NRMT90018 Human Resource Management HR assignment 代写

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FACULTY OF VETERINARY & AGRICULTURAL SCIENCES

NRMT90018 Human Resource Management

Semester 1, 2017

The University of Melbourne

Building 142, Royal Parade

Parkville VIC 3010 Australia

PUBLISHED BY: FACULTY OF VETERINARY & AGRICULTURAL SCIENCES

THE UNIVERSITY OF MELBOURNE, VIC 3010

NRMT90018 Human Resource Management – 2017

 The University of Melbourne 2017

All these materials are subject to copyright. Apart from copying permitted under the Copyright Act and its

amendments, neither this book nor any part of it nor audio visual programs associated with this book, may be

reproduced in any form or by any means, without written permission.

2

NRMT90018 Human Resource Management HR assignment 代写

Contents

Your lecturer: Associate Professor Ruth Nettle 3

Profile 3

Contact 3

Teaching staff 3

Tom Phillips- Tutor 3

Introduction to Human Resource Management 4

Objectives 5

Assessments 6

Assessment and Relationship to objectives 6

Due dates 6

Important academic policy re assessment deadlines 6

Assessment requirements 6

Submitting your Assignment 6

Assessments for this subject 6

Assessment A 7

Assessment B 9

Assessment C 17

Teaching Approach 18

Reading 18

Referencing 18

Legal disclaimer 18

Bibliography 19

Library hours 19

Timetable 2017 20

Plagiarism Statement 23

NRMT 90018 - Human Resource Management 2016

Your lecturer: Associate Professor Ruth Nettle

Profile

Ruth Nettle leads the Rural Innovation Research Group in the Faculty of

Veterinary & Agricultural Sciences. The Rural Innovation Research Group

consists of a team of social scientists conducting research, teaching and

development for addressing critical issues of innovation and change in rural

communities, farming systems, and the management of human and natural

resources.

Ruth teaches on-line and face-to-face undergraduate and postgraduate

subjects in innovation and change, human resource management, social

research methods and leadership.

Ruth helps agricultural industries and natural resource management

agencies design, implement and evaluate research, development and

extension programs and has worked with the dairy, cotton, grains and meat

and livestock sectors as well as rural communities and State governments in

Victoria and New South Wales.

Between 2006 and 2012, Ruth was the lead researcher for Dairy Australia’s

People in Dairy program (www.thepeopleindairy.org.au), conducting

research into human resource management practices, their impact on farm

businesses and sectoral workforce development, as well as supporting the

development of interventions and policies for ‘valuing people’.

Contact

Telephone: +61 3 8344 4581

Email: ranettle@unimelb.edu.au

Teaching staff

Tom Phillips-

Tutor

Tom worked with OneFarm (Centre of Excellence in Farm Business

Management) based at Massey University, New Zealand. He holds a MAgSc

and BAgSc.

His role was primarily connectivity with rural professionals and farmers

which includes website management, webinars, blogs and social

media/digital strategy, and group extension work, and some farm

management teaching to final-year degree students. His research areas are

Maori Trust Farm Governance and Management, the use of social media by

rural professionals and farmers, and a Living Lab social science project

“Knowing Rivers” in Taranaki. Prior to his academic career, Tom worked for

40 years as a dairy industry / farm consultant in NZ, Australia, Taiwan, UK,

France, Ireland and a number of other EU countries including Latvia and the

Netherlands.

Kulanthi Salgado Kulanthi has studied Human resource management and organisational

psychology and is currently completing her PhD on skilled migration in

the Australian dairy industry

NRMT 90018 - Human Resource Management 2016

Introduction to Human Resource Management

NRMT 90018 - Human Resource Management 2016

Managers in both small-medium enterprises and larger organisations require an

understanding of the strategic and operational role of human resource management

(HRM). It has long been recognised that the effective deployment and development of

human resources constitutes one of the key areas of competitive advantage for modern

organisations.

The subject introduces principles of strategic HRM for organisations and evaluates

models and approaches for the performance of key HRM functions applicable to a

large range of agri-food and agri-business organisations across value chains (e.g.

farms, processors, professional services, government, R&D organisations). Topics

include: human resources planning; job analysis and design; recruitment and selection;

managing diversity and work-life balance; performance management; remuneration

and reward; training and skills development; industrial relations and workplace health

and safety; human resources leadership.

The subject builds on the Leadership subject (NRMT90017) in identifying the

contribution of HRM to organisational development and organisational effectiveness.

Objectives

The objective of this subject is to extend the participant’s ability to:

- Understand the strategic and operational roles of human resource

management (HRM) in agri-organisations

- Distinguish between the roles of the HRM specialist and the role of

the agri-organisation line manager in performing operational and

strategic roles

- Evaluate different approaches to organising key HRM functions

related to innovation/competitive advantage such as team

development, and management of issues such as change, conflict

and creativity. Functions covered include: human resources

planning; job analysis and design; recruitment and selection;

managing diversity and work-life balance; performance

management; remuneration and reward; training and skills

development; industrial relations and workplace health and safety

human resources leadership

- Recognise the key features of the Australian industrial relations

system and identify the sources and terms and conditions for

relevant employment categories for agri-organisations

- Have a general knowledge of issues associated with International

HRM particularly within multi-national organisations

- Appreciate the role of agri-organisation leaders and HR managers in

organisational improvement.

NRMT 90018 - Human Resource Management 2016

Assessments

Assessment and

Relationship to

objectives

Student progress will be assessed through various means. The

understanding and application of HRM theory and research

methods will be assessed through two written assignments, and

participation in the online discussion forum (details below).

A comprehensive understanding of human resource management

in Australia and a broad understanding of international HRM, and

its impact on organisational culture, performance, group

dynamics, and related topics, will be assessed through a

literature review and case study analysis during semester.

Due dates

The due dates for Assessments can be found on the individual

assessment outlines in this document.

Important academic

policy re assessment

deadlines

No extensions to the due date are possible unless reasonable

request are made prior to the due date. Exceptional

circumstances (as per the University policy) are provided here.

Late assessments will attract a mark penalty of 10 % per day late.

Assessment

requirements

A reasonable standard of presentation is required. In exceptional

cases poorly presented or inadequate assignments may be

returned for re-submission. Any assessment that is returned will

receive no greater than a pass grade. Extensions may only be

granted following a request in advance of the due date.

Submitting your

Assignment

For guidelines on how to present, and reference and format your

assignment, please refer to the Student Style Guide on the LMS.

Assessments for this

subject

A Literature review Essay 25 %

B Case study report 50 %

C Discussion forum 25 %

NRMT 90018 - Human Resource Management 2016

Assessment A

Essay: Application of HRM theory into practice – 25 %

Word limit: 1500 words

Due date: Monday April 3rd at 5 pm

Students will examine the literature associated with one topic in HRM in

some depth and apply this knowledge to either a real case study

organisation/business or propose an application to a hypothetical

organisation/business in the agri-food, agri-business, or land and natural

resource management sector.

Assignment task

1. Choose an HRM topic of interest to you from the weekly HRM topic

list (Weeks 1- 5).

2. Write a literature review in the form of an essay about this chosen

topic. The essay should cover:

- the relevance of the topic and the literature to the success of

organisations/businesses;

- current research about this topic; and

- ideas/suggestions on the application of concepts from the

literature or research into practice in an organisation/business

from the agri-food, agri-business or land and natural resource

management context. The case examples could be sourced on

the internet or from discussions on case studies in the first 4-5

weeks of class.

Allocation of marks

The allocation of marks will follow the template below.

NRMT 90018 - Human Resource Management 2016

NRMT90018 HRM

Assessment A: Essay – Marking template

Students __________________________________________________________

Class Time ____________________ Date ___________________________

Topic ________________________________________________

Area Expectation

Your topic title Ensure it is linked to one of the week’s topic content (choose from Weeks 1-

5).

Brief abstract Ensure you include your findings and conclusion (200 words max).

Introduction What this topic is about and why it is important to businesses/organisations

(300 words max).

Body of essay with

subheadings

Key literature and research about the topic and its significance or contribution

to business/organisation outcomes (how focusing on this aspect of HRM

improves outcomes); key elements or principles from the literature about this

topic; and debates in the literature associated with this topic.

/10

Application to case

study

business/organisation

What does the application of this topic of HRM look like in practice?:

proposed or real examples.

Ensure you identify any downsides from implementation and/or how success

of implementing this aspect of HRM could be judged (i.e. propose indicators

of successful implementation).

Conclusion and

NRMT90018 Human Resource Management HR assignment 代写

recommendations

Include remaining gaps or uncertainties about this topic.

References Minimum of 5 academic/journal paper references highly relevant to the topic

of choice and to the application to your case study or hypothetical

organisation.

Overall presentation Easy to read; well laid out; follows academic standards; proofread.

TOTAL Grade _________ / 25 %

NRMT 90018 - Human Resource Management 2016

Assessment B

Choose your own Topic Case Study – 50 %

Word limit: 2500 words

Due date: Monday 5 th June at 5 pm

Task: Choose ONE topic; either A, B, or C

NRMT 90018 - Human Resource Management 2016

OPTION A: Toward strategic HRM at your organisation

Report on an agri-food, agri-business, or land and natural resource management organisation

of your choosing. This is typically the organisation that you work within. If you are currently

not working within an agr-ibusiness or agri-food organisation, then you should select a

business that you know a little about, or for which information is available (e.g. online). This

may involve contacting the HR Manager at the organisation for additional information.

The final assignment involves drafting a report on your case study organisation that integrates

your learning and reading, and some of the tasks set throughout the course. It can be helpful to

consider your role as that of a consultant to the organisation and you are delivering a report to

the CEO.

Submit a report on your organisation that focuses on Strategic Human Resource Management

and includes:

1. A brief description of the organisation and its work force.

2. A brief analysis of the strengths, weaknesses, opportunities and threats (including

competitive challenges) facing the organisation (SWOT).

3. Related to strategic HRM and 1 and 2 above:

a. provide an outline and analysis of the current performance management system and

an analysis of the potential contribution of a new performance management system.

b. provide an outline and analysis of the current training commitment in the

organisation relative to needs and how the concept of the ‘learning organisation’

could be applied.

c. provide an outline and analysis of the current OH&S policies and implementation and

how this could be improved.

4. Conclude the report with a critical consideration of the concept of strategic HRM in the

organisation (i.e. the extent to which there is evidence of a strategic emphasis on HRM) and

ways to enhance strategic HRM in the business/organisation.

The relative emphasis placed on the sections 3 a,b,c. should reflect the relative importance of

these factors to your organisation and their relevance to confronting the challenges faced by the

organisation. In making your argument, you should draw on the HRM literature covered in the

course and relevant to your discussion.

There is a 10 % leeway limit however words in excess of 3000 will not be taken into

consideration for assessment. While the word count does not include any appendices, you

should remember that material in appendices will not be taken to directly contribute to your

argument or case, but are to be regarded as supporting documentation only.

A marking template for each option is be provided. On your cover page - make sure you identify

which option A, B or C you have chosen.

NRMT 90018 - Human Resource Management 2016

OPTION B: Strategic planning for human resources at the VET group

Develop an HRM strategy in the form of a report for the VET Group

The VET group business is owned predominantly by 8 major shareholders, with a 9 th share (in

similar size) being owned by 7 smaller investments held by employees of the business.

The 8 major shareholders include 2 over 60, 3 in their fifties and 3 in their mid-late forties. Two of

these shareholders have left the business and have sought alternative career paths. It is

anticipated that in the next 5 years there will be at least 3 more of these shareholders exit the

business.

The capitalised value of the business is $4M (a lot in good-will, equipment) with most facilities

being leased.

Who would want to own, manage and/or run this veterinary business in years to come?

Considerations for the VET group are:

 How do they motivate younger employees such that they will be prepared to stay (be

retained) and invest in the business?

 If veterinarians are employees only, with no equity or share in the business, does that

impact on organisational commitment?

 Would new investors, for instance from the younger veterinarians, want to see change in

responsibilities of employees and business owners to make them want to invest?

 Professional service providers (vets) really suited to a corporate style of governance and

leadership or do they need to have overriding responsibilities in management and

leadership in the long run?

Attraction and retention of staff are important issues for professional services and there is often

limited transition of ownership in veterinary businesses. Changes in the structure of professional

service businesses will affect future professionals working in them, and the type of services they

offer.

The strategic plan for the Vet Group is available to you. Further, an attached scanned article from

the current edition of ‘Vet Practice’ provides some background to the issues for veterinary

practices. Attracting and retaining dairy cattle veterinarians at The Vet Group given that the

industry has a reputation for low professional salaries, poor HRM practices and varied training

and career opportunities is an ongoing issue.

In your HRM strategy report, and from the perspective of attracting and retaining the interest and

motivation of veterinarians within and outside the business to enter into business ownership,

ensure you cover:

1. Work design and remuneration strategies

2. Training and development strategies related to business management and business

investment and leadership

3. Pathways into business ownership from a motivation/retention perspective

 Ensure practical ideas are included along with supportive literature. Draw on as many aspects of

HRM that you feel are relevant, and support your recommendations with theory and academic

literature.

 Note: Do not contact The Vet Group directly.

NRMT 90018 - Human Resource Management 2016

If you have any questions, please forward them to Ruth (ranettle@unimelb.edu.au), and we will

consolidate these and ask for the Vet Group to respond.

NRMT 90018 - Human Resource Management 2016

OPTION C: Turning it around at Best Beef Quality Foods

This assignment choice involves a fictional case study business. All resources for this case study

are available on the LMS under the ‘BestBeef’ website link.

You are working in a consultancy team focusing on improving HR performance in small-medium

sized businesses. You have been brought into Best Beef Quality Foods (BBQF) by the Managing

Director, Frank Best to advise on how productivity and performance at BBQF can be improved.

You will be notified when the Best Beef website is active on LMS.

Frank admits that the company is not performing very well. The company has grown steadily over

the past few years as the scope and scale of the business has expanded but there are problems

with profits and productivity.

Frank wants a report that outlines the issues and possible initiatives or reforms that could be

considered. He has indicated that staff have been told that a review of HR policies and practices is

going to be undertaken, but that there won’t be any redundancies as a result. He has also stated

that he is prepared to spend some money to ‘turn things around’ at the workplace but that the

company does not have much money and he will need to be convinced that reforms will lead to

good returns that can be realised within twelve months.

You can find out more about Best Beef Quality Foods by following the link to the website. We’ve

even had a chance to interview some of the staff in preparation for the review.

You need to prepare a written report that recommends specific HR reforms and initiatives setting

out the options and recommendations, including justification. Where appropriate, support these

recommendations with insights from the academic literature. While the report can address any

HR issues and recommendations it is expected that the report will at minimum address three

areas of HR practice:

1. Performance management and appraisal

2. Remuneration management

3. Diversity management and work-life balance

The report should be structured according to these three topics and may include reference or

recommendations pertaining to other areas of HR practice and policy. The balance of the report

should reflect the priority and importance you attribute to areas of HR practice and policy in the

context of the problems confronting BBQF. Costings and timelines for change should be

estimated.

For the purposes of the assignment you may assume other facts, providing they are consistent

with the background provided.

NRMT 90018 - Human Resource Management 2016

NRMT90018 HRM

Assessment B: Case study – Marking template

OPTION A: Strategic HRM at your organisation

Student ____________________________________________

Topic ____________________________________________

Context

A brief description of the organisation and its work

Analysis

An analysis of the strengths, weaknesses, opportunities and threats

(SWOT) (including competitive challenges) facing the

organisation. Highlight how the SWOT overlaps with Strategic HRM

considerations.

Consideration of at least

3 areas of strategic

HRM to this

organisation

A consideration of the current performance management system and

an analysis of the potential contribution of a new performance

management system

An analysis of the training commitment, needs and the possible

application of the concept of the ‘learning organisation’.

An assessment of the current OH&S policies and implementation.

The relative emphasis placed on each of the above sections should

reflect the relative importance of these factors to your organisation

and their relevance to confronting the challenges faced by the

organisation. In making your argument, you should draw on the HRM

literature covered in the course and relevant to your organisation.

/30

Critique strategic HRM

A critical consideration of the concept of ‘strategic HRM’ and its

application to your organisation and the challenges it faces

References

A minimum of 5 relevant HRM journal papers and additional

appropriate references.

Overall lay-out and

presentation

A professional report that can be sent to client as is.

NRMT 90018 - Human Resource Management 2016

NRMT90018 HRM

Assessment B: Case study – Marking template

OPTION B: Strategic planning for human resources at the VET group

Student ____________________________________________

Topic ____________________________________________

Executive summary Include findings and conclusions for the VET group

Introduction Outlines your understanding of the issues for the Vet group and

the request

An analysis of the issues for

the VET Group

 Work design and remuneration strategies

 Training and development strategies related to business

management and business investment and leadership

 Pathways into business ownership from a

motivation/retention perspective

/10

Provide solutions with

justification from literature

 Retaining and developing vets to increase organisational

commitment and co-investment in the business

 Ways to attract and retain the interest and motivation of

veterinarians within and outside the business to enter into

business ownership.

Ensure that it is consistent with the business strategy, and will

not cause a negative impact on other aspects of the business.

/20

Conclusion and

recommendations

Conclude with link back to VET group Strategic Plan;

consideration of cost-benefit of suggested changes / realism of

changes.

How the suggestions will make a real difference to the VET

Group.

References

A minimum of 5 relevant HRM journal papers and additional

appropriate references.

Overall lay-out and

presentation

A professional report that can be sent to the VET Group as is.

NRMT 90018 - Human Resource Management 2016

NRMT90018 HRM

Assessment B: Case study – Marking template

OPTION C: Turning it around at Best Beef Quality Foods

Student ____________________________________________

Topic ____________________________________________

Executive summary

Include findings and conclusions for BBQF.

Introduction

Outlines your understanding of the issues for BBQF and the

assignment/report.

Consideration of at least 3

areas of strategic HRM to

BBQF

A. Performance management and appraisal system and an

analysis of the potential contribution of a new performance

management system.

B. Remuneration management.

C. Diversity management and work-life balance.

In making your argument, you should draw on the HRM literature

covered in the course and justify relevance to BBQF.

Provide solutions and justification.

/30

Conclusion and

recommendations

Conclude with link back to BBQF needs; consideration of cost-

benefit of suggested changes/realism of changes. How the

suggestions will make a real difference to BBQF – what they can

expect and over what time frame.

References

A minimum of 5 relevant HRM journal papers and additional

appropriate references.

Overall lay-out and

presentation

A professional report that can be sent to BBQF as is.

NRMT 90018 - Human Resource Management 2016

Assessment C

Discussion Forum – 25 % (5 % per Forum post)

Word limit: 300 words/Forum post (excess words will not be marked)

Due dates: 1) March 6, 2) March 20, 3) April 3, 4) May 1, 5) May 15

Due time: 9 am

Students are expected to discuss and engage with fellow students on

issues of HRM over the semester by responding to questions posed on

the LMS. Online participation in the Discussion Forum each week is an

integral component of this subject.

Each discussion Forum is marked (5 marks) and a score out of 25 is

provided for the Forum overall at the end of the subject. You will be

provided with a mark for each discussion forum. The subject coordinator

and tutors will also engage in the Forum.

A minimum grade of 50 % is required in this component.

Marks are allocated according to:

- Your participation/engagement with other students’

queries/debates/statements (2);

- The quality of questions posed or the contribution you make

based on examples AND literature that are highly pertinent to

the week’s topic (2); and

- Posts that are succinct and to the word limit (1).

NRMT 90018 - Human Resource Management 2016

Teaching Approach

Reading

The study schedule presented on the following page is the

recommended minimum requirement for this subject. Students

should engage in additional reading of the scholarly Human resource

management literature in order gain to a greater appreciation of the

subject covered.

Referencing

It is important that you refer to your Faculty’s Student Style Guide

for appropriate referencing techniques.

Legal disclaimer

The materials for this subject have been prepared for the purpose of

study by students undertaking the FVAS Masters programs. Whilst

all due care has been exercised in the preparation of these

materials, it is not asserted that they are fully comprehensive or

accurate in every detail.

NRMT 90018 - Human Resource Management 2016

Bibliography

These lists are merely guides as to what you should purchase or borrow to assist you with

your studies.

Library contact

www.library.unimelb.edu.au/contact_the_library

Enquiries direct to Baillieu Library: telephone

136352

Library hours

Baillieu Library hours during semester are:

8.30 am – 10.00 pm M, TU, W, TH

8.30 am – 6.00 pm F

11.00 am – 5.00pm SAT, SUN

Giblin Eunson Library hours during semester are:

9. 00 am – 9.00 pm M, TU, W, TH

9.00 am – 6.00 pm F

11.00 am – 5.00 pm SAT, SUN

Recommended

text

Kramar, Bartram, De Cieri, Noe, Hollenbeck, Gerhart, Wright

(2014). Human resource management: Strategy, people,

performance. 5th Edition. North Ryde, NSW: McGraw-Hill.

Copies are available at the Co-op Bookstore at the Parkville campus.

The publication is also available as an electronic copy from McGraw-Hill.

Reading list

A reading list will be available for each week of the subject

Timetable 2017

Week/Date Topic/Theme Content and delivery Face-to-face workshops

Doug McDonnell

Building 309 – Denis

Driscoll theatrette

Assessment due

Week 1

What is HRM

HRM: Rhetoric or reality?

Strategic HRM

 Lecture 1

 Tutorial 1

 Discussion Forum 1

 Readings

Friday 3rd March at 9.30am

TP, KS

On-line Discussion Forum 1:

 Posts close Monday 6th March at 9 am

“Introductions and expectations”

Week 2

Attractive workplaces  Lecture 2

 Readings

Friday 10 th March at 9.30am

Week 3

Productive employees

 Greening the workplace

 Strategies to boost productivity and

wellbeing?

 Lecture 3

 Discussion Forum 2

 Readings

Friday 17 th March at 9.30am

Guest lecture: Dr Kate Lee:

does a ‘green’ work

environment increase

employee productivity?

“Assignment help and

course questions” (TP)

On-line Discussion Forum 2:

 Posts close Monday 20th March at 9 am

“ Attracting and retaining employees”

Week 4

Keeping talented employees

 Retention-turnover

 targeted strategies, blanket

 Lecture 4

 Tutorial 2

 Assessment 1 due

 Readings

Friday 24th March at 9.30am

Case study: provided by

Tom Phillips

Literature Review Essay - 1500 words (25 %):

 Due April 3th at 5 pm

 Submit via Turn-it-in on the LMS

Assessments page

“Application of HRM theory into practice-

choose own topic”

Week 5

Training a workforce

 Training not just important for skills

 Lecture 5

 Discussion Forum 3

Friday 31 st March at 9.30am

On-line Discussion Forum 3:

 Posts close Monday 3rd April at 9 am

“Training and motivation”

Week 6

10 th April

HRM and Innovation pt 1: Managing diversity

 How HRM enhances innovation in an

organisation/business; diversity

 Lecture 6

Friday 7th April at 9.30 am

Case study provided by

Kulanthi Salgado

NRMT 90018 - Human Resource Management 2016

Week/Date Topic/Theme Content and delivery Face-to-face workshops

Doug McDonnell

Building 309 – Denis

Driscoll theatrette

Assessment due



NON TEACHING PERIOD: Friday 14 th April-Sunday 23 rd April inclusive

Week 7

HRM and Innovation pt 2: Remuneration and

reward management

 Pay strategies

 Things besides pay are important

 Lecture 7

No workshop (Good Friday)

Non-teaching-mid-semester

break from Friday 14 th .

Week 8

HRM and Innovation pt 3:

Towards more strategic performance appraisal/

management

 Lecture 8

 Discussion Forum 4

Friday 28 th April at 9.30am

Case study provided by Tom

Phillips

On-line Discussion Forum 4:

 Posts close Monday 1 st May at 9 am

“Performance pay and work-life balance”

Week 9

Keeping to the rules

(Industrial relations), (International HRM)

Theme: “Would western HRM work under IR law

in China?”

 Lecture 9

 Tutorial 3

Friday 5 th May at 9.30 am

Week 10

Review/refresh - Assignment help

 Lecture 10

 Discussion Forum 5

Friday 12 th May at 9.30 am

Case study provided by Chris

Hibburt (the VET group)

On-line Discussion Forum:

 Posts close Monday 15 th May at 5pm

“Reflections and learning”

Week 11

Leadership and HRM  Lecture 11

Friday 19 th May at 9.30 am

Week 12

Evaluating your HRM strategy /HRM metrics

Subject wrap

 Lecture 12

Friday 26 th May at 9.30 am

Assessment B due Monday

June 5 th

TP, KS

Case study - 2500 words (50 %):

 Due Monday 5 th June at 5 pm

 Submit via Turn-it-in on the LMS

Assessments page

NRMT90018 Human Resource Management HR assignment 代写A. Toward strategic HRM at your organisation

NRMT 90018 - Human Resource Management 2016

Week/Date Topic/Theme Content and delivery Face-to-face workshops

Doug McDonnell

Building 309 – Denis

Driscoll theatrette

Assessment due

B. Retaining, developing and motivating

younger and experienced workers

Turning it around at Best Beef Quality

Foods

Teaching staff

Co-ordinator: A/Prof Ruth Nettle: ranettle@unimelb.edu.au

Tutors: Tom Phillips; Kulanthi Salgado

Plagiarism Statement

The University and the Faculty of Veterinary & Agricultural Sciences take plagiarism and other

forms of academic misconduct seriously. Depending on the severity of the misconduct, you may

be suspended or expelled from the University.

The University Statutes and Regulations can be found at: http://www.unimelb.edu.au/Statutes

The University Academic honesty and plagiarism site has further information on academic

misconduct and plagiarism: http://academichonesty.unimelb.edu.au/

NRMT90018 Human Resource Management HR assignment 代写