Contemporary Human Resource Management - BBA Honours Question 1 In contemporary organisations, supervisors and managers
Posted: Wed May 04, 2022 7:51 am
Contemporary Human Resource Management - BBA Honours
Question 1
In contemporary organisations, supervisors and managers have
some degree of human resources responsibilities built into their
job description. While it is true that each organisation may have
different ideas of what these responsibilities are or should be,
defining the HR responsibilities that should be included in
management positions will help identify how an organisation can
best prepare people for tasks they may have to undertake now and in
the future. Understanding the level of competency managers and
supervisors have in each of the HR functions will help us to
identify how deep we may need to delve our training
initiatives.
In light of this statement, select an organisation that you are
familiar with, and have a good understanding of the business
environment and HR processes of this organisation. Analyse the
business environment and complete the project questions below.
Based on the analysis of the business environment and HR
management trends of the selected organisation, develop a report
document for presentation to the executives on the key human
resource management dynamics and practices that should be
understood or applied by managerial staff when managing their
teams. The report should provide sufficient reference to the
organisational context and extensive application of relevant
theory. The report should focus on the following areas:
1.1 With reference to your organisational context,
critically discuss the contemporary issues and challenges facing
human resource management to enlighten executives on the
implications of these issues on their work as supervisors and
managers. Apply practical examples to corroborate your answer.
1.2 In most cases, managers involved in the performance
evaluation process also assume responsibility for all of the
evaluation’s steps from beginning to end; starting from the
employee’s first day on the job until the annual performance
appraisal. However, research consistently reveals that humans have
tremendous limitations in processing information. Because we are so
limited, we often use simplifying mechanisms, to make judgements,
whether about investments or about people. These heuristics, which
appear often in subjective measures of performance, can lead to
rater errors. Based on the analysis of performance management
process of your organisation and suitable theory, provide a
critical evaluation of the rater errors in performance management,
and recommend suitable solutions in order to avoid such errors in
future.
1.3 With the right performance appraisal method,
organisations can enhance employee performance within the
organisation. A good employee performance review method can make
the whole experience effective and rewarding. Evaluate the
Comparative and the Attribute Approaches to performance management,
highlighting the strengths and weaknesses of these approaches to
ensure that managers will select a suitable approach for the
organisation. Suggest strategies for mitigating the limitations of
these methods.
1.4 Senior management and employees in your organisation
seem to approach employment issues from vastly different
perspectives. Employees want to belong to one of the major industry
unions for various reasons, but management is not content with the
decision because trade unions are viewed as disruptive. With
reference to relevant legislation and theory, discuss the reasons
why employees join trade unions, and advise your management on the
organisational rights of majority
(20 marks)
(20 marks)
(20 marks)
(20 marks)
trade unions.
1.5 The searching of suitable candidates and informing them
about the openings in the enterprise is the most important aspect
of recruitment process, and the HR manager needs to know how to do
the recruitment and selection process the right way. Apply relevant
theory and practical examples in debating the idea of use of
internal recruitment methods for vacant managerial positions in
your organisations. Evaluate how technology improves the
recruitment and selection process for modern organisations.
(20 marks)
Question 1
In contemporary organisations, supervisors and managers have
some degree of human resources responsibilities built into their
job description. While it is true that each organisation may have
different ideas of what these responsibilities are or should be,
defining the HR responsibilities that should be included in
management positions will help identify how an organisation can
best prepare people for tasks they may have to undertake now and in
the future. Understanding the level of competency managers and
supervisors have in each of the HR functions will help us to
identify how deep we may need to delve our training
initiatives.
In light of this statement, select an organisation that you are
familiar with, and have a good understanding of the business
environment and HR processes of this organisation. Analyse the
business environment and complete the project questions below.
Based on the analysis of the business environment and HR
management trends of the selected organisation, develop a report
document for presentation to the executives on the key human
resource management dynamics and practices that should be
understood or applied by managerial staff when managing their
teams. The report should provide sufficient reference to the
organisational context and extensive application of relevant
theory. The report should focus on the following areas:
1.1 With reference to your organisational context,
critically discuss the contemporary issues and challenges facing
human resource management to enlighten executives on the
implications of these issues on their work as supervisors and
managers. Apply practical examples to corroborate your answer.
1.2 In most cases, managers involved in the performance
evaluation process also assume responsibility for all of the
evaluation’s steps from beginning to end; starting from the
employee’s first day on the job until the annual performance
appraisal. However, research consistently reveals that humans have
tremendous limitations in processing information. Because we are so
limited, we often use simplifying mechanisms, to make judgements,
whether about investments or about people. These heuristics, which
appear often in subjective measures of performance, can lead to
rater errors. Based on the analysis of performance management
process of your organisation and suitable theory, provide a
critical evaluation of the rater errors in performance management,
and recommend suitable solutions in order to avoid such errors in
future.
1.3 With the right performance appraisal method,
organisations can enhance employee performance within the
organisation. A good employee performance review method can make
the whole experience effective and rewarding. Evaluate the
Comparative and the Attribute Approaches to performance management,
highlighting the strengths and weaknesses of these approaches to
ensure that managers will select a suitable approach for the
organisation. Suggest strategies for mitigating the limitations of
these methods.
1.4 Senior management and employees in your organisation
seem to approach employment issues from vastly different
perspectives. Employees want to belong to one of the major industry
unions for various reasons, but management is not content with the
decision because trade unions are viewed as disruptive. With
reference to relevant legislation and theory, discuss the reasons
why employees join trade unions, and advise your management on the
organisational rights of majority
(20 marks)
(20 marks)
(20 marks)
(20 marks)
trade unions.
1.5 The searching of suitable candidates and informing them
about the openings in the enterprise is the most important aspect
of recruitment process, and the HR manager needs to know how to do
the recruitment and selection process the right way. Apply relevant
theory and practical examples in debating the idea of use of
internal recruitment methods for vacant managerial positions in
your organisations. Evaluate how technology improves the
recruitment and selection process for modern organisations.
(20 marks)