HRM Assignment: Case Studies, Recommendations, and Goals

This assignment delves into various facets of Human Resource Management, encompassing case studies, recommendations, and goal-setting exercises. It begins with a case study involving an employee seeking guidance on performance evaluation and promotion opportunities, followed by recommendations on utilizing performance appraisal documents and providing employee feedback. The assignment then presents a goal-setting table outlining weaknesses, activities, timeframes, and measurement methods. Further, it explores the HRM field of performance management and job analysis, including the four phases of job analysis and the elements gathered. The assignment also examines employee empowerment strategies, including strategies for implementation and obstacles. It provides an overview of Walmart's employee engagement strategies and discusses the factors an HR chief should consider when deciding between internal or external recruitment. Finally, the assignment concludes with an analysis of organizational change, including its steps and drivers. This assignment provides a comprehensive overview of key HRM concepts and their practical applications.

Running Head: HUMAN RESOURCE MANAGEMENT
0
HUMAN RESOURCE MANAGEMENT
System04121
9/30/2019

HUMAN RESOURCE MANAGEMENT 1
Contents
Assignment 1:.............................................................................................................................2
Answer 1: Case study.............................................................................................................2
Answer 2: Recommendation..................................................................................................2
Answer 3: Goal setting table..................................................................................................2
Answer 4: HRM Field............................................................................................................3
Assignment 2:.............................................................................................................................3
Answer 1: Job analysis...........................................................................................................3
Answer 2: Empowerment......................................................................................................5
ANWER 3: Employee’s engagement strategies used by the company Walmart...................7
Answer 4: HR chief should think about a few elements when settling on the decision to
select inside or remotely:.......................................................................................................8
Answer 5: organizational change...........................................................................................9
References................................................................................................................................14

HUMAN RESOURCE MANAGEMENT 2
Assignment 1:
Answer 1: Case study
Through the case study it was seen that Brook has begun to converse with different
supervisors and has as of late turned out to be mindful of an archive called "Objective Setting
Document" that different divisions in the association are utilizing to assess worker execution
and need to become familiar with this report and how it can enable him to get a reasonable
special chance. Creeks has chosen to contact you as the HR division chief requesting help and
backing (Keith, 2012).
Answer 2: Recommendation
o Utilize the Appraisal Document as a Discussion Starter
the company should Utilize the presentation examination record occasionally, in any
event quarterly, in order survey worker progress. The presentation examination record
is a helpful talk starter.
o Employee Feedback
the company can give the feedback to the employees on a regular basis the Workers
like standard feedbacks it makes them feel more values and motiovivated and this also
improves the employee performance
Answer 3: Goal setting table
GOAL Weaknesses ACTIVITY TIMEFRAME MEASUREMENT
Goal # 1 improve
Employee
confidence
 Will make them
attend Seminar
 Will make them
Read newspaper
Week 1-4  SWOT
Analysis
 Feedback

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Goal # 2 improve team
skills
 Communicate with
and have meeting
 Attending Training
Week 4-8  Feedback
Goal # 3 Improve
communication
 Continuous
meetings
 Contributing in
conference
 Communication
playoffs
Week 8-12  Feedback
Goal # 4 Managing
different in
opinion
 Understanding and
listening others
Week 12-14  Feedback
Answer 4: HRM Field
Performance management is the HRM field in the above case study. It is a procedure of
guaranteeing that arrangement of exercises and yields meets an organization’s objectives in a
compelling and creative way. Performance organization is something that can focus on the
exhibition of an relationship, a partition, a employees, or the events set up to supervise
precise tasks (Guest, 2011)
Assignment 2:
Answer 1: Job analysis
a) Analysis of Job is a kind of procedure that benefits in identifying and deterring the
specific job duties and the importance and requirements of the responsibilities for a
agreed job. Study of the Job is a procedure where decisions are ended around the
composed statistics. An significant thought of Job Analysis is that the examination
that is accompanied for the Job, not the person

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b) The four phases of employment investigation are
the procedure of job examination should be directed in a rational way, subsequent
suitable administration and psychometric professional performs.
1. Job Analysis Planning
it is essential that the job examination procedure be arranged before
gathering the statistics from the executives and the workers’ administrators
and employees. One of the most significant thought is to classify the job
analysis purposes
2. Introducing and Preparing the Analysis of Job
Under this stage, those people will be intricate in supervisory the job
study and the approaches to be second-hand are recognized.
3. Conducting the Job Analysis
With the finished training, the examination of job can be lead. The
approaches certain will regulate the line period for the development.
4. Creating Job Specifications and Job Descriptions
At this stage the job forecasters will make job portrayals and job
specifications.
Later in this part is an area deliberating particulars on in what way to
inscribe job descriptions and job specifications
c) Things that would be gathered for employment investigation
o Employment Content: it is something that incorporates different sorts of
occupation exercises in a specific activity. It is the detail of activities that a
workers need or should perform during his activity, Duties of a employees,

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What really a employees does (Lengnick-Hall, Beck, and Lengnick-Hall,
2011).
o Occupation Context: Job setting refers to the circumstance under which a
worker plays out a precise activity. The data build-up will contain: Dangers
included Working Circumstances,
o Employment Requirements: These incorporate essential yet explicit
necessities which make an up- qualified for a precise activity. The gathered
info includes: IT aptitudes, working abilities, engine abilities, handling
aptitudes, etc.
Answer 2: Empowerment
a) The Practice of Empowerment. Empowerment is the way toward empowering people
to receive new practices that further fulfil their individual desires and the
organizations goals as well.
b) Strategies
 Give an unmistakable meaning of system
In certain associations, employees turnover can be since of an nonappearance
of absence or an chance of information on how persons add to the business
and its objectives. In this way, it is significant for employees to understand the
business system (Alfes, Shantz, Truss, and Soane, 2013).
 Create proper KPIs
key execution setting markers on worker consistency standards for example
can assist with estimating paces of employees commitment inside the

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association. While many organizations set benefits of KPIs and client input,
regularly little is done in officially estimating employee’s assurance (Jiang,
Lepak, Han, Hong, Kim, and Winkler, 2012).
c) UK empowerment activities
Employee empowerment has convert a buzzword and recent organization trends in
both the private sector and public (Pitts, 2005). Employee empowerment has
established a wide acknowledgment as an significant subject in organization circles
mostly because it is seen as one of the significant elements of managerial and
administrative efficiency that upsurges when power and control are communal in
organisation and UK considers it to be important part of the business
A choice was taken by UK to convey 300 surveys. Altogether 75 organizations
answered with a reaction pace of 25%. Associations that reacted included Ove Arup
Partnership, Andersen Consulting, Rover Group, Cap Gemini, BT PLC, Oracle 4
Corporation UK Ltd, 3COM [UK] Limited, Nortel Ltd, Kodak Ltd, DHL
International [UK] Ltd, IBM UK Ltd., Royal Mail, Skandia Life, Xerox [UK] Ltd.,
Dana Commercial Credit Corporation, , Rolls Royce Aero Engines Ltd., Honda Motor
Europe Ltd., among others. The associations that reacted originated from the
assembling (44.3%) and administrations (55.7%) areas. Every one of the respondents
were experienced professionals at senior levels in their association with 55% at
CEO/MD level, 8% HRM Head level, 12% Quality Head level, and 25% Operations
Head level (Buller, and McEvoy, 2012).
d) Obstacles in empowerment
 Message Disconnect

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Dawn Media Group says that doing a workplace empowerment it is important to
encourage the employees to think on their own as only messaging and setting
goals for the employees create lot of issues,(Kusluvan, Kusluvan, Ilhan, and
Buyruk, 2010).
 Inadequate Training
At the point when directors are removed from the everyday basic leadership
process for engaged workers, it ends up important to expand the measure of
preparing for employees to help fortify every individual's range of abilities.
ANWER 3: Employee’s engagement strategies used by the company Walmart
 Show them you listen
If in organization a clear issues and issues get recognized it is important to act
on it. It is one of the most important things and it should be addressed in a
visible manner as well. One should discuss with the employee and listen to
their ideas to solve the issues
 Share good practice and ideas among teams
Nothing is better than seeing the works practices and the ideas of the
employees being appreciated. In order to make sure that the workers have
opportunity to display best work there. Talent Development Platform is the
best way to raise engagement and create links among the employees.
 Have an employee voice
Having just a review for satisfaction of the employees is not enough it is
important to know as to how a company is doing. It important to facilitate the

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channels where all the employees can discuss issues and give ideas and
feedback (Nenycz-Thiel and Romaniuk, 2012)
Answer 4: HR chief should think about a few elements when settling on the decision to
select inside or remotely:
a) Recruitment denotes to the procedure of recognizing and drawing job seekers so as
build a pond of capable job applicants.
The one and only plan of recruitment is one of those that helps in attracting a large
number of skilful and qualified employees The impeccable enlistment program is the
one that appeals in a generally bigger number of capable candidates who undergo the
screening procedure and acknowledge positions with the association,
b) Once a recruiting plan and strategy are made out, the process of search can start .
Search involves the following steps
 Source Activation: Typically, foundations and search strategies are endorsed
by the issuance of a worker order. This infers no real selecting happens until
line manager have checked that an chance exists or will exist (Chanlat, and
Özbligin,2017)
 Offering: A subsequent subject to be intended to in the looking through
procedure anxieties interchanges. Here, associations navigate a precarious
situation. On one hand, they need to do whatever they can to draw in alluring
candidates. On the other, they should oppose the enticement of overselling
their excellences (Desman, Moodie, Roebuck, and Siha, 2011)

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Answer 5: organizational change
a)
 Emergency: Evidently September 11 is the most memorable circumstance of an
alternative and it produced boundless relations, and even ventures, for sample,
airplanes and portable, to modify. The on-going money linked emergency
evidently completed many vagaries in the financial management industry as
relations strained to bear.
 Execution Gaps: The association's purposes and targets not being met or other
hierarchical needs are not being fulfilled. Changes are obligatory to close these
hovels
 New Technology: Documentation of new invention and increasingly real and
affordable plans to do work (Adriaanse, 2016)
Three steps in Organizational Change.
 Unfreezing
Lewin's model promptly addresses the issue of protection from change. The
unfreezing stage is the way in to the whole change model in light of the fact
that without training and an assessment of inspirational components,
individuals will in general oppose change and stick to old thoughts and
strategies. To defeat introductory obstruction, take a time of assessment,
scrutinize, unlearning and defrosting of old ideas and practices before
executing any change (Ibrahim, and Zulkafli, 2016)
 Change
During the change arrange, investigate innovative arrangements. This is the
transitional stage where genuine arrangement and arranging are developed.

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Explicit abilities and capabilities ought to be distinguished and plans made for
advancement or meeting. Lamentably, the change may hurt a few people, so
plans ought to be made ahead of time for their progress. You have to foresee
the impacts on the entirety of your principals.
Try not to commit the error at this phase of investing too little energy and
consideration on aptitudes advancement, innovation appraisal, mapping
headings and characterizing new jobs and connections. Painting an
unmistakable vision so individuals comprehend what they have to realize and
how to carry on is basic to change acknowledgment. Individuals acting in
gatherings are the genuine change operators, so jobs and connections ought to
be clear (Noe, Hollenbeck, Gerhart, and Wright, 2017).
 Refreezing
Refreezing fortifies the change that was simply accomplished. This is the
stage that rolls out the improvement lasting. One may need to proceed with
help, instructing, training or preparing so individuals acknowledge the change
advantages and feel good with new undertakings and procedures. New jobs
and schedules ought to be intently checked to guarantee that the ideal results
are legitimate. Make sure to demonstrate gratefulness for everybody's
exertion and tolerance during the progress.
A few experts of Lewin's model say that the refreezing stage is ridiculous in
light of the fact that steady adaption and adaptability is the new ordinary. Be
that as it may, with all due respect, the expression "refreezing" didn't have a
place with him; it was included by a previous understudy. It may bode well to
see unfreezing, change and refreezing as a continuum. Consequently, this
stage denotes a time of strength.

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b) Managers should be conscious and aware that there is always goanna be some people
in the organization who would resist to changes happening in the organization.
Because of that, the effectiveness and efficiency of the process of change will be in
straight relation with successful managing resistance to change and resistance to
change.
Causes of Resistance to Change
 Losing controller of workers: The change procedure certain of the time may decrease
the degree of control that managers can lead. In a way chiefs can oppose the future
changes if the alteration procedure will need a decrease of their control
 Economic factors: Organizational changes occasionally can be seen through side of
worker’s as a simple something that reduces or upsurge their pay or other financial
rights that some of the workstation brings to them (Dwivedi, Merrilees, Miller, and
Herington, 2012).