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Write a 5-7 page paper focused on the components of operating and capital budgets and the nurse leader’s role in the strategic planning process of budget management.

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Introduction

For the nurse leader, a firm understanding of economic concepts and fiscal management is critical. Nurse leaders must be able to recognize the organizational or unit goals and then be adept and competent in the planning, designing, and defense of a budget to meet those needs. The purpose of this assessment is to practice strategic planning as it relates to a nurse leaders’ fiscal management and the techniques the nurse leader uses to assess and plan for a budget.

Note: Each assessment in this course builds on the work you completed in the previous assessment. Therefore, you must complete the assessments in this course in the order in which they are presented.

Instructions

The assessment requires you to consider your business acumen and fiscal management skills. This is a key competency for nurse leaders, and a primary responsibility for many is the development and management of operating and capital budgets.

Consider the following as you develop this assessment:

• Discuss strategic planning and its impact on budget creation.
  • Discuss the importance of strategic planning as it relates to budgeting.
  • Explain how profitability and fiscal success impact an organization’s strengths and weaknesses.
• Discuss a nurse leader’s approach to budget management.
  • Include a cost-benefit analysis of current state and future fiscal goals.
  • Include considerations for different funding sources, payor mixes that impact an organization’s fiscal success.
• Describe the components of an operating budget.
  • Include a discussion of employee personnel and daily operational needs.
• Describe the components of a capital budget.
  • Consider capital acquisition and how you as the leader would acquire other assets.
  • Include the description of fixed assets, equipment costs, and service costs.
• Compare the process of managing an operating budget to that of managing a capital budget.
  • Be sure to describe the process of allocating resources for labor and services.
• Explain how a capital acquisition will affect the financial health of an organization.
  • Consider how it will affect the organization’s finances and identify strengths and weaknesses.

Submission Requirements

• Length: Your Strategic budget plan should be 5-7 pages in length, not including the title page and reference page.
• APA Format: Format your paper using the current APA style. Refer to Evidence and APA for help. Use the APA Style Paper Tutorial [DOCX] to help you in writing and formatting your analysis. Be sure to include:
  • A title page, reference page, and appropriate section headings.
  • An abstract is not required.
• Sources: A minimum of five properly formatted citations and references. Refer to the Nursing Master’s Program (MSN) Library Guide for library research information.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and scoring guide criteria:

• Competency 1: Develop an operating budget for a healthcare organization.
  • Describe the components of an operating budget.
• Competency 2: Develop a capital budget for a healthcare organization.
  • Describe the components of a capital budget.
• Competency 3: Apply financial and leadership principles in alignment with a healtcare organization mission, goals, and strategic plan.
  • Discuss strategic planning and the impact on the budget creation.
  • Discuss a nurse leader’s approach to budget management.
  • Compare the process of managing an operating budget to that of managing a capital budget.
  • Explain how a capital acquisition will affect the financial health of an organization.
• Competency 4: Communicate effectively with diverse audiences, in an appropriate form and style, consistent with applicable organizational, professional, and scholarly standards.
  • Apply APA formatting to in-text citations and references, exhibiting nearly flawless adherence to APA format.

Scoring Guide

Use the scoring guide to understand how your assessment will be evaluated.

Collapse All

Criterion 1

Discuss strategic planning and the impact on the budget creation.

Distinguished

Discusses strategic planning and the impact on the budget creation, providing relevant examples, details, and citations to support the claims. <9ce5287d-660c-4774-b4d0-685f61b0ab5f>

Proficient

Discusses strategic planning and the impact on the budget creation.

Basic

Provides an incomplete or partially inaccurate discussion of strategic planning and the impact on the budget creation. <996f2e9e-375c-40ab-a8ef-1a0fef9800f4>

Non Performance

Does not discuss strategic planning and the impact on the budget creation. <0c1dd70a-eb40-4394-ad9c-d66e4c3639d3>

Criterion 2

Discuss a nurse leader’s approach to budget management.

Distinguished

Discusses a nurse leader’s approach to budget management, providing relevant examples, details, and citations to support the claims.

Proficient

Discusses a nurse leader’s approach to budget management. <2b0486fc-256c-4346-9d9a-ffa02484cb3d>

Basic

Provides an incomplete or partially inaccurate discussion of a nurse leader’s approach to budget management. <5d873b1e-cca8-4586-9ce5-bc1e0efdbd6c>

Non Performance

Does not discuss a nurse leader’s approach to budget management. <673866b8-f853-4556-b6ce-f1c3e5a06146>

Criterion 3

Describe the components of an operating budget.

Distinguished

Describes the components of an operating budget, providing relevant examples, details, and citations to support the claims.

Proficient

Describes the components of an operating budget. <44e988a3-31ba-4590-b2bb-d4306cb01218>

Basic

Provides an incomplete or partially inaccurate description of the components of an operating budget.

Non Performance

Does not describe the components of an operating budget. <68a696b2-1e31-4b68-ab9a-fe5c37cbcd57>

Criterion 4

Describe the components of a capital budget.

Distinguished

Describes the components of a capital budget, providing relevant examples, details, and citations to support the claims. <91ca02e8-bc6f-4ab7-8e92-32f1700463d9>

Proficient

Describes the components of a capital budget. <5402b889-6778-4a78-a7c1-c9ffff2cd9c7>

Basic

Provides an incomplete or partially inaccurate description of the components of a capital budget.

Non Performance

Does not describe the components of a capital budget.

Criterion 5

Compare the process of managing an operating budget to that of managing a capital budget. 

Distinguished

Compares the process of managing an operating budget to that of managing a capital budget, providing relevant examples, details, and citations to support the claims.

Proficient

Compares the process of managing an operating budget to that of managing a capital budget. 

Basic

Provides an incomplete or partially inaccurate comparison of the process of managing an operating budget to that of managing a capital budget. <79592d0b-95e4-4a19-bf6e-5e80b8ed16b3>

Non Performance

Does not compare the process of managing an operating budget to that of managing a capital budget. <66c2392f-8a84-41ff-aa19-db15a986b7b7>

Criterion 6

Explain how a capital acquisition will affect the financial health of an organization.

Distinguished

Explains how a capital acquisition will affect the financial health of an organization, providing relevant examples, details, and citations to support the claims. <5461fae8-4164-4c7a-af10-b504ed8d5cf7>

Proficient

Explains how a capital acquisition will affect the financial health of an organization.

Basic

Provides an incomplete or partially inaccurate explanation of how a capital acquisition will affect the financial health of an organization.

Non Performance

Does not explain how a capital acquisition will affect the financial health of an organization. <85dbb244-dd24-4c9c-b3d9-eb221bf6f785>

Criterion 7

Apply APA formatting to in-text citations and references, exhibiting nearly flawless adherence to APA format.

Distinguished

Exhibits strict and flawless adherence to APA formatting of headings, in-text citations, and references. Quotes and paraphrases correctly. <9e7c51c4-4611-43f5-95d0-ea4da4048793>

Proficient

Applies APA formatting to in-text citations and references, exhibiting nearly flawless adherence to APA format.

Basic

Applies APA formatting to in-text citations, headings and references incorrectly and/or inconsistently, detracting noticeably from the content. Inconsistently uses headings, quotes and/or paraphrasing. <5f9f0632-2442-4ac6-8b3c-efddfd1ba712>

Non Performance

Does not apply APA formatting to headings, in-text citations, and references. Does not use quotes or paraphrase correctly.

Write a 5-7 page paper focused on the components of operating and capital budgets and the nurse leader’s role in the strategic planning process of budget management.

Collapse All

Introduction

For the nurse leader, a firm understanding of economic concepts and fiscal management is critical. Nurse leaders must be able to recognize the organizational or unit goals and then be adept and competent in the planning, designing, and defense of a budget to meet those needs. The purpose of this assessment is to practice strategic planning as it relates to a nurse leaders’ fiscal management and the techniques the nurse leader uses to assess and plan for a budget.

Note: Each assessment in this course builds on the work you completed in the previous assessment. Therefore, you must complete the assessments in this course in the order in which they are presented.

Instructions

The assessment requires you to consider your business acumen and fiscal management skills. This is a key competency for nurse leaders, and a primary responsibility for many is the development and management of operating and capital budgets.

Consider the following as you develop this assessment:

• Discuss strategic planning and its impact on budget creation.
  • Discuss the importance of strategic planning as it relates to budgeting.
  • Explain how profitability and fiscal success impact an organization’s strengths and weaknesses.
• Discuss a nurse leader’s approach to budget management.
  • Include a cost-benefit analysis of current state and future fiscal goals.
  • Include considerations for different funding sources, payor mixes that impact an organization’s fiscal success.
• Describe the components of an operating budget.
  • Include a discussion of employee personnel and daily operational needs.
• Describe the components of a capital budget.
  • Consider capital acquisition and how you as the leader would acquire other assets.
  • Include the description of fixed assets, equipment costs, and service costs.
• Compare the process of managing an operating budget to that of managing a capital budget.
  • Be sure to describe the process of allocating resources for labor and services.
• Explain how a capital acquisition will affect the financial health of an organization.
  • Consider how it will affect the organization’s finances and identify strengths and weaknesses.

Submission Requirements

• Length: Your Strategic budget plan should be 5-7 pages in length, not including the title page and reference page.
• APA Format: Format your paper using the current APA style. Refer to Evidence and APA for help. Use the APA Style Paper Tutorial [DOCX] to help you in writing and formatting your analysis. Be sure to include:
  • A title page, reference page, and appropriate section headings.
  • An abstract is not required.
• Sources: A minimum of five properly formatted citations and references. Refer to the Nursing Master’s Program (MSN) Library Guide for library research information.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and scoring guide criteria:

• Competency 1: Develop an operating budget for a healthcare organization.
  • Describe the components of an operating budget.
• Competency 2: Develop a capital budget for a healthcare organization.
  • Describe the components of a capital budget.
• Competency 3: Apply financial and leadership principles in alignment with a healtcare organization mission, goals, and strategic plan.
  • Discuss strategic planning and the impact on the budget creation.
  • Discuss a nurse leader’s approach to budget management.
  • Compare the process of managing an operating budget to that of managing a capital budget.
  • Explain how a capital acquisition will affect the financial health of an organization.
• Competency 4: Communicate effectively with diverse audiences, in an appropriate form and style, consistent with applicable organizational, professional, and scholarly standards.
  • Apply APA formatting to in-text citations and references, exhibiting nearly flawless adherence to APA format.

Scoring Guide

Use the scoring guide to understand how your assessment will be evaluated.

Collapse All

Criterion 1

Discuss strategic planning and the impact on the budget creation.

Distinguished

Discusses strategic planning and the impact on the budget creation, providing relevant examples, details, and citations to support the claims. <9ce5287d-660c-4774-b4d0-685f61b0ab5f>

Proficient

Discusses strategic planning and the impact on the budget creation.

Basic

Provides an incomplete or partially inaccurate discussion of strategic planning and the impact on the budget creation. <996f2e9e-375c-40ab-a8ef-1a0fef9800f4>

Non Performance

Does not discuss strategic planning and the impact on the budget creation. <0c1dd70a-eb40-4394-ad9c-d66e4c3639d3>

Criterion 2

Discuss a nurse leader’s approach to budget management.

Distinguished

Discusses a nurse leader’s approach to budget management, providing relevant examples, details, and citations to support the claims.

Proficient

Discusses a nurse leader’s approach to budget management. <2b0486fc-256c-4346-9d9a-ffa02484cb3d>

Basic

Provides an incomplete or partially inaccurate discussion of a nurse leader’s approach to budget management. <5d873b1e-cca8-4586-9ce5-bc1e0efdbd6c>

Non Performance

Does not discuss a nurse leader’s approach to budget management. <673866b8-f853-4556-b6ce-f1c3e5a06146>

Criterion 3

Describe the components of an operating budget.

Distinguished

Describes the components of an operating budget, providing relevant examples, details, and citations to support the claims.

Proficient

Describes the components of an operating budget. <44e988a3-31ba-4590-b2bb-d4306cb01218>

Basic

Provides an incomplete or partially inaccurate description of the components of an operating budget.

Non Performance

Does not describe the components of an operating budget. <68a696b2-1e31-4b68-ab9a-fe5c37cbcd57>

Criterion 4

Describe the components of a capital budget.

Distinguished

Describes the components of a capital budget, providing relevant examples, details, and citations to support the claims. <91ca02e8-bc6f-4ab7-8e92-32f1700463d9>

Proficient

Describes the components of a capital budget. <5402b889-6778-4a78-a7c1-c9ffff2cd9c7>

Basic

Provides an incomplete or partially inaccurate description of the components of a capital budget.

Non Performance

Does not describe the components of a capital budget.

Criterion 5

Compare the process of managing an operating budget to that of managing a capital budget. 

Distinguished

Compares the process of managing an operating budget to that of managing a capital budget, providing relevant examples, details, and citations to support the claims.

Proficient

Compares the process of managing an operating budget to that of managing a capital budget. 

Basic

Provides an incomplete or partially inaccurate comparison of the process of managing an operating budget to that of managing a capital budget. <79592d0b-95e4-4a19-bf6e-5e80b8ed16b3>

Non Performance

Does not compare the process of managing an operating budget to that of managing a capital budget. <66c2392f-8a84-41ff-aa19-db15a986b7b7>

Criterion 6

Explain how a capital acquisition will affect the financial health of an organization.

Distinguished

Explains how a capital acquisition will affect the financial health of an organization, providing relevant examples, details, and citations to support the claims. <5461fae8-4164-4c7a-af10-b504ed8d5cf7>

Proficient

Explains how a capital acquisition will affect the financial health of an organization.

Basic

Provides an incomplete or partially inaccurate explanation of how a capital acquisition will affect the financial health of an organization.

Non Performance

Does not explain how a capital acquisition will affect the financial health of an organization. <85dbb244-dd24-4c9c-b3d9-eb221bf6f785>

Criterion 7

Apply APA formatting to in-text citations and references, exhibiting nearly flawless adherence to APA format.

Distinguished

Exhibits strict and flawless adherence to APA formatting of headings, in-text citations, and references. Quotes and paraphrases correctly. <9e7c51c4-4611-43f5-95d0-ea4da4048793>

Proficient

Applies APA formatting to in-text citations and references, exhibiting nearly flawless adherence to APA format.

Basic

Applies APA formatting to in-text citations, headings and references incorrectly and/or inconsistently, detracting noticeably from the content. Inconsistently uses headings, quotes and/or paraphrasing. <5f9f0632-2442-4ac6-8b3c-efddfd1ba712>

Non Performance

Does not apply APA formatting to headings, in-text citations, and references. Does not use quotes or paraphrase correctly.

Instructions:Thinking about your work area ( PRIMARY CARE CLINIC), elaborate on a case study with any specific patient’s situation, and describe the policy issues involving quality and safety in this patient’s healthcare. Submission Instructions:

Your case study must be an original work and logically organized.  You must incorporate a minimum of 4 current (published within the last five years from 2022-2026) scholarly journal articles or primary legal sources to support your paper. All of them should be referenced according to APA style. Your assignment will be run through TurnItIn to check for plagiarism. Can’t have more than 10% og plagiarism or AI text 2 PAGES

Global Resourcing Talent and Reward Management (J/618/1342) Global Resourcing, Talent And Reward Management Assignment Brief Qualification OTHM Level 7 Diploma in Human Resource Management (603/5897/X) Unit Reference Code J/618/1342 Unit Name Global Resourcing, Talent and Reward Management Credit 20 GLH 100 TQT 200 Assignment Aim The aim of this unit is to develop learners understanding of the principles and practices of resourcing, Global talent management, performance and reward management in corporate contexts. Learners will acquire both theoretical and practical understanding of recruitment, selection, employee retention and dismissal and related aspects of Global talent management. The learners will also learn the diverse approaches to effective reward and performance management in the global context.

Learning Outcomes And Assessment Criteria Learning Outcomes – the learner will: Assessment Criteria – the learner can:

1. Understand the challenges involved in global talent management. 1.1 Examine the roles and functions of those involved in global talent management. 1.2 Examine the key factors to be taken into account when managing the talent on a global scale.

1.3 Evaluate the barriers to effective global talent management.

1.4 Critically assess the role of global mobility on global talent management.

2. Understand the Relationship between Global talent Management and Organisational strategy. 2.1 Evaluate the impact of international globalisation and diversity in global talent management. 2.2 Evaluate the role of global talent management in the achievement of organisational goals and objectives.

2.3 Analyse how global talent management has impacted on the performance of organisations.

3. Analyse performance and reward management in organisations. 3.1 Critically review theories and models of performance and reward management. 3.2 Analyse the relationship between global talent management and performance management.

3.3 Evaluate how performance management operates as a form of reward.

4. Understand the design and implementation of performance and reward management systems within the environment of the organisation. 4.1 Critically analyse external and internal environmental factors that influence performance and reward management. 4.2 Evaluate the relationship between performance and reward management and workforce learning and development.

4.3 Evaluate performance and reward management systems, design and procedures in an organisation.

4.4 Evaluate the different methods of measuring employee and organisational performance.

Scenario You are employed as a Senior Human Resources Manager in a multinational company. As part of your role, you are required to train and demonstrate to your HR Team how they should approach Global Resourcing, Talent and Reward Management. Your team is made up of young inexperienced HR personnel as well as other staff members who have experience in other business sectors.

Your newly established HR team is under a lot of pressure to deliver a set of KPIs and you will need to ensure that they have a clear understating of the core areas of talent resourcing, global talent management, performance and reward management.

The Director of Operations has allocated you a few tasks:

Task 1 Presentation And Speaker Notes (LO1, AC 1.1, 1.2, 1.3) Instructions

As part of the Continuing Professional Development training programmes in your company, you are asked to prepare a presentation for employees who have limited knowledge of global talent management. You will provide speaker notes at the end of the session.

You will need to cover the topics below:

Examine the roles and functions of those involved in global talent management. Examine the key factors to be taken into account when managing the talent on a global scale. Evaluate the barriers to effective global talent management. Critically assess the role of global mobility on global talent management. Delivery and Submission

1x 10 minute Presentation file (including references) 1x Speaker notes (around 500 words) Task 2 Management Report (LO2 2.1, 2.2, 2.3 LO3 3.1, 3.2, 3.3 LO4 4.1, 4.2, 4.3, 4.4) Following your presentation, you should now prepare a Management Report for the CEO.

Your report will consist of the following:

Evaluate the impact of international globalisation and diversity in global talent management. Evaluate the role of global talent management in the achievement of organisational goals and objectives. Analyse how global talent management has impacted on the performance of organisations. Critically review theories and models of performance and reward management. Analyse the relationship between global talent management and performance management. Evaluate how performance management operates as a form of reward. Critically analyse external and internal environmental factors that influence performance and reward management. Evaluate the relationship between performance and reward management and workforce learning and development. Evaluate performance and reward management systems, design and procedures in your chosen organisation. Evaluate the different methods of measuring employee and organisational performance. Delivery and Submission:

1x Management Report – 4000 words excluding TOC, diagrams, references and appendices Referencing:

Each section must reflect any supporting Harvard style citations. A comprehensive Harvard style reference list must be included at the end of the work. Evidence to be submitted:

Presentation file with references Presentation speaker notes – 500 words Management Report – 4000 words

Global Resourcing Talent and Reward Management (J/618/1342) Global Resourcing, Talent And Reward Management Assignment Brief Qualification OTHM Level 7 Diploma in Human Resource Management (603/5897/X) Unit Reference Code J/618/1342 Unit Name Global Resourcing, Talent and Reward Management Credit 20 GLH 100 TQT 200 Assignment Aim The aim of this unit is to develop learners understanding of the principles and practices of resourcing, Global talent management, performance and reward management in corporate contexts. Learners will acquire both theoretical and practical understanding of recruitment, selection, employee retention and dismissal and related aspects of Global talent management. The learners will also learn the diverse approaches to effective reward and performance management in the global context.

Learning Outcomes And Assessment Criteria Learning Outcomes – the learner will: Assessment Criteria – the learner can:

1. Understand the challenges involved in global talent management. 1.1 Examine the roles and functions of those involved in global talent management. 1.2 Examine the key factors to be taken into account when managing the talent on a global scale.

1.3 Evaluate the barriers to effective global talent management.

1.4 Critically assess the role of global mobility on global talent management.

2. Understand the Relationship between Global talent Management and Organisational strategy. 2.1 Evaluate the impact of international globalisation and diversity in global talent management. 2.2 Evaluate the role of global talent management in the achievement of organisational goals and objectives.

2.3 Analyse how global talent management has impacted on the performance of organisations.

3. Analyse performance and reward management in organisations. 3.1 Critically review theories and models of performance and reward management. 3.2 Analyse the relationship between global talent management and performance management.

3.3 Evaluate how performance management operates as a form of reward.

4. Understand the design and implementation of performance and reward management systems within the environment of the organisation. 4.1 Critically analyse external and internal environmental factors that influence performance and reward management. 4.2 Evaluate the relationship between performance and reward management and workforce learning and development.

4.3 Evaluate performance and reward management systems, design and procedures in an organisation.

4.4 Evaluate the different methods of measuring employee and organisational performance.

Scenario You are employed as a Senior Human Resources Manager in a multinational company. As part of your role, you are required to train and demonstrate to your HR Team how they should approach Global Resourcing, Talent and Reward Management. Your team is made up of young inexperienced HR personnel as well as other staff members who have experience in other business sectors.

Your newly established HR team is under a lot of pressure to deliver a set of KPIs and you will need to ensure that they have a clear understating of the core areas of talent resourcing, global talent management, performance and reward management.

The Director of Operations has allocated you a few tasks:

Task 1 Presentation And Speaker Notes (LO1, AC 1.1, 1.2, 1.3) Instructions

As part of the Continuing Professional Development training programmes in your company, you are asked to prepare a presentation for employees who have limited knowledge of global talent management. You will provide speaker notes at the end of the session.

You will need to cover the topics below:

Examine the roles and functions of those involved in global talent management. Examine the key factors to be taken into account when managing the talent on a global scale. Evaluate the barriers to effective global talent management. Critically assess the role of global mobility on global talent management. Delivery and Submission

1x 10 minute Presentation file (including references) 1x Speaker notes (around 500 words) Task 2 Management Report (LO2 2.1, 2.2, 2.3 LO3 3.1, 3.2, 3.3 LO4 4.1, 4.2, 4.3, 4.4) Following your presentation, you should now prepare a Management Report for the CEO.

Your report will consist of the following:

Evaluate the impact of international globalisation and diversity in global talent management. Evaluate the role of global talent management in the achievement of organisational goals and objectives. Analyse how global talent management has impacted on the performance of organisations. Critically review theories and models of performance and reward management. Analyse the relationship between global talent management and performance management. Evaluate how performance management operates as a form of reward. Critically analyse external and internal environmental factors that influence performance and reward management. Evaluate the relationship between performance and reward management and workforce learning and development. Evaluate performance and reward management systems, design and procedures in your chosen organisation. Evaluate the different methods of measuring employee and organisational performance. Delivery and Submission:

1x Management Report – 4000 words excluding TOC, diagrams, references and appendices Referencing:

Each section must reflect any supporting Harvard style citations. A comprehensive Harvard style reference list must be included at the end of the work. Evidence to be submitted:

Presentation file with references Presentation speaker notes – 500 words Management Report – 4000 words

Business Research Methods (T/508/0626) Business Research Methods Assignment Brief Qualification OTHM Level 7 Diploma in Human Resource Management (603/5897/X) Unit Reference Code T/508/0626 Unit Name Business Research Methods Credit 20 GLH 100 TQT 200 Mandatory / Optional Mandatory Sector Subject Area (SSA) 15.3 Business management Unit Grading type Pass / Fail Assignment Aim The aim of this unit is to develop learners’ understanding of research principles including the formulation of research proposals, literature reviews, referencing, data collection using interviews and surveys, questionnaire design, statistical analysing using SPSS, qualitative data, and methods for drawing conclusions from the analysed data.

Learning Outcomes And Assessment Criteria Learning Outcomes – the learner will: Assessment Criteria – the learner can:

1. Be able to identify research problems and formulate research objectives. 1.1 Appraise research problems. 1.2 Develop appropriate research objectives and justify their choice.
2. Understand how to review the literature on a research topic. 2.1 Evaluate literature relevant to a research problem. 2.2 Critically analyse different theoretical approaches to a research problem.
3. Be able to design appropriate business research methodologies. 3.1 Critically evaluate appropriate research methodologies in terms of research objectives. 3.2 Design an appropriate methodology in terms of research objectives.

3.3 Justify a selected methodology in terms of research objectives.

4. Be able to develop a research proposal. 4.1 Propose techniques for use with quantitative and qualitative data. 4.2 Create a research question, literature review and methodology.

Assignment Tasks Task 1 Research Topic (LO1 AC 1.1 1.2) In this section of the submission you should:

Appraise research problems faced by the HR department in a suitable context. Develop appropriate research objectives and justify their choice. Clearly explain the background to the issue and justify the reasons for, and the value of, the research. Outline the research project’s aims and objectives. State the limitations and scope of the proposed research. Task 2 Literature Review (LO2 AC 2.1, 2.2) In this section of the submission you should:

Evaluate different literature sources to find the most appropriate literature for the chosen research topic. Critically analyse different theoretical approaches to the research problem. Critically review key literature and recent academic publications around the subject area discussing key definitions, current theoretical frameworks, and research carried out in similar areas. Develop a conceptual and theoretical framework for the research from the literature review explaining how and why it supports and informs your approach the research process. Task 3 – Research Methodology Selection (LO3 AC 3.1, 3.2, 3.3) In this section of the submission you should:

Critically evaluate appropriate research methodologies in terms of research objectives. Design an appropriate methodology in terms of research objectives. Justify a selected methodology in terms of research objectives. Task 4 – Research Proposal Submission (LO AC 4 4.1, 4.2) In this section of the submission you should:

Propose techniques for use with quantitative and qualitative data. Create a research question, literature review and methodology. Delivery:

1 x Word Research Proposal Submission:

1 x Word Research Proposal – 2500 words Referencing:

Each section must reflect any supporting Harvard style citations. A comprehensive Harvard style reference list must be included at the end of the work. An extended bibliography of at least twenty academic, journal and relevant sector sources to be included at the end of the end of the work. Evidence to be submitted:

1x Word Research Proposal – 2500 words

Get Human-Written Business Resear

Leadership Development and Performance Management (F/618/1341) Leadership Development And Performance Management Assignment Brief Qualification OTHM Level 7 Diploma in Human Resource Management (603/5897/X) Unit Reference Code F/618/1341 Unit Name Leadership Development and Performance Management Credit 20 GLH 100 TQT 200 Assignment Aim This unit aims to develop learners’ strategic leadership and management knowledge and skills. The learners will also learn the role of leadership and management in enhancing teamwork, effective communication and organisational performance. The unit reflects the nature of the roles and competences relevant at a strategic level.

Learning Outcomes And Assessment Criteria Learning Outcomes – the learner will: Assessment Criteria – the learner can:

1. Understand the concepts of leadership and management. 1.1 Examine key concepts of leadership and management. 1.2 Analyse different leadership and management theories and their respective applications.

1.3 Critically evaluate a range of approaches to developing effective leaders and managers.

2. Understand learning and development in leadership and management. 2.1 Analyse coaching and mentoring as tools for developing leadership and management. 2.2 Critically evaluate trends in workplace learning.

2.3 Examine strategies for integrating learning and development within the wider organisational strategy.

3. Understand leadership and management development programmes. 3.1 Analyse indicators of success for effective leadership and management development programmes. 3.2 Critically analyse approaches to evaluating leadership and management development programmes.
4. Understand the role of motivation, teamwork and effective communication in effective leadership. 4.1 Analyse methods for developing effective teams for performance improvement. 4.2 Evaluate the role of effective motivation using theories & models of motivation in performance management.

4.3 Evaluate the relationship of effective leadership with effective communication using relevant theories and examples.

Scenario There has been a recent change of leadership at SportsDirect. The new Executive Director wants to reform the current offerings of the organisation and bring new innovative ideas forward to ensure that the organisation is ready for future challenges coming from competitors.

You have been contacted by the Head of Operations to put forward the importance of effective leadership and management through a brief presentation and a management report to be reviewed by the Executive Director.

Task 1 – Presentation File And Speaker Notes (LO1, AC 1.1, 1.2, 1.3) Instructions

You are required to create a presentation for new apprentices who require further knowledge and understanding about leadership qualities. You will provide speaker notes at the end of the session.

Examine key concepts of leadership and management. Analyse different leadership and management theories and their respective applications. Critically evaluate a range of approaches to developing effective leaders and managers. Delivery and submission:

1x 10 minute Presentation file with references 1x set of speaker notes supporting each slide 500 words Task 2 – Management Report (LO2 AC 2.1, 2.2, 2.3 LO3 AC 3.1, 3.2, LO4 AC 4.1, 4.2, 4.3) Instructions

Prepare a formal management report for the Executive Director. Your management report will consist of the following:

Analyse coaching and mentoring as tools for developing leadership and management. Critically evaluate trends in workplace learning that can be applied to the organisation. Examine strategies for integrating learning and development within the wider organisational strategy. Analyse indicators of success for effective leadership and management development programmes. Critically analyse approaches to evaluating leadership and management development programmes. Analyse methods developing effective teams for performance improvement. Evaluate the role of effective motivation using theories & models of motivation in performance management. Evaluate the relationship of effective leadership with effective communication using relevant theories and examples. Delivery and Submission

1x Management Report – 4000 words excluding TOC, diagrams, references and appendices Referencing:

Each section must reflect any supporting Harvard style citations. A comprehensive Harvard style reference list must be included at the end of the work. Evidence to be submitted:

Presentation file with references Presentation speaker notes – 500 words Management Report – 4000 words

Managing Employment Relations and Employment Law (L/618/1343) Managing Employment Relations And Employment Law Assignment Brief Qualification OTHM Level 7 Diploma in Human Resource Management (603/5897/X) Unit Reference Code L/618/1343 Unit Name Managing Employment Relations and Employment Law Credit 20 GLH 100 TQT 200 Assignment Aim This unit aims to develop learners’ understanding of the key principles that underpin Managing Employment Relations. The learners will develop an understanding of employee relations and employment Law and their purpose, specifically focusing on recruitment and selection legislation and the employment protection provided for different types of organisations.

Learning Outcomes And Assessment Criteria Learning Outcomes – the learner will: Assessment Criteria – the learner can:

1. Understand key concepts in employment law in a country. 1.1 Examine aims and objectives of employment legislation. 1.2 Analyse the impact of regulatory and legal requirements on human resource policies in an organisation.

1.3 Analyse the impact of ethical requirements on human resource policies in an organisation.

1.4 Explain the purpose of human resource policy.

2. Understand recruitment and selection legislation in a country. 2.1 Evaluate the principles of discrimination legislation in relation to recruitment and legislation. 2.2 Critically evaluate the role of contracts in employment law.

2.3 Analyse the mechanisms for establishing contracts of employment.

3. Understand aspects of employment protection given to different types of workforce. 3.1 Analyse the legislative and procedural protection that exists for workers. 3.2 Examine the legal consequences of unfair treatment of an employee for the employer.

3.3 Apply law relating to the nature of protection for workers to a given situation.

4. Analysing organisational-level employment relations processes, functions and procedures. 4.1 Critically analyse the roles and functions of the different stakeholders in managing the employment relationship. 4.2 Assess the impacts of external contexts and organisational-level employment relations processes on organisational performance.

4.3 Evaluate the significance and impact of the integration of employment relations processes on organisational policy, practice, and organisational outcomes.

Scenario You are recently appointed as Head of Employee Relations for a large organisation.

The organisation is going through a change of leadership which is having a direct impact on employment. Your immediate job is to look into various aspects of HR such as employee contracts, employee relations, employment law and other regulatory issues.

You should ideally choose one from the following businesses to base your research on.

McDonald’s (American hamburger and fast food restaurant chain) Nike Inc. (American multinational corporation) Deloitte Touche Tohmatsu Limited (Accounting and professional services network) University of Cambridge OXFAM (Oxford Committee for Famine Relief) British Broadcasting Centre (BBC) An organisation of your choice, approved by your tutor You are required to prepare a management briefing for the Board of Directors.

Task 1 Management Briefing Instructions

Your briefing will be in a report format and will consist of the following two parts:

Part A (LO1, AC 1.1, 1.2, 1.3, 1.4 LO2 AC 2.1, 2.2, 2.3)

Examine aims and objectives of employment legislation. Analyse the impact of regulatory and legal requirements on human resource policies in an organisation. Analyse the impact of ethical requirements on human resource policies in an organisation. Explain the purpose of human resource policy. Evaluate the principles of discrimination legislation in relation to recruitment and legislation. Critically evaluate the role of contracts in employment law. Analyse the mechanisms for establishing contracts of employment. Part B (LO3, AC 3.1, 3.2, 3.3 LO4, AC 4.1, 4.2, 4.3)

Analyse the legislative and procedural protection that exists for workers. Examine the legal consequences of the unfair treatment of an employee for the employer. Apply law relating to the nature of protection for workers to a given situation. Critically analyse the roles and functions of the different stakeholders in managing the employment relationship. Assess the impacts of external contexts and organisational-level employment relations processes on organisational performance. Evaluate the significance and impact of the integration of employment relations processes on organisational policy, practice, and organisational outcomes. Delivery:

1x Report Submission:

1x Report – 4500 words excluding TOC, diagrams, references and appendices Referencing:

Each section must reflect any supporting Harvard style citations. A comprehensive Harvard style reference list must be included at the end of the work. Evidence to be submitted:

Report – 4500 words

Strategic Human Resource Management (J/618/1339) Strategic Human Resource Management Assignment Brief Qualification OTHM Level 7 Diploma in Human Resource Management (603/5897/X) Unit Reference Code J/618/1339 Unit Name Strategic Human Resource Management Credit 20 GLH 100 TQT 200 Assignment Aim This unit aims to develop learners’ understanding of how effective strategic human resource management supports the achievement of organisational objectives in different contexts. The learner will also learn the process of analysing external and internal factors that affect an organisation and how the contextual factors are used to develop an effective HR strategy. Consideration is given to the contribution of strategic human resource management to competitive advantage and organisational growth.

Learning Outcomes And Assessment Criteria Learning Outcomes –  the learner will: Assessment Criteria –  the learner can:

1. Understand the role of strategic management of human resources. 1.1 Critically examine the nature and importance of strategic human resource management in organisations. 1.2 Assess the role and purpose of strategic human resource management activities in an organisation.

1.3 Evaluate how strategic human resource management is related to other functional areas.

2.  Understand human resource planning in an organisation. 2.1  Analyse the business factors that should be considered in human resource planning. 2.2 Determine human resource requirements in different organisational contexts.

2.3 Develop a human resource plan for an organisation.

3. Understand how contemporary issues in external business environment impact organisations and the management of Human Resources. 3.1 Apply the tools for analysing the organisational environment. 3.2 Critically evaluate how contemporary issues in external business environment impact organisations and the management of Human Resources.

3.3 Critically evaluate legal and regulatory frameworks that impact on Human Resource strategy.

4.  Be able to plan effective human resource strategies. 4.1 Analyse the impact of organisational strategy, structure, and culture on HR strategy and human resource managements. 4.2 Plan an effective HR strategy.

4.3 Critically monitor the effectiveness of human resources management.

Scenario You are recently appointed as a Human Resources Manager of a successful UK business. You should ideally choose one from the following businesses to base your research on.

Dyson Clarks Monsoon Poundland House of Fraser An organisation of your choice, approved by your tutor In the last 12 months, the company’s turnover has declined with a staff increase of 20%. The company has also expanded within the UK. Due to the challenging rapid growth the employee turnover is on rise.

As the Human Resources Manager your immediate job is to restructure and redesign the HR department serving the best interest of the company and the employees and meeting legal requirements.

You are required to prepare a management briefing for the Board of Directors.

Task 1 Management Briefing Instructions

Your briefing will be in a report format and will consist of the following two parts:

Part A (LO1, AC 1.1, 1.2, 1.3, LO2 AC 2.1, 2.2, 2.3)

Critically examine the nature and importance of strategic human resource management in organisations. Assess the role and purpose of strategic human resource management activities in your chosen organisation. Evaluate how strategic human resource management is related to other functional areas of your chosen organisation. Analyse the business factors that should be considered in human resource planning. Determine human resource requirements in different organisational contexts. Develop a human resource plan for your chosen organisation. Part B (LO3, AC 3.1, 3.2, 3.3 LO4, AC 4.1, 4.2, 4.3)

Apply a range of tools for analysing the organisational environment. Critically evaluate how contemporary issues in the external business environment impact organisations and the management of Human Resources. Critically evaluate legal and regulatory frameworks that impact on Human Resource strategy. Analyse the impact of organisational strategy, structure and culture on HR strategy and the management of human resources. Plan an effective HR strategy for your chosen organisation. Critically monitor the effectiveness of human resources management activities in your chosen organisation. Delivery:

1x Report Submission:

1x Report – 4500 words excluding TOC, diagrams, references and appendices Referencing:

Each section must reflect any supporting Harvard style citations. A comprehensive Harvard style reference list must be included at the end of the work. Evidence to be submitted:

Report – 4500 words

Strategic Human Resource Management (J/618/1339) Strategic Human Resource Management Assignment Brief Qualification OTHM Level 7 Diploma in Human Resource Management (603/5897/X) Unit Reference Code J/618/1339 Unit Name Strategic Human Resource Management Credit 20 GLH 100 TQT 200 Assignment Aim This unit aims to develop learners’ understanding of how effective strategic human resource management supports the achievement of organisational objectives in different contexts. The learner will also learn the process of analysing external and internal factors that affect an organisation and how the contextual factors are used to develop an effective HR strategy. Consideration is given to the contribution of strategic human resource management to competitive advantage and organisational growth.

Learning Outcomes And Assessment Criteria Learning Outcomes –  the learner will: Assessment Criteria –  the learner can:

1. Understand the role of strategic management of human resources. 1.1 Critically examine the nature and importance of strategic human resource management in organisations. 1.2 Assess the role and purpose of strategic human resource management activities in an organisation.

1.3 Evaluate how strategic human resource management is related to other functional areas.

2.  Understand human resource planning in an organisation. 2.1  Analyse the business factors that should be considered in human resource planning. 2.2 Determine human resource requirements in different organisational contexts.

2.3 Develop a human resource plan for an organisation.

3. Understand how contemporary issues in external business environment impact organisations and the management of Human Resources. 3.1 Apply the tools for analysing the organisational environment. 3.2 Critically evaluate how contemporary issues in external business environment impact organisations and the management of Human Resources.

3.3 Critically evaluate legal and regulatory frameworks that impact on Human Resource strategy.

4.  Be able to plan effective human resource strategies. 4.1 Analyse the impact of organisational strategy, structure, and culture on HR strategy and human resource managements. 4.2 Plan an effective HR strategy.

4.3 Critically monitor the effectiveness of human resources management.

Scenario You are recently appointed as a Human Resources Manager of a successful UK business. You should ideally choose one from the following businesses to base your research on.

Dyson Clarks Monsoon Poundland House of Fraser An organisation of your choice, approved by your tutor In the last 12 months, the company’s turnover has declined with a staff increase of 20%. The company has also expanded within the UK. Due to the challenging rapid growth the employee turnover is on rise.

As the Human Resources Manager your immediate job is to restructure and redesign the HR department serving the best interest of the company and the employees and meeting legal requirements.

You are required to prepare a management briefing for the Board of Directors.

Task 1 Management Briefing Instructions

Your briefing will be in a report format and will consist of the following two parts:

Part A (LO1, AC 1.1, 1.2, 1.3, LO2 AC 2.1, 2.2, 2.3)

Critically examine the nature and importance of strategic human resource management in organisations. Assess the role and purpose of strategic human resource management activities in your chosen organisation. Evaluate how strategic human resource management is related to other functional areas of your chosen organisation. Analyse the business factors that should be considered in human resource planning. Determine human resource requirements in different organisational contexts. Develop a human resource plan for your chosen organisation. Part B (LO3, AC 3.1, 3.2, 3.3 LO4, AC 4.1, 4.2, 4.3)

Apply a range of tools for analysing the organisational environment. Critically evaluate how contemporary issues in the external business environment impact organisations and the management of Human Resources. Critically evaluate legal and regulatory frameworks that impact on Human Resource strategy. Analyse the impact of organisational strategy, structure and culture on HR strategy and the management of human resources. Plan an effective HR strategy for your chosen organisation. Critically monitor the effectiveness of human resources management activities in your chosen organisation. Delivery:

1x Report Submission:

1x Report – 4500 words excluding TOC, diagrams, references and appendices Referencing:

Each section must reflect any supporting Harvard style citations. A comprehensive Harvard style reference list must be included at the end of the work. Evidence to be submitted:

Report – 4500 words