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5BIC overview

Assessment overview for 5HRM course
by

Paul Noble

on 4 November 2013

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Transcript of 5BIC overview

Assessment
Unit Detail
Types of organisation; the role of management within them; ways in which HR is delivered; the main functional areas of management; the search for sustained organisational performance, business profit and efficiency; analysing, evaluating and drawing conclusions from financial and non-financial data; balanced scorecard or similar performance measurement tools; managing the change agenda.


5BIC Assessment Overview
Tools to support
Set reader;
Amstrong's Handbook to HRM
Others
CIPD Factsheets (www.cipd.co.uk)
Support group -Share-
Business Issues in Context.

5BIC
CIPD Assessment Activity Title of unit/s
Business Issues and the Contexts of Human Resources
Assessment method
Written report (for a Chief Executive Officer)

Learning outcomes:

3. Understand the role of HR in the managing of contemporary business issues and external contexts.
4. Understand how organisational and HR strategies and practices are shaped and developed.
5. Know how to identify and respond to short-term changes in the business and external contexts.

Assessment brief/activity

You have been commissioned by the Chief Executive Officer (CEO) of your organisation (or one with which you are familiar) to examine and report on the role of the HR function in managing the organisation and to demonstrate how the organisational and HR strategies are shaped and developed within it.

Your report is expected to cover the following issues:

1. an identification and analysis of the major forces shaping the HR
agenda within the organisation.

2. an examination of HR’s roles within the organisation and the extent to
which HR contributes to sound business ethics, effective
accountability and organisational effectiveness.

3. a review of HR’s contribution to the design and implementation of the
organisation’s business and HR strategies, describing the techniques
and tools used to analyse the business environment and the sources
of business data used for planning purposes.

4. a commentary on the extent to which there is vertical and horizontal
integration of strategies within the organisation.

5. an identification of HR’s role in business planning and how agreed
strategies, policies and plans can be actioned within the organisation
including the provision of costs where appropriate.

Real examples from experience or research should be introduced into the report to provide context and illustrate the points being made.

Assessment



Evidence to be produced/required

A written, evidenced based report of approximately 3000 words in length, together with a list of cited references.





Topic
Learning Outcomes:
Human resources (HR) professionals need to understand key developments in the business and external contexts within which HR operates.

Understand key contemporary business issues affecting the HR function within private, public and third sector organisations.

Understand the main external contextual factors impacting on organisations and the HR function.

Understand the role of HR in the managing of contemporary business issues and external contexts.

Understand how organisational and HR strategies and practices are shaped and developed.

Know how to identify and respond to short-term changes in the business and external contexts.


Forces shaping the HR agenda; models of the HR function; HR insights, strategies and solutions to support sustained organisational performance; relationships of HR with senior management and line management; basic issues of ethics, accountability and good governance
The market and competitive contexts of organisations; principal demographic, social and technological trends; globalisation and international factors; government policy and legal regulation; the European Union (EU) and other international bodies.
HR’s role in business planning and review; environmental scanning; sources of data and business information; handling, analysing and reviewing complex business data; interpreting trends, patterns and metrics in the organisation, and identifying obstacles and risks; responding to change: short-term imperatives and long-term horizons; preparing position and policy papers; communicating with senior, middle managers and staff.
How corporate and HR strategies are shaped by the business and external contexts; organisational insights and sustained organisational performance; strategy formulation and implementation; emergent strategies; techniques and tools to analyse organisational and business environment; vertical and horizontal integration.
Full transcript