Assignment Submission Form

This document is an assignment submission form that must be completed and submitted along with the assignment. It includes important information such as student name, student ID, assessor name, qualification, unit number and title, assignment title, and date of submission. It also provides guidelines for plagiarism and includes a declaration by the student. The document further includes assignment tasks related to human resources management in companies like Samsung, BBC, and McDonald's, with instructions and evaluation criteria for each task. It concludes with a section on employee relations and employee legislation in McDonald's.

ASSIGNMENT SUBMISSION FORM
This sheet must be submitted with your assignment. Failure to complete, sign and submit this
form will result in a mark of ‘0’ for the assignment.
Student Name
Student ID
Assessor Name
Qualification Pearson BTEC Level 5 - HND Diploma in Business (Management)
Unit Number & Unit Title Unit 3: Human Resources Management
Assignment Title Human Resources Management: Samsung, BBC and
MacDonald’s
Date of Submission
By submitting this form and signing below, I declare that:
 I am the author of this assignment and that any assistance I received in its preparation
is fully disclosed and acknowledged in this assignment
 I also certify that this assignment was prepared by me specifically for this course
 I certify that I have taken all reasonable precautions to make sure that my work has
not been copied by other students
 I confirm that I have understood the College’s regulations on plagiarism
 I confirm that research resources are fully acknowledged
Signature: Date:
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Plagiarism is presenting somebody else’s work as your own. It includes: copying information directly
from the Web or books without referencing the material; submitting joint coursework as an individual
effort; copying another student’s coursework; stealing coursework from another student and submitting
it as your own work. Suspected plagiarism will be investigated and if found to have occurred will be
dealt with according to the procedures set down by the College. Please see your student handbook for
further details of what is / isn’t plagiarism.

Human Resource Management (HRM) - Assignment Guideline
The guided word count for the Assignmentis (3500-4500) +/- 10%
Assignment Task 1, 2, and 3 (SAMSUNG, BBC & McDonald’s)
The case study for Task 1report should be addressed to the HR Director in the following
format
To, Date:
Mrs Tess Smillie,
HR Director,
Samsung,
RE: Review and assessment of the effectiveness of the main HRM functions within
Samsung
Dear Mrs Tess Smillie,
Kindly find the case study report attached which reviews and assesses the effectiveness of the
main HRM functions within Samsung.
From: Your name
HR Assistant Director
Samsung
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Table of Contents
List out the contents of the report and the page numbers
Introduction
Here you provide the following:
 A brief company overview for Samsung
 A brief section outlining how important effective HRM is for Samsung
 Introduce allsections/tasks of the report
Task A: Samsung
Task 1a) Assessment of the purpose and functions of HRM applicable to workforce
planning and resourcing the organization
 Define HRM
 General purpose of HRM
 Identify the main functions of HRM
You MUST explain the purpose and functions of HRM in relation to Workforce planning
and Recruitment and Selection
Workforce Planning
 Define Workforce planning
 Briefly explain the purpose or rationale of workforce planning for Samsung
-Provides a basis for a systematic approach to assessing the number and type of
people needed
-Provides a basis for the preparation of recruitment, retention, and management
succession and talent management plans etc.
 Briefly explain the functions/activities of the systematic Workforce planning
modelfor Samsungsuch as:
- Business Plan
- Action Plan
- Scenario Planning
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- Demand Forecasting
- Supply Forecasting, Implementation, monitoring and evaluation etc.
Recruitment and Selection
 Define Recruitment and Selection
 Briefly explain the purpose of Recruitment and Selection (R&S) for Samsung
-To bring in talent and enhance productivity
-To reduce the need for retraining etc.
 Briefly explainthe functions of the stages of Recruitment and Selection for
Samsung
-Defining requirements: HR plans, Job analysis, Job description, Person specification.
- Attracting applicants: job advertisements.
- Sifting applications: CV screening.
- Selections methods: Interviews, Tests etc.
- Reference and background check: Previous employers, Legal working rights etc.
-Job Offer: Offer letter, Employment contract etc.
-Follow up: On the selected employee’s progress and review effectiveness of the R&S
process.
FOR M1- You MUST ASSESS how the above two functions of HRM (Work force
Planning and R&S) can provide talent and skills appropriate to fulfil Samsung’s
business objectives
Task 1 b)–Critical evaluation of the strengths and weaknesses of different approaches to
recruitment and selection adopted by Samsung
Approaches to Recruitment adopted by Samsung
 Briefly explain types of recruitment – Internal and External
 Briefly explain advantages and limitations of each type of recruitment for Samsung
 You MUST explain the strengths (advantages) and weaknesses (limitations) of at
least2different approaches to recruitment adopted by Samsung
forexample:Online recruitment, Advertising, Recruitment agencies etc.
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PS: Bullets points are not allowed
Approaches to Selection adopted by Samsung
 Briefly explain the different types of selection methods adopted by Samsung.
 You MUST explain the strengths and weaknesses of at least2different approaches
to selection adopted by Samsungfor example: Interviews, Selection tests,
Assessment centers etc.
PS: Bullets points are not allowed
For M2- You MUST evaluate the strengths (advantages) and weaknesses
(limitations) of different approaches to recruitment and selection adopted by
Samsung
For example, an evaluation must explain the strengths and weaknesses and in addition to
that you must provide your own conclusion in relation to the impact that these approaches
to recruitment and selection have on Samsung
For D1- You MUST CRITICALLY evaluate the strengths and weaknesses of
different approaches to recruitment and selection adopted by Samsung, supported
by specific examples
NOTE: For PASS: You explain, for MERIT: You evaluate and for DISTINCTION:
You critically evaluate.
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Task 2Critically evaluation of the benefits and the effectiveness of different HRM
practices within BBC in terms of enhancing organizational profit, productivity and
employee motivation
 Provide a brief overview of the different HRM practices within BBC
 You MUST explain the benefits and evaluate the effectiveness of at least 2
different HRM practices within BBC from the following:
Training and Development
 Define Training and Development
 You MUST explain benefits of Training and Development for BBC and its
employees
 Provide an example of a specific training and development at BBC such as Team
leadership training and then you MUST evaluate the effectiveness of that training
and development using Kirk Patrick’s model. The evaluation must have the
benefits and the limitations of the training, in addition to your own conclusion of
the impact that this particular training has on BBC in terms of enhancing
organizational profit, productivity and employee motivation
Reward Management
 Define Reward Management
 You MUST explain the benefits of rewards in BBC both for the company and its
employees
 Provide examples of at least 2 types of Rewards in BBC and you MUST evaluate the
effectiveness of these rewards in terms of the benefits and limitations of these
reward strategies in terms of enhancing organizational profit, productivity and
employee motivation. You MUST use at least one Motivation theory to do so such
as Abraham Maslow’s motivation theory.
Performance Management
 Define Performance Management
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 You MUST explain benefits of Performance Management for BBC and its
employees
 Provide an example of the Performance Management process at BBC and then you
MUST evaluate the effectiveness of the process (for example 360 degree
appraisals) to highlight the benefits and limitations of this process in terms of
enhancing organizational profit, productivity and employee motivation
Flexible working practices
 Briefly explain Atkinson’s model of the ‘Flexible firm’
 You MUST explain benefits of Flexible working practices for BBC and its
employees
 Provide at least 2 examples of flexible working practices at BBCsuch as compressed
working week, work-from-home etc. and then you MUST evaluate the effectiveness
of these in terms the benefits and limitations of these practices in relation to
enhancing organizational profit, productivity and employee motivation
For M3- You MUST explore the different methods used in HRM practices, providing
specific examples to support evaluation within BBC. For example, you must provide
different examples of training and development, reward management; flexible working
practices etc. and explore the benefits and limitations of these in terms of enhancing
organisational profit, productivity and employee motivation
For D2- You MUST critically evaluate HRM practices and application within BBC,
using a range of specific examples
Task 3A-Critical evaluation of the importance of employee relations and identification
of key aspects of employee legislations and the impact that these have in respect to
influencing HRM decision-making within McDonald’s
Employee Relations
 Define Employee Relations
You MUST analyze the importance of Employee Relations in respect to influencing
HRM decision-making within McDonald’s
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 Provide a brief analysis of the importance/ objectives of Employee Relations
within Mac Donald’s
 Explain Employee relation climate and it’s positive effectiveness within Mac
Donald’s Provide a brief analysis of the Employment relations strategies within Mac
Donald’s in relation to influencing HRM decision-making within McDonald’s.
 You mustanalyzeat least 2 of the areas suchas (1) Employee participation and
Employee Involvement, (2) Representative participation& Trade union, (3)
Psychological Contract&Employment relationship.
UK Employment Legislations
You MUST
 Identify at least 2key UK Employment legislations such as Equality Act 2010,
Health and Safety at Work Act 1974 (HSWA), Data Protection Act 1998 (DPA)
etc.
 Identify their importance and impact that these UK employment legislations
have upon HRM decision-making within MacDonald’s
For M4- You MUST evaluate the key aspects of employee relations management and
employment legislation that affect HRM decision-making within MacDonald’s. For
example, your evaluation should have look into the benefits and limitations of the key
aspects of employee relations management and employment legislation and how these
affect the HRM decision making within MacDonald’s
For D3- You MUST critically evaluate employee relations and the application of HRM
practices within MacDonald’s that inform and influence decision-making
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Task 3B MacDonald’s
This report should be addressed to the HR Director in the following format
To, Date:
Mr, Neil Radcliffe
HR Director,
MacDonald’s,
RE: Recruitment and Selection of HR administrator
Dear Mr.Neil Radcliffe,
McDonald is the fast food chain of America. It is founded in the year 1940 and
operated by Richard and Maurice McDonald. They have developed many restaurants around
the globe. They sell a variety of food like snack wrap, egg McMuffin, chicken nuggets,
burger, sandwiches and shakes. People are the most essential asset for McDonald. The main
reason is McDonald believes that customer satisfaction starts with the abilities of the
employees. They also believe that effective workers can effectively help in attaining the goal
of the organization. Thus, McDonald attracts and hires the best employees and provides them
a great working ambience.
Here are the sub-tasks:
Employee Relation:
Employee relation means the company’s effort to manage the relationship between
the employees and the employers. A company with a good employee relation program
provides consistent and fair management to each employee in order to motivate them to
perform better in their respective jobs and stay loyal to the organization. These kind of
programs aims at preventing and resolving problems arising from various circumstances at
the work place. This falls under the strategy of human resource to ensure using all the people
in the organization effectively in order to accomplish the mission of the company. These
strategies help in gaining a competitive advantage in the marketplace. Employee relation
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focuses on the challenges the employees are facing everyday in the workplace such as work-
life balance, safe working conditions, pay and other benefits (Armstrong and Taylor 2014).
The most effective way to ensure effective employee relation is by adopting human resource
strategies that gives confidence and ensures the position of the employees as stakeholders in
the business. Employees feel more valued when treated as stakeholders and not just paid
labors of the organization.
Brief analysis of the importance of employee relations within McDonald:
McDonald’s pays attention in maintaining the employee relation in order to make a
better work environment for the employees. Good employee relation within McDonald helps
to solve issues collectively, which an individual alone cannot. Their objective is to make the
work easier for the employees by sharing it among all the employees. The organization
creates a happy ambience for all the employees to work with an ease. This in turn motivates
the employees and discourages conflicts within the workplace. A healthy employee relation
helps in reducing the problem of absenteeism in the organization. McDonald also maintains
good employee relation in order to share the vision and mission of the company with all the
employees.
The employee relation climate and its positive effectiveness within McDonald:
Employee involvement within the company is fostered and a number of methods and
techniques are followed in order to support their involvement. The quality management aims
at improving the quality of work and employee relation. Within McDonald employee
relation, is maintained through employee communication, employee involvement, employee
discipline and employee rights (Phipps, Prieto and Ndinguri 2013). The company maintains
formal and informal policies and practices through negotiation, handling disputes and
regulating employment, which in turn creates a positive working ambience within the
organization. The company also practices interactions between the employees and the
managers (McDonald's - Official Global Corporate Website). The four approaches followed
to improve employee relation are:
Adversarial: The employees are asked to fulfill the targets allotted by the organization.
Traditional: The employees react on the proposals of the management and the directives.
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Partnership: The employees are encouraged to assist the organization in any decision making
policies.
Power sharing: The employees are encouraged to get involved in the daily management of the
organization.
Thus, these approaches in the organization has only improved the working ambience for the
employees and motivated them to perform better and stay loyal to the company. McDonald
initially had complains related to employee relation which has improved tremendously over
the years which has helped the company to expand its business to a global platform with huge
amount of success.
Brief analysis of the employee relation strategies within McDonald’s in relation to
influencing HRM decision making within the organization:
McDonald Corporation takes the HRM approach to improve its employee relation.
The HRM model focuses on the employees in order to win trust, motivate them and
encourage commitment to the company and to participate in various development
opportunities (Noe et al. 2017) The Company organizes briefings, meeting with
representatives through communication within the company that follows a set of processes
that are agreed informally or formally within the organization. HRM aims at shifting from
collective bargaining to individual contracts.
Employee participation: Employees in the organization are encouraged to take decisions
rather than simply getting instructions. This helps in the process of empowerment within the
organization. It also helps in the employee movement within the organization. Every
employee is encouraged to take up responsibility for quality in terms of carrying out
activities, which in turn meet the requirement of the customers.
Employee involvement: It involves direct participation of the staffs in order to help the
organization in fulfilling by applying their own expertise, own ideas and efforts towards
solving problems and making decisions. The company provides opportunities for the
employees to participate actively, which is beneficial for both the company and the employee
(Heckscher 2018). Employee involvement in McDonald has improved the capability of
decision making, attitude of the employees towards work, employee well-being, reduced
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costs by mitigating the wastes and reducing the product cycle time. This has also given rise to
empowerment, innovation, job satisfaction and motivation within the workplace.
Key UK Employment legislations Act
Equality Act 2010: This Equality Act 2010 is a Parliament Act of the United Kingdom,
which aims at consolidating, updating and supplementing the various prior Acts and
regulations that forms the basis of anti-discrimination law in Great Britain (Bryson 2017).
The terms of the law includes, Equal Pay Act, the Sex Discrimination Act, the Race Relations
Act, the Disability Discrimination Act. This also included the three main statutory
instruments that protect discrimination in employment based on the sexual orientation, belief
and age.
Health and Safety at work Act at 1974: This Act lays down various duties on employers. It
is the responsibility of the employer to take care of the health and safety of all the employees
in the workplace (Kopel and Cramer 2014). This Act also asks employers to protect the
casual temporary workers, self-employed, visitors, clients and the public.
The importance and impact of these UK employment legislations have upon HRM
decision making within McDonald:
The British system of collective bargaining has a weak framework, which imposes
few constraints on employee relation practices. There is no traditional approach that is being
identified. Traditionally the aspect of labor relation was the pluralist workplace industrial
relation systems. McDonald has considered the approach of collective bargaining, which has
no specific mode of employment and industrial relationship. McDonald has considered the
size of Franchise, Union membership, anti-union climate, employee apathy, strong corporate
culture, public image and employer association for establishing collective bargaining. The
advantages of this approach are that the managers of the company did not take much time to
take actions on an individual level. The employees could influence the decision making of the
business. On the other hand, this approach deprives individual worker of their voice and
liberty. Thus, in UK, the approach of collective bargaining was shifted to individual
bargaining. This has improved the relationship of the workers and the managers within the
organization. The HRM team of the organization has made flexible working arrangements
and encouraged employee communication and employee involvement.
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From: Your name
HR Manager
MacDonald’s
Table of Contents
List out the contents of the report and the page numbers
Introduction
Here you need to provide the following:
 A brief company overview for MacDonald’s
 A brief section outlining how important effective Recruitment and Selection process
is for MacDonald’s
 Introduce allsub-sections/sub-tasks of the report
Task 5 Illustratethe application of Recruitment and Selection practices by preparing the
following documentations as part of an individual portfolio:
You MUST prepare the following documents for the role play activity
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 Job description for the position of HR administrator for MacDonald’s Person specification for the position of HR administrator for MacDonald’s
 Job advert suitable for different media for this position
 Interview script ( 10-15 questions)
You need to follow the role play activity instructions given below to prepare for the
group selection role play class activity
Further instructions for the task:
You are required to work in a small team (3-5 members) and prepare the following
documentations to take part in a selection role play interview whereby you need to interview
two candidates from an opposite team for the position of a HR administrator for Mac
Donald’s. The selection role play activity should be between 5-10 minutes. Based on the role
play activity you MUST also prepare the following documents:
 Selection criteria indicating the scores of both the candidates interviewed
 Job offer letter to the selected candidate
Job Description
Position: HR Administrator for McDonald
 Job Title:
 Salary Band:
 Hours:
 Accountable to:
 Location:
Job Summary
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Main Duties/Responsibilities (Outline minimum 5 duties/responsibilities)





Person Specification
Position: HR Administrator for McDonald
Requirements Essential
Criteria
Desirable
Criteria
Assessment Method
Education/
Qualifications
MBA in HR Managem
ent skills.
Manageme
nt skills.
Diversity
managem
ent skills
Diversity
manageme
nt skills
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Experience Minimum
3 years
Minimum 3
years
Skills, Knowledge &
Abilities ( Must
provide at least 5 )
People management People
managem
ent
People
manageme
nt
Training Training Training
Performance appraisal Performan
ce
appraisal
Performanc
e appraisal
Conflict management Conflict
managem
ent
Conflict
manageme
nt
Talent acquisition Talent
acquisition
Talent
acquisition
Motivation
Yes Yes Yes
Yes Yes Yes
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Job Advertisement
Position: HR Administrator for McDonald
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Interview Script
Panel List: (here put name each student in the Group, note that all of you
are acting as HR Manager for McDonald)
 Name & Surname: HR Manager
 Name & Surname: HR Manager
 Name & Surname: HR Manager
Meet and Greet:
Purpose of the interview:
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 Name & Surname:
o Q1:
o Q2:
o Q3:
o Q4:
 Name & Surname:
o Q1:
o Q2:
o Q3:
o Q4:
 Name & Surname:
o Q1:
o Q2:
o Q3:
o Q4:
Interview Warp-Up:
Selection Criteria Sheet: Candidate A
Interview: HR Administrator- McDonald
Interviewers:
Interviewee:
Date:
Time:
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Selection Criteria Poor
(1)
Average
(2)
Good
(3)
Very Good
(4)
Outstandin
g (5)
Communication
Skills
Problem Solving
Skills
Teamwork
Self-Confidence
Knowledge about
the Company
Motivation
Total Score:
Selection Criteria Sheet: Candidate B
Interview: HR Administrator- McDonald
Interviewers:
Interviewee:
Date:
Time:
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Selection Criteria Poor
(1)
Average
(2)
Good
(3)
Very Good
(4)
Outstandin
g (5)
Communication
Skills
Problem Solving
Skills
Teamwork
Self-Confidence
Knowledge about
the Company
Motivation
Total Score:
Employment Offer Letter
Date:
Name (Applicant’s Full name):
Address (Applicant’s Address):
RE: Job Offer Letter for the Position of HR Administrator for
McDonald
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Dear (Applicant’s first name),
Following our recent discussions,(Insert Company Name) is pleased to
offer you the position of (Position Title) in the Department of (Insert
Department Name). We are very excited about the potential you and your
experience bring to the table and we hope that you are equally pleased
with this opportunity. We are confident that you will find this new
opportunity both challenging and rewarding.
As we have discussed, you will be working in our (Company Location)
office. Upon the completion of orientation, you will begin your job duties.
The following points outline the terms and conditions we are proposing in
this offer:
 Title: Position title
 Start Date: Start date
 Salary: Amount per year
 Probation: Describe your organization’s probationary policy (period).
 Hours of Work: Describe the hours of work per week this position
requires.
 Reporting to: Manager’s Name and Title
Kindly find the employment contract attached. You are kindly requested to
sign the contract and send it back to us at (Company’s Email Address) no
later than 5 working days.
We look forward to a long lasting and mutually beneficial relationship in
an atmosphere that is successful and mutually challenging and
rewarding.We are confident that your abilities will play a key role in our
company.
Please do not hesitate to contact us if you have any additional questions.
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Sincerely,
(Name)
(Title)
(Company Name)
For M5 –You MUST provide a rationale for the application of specific HRM practices
in recruiting and selecting a specific candidate for MacDonald’s
Conclusion
Provide a brief conclusion to all tasks/sections of the report
Reference List
Please note that you are required to provide adequate academic and reliable in-text references
and a reference list adhering to the Harvard referencing style
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