Section A You must answer BOTH questions below
Question 1 (25 marks)
Drawing on experiences within your own organisation (or one you are familiar with) identify how technology has altered the ‘relationship’ between you (as an employee) and your HR department/Line Manager.
Question 2 (25 marks)
According to an article in The HR Director (May 2016), negative views of older workers persist which creates more problems that benefits. Critically appraise both the positive and negative consequence of an older workforce. You should consider the pros and cons from the perspective of both the employee and the employer.
Continued…….
Section B Answer 2 questions (25 marks per question) from the following 5
questions.
Question1
Critically evaluate three established Strategy models/frameworks that can help inform the future direction of a business.
Question 2
There is little difference between a face to face interview and one conducted via Skype. Critically appraise this statement.
Question 3
It is commonly that the business case for quality management in contemporary organisations derives out of the demands of customers, in conditions of globalisation and international competition, for high quality products and services in the marketplace.
- Drawing on research and experience in your organisation, explain why quality matters.
- Outline the implications of effective quality management for the HR function.
Question 4
Critically evaluate both the advantages and disadvantages of open plan offices from the perspective of both the employee and the employer/line manager.
Question 5
Globalisation is a controversial issue. Some groups such as governments and international organisations strongly support it. Others firmly oppose it.
- Drawing on research, explain the nature of globalisation and why it is controversial.
- How does globalisation affect your organisation and the HR function within it?
END
Answer/Solution:
Section 1
Question 1: Technology Role in Altering the relationship between employee and HR Department/Line Manager
In any modern organisation, Human resources are the most significant and vital elements to the business success. The roles and skills of the HR manager’s/line managers have increased significantly in the recent years due to the increased adoption and use of the new technologies. Similarly, their relationship with the employees has equally been altered. As noted by Chen and Huang (2009) study, the managers are currently in a position of performing their traditional functions of procurement, maintained, development and utilisation more efficiently and effectively. In the Nestle company which I am familiar with, the technology use has significantly improved the efficiency of the HR department activities and processes, increased speediness and reduced costs. Nevertheless, it has a direct influence on communication, employee engagement, talent management, employee development and performance management which impacts on their relationships with the employees.
The technological improvement and its impact on the workforce have become a significant focus of attention globally. The modern technologies have a direct potential of increasing the productivity, assisting the managers in their strategic decision making, cultivating mobile work culture, enhancing an effective adoption of human resource and employee empowerment. However, there currently exist conflicting views on the implications of the changing technology for the employment. Some of the concerns on the changing technology has been consistent over the years and with claims that as technology advance the relationships between employees and HR/line managers tend to deteriorate. To appreciate how technology, influence the employees and HR/line managers, it is worth to highlight the different technologies change in the working environment. They include;
Computerised human resource information systems
This has significantly altered how the HR managers communicate with the employees. Traditionally, the means of communication was more physical. As noted by Frey and Osborne (2017) study, this has since changed, and workplaces are characterised by a fully integrated, an organisation-wide web of HR-linked data information, services, databases, tools and transactions. This is enhanced further by the line managers leveraging from direct access to the personnel data that they feel as being essential for management of their employee relations in their teams in the context of a more devolved organisation. Additionally, the modern HR information system is used to change the pay rates of employees which often affect their relationships both positively and negatively. This is also implemented through altering the records of employees, monitoring the absence figures and downloading forms for manual completion.
In the context of the Nestle company, the resource information systems are evident from the real-time insights that are typically provided to the employees and the management. The insights are evident by the HR managers continuous approach to ensuring that they are listening to their employees and offering them with a voice. They appreciate the fact that using the information from clients is the most appropriate approach for acknowledging their demands hence improving the performance of the organisation. On the negative side, some of the HR management officials have been misusing the employee data. This has ended compromising their relationship with the employees.
Mobile Work Lifestyle This technology feature has significantly altered the relationship between the HR managers and employees. Today, it is not a necessity for employees to work at a specific place or particular time but they can work from any location and time. This is in line with Kossaï and Piget (2014) study that observed………………………………………………………………………………………………………………………………………………………….Please contact our team to receive support and guidance on this assessment in entirety
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