1. Managing and Co-ordinating the Human Resources Function (5MHR)
Cohort: Waterloo
Tutor: Michelle Maunder

2. Understand how HR objectives are delivered in different organisations.
Learning Outcomes
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.

3. Learning Outcome 3
LO3: Understand how the HR function can be evaluated in terms of value added and contribution to sustained organisation performance
3.1 Describe the major criteria used to evaluate the contribution of the HR function and of HR policies and practices
3.2 Assess the major methods used to evaluate the contribution made by HR

4. Human Capital Management
You cannot
manage
unless
you measure
But the measures
must be
meaningful
And they must
lead to action
This resource is part of a range offered free to academics and/or students using Armstrong’s Handbook of Human Resource Management Practice, 11th edition, as part of their course. For more academic resources and other FREE material, please visit and then click on Academic Resources.

5. Measurements Service level agreements (SLA’s)
Key Performance Indicators (KPI’s)
Delivery of strategic objectives
Use of HR metrics
Data gathering
Benchmarking
Balanced score card
Staff surveys
Risk management
Line manager & Employee feedback.

6. Key Performance Indicators (KPIs)
Performance measures for organisations. HR indicators could include:
Reduce absence by 10% by 2014
Reduce the recruitment budget by 10% in 12 months
???

7. Human Capital Management
Retention & utilisation of skills (Human Capital)
Intellectual: flow of knowledge
Social: knowledge from networks
Organisational: institutionalised knowledge

8. Human Capital Management
Factors impacting on measurement
Type of organization; business goals/drivers
Existing KPIs
Use of balanced scorecard
The availability of data

9. Balanced Scorecard Customer perspective How do customers see us?
Financial perspective
How do we appear to
our shareholders?
Innovation and learning
(people) perspective
Can we continue to improve
and add value?
Internal perspective
What must we excel at?

10. Human Capital Management
Human capital index - Watson Wyatt
Total rewards
Flexible workforce
Recruitment/ retention
Communication
Organisational performance model - Mercer HR Consulting
People
Work processes
Information
Knowledge
Decision making
Rewards
The human capital monitor -
Andrew Mayo
Capability
Potential to grow
Performance
Contribution
Leadership
Motivation
Learning

11. Evaluating Success
Resourcing – advertising costs, recruitment success rates, selection process in relation to future performance, induction resulting in higher retention ??