Tasks
As the HR Manager, you are required to produce a technical report to the CHRO based on the following:
1. Apply Fitz-Enz’s Human Capital-to-Enterprise pathway based on the information from the case vignette (Please exclude the human capital management level). (10 marks)
2. Apply the steps based on the scientific process in Bauer et al. (2019) for data set 1 (see Appendix 1) and prepare a data analysis report in the following manner (Please only apply analytic methods taught from this course, other analytic methods will NOT be marked):
(a) Identify the problem faced by the organisation and the purpose of the survey as indicated in data set 1.
(b) Conduct research (based on reputable academic journals) on the factors (i.e., independent variables) relating to the dependent variable as indicated in data set 1. From your research, briefly summarise the research that explains the relationship between each factor (i.e., independent variable) and the dependent variable. Then, develop hypotheses for each factor (i.e., independent variable) and its relationship with the dependent variable.
(c) Analyse data set 1 in the following manner:
(i) Examine and report the reliabilities of each measurement scale. (Attach the SPSS output as Appendix 1 in your TMA).
(ii) Explain an appropriate statistical analysis to use. Then analyse the data using the appropriate statistical analysis and report the descriptive statistics and the statistical analysis output and conclusions (You are required to recreate the required tables from the output in the main report. Then attach the SPSS output as Appendix 2 in your TMA).
3. Apply the following steps based on the scientific process in Bauer et al. (2019) for data set 2 (see HRM318-2025Jan-LearnChamps-DataSet2-CarDev.csv) and prepare a data analysis report in the following manner (Please only apply analytic methods taught from this course, other analytic methods will NOT be marked):
(a) Identify the purpose of the study as indicated in data set 2.
(b) Develop a hypothesis.
(c) Explain an appropriate statistical analysis to use. Then analyse data set 2 using an appropriate statistical analysis and report the output and conclusions (You are required to create the required tables from the output in the main report. Then attach the SPSS output as Appendix 3 in your TMA).
(d) To improve the careers of the facilitators, the CHRO has suggested to the CEO that senior facilitators can be equipped with advanced certifications. The CEO is interested to know what metrics are available to monitor this. Indicate the appropriate activity under the human capital measurement level in Fitz-Enz’s Human Capital-to-Enterprise pathway that is associated with this suggestion. Propose TWO (2) metrics that can be used with description of the metrics and how each measure relates to the talent gap.
General Formatting of the Report
1. Formatting
(a) Recreate Tables from the statistical output with accuracy following the 7th edition APA format.
(b) Attach required statistical outputs as appendices.
2. Citations and References
(a) All Citations and references need to follow the 7th edition APA format.
(b) For research, citations and references should be from credible and reputable journals where possible such as:
(i) Top 50 Journals from Financial Times
https://www.ft.com/content/3
405a512-5cbb-11e1-8f1f-00144feabdc0
(ii) Q1 Journals from Scaimago Journal & Country Rank https://www.scimagojr.com/journalrank.php
(e.g., subject Areas in Business, Management and Accounting; Psychology)
Additional Information
- LearnChamp data set 1 Organisational Development Survey data is uploaded on CANVAS. The filename is titled: HRM318-2025Jan-LearnChamp-DataSet1-
Survey.csv. Details of the survey can be found on Appendix 1.
HRM318 Tutor-Marked Assignment SINGAPORE UNIVERSITY OF SOCIAL SCIENCES (SUSS) Page 10 of 14 - LearnChamp data set 2 Perceptions of Career Development data is uploaded on CANVAS. The filename is titled: HRM318-2025Jan-LearnChamp-DataSet2- CarDev.csv. Details of the data can be found in the case vignette.
- The assessment rubric is provided in Appendix 2.
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Organisation Development Survey Manual
The Organisational Development Survey captures five variables: Work Engagement, Career Development, Performance Appraisal, Supervisor Effectiveness, and Compensation and Benefits. These variables were all self-rated by the employees. These five variables were developed by external consultants that were hired by the organisation. Due to confidentiality
and anonymity, demographic variables were excluded from this dataset. The data are listed in the HRM318-2025Jan-LearnChamps-DataSet1-Survey.csv file. The descriptions of the five variables are highlighted below.
1. Work Engagement
Work Engagement measures an employee’s sense of significance from one’s work, feelings of enthusiasm, and pride about one’s job (Schaufeli & Bakker, 2004). There are six items used in this measurement scale. Employees rated these items on a 5-point Likert Scale (1 – Strongly Disagree, 2 – Disagree, 3 – Neither Disagree nor Agree, 4 – Agree, & 5 – Strongly Agree). Table 1 shows the description of items. Suggested keywords are work engagement and employee engagement.
Table 1
| Item | Description |
|---|---|
| ODS01 | My work gives me a sense of personal accomplishment. |
| ODS02 | I am able to sustain the level of energy I need throughout the work day. |
| ODS03 | I am doing something I consider really worthwhile in my job. |
| ODS04 | I am willing to work beyond what is required in my job in order to help my entity succeed. |
| ODS05 | I feel positive at work most of the time. |
| ODS06 | My entity energises me to go the extra mile |
2. Career Development
Career Development measures the perceptions towards career growth and career developmentopportunities such as through training and development in the organisation. There are six items used in this measurement scale. This measure is likely Employees rated these items on a 5-point Likert Scale (1 – Strongly Disagree, 2 – Disagree, 3 – Neither Disagree nor Agree, 4 – Agree, & 5 – Strongly Agree). Table 2 shows the description of items. Suggested keywords for research: Career development, career advancement, training, training and development, and learning and development.
Table 2
Items in Career Development
| Item | Description |
|---|---|
| ODS07 | There are opportunities for personal development and growth in thisorgansiation. |
| ODS08 | I can see long-term career opportunities in this organisation. |
| ODS09 | There are sufficient training opportunities for me to grow my career. |
| ODS10 | There are sufficient training opportunities for me to improve my skills. |
| ODS11 | The training I have received has prepared me for my job. |
| ODS12 | My possible career paths are clear in this organisation. |
3. Performance Appraisal
Performance Appraisal measures the perception of the fairness and usefulness of the performance appraisal in helping the employee to improve performance and career development. There are three items used in this measurement for the survey. Employees rated these items on a 5-point Likert Scale (1 – Strongly Disagree, 2 – Disagree, 3 – Neither Disagree nor Agree, 4 – Agree, & 5 – Strongly Agree). Table 3 shows the description of items. Suggested keywords for research: Performance appraisal, performance feedback, and performance evaluation.
Table 3
Items in Performance Appraisal
| Item | Description |
|---|---|
| ODS13 | My job performance is evaluated fairly. |
| ODS14 | The performance appraisal helps me to improve my job performance |
| ODS15 | The performance appraisal helps me to plan for my career development. |
4. Supervisor Effectiveness
Supervisor Effectiveness measures the employee’s perception of their supervisor’s ability to lead and manage. There are eight items in this measurement scale. Employees rated these items on a 5-point Likert Scale (1 – Strongly Disagree, 2 – Disagree, 3 – Neither Disagree nor Agree, 4 – Agree, & 5 – Strongly Agree). Table 4 shows the description of items. Suggested keywords for research: Supervisor effectiveness, supervisor support, leadership effectiveness, managerial effectiveness.
Table 4
Items in Supervisor Effectiveness
| Item | Description |
|---|---|
| ODS16 | My supervisor communicates well. |
| ODS17 | My supervisor is able to build the team spirit. |
| ODS18 | My supervisor promptly informs of key matters that affect our work. |
| ODS19 | My supervisor makes good decisions. |
| ODS20 | My supervisor provides coaching to help me do better in my job. |
| ODS21 | My supervisor gives me regular feedback. |
| ODS22 | My supervisor is receptive to my feedback. |
| ODS23 | My supervisor acknowledges me when I have done a good job. |
5. Compensation and Benefits
Compensation and Benefit measures an employee’s sense of how well the organisations pays, rewards and benefits. There are four items used in this measurement for the survey. Employees rated these items on a 5-point Likert Scale (1 – Strongly Disagree, 2 – Disagree, 3 – Neither Disagree nor Agree, 4 – Agree, & 5 – Strongly Agree). Table 5 shows the description of items. Suggested keywords for research: Compensation and benefits, pay
management, total rewards management, organisational rewards, and pay satisfaction.
Table 5
Items in Compensation and Benefits
| Item | Description |
|---|---|
| ODS24 | My organisation’s benefits are similar matched to our competitors. |
| ODS25 | My pay is similar matched to other equivalent positions in our competitors. |
| ODS26 | I am paid fairly for my job. |
| ODS27 | My organisation is able to retain good performers |
Reference: Schaufeli, W., & Bakker, A. (2004). Utrecht work engagement scale preliminary manual.
Assessment Rubric
