HRM501 Human Resource Management

Assignments 2
1.What would you have done differently to prevent the recurrence of such a situation? Draft an outline of HR
policy summarizing the key areas that would encompass the critical function of HR Management from a strategic
HR Management perspective
To prevent the recurrence of such a situation, I develop these following :
1. New resignation policy
2. Succession Planning Policy
3. Non-Solicitation Agreement
1. New resignation Policy
From the case you can see that your employee can resigned and left the organization just in 3 days period.
Moreover, when the employee left, she hand over just tangible asset of the company but she do not return
intangible asset of the company such as access to company's information systems, shared file space, and
company's email.
So, company should add notice period regulation and add the return of both tangible and intangible asset in the
policy.
Policy:

Resignation

Effective Date:

N/A

Date Last Reviewed:

N/A

Scheduled Review Date: N/A

Supersedes:

N/A

Approved by:

the board of committee, the executive director

Purpose:
This policy sets out to ensure that employee follow the correct procedure in resignation from
employment.
Scope:
This policy applies to all employees of the company.
Policy Statement:
The termination of employment by an employee will normally result in the company having to recruit a
replacement. Replacing an employee can be a lengthy process therefore, employee are required to give a period of
notice at least equal to that company set out. The length of notice is as reflected in Table 1:
Table 1: Minimum Length of notice
Positions

Notice Period

Weekly paid staff

1 week

Monthly paid staff

1 month

Middle management

3 months

Senior management

3 6 months

Directors

6 12 months

Employees who resign should give notice in writing. They will be expected to work out their notice period. At the
employees request this period may be paused or reduced at the discretion of the employee's line management if
there are reasonable business needs.
An employees who wishes to terminate his or her employment by resigning from the company must submit a
letter of resignation in writing to his or her manager and human resource department.
Definitions:
Resignation: The formal notification in writing by an employee terminating their employment
relationship with the company.
Responsibilities:
The following people have a responsibility in relation to this policy:
1. Human resource department
2. Head of division
3. Information system department
Procedure:
1) Resignation submission
An employees who wishes to terminate his or her employment by resigning from the company must submit a
letter of resignation in writing to his or her manager and human resource department.
After considering the request of employee's resignation, the human resource department will inform the last
working day and the effective date of his resignation and sent the checklist of company property to be returned.
2) Return of company Property
Before last working day, the employee must handover all accounts, contacts, data, records and documents,
whether in paper or electronic form, related to his job to his Head of Division.
On the last working day, the employee have to return all company property followed in the checklist of company
property to be returned or other than the checklist, e.g. Laptop, keys, phone, staff ID card, access to the
information and information system etc.,
If there are any company properties which is loss or damaged, company will deduct from the resigned employee's
final payment an amount equal to the value.
3) Exit Interview
The resigning employee is require to attend an exit interview with the human resource department for getting an
employee needs and feedback in order to assess and develop the better working environment and working
conditions. This can help decrease employee's turnover rate and increase employee's performance.
4)Final Payment
The final payment including employee's normal wages or salary, any outstanding holiday pay, and money due to
the employee.

2. Succession Planning Policy

From the case you can see that your manager suffer to dealing with the sudden exit of employees.
So, company should develop and implement succession planning policy.
Policy:

Succession Planning Policy

Effective Date:

N/A

Date Last Reviewed:

N/A

Scheduled Review Date: N/A

Supersedes:

N/A

Approved by:

the board of committee, the executive director

Purpose:
This policy set out to ensure the continued effective performance of the company by making provisions for the
development and replacement of key positions in the organization.
Scope:
This policy applies to all employees of the company.
Policy Statement:
A change in key position can be a very challenging time. Therefore, the company should be prepared for an
eventual change in key position and need to identify and recommend current staff members as potential successors
to insure the stability and accountability of the company. The succession planning will include in workforce
planning annually.
Definitions:
Succession planning is an ongoing process of systematically identifying, assessing and developing talent and
capacity to ensure continuity in specific positions in the organization.
Responsibilities:
The following people have a responsibility in relation to this policy:
1. Board of Directors
2. Managing Director
3. Management Committee
4. Human Resources Department
Procedure:
1) The head of each department have to include the succession plan for his or her department in the annual
workforce planing activities.
2) The head of each department need to sent his succession planning at first to human resource department and
management committee. Human resource department and management committee will review and give the advice
that necessary in further developing.
3) The managing director and management committee with human resource department identifies all senior
manager and other key positions in succession plan.
4) The managing director and management committee identify and recommend current staffs that have potential
to be successors in the succession plan by using the information about their performance from the human resource
department.

3. Non Solicitation agreement

From the case you can see that just a week after the first employee resign and joined new employer, another
employee from the same department resigns and joins the same company as the first employee.
Company should include non-solicitation clauses into employee' contract, in order to not solicit other employees to
leave or solicit business from the company customers when he or she quits ().
1)Non-Solicitation of Employees agreement
Detail: You agree that during the term of your employment with the company and for 12 months after the
employment termination, you will not recruit, solicit, or convince any non-clerical employee of the Company
with whom you had personal contact while performing your job duties, to ending an employment relationship
with the company.
2)Non-Solicitation of Customers, Prospective customers, and Vendors agreement
Detail: You agree that during the term of your employment with the company and for 12 months after the
employment termination, you will not solicit any business from any of the companys customers, prospective
customers, or vendors with whom you had contact during the last 2 years of your employment with the company.

2. Do you agree that workplace ethics are critical to the success of the modern organization? Elaborate your
perspective of that above case
Workplace ethics is the role for appropriate behavior that influence to develop ethical organization
culture of its organization (Trevio and Weaver, 2003). However, There are many company both large and small
think that workplace ethics are not correlation with the success of the modern organization. From my perspective,
workplace ethics are very critical to the success of the modern organization. The elaboration will be described as
below.
1. Important to productivity
Workplace ethics is important to productivity. If the company make decisions that raise ethical concerns
among your staffs for example company refuse to give an employee a final paycheck for hours worked after the
employee leaves the company, staffs can be distracted by this ethical concerns. They lose focus. Distraction cause
lose of productivity and increase business cost.(Mindtools.com, 2015).
On the contrary if you make ethical decisions, employees do not waste time worrying about your actions and can
be more productive, which will positively benefit the organization.
The study of production of productivity and work ethics conclude that there is correlation between work
productivity and work ethic. Josephson institute also reports that business ethic is an essential driver of
productivity . The benefit of develop ethic in workplace boosts outputs, promotes recruitment and retention,
reduces misconduct, employee fraud, and absenteeism.
2. Important to work quality
The next reason that companies must consider is the likely decrease in efficiency and quality of output when
peoples attention is attracted (Ethics.org, 2015). If the employees feel that they get the impact from some ethnic
issue that happened in the company and the company does not do anything about this issue, it can lead to
workplaces of interpersonal conflict and heightened stress, which make a toll on work quality (Ethics.org, 2015).
Moreover, in the same way, ethical conduct on the part of all employees also helps maintain quality and
productivity because when employees follow ethical standards of the company, they do not cut corners or shortchange the company or its customers.
3. Important to asset Protection
Ethical workplace is important in protecting company asset. Employees who work among the ethnic colleagues
would be encourage to help company protecting the company's assets. For example, they would avoid using the
company asset to do their own work that not related with their working duties. Employees will respect company
property when you treat them with respect because it increases employee pride and discourages them from doing
guilty like stealing supplies or equipment (Everyday Life - Global Post, 2015).
4. Important to brand building
Behavior and ethics in the workplace is the part that embody and validate brand platform, personalities and
promise (Cmocouncil.org, 2015). An ethical lapse can result in the lose of reputations of a businesses.
The number of employees with knowledge of current unethical situations and the fact that they talk about them
widely, both internally and externally, deserves careful consideration (Ethics.org, 2015). Research report that
workers witnessing an incident having ethnic concerns tell an average of eight other people. Unethical issue in
managing business make the company lose a lot of respect and weaken brand image. In the same way, you earn a
lot of respect and cultivate a strong image in the eye of public when you make good ethical decision. For instance,
you can fulfill your corporate social responsibility by increasing the number of disabled in your workforce. The
public would consider your business to be operating with honor and integrity while valuing people over profits.
Having a strong public image through ethical conduct also earns you more customers especially in service
business. customers would trust in you and do business with your organization (Everyday Life - Global Post,
2015).
5. Important to sustainability.
The best reason for developing ethics in workplace is because it is important to long term-success in the
organization.
Unethical business practices lose trust of stakeholders, investor, government, customer, community, employee,
employee families, and partners. For example:
Company may increase profit in the short-term period, butt not in the long term or all the times.
The result of study that was published in the book Build to last, the study confirm that the companies that

outperform in their industries perform and show the common set of trait and behavior. In the same study show that
theses successful companies demonstrate the ethical right in operation and be responsible for social.
To summarize, workplace Ethical is important because it not only involves doing what is right and proper, but it is
also good for business. Ethical conduct is the basis for long-term success in any organization.

Describe a talent management strategy that would drive the organization growth pattern in the next 3 years
Talent management strategy
Providing flexible work arrangements
To attract, retain and reward the talented employee of the organization, The most common tactic is implementing
workplace flexibility.
There are 4 types of flexible work arrangement, but many variations within each type: flexibility in timing,
location, workload and continuity.
Most organization offer some type of flexible work arrangement to some workers and these programs are typically
specific and not available to all workers. The Families and Work institute (FWI) 2014 National Study of
Employers found that the most common types of flexibility are:
- Allowing at least some group of workers to have control over when they take breaks.
- Allowing time off during the workday to attend to important family or personal needs without loss of payments
- Allowing periodic change to starting and quitting times within some range of hours (Matos and Galinsky,
2014).
Flexibility in the workplace let employers and employees to make arrangements about working conditions that
suit for their life. This helps employees maintain a work-life balance and can help improve the productivity and
efficiency of their business.
The research reports that employees are more satisfaction and engage in their work when their employer develop
workplace flexibility program. Organizations with higher levels of employee satisfaction are able to recruit and
retain valuable employees. In addition, the employees who be able to balance the work demand with other aspects
of their life are less stresses and more committed and productive, which in turn leads to more satisfied customers,
higher profits, and a better return of shareholders.
Flexible Work arrangements' strategy
#

Action Steps

Responsibility/
Coordination with

Start Date Completion Date

Budget $

Hold discussions in the

company

All departments

Q1/1st
year

Q2/1st year

N/A

Consider the possible

implications for the budget,
the work area and other team
members

All departments

Q1/1st
year

Q2/1st year

N/A

Review all options, assemble

other relevant data such as
financial and salary
implications, and where
possible develop an
appropriate flexible work
agreement that meets the
needs of the business and the
employee. Where the request
has been declined the
employee and the manager
discuss the situation and the
full reasons for the decision
are explained.

All departments

Q2/1st
year

Q4/1st year

N/A

Establish a flexible work

agreement and ensure it is

Human resource
department, lawyer

Q4/1st
year

Q1/2nd year

N/A

signed by the employee and

the manager.
5

Implement the strategy

Human resource
department

Q1/2nd
year

Q3/2nd year

N/A

Building and maintaining a company culture based on trust, respect, and open communication.
Organization that have ability to attract talent people must have trust and transparency in business management,
including open communication system.
Research demonstrates that frequent, open, honest communication between management and employees is crucial
to generating trust and high organizational performance. Organizations that receive the best companies to work
for awards have senior leaders who engage their employees through personal connections and communication.
These leaders communicate frequently and personally to employees; speak directly, openly, and honestly to them;
provide clear direction; and are easily accessible to employees. From the HR survey, 37% have indicated that if
communication barriers are removed, then the organization can attract more candidates.
In this case, So the company have to cultivates a culture of open and transparent communications in which leaders share
company strategy and direction with employees and rely on employee feedback in their decision making. And implements a two-way
flow of information's communication into all company's business process.
Moreover, The company need to provide several systematic communication vehicles, including quantitative surveys, to elicit
information from employees in areas such as job roles, career opportunities, management, company image and messages, corporate
culture and values, initiatives, and work-life integration.

Culture of trust, respect, and open communication' strategy

#

Action Steps

Responsibility/
Coordination with

Start Date Completion Date

Budget $

Develop a sense of urgency

around the need for change.

Human resource
department

Q1/1st
year

Q3/1st year

N/A

bring together a coalition, or

team, of influential people
whose power comes from a
variety of sources, including
job title, status, expertise and
continuing to build urgency
and momentum around the
need for change.

Human resource
department

Q3/1st
year

Q1/2nd year

N/A

Give employees the vision

what you're trying to achieve

Human resource
department

Q1/2nd
year

Q3/2nd year

N/A

Communicate frequently and Human resource

powerfully, and embed it
department
within everything that you do.

Q3/2nd
year

Q1/3rd year

N/A

Set the trust, respect, and open Human resource

communication culture to be department
the part of core of the
organization

Q1/3rd
year

Q2/3rd year

N/A

Providing career advancement

All talent employee want the advancement in career. High performance want to learn new things and want to do a
more challenging job. if so company can support their needs to learn, company will gain loyalty and that can help
with retention. In fact from the HR research, key driver analyses consistently show that career development is the
most impactful way of increasing employee engagement. Simply explanation, if employees desire to advance in
their own career path is not fullled, they will begin looking for work elsewhere. Opportunities to move up the
career ladder often come down to availability of open positionswaiting for someone to die or retire to move up
in the company is a sad reality for many people. When promotions seem like a waiting game to employees,
organizations are at risk of turnover (Halogen Software Talent Management Blog, 2013). The responsibility for
advancing one's career doesn't just lie in the hands of employers, however. Employees are also responsible for
both vocalizing what they want to learn and achieve on the job, and actively pursuing such knowledge and
accomplishments independently of any employee development program (AOL Jobs, 2014).
Career advancement' strategy
#
1

Action Steps
Reconsider long and shortterm objectives and identify
the necessary skills,
knowledge and competencies
that support company's

Responsibility/
Coordination with

Start Date Completion Date

Budget $

Human resource
department

Q1/1st
year

Q1/1st year

N/A

objectives.
2

Discuss with employees to

better understanding what is
their career goals and how
they think they can
accomplish them.

Human resource
department

Q1/1st
year

Q2/1st year

N/A

Decide exactly what skills

your employees need

Human resource
department

Q2/1st
year

Q3/1st year

N/A

Create developmental
Human resource
programs that include training, department
reading, coaching and
mentoring, and offering
specific development
opportunities.

Q3/1st
year

Q4/1st year

N/A

Offer a competitive compensation programs

Talent employees always think that their self deserve higher rewards than the market or competitions. Although
medium organizations need to emphasize the cost management very much, medium size organization can develop
more spending' compensation program because the suitable compensation program can increase the ROI at last.
Competitive compensation' strategy
#

Action Steps

Responsibility/
Coordination with

Start Date Completion Date

Budget $

Review past and current

Human resource
compensation policies and
department
practices within the company.

N/A

N/A

N/A

Analyzing the current market

data and trends for
compensation in comparable
industries and locations.

N/A

N/A

N/A

Human resource
department

Define quantifiable motivators Human resource

for professionals in the
department, manager
industry.

N/A

N/A

N/A

Develop a clear compensation Human resource

strategy.
department

N/A

N/A

N/A

Implement the strategy.

N/A

N/A

N/A

Human resource
department

Demonstrating a commitment to employee development

Talent employees want continues their self development, so the organization should have practical employee
development's system.
Training adds value to employees and to your organization . The benefits of training, it also increase long-term
employee engagement and commitment.
Employees who receive training will get the satisfaction of mastering new skills and increasing their reputation in
workplace.
Employee development' strategy
#

Action Steps

Responsibility/
Coordination with

Start Date Completion Date

Budget $

Review past and current

Human resource
compensation policies and
department
practices within the company.

Q1/1st
year

Q1/1st year

N/A

Identify the current market

data and trends for
compensation in comparable
locations and industries.

Q1/1st
year

Q2/1st year

N/A

Define quantifiable motivators Human resource

for professionals in the
department, manager
industry.

Q2/1st
year

Q3/1st year

N/A

Develop a clear compensation Human resource

strategy.
department

Q3/1st
year

Q1/2nd year

N/A

Implement the strategy.

Q1/2nd
year

Q3/2nd year

N/A

Human resource
department

Human resource
department

5 Talent management tactics above is the tactic that organization should create to attract, retain and reward the
talent people of organization. So, if the company from this case wants to keep talent people and do not want to to
competitors unreasonably, he should start considering his human resource' system of the organization and
applying these talent management tactics.

References
AOL Jobs, (2014). Career Advancement: What It Is and How to Achieve It. [online] Available at:
http://jobs.aol.com/articles/2014/03/26/career-advancement-how-to-achieve/ [Accessed 3 Sep. 2015].
Cmocouncil.org, (2015). Making The Workplace A Brand-defining Space.. [online] Available at:
http://www.cmocouncil.org/current_program_details.php?pid=128 [Accessed 1 Sep. 2015].
Ethics.org, (2015). Ethics Resource Center. [online] Available at: http://www.ethics.org/?q=resource/ten-writingtips-creating-effective-code-conducts [Accessed 22 Aug. 2015].
Everyday Life - Global Post, (2015). The Benefits & Importance of Ethics in the Workplace. [online] Available at:
http://everydaylife.globalpost.com/benefits-importance-ethics-workplace-7414.html [Accessed 1 Sep. 2015].
Halogen Software Talent Management Blog, (2013). Career Development is Key to Increasing Employee
Engagement. [online] Available at: http://www.halogensoftware.com/blog/career-development-is-key-toincreasing-employee-engagement [Accessed 1 Sep. 2015].
Holmes, B. (2004). 1st ed. [ebook] Managing Work Life Balance. Available at:
http://www.defence.gov.au/dpe/pac/aps/mgr_guidelines.pdf [Accessed 2 Sep. 2015].
Matos, K. and Galinsky, E. (2014). National study of employers. 1st ed. Families and Work Institute, pp.18-23.
Mindtools.com, (2015). Minimizing Distractions: Managing Your Work Environment. [online] Available at:
https://www.mindtools.com/pages/article/distractions.htm [Accessed 1 Sep. 2015].
Trevino, L. and Weaver, G. (2003). Managing ethics in business organizations. Stanford, Calif.: Stanford
Business Books, pp.69-80.

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Halogensoftware.com, (2015). Developing and implementing an effective talent management strategy plan |
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