UNIT 3: Human Resource Management

Assignment Brief - 1
Student name/ID

Qualification Pearson BTEC Level 5 Higher National Diploma in

Business Management
Unit number and title Unit 3 Human Resource Management
Unite Code J/618/5035
Academic Year Fall 2023-24
Unit Assessor Dr. Zaynab Nadim
Aisha Al Mandhary
Assignment Title The Role of HRM Practices and Organizational
Development
Issue Date 29/10/2023
Formative Submission Date 20/11/2023
Summative Date 30/11/2023
Submission Format
This submission is in the form of a presentation that includes a visual road map it is a 15
minute presentation with 5 minutes allocated for question the presentation slides and speaker notes
should be submitted as a one copy you are required to make effective use of PowerPoint headings
bullet points and subsections as appropriate all work must be supported with research and
referenced using Harvard referencing system or an alternative system you will need to provide a
bibliography using a Harvard referencing system inaccurate use of references may lead to issues of
plagiarism if not applied correctly the recommendation the recommended word limit is 2000 to
2500 words although you will not be penalized for going under exceeding the total word limit

Unit Learning Outcomes

LO1 Explain the impact of the role of HRM in creating sustainable organizational
performance and contributing to business success.
LO2 Assess the contribution of 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 organizational development.

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Transferable Skills and Competencies Developed

 Articulating and explaining information effectively.

 Communication and listening including the ability to produce clear structured business
communication 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 organizational context.
 Research analysis and presentation of our business data both internal and external to provide insight
support solution to business issues and track performance.
 Curiosity about HR business trends and development incorporating them into work.
Case Study and Vocational Scenario

The Role of HR Managers in Creating Sustainable Performance in the Banking Sector

In the fast-paced and competitive world of the banking sector, sustainable performance is a
key factor in achieving long-term success. Human Resource (HR) managers play a pivotal role
in this endeavor. Take, for instance, the case of a prominent international bank, XYZ Bank,
which faced the challenge of maintaining consistent performance while adapting to evolving
market dynamics. The HR department at XYZ Bank recognized that sustainable performance
was not solely contingent on financial strategies but also hinged on the development and
engagement of its workforce.
HR managers at XYZ Bank initiated several critical measures to create sustainable
performance. First, they redefined the bank's organizational culture, emphasizing values such
as innovation, customer-centricity, and employee empowerment. By fostering a culture that
encouraged adaptability and continuous learning, HR managers set the stage for sustained
success. They also implemented robust performance management systems that facilitated
regular feedback, goal alignment, and skill development, ensuring that employees' efforts were
aligned with the bank's strategic objectives.
Furthermore, HR managers at XYZ Bank prioritized talent development. They designed
comprehensive training programs, both in-house and through external partnerships, to enhance
employees' skills and competencies. These programs ranged from technical banking skills to
leadership development. HR also promoted a culture of internal mobility, allowing employees
to explore various roles within the bank, thereby creating a sense of career progression and
retention.
Additionally, HR played a central role in employee engagement and well-being. They
conducted regular surveys to gauge employee satisfaction and implemented initiatives to
address concerns and boost morale. This approach not only enhanced performance but also
contributed to XYZ Bank's reputation as an employer of choice in the banking sector.

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The Role of HR in Recruiting and Retaining Employees
Recruitment and retention are critical in the banking sector, where competition for top talent is
fierce. XYZ Bank recognized that its ability to attract, onboard, and retain skilled professionals
was pivotal for sustainable performance. The HR department, led by seasoned HR managers,
took strategic steps to address this challenge.
First and foremost, HR managers at XYZ Bank developed a comprehensive recruitment
strategy. They leveraged digital technologies and data analytics to identify potential candidates
with the right skills and cultural fit. By implementing advanced screening tools, they
streamlined the hiring process, reducing time-to-fill key positions and ensuring a consistent
candidate experience. Additionally, HR worked closely with hiring managers to define job
roles and expectations, ensuring alignment with the bank's strategic goals.
HR also focused on employer branding. They highlighted XYZ Bank's commitment to career
development, work-life balance, and employee well-being in their recruitment marketing
efforts. By showcasing the bank's vibrant company culture and the opportunity for
professional growth, HR managers attracted a steady flow of talented applicants.
To retain employees, HR managers implemented a multifaceted approach. They recognized
that compensation and benefits were essential, so they ensured that XYZ Bank offered
competitive packages. However, HR's efforts went beyond monetary rewards. They
implemented a structured onboarding process to help new employees integrate seamlessly into
the bank's culture and operations. HR also facilitated regular training and development
opportunities, allowing employees to upskill and progress in their careers within the
organization.
Moreover, HR recognized the importance of employee recognition and engagement. They
introduced recognition programs to celebrate achievements and foster a sense of belonging.
These initiatives, coupled with a transparent and inclusive communication culture, contributed
significantly to employee retention at XYZ Bank.

Factors Affecting Organizational Development

Organizational development in the banking sector is influenced by various factors, both
internal and external. XYZ Bank's HR managers had to navigate these factors to ensure the
bank's continued growth and adaptability.
Externally, market dynamics and regulatory changes had a substantial impact on
organizational development. Banking is highly regulated, and any shifts in financial
regulations or compliance requirements necessitated quick adjustments in the bank's
operations and policies. HR managers worked closely with legal and compliance teams to
ensure that the bank remained in full compliance while still fostering innovation.
Global economic conditions also affected XYZ Bank's organizational development. Economic
downturns or fluctuations influenced the bank's strategic decisions regarding expansion, risk
management, and workforce planning. HR played a vital role in workforce planning to align

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staffing levels with changing economic conditions.
Additionally, technological advancements were a significant factor. The rise of fintech
companies and the digitization of banking services prompted XYZ Bank to invest in digital
capabilities and adapt to changing customer preferences. HR managers oversaw the
recruitment of tech-savvy employees and implemented training programs to bridge digital skill
gaps.
Internally, organizational culture was a significant factor in XYZ Bank's development. HR
managers continually assessed the bank's culture to ensure it remained aligned with its
strategic objectives. This included fostering a culture of innovation, risk management, and
customer-centricity.
In conclusion, HR managers in the banking sector play a critical role in creating sustainable
performance, recruiting, and retaining top talent, and navigating external and internal factors
affecting organizational development. XYZ Bank's experience demonstrates the strategic
importance of HR in achieving sustainable success in a competitive and dynamic industry.
Assignment Activity and Guidance
In your role of human resource administrator one of your goals is to address these issues of
skills shortage and hard to fill vacancies in the organization you have been asked by your line
manager to undertake a review of HR practices and processes to produce a road map for
successfully strengthening the organizational talent management strategy.
The review will evaluate the strengths and weaknesses of human resource management to
critically evaluate factors that will contribute to decision making it is to be delivered as a
presentation that gives a clear vision and road map to success the priority objective is to
improve recruitment and employee engagement and motivation and to grow internal talent.
You will be reviewing internal practices and processes with a focus on recruitment and
selection and Internet influences on HRM practices to determine HR solutions for
strengthening the organization's talent management strategy.

The presentation will include the following:

 Explain and compare HRM functions and highlight their contribution to organizational
performance.
 Review and examine the relationship between strategic HRM and the changing nature
of HR skills and knowledge.
 Review and evaluate the role of recruiting and retaining appropriate employees from
the available labor markets.
 Analyze the internal and external factors that influence HRM decisions in the
workplace.
 Evaluate factors influencing HRM decision making and give recommendations on to
gain competitive advantage through HR.
 Critically evaluate the strengths and weaknesses of HRM in terms of its contribution to
sustainable business success.

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Recommended Resources
HN Global
HN Global (2021) Reading Lists. Available at:
https://hngIobaI.highernationals.com/Iearning- zone/reading-lists
HN Global (2021) Student Resource Library. Available at: https://hng oba
.highernationa s. com/subjects/resource-libraries
HN Global (2021) Textbooks. Available at: https://hng oba .highernationa
s.com/textbooks
Textbooks
Armstrong, M. and Taylor, S. (2020) Armstrong’s Handbook of Human Resource
Management Practice. 15th Ed. London: Kogan Page.
Leatherbarrow, C. and Fletcher, j. (2018) Introduction to Human Resource
Management. 4th Ed. Kogan Page.

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Learning Outcomes and Assessment Criteria:
Pass Merit Distinction
LO1 Explain the impact of the role of HRM in creating
sustainable organizational performance and contributing to business
success
P1 M1 LO1 and LO2
Explain the main areas of HRM Compare areas of HRM to create
in their contribution to creating sustainable organizational D1 Critically evaluate the
sustainable performance. performance. strengths and weaknesses of
P2 M2 HRM in relation to creating
Review the effects of the Examine HRM in relation to the sustainable organisational
changing nature of organisations changing nature of the modern performance and achieving
on human resources skills and business organisation. business objectives.
knowledge.
LO2 Assess the contribution of HRM in recruiting and retaining
talent and skills to achieve business objectives
P3 M3
Review relevant HRM practices Evaluate the use of
in relation to recruitment and HRM practices in
retention of employees for the recruitment and retention in
achievement of business relation to the importance of
objectives. the labour market.
LO3 Examine how external and internal factors can affect
HRM decision making in relation to organisational
development D2 Evaluate key factors
affecting HRM decision
making to make valid
P4 M4 recommendations.
Investigate the Discuss the key external
external and internal and internal factors that
factors that affect HRM affect HRM decision making,
decision making to using relevant organisational
support organizational examples to illustrate how
development. they support organisational
development.

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LO1

P1 Explain the main areas of HRM in their contribution to creating

sustainable performance

The student is expected to include the following to fulfill P1:

 Define HRM
 Explain the importance of HRM.
 Analyze Three HRM functions, give example from the given case study.
 How each function creates organization sustainability.

M1: Compare areas of HRM to create sustainable organisational

performance

Students are required to achieve the following:

 compare the functions mentioned in P1, the functions.
 In your opinion, justify with proper references which of the
function plays a major role in achieving sustainable
organizational performance.
 Analyze the given case study

P2: Review the effects of the changing nature of organisations on

human resources skills and knowledge.

Students are required to achieve the following:

 Explain the evolution of organizations and how they used to

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 operate.
 Discuss the reasons behind the changes
 Role of HR during the change and its impact on employee skills
and knowledge.
M2 Examine HRM in relation to the changing nature of the modern
business organization.

Students are required to achieve the following:

 Analyze the HR changes.
 Explain the new role of HR in modern business focus on new HR
trends.

LO2
P3 Review relevant HRM practices in relation to recruitment and
retention of employees for the achievement of business objectives.
Students are required to achieve the following:
 Explain the role of recruitment is achieving overall business
objectives
 Discuss different recruitment strategies (internal and external
recruitment)
 Explain the role of retention is achieving overall business
objectives
 Evaluate 4 different retention strategies

M3 Evaluate the use of HRM practices in

recruitment and retention in relation to the importance of the labour
market

you are required to:

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  evaluate the impact of recruitment & retention strategies
on the omani labour market.
 For example: training and development is one of the
retention strategies how this hrm practice plays a role in
enhancing the omani employee talent and link towards the
labour market to gain skilled labour to be the future omani
leaders!!!.

LO3
P4 Investigate the external and internal factors that affect HRM
decision making to support organisational development.

Discuss in general how the internal and external factors affect

organizations.
 Analyze (three factors each) the impact of internal and external
factors on specific HR decision making

 For example: the impact of economy on hrm decision making, if

the economy of the country has declines employees might loose
their jobs and lead to employees being redundant , how corona
effected the market ….……etc

M4Discuss the key external and internal factors that affect HRM decision
making using relevant organisational examples to illustrate how they
support organisational development

 Expand on P4 in relation to which one of them is the most important

factor? Give example from case study.

 Evaluate the role of HR and how they can overcome these challenges

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D2 Evaluate key factors affecting HRM decision making to make valid
recommendations

Expand on M3 in the keys internal and external factors, in context of, if the
decision is about how to allocate training resources, the HRM
professional would need to consider the skills and needs of the
workforce, as well as the organization's budget.
HRM professionals can make valid recommendations that are
aligned with the needs of the organization and its employees.

Conclusion:
D1 Critically evaluate the strengths and weaknesses of HRM in relation to
creating sustainable organisational performance and achieving business
objectives
 Critically evaluate the strengths and weaknesses of HRM justify
your answer with proper references
 Your opinion is required to conclude the paper and enhance the role
of HRM is organizations

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