Unit 3: Human Resource Management

Assignment Brief

Student Name/ID Number Batch 24

Unit Number and Title Unit 3: Human Resource Management

Academic Year 2022

Unit Tutor U Myo Htet Naing

Assignment Title The effectiveness of HRM and Organizational

Development of Duwon Microfinance

Issue Date 16. May 2022

Submission Date (Formative): 30.5.2022

Feedback: TBC

Submission Date (Summative): 20.6.2022

Internal Verifier Name: Daw Thwe Thwe Aye

Date: 10.5.2022

Submission Format
The submission is in the form of an individual written report and a document
portfolio. The document portfolio should be attached to the report file as a combined
document. This should be written in a concise, formal business style using Arial font size
12 and 1.5 spacing. 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 both in-text citation and a reference list.
Note: The recommended word count for this assignment is 3,000 words (+/- 10%
tolerance, i.e. your submission should not be less than 2,700 words and no more than
3,300 words). Although you will not be penalised for exceeding the total word limit, please
be aware that markers are instructed to stop marking when the maximum word count is
reached. There will be word count requirements indicated for each question and you also
need to show the word count for your answer to each question. Your Table of Contents,
All Appendices and the References list are all excluded from the total word count.

Unit Learning Outcomes

LO1 Explain the impact of the role of HRM in creating sustainable organisational performance and
contributing to business success.
LO2 Assess the contribution of HRM in recruiting and retaining talent and skills to achieve
business objectives.
LO3 Examine how external and internal factors can affect HRM decision making in relation to
organisational development.
LO4 Apply HRM practices in a work-related context for improving sustainable organisational
performance.

Transferable skills and competencies developed

▪ Articulating and explaining information effectively.

▪ Communication and listening, including the ability to produce clear, structured business
communications in a variety of media.
▪ Conceptual and critical thinking, analysis, synthesis and evaluation.
▪ Development and delivery of HR solutions to the business, appropriate to the organisational
context.
▪ Research, analysis and presentation of HR business data (both internal and external) to
provide insight, support solutions to business issues and track performance.
▪ Curiosity about HR business trends and developments, incorporating them into work
▪ The ability to generate, develop and illustrate HR applications
▪ Development and delivery of HR solutions and applications to the business, appropriate to the
organisational context.
▪ Tailoring of business-centred advice on the interpretation and application of HR
policies and processes.
Vocational scenario

The effectiveness of HRM and Organizational Development of Duwon Microfinance

Duwon Microfinance is one of the largest microfinance institutes in Myanmar, providing

affordable loans to support the financial needs of those who wish to start or expand their
business. Duwon has branches in 14 states/divisions and Nay Pyi Taw Union Territory in
Myanmar, with a total workforce of more than 1,100 employees. Providing financial
services is the core function of the organisation. There are many other support functions
that ensure the success of the business. The business requires committed employees to
ensure that the organisation is successful and sustainable and that it achieves its business
objectives through strong performance.
Current HR Practices
Duwon hires potential employees from external sources through advertisements and
agencies. Most of the employees are selected by using interviews without conducting
employment testing. It offers on-the-job training and supports a virtual learning platform
for career development. It employs the rating scale method in employee performance
reviews, which are measured quarterly throughout the year. It offers a variety of benefits
and compensation so that it retains the employees for a longer period. It results in reduced
training and hiring costs, which increases the company’s profits by minimizing its
operational expenses.
However, during the COVID pandemic, the business reduced 50% of the compensation of
every employee. Then, they started to resign from Dwon which is increasing. Many
employees are looking for jobs through social media. They can compare working
conditions, salaries, and other benefits, so the business is facing difficulty retaining
employees in each branch and a shortage of skilled labor in every branch. Moreover, the
work environment is changing with the demands of flexible working, remote working, and
digital transformation in HR functions due to the effects of the new normal working
practices. This situation alarms the organization's senior management on how to
restructure the HRM practices and how to do organizational development in relation to the
impacts of the internal and external business environment.
The business objective is to be a market leader with the highest market share in the
microfinance industry. In the current situation of the business, the company’s business
objective is difficult to achieve. However, senior management is eager to provide excellent
customer satisfaction through the differentiation strategy as a part of its strategic plan.
Thus, the company wants to review the practices and techniques used in HRM in order to
maximize employee contributions and achieve sustainable organisational performance.
The senior management has decided to appoint you as a human resources administrator at
the head office.

Role:
As a human resources administrator, it is your job to understand HRM practices and to
provide information accurately and in a timely manner to the appropriate stakeholders.
Your typical duties involve:
o liaising with a range of people involved in policy areas such as staff performance and
health and safety
o developing job descriptions and person specifications; preparing job advertisements;
checking application forms; shortlisting, interviewing, and selecting candidates
o making sure that prospective staff have the right to work at the organisation
o policy development and implementation on issues such as working conditions,
performance management, equal opportunities, disciplinary procedures, and absence
management
o preparing staff handbooks
o advising on pay and other remuneration issues, including promotion and benefits
o preparing management reports on employee-related data on a monthly basis.
Assignment activity and guidance
In your role as Human Resources Administrator, one of your goals is to address the issues
of skills shortages and hard-to-retain employees in the organisation. Your line manager has
asked you to undertake a review of HR practices and processes in order to create a high-
performance working environment in order to successfully boost the organization's talent
management strategy.

The review will evaluate the strengths and weaknesses of HRM to critically evaluate factors
that will contribute to decision making in HRM. The priority objectives are to improve
recruitment and employee engagement and motivation, and to grow internal talent.

You will be reviewing internal HRM practices and processes, with a focus on recruitment
and selection, training and development, performance management, rewards and benefits,
and external influences on HRM practices, in order to determine HR solutions for
strengthening the organization’s talent management strategy.

You are required to write a report on the effectiveness of human resource management
and organisational development, and to provide advice for the improvement of their HRM
practices and applications in order to achieve organisational success.

The report will include the following tasks:

Task 1 Explain the different HRM areas and their contributions to organisational
performance and business success. (600 words)

(You must explain at least five HR functions, such as human resource planning, job
analysis, recruitment, selection, training and performance management, rewards
and benefits, and so on. You must make an effective assessment of the contributions
of these HR functions with the aim of providing sustainable organizational
performance to fulfil business objectives. You also need to recommend
improvements to current HR practices and processes by critically evaluating the
strengths and weaknesses of proposed HRM practices and processes in relation to
creating sustainable organisational performance and achieving business objectives.)

Task 2 Examine strategic HRM in relation to the changing effects on organisation and its
business environment. (600 words)

(You need to review the effects of the changing nature of organisation in terms of
business objectives and strategies and its macro environment. You must evaluate
how to develop HR strategies for Duwon in line with its business strategy and its
macro environment.)
Task 3 Evaluate the role of recruiting and retaining appropriate employees from the
available labour markets. (600 words)

(You need to review the HRM practices in recruitment and selection, such as sources
and methods of recruitment and types of selection methods, and in employee
retention in terms of training, performance management, and employee
engagement. You must evaluate the application of HRM practices for Duwon while
taking into account the labour market conditions in Myanmar. Through the critical
evaluation, you must suggest suitable methods for these HRM practices with the
application of specific examples to Duwon for the achievement of business
objectives.)

Task 4 Examine the internal and external factors that influence HRM decisions in the
workplace of Duwon and evaluate how these factors support organisational
development. (600 words)

(You need to investigate the external factors of Duwon in terms of labour force
trends such as flexible working, remote working, and digital transformation in HR
functions, and in terms of the impact of legal and regulatory frameworks in
Myanmar. You also need to investigate internal factors such as the impact of
employee motivation and satisfaction on performance. You will need to reference a
relevant organization to discuss the key external and internal factors that affect HRM
decision making and how they support organisational development in your chosen
organization. Through the critical evaluation, you must recommend the key factors
affecting HRM decision-making in Duwon to support organisational development for
the achievement of business objectives.)

As part of the above tasks, you have been asked to take part in developing the new
recruitment and selection processes and practices that are tailored for the HR applications
in Duwon.

Task 5 Determine the strengths and weaknesses of HRM practices in the recruitment and
selection process, with recommendations on how these illustrated HRM
practices can improve the sustainable organisational performance of Duwon. You
need to develop the application of new HRM practices with the document portfolio,
including:

• The design of a job description and job specification for one of a number of given
positions in the organisation
• The design of job advertisement
• The preparation of interview questions based on selection criteria
(600 words)
 (You must select one possible position in Duwon, such as branch manager, assistant
branch manager, branch accountant, branch admin, credit advisor, loan officer, and
branch data operator, etc., You must illustrate JD and JS with at least 5 points for
duties and responsibilities and at least 5 points for person specification by using the
proper format on one page exactly. You must develop an attractive job
advertisement by using the information illustrated in JD and JS. You must prepare
interview questions with at least 7 facts based on the selection criteria. You must
critically evaluate the consequences of implementing these HRM practices in the
recruitment and selection process in order to attract and select talented employees
to support the sustainable organisational performance of Duwon.)
Recommended Resources
Please note that the resources listed are examples for you to use as a starting
point in your research – the list is not definitive.
CAREERS IN MICROFINANCE. Available at:
https://economics.virginia.edu/career/careers-
microfinance#:~:text=Candidates%20who%20are%20successful%20in,fluency%20in
%20a%20foreign%20language.

Hot skills for microfinance job seekers. Available at:

https://www.devex.com/news/hot-skills-for-microfinance-job-seekers-78585

Toyota Manufacturing UK. Toyota Recruitment Information. Available at:

https://recruitment. toyotauk.com/

Corporate Careers. Available at:

https://dawn.com.mm/en/careers/

Aligning human resources and business strategy. Available at:

https://www.lucidchart.com/blog/aligning-human-resources-and-business-strategy

How to Create the Best HR Function: Link HR to the Business Strategy. Available at:
https://www.helioshr.com/blog/2015/09/how-to-create-the-best-hr-function-link-to-
the-business-strategy

Future workplace. Available at:

https://www.unilever.com/planet-and-society/future-of-work/future-workplace/

Flexibility For All: Unilever’s Vision Of The Future Of Work. Available at:
https://www.forbes.com/sites/avivahwittenbergcox/2021/05/23/flexibility-for-all--
unilevers-vision-of-the-future-of-work/?sh=4848135f75c6

How Coca-Cola HBC transformed its company culture during Covid. Available at:
https://www.peoplemanagement.co.uk/article/1744425/how-coca-cola-transformed-
its-company-culture-during-covid

Is your business agile enough for the new ways of working? Available at:
https://www.peoplemanagement.co.uk/article/1745427/is-your-business-agile-
enough-for-new-ways-working
An exciting new normal for flexible working. Available at:
https://www.unilever.com/news/news-search/2020/an-exciting-new-normal-for-
flexible-working/

Recruitment and Selection. Available at:

https://www.cipd.co.uk/knowledge/fundamentals/people/recruitment/selection-
factsheet#7261

Business Case Studies. Available at:

https://businesscasestudies.co.uk/recruitment-selection-and-training/

HR Zone. What are Employee Relations? Available at:

https://www.hrzone.com/hr-glossary/what-are-employee-relations

Tesco recruitment. Available at:

https://www.tescounderwriting.com/join-us/our-recruitment-process/

Amazon. Interviewing at Amazon. Available at:

Interviewing at Amazon | Amazon.jobs

Coca-Cola hiring process. Available at:

https://www.coca-colacompany.com/careers/hiring-process

Coca-Cola Company’s Recruitment Effectiveness. Available at:

https://studycorgi.com/coca-cola-companys-recruitment-effectiveness/

Sample Job Advertisement. Available at:

https://www.pinterest.com/pin/836543699504092368/

https://www.pinterest.com/pin/2392606039038642/

https://www.powderroomniseko.com/pages/career

How to write a job advert that attracts your dream hire. Available at:
https://www.charliehr.com/blog/how-to-write-a-job-advert/

Job Interview Questions. Available at:

https://www.thebalancecareers.com/job-interview-questions-and-answers-2061204

https://www.indeed.com/career-advice/interviewing/top-interview-questions-and-
answers

Textbooks:

Check the list of recommended books for your further reading

• ARMSTRONG, M. and TAYLOR, S. (2020) Armstrong’s Handbook of Human

Resource Management Practice. 15th Ed. London: Kogan Page.
• Dessler, G., (2013) Human resource management. 13th ed. Boston: Prentice Hall.
• TORRINGTON, D, et al. (2014) Human Resource Management. 9th Ed. London:
Prentice Hall.
 • Bratton, J. and Gold, J. (2017) Human Resource Management: Theory and
Practice. 6th Ed. Basingstoke: Palgrave.

Learning Outcomes and Assessment Criteria

Pass Merit Distinction

LO1 Explain the impact of the role of HRM in creating
sustainable organisational performance and contributing to
business success LO1 and LO2
P1 Explain the main areas of M1 Compare areas of HRM to D1 Critically evaluate the
HRM in their contribution to create sustainable strengths and weaknesses of
creating sustainable organisational performance. HRM in relation to creating
performance. sustainable organisational
M2 Examine HRM in relation
P2 Review the effects of the to the changing nature of the performance and achieving
changing nature of modern business business objectives.
organisations on human organisation.
resources skills and
knowledge.
LO2 Assess the contribution of HRM in recruiting and retaining
talent and skills to achieve business objectives
P3 Review relevant HRM M3 Evaluate the use of HRM
practices in relation to practices in recruitment and
recruitment and retention of retention in relation to the
employees for the importance of the labour
achievement of business market.
objectives.
LO3 Examine how external and internal factors can affect HRM
decision making in relation to organisational development

P4 Investigate the external M4 Discuss the key external

and internal factors that and internal factors that D2 Evaluate key factors
affect HRM decision making affect HRM decision making, affecting HRM decision
to support organisational using relevant organisational making to make valid
development. examples to illustrate how recommendations.
they support organisational
development.
LO4 Apply HRM practices in a work-related context for D3 Determine strengths and
improving sustainable organisational performance weaknesses of HRM practices
P5 Apply HRM practices in a
work-related context, using
specific examples to
demonstrate improvement to
sustainable organisational
performance
M5 Illustrate how the to make recommendations
application of specific HRM for improving sustainable
practices in a work-related organisational performance.
context can improve
sustainable organisational
performance.