Category: Business

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Case Study questions
Case study is uploaded which is in PDF form from page 326-335.

Answer the following questions:

Question 1.Using theories, frameworks and models you have studied prepare a case for standardization versus localisation of the current global compensation system at Healthcare. (Your answer should have a justified argument for either standardisation, or localisation or to the degree of each if it is a mixture of standardisation and localisation).
The expected word count for the answer is 1000.

(Note: In order to answer first question you need to mainly research compensation management theories, and also include some references from models such as Contextual Model such as Environmental contexts (socio-economic technological, political-legal and competitive), European Model, cultural theories, Hofstede Model as well as multinational staffing policies such as Parent Country National (PCN), Host Country National (HNC) and Third Country National (TCN) and it must from academic journal articles and text book only which is year between 2010-2015 only not old articles. Seven (7) references for question one. Please provide the URL of source in reference lists.
Question 2.Using theories, models and frameworks you have studied, prepare a competency based compensation system for Healthcare. The expected word count for the answer is 1500.

In order to answer second question you need to research competency based compensation theories and other related theories such as organisational cultural, national culture, Contextual model such as Environmental contexts (socio-economic technological, political-legal and competitive. Hofstede’s five dimensions of culture and Multinational Staffing policies such as Parent Country National (PCN), Host Country National (HNC) and Third Country National (TCN).

(Note: Eight (8) references are needed for this question. In order to answer this question academic journal articles and text book only which is year between 2010-2015 only not old articles.

For example: As shown in the following example, Academic Journal Articles must be in Harvard style in reference lists:

Ballesteros-Rodríguez, JL, De, SP & Domínguez-Falcón, C 2012 ‘The role of organizational culture and HRM on training success: evidence from the Canarian restaurant industry’, The International Journal of Human Resource Management, vol. 23, no. 15, pp. 3225-3242.

For example: Text book must be in Harvard style in reference list which is shown in the following example:
Note:
I. Please avoid soft URLs including Wikipedia for sourcing information

II.Use Harvard referencing styles only; please include page number in text reference and URL of Source you have taken. Copy and paste sentences in assignment are totally forbidden and it will create big trouble in terms of academic integrity and plagiarism. So, please paraphrase every sentence you source from any academic journal articles or text books. Also, you could use your own creative ideas and opinion while answering questions.

III. Please do not cope the sentences from Case study if needed to write the answer from Case study please paraphrase the sentences from case study very thoroughly.
I would like to inform you that the following approaches also must be analysed along with all others topic that I have already mentioned in the previous message in both the Case study answers.
I) Ethnocentric approach
II) Geocentric approach
III) Polycentric approach

you could use this text book as a one of the academic reference for case study questions because this is our course for this semester.

 
Please look at the feedback from few of the supervisors
Thank you for your enquiry. Whilst your subject area may in principal be of interest to us, currently your proposal is not at the standard required for PhD admission, and I suggest you spend more time researching and formulating it if you wish to apply formally here in future. In brief, your proposal is mainly at a surface level of generalised and quite descriptive blocks of text, and where you do have research questions they are rather at the level of a practical management project than a PhD enquiry. I know it is difficult to understand what is required at this early stage, but your proposal needs to show much more depth, theoretical and contextual puzzles, real specific elements to your method and data, and many more references; all so that you are able to show more convincingly in your proposal what your potential significant contribution to academic knowledge (PhD requirement) might be. In this case, there are many things you could do, but I would suggest you need to define much more what can be meant by e’training, in an HRM context (as distinct say from e’learning or education?); what level you are pitching your study at (organisations, sectors, employees?) and why; the likely influence of the particular Saudi context; and who you intend to survey in your data collection, what data you’re going to collect, and why.
Please see below the feedback of the Head of Doctoral students in the business school. The first thing, which you need to do now is to revise your proposal so that there is evidence of gap in the literature. The aims of your research and the questions should be to fill this gap, Make sure that the methodology is robust. Have a look at the research paper sin your chosen topic to have more information about this.
Unfortunately we would not take this on two grounds. Firstly, the proposal here reads very much as a management project (rather like an MBA project) and does not have clear PhD knowledge/conceptual aims and contributions. Secondly, at the moment we do not have capacity to supervise in this subject.
Can you help to improve my proposal?

Literature Review of the relationship between human resources management practices and employees’ performance and organisational performance using critical realist meta-theory.
Please, take into account the following points that I want to cover:
Outline of the chapter (kindly, writer if you have better suggestion for organising this chapter feel free to arrange the material in sequence and please make clear links between paragraphs and sections).
1) Introduction
First paragraph: outlining the key points that will be critically reviewed and evaluated
(i.e. the structure the literature review takes and clarifying why)
The theories on relationships between HRM and performance, in particular, the human capital theory, underpinning the resource based view by Boxall and purcel 2008; Barney,1991 (RBV), (e.g. Sayer,2004 why critical realism and Harney) and the ability-motivation-opportunity (AMO) (see Jiang et al, p.77) for understanding their relationship with improving employees’ performance and organisational outcomes through using critical realist meta-theory to examine the underlying mechanism between inputs and outputs which in turn help to conceptualize the link between HRM-performance.

Second section: introduction (to show a gap in literature) such as although of the robust evidence for HRM-performance link according to scientific approach results, there is still a lack of understanding of the HRM-performance link. Also, there is a need for a critical and reflexive evaluation of what literature in terms of the link between HRM and performance should say (e.g Guest, 2010; Combs, Liu, Hall, & Ketchen, 2006; Hesketh and Fleetwood, 2006). This means that there is a need to unlock the black box (Purcell and Bxall) between HRM and performance in particular between selection, training and improving employee’s performance and organisational performance (see Jiang et al. 2012 p. 81)

2) The theory about HRM, a theory of human capital, a theory about performance and a theory how they are linked according to Guest (1997 HRM and performance: a review and research agenda, 2010) to understand the impact of HRM on performance (Karen Legge, 2005). She is critical in her approach to the performance. There is a need for a view of her understanding to performance. Paauwe et al 2004, Fleetwood and Hesketh, 2010. (i.e discussion)
3) In terms of performance HOW is it theorised and operationalised in previous studies. In this regard, how quantitative method of performance has been operationalized in previous research such as the health care sector. What’s wrong with quantitative methods (Fleetwood and Hesketh, 2010; Harney, Exploring the road less travelled in HRM-performance…). (there is a need for discussion)
4) A section of the current debate about the recent development of the human capital and theory of performance (e.g. Hesketh. A. 2014; Jiang et al., 2012; Combs et al 2006- How much do high-performance work practices matter? A meta-analysis…). In this regard, to identify the linkages between HR and performance i.e. to understand performance as opposed to measuring performance, in terms of identifying the linkages (e.g. employees’ ability, and perceptions to their behaviour since the organisation is not a profit company).

5) Employee engagement and their perceptions of HRM and its effects on organisational performance. (Baluch and Pienining, 2013 the relationship between employees’ perception of HRM and ….)
6) Summary of the chapter to indicate how the research questions emerged.

Key References, regarding (RBV) and (AMO) and HRM-P link (e.g. clarifying the construct of human resource systems: – Relating HRM to employee performance by Jiang et al., 2012; How does HRM influence organisational performance by Jiang et al, 2011; Boxall & Purcell, 2008)
– HRM-performance meta theory (Beyond Measuring the HRM organisational performance applying critical realist meta theory, Hesketh 2006); Explaining the performance of HRM by Fleetwood, 2010; and [Karen Legge, 2005. HRM Rhetoric and Realities], Theorising under theorising in research … Fleetwood and Hesketh 2007)
Aim of the research: is to examine the employees’ perceptions of the relationship between HRM policies and practices and employees’ performance for enhancing service performance within a large University and to provide a better understanding of HRM-Performance link. This is achieved by using the critical realist paradigm to examine the linkages between HRM practices such as recruiting, training and development practices and employees’ outcomes which in turn may improve organisational performance.

 
POSTGRADUATE PROGRAMMES
MANAGING HUMAN RESOURCES
VALUE OF THE ASSIGNMENT: 20% OF YOUR FINAL MARK ASSIGNMENT DEADLINE DATE: 29TH OCTOBER 2015
You should select ONE of the nine journal articles, as listed overleaf, and provided for your attention. Following your review of the content therein, the assignment requirement is that that you address the article’s core theme(s) accordingly by following the guidance below:
(a) That you develop your own thesis or argument related to the theme(s) and that you state this clearly in your submission
(b) That you develop your own conceptual framework around the theme(s) and link it to other topic/theme areas of your course
(c) That you draw, in-depth, on one or more theories related to the theme(s)
(d) That you draw on the best scholarly sources to support your discussion of the theme(s)
(e) That you go beyond existing literature conceptually and empirically in discussing the theme(s)
(f) That you relate the theme(s) to your own organisations and/or experiences
(g) That you outline other counter arguments to your own position in addressing the theme(s)
(h) That your submission is clear and engaging
(i) That you adhere to the general guidelines supplied by the DBS on assignments submissions particularly in relation to the format and suitable length of the submission.