Human Resource Management And Personnel Management - Management Assignment Help

Assignment Task

Learning outcomes assessed:

1: Appreciate the distinction between Human Resource Management and Personnel Management by analysing personnel and HRM models will be met using task A.

2: Examine the concepts of strategic HRM and contrast with those of strategic management will be met using task B.

3: Understand and evaluate the concept of an organisations' Model of Employment, and the organisational levers available to manage human resources in such a way as to contribute to sustainable competitive advantage will be met using task C.

4: Understand the impact of regional and national culture on the practice of HRM will be met using task D.

5: Understand the significance of culture to organisational behaviour and HRM practice in general and apply the practices needed to carry out HRM in trans-national/international/international-subsidiary organisations will be met using task E.

6: Evaluate where and when international HRM changes local business systems will be met using task F.

TASK

Select any Multinational company from the European Union (EU countries ) which has presence in an Asian/ African country (it can be a firm from any industry) and using that as a case study critically analyse and examine the areas given below and back the work using relevant corporate examples.

1. Examine how value was created by the firm by using HR strategies.  Use of concepts of strategic HRM should be evident.

2. Analyse the impact of regional and national culture on the practice of HRM in the chosen country. (350 words)

3. Use appropriate organisation’s model of employment and state the organisational levers used by the firm to create value.

4. Using Storey’s 27 points of difference between HRM and Personnel Management as a benchmark, state what is being practised by the firm in the Asian / African Country- HRM policies or Personnel Management or both?

5. When it comes to hiring and firing do you consider the importance and significance of local culture and HRM practice needs to be undertaken in general and the practices need to carry out HRM in transnational/international-subsidiary.

6. Examine the differences in terms of employment laws when international HRM changes local business systems.

7. Use corporate examples of firms using good HR practices and literature to justify your stand.

Based on the discussion and debate what suggestions / recommendations would you make to employers regarding HRM practices to ensure that the organisational performance is high?

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