HRD essay | STRATEGIC IMPORTANCE OF HRD

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EB 3702: Principles of Human Resource Development for IBC
Assignment 2 (Essay) Semester 2, 2015 – 2016

 

 

 

Title: “Many organizations do not have an HRD department or even an HRD budget, yet they are still successful. Critically discuss the role of an HRD department in contributing towards an organization’s competitive strategy and success.”

 

Use appropriate theory, models, research, opinions and examples from the literature for support. Create a balanced discussion that highlights the strengths and limitations of the HRD function, and consider external factors and their impact upon this discussion.

 

Word count:                                               1,500 words (+/- 10%)

Submission deadline:   29 April 2016 – Friday @ 5:00PM

 

Assessment criteria:

  • Demonstration of knowledge and understanding of theory relating to relevant areas of HRD
  • The ability to critically analyse and evaluate information, as well as constructing reasoned arguments leading to logical conclusions
  • Evidence of a wide breadth of relevant reading
  • Awareness and use of academic conventions
  • Appropriate essay format.

 

Please follow the advice given in “Presentation and Submission of Written Work” in the Module Information Pack.

Marking criteria

 

Exceptional Distinction 96 An outstanding and insightful answer:

Written in academic style following all the major conventions, very clear ability to handle the descriptive, narrative and discursive elements of the question;

Content well-organised – with a clear underlying structure;

Arguments very insightful, challenging and well-developed; clear synthesis of ideas and critical thinking; Excellent use of relevant examples.

Good range of vocabulary and grammar, accurately and appropriately used, minimal number of errors.

High Distinction 89
Mid Distinction 81 An excellent answer:

Written in academic style following all the major conventions, clear ability to handle the descriptive, narrative and discursive elements of the question;

Content well-organised – clear signs of an underlying structure;

Arguments well-developed, signs of synthesis of ideas and critical thinking; Excellent use of relevant examples.

Good range of vocabulary and grammar, accurately and appropriately used, minimal number of errors.

 

Low Distinction

74
High Merit 68 A very good answer:

Mostly written in academic style though with perhaps a few minor lapses;

Content generally well-organised and clear structure;

Clear development of arguments and ideas; good use of examples and evidence of critical thinking and synthesis of ideas;

Good range of vocabulary and grammar, occasional inaccuracies or inappropriate use of vocab.

Mid Merit 65
Low Merit 62
High Pass 58 Average:

An average to reasonably good answer showing evidence of academic style though this might not be apparent throughout;

Content fairly well-organised and some evidence of an underlying structure;

Some development of ideas, use of examples and evidence of  critical thinking;

Reasonable range of vocab and grammatical structures – quite a few inaccuracies or inappropriate uses of vocabulary but generally not impeding communication.

Mid Pass 55
Low Pass 52
Marginal Fail 45 Weak:

Style not convincingly academic; limited evidence of ability to handle the elements of the question;

Content not very well-handled, ideas not well developed or argued in such as way as to show evidence of critical thinking;

Limited range of vocabulary and grammatical structures and many mistakes in the use of these.

Mid Fail 40
Fail

35

25

10

35 Very weak:

Very little evidence of ability to write in academic style;

Content very poorly handled with little attempt to synthesise of discuss ideas or to give relevant examples;

Extremely limited range of vocabulary and structures and many errors evident.

25
10
Non-submission 0 No assignment submitted

 

Description

The Human Resource Management (HRM) is an organizational function that is designed to deal with matters about the employees. The functions of HRM are entrusted with the Human Resource Department (HRD), which may be a standing department or a departmental unit within the organization. In carrying out the HRM functions, HRD performs among other roles employee recruitment and orientation, employee training and development, rewarding, appraisal of employee performance, and many others (Johnason, 2009). Every organization has employees and where there are employees there are certain employee-related functions that must be performed. However, not all organizations have a working HRD, and these functions are either trusted to the managers or few individuals integrated within the other departments or the organization outsources the functions altogether. Therefore, to understand why some organizations succeed without an HRD, an exploratory analysis will review the strategic roles of HRD to know if the department is a must or organizations can succeed with it.