Strategic Human Resource Management – Case Study

Strategic Human Resource Management Scenario Assignment

 

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Assignment Details:-

  • Topic: Strategic Human Resource Management
  • Words: 4500

There are having Power point presentation 1000 words, Hr Plan 1000 words, HR Memo 500 words, Report 2000 words

 

Unit03:Strategic Human Resource Management

 

Unit Reference Number F/616/2725
Unit Title Strategic Human Resource Management
Unit Level 7
Number of Credits 20
Total Qualification Time(TQT)
Guided Learning Hours(GLH)
Mandatory/ Optional
Unit Grading Structure Pass/Fail

 

Learning Outcome–The learner will: Assessment Criterion–The learner can:
1.  Understand the role of management of human resources. 1.1 Critically justify the importance of human resource management in organisations.
1.2 Assess the role and purpose of the strategic human resource management function and activities in an organisation.
1.3 Evaluate how human resource management is related to other functional areas.
2.  Be able to create a human resource plan for an organisation. 2.1 Assess the business factors to consider before human resource planning.
2.2 Determine human resource requirements in different organisational contexts.
2.3 Develop a human resource plan for an organisation.
3.  Understand the role of legal and ethical issues in developing human resources policy. 3.1 Explain the purpose of human resource policy.
3.2 Assess the impact of regulatory and legal requirements on human resource policies in an organisation.
3.3 Assess the impact of business ethics, CSR, and sustainability requirements on human resource policies for an organisation.
4.  Be able to plan develop human resource strategies. 4.1 Critically analyse the impact of an organisational strategy, structure and culture on the management of human resources.
4.2 Develop a structured, relevant and comprehensive HR strategy.
4.3 Critically monitor the effectiveness of human resources management.
5.  Understand HRM approaches with in organisations and their relationships with organisational performance. 5.1 Critically evaluate the relationships between business strategy and human resource management.
5.2 Explain the implementation and measurement of HR approaches using relevant metrics
5.3 Monitor and evaluate a human resource strategy that supports organisational mission, vision, values and objectives.

 

Scenario

Based in central London the European Club was founded in1900. The club is an on-profit making charity whose good works for the last 100+ years include offering scholarships for gifted children from poorer countries the opportunities to study in the UK. The Charity is governed by a Board of Trustees who also form part of the Board of Directors.The CEO sits on the Board of Directors whilst the General Manager and Club Secretary report into the CEO.The vision and mission statement is represented as“High quality hospitality at affordable prices.” A statement of values has been an agenda item for almost a year but has not been actioned.

Revenue for the charity is derived from the operation of the central London club house (situated in a fashionable streetinMayfairLondonW1) contain in gavery‘old fashioned’ and largely unused waiter service cocktail bar, The Fox and Hound and 50 seat restaurant, The Dining Rooms, 4 function rooms (no in-built meeting room equipment) and a number of bedrooms(50) which it lets to club members for a highly subsidised amount of just £75 per night. Many of these rooms have not been refurbished in quite a while.

The building it self has a certain faded grand eur but is in need of some much needed planned and reactive renovation and maintenance to furniture, fixtures and fittings.Some of the systems in the Club, including reservations and front office, are still on Excel spread sheet functions. A manual process is used for creating reservations for the bedrooms, restaurant and bar and function rooms. There is how ever an online payment system used but there are three separate systems, one for each department. Wifi is available through out the Club.

Many of the staff have been there for many years and the way things operate have not changed much for a long time. Whilst familiar and comfortable with the current ways of doing things, the staff often moan about the amount of time it takes and the in efficiency of the systems in place. There is a very defined hierarchy and staffing structure in the departments. The organisational chart below details the restaurant, bar and event management departments.

 

Staff are not encouraged to make decisions without reference to the head of department nor are they encouraged to put forward new ideas for enhancing or improving practice. Any changes to practice are often from the top down and staff opinions are rarely sought.

Morale, as measured by as mall yearly staff survey, appear slow, and many of the younger staff leave after just a couple of months citing lack of opportunities and poor training as a cause.The survey also shows that staff are not happy with their manager and feel that they do not get praised or rewarded when they do a good job.

The previous CEO had been with the charity for some 30 years and very much left the management of the club to the General Manager,who also retires later this year. The new CEO of the charity believes that there is a lot more that might be achieved, and good works undertaken, if the operation it self makes more money to invest into the charitable works,  and she firmly believes that the organisation is under performing and is inefficient.

Membership of the club has been falling steadily over the past five years and now stands some 50% of its original membership. A recent member survey shows significant complaints about the conditions of the facilities, especially the restaurant and bar which the members use to entertain as well as the drop-in customer service as well as the general lack of organisation.

The CEO has approached you and wants to employ your HR consultancy services to address the strategic HR issues around a modernisation plan for the restaurant and bar facilities of the club. The modernisation and renovation programme will include the following:

  1. There furbishment of The Fox and Hound Bar, the Dining Room and the function rooms
  2. Training and development of all staff on the new processes connected to the Bar,Dining room and function rooms.

There furbishment has been given to an architectural firm that will employ it scont actors and manage all the building work. They have promised to work to the project deadlines. Naturally this will mean the members of the club paying more for the services; however, this will bring the charges in line with similar institutions and facilities.  The CEOs biggest concern is how to undertake this project with the minimum of disruption to both members and staff. It is not an option to shut the club down completely during the project. Business as usual, as much as possible, must be maintained.

 

Task 1 of 3 –Presentation (AC1.1, 1.2,1.3,2.1&2.2)

Scenario:

The CEO has asked you to prepare a 15-minute Power Point presentation for the Board of Directors “selling” your consultancy services.You still need to pitch for the contract since the two other board members will be involved in the decision.

 

Instruction:

Prepare a presentation in which you should:

  1. Explain the importance of Strategic Human Resource Management(HRM) and how you could add value to the Club. You should discuss how strategic HRM could be linked with other departments.
  2. Explain the strategic human resources services you could provide to the Club and their purposes
  3. Analyse the factors that the Club should consider before embarking up there novation and restructure.
  4. Determine some preliminary HR requirements for the organisation considering the new contract.

The Board is likely to ask questions- so be ready to answer any questions that may arise.

 

Submission:

▪   1x Power Point Presentation Slides

 

Referencing:

  • Each Power Point must reflect any supporting Harvard style citations.
  • A comprehensive Harvard style reference list must be included at the end of the presentation

 

Task 2of 3 –HR Plan and Memo (AC2.3, 3.1, 3.2&3.3)

Scenario:

You have been successful in securing the contract, and you have a lot to do. The management priority is to have a HR plan in place as soon as possible, but you feel that a HR policy is equally important, if not more. Therefore, you have decided to create the out line of HR plan, but to include it together with a memo about creating an HR policy.

 

Instruction:

You therefore need to prepare:

  1. A nout line of a human resource plan.
  2. A memo concerning the importance of HR policy, the memo should provide examples of regulatory, legal and ethical concerns that should be covered with in the policy (living wage vs minimum wage, maternity cover, Equality Act 2010, termination of employment,etc.)which would be important to the Club.

 

Delivery and submission:

▪   1xHRplan(circa1000 words)

▪   1xmemo(circa500 words)

 

Referencing:

  • Each section must reflect any supporting Harvard style citations.
  • A comprehensive Harvard style reference list must be included at the end of the work.

 

Task 3 of 3 –Report (AC4.1, 4.2,4.3, 5.1,5.2&5.3)

Instructions:

Having done all of the preliminary work for the Club, you should now write a report in which you should:

  1. Examine the impact of different management and leadership theories on organisational strategy and structure.
  2. Describe the impact of organisational strategies, structures and culture on the management of HR.
  3. Determine the effectiveness of the current Club HRM, and critically discuss the link between leadership & management and HRM.
  4. Present ananalysis of how the existing culture and structure of the Club might impact on the success of the Club project and the motivation of the staff.
  5. Explain how you would develop, monitor and evaluate a leadership strategy that supports the development or revision of the Club’s organisational mission,vision,values and objectives.

 

Delivery and submission:

▪   1xReport(circa2000 words)

 

Referencing:

  • Each section must reflect any supporting Harvard style citations.
  • A comprehensive Harvard style reference list must be included at the end of the work.

 

Evidence to be submitted:

  • Power Point presentation(1000wordsequivalent.)
  • HR Plan–1000 words.
  • HR Memo–500words
  • Report–2000words

 

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