ASSIGNMENT INSTRUCTIONS Assessment Coursework (Written Report) Assessment code: 010 Academic Year: 2022/2023 Trimester: 1 Module Title: Managing Human Resources Module Code: MOD003486...

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Would you be able to help me with this assignment, it is a report, 3000 words, Harvard reference, deadline 7th December


ASSIGNMENT INSTRUCTIONS Assessment Coursework (Written Report) Assessment code: 010 Academic Year: 2022/2023 Trimester: 1 Module Title: Managing Human Resources Module Code: MOD003486 Level: 5 Module Leader: Saud Taj Weighting: 70% Word Limit: 3,000 words This excludes bibliography and other items listed in rule 6.75 of the Academic Regulations: http://web.anglia.ac.uk/anet/academic/public/academic_regs.pdf Assessed Learning Outcomes 1 and 3 Submission Deadline: Please refer to the deadline on the VLE WRITING YOUR ASSIGNMENT: • This assignment must be completed individually. • You must use the Harvard referencing system. • Your work must indicate the number of words you have used. Written assignments must not exceed the specified maximum number of words. When a written assignment is marked, the excessive use of words beyond the word limit is reflected in the academic judgement of the piece of work which results in a lower mark being awarded for the piece of work (regulation 6.74). • Assignment submissions are to be made anonymously. Do not write your name anywhere on your work. • Write your student ID number at the top of every page. • Where the assignment comprises more than one task, all tasks must be submitted in a single document. • You must number all pages. http://web.anglia.ac.uk/anet/academic/public/academic_regs.pdf SUBMITTING YOUR ASSIGNMENT: • In order to achieve full marks, you must submit your work before the deadline. Work that is submitted late – if your work is submitted on the same day as the deadline by midnight, your mark will receive a 10% penalty. If you submit your work up to two working days after the published submission deadline – it will be accepted and marked. However, the element of the module’s assessment to which the work contributes will be capped with a maximum mark of 40%. • Work cannot be submitted if the period of 2 working days after the deadline has passed (unless there is an approved extension). Failure to submit within the relevant period will mean that you have failed the assessment. • Requests for short-term extensions will only be considered in the case of illness or other cause considered valid by the Director of Studies Team. Please contact [email protected] A request must normally be received and agreed by the Director of Studies Team in writing at least 24 hours prior to the deadline. See rules 6.64-6.73: http://web.anglia.ac.uk/anet/academic/public/academic_regs.pdf • Exceptional Circumstances: The deadline for submission of exceptional circumstances in relation to this assignment is no later than five working days after the submission date of this work. Please contact the Director of Studies Team - [email protected] See rules 6.112 – 6.141: http://web.anglia.ac.uk/anet/academic/public/academic_regs.pdf mailto:[email protected] http://web.anglia.ac.uk/anet/academic/public/academic_regs.pdf mailto:[email protected] http://web.anglia.ac.uk/anet/academic/public/academic_regs.pdf ASSIGNMENT QUESTION: A multinational company has hired you as an HR Consultant to write a report of 3,000 words on its global recruitment and selection process to identify weaknesses in the system and propose improvements. As part of your report, you are required to answer the following questions: Your core textbook (Hook and Jenkins, 2019, Ch.6) is your initial point of reference 1. While explaining the strategic importance of a recruitment and selection process, critically analyse some of the considerations an organisation should make during staff recruitment. (30 Marks) 2. Discuss some of the recruitment methods, techniques and approaches the firm can use to recruit staff from global labour markets. In your response, you must also discuss innovative approaches to addressing skill shortages. (30 Marks) 3. Interviews are an integral part of the selection process. What are some of the variations of interview techniques your firm should use to select staff from the global market. Your answer must clearly evaluate each of the techniques while discussing their advantages and disadvantages. You must also comment on the skills required by the interviewer to conduct interviews effectively. (30 Marks) 4. Use correct academic writing technique, including effective structure, grammar, spelling, use of in-text citations, and a full reference list, all of which should use the Harvard referencing convention. (10 Marks) Organisations (for Benchmarking) When designing a HRM business proposal it is important that you benchmark your plan and proposed methods. You can use any organisation of your choice as an example of success and best practice. You must apply critical thinking in your analysis in relation to your selected organisation against the areas outlined above. Before selecting the organisation, you are strongly advised to discuss this with your lecturer and ensure that there is sufficient online material available. Suggested Reading Your work must be fully supported with references (cited in the Harvard style). Evidence should be used from appropriate sources, such as, 1. Hook., C., Jenkins, A., 2019. Introducing Human Resource Management. 8th ed. Pearson. 2. Banfield. P., Kay. R., and Royles. D., 2018. Introduction to Human Resource Development. 3rd Ed. Oxford: Oxford University Press. 3. For an extensive list and further suggested reading, please refer to the module Sources and Reading List found on the VLE. ASSESSMENT CRITERIA To achieve success, the following is required: • The majority of work should demonstrate your own original thinking, with data, quotes, paraphrased opinions, and other evidence used where appropriate to evidence and support your own, original debate. • This should be delivered in a report format, consisting of: o Cover Page o Executive Summary o Contents Page o Introduction o Findings Section – the main body of the report, separated into any number of sub-sections as required. o Conclusion o Recommendations o Reference List o Appendices • Students demonstrating higher level academic skills of analysis and evaluation, and sophisticated use of evidence/sources, will score in the higher grade-ranges. • Referencing conventions and the credibility of sources is a vital aspect of academic writing. Students demonstrating a higher level of academic rigour in these areas will score in the higher grade-ranges. ARU’s Generic Assessment Criteria and Marking Standards Assessment criteria inform the assessment process by providing academic staff with a link between academic standards as set at the level of the award (these are defined in Section 2 of the Academic Regulations) and academic standards at module level. Assessment criteria are written in a language that is both generic and general, reflecting the Generic Learning Outcomes of ARU awards which, in turn, reflect the principal national reference point for academic standards, the Frameworks for Higher Education Qualifications of UK Degree- Awarding Bodies (FHEQ) (QAA, 2014). Assessment criteria are not to be confused with marking schemes. Assessment criteria identify student achievement of generic learning outcomes in the broadest possible terms by correlating three key variables - level of learning, marking standards, and student achievement - in a taxonomy of statements about assessment. • level is as identified in the FHEQ and ARU’s Academic Regulations, ranging from Level 3 (Access), through Levels 4-6 (Undergraduate) to Level 7 (Postgraduate). A separate table is provided for each of the five levels. • marking standards are identified by means of a percentage scale covering the mark of 0% (zero) and ten-mark bands: 1%-9%, 10%-19%, 20%-29%, 30%-39%, 40%-49%, 50%-59%, 60%-69%, 70%-79%, 80%-89% and 90%-100%. Marking standards are expressed as rows in the following tables. • student achievement consists of a hierarchy of descriptors which are used by markers to distinguish between grades of student achievement: Band (%) Principal Descriptor 90-100 Exceptional 80-89 Outstanding 70-79 Excellent 60-69 Good 50-59 Sound 40-49 Adequate 30-39 Limited 20-29 Little evidence 10-19 Deficient 1-9 No evidence https://www.qaa.ac.uk/docs/qaa/quality-code/qualifications-frameworks.pdf?sfvrsn=170af781_18 https://www.qaa.ac.uk/docs/qaa/quality-code/qualifications-frameworks.pdf?sfvrsn=170af781_18 A marking scheme is used at module level to inform the first marking and internal and external moderation of each item of assessment. Marking schemes identify the knowledge and skills which students must demonstrate to achieve the learning outcomes of the module and are used to calculate the total mark to be awarded for an individual item of assessment. ARU’s generic assessment criteria are intended to advise the writing of marking schemes, ensuring that they are broadly comparable across the institution. A module marking scheme customises the ARU’s generic assessment criteria to fit a specific item of assessment for a module, identifying the basis on which marks are awarded. A marking scheme may range from the fairly general to the highly specific. In relatively open- ended assessments (e.g.: where students are asked to select one of a range of essay questions) a Module Leader would not necessarily expect to provide a detailed marking scheme specifying a ‘model answer’ to each specific essay question, but rather to provide a general marking scheme which identifies the characteristics of a good essay and can be applied to any of the essay questions set. The same would apply to many aspects of practice, performance or studio work. In contrast, less open-ended assessment tasks such as translation would require both a ‘model translation’ of the passage and a detailed marking scheme adapted to the specifics of the passage translated. To facilitate consistency first markers constantly refer to the marking scheme when marking student work. They pass the marking scheme on to the internal moderator/second marker and eventually to the external examiner with student scripts. This enables all parties to understand the basis on which marks are awarded and lends a fundamental transparency to the assessment process. It should always be clear to the internal moderator and external examiner how marks have been determined. 7 Level 5 reflects continuing development from Level 4. At this level students are not fully autonomous but are able to take responsibility for their own learning with some direction. Students are expected to locate an increasingly detailed theoretical knowledge of the discipline within a more general intellectual context, and to demonstrate this through forms of expression which go beyond the merely descriptive or imitative. Students are expected to demonstrate analytical competence in terms both of problem identification and resolution, and to develop their skill sets as required. Mark Bands Outcome Characteristics of Student Achievement by Marking Band for ARU’s Generic Learning Outcomes (Academic Regulations, Section 2) Knowledge & Understanding Intellectual (thinking), Practical, Affective and Transferable Skills 90- 100% Achieves module outcome(s) Exceptional information base exploring and analysing the discipline, its theory and ethical issues with extraordinary originality and autonomy. With some additional effort, work may be considered for internal publication Exceptional management of learning resources, with a higher degree of autonomy/ exploration that clearly exceeds the brief. Exceptional structure/accurate expression. Demonstrates intellectual originality and imagination. Exceptional team/practical/professional skills. With some additional effort, work may be considered for internal publication 80- 89% Outstanding information base exploring and analysing the discipline, its theory and ethical issues with clear originality and autonomy Outstanding management of learning resources, with a degree of autonomy/exploration that clearly exceeds the brief. An exemplar of structured/accurate expression. Demonstrates intellectual originality and imagination. Outstanding team/practical/professional skills 70- 79% Excellent knowledge base, exploring and analysing the discipline, its theory and ethical issues with considerable originality and autonomy Excellent management of learning resources, with a degree of autonomy/exploration that may exceed the brief. Structured/accurate expression. Excellent academic/ intellectual skills and team/practical/professional skills 8 60- 69% Good knowledge base; explores and analyses the discipline, its theory and ethical issues with some originality, detail and autonomy Good management of learning with consistent self-direction. Structured and mainly accurate expression. Good academic/intellectual skills and team/practical/ professional skills 50- 59% Sound knowledge base that begins to explore and analyse the theory and ethical issues of the discipline Sound use of learning resources. Acceptable structure/accuracy in expression. Sound level of academic/intellectual skills, going beyond description at times. Sound team/practical/professional skills. Inconsistent self-direction 40- 49% A marginal pass in module outcome(s) Adequate knowledge base with some omissions and/or lack of theory of discipline and its ethical dimension Adequate use of learning resources with little self-direction. Some input to teamwork. Some difficulties with academic/intellectual skills. Largely imitative and descriptive
Answered 25 days AfterNov 17, 2022

Answer To: ASSIGNMENT INSTRUCTIONS Assessment Coursework (Written Report) Assessment code: 010 Academic...

Shubham answered on Dec 05 2022
4 Votes
MANAGING HUMAN RESOURCES REPORT
Executive Summary
The study describes the strategic importance of the selection and recruitment process. The strategic implementation includes policies and includes the policy that is designed for development of ability and knowledge that is required in the implementation of the business strategy. It is important for utilizing human resources and it uses an approach where in capabilities of candidates to be recruited. The study describes the process of recruitment that can help in finding right people for developing and training with the vital feature of the business. It can help in understanding the type of candidate and designing the process that can set candidates up for success. It allows building relationships and interacting with candid
ates for understanding the skill.
Table of Contents
Introduction    3
Findings    4
Strategic importance of a recruitment and selection process    4
Recruitment methods, techniques and approaches the firm can use    5
Variations of interview techniques firm should use    7
Conclusion    9
Recommendations    10
References    11
Introduction
Recruitment process is important because it can help in the development of the strategy for hiring the right candidate for the company. The process includes identifying skills and focusing on desired skill sets. It is considered as a powerful source and it can quickly improve the result in the company. The strategy includes a driving document for the recruitment specialist. It focuses on achieving the recruitment goals of the organization. It can help understanding the goal. It can help in reducing the turnover time and hiring the right people for meaningful work. The planned recruitment effort includes identifying the best method for the qualified candidates. It depends on identifying the needs of the organization. It includes development of new skills and contributes to the future of the company. It requires development of the opportunity for analysis and collection of candidate feedback. It is important for getting the valuable insight for perceiving in the hiring process and conveying the need.
Background of the company
BP operates as an integrated gas and oil company. The company operates through the upstream. downstream and rosneft. In the company, the upstream segment engages in the natural and oil gas exploration, field production and development. The downstream segment includes refining, markets, transports, manufacturing and supplies. The company is integrated vertically for finding, extracting and supplying natural gas, petroleum and supply oil. It includes convenience store chain that is attached with gas station. The company also invests in and supplies energy from renewable sources and low-carbon sources. In addition to this, the company is the leading producer of photovoltaic cell. The operation of BP includes major operating sites and it is covered by certification. BP CSR report includes external audit by Ernst and Young. The target is localized to countries and sites with BP operations.
British Petroleum is one of the largest integrated gas and Oil Company. The company includes steps of gas and oil supply chain from the exploration to the sale and marketing of energy products. The company is also engaged in the production of renewable resources and it provides with a wide variety of petrochemical products. The outputs of the business have both negative and positive effect on the environment. The negative effect on the environment can cause locals to not content with company. The company works with specialist and workers from the community and spends money on the current expenses. Downstream and upstream can help in finding and helps in development of essential sources of energy. Revenue stream of the company includes operating profit and sales. The growing demand of energy includes global poses great business opportunities and investing in green energy and alternatives for diversifying the company portfolio. Greener energy and sustainability can help in business sustainability in the terms of future income.
Findings
Strategic importance of a recruitment and selection process
In the business, the company is made of people and talent and the success of the company depends on the way of managing the process every day. The recruitment and selection process is important for the company because it can help in identifying and incorporating the best executives for solving the needs of customers. It is important to incorporate the best employees that can help in ensuring that the company is better prepared for achieving success in the market. This process should be carried out formally along with the strategic plan that can support the complete process of the company (Hamza et al. 2021). The selection process is important and it is based on rotation of employees and facilitating the selection of candidates for fulfilling the need of position and the process with core values of the company. The primary goal of the selection and recruitment process is to ensure a transparent and fair hiring process that can help in assisting HR personnel for selecting the right candidate on the basis of relevance and merit. The recruitment of the right people can be carried by the supreme importance for the continuation of the success of the organization.
The recruitment and selection policy is important for ensuring that all procedures are related to selection and hiring that should be performed transparently. It includes the overall process of recruitment that should be conducted in a legitimate and fair manner. It can help in showing the discriminatory behavior at any stage of the overall recruitment process (Banfield. Kay and Royles. 2018). The consistency is another reason for having an effective recruitment and selection policy. The strategic management starts with identifying the needs of the organization that are related with future and current demand. This task required the ability to identify the various roles and jobs needed in the organization for meeting current and the future goals that are related with growth and production. The clear job description and duty of the employee can help in ensuring that recruitment remains streamlined and it aims at efficient hiring and recruitment (Yong et al. 2020). The selection of the right candidate required identifying specific knowledge, qualities and knowledge. It includes conducting necessary aptitude tests.
In the process of staff recruitment, the organization should consider the experience that is an important factor. It will help in showing the track record of access and it can help in saving the budget and time for training employees. It depends on the previous experience that should be addressed and it is important for hiring employees for identifying the role of employee. The level of ambition includes desire in a candidate that depends on the role. It can help in defining the ability of employees to do the work. The work experience is an important consideration and required performance management for recommending potential employees about the previous work situations. It can help in giving concrete information regarding results that are likely to be experienced performers (Chams and García-Blandón, 2019).
In British Petroleum, human resource department includes development of innovative, responsible and performance driven reputation. It ensures the development and improvements in the company. It is committed towards development of safety of people and communities in the societies. It can help in delivering the promised through continuous safety and development for ensuring reliable process by learning from mistakes. It can help in maintain the code of conduct and includes governance procedures. This can help in defining the characteristics of the business...
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