Assessment 3: Details Completion Requirements Comprehensive Guide to HRM Policy Analysis and Development

The following information is provided as a guide for completing Assessment Task 3: Individual Assessment on Policy Design.

Aim

The aim of this assignment is to develop an HRM policy that can be used in a workplace setting. In this final assessment, you must appropriately apply the knowledge gained throughout the subject, including (but not limited to):

• Theoretical perspectives of Human Resource Management

• Strategic Human Resource Management

• Legal context for HRM

• Occupational health and safety

• Employment relations

• HR processes and functions

You must choose an organisation that you currently work in, previously worked for, or aspire to work in.

You will develop an HRM policy on ONE of the following topics:

• Recruitment and Selection (R&S)

• Performance Management (PM)

Use the following assignment structure:

• Part 1 – Policy Analysis (1200 words)

• Part 2 – Policy Development (800 words)

Policy Analysis 

Policy analysis is a critical step that should occur before a policy is developed, drafted, and finalised. This process examines internal and external contextual factors that influence the operations and HR decision-making of the chosen organisation.

Additionally, the key mechanisms of the chosen HR process (R&S or PM) must be examined and discussed in relation to organisational objectives, business strategies, legal compliance, and external environmental factors.

Internal and External Issues Analysis

Internal Issues

Internal issues relate to the functioning and strategic direction of the organisation and may include:

• Organisational objectives, business strategies, HR needs, and HR strategies

• Organisational culture and management values

• Ethical treatment of employees (organisational justice)

• Ethical business practices (e.g., decision-making)

• Approaches to corporate social responsibility

You must identify the specific key mechanisms of the chosen HR process (R&S or PM) that need to be incorporated into the policy to support organisational objectives and internal issues, and explain why these mechanisms are necessary.

External Issues

External issues refer to contextual factors outside the organisation that influence policy development. These include:

• Law: Industrial relations, anti-discrimination, occupational safety and health, privacy

• Government policy: Employment, education and training, immigration, industrial relations

• Economic conditions: Business cycles in good and bad times

• Societal values and issues: Stakeholder expectations and social norms

You must identify the specific key mechanisms of the chosen HR process necessary to align with or respond to external contextual factors and justify their inclusion.

High-Priority Issues

From the internal and external issues identified, you must prioritise the issues that must be addressed in the policy being developed.

Policy Problem Only if amending an existing policy

If you choose to review and rewrite a pre-existing HR policy:

You must:

• Identify problems in the existing policy

• Explain the amendments required and why they are necessary

• Analyse internal and external factors (still required)

You must ensure that:

• The amended policy meets the three purposes of an effective HR policy

• The reasons for amending the policy are clearly explained in Section 3 – Policy Statement of Part 2

• The amended policy follows all 8 required sections (template format)

• The original pre-existing policy is included in the Appendix as evidence

Policy Development

Develop a policy on your chosen topic following professional policy-writing techniques.

Use the structure below:

Title of Your Chosen Policy

1. Overview

A brief description of the intent and rationale behind the policy.

2. Scope

Clarify who is covered and in which situations the policy applies.

3. Policy Statement

A concise, formal statement outlining:

• The principal objectives of the policy

• Mandatory principles to follow

• Links to organisational culture, ethics, and management values

4. Contextual Factors

4.1 External Contextual Factors

4.1.1 Relevant laws and legal obligations (EEO, OHS, discrimination, privacy)
4.1.2 Government policies linked to the policy
4.1.3 Economic conditions influencing the policy
4.1.4 Societal values and stakeholder expectations

4.2 Internal Contextual Factors

4.2.1 Organisation mission & culture relevant to the policy
4.2.2 Organisational objectives & strategic choices supported by the policy
4.2.3 Management principles required for proper execution

5. Process and Flowchart

5.1 Framework of Key Mechanisms

Describe the mechanisms involved in implementing the HR process and achieving the policy objectives.

5.2 Diagram / Flowchart

Include a 1-page diagram or flowchart outlining the key process steps. (Inserted after policy approval.)

6. Other Related Policies

List internal policies influencing the writing and implementation of this policy.

7. Accountabilities and Contacts

Define roles and responsibilities:

• Development & drafting: HR Manager

• Approval: CEO and/or Board Members

• Implementation: Line Managers

• End-users: Employees

Include contact details for clarification of the policy.

8. Evaluation Measures

Specify qualitative and quantitative measures to monitor policy effectiveness.

References List

Use APA 7 referencing. Minimum 10 academic, peer-reviewed journal articles required for Part 1.

Appendices (If applicable)

Include any supporting materials, such as:

• The pre-existing policy (if amended)

Expectations

Students must:

• Conduct a comprehensive policy analysis

• Support Part 1 with at least 10 peer-reviewed journal articles

• Use only credible sources (academic journals, government reports, official websites)

• Follow APA 7 referencing style

• Submit a polished, professional, well-structured assignment with correct spelling and grammar

Summary of Assessment Requirements

Assessment Task 3 requires students to design an HRM policy for a chosen organisation. The policy must focus on one of two topics: Recruitment and Selection or Performance Management. The assessment is divided into two major components:

Part 1 – Policy Analysis (1200 words)
Students must analyse the internal and external contextual factors influencing the organisation, including organisational objectives, culture, HR strategies, legal obligations, government policies, economic conditions, and societal values. They must identify the key HR mechanisms linked to the chosen topic and determine the high-priority issues that the policy must address. If reviewing an existing policy, policy gaps must be identified and justified.

Part 2 – Policy Development (800 words)
Students are required to create a structured HR policy using eight sections:

1. Overview

2. Scope

3. Policy Statement

4. Contextual Factors (Internal & External)

5. Key Processes & Flowchart

6. Related Policies

7. Accountabilities & Contacts

8. Evaluation Measures

The task must adhere to APA 7 referencing with a minimum of ten peer-reviewed journal articles and professional presentation.

How the Academic Mentor Guided the Student

The academic mentor supported the student through a structured, step-by-step approach. The process began with clarifying the assignment aim and helping the student choose an appropriate organisation and policy topic. The mentor then guided the student to conduct a comprehensive internal and external issues analysis by identifying organisational strategies, cultural factors, HR needs, legal requirements, economic influences, and societal expectations. The mentor explained how each issue influences the chosen HR process and why specific mechanisms must be incorporated into the final policy.

Next, the mentor assisted the student in prioritising the most critical issues that the policy must address, ensuring relevance and alignment with organisational objectives. If revising an existing policy, the mentor reviewed the current document, highlighted weaknesses, and explained necessary amendments based on compliance, clarity, and strategic alignment.

For Part 2, the mentor provided a clear template and explained how to structure each policy section. Guidance was given on writing a precise policy statement, organising contextual factors, building a logical process flow, identifying related policies, clarifying accountabilities, and selecting suitable evaluation measures. The mentor also reviewed the flowchart requirements and provided examples of appropriate HR process mapping.

Finally, the mentor ensured the student applied APA 7 referencing correctly, integrated a minimum of ten academic sources, and maintained professional academic writing throughout. The student successfully achieved the learning objectives by applying HRM theories, analysing organisational environments, integrating legal frameworks, understanding HR processes, and developing a practical workplace-ready HR policy.

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