NMIMS Global Access
School for Continuing Education (NGA-SCE)
Course: Strategic HRM
Internal Assignment applicable for December 2024 Examination
Assignment Marks: 30
Instructions:
• All Questions carry equal marks.
• All Questions are compulsory
• All answers to be explained in not more than 1000 words for question 1 and 2 and for question 3 in not more than 500 words for each subsection. Use relevant examples, illustrations as far as possible.
• All answers to be written individually. Discussion and group work is not advisable.
• Students are free to refer to any books/reference material/website/internet for attempting their assignments, but are not allowed to copy the matter as it is from the source of reference.
• Students should write the assignment in their own words. Copying of assignments from other students is not allowed
• Students should follow the following parameter for answering the assignment questions
1. You are a human resources manager at a medium-sized company. Your company is considering implementing a new approach to managing its workforce, and the executives are interested in understanding the differences between Strategic Human Resource Management (SHRM) and traditional Human Resource Management (HRM). They have
asked you to provide a detailed explanation, including the key distinctions, advantages, and potential challenges of each approach.? (10 Marks)
2. Name two organizations that have merged with another firm in the recent past. Discuss the reasons for the merger. What HR challenges did these firms confront as a result of mergers? Were the firms successful in managing these challenges? Do you think there were better ways of approaching these issues? Describe them. (10 Marks).
3. Mitosense Corporation is a multinational company operating in the technology sector. Over the past few years, the company has experienced rapid growth, expanding its operations to new markets and increasing its workforce significantly. However, with this growth came challenges related to human resource management, particularly in the areas of recruitment, retention, and employee development. Mitosense Corporation is facing difficulties in attracting and retaining top talent in a competitive market. Despite offering competitive salaries and benefits, the company is struggling to fill key positions, especially in its research and development (R&D) department. The HR department is under pressure to find innovative ways to attract qualified candidates and reduce the time-to-fill for vacant positions. Employee turnover has been increasing at Mitosense Corporation, particularly among younger employees. The company’s exit surveys indicate that many employees are leaving due to a lack of career development opportunities and a perceived lack of work-life balance. The HR department needs to develop strategies to improve employee retention and engagement, including implementing mentoring programs and flexible work arrangements. Mitosense Corporation recognizes the importance of investing in employee development to stay competitive. However, the company’s training programs are outdated and not aligned with the needs of its workforce. The HR department needs to revamp its training and development initiatives to ensure they are relevant, engaging, and accessible to all employees, including remote workers.
Questions a. How can the HR department reduce the time-to-fill for vacant positions without compromising on the quality of hires? (5 Marks) b. What steps can Mitosense Corporation take to improve career development opportunities for its employees? (5 Marks)
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