You are the Senior Regional Head of your company department and have identified a need to bring in strategic change to tackle challenges the company is facing. This requires you to present to the team and stakeholders a compelling report on your change proposal. You must develop a model for change, and lead the change by synthesizing issues related to strategic HRM in the chosen organisation. Discuss ways in which you can align the HR activities in your organization to achieve the new strategic objectives.

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. (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 analyse whether these activities are strategic in nature and if they contribute in helping the company achieve its organizational goals and objectives. (6 marks)

1. Literature Review: The learner is expected to undertake secondary study from a range of academic and commercial publications to critically analyse 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 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 analyse by going through 4-6 research articles and journals, how the organisation’s strategic HR direction is affecting the basic contemporary HR issues like staffing, compensation and development of the organisation. (20 marks)
2. 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 organisational 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 towards implementation of organisational goals, and analyse whether these activities aided in the organisation’s development. (15 marks)
3. Change Implementation Plan: The Candidate will critically analyse factors driving change in their organization. From the range of change management models the candidate can choose any one of the change models covered in the module to develop a change management implementation plan. (10 marks)
4. Discuss how the change will impact 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 organisation. This must illustrate the forecast in form of graphical representations to project the candidate’s views and analysis under the following sections:

                     i.         Current Human Capital Supply (3 marks)

                   ii.         Projected Human Capital Demand (3 marks)

                 iii.         Gap Closing Strategy (4 marks)

b.   Stakeholder Analysis: The Candidate must demonstrate responsibility to identify and communicate changes of the implemented plan to the organisation’s stakeholders, by addressing all issues and challenges related to resistance, risk and contingency planning. The Candidate will critically analyse the factors contributing to resistance towards change and strategies to overcome them, in the chosen organization. (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. The candidate can bring in insights from review of literature from 3-4 research articles/ journals. Conceptualize and justify the most ‘suitable/best/fit’ leadership styles for the change plan in the given Organisational context. (10 marks)

1. Recommendations and Conclusions: Overall recommendations and final conclusion to be given for the chosen organisation. (5 marks)
2. 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)