Question:
This assignment has been designed to assess the following learning outcomes:
LO1 Review and critically evaluate major contemporary research and debates in the fields of human resource management (HRM) and human resource development (HRD).
LO2 Evaluate major theories relating to motivation, commitment and engagement at work and how these are put into practice by organisations.
LO5 Critically discuss the aims and objectives of the HRM and HRD function in organisations and how these are met in practice.
LO6 Assess the contribution made by HRM and HRD specialists in different types of organisation. LO7 Promote professionalism and an ethical approach to HRM and HRD practice in organisations.
Reflecting on the presentations from the guest speaker/s, the content of the module and your understanding of the role of HR within your own organisation, or one you are familiar with, you are required to answer the following questions.
- Identify and critically discuss, what you consider to be the most significant challenge facing HRM/HRD specialists in 2018? (You only need to identify one). (Assesses LO1). 400 words
- The CIPD’s Profession Map identifies 8 behaviours required by HRM/HRD Specialists. Identify and critically discuss, how you apply the ‘Role Model behaviour’ in your current role? (Assesses LO7) 400 words.
- With reference to the employment life cycle, what contribution does HR make at each stage of the employee’s journey (employment life cycle) within your organisation or one you are familiar with. When completing this task, please identify which of the HRM/HRD specialists roles are applicable at each stage of the employee’s journey (i.e. Employee Engagement, Employee Relations, Performance and Reward). (Assesses LO5 and LO6). 1000 words.
- Use examples from your own organisation to demonstrate how HRM/HRD practitioners and line managers (within your own organisation or one you are familiar with) assist employees in fulfilling each of the 5 stages of Maslow’s Hierarchy of Needs (1954). (Assesses LO2). 700 words.
Answer/Solution:
Significant Challenge Facing HRM/HRD Specialists
The contemporary business environment often elicits new challenges that affect multiple aspects of management including the critical aspects of the human resource management and the human resource development. According to Drucker (2012), the most common challenges in the modern business operations include globalization, economic and legal environment, workforce diversity. All these factors are orchestrated by globalization and demographic changes, technological development, changes in the educational background of the employees and their expectations in the context of the working conditions. All these factors directly or indirectly result in the human resource management strategies and the possibilities for their successful implementation.
In 2016, the most common challenges that are likely to impact the HRM/HRD include sourcing for appropriate talent, upskill, reskill, and upskill, online learning, HR chatbots, and flexible work arrangements. Others include employee experience, global leaders, community focus, all in HR, and continuous performance management. Nevertheless, in the context of Nestle company, the most common HRM and HRD challenges include flexible work arrangements, ongoing performance management, employee experience and sourcing the right talent. In the recent times, Nestle company has consistently been faced with issues of economic downturns forcing the management of the company to reduce expenses and the level of benefits providing to employees. At the end of 2018, Nestle company has opted for offering flexible work arrangements in enhancing work/life balance, improving the morale and prevention of the loss of valuable employees. In 2018, it is expected that Nestle company will struggle in ensuring that their HR professionals in the area of workplace flexibility convince their upper management of the strategic benefits to be leveraged through the delivery of workplace flexibility. This is in line with Crouse et al. (2011), who noted that the HR professionals are the greatest impediment to implementation of the flexible workplace initiatives.
A second problem that would likely face Nestle company in 2018 is the continuous performance management. In the past, the Nestle HR management and leadership have been working independently. In this case, leaders have not been committed and actively engaged in performance management activities and provision of support and recognition to managers and employees. This challenge can be coupled to the employee experience which has been a significant challenge owing to the competitive rewards and opportunities offered by the organization. Inappropriate performance management is often costly and delivers extensively limited value and in most instances lowering the employee engagement level and harm to an entity growth and development. Lastly, Nestle company has operations globally. In this case, they tend to source talents in different countries who must have a capacity of working in their local markets. Sourcing for the appropriate people with prerequisite talents is a significant challenge due to the costs of acquiring new talents and high turnover.
Application of Role Model Behavior in Current Role According to Walumbwa and Schaubroeck (2009), the role model behavior is identified as an individual who consistently leads by example, acts with utmost integrity, impartiality and high level of independence through harnessing a balance on their personal, organization and legal parameters. In any management or leadership position, the most significant attribute is leading by example and being a reliable role model. This is in line with Mayer et al. (2009) who noted that it……………………………………………………………………………………………………………………………………………………………………………………………………………………Please contact us to receive assistance and guidance on this assessment in full
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