Strategic Human Resource Leadership: Integrating Global Practices, Ethical Development, and the SHRM Lifecycle

5.2 Recommended book(s)

There are no recommended books for this module. However, at the beginning of each lesson, we list a few suggested resources that you may consult to reach the learning outcomes for the learning unit, including books, articles and websites. The lists provided are, however, not exhaustive. We recommend that you consult as many sources as possible.

Nevertheless, it would be advisable for you to buy some books for your personal library and to ensure immediate access to sources at your place of study. You are strongly advised to obtain at least one or two of the following human resource management books:

• Dodd, N.M. (Ed) (2021). Contemporary issues in human resource management. 5th ed. Cape Town: Oxford University Press.
• Gerhart, B., & Newman, J.M. (2021). 13th edition. Boston: McGraw Hill.
• Wärnich, S., Carrell, M.R., Elbert, N.F. & Hatfield, R.D. (2022). Human resource management in South Africa. 7th ed. London: Cengage Learning.
• Leopold, J., & Harris, L. (Eds.) (2009). Ethical issues associated with strategic human resources. The strategic managing of human resources, [Chapter 4, pp 101–151]. UK: Pearson Education.

• Lesson 1 - The dynamics of a mutual reciprocity between organisational and human resource (HR) strategies (nationally and internationally.
• Lesson 2 – Strategic Human Resource Management (SHRM)and leadership
• Lesson 3 – Coaching and mentoring
• Lesson 4- Measuring Human Resource Management (HRM) value and risk management
• Lesson 5 – Ethics
• Lesson 6 - Human Resource Management (HRM) functions

Question 2

2.1 Strategic Integration and Leadership Role (25)

Critically evaluate how an HR leader operating at all three management levels (strategic, operational, and functional) can align global HR strategies with local business practices to maintain ethical integrity and improve employee well-being. Support your answer with integrated theories from Lessons 1, 2, and 6, and provide specific workplace examples. 

Coaching, Mentoring, and Ethical Risk Management (25)

Analyse how coaching and mentoring initiatives, when strategically applied, can serve as both an ethical safeguard and a driver of psychological safety in diverse workplaces. Then, design a brief strategic HRM intervention (including budgeting, ROI considerations, and compliance with labour laws) using concepts from Lessons 3, 4, 5, and 6. Use workplace examples to justify your design. 

SHRM Lifecycle and Talent Management 

Evaluate the strategic importance of sequencing SHRM practices according to the organisational and employee lifecycle. Discuss how talent acquisition, onboarding, succession planning, and exit management can be effectively integrated into this lifecycle. Use theory from Lessons 1, 2, and 6, and apply your analysis to an actual or hypothetical workplace example. 

Technical Requirements:

• Type your answers (use sentence case, font: Arial 11, line spacing: 1.5 lines)
• Include a table of contents.
• Each question must have an introduction and a conclusion.
• In-text references and a list of references are required. You need a minimum of five. You can choose between the APA 7th edition, or the Harvard referencing style. You may not simply copy information from any source. You need to answer the questions in your own words. Plagiarism will not be tolerated.

Assessment Summary and Mentor-Guided Approach

1. Summary of Assessment Requirements

This assessment portfolio requires students to demonstrate an applied understanding of strategic human resource management (SHRM) concepts across three major areas:

A. Strategic Integration and Leadership Role (25 marks)

Students must critically evaluate how an HR leader functions at strategic, operational, and functional levels to align global HR strategies with local business realities. The focus is on maintaining ethical integrity and supporting employee well-being. The answer must integrate key theories from Lessons 1, 2, and 6 and use workplace examples.

B. Coaching, Mentoring, and Ethical Risk Management (25 marks)

Students need to analyse how coaching and mentoring contribute to psychological safety, ethical conduct, and risk mitigation. They must also design a strategic HRM intervention that includes a basic budget, ROI expectations, and compliance considerations, drawing on Lessons 3, 4, 5, and 6, supported by workplace scenarios.

C. SHRM Lifecycle and Talent Management

Learners must evaluate the importance of sequencing key SHRM practices—talent acquisition, onboarding, succession planning, and exit management—within the organisational and employee lifecycle. This section must apply theories from Lessons 1, 2, and 6 using real or hypothetical workplace examples.

Technical Requirements

• Typed responses, Arial 11, 1.5 line spacing

• A Table of Contents

• Each answer must include an introduction and conclusion

• Minimum five academic references (APA 7th or Harvard)

• Original writing—no plagiarism

Academic Mentor’s Step-by-Step Guidance Process

To help the student complete this portfolio effectively, the academic mentor followed a structured support approach. Below is an overview of that process and how each section was developed.

Step 1: Breaking Down the Module Themes

The mentor first reviewed the six lessons with the student, helping them understand how each topic connects:

• Lesson 1 → Strategic reciprocity between business and HR

• Lesson 2 → SHRM and leadership systems

• Lesson 3 → Coaching and mentoring

• Lesson 4 → Measuring HR value and managing risk

• Lesson 5 → HR ethics

• Lesson 6 → Core HR functions

This ensured the student could correctly integrate theory into each response.

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