HRMT20024 T XXXXXXXXXXAssessment 3 guidelines – Essay on Attracting and Retaining staff Due date Week 12, Friday 1 June 2018, 5.00PM Any requests for extension must be submitted through the CQU system...

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make particular on manufacturing
29272 order number is my second assignmentpls read all the instruction mainly ref. list instruction must readmarking criteria at the bottom in pdf file
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HRMT20024 T1 2018 - Assessment 3 guidelines – Essay on Attracting and Retaining staff Due date Week 12, Friday 1 June 2018, 5.00PM Any requests for extension must be submitted through the CQU system at least 48 hours prior to the due date, with relevant supporting documents. Late submissions without approval will result in a penalty of 5% (2.25 marks) per day. Weighting 45% Length 2,500 words ± 10% (excluding title page and reference list) Learning outcomes 1, 2, 3, 4 Purpose Students have completed an annotated bibliography for Assessment 2, and that material should be used towards Assessment 3. Assessment 3 will assist students to apply their learning to a particular industry sector, and tailor their argument to that sector’s specific challenges. It will give students the opportunity to enhance their research, analysis, critical thinking and written communication skills; particularly in the areas of argument development and essay writing. Before starting this assessment, please read the marking criteria (at the end of this document). Assessment Task For Assessment 2, you selected a sector to study (e.g. agriculture; construction; financial services; health care; hospitality; manufacturing; mining; retail; transport). You will write an essay on the key challenges in attracting and retaining a workforce in your selected sector. Your essay will draw on at least five themes from Week 1 to Week 11 of this unit, being those most relevant to your selected industry sector. Your essay will draw on the academic literature (including the annotated bibliography you developed for Assessment 2), and develop an argument applying that literature to your selected sector. You must cite at least ten (10) relevant peer reviewed journal articles, and 3 chapters from the Kramar textbook. You can cite other academic references such as books, conference papers, and book chapters but these will NOT be counted as part of the 10 journal articles. Referencing APA referencing. For more information, see : https://www.cqu.edu.au/?a=14033 Submitting All assessments must be submitted through the Moodle site. No email submissions will be accepted. All assessments submitted electronically through Moodle must be through the Student Portal http://my.cqu.edu.au • Failure to submit electronically will be taken as a failure to submit and therefore a zero (0) score will apply to the specific assessment. https://www.cqu.edu.au/?a=14033 http://my.cqu.edu.au/ Plagiarism Copy detection software (TurnitIn) is used in this course and work found in contravention of the copying and plagiarism rules will be investigated. Penalties apply in the case of proven instances of copying, plagiarism and academic dishonesty. Please check the following links to know more about TurnitIn: http://turnitin.com/en_us/training/student-training/viewing-originality-reports http://turnitin.com/en_us/training/student-training/about-originalitycheck TurnitIn is only a tool and judgement needs to be used when you view your Originality Report. TurnitIn does not make a judgement as to what is referenced properly, it highlights the non-original material in a piece of work. You should use the similarity score as a guide only and must then check the originality report to determine whether or not changes need to be made to the assessment. Required Students must familiarise themselves with the following policies and procedures at http://policy.cqu.edu.au: Assessment of Coursework Policy; Assessment of Coursework Principles; Assessment of Coursework Procedures http://turnitin.com/en_us/training/student-training/viewing-originality-reports http://turnitin.com/en_us/training/student-training/viewing-originality-reports http://turnitin.com/en_us/training/student-training/about-originalitycheck http://policy.cqu.edu.au/ HRMT20024 Assessment 3 Rubric – Essay Key Criteria Exceeds Expectations (High Distinction) 85-100% Exceeds Expectations (Distinction) 75 - 84% Meets Expectations (Credit) 65 – 74% Meets Expectations (Pass) 50 – 64% Below Expectations (Fail) below 50% Content Knowledge 40% Demonstrates a balanced and very high level of detailed knowledge of core concepts by providing a very high level of analysis. Demonstrates a balanced and high level of knowledge of core concepts by providing a high level of analysis. Demonstrates a good level of knowledge of some of the core concepts by providing some level of analysis. Demonstrates limited knowledge of core concepts by providing a limited level of analysis. Demonstrates little, if any, knowledge of the core concepts with extremely limited, if any, analysis. Utilises more than 10 excellent, relevant and credible sources. Utilises more than 10 very good, relevant and credible sources. Utilises 10 current, relevant and credible sources. Utilises 10 mostly relevant and credible sources. Does not meet the requirement, in terms of quantity or quality of articles selected Argument 30% Excellent introduction; providing a very clear purpose which ensures all areas relevant to the topic are clearly outlined. Good introduction; providing a mostly clear purpose which ensures most areas relevant to the topic are clearly outlined. Fair introduction, addresses some points, lacks some detail; ensures some areas relevant to the topic are outlined. Poor introduction; addresses limited points, lacks detail; of which few areas are outlined. Very poor or non-existent introduction. Excellent and logical argument integrated throughout the work Strong argument throughout most of the work Some argument linking ideas throughout the work Weak argument Little or no argument The assessment presents a detailed and focused summary of the ideas presented; drawing clear and well thought-out conclusions. The assessment presents a fairly detailed and focused summary of the ideas presented; drawing fairly clear and well thought-out conclusions. The assessment presents a somewhat detailed and focused summary of the ideas presented; providing some evidence of conclusions. The assessment provides limited detail with no clear summary of the ideas presented; drawing limited conclusions. The assessment fails to provide any clear evidence of the ideas presented; drawing no clear conclusions. Organisation or structure 15% The ideas are arranged in an extremely logical, structured and coherent manner. The ideas are arranged in a fairly logical, structured and coherent manner. The ideas are arranged in a logical, some-what structured and coherent manner. The ideas appear less logical, structured and presents in fairly incoherent manner. There is little, if any, coherent structure to the document. Presentation and quality of writing 15% Quality of writing at a very high standard. Paragraphs are coherently connected to each other. Correct grammar, spelling and punctuation. Quality of writing is of a high standard. Paragraphs are mostly well structured. Few grammar, spelling and punctuation mistakes. Quality of writing is of a good standard. Few grammar, spelling and punctuation mistakes. Some problems with sentence structure and presentation Frequent grammar, punctuation and spelling mistakes. Use of inappropriate language. Quality of writing is at a very poor standard so barely understandable. Many spelling mistakes. Little or no evidence of proof reading. Late assessment penalty 5% per day x 45 marks = 2.25 marks per day
Answered Same DayMay 23, 2020HRMT20024Central Queensland University

Answer To: HRMT20024 T XXXXXXXXXXAssessment 3 guidelines – Essay on Attracting and Retaining staff Due date...

Akansha answered on May 28 2020
129 Votes
Key challenges in attracting and retaining the workforce
Running Head: Key challenges in attracting and retaining the workforce
Key challenges in attracting and retaining the workforce
Manufacturing industry
University name:
Student name:
Date:
INTRODUCTION
The essay will highlight the key challenges in attracting and retaining the workforce in the manufacturing sector. The following key challenges will be explained in the further section, i.e. Human Resources planning, recruitment and selection, employment relations management, management diversity, motivation,
rewards and compensation. All the key challenges will be broadly discussed to explain their role in attracting and retaining the workforce in the manufacturing sector.
Human resource planning is the continuous, ongoing process of systematic planning to accomplish organizational most valuable asset which is its human resources or human talent. Recruitment and selection is the sequence and chain of the activities related to recruitment and selection of talented job seekers and candidates for an organization. Every business, enterprise, or start-up has some recruitment policy and procedure.
Employee relation management is the systematic approach that manages the relationship between the company and its employees. It focuses on helping an employee to team up with their employers on certain company task.
Motivation, reward and compensation are related to each other which enable the employees to work hard to achieve a desired organizational goal. All three elements are important to encourage and motivate the employees to perform their job role efficiently and effectively.
Management diversity is the practice of conveying and supporting different personal characteristics and lifestyles within a particular group. It also includes providing the valuable education and support to the group for the acceptance and respect of different culture, racial, geographic, political and economic.
The conclusion will be added in the end to find the findings of the fact.
THE KEY CHALLENGES IN ATTRACTING AND RETAINING A WORKFORCE IN MANUFACTURING SECTOR
In the current era, the biggest challenge for an organization is to attract the employees to work in their organization along with it too retains its talented and valuable employees. Managers are facing difficulties in retaining the employees which may bring maximum positive output to the organization. The organization must take care of the interest of its prospective employees and make them satisfied with the prescribed job role and related aspects. Talented and valuable employees are always the center of attraction for any organization which helps the organization to reach the heights by their hard work (Ryu, 2015). In the manufacturing industry, skilled labor and employees are needed to operate its business activities. People have to follow strict guidelines to avoid the waste activities and utilize it for some productive purpose. The manufacturing industry may lose its competitive advantage if it fails to over the challenges to attract and retain the pool of talent. The frequent turnover may increase the cost of production which will lower its sales and profitability (Bamber, 2014).
HUMAN RESOURCE PLANNING
Human resource planning covers the important roles and responsibilities for an organization which includes placing the right candidate at the right job position to bring positive and productive outcomes. The major challenge faced by the human resource manager is to understand what type of candidates is required for the particular job position in the organization. If the manager fails to plan the appropriate job description, or place the unqualified or wrong employee for the job position then it may adversely affect the productivity and profitability of the organization. An HR manager is like an in-charge of planning of skills required for the particular job role or implementing a final decision related to who is selected puts less efforts to choose the suitable candidate for it, makes a selection based upon the personal characteristics rather than number of skills possess by the candidate. The selected candidate will not be able to give his hundred percent for the job role because he do not possessed those skills needed to justify the job position. Candidate skills and quality is one of the major issues which may decrease the overall performance of the organization. If the HR manager fails to recognize the number of skills, qualities are needed for particular job position, and then it will be impossible for him to select the better and qualified candidates for the different job position. HR planning is very important to design the job description before selecting the employees matching the skills for various job positions. In a manufacturing industry, there is need to hire the employees who have good technical skills and knowledge. If the manager hires the employees who do not have technical skills will not be able to give the productive outcomes which adversely affect the overall growth and development of the organization (Wang & Wong, 2012). The unqualified and unskilled employees may distract the other employees from their work or may indulge in gossiping which will not only affect the performance of the employees but also badly affect the overall performance of both employees and organization as a whole. HR must be in the phase of the scrutinizing business needs and focusing future needs. This could only be possible by projecting the level of skills needed in particular job position. The next thing is to reveal what kind of employees are needed and when supposed to select them. If he fails to projecting what skills are needed may affect...
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