HRM and Developing People Assignment 2, 2026 | TUS Ireland

HRM and Developing People  Assignment 2 – Murphy’s Superstores Case Study

Weighting: 60% of module
Length: 2,000 words (±10%)
Submission: Turnitin via Moodle

Case Study

Murphys Superstores is a regional retail chain with outlets in Galway, Limerick, and Athlone. It employs 150 staff across departments such as food, household, clothing, and seasonal products. In recent years, Murphys has experienced difficulties with employee engagement, and retention leading to challenges in the quality of customer service.  A recent customer survey indicates dissatisfaction and loss of business to competitors in the Limerick and Athlone outlets. A recruitment agency has let the management team know that competing companies are offering training and development programs to all staff as well as performance appraisals and wellbeing programmes, leaving Murphys behind as an attractive employer.

Murphys has a small HR function consisting of one HR Officer supported by an administrator. Department managers are promoted internally but there is no formal leadership training, leading to uneven implementation of people practices across stores. The company has no formal staff handbook; policies are inconsistent in the three locations.  Disputes on rostering and working hours are frequent. Several grievances have already been referred externally to the Workplace Relations Commission.

In the past, senior management have been reluctant to invest in staff development, believing it may increase turnover and costs. Performance reviews are avoided as they are seen to trigger pay demands. Communication between management and employees is poor, with many employees reporting that they feel excluded from decision-making.

However, now that it is clear that business performance is being impacted by staffing issues, rising turnover and escalating disputes, senior management are becoming increasingly concerned and are open to new approaches to people practices  They have therefore asked for a professional HR report to inform decisions about the company’s future direction.

Your Task

You are the HR Officer at Murphys. Senior management has asked you to prepare a professional report addressing the following four sections.

Section A — Evolution of HRM to Employee -Centred Approach (25 marks)

• Describe the shift from Personnel Management to HRM.
• Discuss how Murphy’s could modernise its approach to HRM, include reference to three employee-focused HRM approaches such as wellbeing, engagement, and the psychological contract.

Section B — Training and Development (25 marks)

• Outline the key phases in designing a training and development programme for an organisation.
• Recommend four training and development methods suitable for Murphy’s context, justifying why they would be effective in addressing the issues identified.

Section C — Staff Handbook and Core Policies (25 marks)

• Explain why a staff handbook is important for both employers and employees.
• Identify and explain five essential policies Murphy’s should introduce handbook to comply with Irish law.

Section D — Labour Relations (15 marks)

• Explain a process that Murphys could implement to handle grievances in a fair and transparent way.
• Briefly outline the main functions of the Irish labour relations framework, including the Workplace Relations Commission and the Labour Court, in resolving disputes.

Presentation, Referencing & Integrity (10 marks)

• Report format with clear headings and logical flow.
• Professional, concise writing style.
• Accurate Harvard referencing with at least 8 peer-reviewed or high-quality sources.
• Work must include your own reflection and values.
• Adhere to institutional academic integrity requirements.