HRM302 International Human Resource Management

Distinction

• Clearly understands topics and gives comprehensive definitions
• All aspects of the discussion are relevant
• Analysis demonstrates comprehensive understanding and valid judgement
• Discussion is supported by a substantial range of credible and current sources

Sentences and paragraphs are well structured and clear, so the reader can focus on what is written.

• Vocabulary is professional, appropriate and extensive
• Grammar, spelling and punctuation are flawless, which allows the reader to focus on the message.

• Document professionally presented in terms of KBS guidelines and assignment instructions

• No plagiarism

Distinction

• Clearly understands topic and gives in-depth definitions
• Most aspects of the discussion are relevant
• Analysis demonstrates an in-depth understanding and sound judgement
• Discussion is supported by a wide range of credible and current sources (references)
• Sentences and paragraphs are consistently well structured
• Vocabulary is comprehensive
• Minimal errors in grammar, spelling and punctuation
• Document professionally presented in terms of KBS guidelines and assignment instructions with minimal exceptions

• No plagiarism

Credit

• Understands topic and gives sound definitions
• Some aspects of the discussion are relevant
• Analysis demonstrates a sound understanding and judgement
• Discussion is supported by a range of credible and current sources (references)
• Sentences and paragraphs are mainly well structured
• Vocabulary is sound
• Some errors in grammar, spelling and punctuation
• Document professionally presented in terms of KBS guidelines and assignment instructions with some exceptions

• No plagiarism

Pass

• Shows some understanding of the topic and provides definitions
• Aspects of the discussion are sometimes relevant
• Analysis demonstrates some understanding and judgement
• Discussion is supported by some sources (references) but not always credible and current

• Sentences and paragraphs are readable but with grammatical errors
• Vocabulary is limited
• Substantial errors in grammar, spelling and punctuation
• Document professionally presented in terms of KBS guidelines and assignment instructions with a number of exceptions
• No apparent incidents of plagiarism

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• Shows limited understanding basic or no definitions
• Meaning is unclear
• Many of the aspects of the discussion are not relevant
• Analysis does not demonstrate an understanding and provide judgement
• Discussion is not supported by credible and current sources (does not use any references)

• Comments are poorly structured and unclear
• Many grammatical, vocabulary and spelling errors
• The main points and new technical terms are not explained, or are ambiguous
• Document poorly presented and does not comply with KBS guidelines and assignment instructions
• Evidence of plagiarism

References

Al-Haddad, S. and Kotnour, T., 2015. Integrating the organizational change literature: a model for successful change. Journal of Organizational Change Management, 28(2), pp.234-262.

Alvesson, M. and Sveningsson, S., 2015. Changing organizational culture: Cultural change work in progress. Routledge.

Brunton, M., 2018. Managing Change Communication in Contested Professional Spaces. Journal of Change Management, 18(1), pp.35-53.

Cameron, E. and Green, M., 2015. Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.

Carnall, C., 2018. Managing change. Routledge.

Ferri-Reed, J., 2014. Are millennial employees changing how managers manage?. The Journal for Quality and Participation, 37(2), p.15.

Jeston, J., 2014. Business process management. Routledge.

Mone, E.M. and London, M., 2018. Employee engagement through effective performance management: A practical guide for managers. Routledge.

Siddiqi, M.A., 2015. Work engagement and job crafting of service employees influencing customer outcomes. Vikalpa, 40(3), pp.277-292.

Sikdar, A. and Payyazhi, J., 2014. A process model of managing organizational change during business process redesign. Business Process Management Journal, 20(6), pp.971-998.

vom Brocke, J., Zelt, S. and Schmiedel, T., 2016. On the role of context in business process management. International Journal of Information Management, 36(3), pp.486-495.

Wang, B., Qian, J., Ou, R., Huang, C., Xu, B. and Xia, Y., 2016. Transformational leadership and employees' feedback seeking: The mediating role of trust in leader. Social Behavior and Personality: an international journal, 44(7), pp.1201-1208.