Posted: December 29th, 2014

Human resource planning,Job Analysis, Job description and Job Specification,Recruitment and Selection,Training and Development in an organisation,Performance Management and Appraisal,Reward Management,Strategic Human Resource Management (SHRM)

Human resource planning,Job Analysis, Job description and Job Specification,Recruitment and Selection,Training and Development in an organisation,Performance

Management and Appraisal,Reward Management,Strategic Human Resource Management (SHRM)

Overview
The assessment for Human Resource Practice One consists of only one piece of written
essay assignment. The aim of the written coursework is to provide an opportunity for
participants to extend and apply the knowledge and skills to a ‘live’ situation with which
they are familiar. Throughout, it is important to be analytical in nature, rather than
descriptive and to support your work with appropriate and correctly referenced literature.
Task
Please select only one HR Practice or Tool listed below to answer all of the following
questions
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Human resource planning
Job Analysis, Job description and Job Specification
Recruitment and Selection
Training and Development in an organisation
Performance Management and Appraisal
Reward Management
Strategic Human Resource Management (SHRM)
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1. How important is ‘the selected HR Practice’ or ‘Tools’ to the performance of an
organisation? Please demonstrate clearly your arguments in term of theory and
practical activities with evidence-based essay. You MUST illustrate and explain
your arguments by giving strong-clear examples based on the organisations you
are working for, any organisations you are interested in or organisations which
you can access the data and information.
2. Does the context of that selected organisation matter to the practice of the
selected HR Practice’, either in terms of ‘geographical issue’, ‘societal sectors’
(Public, Private, Non-Profit Organisation, NGOs) or the external environment
which the organisation belong to (politics, social value or socio-economic,
economic)?
Word Length
The absolute maximum word length, including all aspects other than the front page and
bibliography, is 3,500 words but it is expected that the assignment will be between 3,300
and 3,500 words long. Please note that work exceeding the 3,500 word limit will be
penalised in line with the University procedures. The word count includes tables, figures
and footnotes but not the bibliography or the title page.
Layout and Style
The assignment would normally be sectioned and follow what would be termed an
‘academic’ layout. It is recommended that you using the following framework.
1. Review the current standard position on your chosen topic by outlining the main
points of related academic theory. Your essay should refer to up to date literature.
Cite the references you use, observing standard citation conventions.
2. Examine the topic critically from an academic perspective. For example, you are
encouraged to highlight and discuss the main points of debate that surround different
academic theories relating to the topic.
3. Discuss the extent to which these key theories on this topic are relevant/applicable to
an organisation or group of organisations in a country with which you are familiar.
Provide specific examples of relevant organisational practice/behaviour when seeking to
discuss the relevance/applicability of these theories to the organisation/s. You may
choose to refer to your actual or prospective role in the organization in this aspect of the
discussion.
Plagiarism and Other Academic Malpractice
It is important when completing coursework that participants use their own words, or
where appropriate, fully acknowledge their sources. All references to other works,
quotations or ideas drawn from authors, must be fully acknowledged. All references to
other sources must be included in a full bibliography – the Harvard referencing system is
the acceptable style.
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Failure to document your sources properly, due to either intent to deceive (plagiarism) or
through a sloppy approach, will be construed as intellectual theft and is likely to be
penalised under University procedures. The School reserves the right to submit any
work handed in by participants for assessment to the electronic system for detecting
plagiarism or other forms of academic malpractice.
Marking Criteria
The assessed work will be marked in accordance with the following dimensions:
(1) Research and use of resources
This refers to the level of research effort and degree of scholarship, with a particular
emphasis on obtaining evidence from authoritative sources. Efforts should be made to
interrogate the sources used, particularly in relation to other sources, rather than simply
reproducing what others have said.
(2) Analysis and argument
The work should be focused on answering the specific question set and should be
analytical in its approach (not just describing the topic under consideration). The work
should draw on relevant theory, concepts and models as discussed in the literature. It
should demonstrate a clear understanding of the strengths and weaknesses of this
material and of its value in enhancing understanding of the issues under consideration.
A coherent and purposeful line of argument should be followed throughout, and should
be supported by evidence in the form of relevant examples, research findings and other
material to provide convincing support for what is being argued.
(3) Linking theory and practice
Where applicable, the work should demonstrate the ability to make relevant connections
between theory and practice (e.g. with regard to the political, strategic, policy or
management implications of your response).
(4) Structure, Style, and Presentation
The work should read in a clear and logical manner from start to finish. It should be
proof-read and corrected to avoid typographical and grammatical errors. The
introduction should set out the structure and content of the essay and the direction and
conclusion of the argument to be pursued. All sources used should be properly
referenced using the Harvard system. This means citing authors, dates of publication
and (where appropriate) page numbers in the text and providing full references at the
end of the work. Footnotes should be avoided unless absolutely necessary. All work
must be paginated and apply at least 1.5 line spacing in minimum of 12 pitch font. The
word count includes tables, figures and footnotes but not the bibliography or the title
page.
Submission Requirements
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The student’s name should not appear on the assignment, although the student
identity number must be included as a header/footer on each page.
The Harvard system of referencing must be used.
Type set must be no smaller than Times New Roman pitch 12, or Arial pitch 11.
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Line spacing must be 1.5 line spacing.
It is important that you retain a copy of your work for future reference.
The assignment is to be submitted online on 13th January 2015. It is important that you
keep a copy of your work. Ensure that the submission deadline is met – any work
submitted after the deadline will be marked with Mitigating Circumstances and requires
the approval by the Mitigating Circumstances Committee.
ASSESSMENT GUIDELINES
As a guideline, a pass grade essay (50% +) should demonstrate:
1. That the student has identified a subject area that is relevant to the HR practices
which were indicated at the beginning of the assignment. (NB all students will have
been offered the opportunity to talk about their proposal with the module tutor.)
2. That the student is competent to synthesise a body of literature relating to the chosen
subject area by means of providing an overview/summary of relevant theory.
3. Evidence of the student’s competence to evaluate critically literature that relates to
the chosen subject area.
4. Evidence of the student’s competence to apply relevant theory to organisations, with
a view to analysing both theory and work-based practices.
5. That the student can put together a logically-structured and organised and essay,
using an appropriate level of writing skill.
ADVISORY NOTES
 I am happy to discuss your proposal for the assignment with you. You need to bring a
draft proposal for the appointment. You will also have an opportunity to talk with me
about your assignment during the module.
 The marking criteria indicate that your essay should be grounded in relevant
academic theory. It is anticipated that essays will contain a minimum of 15 primary
references to sources like journal articles. A full listing of these references should be
presented, using a standard referencing format, at the end of the essay.
 The application of relevant theory to organisational settings is very important. You
are reminded that, if you have limited work experience, you may draw on your
knowledge of ‘social organisations’ such as clubs, societies, religious organisations
etc. in order to address this aspect of the assignment.
 It is recommended that you divide your essay into three main sections; introduction,
body and conclusion. The body section must effectively present the organisation that
you are examining to a reader who is not familiar with it, so that your subsequent
discussion of the application of theory is firmly grounded in that description.
Dr Piyawadee Rohitarachoon (October 2014)
4|Page R.Piyawadee (Draft awaited for approval_06102014)

Essay Sample Outline: HR Practices 1
(3,500 words)
MERIT SYSTEM OF RECRUITMENT AND SELECTION IN LOCAL GOVERNMENT:
THE CASE OF Laos PDR LOCAL ADMINISTRATION
1) INTRODUCTION (400 words)
a. Context of
i. Recruitment and Selection (what is, why, relations to HR practices…in
brief)
ii. Recruitment and selection in Laos PDR (in public sector and local
government)
iii. Aims and Objectives of the essay (should be very focused!!)
b. Approach to essay question (methodology and outline of the essay…..)
2) LITERATURE REVIEW (700 words)
a. Definitions and scope of recruitment and selection and merit system (theories…..)
b. Categorisation of theoretical point of views which related to recruitment and
selection and merit system (Theoretical overview/arguments about recruitment
and selection)
3) CRITICAL REVIEW (700 words) : Examination of the presented theories
(in theoretical review part)
a. Recruitment and merit system
i. Positive…..
ii. Negative……
iii. ……..
b. Selection and merit system
i. Positive…..
ii. Negative…..
iii. ………
4) CASE STUDY/PRACTICAL EXPERIENCE (1,400 words)
Should be structured in accordance with the stated Aims and Objectives of the
essay!
Based on the case of local government in Laos PDR …..
a. Introduction of the local government unit in Laos PDR, history, objectives of this
local unit…..
b. The context about recruitment and selection in Laos PDR; national level and local
level
c. Findings (results) of your research
d. Analysis of your findings
5) CONCLUSION (300 words)
a. Brief summary of the essay
b. Understanding of significance of recruitment, selection and merit based system in
an organisation
c. Suggestions and recommendation (if you have any…..)
d. Your concluding remarks
6) REFERENCES: HARVARD STYLE!!!! (See the sheet about it!)

Recruitment and Selection in Action: A suggested readings list for HRP Learners in IDPM
September 30, 2014
Essential reading
Harzing, A-W, & Pinnington, A. H. (2010) International Human Resource Management (3rd Ed.),
Sage, chapter 12
TAYLOR, S. (2014) Resourcing and talent management. 6th ed. London: Chartered Institute of
Personnel and Development.
Key textbooks
BARBER, A. (1998) Recruiting employees: individual and organizational perspectives. London: Sage.
Brewster, C., Sparrow, P. and Vernon, G. (2007) International Human Resource Management. 2nd
edition. London: CIPD
COOK, M. (2004) Personnel selection: adding value through people. 4th ed. Chichester: Wiley.
MARCHINGTON, M. and WILKINSON, A. (2008) Human resource management at work: people
management and development. 4th ed. London: Chartered Institute of Personnel and Development.
PILBEAM, S. and CORBRIDGE, M. (2006) People resourcing: contemporary HRM in practice. 3rd ed.
Harlow: Financial Times/Prentice Hall.
TAYLOR, I. (2008) Assessment selection handbook. London: Kogan Page.
Journals
ELLIS, C.M. (2012) Revitalizing competencies to inspire people and build culture. Workspan. Vol 55,
No 8, August. pp62-65.
JACKSON, H.G. (2014) The competency factor. HR Magazine. Vol 59, No 7, July. p6.
Khannna, P. (2014) Recruitment & Selection: A need of the hour for organizational success, IRACSTInternational Journal of Research in Management & Technology (IJRMT),

Vol. 4, No.3, June 2014,
p149-155
MILSOM, J. (2009) Key trends and issues in employers’ use of behavioural competencies. IRS
Employment Review. No 918, 30 March. 8pp
STEVENS, G.W. (2013) A critical review of the science and practice of competency modeling. Human
Resource Development Review. Vol 12, No 1, March. pp86-107
STONE, D. L., LUKASZEWSKI, K. M., and STONE-ROMERO, E. F. (2013). Factors affecting the
effectiveness and acceptance of electronic selection systems. Human Resource Management
Review, Vol 23, No 1, March. pp1-21.
SUFF, R. (2011) Assessment centres 2011 survey: the process and employer practice. IRS
Employment Review. 14 September. 8pp.
Ruth Sharpe: Guest Lecturer
Recruitment and Selection in Action: A suggested readings list for HRP Learners in IDPM
September 30, 2014
SUFF, R. (2011) XpertHR 2011 selection interviews survey: effectiveness and training. IRS
Employment Review. 10 January. 9pp.
SUFF, R. (2012) Employers’ use of psychometric testing in selection: 2012 XpertHR survey. IRS
Employment Review. 30 May. 9pp.
ZIELINSKI, D. (2012) The virtual interview. HR Magazine. Vol 57, No 7, July. pp55-57.
ZIBARRAS, L.D. and WOODS, S.A. (2010) A survey of UK selection practices across different
organization sizes and industry sectors. Journal of Occupational and Organizational Psychology. Vol
83, No 2, June. pp499-511.
Online sources
About.com has some useful interviewing tips and techniques
http://humanresources.about.com/od/interviewing/Interviewing_Tips_and_Interviewing_T
echniques.htm
Broughton, A. , Foley, B., Ledermaier, S. and Cox, A. (2013) Social Media in Recruitment can
be accessed at http://www.acas.org.uk/media/pdf/0/b/The-use-of-social-media-in-therecruitment-process.pdf
French, R. and Rumbles, S. (2010) Recruitment and Selection download from
http://www.cipd.co.uk/NR/rdonlyres/01F95685-76C9-4C96-B2913D5CD4DE1BE5/0/9781843982579_sc.pdf
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Lievens, F. And Chapman, D. (2009) Recruitment and Selection in Bacon, N., Redman, T.,
Snell, S. and Wilkinson, A. (2009) The Sage Handbook of HRM, Sage: London download from
http://users.ugent.be/~flievens/sage.pdf
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Wilson, A, Lenssen, G and Hind, P. (2006) Leadership qualities and Management
competencies for corporate responsibility can be accessed at
http://www.ashridge.org.uk/website/IC.nsf/wFARATT/Leadership%20Qualities%20and%20
Management%20Competencies%20for%20Corporate%20Responsibility/$file/LeadershipQua
litiesAndManagementCompetenciesForCorporateResponsibility.pdf
Ruth Sharpe: Guest Lecturer

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