EAG60303 Strategic Human Resource Management Assignment October Semester 2025 | UniKL Malaysia
| Subject | EAG60303 Strategic Human Resource Management |
EAG60303 Assignment Brief
Instruction to Students
- Your EAG60303 assignment answer should be in English;
- Your assignment should be typed using 12 point TREBUCHET MS font and double (1.5) spacing;
- Your assignment should be between 6000 – 7000 words excluding references. The number of words should be shown at the end of your assignment. Do not copy the question and instructions;
- Your assignment must be submitted on 5 December 2025 ( in PDF format)
- Plagiarism is strictly not allowed and turnitin must have maximum af 15%
Assignment Questions
Title: Strategic Retention and Employee Sustainability: Paper Review Analysis in the Malaysian Context
The purpose of this paper review is to enable students to critically evaluate and synthesize existing scholarly research (2019–2025) related to strategic employee retention in Malaysia. Students will conduct a comparative and analytical literature review across one of three emerging HRM domains:
- Sectoral retention practices,
- Employee well-being and turnover intention, or 3. AI-driven people analytics for strategic retention.
The aim is to connect theoretical frameworks, empirical findings, and practical implications within the Malaysian organizational context.
Learning Outcomes
Upon completing this assignment, students will be able to:
- Evaluate current HRM theories and research related to strategic retention and employee engagement.
- Analyze and synthesize academic findings on HR challenges across Malaysian industries.
- Apply critical thinking to assess how organizations use data, well-being initiatives, or strategic HR practices to retain talent.
- Formulate evidence-based recommendations aligned with Malaysian HR realities and global HR trend
Topics (Select One for Your Paper Review)
Topic 1: Strategic Retention Practices in the Malaysian IT vs. Healthcare Sector – A Comparative Analysis
Focus on how talent retention challenges differ between high-demand sectors — particularly IT (characterized by digital skills shortages and job mobility) versus healthcare (defined by burnout, skill migration, and emotional fatigue).
Students should:
- Compare HR strategies and policies across both sectors.
- Examine empirical evidence on compensation, learning, career growth, and leadership styles.
- Identify contextual influences such as workload, labor market competition, and regulatory constraints.
Key Theories: Resource-Based View (RBV), Human Capital Theory, Psychological Contract Theory.
Topic 2: The Impact of Employee Well-being Programs on Turnover Intention among Millennials in Malaysia
Focus on how mental health, work-life balance, and well-being initiatives affect turnover intention among Malaysia’s millennial workforce.
Students should:
- Evaluate literature on wellness programs, stress management, and flexible work arrangements.
- Explore how well-being mediates between organizational support and retention.
- Compare findings across industries such as banking, services, and education.
Key Theories: Social Exchange Theory (SET), Herzberg’s Two-Factor Theory, Job DemandsResources (JD-R) Model.
Topic 3: AI and People Analytics – Transforming Strategic HR Decision-Making in Malaysian Firms (with focus on Retention)
Focus on how HR analytics and artificial intelligence improve data-driven retention strategies in Malaysian organizations.
Students should:
- Review global and local studies on predictive analytics, employee attrition modeling, and performance forecasting.
- Assess how analytics enhances strategic decision-making and employee engagement.
- Discuss ethical, privacy, and data protection implications under Malaysia’s PDPA.
Key Theories: AMO Framework, Strategic HRM Theory, Institutional Theory, Technology Acceptance Model (TAM).
4. Methodology: Paper Review Approach
This assignment is literature-based only. Students will conduct a structured review of peerreviewed academic journals. No surveys, interviews, or primary data are required.
4.1 Article Selection Criteria
i. Minimum of 10–15 peer-reviewed journal articles (2019–2025).
ii. At least two Malaysian or ASEAN-based studies must be included.
iii. All articles must come from Scopus or Web of Science databases.
iv. Exclude blogs, consultancy reports, or unverified online sources.
Recommended Databases:
ScienceDirect, Emerald Insight, Sage Journals, Taylor & Francis, SpringerLink, Google Scholar (for citation tracing).
4.2 Review Process
i. Define the topic and justify its strategic relevance to Malaysian HRM.
ii. Identify inclusion and exclusion criteria for your literature search.
iii. Summarize each article (author, theory, method, findings, limitations).
iv. Group findings into thematic categories (e.g., leadership, reward, well-being, AI).
v. Compare theoretical approaches and research outcomes.
vi. Discuss implications for HRM practice and policy in Malaysia.
Optional tools for systematic reviews:
- PRISMA flow diagram (to visualize selection process).
- Thematic matrix (to organize article summaries).
5. Structure of the Paper
| Section | Description | |
| Abstract (200 words) | Summarize the focus, method, and major insights of the review. | |
| 1. Introduction | Introduce the selected topic, justify its importance to SHRM and Malaysia, and state guiding research questions. | |
| 2. Review Methodology | Describe how articles were identified, selected, and analyzed (include databases, keywords, and criteria). | |
| 3. Thematic Literature Review | Present and synthesize key themes (e.g., retention drivers, well-being factors, analytics outcomes). |
- Theoretical Framework Discussion Explain and critique the theoretical perspectives used in the reviewed papers.
- Critical Analysis and Research Gaps Identify patterns, contradictions, and underexplored areas in the literature.
- Strategic Implications for HRM Practice – Translate findings into recommendations for Malaysian HR managers and policymakers.
- Conclusion and Future Directions Summarize insights, propose future research pathways, and emphasize HR’s strategic role.
6. Ethical and Academic Integrity Students must:
- Cite all sources correctly (APA 7th).
- Avoid plagiarism and AI-generated summaries without verification.
- Ensure originality through Turnitin (≤ 25%).
- Reference credible and verifiable academic materials only.
Recommended Core Readings
- Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2023). Human Resource Management: Gaining a Competitive Advantage (13th Ed.). McGraw-Hill.
- Rees, G., & Smith, P. (2021). Strategic Human Resource Management: An International Perspective (3rd Ed.). Sage Publications.
- Armstrong, M., & Taylor, S. (2023). Armstrong’s Handbook of Strategic Human Resource Management (8th Ed.). Kogan Page.
- Journal articles from Asia Pacific Journal of Human Resources, Human Resource Management Review, and International Journal of HRM (IJHRM) (2019–2025).
7. Evaluation Rubric
Criteria Weight Description
| 1. Topic Relevance & Clarity | 10% | Demonstrates clear focus on chosen topic and research question. | |
| 2. Theoretical Integration | 15% | Applies and critiques HRM theories | |
| effectively. | |||
| 3 Literature Review Quality | 25% | Synthesizes and compares findings across | |
| multiple sources. | |||
| 3. Analytical Depth | 20% | Identifies gaps, contradictions, and contextual insights. | |
| 4. Strategic Implications | 15% | Links findings to real-world Malaysian HR | |
| practices. | |||
| 5. Structure & Academic Writing | 10% | Logical flow, coherence, APA accuracy, | |
| academic tone. | |||
| 6. Presentation Quality | 5% | Formatting, Turnitin compliance, professional | |
| submission. | |||
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