The work will adopt a Report format, with Sub-Headings throughout the main body.

Font is
Arial/ Times New Roman, size 11-12, with 1.5 line spacing. Word count is 3000, (+/-10%),
MAXIMUM twelve, pages of A4 paper, set on “Narrow Margin”.

 Title and Contents page

 Executive Summary
 Glossary
 Reference List
 Bibliography
 Appendices
 Appropriate tables, figures and illustrations

No. Topic Hints References

1 Cover page
2 Title and
Contents page
3 Executive  Elements of successful company – Worker, Peter Drucker
Summary Customer and Society or Community
 Business environment nowadays
 Talent management, competitive advantage
 An effective HR management is necessary, no
matter how effective of HR management, much
debates are there.
 In long term running, HR is necessary. What
role should HR be? How to make it more
effective and strategic inorder to maintain good
employment relations as an ultimate goal

Glossary Definition of key and special terms, e.g. RBV

Abbreviation
Task 1. Introduction
4 key issues to discuss:
a. Business strategy and HR strategy Use of Harvard HRM Model
To prove the role of HR Management and how (Beer) and/or Dr Dave
effectiveness it is in an organization, including Ulrich’ s Strategic Model
long term business objectives, business is being
monitored by different stakeholders, and business
 environment changing and challenges
b. Throughout the Model, describe and discuss the
issues of Vertical Alignment and Horizontal
Integration
HRM Diagnostic Model can be
used to describe and explain
Management by Objective

Use of MBO concept to explain the strategy to

fulfilling the vertical alignment
Business Goal – Departmental Goal – Section
Goal – Team Goal – Individual Goal
(How to ensure each goal be reached? And how
to measure the effectiveness of each goal?) –
Performance Management plays an important
role
 Objectives of Performance Management
 How to do performance evaluation?
 What are the suitable ways to do the
performance evaluation which would able to
reflect workers’ real performance

Look into the macro and micro environmental

Different natures of company
or organization would have
different point of view and
approach to performance
appraisal and management
e.g. Private Enterprises,
Government, Non-
governmental or profit
organization(NGO / NPO), e.g.
schools, social service.
Different cultures of company
or organization
c. Explain how Horizontal Integration be done
through HR practices:
 Best Fit (Contingency) Provide examples:
 Best Practice (Internal) – without
concerning the environment changing Different practices for different
 RBV (Internal and External) nature of organizations, which
You should cover the following at least in would have different
your writing: company’s culture, value
 Definitions and contents of each
 Identify good and bad of each and
their differences.
 What are the advantages and
disadvantages of applying those
practices? Any positive and negative
impact to staff or employment
relations

d. Performance management and reward

Performance Appraisal schemes

Upward / Downward / 360 degrees feedback /
Competency-based assessment / Objective setting /
Self appraisal / Rating scale
 Behavioral Theory

Performance Management change in the context of

Organizational Change ◦ Performance management
e.g. systems are often accorded
 Merge and Acquisition little priority in the
 Organization Restructuring due to Economic organisation once they
downturn have been introduced
 Advanced Technology affects the operation ◦ The introduction of a
flow and production volume and frequency system should be
Performance system and evaluation process shall be constantly monitored,
design/redesign. nurtured and reviewed or
Principles of design and redesign redesigned
◦ Armstrong and Baron’s
Relationship between performance evaluation and (1998) survey of British
reward system practices found that less
 Private enterprises – According to the market than half of their
Salary + Bonus or Discretionary Bonus, annual respondents claimed to
salary adjustment formally evaluate their
 Government – Using the MPS (Master Pay systems.
Scale)
 NGO – Also using the MPS system, no bonus

Methods of evaluation, their differences. Any

positive and negative impact to the staff
relations, employment relations, team spirit,
quality of work output….

Conclusion and recommendation

Task 2 Introduction : Employment Relations and Staff voice
 a. Explain and critically discuss the nature and
theoretical perspectives of Employment
Relations.
 Unitarism – government, schools
 Pluralism – Private enterprises, such as airlines
 Marxism – Conflict between classes

b. Explain, discuss and analyse, supported with a

range of academic sources, the nature of
Employment Relations, (ER), and the theoretical
perspectives that underpin ER.

c. Also discuss and analyse the role of the actors

that are involved in the employment relationship
 Labour union
 Staff representatives, such as staff committee
 Owners’ Representatives, such as Hotel’s
owners
 Legislative council members
 Labour Department or Bureau
 Labour Tribunal

How do they work? How do they communicate with

each other and maintain a good employment relation?
Conclusion and recommendation
 Reference List
 Bibliography
 Appendices
Appropriate tables, figures and illustrations