1601-1636941840677-Unit 03 Human Resource Management
1601-1636941840677-Unit 03 Human Resource Management
1601-1636941840677-Unit 03 Human Resource Management
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Higher Nationals - Summative Assignment Feedback Form
Student Name/ID S.P.D.Lalithya
LO1 Explain the impact of the role of HRM in creating sustainable organisational performance
and contributing to business success
Pass, Merit & P1 P2 M1 M2 D1
Distinction Descripts
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 influence HRM decision making in relation
to organisational development
Pass, Merit & P4 M4 D2
Distinction Descripts
LO4 Apply HRM practices in a work-related context for improving sustainable organisational
performance.
Pass, Merit & P5 M5 D3
Distinction Descripts
Resubmission Feedback:
* Please note that grade decisions are provisional. They are only confirmed once internal and external moderation has taken place and
grades decisions have been agreed at the assessment board.
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Summative feedback
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Issue Date
Submission format
Section A
The submission should be in the form of a 15 - minute group PowerPoint presentation (5 minutes
allocated for questions). The presentation slides and speaker notes should be attached together and
submitted as one copy. You are required to make effective use of PowerPoint headings, bullet points and
subsections as appropriate. Your research should be referenced using Harvard referencing system. The
recommended word limit is 1,500 to 2,000 words, including speaker notes, although you will not be
penalised for exceeding the total word limit.
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
While working as a management trainee in the Human Resources (HR) department of a chosen organization,
you have been asked to take part in reviewing the current recruitment and selection process to recruit a
Department Head for the newly implemented “HR Business Partners” Project of the HR department.
As the first step, you have to form a small team of (3–4 members) to research and understand the role of
HRM in creating sustainable organisational performance and contributing to business successes.
Then you are expected to review the existing recruitment process and suggest a more suitable recruitment and
talent retaining approach to achieve the goals of the “HR Business Partners” Project. Here, you are expected
to assess the contribution of HR department of the chosen organization in recruiting and retaining talent and
skills to achieve the overall objectives, Review the effects of the changing nature of the selected organisation
on the newly demanded human resources skills and knowledge to succeed in the new project, Examine how
HRM team should be performing in relation to the changing nature of the contemporary business needs.
Section B
The submission should be in the form of an individual written report. 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 Harvard referencing system. The recommended word limit is 4,000–4,500 words,
although you will not be penalized for exceeding the total word limit.
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.
The Human Resources (HR) department of a company of your choice is completing the annual HR analysis
of the organization. You are a newly recruited management trainee of this project who is expected to provide
a review report of the company annual HR analysis. With a brief overview introducing the chosen
organization, you are to explain the objectives of the HR function and the key roles and responsibilities. The
writing should then follow through and assessment of the approaches used in External and Internal Factors
which are influencing the organization and the influence of these factors on the decision-making process of
the company within the past year.
The report is expected to be further narrated through special attention provided on the HRM practices used to
improve sustainable organizational performance by reviewing the application of: Job descriptions, and
personal specifications, the process of recruitment and selection, the process of performance management and
the employee relationship of the firm. These approaches should be explained with specific examples. It is also
important to explain the benefits of employee relations and employee engagement, and comment on the
application of psychological contract, employee voice and engagement to reach out for high competitive
advantages by applying the theories in to the practical scenarios of the chosen organization.
Examining and Applying various methods of HRM practices that can increase the organizational productivity
and profit will justify the importance of HRM. Managing “human” resources makes it essential to understand
the impact of legal and regulatory frameworks that need to be considered when making important Human
Resource Management (HRM) decisions. Further, you are expected to evaluate key factors affecting HRM
decision making to make valid recommendations on the HRM decision to reach organisational end
objectives.
The content will then finalize a complete picture of the annual HR analysis.
The review must be submitted as an analysis report on how External and Internal factors can influence HRM
decision making through application of various HRM practices to reach sustainable organizational
development and overall performance.
LO3 Examine how external and internal factors can affect HRM
decision making in relation to organisational development
Section A
Section B
Feedback
Grading Criteria Achieved
How the activity covers the requirements of the assessment criteria (this does not confirm achievement of
assessment criteria or confer an assessment decision)
How the activity covers the requirements of the assessment criteria, including how and where the activity took place
(this does not confirm achievement of assessment criteria or confer an assessment decision)
LO1 Explain the impact of the role of HRM in creating sustainable organizational
performance and contributing to business success..........................................................................
P2 Review the effects of the changing nature of organizations on human resources skills
and knowledge.............................................................................................................................
M2 Examine HRM in relation to the changing nature of the modern business organizations
......................................................................................................................................................
LO2 Assess the contribution of HRM in recruiting and retaining talent and skills to achieve
business objectives.......................................................................................................................
M3 Evaluate the use of HRM practices in recruitment and retention in relation to the
importance of the labour market..................................................................................................
Part B...............................................................................................................................................
On the suggestion of the World Bank, DFCC Bank was established in 1955 as the first
development finance institution in Sri Lanka, and is one of the oldest development banks in
Asia..................................................................................................................................................
DFCC bank merged with 99% of its subsidiary DFCC Vardhana Bank in October 2015.
DFCC Bank is a licensed commercial bank presenting a wide range of services and products
to development Banks and Commercial Banks. DFCC has approximately 1253 employees to
date. (dfcc2020.annualreports.lk., n.d.)...........................................................................................
LO3 Examine how internal and external factors influence HRM decision-making regarding
corporate development.....................................................................................................................
M4 Discuss the major internal and external factors influencing HRM decision-making, and
use relevant corporate e,g, to illustrate how support for organizational development can be
achieved.......................................................................................................................................
D2 Evaluate the key factors influencing HRM decision making to make the right
suggestions.................................................................................................................................
LO4 Apply HRM applications in the work context to improve sustainable organizational
performance...................................................................................................................................
Reference.......................................................................................................................................
On the suggestion of the World Bank, DFCC Bank was established in 1955 as the first
development finance institution in Sri Lanka , and is one of the oldest development banks in
Asia.
DFCC bank merged with 99% of its subsidiary DFCC Vardhana Bank in October 2015 .
DFCC Bank is a licensed commercial bank presenting a wide range of services and products
to development Banks and Commercial Banks. DFCC has approximately 1253 employees to
date . (dfcc2020.annualreports.lk., n.d.).
Over the years , DFCC has evolved , diversified and grown to meet the the changing needs
and aspirations of a resurgent economy , its institutions and its people. In January 2015 ,
DFCC became a public quoted company incorporated under the companies Act No. 07 of
2007 , transforming into DFCC bank PLC.
Corporate Information DFCC Bank PLC .
Legal Form : A Public Quoted Company incorporated under the Companies Act No. 07 of
2007 with effect from 06 January 2015 , formerly known as DFCC Bank and incorporated
under the Development Finance Corporation of Ceylon Act No. 35 of 1955 as amended.
Chairman of the Board : Mr. J DURAIRATNAM
Chief Executive Officer : Mr. N H T I PERERA
SENIOR V.P (HR) : Ms. SONALI JAYASINGHE
Company Secretary : Ms. A WITHANA
Auditors : KPMG Ford, Rhodes, Thornton & Co, Chartered Accountants
Credit Rating :
[SL] AA- Stable by ICRA Lanka Limited
Mission ;
To provide innovative and responsible solutions true to our values with the expertise of our
multi-disciplinary team of professionals and synergies of our financial services group.
Value Description :
DFCC Bank PLC ensures that it's employees are committed towards enhancing the lives of
people, by being
HR objective of DFCC .
The primary HR objective of DFCC is to ensure availability of a competent and willing work
force. The employees will meet the needs of their stakeholders . (dfcc2020.annualreports.lk.,
n.d.) .
Key roles and responsibilities of HR at DFCC .
Recruit candidates. HR needs to understand the organization's needs and make sure
those needs are met when recruiting for new positions . (dfcc2020.annualreports.lk.,
n.d.).
There is numerous Human Resource based management that takes the lead to make the most
of opportunity through the facilitation of change proposing strategies and programs to
develop a positive quality and performance-oriented culture . The Human Resources
management is involved in the recruitment and selection of the right people for the
organization to achieve standards of competitive advantage focused on the importance of
investing in people and building high quality flexible well motivated and committed
workforce . (Collings , and Wood, 2009).
Human Resources departments play a vital role in employee relations, workforce planning ,
development , training , and legal compliance in an organization. Because that is not directly
connected to the production of services and goods , human resources can see it as a separate
process from a business's daily functions , but an effective Human Resources department may
make a genuine distinction to an organization's progress . A Human Resources department
usually meets several external and internal facts as part of its activities of corporate
development. Corporate development refers to the planning and execution of strategies to
meet organizational objectives. (Joseph, 2011) .
The organization needs to meet customer needs and demand satisfactorily . Therein the
primary role of the Human Resources Management department is job analysis in staffing
along with organization and utilization of workforce , the measurement and appraisal of the
workforce , assessment of performance , implementation of rewards for employees ,
professional development and training thereby retaining key performers . These actions will
ensure that the organization has the right people in place to cater for the needs of the
company. This action will ensure sustainable organizational performance .
External Factor : Available Labor Pool .
The primary role of Human Resources departments is to maintain sufficient staffing levels
via workforce planning. One external factor influencing the capability to recruit qualified
employees is the existence of a labour market , such as unemployment rates , many qualified
employees within a reasonable distance of employment and in some circumstances , the
absence of applicants with skills. It can be difficult for an organization to identify and attract
suitable employees , mainly if the same skills are in demand around the industry (Joseph,
2011) . If the organizational objectives are to be met then the right employee with skills ,
experience and attitude must be recruited .
External Factor : Government Regulations .
The Government regulations and laws are external facts that affect Human Resources
Management , which is required to ensure that the firm is compliant. A company can
influence the laws regarding its employees' recruitment , training , compensation , and
discipline . A wrong move can lead to sanctions against the firm or even cases filed by
Human Resources departments play a vital role in employee relations, workforce planning ,
development , training , and legal compliance in an organization. Because that is not directly
connected to the production of services and goods , human resources can see it as a separate
process from a business's daily functions , but an effective Human Resources department may
make a genuine distinction to an organization's progress and development . The
organizational development is the implementation of practices , systems and techniques that
affect organizational change. A Human Resources department usually meets several external
and internal facts as part of its activities that ensure organizational development (Joseph,
2011) .
Human Resource Management is critical in supporting the organization to improve the
effectiveness through the management of corporate governance and ethical issues which are
beyond economic performance . The support that is received from Human Resource
Management aligns the organizations for future direction and to meet the company’s goals.
The ethical considerations regarding the role of Human Resources are important because it
focuses on maximizing the commitment of the employees through empowerment .
External Factor : Available Labor Pool .
D2 Evaluate the key factors influencing HRM decision making to make the right
suggestions.
Human resource management is an important part of any business because it joins the
effective management of the organization's employees. Employees are the most asset of any
organization, making HRM a very effective domain for employees and organizations to
1] Execution of Technology.
The execution of Human Resources technology is one of the most significant factors
influencing the Human Resources Management of an organization. This is because the firm
has advanced Human Resource software platforms designed to automate every factor of HR
work. That increases Human Resources efficiency and productivity with more practical
employee management. (Boxall, and Purcell, 2011).
Human Resources Management , staff selection and recruitment processes should present the
human resource practices that play a crucial role in the progress of each organization . There
are different uses , but they are functional , operating , and effective. Human Resources needs
to assess how they affect employee productivity. (Paauwe, and Boon, 2009) .
The importance of the labour market is highlighted in recruitment and retention . The Human
Resources Management practice is to recruit the right person as per the job description and
motivate such staff members to stay on with the organization , yet many a time there is a high
labour demand but low supply within the market. Human Resources is the internal practices
and the external results. KPIs are set when recruiting. Yet , leaders are created over time
hence , years of practice and training will help the employee reach company targets .
4. On boarding process .
The first impression an employee makes on the first day at work is particularly vital for the
time of entry . When a new employee joins , managers should inform their colleagues as soon
as possible and introduce them. In addition , a new group member should have access to all
organizational programs , CRMs , and internal guidelines and policies . DFCC ensures that
these potential employees are given an induction program. (Paauwe, and Boon, 2009) .
5. Access to tools and knowledge .
Access to all working tools and necessary materials is essential for HRM applications.
Supplying employees with primary details about the processes and procedures used in the
firm and fundamental training on their use speed up their entry process , and newcomers
begin to bring results faster . DFCC provides access to intranet that has all the processes ,
procedures , laws etc documented . (Paauwe, and Boon, 2009) .
6. Employee retention .
Many large companies boast cool retention packages for their employees . That is now more
of a necessity than a privilege and part of the best Human Resources practices . DFCC Bank
wants to stay with market competitors , hence the Bank organizes quarterly group buildings
sessions , supplying medical facilities and health insurance , and conducts foreign language
lessons . (Tamil lessons for Sinhala employees and vice versa) . Bank provides lunch for a
subsidized value (BEST 7 HRM PRACTICES, 2022) .
7. Coaching and development .
The professionalism and individual qualities of the staff are an integral part of any
organization. Also, recruiting qualified , experienced employees to a company is not enough
for their current progress . Highly skilled employees , allowing them to expand professionally
, help increase revenue and business rates are considered the best practice . Development and
training help achieve two goals simultaneously : a firm's image is represented with experts in
the related fields and their latest ideas , and non-standard business development strategies can
quickly increase revenue (BEST 7 HRM PRACTICES, 2022) . DFCC ensures that the
employees have a minimum 36 hours of training per year .
The common weakness is visible in the difference between Human Resources and finance
even at DFCC. HR is hesitant to consider financing in its line of work . Human Resources
tends to have unnecessary costs while thinking that finance squeezes every penny that is
saved . The HR is focused on providing the right employee for the right work . When HR and
finance work together the company is better able to move towards efficiency , productivity ,
customer satisfaction and profitability . Yet the HR is only interested in the Human Resource
aspect . Human Resources might be slow to adopt new processes . Yet , the strategy is a line
to the business objectives. They will fight for the right of the employee even if it is costly .
HR does not see that it can benefit from more collaboration with the organization's
operational teams . Another disconnect in Human Resources is the internal practices and the
external results . KPIs are set when recruiting . Yet , leaders are not created over time hence ,
years of practice and training will help the employee reach company targets . The process is
time consuming and costly .