Title:
CIPD certificate Level 5, marks and review by OAKWOOD
Instructions:
you are required to conduct some research for below
Qustion#1 - (100
... [Show More] words)
1. Provide a brief business justification for managing HR in a professional, ethical and just manner (100 words)
Qustion#2 - (200 words) (required add 1 reference)
2. Explain how these (HR) have evolved/are evolving in contemporary organizations. (200 words)
Qustion#3 - (250 words) (required add 1 reference)
3. Give a brief summary of two HR objectives can be delivered in organizations. (250 words)
Qustion#4 - (250 words) (required add 1 reference)
4. Analyse how the HR function varies between organizations in different sectors and of different sizes. You should examine three of the following types of organisation.
1. A public authority (Government Sector)
2. A national private company
3. An SME
4. A voluntary (Third Sector) organisation (250 words)
Qustion#5 - (500 words) (required add 1 reference)
Discuss the main criteria and methods used to evaluate the contribution of the HR function (AC3.1) Your response should consider (briefly) the following: 1. HR metrics used to evaluate HR function contribution 2. SLA’s and KPI’s 3. Staff surveys 4. Benchmarking with other organisations 5. Return on Investment (ROI) 6. How a ‘balanced scorecard and/or ‘HR dashboard’ might be used to present HR metrics (500 words)
Qustion#6 - (500 words) (attached article)
A- With reference to the article you have accessed from Online Services, what are the key messages from the report? (150 words)
B- How convincing do you think these findings are and why? (150 words)
c- From your understanding of the findings in the report, how can high performance working and investment in people impact on organizational performance? (200 words)
ADDITIONAL REQUIREMENTS: Please also comment on how you will transfer the new knowledge and skills gained during this assignment into working practices. You may also use this reflection for your CPD. (approx 200 words)
Managing Human Resource
Question #1
Business Justification for Managing HR in a Professional, Ethical and Just Manner
Professional, ethical and just management of HR contributes to positive outcomes influenced by increased employee engagement, attraction of talented and motivated employees, and employee retention. Management ensures value addition to an organization through ethical success, effective decision-making, efficacy of recruitment and selection processes, and the development of a supportive, transparent culture. The approach reduces cases of unethical behavior in the workplace, promotes professionalism, and improves the performance of employees resulting in improved operational performance. Moreover, a just, ethical and professional HRM promotes justice, alleviates conflict and cost of addressing conflicts and corporate scandals and contributes to the achievement of set short- and long-term goals and objectives.
Question #2
Evolution in Contemporary Organization
For centuries, personnel management included activities such as recruitment/selection, training, salary administration, and industrial relations, which relate to HRM. HRM has evolved from the administrative stage in the 19th and early 20th-centuries to the welfare and administration phase (1940s to 1970s), the HRM and Strategic HRM stage (1970s-1990s), and Strategic HRM thereafter up to now. In the administration stage, supervisors, early specialists, and line managers performed the personnel functions. These functions included administrative functions such as employee welfare, wage records, and disciplinary procedures. The welfare and administration stage extended focus to include specialist and more professional personnel management. Examples include increased prioritization of employee welfare, professional recruitment and selection, and training focused on ensuring effectiveness and organizational success. The third stage made personnel/employee management a function of HRM, which integrated strategic approaches to improve organizational effectiveness. In the strategic HRM stage, the HR management looks into issues that affect employees, incorporate technologies in HRM, and apply strategies to ensure competence, improved performance, competitiveness, and organizational efficiency and success. Examples of strategies include employee development, efficient communication, promoting job satisfaction and emp [Show Less]