STUDENT ASSESSMENT SUBMISSION AND DECLARATION

When submitting evidence on Moodle for assessment, each student must agree to declaration
confirming that the work is their own.

Student name: Assessor name:

Damaris Tincuta-Brinzei

Issue date: Submission date: Resubmission:

12th January 2024 12th April 2024 28th June 2024

Programme: Pearson BTEC Level 4 Higher National Certificate in Business

Unit 3: Human Resource Management (HRM)

Assignment number and title: Applying Effective HRM Practices for Sustainable
Organisational Performance in an Organisation

Academic Malpractice (including Plagiarism, Collusion and Commissioning)

Upholding academic integrity underpins all learning activities at The City College. Students are
expected to respect and maintain the core values of honesty and trust at all times. Poor academic
practice and academic malpractice are taken very seriously and students must behave in a manner
consistent with these values at all times.

Academic malpractice is cheating. This includes plagiarism, collusion, commissioning and all other
forms of academic malpractice. Academic malpractice must be avoided at all costs and students
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understand and use correct referencing practices. As a university level student, you are expected to
use appropriate references throughout and keep carefully detailed notes of all your sources of the
materials you have used in your work, including any downloaded from the Internet. Please consult
the relevant unit lecturer or your Programme Leader if you need any further advice.

Student declaration

I certify that the assignment submission is entirely my own work and I fully
understand the consequences of plagiarism. I understand that making a false
declaration is a form of malpractice.

Student signature: Date:

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Key Vocabulary, terms and meaning

Vocabulary Terms and Meaning

Employee/HR The employee life cycle is an HRM model that identifies and describes all the
Life Cycle various stages an employee experiences with an employer.

Employee The definition of employee relations refers to an organization's efforts to

relations create and maintain a positive relationship with its employees.
Employee Employee retention is defined as an organization's ability to prevent employee
retention turnover, or the number of people who leave their job in a certain period,
either voluntarily or involuntarily.
Human Resource Human resource management (HRM) is the process of employing people,
Management training them, compensating them, developing policies relating to them, and
developing strategies to retain them.

HR Digital The process of adopting digital human resource tools and strategies to
transformation improve the employee experience and enhance operational performance
through data-driven, automated practices.
Job description A job description is a document that clearly states essential job requirements,
job duties, job responsibilities, and skills required to perform a specific role.
Organisational Organisational performance means an organization's actual output or results
performance as measured against its intended outputs (or goals and objectives).
Performance Performance management systems are used to manage employee progress,
management performance, and development in relation to organizational goals
systems
Person A person specification is a set of criteria that outlines the essential and
specification desirable traits a candidate should have for a role you're recruiting for
Psychological The term 'psychological contract' refers to individuals’ expectations, beliefs,
contract ambitions and obligations, as perceived by the employer and the worker
Recruitment and Recruitment and selection is the process of identifying the need for a job,
selection defining the requirements of the position and the job holder, advertising the
position and choosing the most appropriate person for the job.
Shortlisting Shortlisting candidates is the process of reviewing job applications and
selecting the candidates that are best suited for the position based on
predetermined criteria, thus creating a shorter list of qualified candidates to
move forward with.
Staff Staff development is the process during which employees, with the support of
development their employer, go through professional training or pursue learning
opportunities to improve their skills and grow their knowledge and careers.
Workforce Workforce Planning is the process of analyzing, forecasting, and planning
Planning workforce supply and demand, assessing gaps, and determining target talent
management interventions to ensure that an organization has the right people
- with the right skills in the right places at the right time - to fulfill its mandate
and strategic objectives.

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Student Name /ID Number

Unit Number and Title Unit 3: Human Resource Management (HRM)

Academic Year 2023/2024

Unit Assessor Damaris Tincuta-Brinzei

Assignment Title Applying Effective HRM Practices for Sustainable Organisational

Performance in an Organisation
Issue Date 12 January 2024

Submission Date 12 April 2024

IV Name Ruth Andes

Date 12 Jan 2024

Submission Format:

1. You must upload all your work to your e-portfolio on Moodle via Turnitin.
2. On submission you will be asked to declare that the work is all your own.
3. When producing typed work, use Arial, Font size 12 and single spacing.
4. You must use the HARVARD REFERENCE System for all sources.
5. Evidence for each task must be provided in the following format:

● Activity 1 Report

● Activity 2 Recruitment and Selection Documents and Report

Scenario and Activity: REPORT
FORMAT:
COVER PAGE
TABLE OF CONTENTS
INTRODUCTION
HEADINGS AND SUBHEADINGS
CONCLUSION WITH ANY RECOMMENDATIONS
REFERENCES

You have been recently hired as the Assistant Human Resource Manager of your chosen
organisation. Your role is crucial in supporting the overall functioning of the Human Resource
(HR) department. Your role typically involves a combination of administrative, operational, and

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strategic responsibilities, but mainly you should demonstrate a vast knowledge in applying human
resource practices to be able to achieve sustainable organisational performance in your chosen
organisation. You have a vital role in supporting the HR team's functions, contributing to the
development and maintenance of a positive and productive workplace culture, and ensuring
compliance with legal and organisational policies.

The Human Resource Manager wants to know your knowledge of the basic human resource
management concepts as well as the external and internal factors that can affect HRM decision
making in relation to organisational development. He has then asked you to create a Report
divided into two parts detailing your understanding of these two elements.

In the first part of your report, you need to critically evaluate the strengths and weaknesses of
HRM in relation to creating sustainable organisational performance and achieving business
objectives. It must include the following:

 A definition of Human Resource Management (HRM)

 An explanation and comparison of the main areas of HRM in their contribution to creating
sustainable performance.
 A review of the effects of the changing nature of organisations on human resources skills
and knowledge.
 An examination of HRM in relation to the changing nature of the business
 A review and evaluation of the use of HRM practices in recruitment and retention in relation
to the importance of the labour market
 Lastly, you can sum up the first part of your report with a critical evaluation of the strengths
and weaknesses of HRM in relation to creating sustainable organisational performance and
achieving business objectives.

For the second part of your report, you should:

 Investigate and discuss the following external and internal factors that affect HRM decision
making, using relevant organisational examples to illustrate how they support
organisational development, decision making to support organisational development.

External factors:
a. Globalisation
b. Legal and regulatory factors

Internal factors:
a. Leadership styles
b. Impact of motivation on performance

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  Then evaluate these key factors affecting HRM decision making to make valid
recommendations in your conclusion.

Scenario and Activity: RECRUITMENT AND SELECTION DOCUMENTS AND REPORT

Now that you were successful in producing the report. The Human Resource Manager was
impressed and so he believes in your judgement in finding the right candidates for specific job
roles. The ability to analyse job requirements and identify the knowledge, skills, and abilities
required for a particular position is a critical skill in recruitment and selection. You must also have
the skill to assess candidates objectively and select the most qualified person for the job.

You now need to analyse the current workforce of your chosen organisation and see what
position/job role you are in need of so you can initiate the recruitment process. For your next task
you will need to get involved in the recruitment and selection of new candidates applying for that
position. This will allow you to apply HRM practices in a work-related context using specific
examples to demonstrate improvement to sustainable organisational performance. You would
then need to prepare the recruitment and selection documentation for a specific job role such as:

 job description
 person specification
 job application form

REPORT
Then you write a short report illustrating how the application of specific HRM practices in a work-
related context can improve sustainable organisational performance and also determining the
strengths and weaknesses of HRM practices to make recommendations for improving sustainable
organisational performance.

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 Achievement Summary

Qualification Pearson BTEC Level 4 Assessor

Higher National name
Certificate in Business

Unit Number and Unit 3: Human Resource Student

title Management name

Overall Student
Grade (R, P, M,
D)

Criteria To achieve the criteria the evidence must show Achieved?

Reference that the student is able to: (tick)

LO 1 Explain the impact of the role of HRM in creating sustainable

organisational performance and contributing to business success.

P1 Explain the main areas of HRM in their

contribution to creating sustainable performance.

P2 Review the effects of the changing nature of

organisations on human resources skills and
knowledge.

M1 Compare areas of HRM to create sustainable

organisational performance.
M2 Examine HRM in relation to the changing nature of
the modern business organisation.
LO 2 Assess the contribution of HRM in recruiting and retaining talent
and skills to achieve business objectives.

P3 Review relevant HRM practices in relation to

recruitment and retention of employees for the
achievement of business objectives.

M3 Evaluate the use of HRM practices in recruitment

and retention in relation to the importance of the
labour market.
D1 Critically evaluate the strengths and weaknesses
of HRM in relation to creating sustainable
organisational performance and achieving

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 business objectives.

LO 3 Examine how external and internal factors can affect HRM

decision making in relation to organisational development.

P4 Investigate the external and internal factors that

affect HRM decision making to support
organisational development.

M4 Discuss the key external and internal factors that

affect HRM decision making, using relevant
organisational examples to illustrate how they
support organisational development.

D2 Evaluate key factors affecting HRM decision

making to make valid recommendations.

LO 4 Apply HRM practices in a work-related context for improving

sustainable organisational performance.

P5 Apply HRM practices in a work-related context,

using specific examples to demonstrate
improvement to sustainable organisational
performance.

M5 Illustrate how the application of specific HRM

practices in a work-related context can improve
sustainable organisational performance.

D3 Determine strengths and weaknesses of HRM

practices to make recommendations for improving
sustainable organisational performance.

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Grading Form - Assignment Feedback

Formative Feedback: Assessor to Student

Action Plan

Summative feedback

Feedback: Student to Assessor

Assessor Date
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Student Date
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