HRM488 Strategic HRM and Change Leadership Assignment SUSS Sample Singapore

Strategic HRM and Change Leadership is an integrative, applied course that places the strategic management of human resources at its heart. Students will learn about holistic knowledge required for future leadership positions in this area by studying cases from different industries as well as conducting their own thorough analysis with a view to producing reports detailing plans on aligning HR policies within organizations or even across various areas such like organization structures themselves.

HRM is an integral part of many organizations and these individuals will be expected to integrate knowledge derived from both the taught HRM courses as well their work attachment with new insights into key issues in strategic management. Assessment includes a written report that replicates pivotal moments throughout this process, where group members are also required for feedback during evaluation sessions held regularly every month or so depending on how often tasks need completion by each individual member.

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HR strategy is a must-have for any organization. However, it can be difficult to know where and how best to begin when looking at your own company or even just certain functions within that structure such as human resources management-which specific areas need attention first? The following assignment solutions will provide you with some insight into these questions.

Assignment Activity 1: Analyse the internal and external contexts of an organisation.

There are a number of internal and external contexts that can be analysed when looking at an organisation. The internal context includes the organisation’s culture, mission, values, goals, and structure. The external context includes the political, economic, social, and technological environment in which the organisation operates.

Analysing both the internal and external contexts can provide insights into how well an organisation is performing and how well it is positioned to respond to changes in its environment. For example, if the external context is becoming increasingly competitive, the organisation’s structure may need to be revised to enable it to compete more effectively. Or if the economic climate is deteriorating, the organisation’s marketing strategy may need to be revamped.

Assignment Activity 2: Appraise and evaluate business strategies undertaken by an organisation.

There are a few things to consider when appraising and evaluating business strategies undertaken by an organisation. One of the most important is whether or not the strategy is feasible, in other words, if it’s something that the company can actually do. You also need to look at whether or not the strategy is effective, meaning that it meets the goals of the organisation.

Another thing to take into account is how well the strategy aligns with the company’s values and mission statement. And finally, you need to consider how the strategy will impact stakeholders, both inside and outside of the organisation. All of these factors should be taken into account when making a judgement about a business strategy.

Assignment Activity 3: Relate and verify the use of different HR strategies and competencies for understanding organisational goals and objectives.

The use of different HR strategies and competencies for understanding organisational goals and objectives can vary depending on the organisation. However, some key strategies that can be used to achieve this goal include training and development, performance management, and succession planning.

Each of these strategies can play an important role in helping employees understand the organisation’s goals and objectives. Training and development can help employees learn about the company’s mission, vision, and values. Performance management can help track employee progress towards meeting specific goals, and succession planning can help ensure that the organisation has a talent pipeline to draw from in order to meet its future needs.

However, in addition to the above strategies, when it comes to understanding organisational goals and objectives, company culture plays an important role. A number of studies have shown that employees who are happy with their work environment are more likely to perform better than those who do not like their work environment. This is because employees who feel empowered and engaged by their work are more likely to be productive and innovative.

Assignment Activity 4: Analyse and critique the different approaches of change and their impacts on businesses and employees’ behaviours and attitudes.

There are a few different approaches to change that can be taken, each with their own impacts on businesses and employees.

• The first approach is top-down change, which is when the changes come from management or executives down to employees. This type of change is usually seen as more directive and can often be seen as less democratic. Employees may feel like they don’t have a say in what’s happening and may not buy into the new changes.
• Another approach to change is bottom-up change, which is when the changes come from employees up to management. This type of change is usually seen as more participatory and can often be seen as more democratic. Employees feel like they have a say in what’s happening and may be more likely to buy into the new changes.
• Another approach to change is outside-in change, which is when businesses attempt to improve from what’s going on in the market. For example, if customers ask for a certain type of product or service, or competitors start offering something new and innovative, companies can make decisions based on this feedback. This approach can be challenging because it’s difficult to know what customers want and it can be hard to stay ahead of the competition.
• The final approach to change is inside-out change, which is when businesses make changes based on their own internal goals. This type of change is usually more planned out and thought through, but it can also be seen as lacking in spontaneity. Companies can often stay ahead of the competition with this approach because they are setting their own pace, however it can be difficult to know what customers want when you’re not focused on that.

Assignment Activity 5: Relate and appraise the various tasks of change leadership.

Leadership change is a complex and challenging task. There are several key tasks that effective change leaders must perform in order to be successful.

• First, change leaders must create a clear vision for the future and articulate it in a way that inspires and motivates people. They must also develop a realistic plan for implementing the vision, and ensure that everyone involved understands what is required of them.
• Second, change leaders must build strong relationships with their team members and stakeholders. They need to create a sense of trust and mutual respect, and ensure that everyone is working together towards the common goal.
• Third, change leaders must be able to motivate people through times of adversity. They need to maintain their optimism and enthusiasm even when things are not going as planned.
• Finally, change leaders need to be flexible and responsive. They must adapt quickly to the ever-changing conditions that are characteristic of change management, and try different strategies if one approach is not working.

Assignment Activity 6: Assess the impact of change on various stakeholders within an organisation.

The key stakeholders are the customers, suppliers, staff, board members and shareholders.

Customers are impacted by change because products are not always available or are offered at different prices. For example, banks may stop providing services for free once there is a fee associated with it. Customers would be impacted if they were accustomed to using that service before it became unavailable or more expensive. Staff might also experience changes in their job description if the company downsizes or acquires another company that has overlapping functions. Last but not least is stock holders who may see an increase in stocks due to mergers and acquisitions because now they can acquire them for cheaper than through other avenues like trading on the open market which will lower their chances of success as stocks could increase exponentially in the same time period. Suppliers are impacted by change if they were previously used to receiving orders in a certain quantity and now the company is downsizing which means the company needs less of their product or no longer needs it at all. For example, producers of double-sided adhesive may lose business because they are producing more than the company can use on its own so need to outsource to other suppliers.

The board of directors and shareholders are also impacted by change but in a different way. Board members are responsible for making sure the company is on track with its strategic plan and that any changes made will not have a negative impact on the company as a whole. They need to be aware of what is happening in order to make the best decisions for the company and shareholders are impacted because they have a vested interest in the company. When change is made, it can either increase or decrease the value of their shares.

Assignment Activity 7: Evaluate the effectiveness of HRM policies with respect to wider strategic aims.

HRM policies are considered to be effective in attracting higher quality candidates, reducing staff turnover, increasing operational efficiency, and improving human resource utilization. It also helps the company prioritize recruitment activities according to its organizational culture.

However, HRM policies can sometimes lead to unrealistic or incoherent standards that are not aligned with the company values. This may result in tendencies towards discrimination and unfair practices such as nepotism and cronyism. 

Despite some of the obvious benefits of having an HRM system in place, it is crucial for organizations to understand that these systems cannot provide ready-made solutions for all their HR concerns. The success of any organization depends on its specific requirements and strategic goals and so while some companies might see a decline in performance following the introduction of HRM, others might not.

The most important advantage an organization can get from an effective and efficient HRM system is that it increases the likelihood of achieving its goals and objectives by providing qualified employees who are committed to fulfill these objectives.

Assignment Activity 8: Design and propose HRM strategies that align with organisational objectives.

Some HRM strategies that align with organisational objectives are to ensure fairness in the workplace, to minimise turnover, recruit on behalf of the organisation and improve retention. There are some approaches you can put into practice in order to achieve these goals, including clarification of roles and rewards for higher-quality performance according to KPIs, establishing employee performance on objectives rather than on personal traits or subjective complaints which incorporate only disadvantaged groups of people.

It is also important for organisations to educate their employees about diversity by encouraging them not mistake “neutrality” with equality. The more informed everyone becomes of unequal treatment opportunities experienced by disadvantaged groups of people within the workforce, everyone will have a better understanding of different workplaces challenges. This will help to improve the workplace environment and contribute to overall organisational objectives.

Some other methods that can be used to help with diversity and inclusion goals are targeted recruitment and assessment, unconscious bias training, and flexible working arrangements. Flexible working arrangements allow employees to have a better work-life balance, which is a key motivator for many employees.

Assignment Activity 9: Formulate plans for organisational change by attending to employee attitudes and behaviours, as well as, corporate culture and work systems.

There are a few key things that need to be taken into account when planning for organisational change. Employee attitudes and behaviours, corporate culture and work systems all play a role in how successful any changes will be.

It’s important to get buy-in from employees before implementing any changes. Employees need to understand what the changes are, why they are being made and how they will benefit from them. If employees feel like they are being forced into change or that their opinion doesn’t matter, it will only lead to resistance and poor implementation of the changes.

Corporate culture is also something that needs to be considered when making changes. A company’s culture is its set of shared values, beliefs and norms. It can take a long time to develop a culture, but it only takes a short time for employees to get accustomed to the existing culture.

Employee attitudes and behaviours will also play a role in how successful organisational changes are. Employees have to take personal responsibility for their actions and work towards meeting objectives. This requires commitment from all levels of management and staff.

Work systems also need to be looked at when making changes. Automation of processes and standardisation of work can help to improve efficiency and effectiveness. However, it’s important not to go too far and lose the personal touch that is often associated with small businesses.

When planning for organisational change, it’s important to take all of these factors into account. By considering the people, culture and systems, you can create a change management plan that is more likely to be successful.

Assignment Activity 10: Critique different HR related issues in the organisational setting.

Most organisations have a number of HR-related issues that they need to address in order to be effective and efficient. Some of the most common issues include:

1. Defining roles and responsibilities – Every organisation needs to have a clear understanding of what each role within the company entails, and what is expected of employees in those roles. This includes defining job titles, goals, and expectations.
2. Conducting performance reviews – Performance reviews are an important way to ensure that employees are meeting or exceeding expectations, and provide feedback on how they can improve their performance.
3. Managing employee leaves – Employees need time off from work for vacation, illness, or personal reasons, and it’s important to have a system in place to manage these leaves.
4. Communicating company wide initiatives – Employees need to be kept in the know about new products, services, and policies across all areas of a business. It’s important to have a clear communication plan that employees can refer back to when they have questions or concerns about changes within the company.
5. Maintaining employee files – Employee files need to be up-to-date and accurate, and should include things like job applications, resumes, performance reviews, and training records.
6. Handling payroll – Payroll is a critical function in any organisation, and it’s important to have a system in place that is accurate and efficient.
7. Implementing safety measures – A safe and healthy workplace is important for both employees and the organisation as a whole. It’s important to have policies and procedures in place to ensure the safety of employees, as well as to protect the organisation from any potential liability issues.
8. Planning company events – From holiday parties to team-building exercises, organising company events can be a fun and rewarding experience for employees. It’s important to have a plan in place for these events, including budgeting, selecting a venue, and inviting guests.
9. Addressing grievances – If an employee has a complaint or grievance, it’s important to have a process in place for addressing it. This could involve meeting with the employee, conducting an investigation, and issuing a resolution.
10. Developing HR policies – Every organisation should have a set of HR policies in place that outline things like hiring procedures, leaves of absence, and disciplinary measures. These policies provide guidance to employees and managers on how to handle HR-related issues.

Addressing these common HR issues can be a daunting task, but it’s important to have a system in place in order to run a successful organisation. By taking the time to address these issues, you can ensure that your employees are happy and productive, and that your company is operating efficiently and effectively

Assignment Activity 11: Diagnose the source of change encountered by the organisation.

The organisation is experiencing a change in its environment. This can manifest itself in a variety of ways, including changes in customer needs, the competitive landscape, or technology and fashion trends. The organisation must adapt its strategies and operations to stay relevant and thrive in this new environment. Often times, this requires making difficult choices and sacrifices, such as cutting costs, laying off employees, or closing locations. The key is to identify the source of the change and make changes that align the organisation with the new reality. Otherwise, it will be left behind.

Assignment Activity 12: Formulate a strategic vision and organisational purpose for change.

A strategic vision for change should be aspirational, embodying the organisation’s desired future state. It should be forward-looking, focusing on what the organisation wants to achieve, not on how it has performed in the past.

The organisational purpose for change provides a clear rationale for why change is needed and sets out the fundamental reasons why the organisation exists. It should be timeless, expressing the enduring reason why the organisation does what it does. And it should be inspirational, articulating a clear and compelling vision of how things could be better.

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