PROGRAMME : DEGREE

Course/ HUMAN RESOURCE MANAGEMENT

Module:
SEGI Course Code: HRM2274 UCLAN Module Code:
(if applicable)
Lecturer name: Radziah Abdul Rahman Coursework Submission Date:

ASSESSMENT METHODS

Number of Form of % Size of Category of Learning

Assessments Assessment weighting Assessment/Duration/ assessment Outcomes
Word count being
assessed
1 Final Exam 40% 3 Hours Written Exam 1,3, 4
1 Report 30% 2,000 words report Coursework 1,2,3,4
1 Case Study 30% 2,000 word report Coursework 2, 3

COURSEWORK
Regulations

Students must submit all materials supporting their coursework listed in the
deliverable section.

 Please make sure that you are aware of the rules concerning plagiarism. If you
are unclear about them, please consult your program coordinator/lecturer.

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. Suspected plagiarism will be investigated and if found to have occurred will
be dealt with according to the procedures set down by the SEGi university/ UCLAN.

 Students will have 2 Plagiarism policies in place – double award students the
UCLAN Plagiarism policy will override SEGi Plagiarism Policy. The
appended table provides the summary of the 2 policies.
UCLAN Plagiarism Policy SEGi Plagiarism Policy
Single offence – 0 marks – affected Minor Plagiarism: poor in-text referencing
assessment to be re-submitted and student and few paragraphs being copied – stern
can only secure pass mark warning and or counseling
Repeat offended – 0 marks and no Moderate Plagiarism: copying some
opportunity to re-submit – student can retake paragraphs and results without in-text
courses referencing – awarded next lower grade
Major Plagiarism; Most of the work is copied
and cases of repeat minor and major
plagiarism – Fail and re-take or suspension or
dismissal

Page 1 of 10
 PROGRAMME : DEGREE

 The coursework should exhibit formal research skills i.e. with a table of
content, proper citations, references, and appendixes.
 The coursework write up must be able to demonstrate critical analysis and
application of both theory and practical issues to the company that you have
selected.
 Student may include additional relevant data/information apart from the
proposed guidelines in conjunction to your research. Additional marks will be
awarded for such attempt.
 All written reports MUST be submitted for similarity checks to Turnitin.
 Extensions
Authorisation of the late submission of work requires written permission.
Your lecturer is authorised to give permission for one extension period of
between 1 and 10 working days where appropriate evidence of good reason
has been accepted and where submission within this timescale would be
reasonable taking into account your circumstances. Requests for extensions
should be made prior to the submission date as extensions cannot be given
retrospectively.

 Late submissions
If you submit work late without authorisation, a universal penalty will be
applied in relation to your work. The appended table summarises the
SEGi/UCLAN penalties.

SEGi/UCLAN Penalties
Submission within 5 working date following published deadline – given a pass
(50 marks for the component of assessment)
Submission later than 5 working days – awarded 0 marks for the component
Unauthorised late submission at supplementary will be automatically be awarded
0marks for the component assessment

Page 2 of 10

Learning Outcomes tested
(Refer to COPPA)
 LO1: Explain the key functions of
human resource management and
understand the roles and tasks of the
personnel function.
 LO2: Demonstrate and evaluate job
analysis, human resource planning
and the concerns in determining
organizations' compensation.
 LO3: Able to comprehend concepts
in performance management,
training, recruitment and selection in
a given situation using a range of
methods.
 LO4: Apply the need for and
requirements of disciplinary and
grievance procedures in employee
relations.
PROGRAMME : DEGREE
Assessment Criteria :
Students must demonstrate the ability to:
 Work as an individual to research, write
and structure a report that relates to
HRM and integrate with the necessary
skills and knowledge for the current IR
4.0 industry.
 Better understanding on the HRM
practices and able to comprehend all the
concepts of HRM.
 Well equip knowledge with real case
scenario pertaining to HRM,
employment, internal employee relation
issues and challenges.
 Student will be able to relate with
current issues and understand how HRM
plays the role in dealing with all the
current issues face by employees and
employers. Student will understand the
significant of HRM practices to the
organization
Page 3 of 10
 PROGRAMME : DEGREE

COURSEWORK QUESTION

INDIVIDUAL REPORT 1 - 30%

Talent Management Practice is crucial towards successful, organized enterprise,

profitable, globally competitive and motivated workforce formation (Cappelli, 2008;
Hamid et al.,2011)
.
Student is required to identify any article or journal on Talent Management Practices
and evaluate how Talent Management Practices has been implemented in today’s
Organization. Students are required to evaluate on the effectiveness and challenges of
Talent Management Practices on the growth of the Industrial Revolution (IR) 4.0.

Student may seek information about Talent Management Practices, and IR 4.0 via
reading journals, article, magazine, company websites, or interviewing any HR
personal. Generally, the paper should reflect familiarity with the literature in human
resource management area and an understanding of the various sides to the issue
under consideration. Considerable attention should be given to the development of
recommendation you defend based on the literature related to your topic.

(Total: 100 marks)

Note:
Refer Appendix 1 for the remaining marks allocation.

The total marks for this assignment is 100% but it carries 20% of overall assessment
for this module.

* The detailed marking criteria’s for the allocation of 100 marks is provided in
Appendix 1

LENGTH REQUIRED
2000 words +/- 10%. Any deviation from this will be penalized.

FORMATTING AND LAYOUT

 A Microsoft Office Word Document or other relevant applications as
permitted by module lecturer/ typed using computer. Usage of typewriter or
hand - written is STRICTLY not allowed.
 12 font size, Time New Roman font and bold title and sub titles
 A4 sized paper
 Fully justified alignment
 1½ line spacing
 Margins of 1” at top and bottom; left and right

Page 4 of 10
 PROGRAMME : DEGREE

Appendix 1: Marking Criteria for Report 1 (20%)

No. Assessment Criteria Weightage Marks

Allotted
by
Lecturer
Questions 1.0 Introduction – Definition & Citation(3to4) 10%
a. 1.1 Talent Management Practices 5
1.2 Industrial Revolution IR 4.0 5
(400 words – 1 pages)

b. Critically evaluation and analyze on: 70%

2.0 Critically analyze Talent Management 40

Practices in an organization. Support with
Examples of Organization with IR 4.0.
(8 marks x 5 points = 40 marks)
(1000 words – 2.5 pages)

3.0 The Challenges in implementing Talent 30

Management Practices in an Organization
with IR 4.0.
(6 marks x 5 points = 30 marks)
(600 words – 1.5 pages)

c. Critically Apply : 20%

4.0 Recommendation (500 words – 1 pages) 20

Others Presentation of the analysis:

 Appropriate citation and references.
 Style and readability including proper
organization of answers.
 Overall presentation.
 This coursework must have a Cover Sheet,
Table of Content and Page Number and
Proper Heading/Title for each part answered,
list of references (Use APA Styles referencing
system)
Total marks 100%

Overall Marks 30%

Page 5 of 10
 PROGRAMME : DEGREE

COURSEWORK QUESTION

INDIVIDUAL REPORT 2 - 30%

Compulsory COVID-19 vaccination for employees in Malaysia?

Covid-19 vaccine hesitancy has emerged nationwide when about 8,000 people had
cancelled their registration for vaccination on their MySejahtera app, mainly due to
the misconception about Covid-19 vaccines they received from internet or any mass
media without boundaries. It was as soon as the Government announced that the
AstraZeneca (AZ) Covid-19 vaccine (“AZ vaccine”) will be part of the country’s
national immunization programme. This had led to the Government announcing and
launching the opt-in programme for the AZ vaccine in Kuala Lumpur and Selangor on
2 May 2021. However, public confidence towards the AZ vaccine could be observed
when the available opt-in slots were fully booked by Malaysians within three hours of
its opening on 2 May 2021. More vaccines are expected to arrive in Malaysia in the
upcoming months to be administered to the population in achieving herd immunity.
COMPULSORY VACCINATION
Currently, the vaccination against Covid-19 is on voluntary basis and individuals have
to fill in consent forms to receive such vaccination. At the time of writing, there is no
law or statutory provision mandating the vaccination or allowing the employers to
compel employees to be vaccinated, unless there is such condition or term of
employment to this effect in the employment contract. However, employers may
decide not to bear any cost of Covid-19 related test or treatment for the employees to
encourage employees’ vaccination against the virus. Employers may even provide
certain financial inducement as an encouragement for employees to be vaccinated.
Employers may also take proactive roles to keep employees informed of the
importance of vaccination for a safe working environment.
THE EMPLOYEES’ FREEDOM OF CHOICE AND THE EMPLOYERS’
OBLIGATION TO PROVIDE A SAFE WORKPLACE
Ensuring workers’ health and safety is the duty of employers. The Occupational
Safety and Health Act 1994 (“the Act”) necessitates employers to ensure that they
have in place reasonable safety precautions and steps implemented to mitigate the
potential risk of Covid-19 transmission. Employees may potentially refuse to be
vaccinated and such refusal may stem from concerns with regards to the side effects
or efficacy of the vaccines. Some employees may even refuse to be vaccinated on
account of their religious beliefs which required them to avoid inoculation.
What happens when some employees refuse to be vaccinated when majority of the
employees have undergone vaccination? Such refusal from employees may
compromise the employer’s legal obligation to ensure a safe workplace. Employees
are reasonably expected to obey any legitimate orders of their employers. Therefore,
employees who decline vaccination without legitimate reasons may amount to an act
of insubordination or willful disobedience of the employer’s instruction. The flip side
of the coin is that employers may be deemed to have breached the Act when the
employees who were forced to get vaccination suffer adverse side-effect, medical
condition or death. Employers should consider reassigning or redeploying employees
Page 6 of 10
 PROGRAMME : DEGREE

who refuse vaccination to other positions in the organisation which would limit their
contact with other employees.
The employees’ right of autonomy ought to be balanced against the obligation to
provide a safe working environment. However, the refusal of vaccination may not
amount to a just cause or excuse that warrants the dismissal of an employee.
COVID-19 VACCINATION PAID LEAVE
Employers cannot stop workers from keeping their vaccination appointments,
according to Science, Innovation and Technology Minister Khairy Jamaluddin.
However, there is no mandatory paid leave for vaccination and paid leave for
vaccination shall be at the discretion of the employers. The government is also unable
to declare a special holiday for vaccination as it will not be carried out on the same
day for all employees. However, the Ministry of Human Resources has urged
employers to provide time-off to their employees to be vaccinated because vast
majority of the Covid-19 clusters are from workplace infections. Employers will
suffer bigger losses in a long run if their employees are infected with Covid-19 as
compared to a paid time-off.
Employers play a crucial role in Covid-19 vaccination and to finally end this
pandemic.
Source: Tay & Partners - June 8, 2021

Question

1. Evaluate the impact of vaccination implementation on employment.

2. Critically analyze and discuss which human resource factors / activities can
the company apply to ensure all their employees safety are prioritized and
ensure all their employees are vaccinated to have a safe working environment.

3. Critically evaluate the companies that integrates effective HRM practices to

ensure the health and safety of their employees is taken into consideration and
ensure smooth process of vaccination is done to protect the employees. Support
the explanation with real case examples

The coursework must be done individually and must be entirely your own work.
(Total marks: 100)

The total marks for this assignment is 100% but it carries 20% of overall assessment
for this module.

LENGTH REQUIRED

2000 words +/- 10%. Any deviation from this will be penalized.

Page 7 of 10
 PROGRAMME : DEGREE

* The detailed marking criteria’s for the allocation of 100 marks is provided in
Appendix 2

FORMATTING AND LAYOUT

 A Microsoft Office Word Document or other relevant applications as
permitted by module lecturer/ typed using computer. Usage of typewriter or
hand - written is STRICTLY not allowed.
 12 font size, Times New Roman font and bold title and sub titles
 A4 sized paper
 Fully justified alignment
 1½ line spacing
 Margins of 1” at top and bottom; left and right

Page 8 of 10
 PROGRAMME : DEGREE

Appendix 2: Marking Criteria for Individual Report 2 - (30%)

No. Assessment Criteria Weightage Marks
Allotted by
Lecturer
Section
1.0 Introduction

2.0 Evaluate the impact of vaccination implementation 20%

on employment
(400 words – 1 pages)

3.0 Critically analyze and discuss which human 40%

resource factors / activities can the company apply
to ensure all their employees safety are prioritized
and ensure all their employees are vaccinated to
have a safe working environment.
(8 marks x 5 points = 40 marks)
(800 words – 2 pages)

40%
4.0 Critically evaluate the companies that integrates
effective HRM practices to ensure the health and
safety of their employees is taken into consideration
and ensure smooth process of vaccination is done to
protect the employees. Support the explanation with
real case examples
(8 marks x 5 points = 40 marks)
(800 words – 2 pages)

Others Presentation of the analysis:

 Appropriate citation and references.
 Style and readability including proper
organization of answers.
 Overall presentation.
 This coursework must have a Cover Sheet, Table
of Content and Page Number and Proper
Heading/Title for each part answered, list of
references (Use appropriate referencing system
that is suggested by the faculty)

Total marks 100%

Overall marks 30%

Page 9 of 10
PROGRAMME : DEGREE

Page 10 of 10