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MGT2HRM Assessment Task 3 – Individual Assessment Topic The following information is provided as a guide to how you should do Assessment Task 3: Individual Assessment on Policy Design. The aim of this...

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MGT2HRM Assessment Task 3 – Individual Assessment Topic

The following information is provided as a guide to how you should do Assessment Task
3: Individual Assessment on Policy Design.

The aim of this assignment is to develop a HRM policy that can be used in the workplace.
You can choose an organisation in which you are cu
ently working, were previously
employed, or aspire to work.

Develop a HRM policy on ONE of the following topics for your chosen organisation:

o Recruitment and selection

o Performance management

1. Use the following assignment structure:

PART 1 – Policy Analysis

PART 2 – Policy Development

In Part 2, the following structure could be followed.

1. Overview
2. Scope
3. Policy Statement
4. Legislation
5. Process (1 page diagram or flowchart)
6. Accountabilities
7. Evaluation Measures


Appendices (if required)

If you need more information on the structure of your assignment or develop your
writing skills, there are many different resources available to help you. You can use the
LTU services available by searching on the La Trobe website, ask the Li
ary and search
online. Alternatively, you can just ask your workshop leader for advice.

2. What are the expectations?

You need to conduct a
ief policy analysis, which will underpin your policy. You are
expected to research widely to identify examples of relevant policies and journal articles.
You need to use a minimum of ten academic, peer-reviewed journal articles to support
your policy. All reference material must be appropriately cited in the text of your
assignment. If you choose to base your policy on a pre-existing one, you need to identify
and reference this policy.

Follow the style guidelines for the Academy of Management Journal.

Note that Wikipedia and similar websites are NOT acceptable sources for this
assignment. Only scientific studies (reported in academic journal articles), commentaries
y eminent academics or Government Reports should be used.

It is essential that your assignment is written in a neat, professional, and engaging
manner. Convey your ideas clearly and concisely, and use appropriate transitions
etween the different sections of the assignment. Finally, and importantly, please be
sure to check your assignment for spelling, grammar and punctuation before submission.

PART 1 – Policy Analysis (800 words)

As a guide, you may focus on some of the following issues (or other similar issues) in the Policy
Analysis section.

1. Internal & External issues analysis
Internal issues refer to:
 Organisational objectives, business strategic choice, HR needs and HR strategies,
 Organisation culture and its approaches (management values) to managing employees,
 Ethical treatment of employees (i.e. organisational justice),
 Ethical business practices (decision-making),
 Approaches to corporate social responsibility

External issues refer to the contextual factors (external environment) that influence policy.
These contextual factors include:
 Law (industrial relations, anti-discrimination, occupational safety and health, and
 Government policy (employment, education and training, immigration & citizenship,
industrial relations)
 Economic conditions (economic conditions in good times and bad times)
 Societal values & issues (prevailing values and preferences shared by stakeholders
outside the organisation)

2. High priority issues
Among the above-mentioned internal and external issues, identify one or more issues that
need to be addressed in the policy that you are developing.

3. Policy problem
If you choose to review and rewrite an existing HR policy, you need to point out what the
problems are with the existing policy and why changes in the policy are necessary.

PART 2 – Policy Development

Write a policy on your chosen topic.
The following information and sections should be included in your policy.
1. Overview
ief description of the intent and rationale of the policy.
2. Scope
Who are covered in the policy?
Identify to which parties in the organisation or to which particular situations the policy applies.
Are there situations where it might apply generally across the organisation?
3. Policy Statement
This should be a concise and formal statement of the principal objectives of the policy. It should
provide a framework for mandatory principles (management philosophies and principles) to be
incorporated in the related procedures.
4. Legislation
This section should discuss laws and legal obligations that have direct or indirect consequences
on the policy, e.g., EEO, OHS, Discriminatory laws, privacy, etc.
5. Process
Consider the processes (activities) that are included in the policy and undertaken by involved
parties in order to effectively achieve the objectives of the policy.
(For this assignment, you will present the necessary processes in a one-page flowchart or
diagram, NOT in words).
6. Accountabilities
The hierarchical roles and authorities that are involved in the development, approval,
implementation, and engagement of end-users of the policy, for example:
 Development & drafting - HRM manager,
 Approval - CEO in conjunction with board members,
 Implementation - Line managers or concerned line managers,
 End-users - Employees or concerned employees
7. Evaluation Measures
Consider means to monitor and measure the effectiveness of the policy.
A minimum of ten academic, peer-reviewed journal articles.
Appendices (if required)

Human Resource Management
Human Resource Management
Policy Design
What is HR Policy
Policy is a statement that embodies
• the acceptable ways of dealing with
ing situations
• management intentions that affect
management actions,
• workforce perceptions, workforce responses
and organisational outcomes
• organisation’s philosophy (principles) of
people management & its culture
Fazey (2013)
Reasons for HR policies
HR policies
• align business and HR strategies and help with
organisational objectives
• help to protect the organisation from litigation and
averse legal findings as well as other undesirable
workforce outcomes
• define and shape the culture of the organisation
• foster innovation and creativity
• ensure organisation functioning in an ethical way
• underpin the organisation’s corporate social
Fazey (2013)
Contextual factors influencing HR policy
• Law – legal principles & obligations applicable to
employment relationship on employers and employees
• Government Policy – education & training policy,
immigration policy, employment policy, industrial relations
• Economic conditions – favourable conditions affecting the
attraction & retention of employees, employee engagement;
unfavourable conditions resulting in cost control, short term
• Societal values & Issues – good HR policies align with
societal values, e.g., the aging workforce, demand for work-
life balance, etc.
HR policies and HR Strategies
• A HR policy
idges between a HR strategy and
the related HR practice(s)
• A HR policy ensures common understanding of the
meaning and intent of a piece of HR strategy, and
a consistent approach to put the HR strategy into
• A HR policy can underpin several different but
elated HR strategies
• A good HR policy should facilitate compliance of
legal obligations & regulations, ethical and social
standards, i.e., balance all of these considerations
Policy & Culture
• HR policy should reflect the organisational
culture, particularly the culture that values
employees, thus the adopted people
management approach, e.g., Soft HRM or
Hard HRM
• HR policy can also be used to change
organisational culture
• A good HR policy align employee’s dignity
with business strategies
Policy Development
• Policy document design principles:
Brevity – express yourself concisely
Break it into sections – distinct sections
and sub-sections with heading make it
easier to identify relevant information and
aids visual impact
Paragraph numbering – numbering enables
easy reference to specific sections
Visual impact – use of white space
improves appearance and impact
Writing style and language
• Be inclusive – be sure to include everyone in
the organisation that needs to be included
• Use plain English
• Avoid using jargons, obscure or
inappropriate language
• Be explicit
• Be crystal clear in your intention – allow no
scope for differing interpretations
• Be practical and keep the end-user in mind
Template of a HR policy
oPolicy Statement
oOutline of procedures (1-
page diagram or flowchart)
oEvaluation Measures
Answered Same Day Jun 06, 2021 MGT2HRM La Trobe University


Parul answered on Jun 06 2021
128 Votes
Policy Design
Policy Design
Performance Management
1    Introduction    2
2    Background of the Organisation    3
3    Internal Analysis    3
3.1    Contribution of Organisation Culture, Beliefs and Practices    3
4    External Analysis    5
4.1    Law    5
4.2    Government    5
4.3    Government Law on market programs for training    6
5    Policy Problem    6
6    References    11
Assignment 1
Organisation policies, rules and regulations provides a strong framework by virtue of which employees and all other stakeholders associate with norms of Organisation. These policies shapes behaviour of the employees hence it is utmost important that rules, regulations and policies for workforce so made are aligned with the Vision, Mission and Values of an organisation. We live in one of the most competitive markets where disruption takes place every day. With reference to “Nurturing Cultural Diversities A Leadership Challenge”, (Saha.,A. 2007) business is not isolated within few industries rather it cut across many industries with frequent changes fuelled by ideas of generations working together with technology of Digitalization, Internet of Things, Cloud and Automation. Expansion of businesses to serve different customers and market segments to achieve more revenue and contribute more to the bottom line. This scale of the business requires a strong policies and procedures to be developed in order to ensure consistency in actions and emergence of more ideas. One of the driver of creativity and novel ideas comes from different prospective which in turn comes from diverse workforce that work together. Although, workforce policies to enable diverse workforce depends on industry, jurisdiction and law of land yet implementing these procedures support workforce that is more diverse.
Background of the Organisation
I have done an extensive research on one of well know IT firm present worldwide – HCL Enterprise, which is a well-known Indian multinational organisation who has its domain in Information Technology (IT), services and consulting, having its headquarters in Noida, India. Organisation has spread across 42 countries that includes United States, Australia, France and United Kingdom. The strong presence of HCL in all these countries can be discerned with the extensive network of R&D, innovation labs and delivery centres established all across the world. Founded in 1976 and has completed more than four decades of its existence. In these journey of more 43 years organisation has grown manifolds and scaled into a multi-billion dollar organisation dealing with global customers that comes in Fortune 500 and Global 2000 companies. Started with 6 employees today this organisation has more than 137,500 employees working all across the world generating a revenue of $7.8 billion.
Internal Analysis
Contribution of Organisation Culture, Beliefs and Practices
With reference to “Need for Cross- Cultural Management”, (Jha, A. 2009) competitive world like present scenario, diversity and inclusion in the organisation is considered as strategic element of business and the essence to deal with present market needs. Workforce, which is diverse and have an inclusive culture, enables the organisation to become more agile, innovative and driven to meet newer customers and market segments. This is because it believed that employee base which is heterogeneous empowers more flow of ideas and is rich seedbed for innovation. Inclination towards diversity comes from non-availability of meritorious talent, evolving demographics, changing customer needs, globalisation and sustainability. Another initiative that is HCL has taken up which indicates that diversity intersect with opportunity is the support given to mentorship and conversations that is conducted amongst employees and her immediate manager, skip level and even senior leadership. With reference to “Managing cultural diversity and the process of knowledge sharing: A case from HCL”, (Lauring, L. 2009) HCL as an organisation believes incorporating diversity in their workforce and not just stop at just diversity. Organisation makes extra effort to ensure there is inclusion beyond boundaries and papers rather actually in spirits and actions. Workforce policies and processes are framed acknowledging the differences that comes by design, consciously not being trapped in any bias such that it lays a strong foundation that enables to achieve targets, goals,...

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