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Assignment required to write 3,000 Words in People Resourcing and Development FOLLOW ALL the details and instructions on the attached PDFthe similarity index must less than 10\% suzan.pdf Unformatted Attachment Preview FACULTY OF BUSINESS AND MANAGEMENT STUDIES UNDERGRADUATE BUSINESS PROGRAMME ACADEMIC YEAR 2019-2020, 2nd SEMESTER August - 2020 WRIT2 Programme Title: BM&S Module Title: People Resourcing and Development Module Code:GHL6017 Assessment Method: Coursework Level: 6 Block: 2 Module Credits: 20 Weighting: 50\% Due Date: June 21-23, 2020 Word Count: 3,000 Examiner(s): Ms Suzan, Dr. Agustin Version: 1 Module Title Module Number JACS Subject Code and \% of each subject ASC Category People Resourcing and Development GHL6017 JACS N600 7 Level (3 - 8) Credits 6 20 ECTS Credit 10 Teaching Period Semester 2 Module Value \% Taught in Welsh Module Type 1.0 0\% Taught Pre-requisites None Module Leader Ms. Suzan School Gulf College Assessment Methods Assessment Type Duration/Length of Assessment Type WRIT1 - Coursework 3,000 words equivalent EXAM1 – Examination 2 hours Campus Mabaila, Oman Weighting of Assessment 50\% Approximate Date of Submission Mid-Module 50\% End of module Aim(s) The aim of this module is to provide an understanding and appreciation of the context, form and content of HR policies on people resourcing throughout the ‘employment life cycle’ of employees. HR strategies on people resourcing encompass a range of fundamental activities which all managers are involved in regardless of their specialism. Such strategy will include policies on the recruitment, selection and induction of new staff; monitoring the performance of and rewarding existing staff; retaining staff and managing their absence; releasing staff through redundancy, retirement or dismissal; and workplace equality, diversity and well-being. This module also considers the way in which externally driven legal and regulatory, competitive, and ethical considerations and constraints impact upon the formulation and implementation of people resourcing strategies. Integral to the module is an introductory overview of the major areas of employment legislation with regard to people resourcing. Learning Outcomes On successful completion of the module the student should be able to:  Examine the scope and objective of people resourcing strategies within the wider legal, ethical, procedural and competitive environment amid current debates on the nature of work and contemporary labour market trends.  Analyse the role and effectiveness of HR strategies on attracting, selecting, developing, retaining and motivating people within the organisation.  Compare and contrast a range of approaches to, and models or theories on HRD and national VET systems. Pg. 2 Version 1   Evaluate contemporary developments in HRD activities, interventions and practice with regard to difference categories of employees and a range of different contexts. Identify and understand the main sources of UK and EU legislation with regard to people resourcing and HRD strategies in UK organisations. Learning and Teaching Delivery Methods The module will be taught through a combination of lectures and tutorials. he key lectures will provide an overview of the key subject areas supported by a tutorial programme enabling the student to conduct further directed research around the topics under discussion. The tutorials provide the opportunity for student-centred group activities and discussion around relevant topics and debates. Lectures Seminars/Tutorials Independent Learning Total 24 hours 24 hours 152 hours 200 hours Indicative Content  HR planning and strategy – supply forecasting, succession planning, talent management, compliance and ethics, codes of conduct, equality and diversity, issues of flexibility and work-life balance.  Methods of recruitment, selection, induction, job analysis and design, induction and socialisation.  Meanings and definitions of HRD; internal and external context of HRD; approaches to HRD; theories and and models of HRD and learning and development; VET systems.  HRD interventions and contemporary developments – learning and development activities; emerging technologies for HRD; cross-cultural HRD; HRD and diversity/talent management.  Performance management – strategies, appraisal, feedback, monitoring, rewarding performance.  Legislation relating to people resourcing: recruitment, selection, pay and working time, and equality and diversity. Recommended Reading and Required Reading Required Reading Taylor, S. (2008) (4th ed.) People Resourcing. London: CIPD Harrison, R. (2009) Learning and Development (5th. Ed) CIPD: London Daniels, K. (2012) Employment Law: An Introduction for HR and Business Students (3rd Ed.). London: CIPD Recommended Reading Torrington, D., Taylor, S., Hall, L. And Atkindon, C. (2011) Human Resource Management (8th Ed.). London: Prentice Hall Beardwell, J. and Claydon, T. (2010) Human Resource Management: A Contemporary Approach (6th Ed.). London: Pitman Bratton, J and Gold, J. (2007) Human Resource Management Theory and Practice (7th Ed.). London: Macmillan Daniels, K. and Macdonald, L. (2005). Equality, diversity and discrimination: a student text. London: CIPD Pg. 3 Version 1 Kirton, G. & Greene, A. (2005) 2nd Ed. The dynamics of managing diversity. London: Butterworth/Heinemann Useful Journals Human Resource Management Journal British Journal of Industrial Relations International Journal of Human Resource Management International Journal of HRD and Management (IJHRDM) Human Resource Development Review Human Resource Development International Human Resource Development Quarterly Personnel Review Personnel Today Equal Opportunities Review Useful Websites http://www.personneltoday.com http://www.cipd.co.uk http://hrmguide.co.uk http://personneltoday.com Access to Specialist Requirements None Pg. 4 Version 1 Gulf College – Faculty of Business and Management Studies – In academic Affiliation with CARDIFF SCHOOL OF MANAGEMENT A.        B.  Written work A signed declaration that the work is your own (apart from otherwise referenced acknowledgements) must be included after the reference page of your assignment Each page must be numbered. Where appropriate, a contents page, a list of tables/figures and a list of abbreviations should precede your work. All referencing must adhere to School/Institutional requirements. A word count must be stated at the end of your work. Appendices should be kept to the minimum and be of direct relevance to the content of your work. All tables and figures must be correctly numbered and labelled. Other types of coursework/assignments Where coursework involves oral presentations, discussions, poster presentations, etc., specific instructions will be provided by your module leader/team. --------------------------------------------------------------------------------------------------------------------------------------------Rewrite below part just after the References of your assignment. WORK DECLARATION I, , hereby declare that the uploaded Coursework through Turnitin is my own work. I affirm that this has been researched and completed in accordance with the college rules and regulations on plagiarism. I acknowledge the advice given by the module tutors on proper referencing to avoid plagiarism and the rules on the academic unfair practice. I acknowledge that I read and understand the plagiarism guide written at the end of this assessment. Any academic misconduct will be handled according to the rules and regulations of the university. Pg. 5 Version 1 General instructions Coursework must be submitted online through Turnitin before due date. An acknowledgement will be given to you by your teacher upon presentation of the finance clearance. This is your receipt, keep it. The only circumstance in which assignments can be uploaded late via Turnitin is if a Mitigating Circumstances (MC) form is submitted at the same time. In these circumstances work may be submitted within five (5) working days. Make sure to secure MC form and submit the same to the concerned staff. Write the number of words used, excluding references, at the end of your assignment. Provide the list of sources you used at the last page of your assignment with proper label ‘References’. You may include diagrams, figures etc. without word penalty. The number of words will be + or – 10\% of the total words allowed. A work declaration must be included just after the reference page of your assignment. This ensures that you prepare your work in good faith. Any form of collusion and/or academic unfair practice will be dealt with according to the pertinent rules and regulations of the partner university. Please read carefully the plagiarism guide. Assessment Details This Coursework comprises 50\% of the total assessments’ marks. This will develop the following Finance related skills: 1. Research skills: students have to collect information from various source 2. Critical and analytical writing skills: Students have to present the answers in critical and analytical style In addition, the assessment will test the following learning outcomes:  Examine the scope and objective of people resourcing strategies within the wider legal, ethical, procedural and competitive environment amid current debates on the nature of work and contemporary labour market trends.  Analyse the role and effectiveness of HR strategies on attracting, selecting, developing, retaining and motivating people within the organisation.  Compare and contrast a range of approaches to, and models or theories on HRD.  Evaluate contemporary developments in HRD activities, interventions and practice with regard to difference categories of employees and a range of different contexts Pg. 6 Version 1 Assessment Task Case Study: Work/Life Balance at Baxter Baxter International may not be a household name, but if you’ve ever been in a hospital, you’ve probably seen their products. The company produces medical products that are used in IV (intravenous solutions), anesthesia, dialysis, and many blood disorders along with medical devices, biotechnology products and specialty pharmaceuticals. Employees at Baxter are justifiably proud of the lifesaving products they produce, but also take pride in the emphasis that Baxter takes in their ability to balance their careers and family responsibilities. Work/life balance is part of the culture at Baxter. Managers and employees share responsibility in managing the daily demands of a career and family and are provided with a guidebook that encourages discussion and problem-solving strategies for work/life conflicts. They recognise that alternate work arrangements can be a way to meet employees’ needs for balance and flexibility, and that the employee should examine his/her own personal characteristics when considering a change in schedule. The company Web site includes a guide for determining if alternative work arrangements would be a good fit for the employee’s personality and career. Options like part-time work, job-sharing, compressed work week, and telecommuting are analyzed. If the employee feels that an altar- native work arrangement is appropriate, Baxter provides an online proposal kit for the employee to request a more flexible schedule. Baxter has acquired several companies from other countries in recent years and is in the process of spreading family-friendly bene- fits such as alternative work arrangements, dependent care, counseling resources, adoption assistance, back-up/emergency child care, and lactation rooms to their non-United States subsidiaries. The commitment to balance seems to permeate the culture all the way to the top. Harry Jansen Kraemer, a former C.E.O., attempted to balance his career and family by not accepting workrelated calls after 6:00 P.M. He once refused to cancel a family camping trip after being informed that a Baxter product was implicated in several recent patient deaths. He admonished his staff to “do the right thing” in his absence. Pg. 7 Version 1 Is this work/life balance at Baxter beneficial? That answer depends on how one defines beneficial. In spite of two major product failures since 2001, they have grown steadily to 45,000 employees in 200 facilities worldwide. Revenues, profits, and stock prices have all shown steady growth. Based on these performance measures, you could say that the emphasis on balance has been successful. In addition, by allowing employees to request alternative and flexible work arrangements such as job-sharing, compressed work- weeks, and telecommuting, Baxter has been able to attract and retain top-notch employees, who in turn have generated greater productivity for the company. This assessment requires the student to prepare a 3000-word company case report on Work/Life Balance of an employee. Each student needs to investigate the situation of Work\Life Balance using secondary data from printed materials. The following information should be the contents of the Company Case report. 1. Overview of the Assignment and the objectives. (15 marks) 2. Critical analysis of how the issues on diversity in Baxter company affect the organisation’s work/life balance. (15 marks) 3. Critical analysis of how Baxter company can develop a culture that support work/life balance. (15 marks) 4. Analyse critically the challenges and issues facing Baxter company regarding Work/life balance? (15 marks) 5. Critically evaluate the existed ethical considerations that may help the company to be more work/life balanced. (15 points) 6. Critically analyse how the work/life balance strategies can influence the employee retention in Baxter Company. (15 points) 7. Conclusion and Findings. (10 Marks) ***END OF ASSIGNMENT TASK*** Guidelines to students:  There should be at least 15 references preferably referred journals, books or e-books and newspapers among others.   Use Harvard referencing style. Use proper headings and sub-headings. Label properly any tables or figures used in the study. Pg. 8 Version 1 GHL6017 - People Resourcing and Development AY: 2019-2020 / 2nd SEMESTER Marking Scheme Criteria Introduction Analysis and Content Description Overview of the case and objectives of the study. Critical analysis of how issues on diversity in Baxter influence organisation’s work/life balance. Marks Allocated 15 15 Critical discussion of how Baxter company can develop a culture that support work/life balance. 15 Critical analysis of the challenges and issues facing Baxter company regarding Work/life balance. 15 Critical evaluation of the existed ethical considerations that may help the company to be more work/life 15 balanced. Critical analysis of how the work/life balance 15 strategies can influence the employee retention in Baxter Company Provide Conclusion and Recommendation. Based on Conclusion/ Recommendation 10 the analysis, the students need to draw a conclusion and provide some recommendations for the success in implementing the HR strategy. 100 Total Pg. 9 Version 1 Plagiarism 1. Plagiarism, which can be defined as using without acknowledgement another person’s words or ideas and submitting them for assessment as though it were one’s own work, for instance by copying, translating from one language to another or unacknowledged paraphrasing. Further examples of plagiarism are given below: Use of any quotation(s) from the published or unpublished work of other persons, whether published in textbooks, articles, the Web, or in any other format, which quotations have not been clearly identified as such by being placed in quotation marks and acknowledged. Use of another person’s words or ideas that have been slightly changed or paraphrased to make it look different from the original. Summarising another person’s ideas, judgments, diagrams, figures, or computer programmes without reference to that person in the text and the source in a bibliography or reference list. Use of services of essay banks and/or any other agencies. Use of unacknowledged material downloaded from the Internet. Re-use of one’s own material except as authorised by the department. 2. Collusion, which can be defined as when work that has been undertaken by or with others is submitted and passed off as solely as the work of one person. This also applies where the work of one candidate is submitted in the name of another. Where this is done with the knowledge of the originator both parties can be considered to be at fault. 3. Fabrication of data, making false claims to have carried out experiments, observations, interviews or other forms of data collection and analysis, or acting dishonestly in any other way. Plagiarism Detection Software (PDS) As part of its commitment to quality and the maintenance of academic standards, the University reserves the right to use Plagiarism Detection Software (PDS), including Turnitin. Such software makes no judgment as to whether a piece of work has been plagiarised; it simply highlights sections of text that have been found in other sources. The use of plagiarism detection software fulfills two functions. The first is to enhance student learning (i.e. as a developmental tool); the second is to guard against and identify unfair practice in assessment. Further information and guidance can be found in the University’s policy on the Use of Plagiarism Detection Software. Pg. 10 Version 1 ... Purchase answer to see full attachment