Mid-Module Assignment: Critically Evaluating Three HRP Options for Organizations

Mid-Module Assignment: Weighting 30% of Overall Module)?? University Feedback:?Thank you for your submission.��Please see the feedback below: Presentation, organisation and use of English:��You have made good use of a cover sheet, executive summary, contents page and headers to present information within a professional report format. Word count: this is within the recommended range. Assignment Coverage and Understanding of Materials:�Your introduction provides looks at the role of HRP and its benefits to the organisation.

HRP options could have been identified to the reader. HRP has been clearly defined with support from a range of literary sources. This is well written, however, please note that the majority of the word count needed to be used in directly addressing the question: "Critically evaluate three HRP options available to organisations to ensure the business has the people resources needed to achieve strategic goals". The process of HRP has then been given showing 3 phrases. Here the 3 options needed to be clearly stated and evaluated using theoretical models. Recruitment has been discussed as has RBV You have demonstrated an understanding of HRP, but haven't directly answered the question. Additional reading and application of workplace experience: Well done for making use of a range of referencing sources to support your arguments throughout the assignment. For a higher-grade, organisational examples could also have been incorporated to provide industry comparisons and best practice examples.

Turnitin: The main body of the assignment is within acceptable limits. Critical discussion & synthesis of ideas / reading:�Critical evaluation has been demonstrated looking at the benefits of HRP as a whole. Please try to ensure that the structure of the assignment is presented to ensure that all elements of the question and learning outcomes are clearly and comprehensively covered.

Presentation Thank you for your effort. You used some emboldened headings throughout your essay. However, the sections could be more in line with the core themes of the question. You have jumped to answering the second part of the question without answering the first properly. �

There should have been more attention paid to the first part of the question.

There should be a better discussion of elements of the marketing mix as standalone concepts and various strategies which could be adopted using multiple case studies in the answer to the first part of the question. The answer to the second part contains some appropriate examples and evidence as you have explained all the 7ps. You could have also explained a little more about your rationale behind your choice of case study. �

Recruitment

Understanding I appreciate your choice of case study organizations as it is current and relevant. Unfortunately, the essay shows a lack of appropriate understanding of some of the required theoretical concepts and application of key theoretical frameworks in the discussion of the various examples due to the aforementioned reasons. � Reading You have integrated various sources of good quality in an effort to produce a detailed and insightful report. There could, however, be some more additional reading of sources such as peer reviewed journals in certain parts. �

The conclusion mentions some pertinent points but could have been enhanced by further discussions about how issues might evolve in the future in relation to your case study. ?

Presentation Thank you for your effort in answering the question. There was usage of emboldened headings to highlight different sections. However, some of the sub-headings and discussions could be more in line with the core themes and sequence of the question. Assignment Coverage The choice of case study was interesting and relevant to the requirements of the question. There were some valid examples in answers to both parts of the question. However, the work was mostly descriptive rather than analytical. Discussion of theoretical issues could have been much more refined in parts and better connected to your case study to contexualise discussions better. Parts of the essay could have been organised better. There could be additional comparative analysis with other businesses enhancing the quality of analysis. There could be cross country comparative analysis which would help to enhance the quality of the work. �

Understanding There could have been better discussions of your case study and linkage established to appropriate theoretical frameworks. You could have, for instance, discussed more specifically internationalisation within the specific industry. You could discuss more about your rationale for picking a specific case study. There could be additional country specific discussion or comparative analysis to contextualise the topic better.�

There could be more empirical evidence/ visual materials or tables to improve the quality of analysis.? Reading You have tried to integrate various sources to support your arguments which is appreciable. However, greater usage of sources such as peer reviewed journals could have further helped to enrich theoretical discussions. Critical discussion/ Synthesis The conclusion made some pertinent points but could be more interesting and incisive if aforementioned issues were addressed.

Improving organisational performance through people is a central theme for this module, and we�ll explore various aspects of performance in this unit.� Commentators have referred to the �Black Box� between SHRM and organisational performance, highlighting the lack of a theoretical framework to explain how SHRM policy and practice is linked to performance.� The Resource-Based View (RBV, covered in Unit 2) is the most widely used, but it applies only to organisational performance, leaving a gap in explaining group or individual performance.� We will cover some other theories that have sought to explain the performance link, leading us into an exploration of performance management.

We will discuss the cycle of performance management and the key components organisations use to meas-ure and improve performance at group and individual level.� Increasingly, reward management is being seen as a key part of performance management, and we will explore how it fits in, what constitutes reward and consider the choices organisations need to make about their approach to reward.

• Understand the challenge of linking SHRM practices with improved organisational performance
• Explore theories explaining the SHRM � performance link
• Understand the process of performance management
• Explain the role of strategic reward management in driving performance

• Understand some of the theories that seek to explain why and how SHRM impacts on individual, group and organisational performance
• Appreciate how organisations may go about measuring the outcomes of SHRM and appreciate the complexities and difficulties involved
• Consider the definition of performance management and characterise this as a cycle
• Review the means through which performance is managed, including the issues of performance ap-praisal
• Define employee reward and identify the key components of reward
• Consider key employee reward choices currently facing organisations

The reading in this unit will explore the different theories that have tried to describe the link between SHRM and increased organisational performance, as well as exploring the impact on individuals and groups within a business.� You will explore specific SHRM practices that drive performance, including performance man-agement and reward management

Employment relations is essentially about exploring the relationship between employer and employee, both collectively and individually.� Whilst this can be seen as a simple economic exchange (pre-agreed payment for employee time and skills), the relationship is subject to change overtime, which adds layers of complexi-ty.� Driven by internal and external context changes, employers may request more flexibility, loyalty or extra effort, whilst employees may request increased remuneration or job security, job satisfaction, opportunities for progression and development.

We will explore the different approaches employers take in managing the employment relationship, routes for involving employees in the business and the role of trade unions.� Legal regulation now plays a big role in this area of SHRM, and employers are subject to a range of requirements.� Employee engagement is an emerging concept in employment relations, including the idea of �employee voice�, just one way of encouraging involvement from employees, which can produce a range of benefits for employer and employee.

• Consider the complexity of the employment relationship
• Identify different approaches employers take in managing the relationship, based on key assump-tions
• Understand the role of employee voice in managing the employment relationship
• Review the role of employee engagement in improving organisational performance

• Explain the fundamentals of the employment relationship and the implications for SHRM
• Evaluate the choices open to organisations in terms of how they manage the employment relation-ship
• Identify the various sources of legal regulation in employment relations
• Understand the significance of employee voice and the various mechanisms for enabling this
• Explain several definitions of employee engagement and outline possible outcomes for individuals and employers
• Appreciate the role that the HR professional can play in managing employee engagement

What value can employee involvement and employee engagement add to the employment relationship and the business?

• Your initial posting must respond to the question above in full and be at least 200 words long
• Please try to limit all of your posts to 200-300 words maximum, so that others may be encouraged to reflect on, and respond to your ideas
• Each discussion lasts for two weeks, across 2 consecutive units
• You are expected to contribute a maximum of ten postings during that period, so you should respond to the postings of the other students several times
• You must complete a summary post at the end of the discussion reflecting on your learning
• Any posts added after the deadline or beyond the allowance of ten posts will not be assessed
• You will be assessed on your contribution to this 2 week discussion at the end of unit 6

The challenge of linking Strategic Human Resource Management (SHRM) practices with improved organizational performance is a complex issue that has been widely debated in the field of HR and management. While it is commonly believed that effective HR practices can enhance organizational performance, measuring the impact of these practices on performance can be difficult.

One of the main challenges in linking SHRM practices with organizational performance is that there are many factors that influence performance, and it can be difficult to isolate the effects of specific HR practices. Additionally, organizational performance can be measured in many different ways, such as financial performance, customer satisfaction, employee engagement, and productivity, which makes it challenging to compare the impact of HR practices across different organizations and industries.