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Global Strategic Management
3,500 words
Global Strategic Management – Linear to Circular Business Model Transformation
This assessment for the Global Strategic Management module examines how organisations can transform from traditional linear business models towards circular business models. Students must select one of four approved organisational cases and use the same case consistently across both summative assessments. The approved cases are SKF, focusing on servitisation and remanufacturing transformation; Sandvik, focusing on closed-loop materials and tool recovery; Volvo Construction Equipment, focusing on design for remanufacturing and lifecycle optimisation; and Husqvarna, focusing on access-based and circular consumer models. The assessment requires students to apply strategic management, sustainability and circular economy concepts to evaluate the transformation of the selected organisation. Assessment A is a Strategic Poster worth 30% of the overall module mark. The poster should visually and analytically map the transformation of the selected organisation from a linear to a circular business model. It contains three main components. First, students must identify and analyse external drivers using PESTEL, explaining the factors creating pressure or opportunities for circular transformation. Second, students must explicitly reconfigure the organisation's value chain, distinguishing between primary activities such as inbound logistics, operations, outbound logistics, marketing and sales, and service or lifecycle activities, and supporting activities such as firm infrastructure, human resource management, technology development and procurement. Third, students must identify one core structural strategic tension created by the transition. This tension should represent a built-in trade-off in which improving one strategic objective may constrain or challenge another. Assessment B is a Strategic Evaluation Report worth 70% of the overall module mark. The report has a word limit of 3,500 words with a 10% tolerance, excluding the table of contents, reference list and appendices. The report requires a comprehensive strategic evaluation of the selected organisation's transition from a linear to a circular business model and should integrate concepts and frameworks covered throughout the module. The first component of the report requires a Business Model Reconfiguration Analysis using the Business Model Canvas. Students should critically analyse how the circular transformation changes the organisation's value proposition, customer segments, customer relationships, channels, key activities, key resources, key partnerships, revenue streams and cost structure. The analysis should explain how value is created, delivered and captured differently under the circular model. The second component evaluates sustainability and legitimacy using an integrated analysis of the Triple Bottom Line, SAFe framework and stakeholder power and interest analysis. Students should assess economic, environmental and social sustainability, evaluate the suitability, acceptability and feasibility of the transformation, and identify stakeholders who can enable or constrain implementation. The third component requires students to analyse the same strategic tension identified in the poster. The tension should be evaluated in greater depth using appropriate strategic, sustainability and stakeholder frameworks, followed by a theoretically grounded and operationally feasible recommendation. The final component requires students to integrate four of their strongest reflective blog posts from the twelve seminar weeks. The reflection should demonstrate intellectual development, critical thinking, engagement with theory, seminar participation and responsiveness to tutor feedback rather than simply describing the content of the seminars. The assessment is expected to demonstrate Level 7 academic standards through integrated framework application, critical evaluation, strategic judgement and advanced reflective insight. Academic sources must be cited using Harvard referencing, with appropriate in-text citations and a complete reference list.
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International Human Resource Management
800 words
A Comparative Analysis of Cultural Factors Shaping Human Resource Staffing Strategies in International Enterprises
This assignment presents a comparative analysis of the cultural and institutional factors that influence human resource staffing and recruitment strategies in international enterprises. The case study focuses on VetDopomoga, a Ukraine-based international veterinary clinic chain that is considering international expansion into either the United Kingdom or India. The assignment requires an assessment of the potential benefits and challenges associated with operating in each market and the development of evidence-based recommendations for the organisation's international expansion. The poster begins by comparing the cultural and institutional environments of Ukraine, the United Kingdom and India. The analysis considers factors such as communication styles, hierarchy and power distance, individualism and collectivism, time orientation, labour-market characteristics and the regulatory and employment context. These factors are considered in relation to their potential influence on human resource practices, particularly recruitment. The assignment also requires the application of an international HR staffing strategy approach. Students must consider ethnocentric, polycentric, regiocentric and geocentric approaches and use their analysis to recommend which of the two potential markets VetDopomoga should enter first and which should be considered as the second market. The recommendation must be supported by evidence and clear justification. A cultural theory must also be selected and applied to analyse two relevant cultural dimensions. The available theoretical approaches include the Cultural Intelligence framework, Erin Meyer's Culture Map, the GLOBE Project and Hofstede's Cultural Dimensions Theory. The selected theory is used to examine the benefits and challenges of recruitment practices in Ukraine, the United Kingdom and India. The assignment further requires consideration of one major recent cultural, economic or political event affecting each country and an evaluation of how these developments may influence recruitment and international HR practices. Students must research best-practice recruitment examples from international veterinary enterprises operating in the UK and India and identify practices that VetDopomoga could adopt or adapt. Finally, the poster must provide a clear recommendation regarding the order of market expansion and identify three supporting recommendations. Visual elements such as diagrams, icons and charts should be used to communicate the findings clearly and concisely. The final poster should be no more than two pages and approximately 800 words, excluding illustrations, with appropriate Harvard in-text citations and a full reference list.
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International Human Resource Management / International Business
800 words
Comparative Analysis of Cultural Factors Shaping Human Resource Staffing Strategies in International Enterprises
This individual international human resource management assessment examines how cultural and institutional differences influence recruitment and staffing decisions in international enterprises. Students take the role of an HR representative for VetDopomoga, a Ukraine-based international veterinary clinic chain planning to expand into either the United Kingdom or India. The final output is a concise academic poster of up to two pages and approximately 800 words ±10%, supported by appropriate visual material. Assignment 1_The Comparative An… The first component requires comparison of the United Kingdom and India with Ukraine. Students examine relevant cultural characteristics, including communication style, hierarchy and power distance, individualism versus collectivism and approaches to time, alongside institutional factors such as labour-market conditions and employment or regulatory environments. This comparison provides the contextual basis for evaluating how recruitment practices may need to change across markets. Assignment 1_The Comparative An… Students must then apply an appropriate international HR staffing strategy, choosing from ethnocentric, polycentric, regiocentric or geocentric approaches. Based on their analysis, they must recommend which market VetDopomoga should enter first and which should follow, providing clear evidence-based justification. Assignment 1_The Comparative An… A central theoretical component requires application of one cultural framework, selected from the Cultural Intelligence framework, Erin Meyer’s Culture Map, the GLOBE Project or Hofstede’s Cultural Dimensions Theory. Students focus on two dimensions from their selected framework and use them to evaluate the benefits and challenges associated with recruitment practices in Ukraine, the United Kingdom and India. Assignment 1_The Comparative An… The poster must also examine a recent cultural, economic or political event affecting the three national contexts and explain its implications for international recruitment and staffing. Examples suggested in the brief include changing social attitudes following COVID-19, economic shifts affecting demand for specialist labour and post-Brexit employment or migration policies. Assignment 1_The Comparative An… Students additionally research best-practice recruitment examples from international veterinary enterprises operating in the UK and India and identify practices VetDopomoga could adopt or adapt in each market. The final recommendation must identify the preferred first expansion destination and provide three evidence-based reasons supporting the decision. Assignment 1_The Comparative An… Assessment criteria place strong emphasis on content and findings, theoretical application, critical analysis, source quality and Harvard referencing, as well as poster presentation and structure. High-quality work is expected to go beyond description by applying cultural theory directly to HRM practices and critically evaluating the implications of cultural and institutional differences for international recruitment decisions. Assignment 1_The Comparative An… Assignment 1_The Comparative An…
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Business Management / Strategic Management
50,000 words
Starbucks Labour Relations and Unionisation: Strategic Business Consultancy Analysis
his Masters-level Business Project presents a strategic consultancy analysis of Starbucks, focusing on the company's ongoing labour-relations challenges, unionisation disputes and associated legal, operational and reputational implications. The project examines how employee relations and organised labour can develop from a human-resource concern into a wider strategic management issue affecting corporate governance, organisational performance, stakeholder trust and long-term brand value. The report follows the consultancy structure required by the Business Project assessment, beginning with identification of a current organisational challenge and the resulting issues affecting the client organisation. The official brief requires the selected challenge to be connected with current affairs, emerging industry trends and the organisation's wider business strategy. It also requires evaluation of both internal and external stakeholders and analysis using conceptual and numerical secondary data. In the completed project, Starbucks' labour dispute and unionisation environment are examined through several strategic-management frameworks. PESTLE analysis is used to assess political, economic, social, technological, legal and environmental influences surrounding labour relations. SWOT analysis evaluates Starbucks' organisational strengths, weaknesses, opportunities and threats, while Porter's Generic Strategies considers the relationship between differentiation, competitive positioning and labour-management practices. The project also applies stakeholder analysis to groups including senior leadership, employees, unions, regulators, customers, investors and other external stakeholders. A major part of the analysis considers stakeholder power, interest, legitimacy and urgency. The assessment brief specifically requires students to identify internal and external stakeholders, assess their power and interests, and evaluate how the investigated business challenge affects each stakeholder group. The project concludes with evidence-based strategic recommendations designed to improve labour relations, governance and organisational resilience. Recommendations include strengthening good-faith bargaining, developing more consistent labour-governance practices, improving workforce systems and employee participation, incorporating labour-relations indicators into ESG and corporate reporting, and adopting a coordinated legal and reputation-management strategy. Overall, the work demonstrates the application of strategic management, stakeholder analysis, corporate governance, HRM and secondary-data evaluation to a contemporary organisational challenge. The official assessment requires recommendations to arise directly from the critical analysis and to explain how they create strategic value for the client organisation and its wider industry. The completed submission itself is titled Business Project and focuses on Starbucks; its contents include the organisational challenge, purpose of the report, stakeholder impact, secondary-data evaluation, and recommendations and conclusion.
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International Human Resource Management / International Business
801 words
A Comparative Analysis of Cultural Factors Shaping Human Resource Staffing Strategies in International Enterprises
This International Human Resource Management assessment examines how cultural, institutional and employment-related factors influence recruitment and international staffing decisions when an organisation expands into a new national market. Students take the role of an HR representative for VetDopomoga, a Ukraine-based international veterinary clinic chain considering expansion into either the United Kingdom or India. The task requires a comparative analysis of Ukraine and the selected host country, followed by evidence-based recommendations for adapting the organisation's recruitment strategy. The first element of the assessment evaluates the cultural and institutional environment of the selected country. Students consider factors such as communication style, hierarchy and power distance, individualism versus collectivism, time orientation, labour-market conditions, professional expectations and the regulatory or employment environment. These factors must be compared with the corresponding context in Ukraine to identify implications for international HR practice. Students must then apply an appropriate international staffing strategy, selecting from ethnocentric, polycentric, regiocentric or geocentric approaches. The selected strategy should be justified in relation to VetDopomoga's proposed international expansion and recruitment requirements. The poster must also apply one cultural framework. Students may use either the Cultural Intelligence Framework developed by Earley and Ang or Erin Meyer's Culture Map. Two relevant dimensions from the selected framework should be analysed to explain potential benefits and challenges for recruitment across Ukraine and the selected host country. Practical application is an important component of the assessment. Students research recruitment best practices used by international veterinary organisations operating in the UK or India and assess which practices VetDopomoga could adopt, modify or avoid. The poster concludes with three evidence-based reasons supporting expansion into the selected country. The final poster should be concise, visually structured and supported by diagrams, charts, icons or other relevant visuals. At least seven academic or professional sources are required, including the core International Human Resource Management textbook, with Harvard-style in-text citations and a full reference list. One important guideline: the assessment brief indicates Category 2 AI use — proofreading only, meaning AI-generated assessment content is not permitted under that category.
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Business and Management
34,000 words
Examining the Role of Cross-Cultural Communication in Enhancing Team Efficiency: Evidence from McDonald’s Multicultural Workforce in London
This dissertation examines the role of cross-cultural communication in enhancing team efficiency within McDonald’s multicultural workforce, with the study framed around the challenges and opportunities created by culturally diverse working environments. The research considers how differences in language, communication styles, cultural expectations and workplace behaviour can influence employee collaboration, productivity and organisational effectiveness. The study aims to assess cross-cultural communication within multicultural teams, analyse its relationship with team success, and identify cultural factors that can support stronger workplace collaboration. The research adopts a qualitative secondary-research methodology under an interpretivist and inductive approach. Evidence is drawn from peer-reviewed academic literature, McDonald’s annual and diversity reports, and relevant hospitality-sector studies. The collected evidence is examined through thematic analysis to identify recurring patterns relating to communication barriers, workforce productivity, multicultural collaboration and inclusive leadership. The analysis is organised around four principal themes: cross-cultural diversity and workforce productivity; communication barriers and cultural challenges; diversity management and inclusive leadership; and HR practices, employee motivation and organisational performance. The discussion considers issues such as language barriers, cultural adjustment, misunderstandings, workplace conflict, leadership representation, employee inclusion, recruitment, training, digital HR systems and the use of AI-enabled workforce technologies. The study finds that workforce diversity alone does not automatically generate higher productivity. Instead, the effectiveness of multicultural teams depends substantially on the communication structures, inclusive leadership practices and HR support systems used by the organisation. Effective cross-cultural communication can strengthen coordination, customer responsiveness, employee engagement and operational efficiency, while poorly managed communication differences can contribute to delays, misunderstanding, stress and conflict. The report concludes with recommendations for continued cross-cultural communication training, inclusive leadership development, conflict-resolution initiatives and multilingual communication support. It also recognises the limitation of relying on secondary evidence and identifies primary research with employees and managers as a potential direction for future research. Overview word count: approximately 350 words.
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Management / Business Management
5,000 words
Principles of Management: AstraZeneca Management Analysis and Skills Development Report
This Masters-level Principles of Management assignment examines the management practices, organisational environment and managerial functions of AstraZeneca plc. The assessment is structured as a 5,000-word management report in which the student acts as a business consultant and critically evaluates how management theories, concepts and practices contribute to organisational performance and value creation. The work requires the application of relevant academic literature alongside case-study evidence and independent research on AstraZeneca. The first part of the assessment considers key management theories and practices. Students are expected to examine how management contributes to AstraZeneca's success, apply an appropriate dimension of the Competing Values Framework, and select an additional relevant management theory. Suggested theoretical perspectives include Scientific Management, Bureaucratic Theory, Administrative Theory, Contingency Theory and Total Quality Management, although students are encouraged to select theories most appropriate to the organisation rather than applying every available model. The assignment also evaluates AstraZeneca within the global business environment. Frameworks such as LoNG-PEST or Porter's Five Forces may be used to analyse global, national and local influences, including significant opportunities and threats. Students then critically analyse an internal organisational challenge and consider how the core management functions of planning, organising, leading and controlling can be applied to address it. Supporting analytical approaches may include Value Chain analysis, VRIO and stakeholder analysis. A further component focuses on personal and professional development. Students complete a Personal SWOT analysis and construct a Skills Development Plan linked to future career aims. This is followed by a 500-word reflective statement examining personal management competencies, including self-management, problem-solving and decision-making. An appropriate reflective framework, such as Borton, Kolb or GROW, is applied to structure the reflection. Overall, the assessment integrates management theory, organisational analysis, global business considerations, managerial decision-making and reflective professional development. It is designed to demonstrate Level 7 critical analysis and the practical application of management concepts to a contemporary multinational organisation. The wider module covers management theories, stakeholder management, global management, planning and decision-making, human resource management, leadership, operations and finance for managers
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Human Resource Management / People Practice
5,500 words
Essentials of People Practice: Recruitment, Employment Relations, Performance, Reward and Learning
This comprehensive CIPD Level 3 assessment examines the principal operational areas of people practice across the employee lifecycle. The unit covers recruitment and selection, employment legislation and employee relations, wellbeing and inclusion, performance management, reward, learning and development, and the practical application of people-profession knowledge. The assessment uses the fictional insurer Jemijo, which employs more than 2,500 people across office, home and hybrid working arrangements. Much of its workforce operates within customer-service and insurance call-centre environments, including a 24/7 emergency claims service. The first task addresses recruitment and selection. Learners examine the employee lifecycle, job analysis, job descriptions, person specifications, recruitment through corporate websites and commercial job boards, structured interviews, assessment centres and appropriate recruitment records. It also includes the use and critical review of AI-generated appointment and non-appointment letters. Written responses for the main questions total approximately 1,500 words. A separate practical task requires learners to devise selection criteria, shortlist candidates and conduct a recorded one-to-one simulated interview for a People Assistant vacancy. Further written tasks examine employment law, working time, employee wellbeing, discrimination, diversity and inclusion, and fair dismissal. This section is approximately 1,250 words. Performance and reward topics then cover objective setting, motivation, continuous performance reviews, total reward, non-financial reward and equitable pay, with approximately 1,500 words allocated. The final component addresses learning and development, including induction and training benefits, learning needs, face-to-face and blended learning, coaching, mentoring, accessibility and evaluation of training effectiveness. Approximately another 1,250 words is allocated to this section. This produces approximately 5,500 assessed written words, alongside additional practical evidence that is excluded from the formal word count. Important for your portal: I would not select “Masters” just because the assignment-type options say “MS”. These are explicitly CIPD Level 3 Foundation Certificate assessments, so Academic level = Not specified is the accurate choice with the options your system currently provides.
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People Practice / Human Resource Management
2,000 words
Core Behaviours for People Professionals: Ethics, Professional Values and CPD
This CIPD Level 3 assessment focuses on the core behaviours expected of people professionals, with particular emphasis on ethical practice, professional values, inclusive behaviour and continuing professional development. The unit considers behaviours that people professionals should apply consistently, including when working in unfamiliar or challenging situations, to support ethical, inclusive and professionally responsible workplaces. The assessment is structured around a job-application scenario for an HR/L&D Assistant position at Nuvascare Ltd, a home-based care organisation employing more than 200 care professionals. Nuvascare emphasises honesty, kindness, openness, teamwork, learning and ethical professional behaviour, and candidates are therefore required to demonstrate how their own experience aligns with these expectations. Learners respond to five areas of assessment. They must explain ethical principles and professional values and provide an example demonstrating how a personal or professional value has influenced behaviour. They must also provide examples of complying with relevant regulation and law in a professional or educational context. The assessment additionally examines behaviours associated with effective teamwork, including contributing views, clarifying problems and working collaboratively with others. Learners then explain how they keep their professional knowledge current and identify methods used to follow developments within the people profession. The final component requires evidence of active continuing professional development (CPD). Learners provide a CPD record containing at least two recent development activities and reflect on how these activities affected their knowledge, capability or professional practice. Written responses to Questions 1–4 should total approximately 2,000 words ±10%. The CPD record is submitted as additional evidence and is excluded from the word count.
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People Analytics / Human Resource Management
2,003 words
Principles of People Analytics and Evidence-Based Decision Making
This CIPD Level 3 assessment introduces the principles of people analytics and evidence-based decision making within the people profession. It focuses on how data, professional expertise, research evidence and stakeholder information can be used to diagnose organisational issues, support rational decision making and improve people practices. The unit emphasises the practical application of analytics rather than data collection alone. The assessment uses a recruitment scenario in which the learner applies for the position of People Analytics Administrator at Company X, an organisation providing HR and people-management solutions. Learners complete an assessment pack containing eight questions designed to demonstrate understanding of how analytics can support business and people decisions. The written component requires learners to explain evidence-based practice and demonstrate how it could be applied in an organisational context. Other areas include the importance of accurate data in diagnosing problems, different forms of data measurement, the role of organisational policies and procedures in decision making, and how people professionals create value for employees, organisations and wider stakeholders. Learners must also consider how a people analytics professional can remain customer focused and standards driven. The practical analytics element uses employee overtime data from Blue Mountain Patisserie. Learners calculate average overtime for individual employees, express overtime as a percentage of normal working hours, interpret patterns within the data and identify potential organisational problems and possible solutions. Findings must then be communicated using at least two different diagrammatic formats, such as bar graphs, pie charts or line graphs. The required written evidence is approximately 1,500 words for Questions 1–6 and 500 words for Question 7, giving approximately 2,000 words in total, with the visualisations excluded from the word count.
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People Practice / Human Resource Management
2,500 words
Business, Culture and Change in Context: Organisational Acquisition Case Study
This CIPD Level 3 assessment examines how the external business environment, organisational culture and planned change influence organisations and their people. The assessment is based on a case study involving Best Pharmacy Ever (BPE), a small group of local pharmacies considering the acquisition of Emrosu, a much larger national pharmacy chain with approximately 100 stores and an established online pharmacy operation. The acquisition creates significant implications for organisational structure, culture, technology, people practices and change management. Learners are required to provide written responses to nine case-based questions. The assessment begins by examining external factors that may affect the acquisition and identifying appropriate post-acquisition business goals. It also requires consideration of the organisations' products, services and customers and the ways technology could support people professionals, improve working practices and strengthen collaboration following organisational growth. A central component of the assessment concerns organisational culture. Learners must explain the meaning and importance of culture, consider organisations as interconnected systems, and assess how the actions of people professionals can influence wider organisational outcomes. The final questions focus on planned organisational change, the contribution people professionals can make during periods of transition and the potential impact of significant change on employees. The unit therefore develops understanding of environmental analysis, organisational systems, workplace culture, technology and effective change management from a people-practice perspective. Written answers should make clear and consistent use of the case study and demonstrate application of relevant people-practice concepts rather than providing generic theoretical descriptions. The required submission is approximately 2,500 words, with a permitted variation of ±10%, subject to the CIPD word-count policy.
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