Ahmed-HRM LO 3,4

Pearson
Higher Nationals in
Business
EXAMPLE ASSESSMENT BRIEF
Unit: 3 Human Resource Management
For use with the Pearson BTEC Level 4 Higher National Certificate and
Level 5 Higher National Diploma in Business
Brief Number: 1&2
First teaching from September 2018
Issue 2
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2018
Higher National Certificate/Diploma in

Please note that this Example Assessment Brief is NOT an authorised assignment brief. It is provided as a reference only.
Centres must develop assignments and assessment materials that meet the needs of their students and align with their curriculum planning. This
Example Assessment Brief may be used as a starting point for the development of an assignment, however Centres are expected to modify and
revise the Example Assessment Brief to meet the specific needs of their students and curriculum. All assessment briefs must be Internally Verified.
Business
Example Assessment Brief
Student Name/ID Number
Unit Number and Title 3 Human Resource Management
Academic Year
Unit Tutor
Assignment Title Human Resources Employee Induction Manual
Issue Date
Submission Date
IV Name & Date
Submission Format
The submission is in the form of an HR employee induction manual. This should be written in a concise,
formal business style using single spacing and font size 12. You are required to make use of headings,
paragraphs and subsections as appropriate, and all work must be supported with research and referenced
using the Harvard referencing system. Please also provide a bibliography using the Harvard referencing
system. The recommended word limit is 2,000–2,500 words, although you will not be penalised for
exceeding the total word limit.
HNC/HND Business 3
Unit Learning Outcomes
LO1 Explain the purpose and scope of Human Resource Management in terms of resourcing an
organisation with talent and skills appropriate to fulfil business functions.
LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an organisation.
Assignment Brief and Guidance

*Please note that assignment guidance is for reference only and should be more specific in detail to meet customised needs.
Scenario and activity:

As a newly appointed assistant human resource officer for [named organisation/an organisation of your
choice – your own place of work if appropriate] you have been tasked with producing an employee
induction manual for new staff being recruited into the Human Resources (HR) department.
The manual will provide details on the purpose of HR and the main HR functions within the organisation
with an overview of different HR practices.
The Employee Induction Manual should cover then following:
1. An introduction to the chosen organisation including mission statement, purpose and core
business objectives.
2. An explanation of the purpose of the HR function and the key roles and responsibilities of the
HR function, highlighting the significance that HR plays in acquiring talent to meet business
objectives.
3. An assessment of the approach to workforce planning, recruitment and selection, development
and training, performance management and reward systems.
4. Inclusion of case study examples to examine the different methods used in HR practices.
*Please access HN Global for additional resources support and reading for this unit. For further guidance and support on report
writing please refer to the Study Skills Unit on HN Global www.highernationals.com
HNC/HND Business 4
Higher National Certificate/Diploma in

Business
Example Assessment Brief
Student Name/ID Number
Unit Number and Title 3 Human Resource Management
Academic Year
Unit Tutor
Assignment Title The Job Application
Issue Date
Submission Date
IV Name & Date
Submission Format
The submission is in the form of a completed individual portfolio folder, including specific documentation:
job specification, CV, interview selection criteria, interview notes and preparation, and an evaluation of
the process.
The evaluation of HR practices and the process of recruitment and selection is a written piece of work
with a recommended word limit of 500–1,000 words, although you will not be penalised for exceeding the
total word limit.
HNC/HND Business 5
Unit Learning Outcomes
LO3 Analyse internal and external factors that affect Human Resource Management decision-making,
including employment legislation.
LO4 Apply Human Resource Management practices in a work-related context
Assignment Brief and Guidance
Scenario and activity:

While working as an intern in the Human Resources (HR) department of an organisation [insert name
here], you have been asked to take part in testing the new recruitment and selection process.
In addition to this you are to produce an evaluation summary of employee relations and employment
legislation that relate to these HR practices. This is to be presented to new applicants as a document that
outlines the guidelines of the organisation. Covering the following:
1. The approach to and effectiveness of employee relations and employee engagement, with
mention of the flexible organisation and flexible working practices and ‘employer of choice’.
Solution:
2. Key aspects of employment legislation within which the organisation must work.
Solution:
All businesses use some sort of employment laws and legislation. Employment legislation is a
broad area covering labor law and collective bargaining. Basically it is an area of law that deals
with legal rights and duties of employers and employees. The legislation system has significant
impact on HRM decision making as it is related to employee rights and responsibilities.Like
other reputed companies Adidas is also maintaining the employment legislation while
recruiting the new employees as well as for the running employees in the company that has
some critical impact on the HRM decision making for the company. So the major elements of
the employment legislation are the following:
 Defining positions: At the time of the recruitment process, the company has to
define the employees their position in the company. It also describes what will be their
rights and responsibilities in the company in respect to HRM decision making
.
 Proper compensation: The company must define their compensation for the
employees at the time of recruitment. It must ensure their employees about their
minimum wages and length of their work hours. After a proper agreement on
everything, the company identifies and selects their desired employees.
 Ensuring equality: The company must ensure the equality in every perspective while
HNC/HND Business 6
appointing the employees. Their will be equality in wages, gender, working hours,
health facilities and also in other prospectives. If there are any discrimination in any
criteria, the employees can ask for legislative help to fulfil their demand. HRM of the
company can influence the employees positively if they can ensure equality in all
perspective.
 Time of work: Employees should be aware of their time to the company which means
the daily and weekly working hours to perform the tasks. They may perform the
overtime duties but they have to get the proper compensation for the overtime. The
company should allow them the proper leave on any particular occasion. This time
distribution to the company helps the HRM to take better decisions.
 Disability discrimination act: if any employee has disabilities, he should not be

discriminated under this law. Employers should develop reasonable adjustments to help
their employees.
 Work and families act: This act helps to protect the rights of employees to take the
maternity or paternal leave, adoption leave, flexible working arrangements to care for
adults.
 Sex discrimination act: This act protects the discrimination between men and
women in terms of their gender or marital status. This act also protects the rights in
other areas including training, employment,, harassment, education, provisions of
goods and services and other disposal of premises.
3. An evaluation of how employee relations and employment legislation inform decision making
and meets business objectives.
Solution:
4. Critically evaluate employee relations and the application of HRM practices that inform and
influence decision-making in an organizational context.
Solution:
5. Illustrate the application of HRM practices in a work-related context, using specific examples.
Solution:
For accomplishing Adidas goals and objectives, the employers uses different applications of
HRM, today Adidas is successful because of its excellent practise of HRM application in the
organisation. Some of the applications of HRM practises in work are listed below:
HNC/HND Business 7
 Recruitment and selection: it is the process of sourcing and qualifying candidates

for vacant positions of the company. It is very important to employ the right people at
the right position on the right time. The HR team puts advertisements on social media
and the job seekers send their CV applications. Then the HR team short lists the
qualified applications and call them up for the interview and other assessments. The
applicants have to sit for aptitude tests and after passing out the other assessment
stages, then final screen candidates are interviewed. Then the HR team recruits the
most talented candidates who is best suitable for the company.
 Reward system: This is one of the effective ways of job satisfaction for an employee,
after evaluating the job performance the employers provide some benefits or rewards.
This reward system works as an motivation of an employee to work in an productive
manner for achieving the job targets and objectives. Employees may get intrinsic or
extrinsic rewards such as wage, salary, security, treatment, promotion, etc.
The use of reward system in two types of job contexts are discussed below:
1) Blue collar labor jobs: this refers to employees whose jobs are largely involved in physical
labor, it may involve skilled or unskilled labor. The type of work may involve manufacturing,
recycling, shipping, packing and other type of physical work. There is a wide range of pay scales
for such work depending upon the field of speciality and experience. These kind of staff in Adidas
are benefitted with rewards. They get extra working hour payments, bonuses, increments and
other benefits.
2) White collar labor jobs: This kind of jobs involves mental or clerical work, such as in an office
desk job. Their job is knowledge intensive, non-routine and unstructured. They are highly skilled,
educated and trained professionals such as accountants, managers etc. In Adidas all the
managers, directors, team leaders, store associates are white collar workers. They also get
intrinsic and extrinsic rewards like bonuses, performance achievement rewards. Profit sharing,
increments, promotions etc.
Such HRM practices in organisations motivates employees to work in a competitive manner and
makes them more productive. This is also related to greater profitability of the company.
6. Provide a rationale for the application of specific HRM practices in a work-related context.
Solution:
HNC/HND Business 8
Learning Outcomes and Assessment Criteria
Pass Merit Distinction
LO1 Explain the purpose and scope of Human Resource Management D1 Critically evaluate the
in terms of resourcing an organisation with talent and skills strengths and weaknesses of
appropriate to fulfil business objectives different approaches to
recruitment and selection,
P1 Explain the purpose and the M1 Assess how the functions of supported by specific examples.
functions of HRM, applicable to HRM can provide talent and skills
workforce planning and appropriate to fulfil business
resourcing an organisation. objectives
P2 Explain the strengths and M2 Evaluate the strengths and
weaknesses of different weaknesses of different
approaches to recruitment and approaches to recruitment and
selection. selection.
LO2 Evaluate the effectiveness of the key elements of Human D2 Critically evaluate HRM
Resource Management in an organisation practices and application within
an organisational context, using a
P3 Explain the benefits of M3 Explore the different range of specific examples.
different HRM practices within an methods used in HRM practices,
organisation for both the providing specific examples to
employer and employee. support evaluation within an
organisational context.
P4 Evaluate the effectiveness of
different HRM practices in terms
of raising organisational profit
and productivity.
LO3 Analyse internal and external factors that affect Human LO3 & 4
Resource Management decision-making, including employment
D3 Critically evaluate employee
legislation
relations and the application of
M4 Evaluate the key aspects of HRM practices that inform and
P5 Analyse the importance of
employee relations management influence decision-making in an
employee relations in respect to
and employment legislation that organisational context.
influencing HRM decision-making.
affect HRM decision-making in an
P6 Identify the key elements of
organisational context.
employment legislation and the
impact it has upon HRM decision-
making.
LO4 Apply Human Resource Management practices in a work-related

context
HNC/HND Business 9
P7 Illustrate the application of M5 Provide a rationale for the

HRM practices in a work-related application of specific HRM
context, using specific examples. practices in a work-related
context.
HNC/HND Business 10

Ahmed-HRM LO 3,4

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Pearson

Brief Number: 1&2

First teaching from September 2018

Higher National Certificate/Diploma in

Unit Number and Title 3 Human Resource Management

Assignment Title Human Resources Employee Induction Manual

IV Name & Date

Unit Learning Outcomes

Assignment Brief and Guidance

Scenario and activity:

Higher National Certificate/Diploma in

Unit Number and Title 3 Human Resource Management

Assignment Title The Job Application

IV Name & Date

Unit Learning Outcomes

Assignment Brief and Guidance

Scenario and activity:

 Disability discrimination act: if any employee has disabilities, he should not be

 Recruitment and selection: it is the process of sourcing and qualifying candidates

Learning Outcomes and Assessment Criteria

Pass Merit Distinction

LO4 Apply Human Resource Management practices in a work-related

P7 Illustrate the application of M5 Provide a rationale for the

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