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MGT2HRM Assessment Task 3 – Individual Assessment Topic The following information is provided as a guide to how you should do Assessment Task 3: Individual Assessment on Policy Design. The aim of this assignment is to develop a HRM policy that can be used in the workplace. You can choose an organisation in which you are currently working, were previously employed, or aspire to work. Develop a HRM policy on ONE of the following topics for your chosen organisation: o Recruitment and selection o Performance management 1. Use the following assignment structure: PART 1 – Policy Analysis PART 2 – Policy Development In Part 2, the following structure could be followed. 1. Overview 2. Scope 3. Policy Statement 4. Legislation 5. Process (1 page diagram or flowchart) 6. Accountabilities 7. Evaluation Measures References Appendices (if required) If you need more information on the structure of your assignment or develop your writing skills, there are many different resources available to help you. You can use the LTU services available by searching on the La Trobe website, ask the Library and search online. Alternatively, you can just ask your workshop leader for advice. 2. What are the expectations? You need to conduct a brief policy analysis, which will underpin your policy. You are expected to research widely to identify examples of relevant policies and journal articles. You need to use a minimum of ten academic, peer-reviewed journal articles to support your policy. All reference material must be appropriately cited in the text of your assignment. If you choose to base your policy on a pre-existing one, you need to identify and reference this policy. Follow the style guidelines for the Academy of Management Journal. Note that Wikipedia and similar websites are NOT acceptable sources for this assignment. Only scientific studies (reported in academic journal articles), commentaries by eminent academics or Government Reports should be used. It is essential that your assignment is written in a neat, professional, and engaging manner. Convey your ideas clearly and concisely, and use appropriate transitions between the different sections of the assignment. Finally, and importantly, please be sure to check your assignment for spelling, grammar and punctuation before submission. PART 1 – Policy Analysis (800 words) As a guide, you may focus on some of the following issues (or other similar issues) in the Policy Analysis section. 1. Internal & External issues analysis Internal issues refer to: Organisational objectives, business strategic choice, HR needs and HR strategies, Organisation culture and its approaches (management values) to managing employees, Ethical treatment of employees (i.e. organisational justice), Ethical business practices (decision-making), Approaches to corporate social responsibility External issues refer to the contextual factors (external environment) that influence policy. These contextual factors include: Law (industrial relations, anti-discrimination, occupational safety and health, and privacy) Government policy (employment, education and training, immigration & citizenship, industrial relations) Economic conditions (economic conditions in good times and bad times) Societal values & issues (prevailing values and preferences shared by stakeholders outside the organisation) 2. High priority issues Among the above-mentioned internal and external issues, identify one or more issues that need to be addressed in the policy that you are developing. 3. Policy problem If you choose to review and rewrite an existing HR policy, you need to point out what the problems are with the existing policy and why changes in the policy are necessary. PART 2 – Policy Development Write a policy on your chosen topic. The following information and sections should be included in your policy. 1. Overview A brief description of the intent and rationale of the policy. 2. Scope Who are covered in the policy? Identify to which parties in the organisation or to which particular situations the policy applies. Are there situations where it might apply generally across the organisation? 3. Policy Statement This should be a concise and formal statement of the principal objectives of the policy. It should provide a framework for mandatory principles (management philosophies and principles) to be incorporated in the related procedures. 4. Legislation This section should discuss laws and legal obligations that have direct or indirect consequences on the policy, e.g., EEO, OHS, Discriminatory laws, privacy, etc. 5. Process Consider the processes (activities) that are included in the policy and undertaken by involved parties in order to effectively achieve the objectives of the policy. (For this assignment, you will present the necessary processes in a one-page flowchart or diagram, NOT in words). 6. Accountabilities The hierarchical roles and authorities that are involved in the development, approval, implementation, and engagement of end-users of the policy, for example: Development & drafting - HRM manager, Approval - CEO in conjunction with board members, Implementation - Line managers or concerned line managers, End-users - Employees or concerned employees 7. Evaluation Measures Consider means to monitor and measure the effectiveness of the policy. References A minimum of ten academic, peer-reviewed journal articles. Appendices (if required) Human Resource Management Human Resource Management MGT2HRM Policy Design What is HR Policy Policy is a statement that embodies • the acceptable ways of dealing with recurring situations • management intentions that affect management actions, • workforce perceptions, workforce responses and organisational outcomes • organisation’s philosophy (principles) of people management & its culture Fazey (2013) Reasons for HR policies HR policies • align business and HR strategies and help with organisational objectives • help to protect the organisation from litigation and averse legal findings as well as other undesirable workforce outcomes • define and shape the culture of the organisation • foster innovation and creativity • ensure organisation functioning in an ethical way • underpin the organisation’s corporate social responsibilities Fazey (2013) Contextual factors influencing HR policy • Law – legal principles & obligations applicable to employment relationship on employers and employees • Government Policy – education & training policy, immigration policy, employment policy, industrial relations policy • Economic conditions – favourable conditions affecting the attraction & retention of employees, employee engagement; unfavourable conditions resulting in cost control, short term survival • Societal values & Issues – good HR policies align with societal values, e.g., the aging workforce, demand for work- life balance, etc. HR policies and HR Strategies • A HR policy bridges between a HR strategy and the related HR practice(s) • A HR policy ensures common understanding of the meaning and intent of a piece of HR strategy, and a consistent approach to put the HR strategy into actions • A HR policy can underpin several different but related HR strategies • A good HR policy should facilitate compliance of legal obligations & regulations, ethical and social standards, i.e., balance all of these considerations Policy & Culture • HR policy should reflect the organisational culture, particularly the culture that values employees, thus the adopted people management approach, e.g., Soft HRM or Hard HRM • HR policy can also be used to change organisational culture • A good HR policy align employee’s dignity with business strategies Policy Development • Policy document design principles: Brevity – express yourself concisely Break it into sections – distinct sections and sub-sections with heading make it easier to identify relevant information and aids visual impact Paragraph numbering – numbering enables easy reference to specific sections Visual impact – use of white space improves appearance and impact Writing style and language • Be inclusive – be sure to include everyone in the organisation that needs to be included • Use plain English • Avoid using jargons, obscure or inappropriate language • Be explicit • Be crystal clear in your intention – allow no scope for differing interpretations • Be practical and keep the end-user in mind Template of a HR policy oOverview oScope oPolicy Statement oLegislation oOutline of procedures (1- page diagram or flowchart) oAccountabilities oEvaluation Measures