Final Project you develop a set of HRM recommendations for a fictitious, scenario organisation that will be assigned by the Faculty Member that contains the three primary assessment elements. You are expected to adopt a critical approach to the way that you analyse the scenario organisation and make recommendations for change. You present the recommendations as a consultancy report that addresses a transition described in an assigned scenario.
Your Final Project in this module consists of two parts:
• Part 1: HRM Consultancy Report
o Section 1: Organisational change scenario analysis
Part 1: HRM Consultancy Report
• Section 1: Organisational change scenario analysis
Based on the assigned scenario and Individual Assignments from the units, students will prepare the first section of the HRM Consultancy Report, an analysis of the potential people management issues at play in the chosen scenario organisation which should include the following elements:
Describe the scenario organisation and its upcoming transition:
Opening a new overseas office
Lanx, a UK-based, textile-manufacturing firm is opening a new plant in Delhi, India. Lanx has enjoyed marked growth in the UK and determines that it can reduce long-term manufacturing costs by having a presence in Delhi. Selected current Lanx managers, who are all UK nationals and have worked in the UK-office for more than 5 years, will relocate and manage Delhi employee's onsite. The selected Lanx managers were chosen for their company experience, performance record and ability to lead diverse groups. However, none of the selected managers has had extensive intercultural communication training.
In addition, you may provide further context/details and selected options for your scenario, either based on your own experience and/or other case examples with which you are familiar. Just be sure to address the implications of these details as you propose solutions in Section 2 of the HRM Consultancy Report.
o An organisational analysis of the scenario:
- What organisational issues might the scenario transition create and what are the people management implications of this transition?
- What HRM approaches may need to be revised and/or new ones introduced?