People & Talent Management

Overview

Strategic People Management in a Purpose-Driven Automotive Organisation: This is a 2-part assignment. First part is written - 1500 words. Second part is to prepare a presentation with a script which lasts 5 mins. No AI must be used.

Description: Critically evaluate and propose evidencebased HR strategies to attract, engage, and retain talent in a rapidly evolving organizational context.

This assessment requires you to demonstrate advanced critical thinking, synthesis of academic literature, and application of strategic HRM concepts at postgraduate level. Using the business case provided, you must produce a rigorous, evidence-based analysis that integrates:

Relevant HRM theories, frameworks, and contemporary debates

Insights from scholarly research beyond the taught material

Critical evaluation of alternative perspectives and strategic implications

Reflection on practical feasibility, risks, and ethical considerations

Summary: This assessment requires you to engage in critical analysis and synthesis of HRM concepts in response to abusiness case scenario.

Context / Case Scenario: An international automotive manufacturer, recognized as a global leader in hybrid electric vehicles, seeks to achievemass-market adoption of hybrid vehicles. The HR function is tasked with attracting, engaging, and retaining talentedindividuals whose personal values, attitudes, and aspirations align with the organization.

Key considerations:

Younger recruits are “digital natives,” highly skilled and technology-driven, and motivated by meaningful workrather than financial reward alone.

Senior leadership typically assumes that competitive pay, benefits, and holidays are sufficient to motivate

employees, but this does not align with the expectations of new talent.

A fundamental mismatch exists between the organization’s traditional HR approach and the expectations of

emerging talent pools. A consultant has been engaged to address this challenge.

A consultant has been hired to evaluate and redesign people management systems to ensure the organisation cansecure, engage, and retain purpose-driven talent capable of supporting the company’s strategic transformation.

Attached in the screenshots are the requirements for the written part following for the video part.

Submission 1: Written Report Purpose:

To provide a structured, evidence-based analysis of the case scenario, demonstrating critical thinking, integration of theory and practice, and the ability to develop actionable recommendations.

Structure:

Introduction (≈200 words):o Briefly summarize the case and key HR challenges.o Outline your approach to addressing the tasks.

Main Body (≈1,100 words): Address each of the two questions

Conclusion (≈200 words):

o Summarize key recommendations, risks.

o Reflect on strategic implications and potential impact on the organization

Questions:

1. Strategic People and Talent Management

As a consultant specialising in people and talent management systems, provide a critical evaluation of

how the organisation’s recruitment and selection, training and development, and compensation and

benefits strategies should be redesigned to attract, engage, and retain employees who prioritise value

alignment and meaningful work.

Your response should:

Integrate advanced HRM and organisational behaviour theories (e.g., strategic HRM,

psychological contract theory, employer branding, total rewards frameworks).

Evaluate current challenges and implications for organisational capability and culture.

Critically assess alternative strategic options and justify your recommendations with scholarly

evidence.

Consider risks, constraints, and ethical implications of your proposed strategies.

2. Performance Appraisal and Evolving Expectations

Provide a critical assessment of performance appraisal practices within this organisational context.

Your answer should:

Identify challenges in evaluating employees whose expectations of work, purpose, and autonomy

differ from traditional models.

Analyse weaknesses in conventional appraisal systems using relevant theories (e.g.,

performance management literature, motivation theories, fairness and justice theories).

Propose evidence-based recommendations for developing a fair, developmental, and strategically

aligned performance appraisal system.

Evaluate the risks of poor appraisal execution and outline best practices to ensure validity,

reliability, engagement, and organisational fairness.

Presenation with script for 5 mins.

Purpose: To communicate and justify your recommendations in a professional, persuasive format suitable for stakeholders. Present using a PowerPoint presentation. Instructions:

1. Content:

Summarize your key findings from the written report.

Explain and justify your recommended strategies and expected improvements.
• Highlight the strategic rationale and expected impact.

2. Structure:

Introduction (≈1 minute): State the problem and objectives.

Main Body (≈3 minutes): Present your recommendations and rationale, focusing on clarity,

strategic insight, and evidence-based justification.

Conclusion (≈1 minute): Summarize key takeaways and anticipated benefits for the

organization.

3. People and Talent Management Strategy

Based on answers to questions 1 and 2, deliver a PowerPoint presentation to the management

committee about the new People and Talent Management Strategy for the next three years including key

performance indicators, deadlines, budget analysis and resources needed. So here just a presentation with a script.