Master of Business Administration

Assignment Cover Sheet

Full Name Grade / Marks
Min Khant Soe

Student ID MB180117
Email address hatakemks@[Link]

Module Information
Module Name Human Resource Management

Lecturer Name U Thiha Zaw Lynn

DQ #1: Discuss which university has the more
effective strategy?
I. Discuss which university has the more
effective strategy?
II. Provide example of effective HR planning.
III. What are the strengths of each plan?
DQ #2: Discuss how City University’s program and
effective ranking can be low in comparison to
Assignment Title competitors, yet have management ranking that are
higher than competitors.
I. What factors might influence this paradox?
II. What should HR leaders of each school do
to improve their plans?
III. Provide research citations to support your
suggestions.

Submission Due Date

Submission Date
Intake 7

Word Count 2040

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Master of Business Administration

Assignment Assessment Form

Student Name Min Khant Soe

Module Name Human Resource Management
Lecturer Name U Thiha Zaw Lynn
Assignment Title DQ #1: Discuss which university has the more effective strategy?
I. Discuss which university has the more effective strategy?
II. Provide example of effective HR planning.
III. What are the strengths of each plan?
DQ #2: Discuss how City University’s program and effective
ranking can be low in comparison to competitors, yet have
management ranking that are higher than competitors.
I. What factors might influence this paradox?
II. What should HR leaders of each school do to improve
their plans?
III. Provide research citations to support your suggestions.

Submission Due
 Date
Intake
Score 5 4 3 2 1 Weighted
I. Content
Reasonably accurate details are present to support the main ideas.
Relevant to question
asked
Effective use of
Theory
Topics discussed in
depth
Logically
development of
argument
Integration of
Reference material
Relevant to question
asked
II. Originality
The writer seems to be writing from knowledge or experience; the ideas are fresh and original.
Originality and
creative thoughts
Goes beyond basic
course material
III. Presentation
The form and presentation of the text enhances the ability for the reader to understand and connect
with the message. The writer demonstrates a good grasp of standard writing conventions (e.g.,
spelling, punctuation, capitalization, grammar, usage, paragraphing) and uses conventions
effectively to enhance readability.
Language fluency
and style
Well organized and
clear framework
IV. Referencing

The APA citation format requires parenthetical citations within the text rather than endnotes or
footnotes. Citations in the text provide brief information, usually the name of the author and the
date of publication, to lead the reader to the source of information in the reference list at the end of
the paper.
Acknowledge of
sources

DQ #1: Discuss which university has the more effective strategy?

 I. Discuss which university has the more effective strategy?

II. Provide example of effective HR planning.

III. What are the strengths of each plan?

"HR strategy, policy and practice can help associations to accomplish aggressive
advantage. Fundamentally break down this announcement utilizing at least one hypothetical
points of view that clarify the connection between vital HRM and execution results."

Based on the report's city university appears to have an increasingly powerful HRM
procedure furthermore, these are instances of their system.

 Introducing organization development and business development: In request to

accomplish the profundity of progress required, the HRM of the college suggested
that the University moves its methodology far from an absolutely HR center towards
Organizational Development and Business improvement. Authoritative Development
is fundamentally about associations winding up increasingly 'fit for reason' and the
term 'Business Improvement' underlies the centrality of an understudy and business-
focused way to deal with all that HR does. What stamps out an 'OD' come closer from
others is that it is all encompassing, coordinated and means to improve execution at
individual, group and authoritative levels. An ongoing HEFCE paper characterized
OD as: "A lot of express procedures deliberately arranged and actualized to profit the
exhibition of the association as a whole."1 There is additionally an acknowledgment
that it is critical to put time at the beginning in diagnosing and breaking down
hierarchical working to abstain from making a hasty judgment about what should be
finished.
 The universities heading and suggestion for individuals the executives: The
University's vision is to lead London in instruction, research and learning move for
organizations and the callings. Our main goal is to give understudies, business and the
callings with learning and abilities fundamental to the accomplishment of London and
comparative World Cities. Our fundamental beliefs are communicated as pursues:
"The University is a glad, differing, strong, cosmopolitan network of understudies,
staff and graduated class, where decent variety is esteemed and regarded. Every one
of those with whom the University comes into contact can hope to be dealt with
expertl
 The University is presently building up another key arrangement which denotes an
unmistakable alter of course from an earlier time, portrayed by another accentuation on:

 Distinctive/significant educational programs associated to greatness in instructing.

 Significantly improved and more financially savvy methods for conveying the
learning knowledge to understudies.
 A more business-centered way to deal with all that we do.
 Increased accountability of Schools for academic and non-academic activity.
 Greater polished skill in the exercises of all University staff.
 The requirement for reconfiguration to turn out to be increasingly powerful and fit for
reason.
 Embedding the Internationalization agenda.

For City University, they are progressively centered around Leadership, Involvement
and Change Management. Their point expresses that "To create solid and successful pioneers
with the vision and vitality to convey the University's objectives: upgrade hierarchical
advancement, business improvement and change the executive’s capacities; empower staff
association in basic leadership".

To meet this, the set destinations and definite undertaking and activity plans include:

 Introduce workforce planning

 Review leadership and management development
 Review staff development/learning
 Run leadership development initiative

City University also acknowledges the vital management information systems,

monitoring and HR performance indicators which has all been laid out in detail. This will
lead to an evidence- based impact assessment of OD and Business Improvement. The
strengths apparent in City University’s HR plan include well-structured project and action
plans as well as sensible and achievable monitoring and evaluation by means of KPI’s.
Furthermore, a detailed Investment plan is also mentions as being available for referencing.
This completes the HR strategy and keeps the top Management well informed about the
decisions to be made (Strategies for Retaining Employees and Minimizing Turnover -
[Link]).

DQ #2: Discuss how City University’s program and effective ranking can be low in
comparison to competitors, yet have management ranking that are higher than
competitors.

I. What factors might influence this paradox?

II. What should HR leaders of each school do to improve their plans?

III. Provide research citations to support your suggestions.

As indicated by strategic planning consultant Leigh Branham, SPHR, 88% of workers

relinquish their professions for reasons other than pay: However, 70% of administrators think
representatives leave for the most part for pay-related reasons. Branham says there are seven
principle reasons why representatives leave an organization:

 There is a jumble between the activity and individual.

 There is excessively little coaching and feedback.
 There are too few development and progression openings.
 Employees cheapened and unrecognized.
 Employees feel worry from exhaust and have a work/life unevenness.
 There is lost trust and trust in senior leaders

These are some methods that I think will increase staff retention.

 Training: Training workers fortifies their feeling of significant worth.

Through preparing, bosses help representatives accomplish objectives and
guarantee they have a strong comprehension of their activity necessities.
 Coaching: A coaching project coordinated with an objective arranged input
framework gives an organized instrument to creating solid connections inside
an association and is a strong establishment for representative maintenance
and development (Wingfield). With a tutoring program, an association sets
somebody increasingly experienced in a control with somebody less
experienced in a comparative zone, with the objective to create explicit skills,
 give execution criticism, what's more, structure an individualized vocation
improvement plan.
 Use communications to manufacture believability: Regardless of what the
size of the association, correspondence is integral to building and looking after
validity. Numerous businesses get correspondence to "stream up" through a
staff warning gathering (or comparative gathering) which requests and
additionally gets representatives' assessments and proposals and passes them
on to upper administration (IOMA). It's likewise significant for workers to
realize that the business is truly tuning in and reacts to (or generally
recognizes) representative info.
 Provide growth opportunities: An association ought to give workshops,
programming, or different instruments to enable representatives to expand
their comprehension of themselves and what they need from their vocations
and improve their objective setting endeavors (Branham). It's essential to
furnish workers with satisfactory occupation challenges that will extend their
insight in their field. As indicated by Right Management, representatives are
bound to remain occupied with their employments and focused on an
association that makes interests in them and their profession advancement.
 Make employees feel esteemed: Employees will go the additional mile in the
event that they feel in charge of the consequences of their work, have a feeling
of worth in their occupations, accept their occupations utilize their abilities,
and get acknowledgment for their commitments.

As indicated by the 2007 NSS understudy review, City University has a low program
and viable positioning when contrasted with contenders yet the executives positioning is
higher in correlation. City University is a worldwide center point of advanced education and
global in character, drawing in understudies from in excess of 150 nations (16% of their
understudies are from the EU outside the UK; 31% are from outside the EU). They draw in
staff, visiting researchers what's more, business and industry accomplices from over the
globe. In excess of 135,000 previous understudies from more than 180 nations are
individuals. City University's positions fourteenth and 121st for worldwide understudies and
global staff separately in the QS World University Rankings 2014/15. The Times Higher
Education positions the ten thousand or so colleges in the world based on their 'worldwide
standpoint' and City is right now situated at 53rd. The fortifying scholastic presentation
brought about City University climbing this positioning lately and the production noticed
that:

The top (ranked) institutions hire staff from everywhere throughout the world, pull in
understudies from a worldwide market of top ability and work together with driving offices
any place they happen to be based. This paradox might be because of the issues, for example,
Having three separate arrangements of center approaches for scholastic, authoritative and
administrative staff that should be fit; a high proportion for disciplinary and complaint cases ,
51 for each 1000 when contrasted with the division normal of 9.4 per 1000, which means the
requirement for struggle/contest goals aptitudes and data sharing; examination of the
accessible staff remained at just 75% , with little data on the staying 25% and about the
nature of evaluating (Bhattacharyya, 2017) (Hootsuite, 2017).

Then again, the compensation and prizes are aggressive to appealing. Besides, bolster
offices are accessible for all degrees of the board concerning commitment and powerful
change the executives. At the point when combined with enhancements made in
administration and the executives’ capacity, this may prompt generally higher administration
rankings than contenders.

As a HR head, you need to be heard by the authority at your association and add to
the key arrangement, isn't that so? We needed to give you a hand by offering an impression
into the current year's top patterns. We propose that you carry these 5 current issues to the
table as you articulate your HR vital arrangement. Have discussions about these issues with
your initiative. Intentionally choose and unequivocally state where your association needs to
be over each range. The majority of this will enable you to make sense of which patterns may
have a home in your vital arrangement (Morgan, 2019).

 Is there a gap between where you are really investing your energy and where
CEOs figure HR pioneers ought to invest their energy
 Employee engagement is (still) a hot topic
 Return to our way to deal with acknowledgment and reward
 Be ready for more millennials
 Onboarding activities to help new hires through the entire first year
 HR is required to have a thought of the activity market and how it can match to
employing needs as no association can meet its objectives without enrolling skilled
specialists. Procuring, in reality, is a significant part of HRP, as it gives the entryway to
getting new representatives and picking people fit to the organization's way of life and
prerequisite. During procuring, the HR division searches for a candidate who explicitly fits
the activity criteria or somebody who is the most flexible person. Nonetheless, today HRP is
seen as a vital operational procedure and its center has moved from customary Hiring and
Staffing to towards gauging and progression arranging that can deal with various possibilities
which understudy impacts the accomplishment of business activities. Compelling HRP can
lessen turnover by keeping representatives informed of their vocation openings inside the
organization. The achievement of HRP relies upon how fastidiously the HR division can
coordinate successful HRP with the association's business arranging process. Vital human
asset arranging (SHRP) depends on close working connections between HR office and line
directors. HR arrangement to engage the association to meet hierarchical objectives, targets
and textures. Progression arranging assumes a significant job in key arrangement if HRP.
Through progression arranging associations select gifted workers, build up their insight,
aptitudes, and capacities further, and set them up for headway or advancement into
perpetually testing jobs. This procedure guarantees that representatives are continually
created fill each required job (Tounta, 2015).

The improvement that may perhaps be made for each school varies in setting and
foundation however both need to improve in a significant number of regions. To begin with
City University requirements to address Conflict Management, Appraisal and Equalities.
Intervention and appeasement abilities ought to be offered to all staff, regardless of position
or gathering. Execution the executive’s arrangements and systems ought to stress on
uniformity and straightforwardness. Staff improvement ought to be founded on viable
interchanges about the administration desires, all connected to the hierarchical targets and
objectives. Its present degrees of ethnic minority staff were just 17%, as a conspicuous
difference to the 64% of understudies being ethnic minorities. In the meantime, females were
not similarly show in the top administration levels (Tounta, 2015).

Subsequently the recruitment, choice and appraisal approaches ought to be centered

more around finding, employing and holding ladies and ethnic minorities. With respect to
Birkbeck University, they have to give a far reaching working environment wellbeing and
security approach. Despite the fact that it could be contended that a University ought not have
any word related risks, fire, power and cataclysmic event counteractive action and taking care
of preparing ought to be compulsory. Affliction detailing and truancy are connected and
sufficient First Aid and school Health offices must be accommodated all staff and
understudies. They have referenced this issue yet wellbeing concerns must be satisfactorily
settled. It is likewise prudent to take measures to address the sex hole among the staff as a
large portion of the scholastic and ranking staff is white guys while most of administrative
staff is females. The legitimacy pay framework effectively tried on scholastic staff and
ranking directors could be connected to all staff to guarantee an increasingly adjusted
workforce. This may prompt an increasingly strong and gainful working environment (City
Graduate School - City, University of London).
References
Bhattacharyya, B. (2017, August 1). 5 Major Functions of Human Resource Management.
Retrieved from keka: [Link]
management/
Hootsuite. (2017, June 22). Social media at City, University of London. Retrieved from
Hootsuite: [Link]
Morgan, L. A. (2019, May 8). Functions & Practices of Human Resource Management.
Retrieved from bizfluent: [Link]
[Link]
Tounta, P. (2015, July 31). Why good human resource management is vital for small hotels.
Retrieved from Insights: [Link]
human-resource-management-is-vital-for-small-hotels/