Managing and Co-ordinating the Human Resources Function (5MHR) Tutor: Kevin Haslam Managing and Co-ordinating the Human Resources Function (5MHR) Cohort: Waterloo Date: March 2013 Copyright Selhurst Consulting Ltd

Diagnostic: Learning Outcomes Identify how the learning outcomes can have an impact (paragraph for each) Be able to explain the purpose and key objectives of the HR function in contemporary organisations. Understand how HR objectives are delivered in different organisations. Understand how the HR function can be evaluated in terms of value added and contribution to sustained organisation performance. Understand the HR function's contribution to effective change management. Be able to explain the role of ethics and professionalism in HR management and development Understand the relationship between organisational performance and effective HR management and development.

Managing and Co-ordinating the Human Resources Function (5MHR) LO1: Be able to explain the purpose and key objectives of the HR function in contemporary organisations 1.1   Identify major organisational objectives that the HR function is responsible for delivering 1.2   Explain how these objectives are evolving in the contemporary environment

Key requirements of the assessment Hand in date 30th May 2013 - 23.59 Evidence to be produced/required   Answers equating to approximately 1000 words (per activity) to any three of the activities above, together with a list of cited references. 3000 words total +/- 10% This will become a pleasure not a chore!! 4

Identify the following factors for the organisation Mission – ??? Vision – ??? Aim(s) – ??? Objectives – ??? Strategy - ???

HR Strategy

Identify how HR adds value Mission – ??? Vision – ??? Aim(s) – ??? Objectives – ??? Strategy - ???

Alignment of HR and Business Strategy ??? Key objectives of HRM Alignment of HR and Business Strategy ???

Changing and evolving objectives? Identify ‘drivers’ for change using SWOT/PEST tools identifying: Internal factors – e.g. rigid organisational structure External factors – e.g. Increasing competition

Change Management Change Management

Criteria for assessing effective HR contribution Key performance indicators Line manager feedback ???

Contribution of the HR Professional Map 1. Strategies insights and solutions 2. Leading/managing the function Curious Decisive Thinker Skilled influencer Driven to deliver Collaborative Personally credible Courage to challenge Role model 3. Organisation design 4. Organisation development 5. Resourcing and talent planning 6. Learning & Talent Development 7. Performance and Reward 8. Employee Engagement 9. Employee Relations 10. Service Delivery Information Copyright Selhurst Consulting Ltd