MBA Human Resource Management Assignment Answers 2020

SBS/ABS – MBA Human Resource Management Assignment 2020

Looking for MBA Human Resource Management Assignment Answers 2020? Get Human Resource Management Assignment Sample online prepared by HRM Assignment writing experts at Assignment Task. AssignmentTask.com offer Management Assignment Help, Strategic Management Assignment Help and MBA Assignment Service in Australia, UK – the USA for Management Students at the best price.

 Order now

Answer all the questions. Each question carries 10 Marks.

  • Write a report to reflect your views on how can organizations achieve its strategic goals with the right support from its Human Resource department. Your report should include Introduction, Discussion on areas where HR can make a difference for achievement of business objectives, Conclusion & References. (Consider your own organization for this assignment or any other organization you have worked in the past).
  • What is “Job Analysis”, explain how does it impact the various components / areas in Human Resource and Employee Lifecycle?
  • Human Resource function is under a great deal of stress during the recent COVID-19 Pandemic. What Social Media policies do you seem “Fit for Purpose” under current circumstances of Post Pandemic situation faced by Human Resource department?
  • If you are one of the members of the HR Management Team, what will be your recommendations for the up-coming Board Meeting during COVID-19 situation?
  • What are different HR Structural Alternatives and how effectiveness and optimization in People Management relates to choices in various structural alternatives?
  • Write a note on Larry Griener’s Model and apply it on your organization. Explain how it helps towards realigning and refocusing the people related objectives in your
  • Why organizations must consider CSR (Corporate Social Responsibility) as a strategic alternative? Select an organization and analyze the strategic intent of the selected organization by using the CSR six stage

 

  1. Case Study:

In the past, the decision criteria for mergers and acquisitions were typically based on considerations such as the strategic fit of the merged organizations, financial criteria, and operational criteria. Mergers and acquisitions were often conducted without much regard for the human resource issues that would be faced when the organizations were joined. As a result, several undesirable effects on the organizations’ human resources commonly occurred. Nonetheless, competitive conditions favor mergers and acquisitions and they remain a frequent occurrence. Examples of mergers among some of the largest companies include the following: Honeywell and Allied Signal, British Petroleum and Amoco, Exxon and Mobil, Lockheed and Martin, Boeing and McDonnell Douglas, SBC and Pacific Telesis, America Online and Time Warner, Burlington Northern and Santa Fe, Union Pacific and Southern Pacific, Daimler-Benz and Chrysler, Ford and Volvo, and Bank of America and Nations Bank.

Layoffs often accompany mergers or acquisitions, particularly if the two organizations are from the same industry. In addition to layoffs related to redundancies, top managers of acquiring firms may terminate some competent employees because they do not fit in with the new culture of the merged organization or because their loyalty to the new management may be suspect. The desire for a good fit with the cultural objectives of the new organization and loyalty are understandable. However, the depletion of the stock of human resources deserves serious consideration, just as with physical resources. Unfortunately, the way that mergers and acquisitions have been carried out has often conveyed a lack of concern for human resources.

The cumulative effects of these developments often cause employee morale and loyalty to decline, and feelings of betrayal may develop. Nonetheless, such adverse consequences are not inevitable. A few companies, such as Cisco Systems, which has made over 50 acquisitions (https://www.cisco.com/c/en/us/about/corporate-strategy-office/acquisitions/acquisitions-list- years.html), are very adept in handling the human resource issues associated with these actions. An example of one of Cisco’s practices is illustrative. At Cisco Systems, no one from an acquired firm is laid off without the personal approval of Cisco’s CEO as well as the CEO of the firm that was acquired.

QUESTION:

  1. Investigate the approach that Cisco Systems has used in its many successful acquisitions. What are some of the human resource practices that have made its acquisitions successful?

 

  1. Do a research on what is different about Cisco Systems in comparison to other organizations in terms of handling employees?