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    HRF Template

    Uploaded by

    Katherine Trim
    This document provides an outline for a report on HR functions at an organization. It includes: 1) Objectives and evolution of key HR functions like organizational development, employee engagement, and learning and development. 2) Models for how HR delivers objectives and operates in different sectors like large/small private companies and non-profits. 3) Managing change through models like Lewin's and Kotter's, and managing HR professionally and ethically. 4) Evaluating HR performance through metrics and its contribution to overall organizational performance. 5) The impact of high-performance work systems and human capital investment on organizations.

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    HRF Template

    Uploaded by

    Katherine Trim
    120 views2 pages
    This document provides an outline for a report on HR functions at an organization. It includes: 1) Objectives and evolution of key HR functions like organizational development, employee engagement, and learning and development. 2) Models for how HR delivers objectives and operates in different sectors like large/small private companies and non-profits. 3) Managing change through models like Lewin's and Kotter's, and managing HR professionally and ethically. 4) Evaluating HR performance through metrics and its contribution to overall organizational performance. 5) The impact of high-performance work systems and human capital investment on organizations.

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    HRF template.docx

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    This document provides an outline for a report on HR functions at an organization. It includes: 1) Objectives and evolution of key HR functions like organizational development, employee engagement, and learning and development. 2) Models for how HR delivers objectives and operates in different sectors like large/small private companies and non-profits. 3) Managing change through models like Lewin's and Kotter's, and managing HR professionally and ethically. 4) Evaluating HR performance through metrics and its contribution to overall organizational performance. 5) The impact of high-performance work systems and human capital investment on organizations.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    120 views2 pages

    HRF Template

    Uploaded by

    Katherine Trim
    This document provides an outline for a report on HR functions at an organization. It includes: 1) Objectives and evolution of key HR functions like organizational development, employee engagement, and learning and development. 2) Models for how HR delivers objectives and operates in different sectors like large/small private companies and non-profits. 3) Managing change through models like Lewin's and Kotter's, and managing HR professionally and ethically. 4) Evaluating HR performance through metrics and its contribution to overall organizational performance. 5) The impact of high-performance work systems and human capital investment on organizations.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 2

    Please note, this is a template which I used, and I was granted pass… I hold no

    responsibility if you do not pass, I am just trying to help people who are
    struggling – below are the headings and subheadings used with some
    explanation to help you get through.

    1.1 Organisational objectives


    Based on BCB (Merger and Acquisition) case study
    I picked 3 functions you can pick any based on your rationale:
    Organisation Development
    Employee Engagement
    Learning and Development
    Explained with reference to case study.

    “How these HR Functions are evolving in Contemporary environment: Eg- L&D the
    objectives are evolving like having more online learning due to advancements in technology.

    2.1 How HR Delivers its Objectives


    Explained Dave Ulrich 3 Legged Model (Ulrich, 2008)

    2.2 HR across different sectors: Explain what model they will pick
    Large Private Sectors- Gave M&S example.
    Small Private Sector
    Public Sector- NHS
    Voluntary Sector- Explained both large and small charities fund situations and what they
    might use.
    MNC- Shell
    Important question for BCB Finance here is whether keep HR In house or outsource?
    Explained - Benefits of Outsourcing over In house HR and
    Potential challenges of negating In house HR and entirely depending upon Outsourcing.
    Gave my opinion which model they should pick keeping M&S situation in mind.

    1.2 Managing Change


    Explained -With reference to Dave Ulrich model of HR roles (2008) HR Role as Change
    agent and Strategic Partner.
    Theories I picked:
    Lewin Change management- Explained with reference to BCB Finance, Gave NISSAN
    example. PROS and CONS of using this.
    Kotter’s 8-Step Model- Explained with reference to BCB Finance, Gave M&S example.
    PROS and CONS of using this.
    Explained which model I will suggest for BCB and why?

    1.3 Managing HR Professionally, Ethically, and Just Manner: Explained ethics based on
    three functions I picked gave CIPD profession and work place code reference for each to
    explain.
    Further I gave example of PEPSI in Burma to explain role of ethics.

    3.1 Evaluating HR:


    Mentioned different methods and I picked KPIs metrics to evaluate

    Eg: Learning and Development KPI’s can be:


     Post training surveys to measure effectiveness of training
     Training Cost per Employee to measure whether the amount invested is worth or
    hiring would have been better.

    Pros and Cons of using KPI method.

    Contribution of HR in Organisation Performance


    Explained Purcell Model 2003-Prof. John Purcell of Bath University, Gave John lewis
    example. Pros and Cons.

    4.1 High-Performance Working, Human Capital and Organisational Performance


    Definitions on the meaning of high performance working and human capital. Explained
    Pfeffer High Performance Work Systems (HPWS)-1998, Gave Timpson and W L Gore
    examples for evidence linking HR practices with positive organisational outcomes.

    4.2 High-performance working and investment in human capital impact on


    organisational practice. Gave reference of study by The Future of Work –David Guest
    (Kings College-London 2000) to shows that HR practices are linked to positive
    organisational outcomes.
    Gave 2 more secondary research references on the given subject.
    Gave example of Costco and NHS showing how high-performance working and investment
    in human capital impact on organisational practice.

    Gave 2 line ending statement why HR department is important for BCB finance.

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