LEARNING OUTCOMES AND ASSESSMENT FEEDBACK
The following grading criteria will be applicable for the course, Executive Diploma in International Business and Strategy:
|70 to 100||A – Distinction|
|60 to 69||B – Merit|
|50 to 59||Pass|
|40 to 49||Fail with Resubmit|
|0 to 39||Fail with Retake|
(Please read the instructions carefully)
- Complete the title page with all necessary student details and ensure that the student declaration is ticked.
- All assignments must be submitted as an electronic document in MS Word to the LMS (Use 12 Times New Roman script).
- All assignments must be submitted with an accompanying Turnitin report.
- The assignment that is not submitted to the LMS by the prescribed deadline will be accepted ONLY under the REDO and RESIT submission policy of Westford.
- The results are declared only if the student has met the mandatory attendance requirement of 75% and/or a minimum of 50% under extenuating circumstances approved and ratified by the Academic Director. The student has to repeat the module (with additional fees applicable) if the attendance is below 50%.
- The assignment should not contain any contents including references cited from any websites.
- Students can refer to Wikipedia as a source of information, but the references cited in Wikipedia must be mentioned.
- Submit the assignment in an MS Word document with the file name being:
First Name Last Name_ abbreviation of the subject.
Example: John Smith_LHRO.
Quick reference Checklist for the Faculty/Instructor to accept/reject the assignment before evaluation:
|o||Adherence to the deadline of submission date.|
|o||Original cover sheet and format retained.|
|o||Student information and signature intact.|
|o||Font style and size used as instructed.|
|o||Harvard Referencing Style is strictly followed.|
|Assignment||Strategic Leadership and Human Resource Practice in Organization|
Learning Outcome 1: Critically analyze the significance of Strategic Human Resources Management and its changing landscape in organizations.
Learning Outcome 2: Critically discuss the impact of Human Resources Management activities on the Organisational Performance.
Learning Outcome 3: Evaluate various leadership styles and practices in organizations.
Learning Outcome 4: Plan on how to implement change in an organization.
|Assignment Task||Report [100 Marks]|
You are the Senior Regional Head of your company department and have identified a need to set up a new functional branch office. This requires you to present to the team and stakeholders a compelling report on your change proposal. You must develop a model for change, synthesizing issues related to strategic HRM in the chosen organization. You need to show how you will lead and implement the chosen model for change by managing the current Human Capital at hand as well as the ways in which this change can enable HR activities in your organization to contribute strategically.
1. Introduction: This section must cover the following agenda.
a. Company profile: The Candidate shall provide a brief introduction of the chosen organization with details on its aim, mission, vision, headquarters, key operational areas, business activities, subsidiaries of the company, geographic presence of the company (globally), number of employees, clients, and competitors. The learner must critically analyze the key purpose and functions of the chosen organization’s current HR activities by evaluating and showing evidence of whether the HR objectives have been fulfilled or not. (6 marks)
b. Aim & Objectives: The aim statement of intent must describe what the learner proposes to achieve by undertaking the task. A max. of 3 objectives must be listed here. (3 marks)
c. Significance and Contextual Relevance: The Candidate is expected to demonstrate his/her knowledge and understanding by elaborating on the various activities undertaken under Staffing, Development, and Compensation. Further, the candidate must analyze whether these activities are strategic in nature and if they contribute to helping the company achieve its organizational goals and objectives. (6 marks)
2. Literature Review: The learner is expected to undertake secondary study from a range of academic and commercial publications to critically analyze the various perspectives that have changed over time as well as on the ways in which HRM activities can be Strategic in nature. The literature review must be able to establish a rationale between the Strategic HRM activities and its relation to the organizational performance by determining if those activities contribute to organizational performance outcomes like growth, profitability, ROI, competitive advantage, legal compliance, strategic objectives attainment, and key stakeholder satisfaction. The learner should also critically analyze by going through 6-8 research articles and journals how the organization’s strategic HR direction is affecting the basic contemporary HR issues like staffing, compensation, and development of the organization. (25 marks)
3. Application of understanding and knowledge: The Candidate must understand the chosen organization’s objectives and working procedures related to the HR department. The Candidate shall map out clearly the chosen organization’s goals and objectives against the HR objectives. Here the candidate must demonstrate a critical rationale between HRM activities and the organizational performance based on its objectives. An analysis should be done to check if both are aligned or not. The Candidate must justify how the chosen organization’s HRM activities are contributing to the organizational performance objectives. Demonstrate the impact of HRM on the implementation of organizational goals, and analyze whether these activities aided in the organization’s development. (20 marks)
4. Change Implementation Plan: The Candidate will critically analyze factors driving change in organizations by reviewing literature from 6-8 research articles/ journals. With this researched background, the candidate will now evaluate from a range of change management models like Kotter’s 7 Step Model for Change, ADKAR Model for change, and Kurt Levin’s 3 step change management model, by applying any two of these change models to the chosen organization. The Candidate will evaluate by developing a change management implementation plan, by use of the change models on the following HR functions.
a. Forecasting Demand and Supply of Human Capital: The Candidate will be required to evaluate the change management implementation plan with relevant details on addressing the Forecasting Demand and supply of Human Capital of the chosen organization. This must illustrate the forecast in the form of graphical representations to project the candidate’s views and analysis. Further, the work must be justified with a rationale of the proposed plan, including a gap-closing strategy should be tabulated as given below.
b. Stakeholder Analysis: The Candidate must demonstrate responsibility to identify and communicate changes of the implemented plan to the organization’s stakeholders, by addressing all issues and challenges related to resistance, risk, and contingency planning. The Candidate will critically analyze the factors contributing to resistance towards change and strategies to overcome them, in the chosen organization, by critically reviewing from 4-6 peer-reviewed research articles. (10 marks)
c. Communication and Leadership: The Candidate must critically evaluate and determine the rationale and application of various leadership theories and models like Trait Theory, Behavioral Styles Theory, Situational Theories, and Shared Leadership Style for organizational management and direction, compare and contrast the advantages and limitation of different leadership styles used by leaders. This will be done by reviewing literature from 6-8 research articles/ journals. Conceptualize and justify the most ‘suitable/best/fit’ leadership styles for the change plan in the given Organisational context. (10 marks)
5. Recommendations and Conclusions: Overall recommendations and final conclusions to be given for the chosen organization. (5 marks)
6. Presentation and References: The work must adhere to the Harvard Style Referencing System with in-text citations. (5 marks)
Word count– 6000 max (marks allotted in each section above give the approx. weightage of words count required in every section)
Performance descriptors indicate how marks will be arrived at against each of the above criteria. The descriptors indicate the likely characteristics of work that is marked within the percentage bands indicated.