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وزارة التعليم
الجامعة السعودية اإللكترونية
Kingdom of Saudi Arabia
Ministry of Education
Saudi Electronic University
College of Administrative and Financial Sciences
Assignment 2
Human Resources Management (MGT 211)
Due Date: 22/03/2025 @ 23:59
Course Name: HR Management
Student’s Name:
Course Code: MGT211
Student’s ID Number:
Semester: Second
CRN:
Academic Year:2024-25-2nd
For Instructor’s Use only
Instructor’s Name:
Students’ Grade:
Marks Obtained/Out of 10
Level of Marks: High/Middle/Low
General Instructions – PLEASE READ THEM CAREFULLY
•
•
•
•
•
•
•
•
The Assignment must be submitted on Blackboard (WORD format only) via allocated
folder.
Assignments submitted through email will not be accepted.
Students are advised to make their work clear and well presented, marks may be reduced
for poor presentation. This includes filling your information on the cover page.
Students must mention question number clearly in their answer.
Late submission will NOT be accepted.
Avoid plagiarism, the work should be in your own words, copying from students or other
resources without proper referencing will result in ZERO marks. No exceptions.
All answered must be typed using Times New Roman (size 12, double-spaced) font. No
pictures containing text will be accepted and will be considered plagiarism).
Submissions without this cover page will NOT be accepted.
Learning Outcomes:
After completion of Assignment one students will be able to understand the following
LO3: To demonstrate a thorough understanding of HR Strategic planning which
includes effective job analysis, recruitment, and selection strategies.
LO4: To have the ability to deliver and communicate HR policies messages in a
coherent and professional manner.
Assignment Question(s):
Part 1- Discussion Questions (4 marks):
1. When you go looking for a job after graduation, what sources do you expect to
use? Why? (minimum words: 200, marks:2)
2. Explain the effects a learning organization may have on employees in today’s
organizations. What are the HRM implications of these effects? (minimum words:
200, marks:2)
Part 2- Case Study (6 marks)
GreenEarth Landscaping is a company specializing in sustainable landscaping solutions.
With a focus on environmental stewardship, the company has gained a reputation for
innovative practices in landscape design and maintenance. As the demand for their
services increased, GreenEarth hired numerous new employees to manage the growing
workload. However, the new hires often struggled to adapt to the company’s unique
methodologies and commitment to sustainability. Despite a strong commitment to
sustainability, GreenEarth’s training programs are fragmented. New employees receive
basic onboarding but lack comprehensive training in sustainable practices and companyspecific protocols. As a result, employees are less effective in their roles, which has
caused inconsistencies in service delivery and customer satisfaction. Additionally, some
employees have expressed feelings of being overwhelmed by the amount of information
presented during their training. To address these issues, the HR team proposed the
following initiatives:
1. Structured Onboarding Program: Development of a comprehensive onboarding
program focused on the company’s values, mission, and sustainable practices.
2. Mentorship Pairing: Assigning experienced employees as mentors to new hires to
provide guidance and support during their initial months.
3. Hands-On Training Workshops: Implementing practical workshops that allow
new employees to experience sustainable practices in real-world scenarios.
4. Continuous Development: Establishing ongoing training sessions and
certifications in sustainability-related topics to encourage career growth.
5. Evaluation and Feedback: Instituting a system for collecting feedback from
employees about the training content and delivery to identify areas for
improvement.
Questions
3. How can GreenEarth enhance its onboarding program to better prepare new
employees for their roles? What specific topics should be included? (2Marks)
4. Assess the potential benefits and challenges of a mentorship program. How can
GreenEarth ensure that mentors are effectively supporting new hires? (2Marks)
5. What specific methods can GreenEarth use to effectively collect and analyze
feedback on its training programs? How can this data inform future training
initiatives? (2Marks)
Answers
1. Answer2. Answer3. Answer4. Answer5. Answer-
المملكة العربية السعودية
وزارة التعليم
الجامعة السعودية اإللكترونية
Kingdom of Saudi Arabia
Ministry of Education
Saudi Electronic University
College of Administrative and Financial Sciences
Assignment 2
Human Resources Management (MGT 211)
Due Date: 02/11/2024 @ 23:59
Course Name: HR Management
Student’s Name: SEU ELITE
Course Code: MGT211
Student’s ID Number:
Semester: First
CRN:
Academic Year:2024-25-1st
For Instructor’s Use only
Instructor’s Name:
Students’ Grade:
Marks Obtained/Out of 10
Level of Marks: High/Middle/Low
General Instructions – PLEASE READ THEM CAREFULLY
•
•
•
•
•
•
•
•
The Assignment must be submitted on Blackboard (WORD format only) via allocated
folder.
Assignments submitted through email will not be accepted.
Students are advised to make their work clear and well presented, marks may be reduced
for poor presentation. This includes filling your information on the cover page.
Students must mention question number clearly in their answer.
Late submission will NOT be accepted.
Avoid plagiarism, the work should be in your own words, copying from students or other
resources without proper referencing will result in ZERO marks. No exceptions.
All answered must be typed using Times New Roman (size 12, double-spaced) font. No
pictures containing text will be accepted and will be considered plagiarism).
Submissions without this cover page will NOT be accepted.
Learning Outcomes:
After completion of Assignment one students will be able to understand the following
LO3: To demonstrate a thorough understanding of HR Strategic planning which
includes effective job analysis, recruitment, and selection strategies.
LO4: To have the ability to deliver and communicate HR policies messages in a
coherent and professional manner.
Assignment Question(s):
Part 1- Discussion Questions (4 marks):
1. When you go looking for a job after graduation, what sources do you expect to
use? Why? (minimum words: 200, marks:2)
2. Explain the effects a learning organization may have on employees in today’s
organizations. What are the HRM implications of these effects? (minimum words:
200, marks:2)
Part 2- Case Study (6 marks)
Read the case given below and answer the questions:
Back Space (BS) was well-regarded as an employer of choice for many years before
missing out on a Best Employers list they were used to appearing on. The experience
prompted them to return to their core values and regularly measure their performance to
ensure their actions were delivering results. People who work at BS are called partners.
They believe that great guest experiences begin with great partner experiences. The
partner experience is one of the key success indicators for the company. Employee
engagement, leadership, enablement, alignment, and development are measured. They
seek feedback frequently because the feedback helps drive their business strategies. Past
survey feedback has contributed to company initiatives and programs like Vision + Goals
(a goal setting and personal development program), guest experience training delivered
via eLearning, and changes to their compensation and benefits program. “The BS
Experience is about leadership, it’s about people, it’s about development and growth,
and we have fun,” says Kareem, Senior Manager of Strategy at Back Space. “Our
company’s soul is to live a large, purposeful life filled with fun, and so we try to inject
that through all our communications, training programs, and make sure it’s integrated
into everything we do at BS.” BS conducted a pulse survey specifically for their kitchen
partners. They had been getting some feedback that front-of-house employees were
getting a lot of training and back of-house partners wanted that as well. With the survey,
BS was able to ascertain those employees needed to feel more connected to their culture,
as well as what was needed in terms of training and development. This feedback would
help mold future programs and initiatives that have a direct impact on kitchen partners.
The surveys would also help garner feedback regarding new programs. Back Space
launched a new guest experience training program that was provided to all their front-ofhouse partners. In the past, it was face-to-face training that took place in the store when
a partner was first hired. Later, the course was shifted to a combination of face-to-face
training and eLearning. Having not done a lot of eLearning, BS designed a survey to see
how effective the new training was and how they could improve it.
Questions
3. What is the role of training for employees in the above case? (2Marks)
4. How did the feedback system in the above situation generate benefits for Back
Space? (2Marks)
5. 5. According to your views do you find Kareem committed to Employee
Development? (2Marks)
Answers
1. Answer-
1. Job Search Sources for New Graduates
As a new graduate, utilizing various job search sources is essential to access a
wide range of opportunities. Campus recruitment and career fairs often provide students
with direct access to companies seeking fresh graduates. These events allow students to
network and gather insights into potential employers, while organizations also benefit
from assessing candidates in person Internships are another valuable source, as they not
only provide hands-on experience but often lead to job offers, allowing students and
employers to evaluate mutual fit in a low commitment setting (Noe et al., 2019)
.
Moreover, online job portals like LinkedIn, indeed, and Bayt are convenient
platforms that allow graduates to search for jobs across industries. These platforms
enable applicants to filter roles based on their preferences and submit applications
efficiently. LinkedIn, in particular, leverages social networking, helping graduates
connect with alumni and other professionals in their field, which often leads to referrals
and increased visibility (Noe et al., 2019).
Utilizing social networks is a strategic approach as many organizations now
engage in “social recruiting” by posting job openings and interacting with potential
candidates on these platforms.
Finally, alumni networks can also be instrumental in job searching. Alumni can offer
advice, provide referrals, and sometimes facilitate introductions to hiring managers,
which can be invaluable in a competitive job market. Referrals can enhance a graduate’s
application by highlighting a level of endorsement within the organization Thus, using a
blend of sources like internships, online portals, career fairs, and alumni networks will
maximize a new graduate’s chances of finding employment aligned with their skills and
interests.
2. Answer-
A learning organization promotes continuous learning, leading to increased
adaptability, innovation, and motivation among employees. In today’s dynamic
environment, employees in a learning organization benefit from a culture that emphasizes
knowledge sharing and problem-solving, which fosters a sense of empowerment and
boosts job satisfaction (Noe et al., 2019). By continually enhancing their skills and
knowledge, employees become better equipped to handle changes, thereby supporting the
organization’s agility in a competitive market.
The HRM implications of such an organization are significant. HR departments in
learning organizations prioritize training and development to encourage a culture of
learning. This involves providing access to various learning platforms, whether digital or
in-person, and ensuring that employees have the resources and time to engage in learning
activities (Noe et al., 2019). Managers play a crucial role in identifying employees’
training needs and fostering a supportive environment where knowledge-sharing is
encouraged. Additionally, HRM in learning organizations may implement performance
evaluations that account for learning growth and innovation, emphasizing long-term
development over short-term output.
Furthermore, by promoting continuous learning, HR can also aid in employee
retention, as individuals are more likely to stay in an environment that invests in their
professional growth. Implementing such strategies helps the organization develop a
skilled, motivated, and adaptable workforce that can contribute to a sustainable
competitive advantage (Noe et al., 2019)
These insights are aligned with the concept that a commitment to employee
development not only enhances job satisfaction but also aligns employees’ growth with
organizational objectives, creating a win-win scenario for both.
3. Answer-
Training plays a significant role in enhancing the skills and engagement of Back
Space (BS) employees, referred to as partners. It is evident that BS considers training an
essential element of both employee satisfaction and guest experience. For example, the
company initially delivered face-to-face training to front-of-house employees and later
transitioned to a blended format of face-to-face and eLearning, aiming to improve
accessibility and adaptability in training. The introduction of eLearning also indicates
BS’s commitment to leveraging modern training methods to meet changing employee
needs and enhance efficiency. (Noe et al., 2019)
Moreover, training addresses specific feedback from kitchen partners who felt
disconnected due to a lack of training opportunities compared to their front-of-house
counterparts. BS responded by conducting a pulse survey to understand the unique needs
of back-of-house employees, recognizing the need to adapt training strategies across
different roles. This strategic approach aligns with research that highlights the importance
of role-specific training in enhancing job satisfaction and promoting alignment with
organizational values. Thus, training at BS serves not only as a tool for skill enhancement
but also as a driver for employee engagement and alignment with organizational culture.
(Noe et al., 2019).
4. Answer-
The feedback system at BS has proven beneficial in several ways, as it provides the
company with continuous insights into employee needs, satisfaction, and areas for
improvement. BS values frequent feedback, as it informs the company’s strategies and
shapes initiatives like Vision + Goals, guest experience training, and modifications to
compensation and benefits programs. This active approach to gathering feedback helps
BS maintain a responsive and adaptive environment, ensuring that employee expectations
and organizational offerings are closely aligned (Noe et al., 2019)..
In this case, the pulse survey for kitchen partners is a prime example of how feedback
identifies previously unmet needs and fosters a sense of inclusivity. It highlights the
company’s ability to address employee concerns proactively, thereby enhancing their
connection to the organizational culture. Studies have shown that frequent feedback
systems contribute to higher employee engagement, which is crucial for retaining talent
and fostering a collaborative workplace. By continuously integrating feedback into their
strategies, BS creates a more engaged workforce and positions itself as a responsive and
employee-focused organization (Noe et al., 2019).
5. Answer-
Based on the case, Kareem demonstrates a strong commitment to employee
development at BS. He emphasizes that the company culture is about leadership, personal
growth, and providing enjoyable experiences, which indicates a holistic approach to
employee engagement and development. His comments reveal that he sees development
as essential to the company’s identity, integrating it into communication, training, and
everyday practices at BS. This dedication to development reflects an understanding that a
well-trained, motivated workforce is integral to achieving both employee satisfaction and
excellent guest experiences(DeNisi & Kluger, 2000).
.
Additionally, Kareem’s support for continuous learning and feedback systems aligns
with current research showing that leaders who prioritize professional growth and
development foster a more innovative, motivated, and satisfied workforce. Through the
BS Experience program, which combines fun and purposeful work, Kareem aims to
create a meaningful environment that resonates with employees’ professional and
personal aspirations. This approach exemplifies best practices in employee development,
highlighting Kareem’s dedication to creating a growth-oriented culture within BS.
References:
DeNisi, A. S., & Kluger, A. N. (2000). Feedback effectiveness: Can 360-degree
appraisals be improved? Academy of Management Perspectives, 14(1), 129-139.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2021). Human resource
management: Gaining a competitive advantage (12th ed.). McGraw-Hill Education
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