HRMD 320 Human Resources Management Assignment Solution UAEU

HRMD 320 Human Resources Management Assignment Sample UAEU, UAE

This assignment sample is the solution of the human resources management assignment under the course HRMD 320.

This course provides a basic knowledge of the various aspects of managing human resources, emphasizing the link between human resource policies and practices and the organization’s strategy.

Topics covered in the course include HR planning, job (work) analysis, staffing, performance appraisal, employee compensation and benefits, orientation and training, and employee relations. To attend this course, students must have a minimum of a D grade certificate in MGMT 200.


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HRMD320 Human Resources Management learning outcomes

Human Resource Management is the process of recruiting, selecting, inducting employees, providing orientation, imparting training and development, appraising the performance of employees, deciding compensation and providing benefits, motivating employees, maintaining proper relations with employees and their trade unions, ensuring employees safety, welfare and security measures in compliance with labor laws of the land and finally following the Orders / Judgements of the concern High Court and Supreme Court. After attending this course, students will be able to learn the following aspects:

Demonstrate Understanding Of Human Resource Management 

Human resource management as a department in an organization handles all aspects of employees and has various functions like human resource planning, Conducting Job analysis, recruitment and conducting job interviews, selection of human resources, Orienting, training, compensating, Providing benefits and incentives, appraising, retaining, Career planning, Quality of Work Life, Employee Discipline, blackout Sexual Harassments, human resource auditing, maintenance of the industrial relationship, looking after the welfare of employees and safety issues, communicating with all employees at all levels and maintaining awareness of and compliance with local, state and federal labor laws.

Examine The Importance Of Employment Legislation For Hrm In A Uae Context

Whilst many employers in the UAE will be required to issue standard form contracts, it remains common for companies to also require their staff to sign company-issued contracts. Moreover, There are five key areas which employers in the UAE may wish to address in their company contracts to supplement any standard-form contract.

  • Duties, Obligations, and Standards of Conduct and Performance

It is significantly harder to deal with conduct or performance issues if the employee can legitimately argue that they were never informed of what was expected of them. Also, The duty of confidentiality features several pieces of legislation relevant to the employment relationship, including the Labour Law, the Civil Code, and the Penal Code. However, it is still important to highlight to the employee at the outset (i.e. in the contract) what exactly the employer considers to amount to confidential information.

  • Bonus/Commission Arrangements

Many disputes arise out of bonus or commission schemes that are not supported by clear contractual wording. Also, Rules around how/when an employee qualifies for such payments, and in what circumstances any such payments with be withheld or even clawed back, are vital.

  • Termination

Most contractual disputes in an employment context arise following its termination. The contract, therefore, needs to be clear about what is and what isn’t payable following its termination (or after notice to terminate employment has been given). Also, This is particularly so in the UAE where employees often enjoy a range of benefits e.g. housing or flight allowances.  

  • Post-termination Restrictions

Under Article 127 of the Labour Law, restrictive covenants can be imposed on an employee if they are “limited to the place, time and nature of work to the extent as is necessary to safeguard the lawful interest of business”. Thus, this means they must be tailored to the specific employee and be reasonable and proportionate, otherwise, they will not be enforceable. 


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Offer Their Explanation Of How Effective Management Of Human Resources

Contributes To Organizational Effectiveness

HRM practices can enhance employee skills and abilities to that improve organizational performance. Also, Training is a management tool used to develop skills and knowledge as a means of increasing an individual’s and ultimately an organization’s current performance in terms of efficiency, effectiveness, and productivity.

Further, Employee development, training theorists argue, is another management tool. But, the investment is mainly made for the future performance of the individual and organization and is connected to organizational objectives for the future. Moreover, the tool is used to enhance the skills and abilities which the individual needs to be able to move along with the organization and to pursue a career in line with its evolving needs.

Ensures Compliance With Civic Requirements

HR compliance has been integrated with the organization’s overall business strategy. The organization’s leadership has taken steps to ensure all employees understand the importance of HR compliance. Here are five basic principles organizations should follow to help achieve these goals:

  1. Hiring the Right Talent
  2. Proper Education and Training
  3. Create an Employee Handbook and Update it Regularly
  4. Conducting Scheduled HR Compliance Audits 

Work In Teams To Apply Relevant Hrm Theories To The Management Of People In Organizations

The following are theories of HRM of human management:

  • Organizational behavior theory.
  • Motivation theory.
  • AMO (Ability, Motivation, Opportunity) to participate.
  • Human capital theory.
  • Resources-based theory.
  • Institutional theory.
  • Transaction costs theory.
  • Agency theory.


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Demonstrate An Ethical Concern For The Impact Of Human Resource Policies On Civil Society.

The seven major issues faced of the human resource are:

  1.  Employment Issues
  2.  Cash and Incentive Plans
  3.  Employees Discriminations 
  4.  Performance Appraisal
  5.  Privacy
  6.  Safety and Health
  7.   Restructuring and layoffs

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