HRM501 Human Resource Management Assessment Brief 2026 | LUC

Several other high-performing juniors shared similar frustrations, while some long-serving staff resisted any change to the existing bonus plan, seeing it as their “reward for loyalty.”

The Challenge for HR

The HR Director at Orion now faces several dilemmas:

• Retention Risk: Star performers like Farah may resign, causing a talent drain.
• Morale Gap: Junior employees feel undervalued while seniors feel entitled.
• Fairness & Motivation: The bonus system appears inequitable (Equity Theory) and reduces motivation for top individual performers.
• Balancing Interests: Management wants to preserve teamwork and loyalty while rewarding measurable performance.

Your Task

As an MBA student specializing in Human Resource Management, you have been engaged as a consultant to Orion Electronics to analyze the situation and propose solutions.

Your report should cover the following questions and areas:

1. Explain the flaws in Orion’s current bonus system.
2. Propose a fairer incentive plan that recognizes and rewards high-performing individuals like Farah while still promoting teamwork.
3. Recommend how HR can balance team-based and individual rewards to motivate all employees fairly.
4. Analyze the long-term effects on morale, turnover, and productivity if the company fails to address the perceived unfairness.

Guidelines

• Your report should be 2,000 – 2,500 words.
• Apply at least two motivation or performance-management theories (e.g., Equity Theory, Expectancy Theory, Herzberg’s Two-Factor Theory).
• Support your recommendations with examples from real companies (e.g., Unilever’s blended bonus approach, Salesforce’s performance-linked incentives).
• Include APA-formatted references.
• This assignment is grouping consist of 4 person

Based on the above, prepare the assignment.

Assignment submission date: 2nd February 2026

Assessment Criteria

Rubric for Master of Business Administration

Assignment Guidelines

1. The assignment must be typed and well presented. It must be written in business REPORT format/style. You may, however, use subheadings and bullet points where appropriate within the report. You may also incorporate graphs, tables, diagrams, and figures into the body of the report if you wish. (If lengthy, material of this kind may be attached as appendices.)
2. In this particular assignment you MUST include a bibliography. This should be on a separate page. FULL details are required – name and initials of all authors, full title, publisher, place, and date of publication. At this level of study, you must get these details right!
3. The word limit for the first assignment is 2,000 words. You will not be penalised for exceeding these limits – within reason (say 10%) – provided that there is no repetitiveness, irrelevance, or “padding”. Similarly, you will not be penalised for being under the word limit, provided that the question has been fully and satisfactorily answered.
4. Although you are encouraged to seek a greater understanding of the issues raised in this assignment by discussing them with business practitioners of your personal acquaintance, you are NOT permitted to make unsolicited contact with business organisations to obtain information.
5. All assignment submission must ensure that the Similarity Index must be below 20%-Above the range, the assessment will be rejected (e.g: due to poor citation and/or poor paraphrasing, article outright rejected, student need to do RESUBMISSION – subject for acceptance by course facilitator).

Cover Sheet for Submission of Assignment

MODULE DETAILS

Module Name : Human Resource Management Module Code: HRM501

Assignment Due date : 10^th February 2026

Name of lecturer : Mrs. Nor Syafiqah Binti Abdullah

STUDENT DETAILS:

DECLARATION AND STATEMENT OF AUTHORSHIP

1. This assessment is my/our original work and no part of it has been copied from any other source except where due acknowledgement is made.
2. No part of this assessment has been written for me/us by any other person except where such collaboration has been authorised by the lecturer/teacher concerned.
3. I/we have not previously submitted this work for this or any other course/unit.
4. I/we give permission for my/our assessment response to be reproduced, communicated, compared and archived for plagiarism detection, benchmarking or educational purposes.

Student Signature _________________________________ Date _________________

Assessment 002

Individual Presentation (Recorded Presentation)

• To complete your assignment, please record your PRESENTATION.
• A maximum of FIFTEEN (15) slides should be used in your presentation, which should be original and innovative.
• For your presentation to be successful, you must present for at least ten (10) minutes.
• The content of your presentation should follow or reflect the written part of your assignment.

Grading: This presentation is worth 10% of the overall class grade.

The presentation will be submitting by online on 10^th Feb. 2026.

Assessment Criteria

Rubric for Master in Business Administration Presentation

Assessment 003

(Case Study)

Company Background

Seri Maju Electronics Sdn. Bhd. is a Malaysian-owned manufacturing company located in Shah Alam, Selangor. Established in 2010, the company produces electronic components for local and regional markets. The company employs approximately 280 employees, consisting of production operators, technicians, supervisors, and management staff.

The company has experienced steady growth over the past three years due to increased customer demand. However, rapid expansion has placed pressure on production operations and human resource management.

Current Industrial Relations Situation

In early 2025, Seri Maju Electronics Sdn. Bhd. introduced a new shift scheduling system to improve productivity and meet tight delivery deadlines. The decision was made by senior management and implemented by line supervisors without prior consultation with employees or their representatives.

Shortly after implementation, several issues emerged:

• Production employees complained that the new shift system resulted in unequal workload distribution and excessive overtime.
• Some employees claimed that overtime allocation was biased and not transparent.
• Supervisors argued that the changes were necessary to meet operational targets and denied any unfair treatment.
• Employees felt that management ignored their concerns, leading to low morale, increased absenteeism, and rising tension on the production floor.

Although the company does not currently have a formal trade union, employees have begun submitting group complaints to the HR department and hinted at escalating the issue to external authorities if no action is taken.

As the HR Manager, you are required to intervene and manage the conflict to restore workplace harmony and maintain effective industrial relations.

From the case study above, please answer the following questions below:

1. Identify and explain the key industrial relations issues faced by Seri Maju Electronics Sdn. Bhd.
2. Analyse the root causes of the conflict between employees and management.
3. Discuss the role of the HR Manager in resolving this conflict from an industrial relations perspective.
4. Propose short-term actions that HR should take to address the current conflict and restore trust.
5. Recommend long-term industrial relations strategies to prevent similar conflicts in the future.
6. Evaluate how effective communication and employee participation could contribute to sustainable workplace harmony in this organisation.

Assessment 004

Cross-Cultural Issues in International Human Resource Management

Assignment Objective

This assignment aims to develop students’ applied research and analytical skills by examining cross-cultural issues in International Human Resource Management (IHRM). Students are required to design and conduct a mini research project to explore how cultural differences influence HR practices, employee behavior, and organizational effectiveness in an international or multicultural work environment.

Assignment Task

You are required to conduct a mini research project on the topic:
“Cross-Cultural Issues in International Human Resource Management.”

Each student (or group, if permitted) should:

1. Develop a research article with conceptual framework related to cross-cultural issues in IHRM.
2. Collect primary data from employees or managers working in multinational organizations or culturally diverse workplaces.
3. Analyze the data using appropriate quantitative or qualitative methods.
4. Prepare a written report of 3,000–4,000 words following the structure outlined below.

Assignment Structure and Guidelines

1. Introduction
   • Provide background information on International Human Resource Management (IHRM) and the growing importance of cross-cultural issues in multinational organisations.
   • Clearly state the research problem, objectives, and research questions.
   • Formulate hypotheses (if quantitative).
   • Explain the significance of the study for cross-culture issues.
2. Literature Review
   • Review relevant theories and models related to culture and IHRM, such as:
     • Hofstede’s Cultural Dimensions
     • Trompenaars’ Cultural Model
     • Hall’s High-Context and Low-Context Culture
   • Discuss prior empirical studies on cross-cultural issues in HR practices (e.g., recruitment, training, performance management, communication).
   • Identify gaps or limitations in existing literature.
   • Develop a conceptual framework illustrating the relationship between cultural factors and HRM outcomes.
3. Research Methodology
   • Research Design
     • Specify whether the study is quantitative, qualitative, or mixed-method.
     • Identify the research type (descriptive, exploratory, correlational, etc.).
     • Justify the chosen research approach.
   • Population and Sampling
     • Define your target population (e.g., employees, HR managers, expatriates in MNEs).
     • Describe your sampling technique (random, purposive, stratified, etc.).
     • Indicate the sample size (recommended: at least 30 respondents for quantitative analysis).
   • Data Collection
     • Collect primary data using surveys or interviews.
     • Design a questionnaire or interview protocol based on established literature.
     • Instruments may include cultural dimension scales or cross-cultural competence measures.
     • Ensure ethical approval and informed consent from participants.
   • Data Analysis
     • Apply appropriate data analysis techniques:
       Quantitative:
       • Descriptive statistics
       • Correlation or regression analysis (SPSS, Excel, or similar)

       Qualitative:

       • Thematic or content analysis (manual or using NVivo)
     • Present findings using tables, charts, or thematic summaries.
     • Interpret results in relation to research objectives and literature.
   • Validity, Reliability, and Ethics
     • Explain how you ensured instrument reliability (e.g., Cronbach’s Alpha > 0.7).
     • Address ethical considerations: consent, anonymity, voluntary participation, and confidentiality.
4. Results and Findings
   • Present analyze data in a clear and structured manner.
   • Include tables, graphs, or charts where appropriate.
   • Highlight key patterns, relationships, and cross-cultural issues identified.
   • Relate findings to research questions or hypotheses.
5. Discussion
   • Interpret findings in relation to existing theories and previous studies.
   • Discuss implications for international HRM practices and cross-cultural management.
   • Identify unexpected findings and provide possible explanations.
6. Conclusion and Recommendations
   • Summarize the major findings of the study.
   • Provide practical recommendations for managing cross-cultural issues in international HRM.
   • Suggest directions for future research.
7. References
   • Use APA 7^th Edition referencing style.
   • Include only sources cited in the report.
8. Appendices
   • Questionnaire or interview guide.
   • SPSS output or analysis tables.
   • Consent form and participant information sheet.

If you need any assistance regarding the subject, assignment, and presentation, please email me at norsyafiqah.lincoln@gmail.com

*Note: This checklist serves as an evaluation tool for the programme coordinator.