1. 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

2. 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.

3. 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

4. Key requirements of the assessment
Hand in date 30th May
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

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

6. HR Strategy

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

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

9. 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

10. Change Management
Change Management

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

12. 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