| Category |
Assignment |
Subject |
Management |
| University |
University of Liverpool |
Module Title |
ULMS784 Managing Performance, Development, Reward, and Well-being |
| Word Count |
2500 Words |
| Assessment Type |
Coursework |
| Assessment Title |
Case Study |
| Academic Year |
2024-25 |
ULMS784 Case Study for Assessment
Soulkitchen
SoulKitchen is a restaurant chain founded in 2010 in London, rapidly expanding to Europe and North America, with a total of 20 restaurants opened by 2024. The vision of the organisation is to offer excellent and enjoyable menus while prioritising sustainability and endorsing the values of environmental responsibility and community engagement. Indeed, SoulKitchen is committed to promoting eco-friendly practices which support local communities and minimise the company’s environmental footprint by sustainably sourcing its ingredients from local farmers, offering seasonal menus, reducing waste whenever possible, and using recycled and upcycled materials in its restaurants. Since 2020, the company has also opened an online shop to promote local farmers and their products and has started organising local events centred around sustainable living. The rapid expansion has pushed the owners and CEO to introduce a formal performance management system, which includes setting strategic goals for all employees and an annual performance appraisal linked to rewards. However, SoulKitchen has noted a higher turnover after the COVID-19 pandemic, especially among the waiting personnel and is experiencing more and more pressure in an increasingly competitive market. The management is keen to develop an HR approach and practices aimed at developing employees and supporting their well-being in an attempt to retain staff and foster their personal and professional growth whilst maintaining SoulKitchen's commitment to an outstanding customer experience.
ULMS784 Task for the Assessment:
You are required to advise the organisation on an HR approach that is suited to manage performance and promote employee development and well-being. Specifically, you are asked to explain the overall approach and the specific practices that the organisation could use to:
Task 1 for the assessment :
Identify the main challenges that might arise from the organisation’s current approach to performance management, including the setting of strategic goals for all employees and an annual appraisal that is linked to rewards, and a lack of consideration of employee development and well-being.
Task 2 for the assessment :
Develop a more integrated HR approach to managing performance and rewards, which also fosters employee development and organisational well-being. You are required to outline the main elements of your approach, the specific initiatives or interventions composing it, and a plan to monitor and evaluate its effectiveness.
Below is a list of topics to consider when writing your report:
- Measuring and appraising performance;
- Setting objectives and providing feedback;
- Training, learning and development initiatives;
- Managing different types of performers;
- The role of line managers;
- The rewards management system, including the distinction between intrinsic and extrinsic rewards, the fit with the performance management system, and the use of performance-related pay;
- The influence of HR and, more specifically, performance management practices on well-being;
- A strategy to develop well-being, including the different elements composing it and the strategic fit with the values, mission, and performance management system of the organisation. For instance, you can consider the basic equation for well-being by Hesketh and Cooper (2019), or you can focus on the importance of leadership and managerial behaviours for well-being and engagement.
- Interventions to foster individual and organisational well-being. For example, propose initiatives and interventions that can promote well-being and reduce stress, considering the different types, levels, and examples of interventions discussed in class.
- Evaluation of the HR approach and well-being strategy.
You are required to justify your approach and ideas by drawing on evidence and sources from the relevant literature; therefore, you need to use academic concepts, frameworks, and theories. Moreover, remember to consider the organisational context and its implications for the approach you propose.
ULMS784 Assessment Information:
Structure of the assignment :
- This is a report, so a Brief introduction and a brief Conclusion are enough (not too long)
- Avoid repetition
How to split the word count:
- 2nd task of the assignment is suggesting the (HR approach): It should be a little bit longer than the 1st task, so no need to split the word count equally...
- On the brief (list of topics)- you can choose some of them (5 to 6) and talk about them, as you won't have the space to cover each of them
- There must be more than one or 2 HR approaches with evidence in task 2
- You must have a minimum 20 or more than 20 references for this assessment
- There must be evidence and sources for anything and everything you say
- Make sure to start from the course material and then wider reading
- balance of academic and practical resources
- Don't forget to include the (Evaluation for the HR approaches provided in task 2)
Assignment Marking Criteria
The generic criteria for assessed Postgraduate coursework can be found here. The specific marking rubrics for this coursework are as follows:
Structure, Style and Presentation (20%)
The coherence of the assignment and whether it examines the topic in sufficient breadth and depth. The extent to which analysis and conclusions are supported by academic and organisation sources, and these are referenced using the Harvard style of Referencing.
Understanding of Issues; Depth of Analysis and Critique; Validity and coherence of the PM system (60%)
The extent to which the assignment meets the key requirements of the brief: namely, using academic concepts, frameworks, theories, and empirical evidence to a) identify the main challenges that might arise from the case organisation’s current approach to performance management; b) develop an HR approach and practices to managing performance and rewards while fostering employee development and well-being.
Quality of Research and Use of Sources (20%)
Use of relevant texts, journal articles and evidence of wider reading. Judicious and critical incorporation of reports from professional bodies such as CIPD.
