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Type: Essay
Format: Written
Length: 1,500 words (+10%)
Choose ONE of the following topics for your essay and discuss:
1. It’s difficult for organisations to promote cultural sensitivity among employees and to have a fully inclusive organisational workforce.
2. In modern, contemporary Human Resources Management, a one-size-fits-all approach to retaining employees is not effective.
3. HR professionals need to develop new skills to embrace the challenge imposed by the organisational transformations due to Artificial Intelligence (AI) and automation.
4. Hybrid and flexible work arrangements negatively impact employees’ performance and productivity.
Introduction (150 words):
Outline the significance of the issue to Strategic Human Resource Management (SHRM).
Outline and state your position.
Very clearly articulates compelling reasons for why the topic/issue is significant with clear alignment to the discussion question/statement.
Concise statement and strong unambiguous position presented, including a clear and precise
definition of key terms.
Discussion (1200 words):
Critically evaluate the issue using Strategic Human Resource Management (SHRM) concepts and theories, multiple perspectives and contemporary trends.
Highly relevant, very specific and appropriate use of HRM theories and/or frameworks to critically analyse the issue. Exemplary use of evidence from credible sources to support the discussion.
Explain your key points and argue your position based on your personal and/or professional experience in a specific industry.
Argues using comprehensive and skilful integration of numerous and diverging perspectives and contemporary trends, and a clear connection to the impact on HRM. Exemplary use of evidence from credible sources to support the discussion.
Justify your position based on your critical analysis and support it with relevant evidence and sources.
The substantiated position is skilfully justified by the analysis and clearly aligned with the position statement.
Conclusion (150 words):
Restate your position. Summarise the main points.
Highly persuasive and clear conclusion that effectively summarises issues and position taken.
Requirements
The required word length is 1500 words.
Scholarly resources
• A minimum of ten (10) credible academic sources must be used- these must be academic and peer reviewed, scholarly journal articles.
• You may also use the current company, industry, government and media sources to support your statements, but these will NOT count toward the minimum required credible academic sources for your assessment. Most web-based sources are not sufficiently rigorous and credible for academic assessments and will NOT count toward the minimum required credible academic sources.
Please do not use AI tools.
-Please DO not submit to turn it in software that stores work.
Notes:
SHRM is a concept that embraces three key inter-linked themes:
• Strategy management
• People management
• Strategy-HRM alignment
Traditional HRM is more reactive and aims to respond to the needs of employees, for example, when employees have problems or specific requests. Strategic HRM, by contrast, is more proactive and tries to pre-empt employee problems or requests before they occur; it looks toward the organisation’s present and future needs and develops strategies to meet them. The scope of traditional HRM is narrow, focusing on essential personnel management, employment and labour relations, and keeping them satisfied. In contrast, strategic HRM has a broader vision and approach, with all initiatives and activities aligned to the organisation’s larger goals. For example, rather than filling roles and positions when employees leave the organisation, strategic HRM will proactively recruit people based on the overall business strategy and plan for future contingencies.
Connecting business strategy and HRM:
Three linkages between business strategy and HRM. These include:
Accommodative: HR follows the strategy of the organisation to accommodate the staffing requirements of an existing business strategy.
Interactive: There is two-way coordination between the HR function and the organisation in which HR contributes to the organisation’s overall business strategy.
Fully Integrated: Where the HR function acts as a strategic partner and is fully involved with the organisation’s strategic planning and execution—an authentic reflection of SHRM in practice.
HR perspectives
• Unitarist Perspective
• Pluralist Perspective
• Radical Perspective
Employees as a strategic resource
Hard vs Soft HRM
SHRM capability framework
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