This document outlines the requirements for an assignment analyzing human resource strategies implemented by entrepreneurs, including structure, content guidelines, and assessment criteria. It emphasizes the importance of human resource management in achieving employee motivation and productivity, while discussing the need for flexibility, culture management, and effective change management. Additionally, it highlights the role of HR strategists in integrating business performance and technology within various organizational structures.

2.  Using relevant literature critically analyse this statement and examine how human
resource strategies are implemented by entrepreneurs. Use relevant examples and
substantiate does the implementation of such HR strategies bring the desired
outcomes.
 Please ensure that your assignment follows this structure:
 A table of contents
 A list of figures and/ or list of tables where appropriate
 Introduction -( 10 marks -400 words)
 Literature Review-& Critical Analysis (70 marks -2200 words)
 Conclusions- -( 10 marks -400 words)
 References / Presentation – 10 marks
 Bibliography
 Appendices if appropriate

 Task 2 – Individual Written Presentation 3000 Words-
 Develop an effective business plan for launching a new product and obtaining
financial and managerial support from potential backers. Explain the key issues that
you would highlight and emphasise in a presentation of your business concepts
including the questions that you would expect from potential investors and your
considered answers to them. Students are also required to submit Ten power point
slides of this business plan in the Appendix.
 Assessment Criteria, word limit and the breakup of marks
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3.  With globalization, organizations have expanded in different
parts of the world and today role of human resource
management has changed from a reactive function to
proactive function.
 One of the objectives of human resource manager is to
contribute in business level and organization level strategies.
 Today, organizations have realized that human resource
function is an important function and employees or human
resources are the most critical resources.
 The objective of HR managers is to ensure that they can
develop human resource strategies that can keep the
motivation of employees high.
 Human Resource Managers have realized that employee
motivation is directly linked to employee productivity.
Therefore, organizations should develop strategies and policies
that can directly influence employee motivation.
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4.  The objective of HR managers is to ensure that they can
develop human resource strategies that can keep the
motivation of employees high. Human Resource Managers have
realized that employee motivation is directly linked to
employee productivity.
 HRM would have to ensure that employees are equipped (or
train) to deal with such external requirements and forces
(Chadwick, 2005). It is important that an effective change
management system should also be established to implement
the strategies.
 HR Strategist must not necessary have the skills, but if they
have to coordinate and integrate the human resources and
recruit the right talent for achieving tasks to meet the business
strategy and achieving organization goals, they must be very
aware of the job design and the skills required to get
effectively implement their strategy (Keating and Heslin,
2015).
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5.  While skills are abilities or capacities and include
such things as technical skills, interpersonal skills or
cognitive skills; competencies refer to how one can
effectively and efficiently carry out a task using a
host of required skills, knowledge and personality
traits and would show exceptional performance (Ma
and Ye, 2015).
 Fresh from the certification program we still require
some level of experience in carrying out important
functions as quality audits as the company does not
deem us competent enough to do so; we have to
learn from our superiors who display exceptional
results in qualifying departments, vendors and
subcontractors (Perrewé, 2011).
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6.  The strategies could be best implemented only
when organizations and HR Managers can manage
the culture. Culture in the workplace is found in
three manners: individual, organizational and
corporate.
 It can be said that flexibility is must to implement
the strategies. It appears that the resource-based
view really is the strongest due to the fact that it
involves a people-centered approach (Scholz,
2014).
 People are regarded as the key asset to drive the
organization forward, and are therefore prioritized
by the HR strategist so that the knowledge and
skills that they possess can be put to the best use
for the organization.
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7.  HR strategist being the catalyst for connecting the
dots of business performance and strategies. HR
strategist should be competent to inextricably
intertwine the principles of human resource and use
of technology.
 An example of this is the German company Bayer, a
multinational specializing in chemistry. She offers
more than four training opportunities for its
employees, for the locals, the managers, the
employees who have capitalized more than four
years of experience, the seniors (Sparrow, 1995).
 Each training prepares the employee to aspire to a
function higher or to be more efficient in the work.
The formations are much targeted.
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8.  Some organisations like to exercise more control over
employees, whereas others prefer to allow the employees
to have more autonomy within their roles and apply
initiative.
 Some organisations consist of a bureaucratic structure,
whereas others consist of a hierarchical structure.
 This would mean an HR strategist would need to be open-
minded when working with each. Some aspects of each
type of structure would be ideal, others may need
stripping away, and it is for the strategist to identify
which aspects are not working as well for performance
outcomes.
 It is a key skill for an HR strategist to embrace the strong
parts and reform the weak parts of the current strategy
within the organisation.
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