University : Deakin University UniLearnO is not sponsored or endorsed by this college or university.
Subject Code : MPM722
Country : Australia
Assignment Task:

You have a choice of three topics to work on for the essay and blogs. With the blog, you should focus on the issues in the case and come up with some ideas for solutions.

Option 1: Diversity and wellbeing in a software technology company

HardEdge Solutions is a software services group that is based in Australia and Pakistan. The company has only been in existence for 12 years but has rapidly expanded its business through takeovers of other smaller companies and through product reputation and marketing. HardEdge Solutions provides services globally but does most of its business in Australia and South Asia. It currently employs 300 local staff in Pakistan (25% female) and 100 employees (20% female) from a diverse range of ethnic backgrounds in Australia.

Employees have been paid at average local pay rates, but turnover in Pakistan has been fairly high, particularly amongst female employees. The HR manager is based in Australia, with a Deputy in Pakistan. The company employs 4 HR staff in Pakistan and 2 HR staff in Australia. Several of the developer teams in Pakistan are supervised locally, but their team leaders report to senior managers in Australia. The HR manager has been concerned about the difference between how the employees are treated in Australia, with those in Pakistan. She conducted an investigation with the support of the Systems Manager in Pakistan and found that the main issues related to:
- A lack of understanding by local supervisors of the work-life issues of employees
- Inequity in the application of work-life practices between Australia and Pakistan
- A lack of support for employees’ wellbeing within the workplace
- Gender bias in work practices and treatment of employees, which was against the company’s set of values and behaviours
The HR manager also noted that the company did not have a diversity management strategy, despite its multi-cultural workforce in Australia, and that there was no wellbeing policy.

Your task is to:

1. Discuss the issues and possible alternative solutions via blog discussions.
2. Research the theory behind diversity and inclusion, cultural difference and wellbeing.
3. Write an essay responding to the HR issues involved in the case by exploring relevant academic literature, as well as best practice from other organisations in relation to the topics, followed by specific recommendations for the organisation.

Option 2: Talent and capability in a professional services firm

Holy, Molly & partners is a professional services firm based in Australia and Indonesia. They specialise in providing accounting, auditing and related services for companies based in both Australia and Japan. They have 180 professional and support staff in three cities in Indonesia and 200 employees in five cities in Australia. The company has two HR staff in Australia and two in Indonesia.

One of the main problems in the company is the retention of key capability. Turnover of accounting professionals is currently 30% in Australia and 25% in Indonesia. The company is struggling to keep its best employees, and offering additional remuneration to these people has not worked as a strategy.

The CEO, who is based in Australia, recently hired a consultant to investigate the problems with talent retention and capability. The consultant reported back that there was a range of problems with the management of talent in the workplace. The areas identified were:
- A lack of cultural understanding of Indonesian employees by some Australian managers
- A need to better target recruitment and retention to the Indonesian market
- A lack of development opportunities and career planning for staff in both countries
- A need for the fast-tracking of high performing individuals

Your task is to:

1. Discuss the issues and possible alternative solutions via blog discussions.
2. Research the theory behind talent management, recruitment and cultural difference.
3. Write an essay responding to the HR issues involved in the case by exploring relevant academic literature, as well as best practice from other organisations in relation to the topics, followed by specific recommendations for the organisation.

Option 3: Performance and engagement in a garment manufacturer

SewnUp is a garment manufacturer head-quartered in Australia, but with its manufacturing arm based entirely in Myanmar. In Australia, it employs 75 staff (65% female), most professional designers, along with sales and marketing people. In Myanmar, it operates a single factory with 2400 employees (70% female). The Australian workforce is quite multi-cultural, with 12 ethnic groups represented.

SewnUp used to manufacture clothing in Australia but moved its factory to Myanmar in the 1980s. Since that time, it has been very competitive, and the company has grown successfully until recent times when it has encountered some difficulties.

In recent times, the company has experienced some difficulty in managing the performance of its staff, both in Myanmar and in Australia. The company manages the performance and rewards for staff through Key Performance Indicators (in both countries) and an annual appraisal and rating system (in Australia only). Managers have had some difficulty in managing the performance of staff through this system, and they do not believe they are getting the most out of their people. Work productivity has become an issue, with a consequent impact on revenue and profitability. The HR manager sought advice from an HR consulting firm, who reported:
- There is a lack of engagement of employees based in Australia, which is holding back the profitability of the company.
- The performance systems are outdated and in dire need of refreshing, and they are not seen by employees as adding value.
- Employees are not communicating effectively between Australia and Myanmar as there was a lack of cultural awareness by managers in both countries.
- Local managers in Myanmar are not active enough in managing under-performance.

Your task is to:

1. Discuss the issues and possible alternative solutions via blog discussions.
2. Research the theory behind employee engagement, cultural difference and performance management.
3. Write an essay responding to the HR issues involved in the case by exploring relevant academic literature, as well as best practice from other organisations in relation to the topics, followed by specific recommendations for the organisation.


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  • Posted on : January 07th, 2019
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