1.Explain how organisational and HR strategies and practices are shaped and developed and explain the purpose and key objectives of human resources management and the HR function within a contemporary business environment.

IHRM4032 Introduction to Human Resource Management Summer 2018
Coursework Brief
Handout: [9.00, 11 June 2018]
Deadline for Submission: 14.00 23 August 2018
Submit this coursework through the Student Portal with a Turn-it-in Report
Word Limit: 2500 words (Plus or minus 10%)
Learning outcomes assessed:
2. Identify the purpose and key objectives of the HR function in contemporary organisations and be able to demonstrate the process of evaluating current and future human resource needs within the business environment; both in terms of numbers of people and skills and competencies. 3. Appraise the relationship between organisational performance and effective HR management and development. Know how to identify and respond to short-term changes in the business and external contexts and provide solutions to address them. 4. Explain the significance of employment legislation to an organisations HR practices and evaluate how to harness effective HR practices in a global marketplace in terms of adding value and positive contribution to sustained organisation performance.
This coursework is worth 100% of the total marks for this module.
Assignment Case Study Brief Oxfam employee who was sexually assaulted ‘constructively dismissed’
An Oxfam employee who was sexually assaulted by a colleague in the Philippines was constructively dismissed less than a year later, according to a labour commission decision seen by the Guardian.Aimee Santos told the Guardian she was molested by a female co-worker in 2016, a claim Oxfam has also acknowledged and said it had blacklisted the perpetrator.But Santos, 45, claimed the charity mishandled her case and she was forced to resign.Oxfam, she said, had been extremely belligerent, retaliatory and vindictive. And they have gone after me, even when they didnt have any merit.The Philippine national labour relations commission ruled in October that Santos had been constructively dismissed, a work termination in which an employee has been influenced to resign.The decision said Oxfam had shown favour to the perpetrator whose services management needed and then acted with inexplicable hostility towards Santos.The allegations come at a time of heightened scrutiny of sexual harassment in the humanitarian field. Oxfam revealed in October it had dismissed 22 staff members over sexual abuse allegations in the previous year. In a separate scandal, the charity temporarily suspended its work in Haiti to investigate claims of former staff paying for sex.At the time of Santoss assault, she was working as a gender and protection coordinator.She did not want to open a criminal investigation, she said. Nor did she want to go through Oxfams internal reporting system as she felt her managers had not supported her work and would not conduct an impartial investigation.Instead, Santos attempted to mediate with the woman.This restorative justice, as it is called, is an alternative method of combatting gender-based violence in which the survivor and perpetrator voluntarily seek a resolution. However, the method is still not widely employed in the workplace. Oxfam said in a written response that it would not use or recommend restorative justice to deal with sexual harassment or abuse allegations.Santos said she consulted a local human resources manager on the restorative justice session, which Oxfam acknowledged. But the charity added: The meeting was set up by the victim and she made all the arrangements. The country director was not aware of the plans. Santos said she asked six colleagues, most with a background in gender justice and also the perpetrators long time friends, to meet the woman to arrange a settlement.[The perpetrator] said she would resign from Oxfam; she said she would pay for my counselling; she would stop drinking, said Santos. If it had ended there, I would have perceived justice. Oxfam managers in the Philippines, she said, found out what had happened after the perpetrator turned down a new contract, explaining she had promised to leave the charity. Before any action against the perpetrator, Santos said, a bullying investigation was opened into the six employees from the mediation session, all of whom were temporarily suspended from work.Meanwhile, and in part to exonerate her colleagues, Santos filed an internal sexual assault complaint but demanded Oxfams UK office conduct the investigation.The charity investigated and blacklisted the perpetrator.Afterwards, Santos said Oxfam Philippines made her work life intolerable. The labour commission decision said the charity moved around 10,000-worth of supplies under Santoss management without her knowledge and unreasonably reduced her training time.I promptly resigned, Santos said.She wrote what she said was a scathing resignation letter to several senior staff. It detailed an inauthentic commitment to gender justice, a culture of impunity, the reckless handling of her sexual assault case, and called one manager sexist and manipulative. Commission documents show Oxfams human resources department responded, accusing Santos of maligning the characters of senior staff members.When Oxfam withheld her last salary payment, Santos went to the labour commission, which twice ruled broadly in her favour. The verdict said she was entitled to moral and exemplary damages and ordered Oxfam to pay 13 months wages. Oxfam told the Guardian it had fully investigated and upheld this allegation of sexual abuse. The perpetrators contract ended before the investigation was completed and they will never work for Oxfam again. The charity said it took the commissions findings extremely seriously and will continue to seek to improve how we prevent and deal with sexual harassment, exploitation and abuse.While it understood that people may be reluctant to raise sensitive issues with immediate managers or within their own countries, the charity operates a confidential hotline and has a dedicated safeguarding team, which it said Santos used.But we know there is much more we need to do, it said. We continue to work hard to increase awareness throughout the organisation to improve how we handle complaints and support those that speak out. It denied Santoss work had been undermined and said it had a responsibility to investigate all allegations including bullying as fairly and sensitively as possible.We are very sorry for the obvious distress this must have caused the victim and that she felt she couldnt continue to work for Oxfam. While a support plan was put in place to help the victim, we clearly need to do much more to ensure that we provide the support and protection staff need in such circumstances, Oxfam said.It said it instigated an independent inquiry to review the case at Santoss request, which found management pursued both bullying and sexual assault claims with fairness, in a timely manner and without giving bias to one case over the other. Adapted from: https://www.theguardian.com/world/2018/mar/01/Oxfam employee-who-was-sexually-assaulted-later-dismissed Assignment Questions According to an article by Trudy Brunot (2017), Functional Human Resource Management is the glue that holds an organisation together and the functional management areas are the ingredients in the glue. Hence, a functional HR department should cover six functional areas: business management and strategy, workforce planning and employment, human resource development, compensation and benefits, employee relations and risk management You have just been appointed as an interim HR consultant by Oxfam. With reference to the above statement and your knowledge of HR management and functions as well as information from the given case scenario, prepare a report to the Executive Board of Oxfam to suggest how a functional HR department can address the current HR issues faced by the organisation. Your report should cover the following tasks: Task 1 (LO1: HR functions in a contemporary business environment).Identify any two people management issues being encountered by Oxfam in the case study and discuss how a functional HR department can proactively manage them effectively.Task 2 (LO2: HR planning in a business environment). Briefly outline with examples how a functional HR department within Oxfam can successfully implement a viable HR planning process to manage its growing international staff problems (You may refer to other current international issues facing Oxfam, namely: Haiti scandal etc.)Task 3 (LO3: Effective HR practices and performance management in organisations). Considering the reported employee wellbeing issue in the case study, discuss one developmental activity a functional HR department within Oxfam can implement to effectively improve employees performance.Task 4 (LO4: Influence of Employment legislation on HR practices in organisations).Discuss the implication of employment legislation on the current practices of Oxfam within any two of the following areas: a. Sexual Harassment b. Racial discrimination c. Health and Safety d. Disciplinary procedures
End of Assignment Brief Assignment Layout Instructions Make sure your report has the following sections:Front Cover ID number, Subject and Topic.Table of Content (Not included in the total word count) Introduction (150 words and 5 marks) Task 1 (500 words and 20 marks) Task 2 (600 words and 25 marks) Task 3 (500 words and 20 marks) Task 4 (600 words and 25 marks) Conclusion and Recommendation(s)(150 words and 5 marks) Reference List (Not included in the total word count).
Recommended Structure Introduction (150 words) This is the introduction to the entire assignment as a whole and not a particular task only. Thus, it should briefly introduce the purpose of the report, what it intends to cover as well as brief overview of the case study organisation.Main Body (2200 words) This is where all the tasks (1, 2, 3 & 4) should be discussed. Do use relevant and appropriate headings and sub-headings for each task. (Tasks 1:500 words; 2:600 words; 3:500 words and 4:600 words) Conclusion and Recommendations (150 words) The conclusion should be a summary of what you have written in the main body of your report and then highlight some of the relevant case study company/industry-related recommendations you might have (i.e. what can be done to improve the existing topical situations in the case study organisation/industry you have analysed within the tasks). Your recommendations should be specific and could include viable solutions and benefits of the issues identified.
Total Word Count: 2,500 Words General Information It is advisable to make further research about the organisational issues presented in the given case study scenario. It is also permitted to make logical assumptions and give viable suggestions relative to the case provided the original intent and essence of the case is not altered by what is added.
Please write me a customise 2,750 words report format, Harvard style, plagiarism free assignment,this would be a tremendous help to me in obtaining the structure of the paper piece work. When completed check and proofread the text for in-text citation, quotation mark as and where needed appropriately. Spelling mistakes, academic vocabulary, grammar and punctuation. Referencing should be executed in Harvard style format and must be in alphabetical order in a separate break page.do your best, the instructions is given above, please, follow it very carefully.Thank you, in advance.
please note that I have listed some sources below which may or possibly will be some very useful to you in completion of this assignment.
What should I read on this module?
We recommend that you buy the Core Text listed below and in addition consider obtaining other books from the list. You may wish to form a study group with other students to facilitate the sharing of non-core texts.
Core Text Armstrong, M. (2009). Armstrongs Handbook of Human Resource Management Practice. (14th ed). London: Kogan Page.
Books and Texts Beardwell, I., Holden, L. & Claydon, T. (2012). Human Resource Management: A Contemporary Approach. Harlow: Pearson Education. Gilmore, S. & Williams, S. (2009). Human Resource Management. Oxford: Oxford University Press. Hollinshead, G. (2010). International and Comparative Human Resource Management. New York: McGraww-Hill. Robbins, S & Coulter, M. (2016). Management. Harlow: Prentice Hall. Torrington, D., Hall, L. & Taylor S. (2011). Human Resource Management. (8th ed). Harlow: Prentice Hall.
Academic and Professional Articles Armitag, A. & Keble-Allen, D. (2007). Why people management basics form the foundation of high-performance working. People Management, 18 October, p. 48. Ericksen, J. (2007). High Performance work systems: dynamic workforce alignment and firm performance. Academy of Management Proceedings, pp. 1-6. Students will be strongly encouraged to use journal articles relevant to their areas of research. These may include articles extracted from the following sources, which are not exhaustive: Harvard Business Review International Human Resource Management Long Range Planning Thunderbird International Business Review Chartered Institute of Personnel and Development Journals [CIPD] Journal of Human Resources Industrial Law Journal Industrial Relations Journal Human Resource Development Quarterly Career Development International
Online Resources http://ww.cipd.co.uk. The Chartered Institute of Personal Development. Varieties of information and resources can be found on this website. http://www.acas.org.uk. ACAS (Advisory Conciliation & Arbitration Service). A wide range of sources can be found on this website.http://www.eapm.org. European Association of People Management.This website has a wide range of resources and information on its website. http://www.pearson.co.uk/boddy.