Please answer these three questions by the form of paper.Our teacher has required us to divide the paper into 6 parts. 4500 words for total.1. The introduction of these three questions.2. Question one.3. Question two.4. Question three.5. The conclusion.6. ReferenceThe required repetition rate is below 10%. This is a doctoral assignment. Please complete it with care.
dba_shrm__amp_amp__leadership_cw_assignment_jan_2019.docx

Unformatted Attachment Preview

( Total Expected Word Count = 4500)
CASE SCENARIO : How technology is driving skills development within the
Oil & Gas Industry
The oil and gas industry is a diverse sector that operates globally, both onshore and offshore.
Over 400,000 people are employed in the UK industry alone, with the majority of these
employed onshore. Both offshore and onshore environments offer a wide variety of roles from
drilling to design, accounts to engineering and HR to PR.
As a technology-led business, the oil and gas industry is constantly changing and developing
with roles following suit. However, attracting employees with the desired skills and abilities
can be challenging across the sector. Companies require skilled people, in both onshore and
offshore roles, in order to extract oil and gas safely, whilst acting in an environmentally
responsible way, and remaining profitable at the same time. The industry requires a highly
talented workforce, meaning the search for talent is extremely competitive.
There are many factors affecting the employee marketplace, such as the UK’s ageing workforce
and the need for appropriate skills and qualifications. These factors may contribute to future
skills shortages as they reduce the pool of suitably qualified candidates that the oil and gas
sector can recruit from. For example, increasingly oil is located in deeper waters and with this
comes the challenge of accessing pipelines and structures safely. The role of Divers is now
supplemented by the use of Remotely Operated Vehicles (ROVs) for tasks including the
inspection of pipelines and in continuing maintenance. The operation and control of ROVs
requires specialist skills and knowledge at both Technician and Graduate level. As the oil and
gas industry locates and explores previously challenging reservoirs, innovative technology is
at the forefront. This is an integral part of a number of roles ranging from drilling to seismic
interpretation. In order to keep pace with these advances a diverse range of core skills and
competences are fundamental. The industry supports many diverse roles. Not all roles within
the industry require technical or scientific skills. Commercial skills are also essential for many
of the roles based onshore.
Careers for life are now relatively rare in the UK. Individuals now have more varied career
options, career progression routes and more opportunities. Companies within the industry
often employ contractors to fill specific short-term roles. This is often the case when there is a
need to manage increased production levels or when the use of specialist equipment is required.
Companies need to ensure the required skills are not already available through salaried staff
before hiring contractors for the specific role. However, as technology is constantly changing,
the workforce requires ongoing development to ensure employees have the correct skills to
perform their job role effectively
——————-END OF PAGE——————–
YOU ARE
EXPECTED TO ATTEMPT ALL THREE (3) QUESTIONS GIVEN
BELOW. EACH QUESTION CARRIES EQUAL MARKS.
QUESTION 1
Applying the scenario presented above, provide a critical discussion on what you consider as
the key challenges for HR specialists within the function of Strategic Human Resource
Management and leadership. Concepts and Frameworks on Business Strategy and HR Strategy
are expected to be discussed and linked to the proposed HR Strategies and Business Strategies
of the organizations within the Oil & Gas Industries.
( 20 marks)
QUESTION 2
Taking on the role of HR consultant within the Oil & Gas companies, conducting a critical
analysis of industrial and environmental factors, identify and evaluate on the main areas of HR
activity that currently need further attention. How can the HR team further develop the
knowledge and skills of the workforce in O&G companies, to move these organizations
forward in the next two, five and ten years.
( 20 marks)
QUESTION 3
Within the context of strategic leadership of the HR function provide a discussion (with
relevant theoretical support) on how managers can leverage on the engagement, involvement
and motivation of a competent workforce. What are the possible limitations that can impact its
overall effectiveness in supporting Strategic HR goals?
( 20 marks)
TOTAL = 60 MARKS
COURSEWORK ASSIGNMENT 1 : ASSESSMENT CRITERIA AND GRADING SHEET
Excellent
Good
Acceptable
Below Average
Poor
5
4
3
2
1
Assessment
Criteria
Weighting
Description
5
4
3
2
1
Relevance
15%
15
12
9
6
3
Knowledge
20%
20
16
12
8
4
Analysis
15%
15
12
9
6
3
Argument and
Structure
Critical Evaluation
15%
15
12
9
6
3
15
12
9
6
3
Presentation
10%
10
8
6
4
2
Reference to
Literature
10%
Directly relevant to the requirements
of the assessment
A substantial knowledge of relevant
material, showing a clear grasp of
themes, questions and issues therein
Comprehensive analysis – clear and
orderly presentation
Well supported, focused argument
which is clear and logically structured.
Contains distinctive or independent
thinking; and begins to formulate an
independent position in relation to
theory and/or practice.
Well written, with standard spelling
and grammar, in a readable style with
acceptable format
Critical appraisal of up-to-date and/or
appropriate literature.
10
8
6
4
2
Total Score
100%
15%
Assignment guidelines
General
Word Count – The word count is indicative. Try to stay with allocated word count as far as possible.
Marks are gained for facts and conciseness and marks are lost for unnecessary material.
As a postgraduate student, there is no excuse for poor spelling, bad grammar, or lack of formatting.
Use one and half spacing with 12- point font and pages must be numbered. Use New Times Roman.
Table of contents and numbering
A comprehensive table of contents is required, with section numbers, section headings, and page
numbers. It will include the List of references, a List of appendices, a List of figures, and a List of tables,
all with page numbers indicated. All sections and pages should be fully numbered.
Introduction
An Introduction should be provided at the beginning to summarize the structure of the following
sections of the report/assignment. The introduction does not contain theory, nor does it contain any
conclusions or recommendations.
Body of assignment
This is an academic assignment, so it is essential that your statements be justified by relevant academic
theory. For example, don’t just use terms like ‘stakeholder’– explain why you selected those terms,
and the academic theory to justify their use. A major failing of students is to simply ‘describe’ the
processes that have happened. At postgraduate level, you are expected to be able to apply recognized
theory to situations, and form opinions. You will often find conflicting opinions from so-called
‘experts’. You should be developing analytical and communication skills. You are expected to use your
judgment to analyse problems, make value judgments as to whether it is good or bad (or both), use
existing academic theory from a range of sources to justify your position, and to argue whether
something is valid or not. In the study of management, there is no right or wrong answers, only lots
of opinions, many of which change over a period of time. Show that you can act as managers, and
communicate your opinions. Major sections should start on a new page. You will be surprised just how
much more readable it makes your assignment / report.
Referencing
Referencing is NOT just inserting a list of publications at the end of the report and this is not
acceptable. Referencing is NOT just inserting a citation at the end of each paragraph and such practice
is not acceptable.
At postgraduate level, you are expected to cite at least 10 to 15 different sources of reference
material, and to make multiple references to such material. References MUST be cited using Harvard
system (which is author/date). Please do not use footnotes, etc. Read your Communication skills
handbook for information on how to cite reference materials. References must be listed alphabetically
by author in a single List of References at the end of each assignment. Do not put multiple lists of
references at the end of each section or part.
Figures and tables
There are many instances where diagrams and tables would assist in the communication of
information, and the reduction of word length. For example, if a stakeholder analysis were required,
it would be much more clearly understood if presented in a table. Figures and tables must be
numbered in some logical way, so they can be listed on the Contents page, and referred to in the text.
A recommendation is that you call it Figure/Table X.1, X.2 etc. where ‘X’ represents the section
number. Consecutive numbering through the whole document (rather than by section) can mean lots
of renumbering if there are changes. Tables should not run over onto following pages. Start them on
a new page to avoid this. If they are multi-page tables, then think about making them into an appendix.
Use a smaller font (10 point) and single line spacing to reduce the size of tables.
Appendices
Larger amounts of relevant material (such as sample documents or supporting material) should be put
at the end of the assignment in an Appendix after the List of References. Smaller charts or summaries
could be located in the text, but anything over a page becomes a distraction. Appendices should be
numbered sequentially (Appendix 1, Appendix 2, etc). Unnecessary and irrelevant information should
not be attached. Size of assignments has no bearing on marks achieved.

Purchase answer to see full
attachment