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[Solved]According to an article by Trudy Brunot (2017), Functional Human Resource Management is the glue that holds an organisation together and the functional management areas are the ingredients in the glue. Hence, a functional HR department should cover six functional areas: business management and strategy, workforce planning and employment, human resource development, compensation and benefits, employee relations and risk management

Introduction to Human Resource Management 

Word Limit: 2500 words (Plus or minus 10%)

Learning outcomes assessed:

• Explain how organisational and HR strategies and practices are shaped and developed and explain the purpose and key objectives of human resources management and the HR function within a contemporary business environment.   

• Identify the purpose and key objectives of the HR function in contemporary organisations and be able to demonstrate the process of evaluating current and future human resource needs within the business environment; both in terms of numbers of people and skills and competencies.

• Appraise the relationship between organisational performance and effective HR management and development. Know how to identify and respond to short-term changes in the business and external contexts and provide solutions to address them.

• Explain the significance of employment legislation to an organisation’s HR practices and evaluate how to harness effective HR practices in a global marketplace in terms of adding value and positive contribution to sustained organisation performance.

This coursework is worth 100% of the total marks for this module.

Assignment Case Study Brief

Is SportsDirect the new face of `Victorian` Workhouse practices?

Famously known for its affordably low prices on branded sportswear, SportsDirect is a household name in the UK retail market as well as internationally. However, in recent times accused of implementing appalling workplace practices, the company is now more than ever before under close public scrutiny by stakeholders, including human right groups and government enforcement agencies in ensuring employee wellbeing is at the heart of employment practices within the organisation.

Founded in 1982 by Mike Ashley the current CEO of the company, from its single store humble beginnings in Maidenhead, the company employs about 18,000 people and now has over 780 stores in the UK and 19 other European countries trading under the SPORTSDIRECT.com and its associated Premium Lifestyle brands such as Flannels.com, Cruise, USC and Van Mildert. Thus, have become the UK’s leading sports retailer by revenue (about £2.9bn in 2016) and operating profit as well as the owner of a significant number of world famous sport, fashion and lifestyle brands. The company strategy over the next 3 - 5 years hopes to expand into all major EEA countries.

A Guardian investigative journalism story in November 2015 however, saw the popularity of the company down-spiral with the media accusing them of various unethical workplace practices allegations ranging from poor wages paid to employees; unpaid time taken for "rigorous" compulsory searches on workers leaving their warehouses meant they are paid less than minimum wage; penalising ill staff; cases of harassment as well as the infamous ‘strike’ system indicating underperformance, were six strikes in six months meant a worker would be dismissed; zero hour contracts and more recently discrimination which severely infringed on the employment rights of their employees.

Fresh allegations arose yesterday, when a Welsh branch of the retailer was accused of racial discrimination by its staff for prohibiting the speaking of the Welsh language in its store situated in Bangor a Welsh city stating English to be the official language of the company.

The notice read:  "It has come to our attention that some members of staff are speaking in languages other than English whilst carrying out their duties…We would like to take this opportunity to remind staff that they must speak in English at all times when they are at work, in order that they can be understood by all members of staff; this includes any personal conversations that may be taking place during work time…English is the official language of the company and should be used at all times when carrying out company business, unless otherwise specified”.

Staff were told that they are free to speak any language they wish "outside of work time", but are warned that failure to adhere to the policy may lead to disciplinary procedures as  speaking in a foreign language other than English, poses a variety of "risks" such as "health and safety" to the company. SportsDirect, which originally said it was not an official directive, later admitted that it was a notice that had been issued to all stores in the UK. While employment law experts last night warned that it could see them facing a raft of claims for indirect discrimination.

The Welsh Language Commissioner has also launched an investigation into the policy, which was described by critics as "discriminatory and offensive". While Equality and Human Rights Commission also said that there must be a "clear business reason" and the "requirement needs to be proportionate" if a company orders workers to communicate in a certain language. 

Its Shirebrook, Derbyshire warehouse location has also been described as a harbour for the practice of modern slave labour, were men from three different groups were recently charged of running slave labour related businesses, under the disguise of being recruitment agencies.

From a managerial and developmental perspective, one cannot but see the obvious gap left unfilled which could have been undertaken if a functional HR department was put in place to action some fundamental HR- related roles, as well as activities to improve employee wellbeing within the organisation.

Adapted from: Sports Direct to review worker rights December 18, 2015 http://www.bbc.co.uk/news/business-35130394 (accessed August 15, 2017); Revealed: how Sports Direct effectively pay below minimum wage by Simon Goodley and Jonathan Ashby December 9, 2015 https://www.theguardian.com/business/2015/dec/09/how-sports-direct-effectively-pays-below-minimum-wage-pay(accessed August 15, 2017); http://www.sportsdirect.com/obsoletecspages/aboutus (accessed August 15, 2017); http://www.sportsdirectplc.com/about-us.aspx (accessed August 15, 2017) and; How big brands including Sports Direct unwittingly uses slave labour August 8, 2017 https://www.theguardian.com/global-development/2017/aug/08/how-big-brands-including-sports-direct-unwittingly-used-slave-labour (accessed August 15, 2017).

Assignment Questions

According to an article by Trudy Brunot (2017), Functional Human Resource Management is the glue that holds an organisation together and the functional management areas are the ingredients in the glue. Hence, a functional HR department should cover six functional areas: business management and strategy, workforce planning and employment, human resource development, compensation and benefits, employee relations and risk management

You have just been appointed as an interim HR consultant by SportsDirect. With reference to the above statement and your knowledge of HR management and functions as well as information from the given case scenario, prepare a report to the Executive Board of Sports Direct to suggest how a functional HR department can address the current HR issues faced by the organisation. Your report should cover the following tasks:

Task 1 (LO1: HR functions in a contemporary business environment).  

Identify any two people management issues SportsDirect is currently facing and discuss how a functional HR department can proactively manage them effectively.

Task 2 (LO2: HR planning in a business environment). 

Briefly outline with examples how a functional HR department within SportsDirect can successfully implement a viable HR planning process to manage its growing international staffing needs.

Task 3 (LO3: Effective HR practices and performance management in organisations).

Considering its current employee wellbeing issues, discuss one developmental activity a functional HR department within SportsDirect can implement, to effectively improve employees’ performance.

Task 4 (LO4: Influence of Employment legislation on HR practices in organisations).

Discuss the implication of employment legislation on the current practices of SportsDirect within any two of the following areas:

a)            Pay and wages

b)            Racial discrimination.

c)            Health and Safety

d)            Disciplinary procedures

e)            Working Time Regulations

Introduction to Human Resource Management  

Word Limit: 2500 words (Plus or minus 10%) 

Learning outcomes assessed: 

·         Explain how organisational and HR strategies and practices are shaped and developed and explain the purpose and key objectives of human resources management and the HR function within a contemporary business environment.    

·         Identify the purpose and key objectives of the HR function in contemporary organisations and be able to demonstrate the process of evaluating current and future human resource needs within the business environment; both in terms of numbers of people and skills and competencies. 

·         Appraise the relationship between organisational performance and effective HR management and development. Know how to identify and respond to short-term changes in the business and external contexts and provide solutions to address them. 

·         Explain the significance of employment legislation to an organisation’s HR practices and evaluate how to harness effective HR practices in a global marketplace in terms of adding value and positive contribution to sustained organisation performance. 

This coursework is worth 100% of the total marks for this module.

Assignment Case Study Brief

Is SportsDirect the new face of `Victorian` Workhouse practices? 

Famously known for its affordably low prices on branded sportswear, SportsDirect is a household name in the UK retail market as well as internationally. However, in recent times accused of implementing appalling workplace practices, the company is now more than ever before under close public scrutiny by stakeholders, including human right groups and government enforcement agencies in ensuring employee wellbeing is at the heart of employment practices within the organisation.

Founded in 1982 by Mike Ashley the current CEO of the company, from its single store humble beginnings in Maidenhead, the company employs about 18,000 people and now has over 780 stores in the UK and 19 other European countries trading under the SPORTSDIRECT.com and its associated Premium Lifestyle brands such as Flannels.com, Cruise, USC and Van Mildert. Thus, have become the UK’s leading sports retailer by revenue (about £2.9bn in 2016) and operating profit as well as the owner of a significant number of world famous sport, fashion and lifestyle brands. The company strategy over the next 3 - 5 years hopes to expand into all major EEA countries.

A Guardian investigative journalism story in November 2015 however, saw the popularity of the company down-spiral with the media accusing them of various unethical workplace practices allegations ranging from poor wages paid to employees; unpaid time taken for "rigorous" compulsory searches on workers leaving their warehouses meant they are paid less than minimum wage; penalising ill staff; cases of harassment as well as the infamous ‘strike’ system indicating underperformance, were six strikes in six months meant a worker would be dismissed; zero hour contracts and more recently discrimination which severely infringed on the employment rights of their employees.

Fresh allegations arose yesterday, when a Welsh branch of the retailer was accused of racial discrimination by its staff for prohibiting the speaking of the Welsh language in its store situated in Bangor a Welsh city stating English to be the official language of the company.

The notice read:  "It has come to our attention that some members of staff are speaking in languages other than English whilst carrying out their duties…We would like to take this opportunity to remind staff that they must speak in English at all times when they are at work, in order that they can be understood by all members of staff; this includes any personal conversations that may be taking place during work time…English is the official language of the company and should be used at all times when carrying out company business, unless otherwise specified”.

Staff were told that they are free to speak any language they wish "outside of work time", but are warned that failure to adhere to the policy may lead to disciplinary procedures as  speaking in a foreign language other than English, poses a variety of "risks" such as "health and safety" to the company. SportsDirect, which originally said it was not an official directive, later admitted that it was a notice that had been issued to all stores in the UK. While employment law experts last night warned that it could see them facing a raft of claims for indirect discrimination. 

The Welsh Language Commissioner has also launched an investigation into the policy, which was described by critics as "discriminatory and offensive". While Equality and Human Rights Commission also said that there must be a "clear business reason" and the "requirement needs to be proportionate" if a company orders workers to communicate in a certain language. 

Its Shirebrook, Derbyshire warehouse location has also been described as a harbour for the practice of modern slave labour, were men from three different groups were recently charged of running slave labour related businesses, under the disguise of being recruitment agencies.

From a managerial and developmental perspective, one cannot but see the obvious gap left unfilled which could have been undertaken if a functional HR department was put in place to action some fundamental HR- related roles, as well as activities to improve employee wellbeing within the organisation.

Adapted from: Sports Direct to review worker rights December 18, 2015http://www.bbc.co.uk/news/business-35130394 (accessed August 15, 2017);Revealed: how Sports Direct effectively pay below minimum wage by Simon Goodley and Jonathan Ashby December 9, 2015 https://www.theguardian.com/business/2015/dec/09/how-sports-direct-effectively-pays-below-minimum-wage-pay(accessed August 15, 2017); http://www.sportsdirect.com/obsoletecspages/aboutus (accessed August 15, 2017); http://www.sportsdirectplc.com/about-us.aspx (accessed August 15, 2017) and; How big brands including Sports Direct unwittingly uses slave labour August 8, 2017 https://www.theguardian.com/global-development/2017/aug/08/how-big-brands-including-sports-direct-unwittingly-used-slave-labour (accessed August 15, 2017).

Assignment Questions

According to an article by Trudy Brunot (2017), Functional Human Resource Management is the glue that holds an organisation together and the functional management areas are the ingredients in the glue. Hence, a functional HR department should cover six functional areas: business management and strategy, workforce planning and employment, human resource development, compensation and benefits, employee relations and risk management

You have just been appointed as an interim HR consultant by SportsDirect. With reference to the above statement and your knowledge of HR management and functions as well as information from the given case scenario, prepare a report to the Executive Board of Sports Direct to suggest how a functional HR department can address the current HR issues faced by the organisation. Your report should cover the following tasks:

Task 1 (LO1: HR functions in a contemporary business environment).   

Identify any two people management issues SportsDirect is currently facing and discuss how a functional HR department can proactively manage them effectively. 

Task 2 (LO2: HR planning in a business environment).  

Briefly outline with examples how a functional HR department within SportsDirect can successfully implement a viable HR planning process to manage its growing international staffing needs.

Task 3 (LO3: Effective HR practices and performance management in organisations). 

Considering its current employee wellbeing issues, discuss one developmental activity a functional HR department within SportsDirect can implement, to effectively improve employees’ performance. 

Task 4(LO4: Influence of Employment legislation on HR practices in organisations). 

Discuss the implication of employment legislation on the current practices of SportsDirect within any two of the following areas:

a)    Pay and wages

b)    Racial discrimination. 

c)    Health and Safety

d)    Disciplinary procedures

e)    Working Time Regulations

End of Assignment Brief

Assignment Layout Instructions

Make sure your report has the following sections:

·         Front Cover –ID number, Subject and Topic.

·         Table of Content (Not included in the total word count)

·         Introduction (150 words and 5 marks)

·         Task 1 (500 words and 20 marks)

·         Task 2 (600 words and 25 marks)

·         Task 3 (500 words and 20 marks)

·         Task 4 (600 words and 25 marks)

·         Conclusion and Recommendation(s) (150 words and 5 marks)

·         Reference List (Not included in the total word count)

Recommended Structure

Introduction (150 words)

This is the introduction to the entire assignment as a whole and not a particular task only.  Thus, it should briefly introduce the purpose of the report, what it intends to cover as well as brief overview of the case study organisation.

Main Body (2200 words)

This is where all the tasks (1,2,3 & 4) should be discussed. Do use relevant and appropriate headings and sub-headings for each task. (Tasks 1:500 words; 2:600 words; 3:500 words and 4:600 words)

Conclusion and Recommendations (150 words)

The conclusion should be a summary of what you have written in the main body of your report and then highlight some of the relevant case study company/industry-related recommendations you might have (i.e what can be done to improve the existing topical situations in the case study organisation/industry you have analysed within the tasks). Your recommendations should be specific and could include viable solutions and benefits of the issues identified.

Total Word Count: 2500 Word