workforce Planning
Workforce planning refers to a systematic procedure to align the business objectives with the right mix of people, possessing the right skillset and available at the right time for risk mitigation. As mentioned by De Bruecker et al. (2015), between the two types, strategic planning attains a long-term view with respect to critical business positions, whereas operational planning deals with the short-term human resource needs of the firm. Workforce planning in Google is imperative in many aspects such as problem prevention and solving when it comes to employee related issues, forecasting the employee demand in various functions and reviewing the company’s performing by effectively assessing the key performance areas. Google implements a strategic workforce-planning model to assess the gaps in workforce by assigning resources to specific functions such as policies, benefits and culture, which are imperative for retaining and recruiting employees. As stated by Edelman and Eisenmann (2010), these resources are in turn increases or decreased to achieve specific goals, which in turn decide the preparation of recruitment, retention, and management succession and talent management plans.
Rationale for Systematic Workplace Planning Model for Google
Google’s business plan in terms of workforce planning includes implementing technological models to assess any needs and potential gaps in the organisational structure and eliminating them through the most appropriate method of recruitment and selection as per the domain, function and leadership level. As noted by Chambers and Humble (2017), the action plan for this includes planning for the topmost positions on priority basis. This is followed by planning in tandem with the leaders to assess requirements for the first level managers. This in turn is followed by working with the category managers to devise workforce-planning methods to get the best talent and groom them for future positions. For demand forecasting, Google uses trend analysis, which predicts potential human resource demand, based on the business conditions and future disruptions, based on a quantitative framework. Scenario analysis is also implemented in a qualitative manner, which predicts human resource demand under different set of variables.
Recruitment and Selection
As stated by Coller et al. (2018), recruitment is a process, by which companies identify their human resource requirements, which are in turn fulfilled by an appropriate selection procedure for the company. Google being a company with highly diversified businesses and functional areas with its operation in the ever-disruptive technological space needs a well-crafted recruitment and selection procedure for its human resource needs.
Functions of the Stages of Recruitment and Selection for Google
This is necessary for serving the dual purpose of getting on board the best in class and retaining them for future endeavours. The different stages in the recruitment and selection process of Google include recruiter screen, which checks the resume for desired skills, phone screen where more specifically the skillset is gauged, onsite interview with 4-5 people, interview feedback, which also includes a model based search for the desired skills, followed by interviews with the hiring committee, compensation committee, final executive review and the offer.
Task 1b)
Approaches to Recruitment adopted by Google
Internal enrolment is the point, at which the business hopes to fill the opportunity from inside its current workforce, whereas as mentioned by Taylor (2014), external enrolment is the point, at which the business hopes to fill the opening from any appropriate candidate outside the business. What isolates the Google recruitment process from the run of the mill and the standard enlistment philosophies that different organisations utilise is its capacity precisely to distinguish the best contender for the position utilising a more information based and logical way to deal with the enlistment procedure.
Additionally, it has fundamentally diminished the dependability of interviews, which for most organisations, fills in as the last marker of how well an employee will perform at work. Moreover, the algorithmic model that is a typical plan of action that the organisation utilises was successfully used to evaluate whether potential competitors can undoubtedly perform given the pre-set performance standards of Google (Edelman and Eisenmann, 2010). Although it is believed that this algorithmic approach does not capture all aspects of, an employee skillset required for a job profile and thus not full proof method of recruitment.
Approaches to Selection adopted by Google
Google utilises a blend of inner and outside recruitment sources to keep up the supply of its employee base. The organisation utilises advancements, exchanges, and students/understudies as the primary internal recruitment processes for HR needs. Then again, as supported by Kosinski et al. (2015), the external enlistment sources at Google incorporate instructive organisations and respondents to work advertisements. The greater part of these promotions is accessible through the Careers area of Google's site. Through these enlistment sources, the organisation encourages a consistent inundation of qualified employees, while coordinating these workers' abilities with human asset needs. Although these internal and external recruitment approaches are not specified to be applicable within, which verticals, functions or domains and are highly subjective to region, leadership, HR policies and geographies.
There are distinctive procedures utilised for the selection of candidates at Google. The organisation's selection procedure includes individual verifications, initial screening, preliminary work tests, and interviews. As noted by Albrecht et al. (2015), diverse strategies and ventures are utilised for the different positions in the association. For example, on the job tests are largely utilised for positions occupied by trainees and interns. Since Google is known to be a definitive recruitment and hiring company, its interview forms are likewise the most overwhelming encounters a candidate would ever have. For the most part, the meetings start utilising the phone. When the telephone interviews led have been fruitful,

Human Resource Management (HRM) - Assignment Guideline The guided word count for both parts of the Assignment (Part A and Part B) is XXXXXXXXXX) +/- 10% Assignment Part A- Google, BBC & MAC DONALD’S...

· Identify at least 2key UK Employment legislations such as Equality Act 2010, Health and Safety at Work Act 1974 (HSWA), Data Protection Act 1998 (DPA) etc.

· Identify their importance and impact that these UK employment legislations have upon HRM decision-making within Mac Donald’s

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