5HRF - CIPD LEVEL 5
Meshael94
5HRFTSS1DEC20.pptxTutor Support Session 1 5HRF
Tutor: Vanesa Serafini
1
Agenda
Overview of unit
Questions & Criteria explained
Do’s and Don’ts
Format & Submission
Questions
Overview of the unit (objectives)
Understand 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 organisational performance
Understand the relationship between organisational performance and effective HR management and development
Evidence to be produced:
A written essay of 4000 words +/- 10%
All referenced sources should be acknowledged using Harvard-style referencing, and a bibliography provided where appropriate (these should be excluded from the word count)
3
Assessment
| Question | Week Number | Approx Word Count |
| Analyse how the HR function varies between organisations. Include a comparison of HR delivery in different sectors and organisations of different sizes. | Three | 500 |
| Provide three examples of organisational objectives that the HR function is responsible for delivering and briefly explain how these have evolved over time | One and Three | 500 |
| HR objectives can be delivered in many ways. Explain two significant methods | Two | 500 |
| Evaluate the business case for managing HR in a professional, ethical and just manner | Two | 500 |
| Provide a short description of at least two major theories of change management. Briefly describe an example of change in the organisation and apply one of the theories, including some evaluation of the process, outcome and impact. | Two | 500 |
| You are planning to produce an evidential report highlighting the HR function’s contribution to organisation success and development. Provide a brief summary of the criteria and organisational data that could be included and how it would be analysed. | Six | 500 |
| Read the article provided: It identifies and evaluates research evidence linking HR practices with positive organisational outcomes. Briefly summarise the findings and evaluate its validity, reliability and persuasiveness. | Four and Five | 500 |
| Explain how high-performance working and investment in human capital can impact on organisational success and performance. Does the article support this? | Four and Five | 500 |
| Assessment Criteria |
| AC2.2 |
| AC1.1 |
| AC2.1 |
| AC1.3 |
| AC1.2 |
| AC3.1 |
| AC4.1 |
| AC4.2 |
4000 Words +/- 10%
4
2.2 Analyse how the HR function varies between organisations. Include a comparison of HR delivery in different sectors and organisations of different sizes.
Organisation X
Provide a brief introduction to your chosen organisation (short paragraph)
Describe the HR function within your organisation related to model e.g., Ulrich (1-2 paragraphs)
How does it run?
What is the structure?
What are the main duties/pressures?
Organisation Y
A different organisation related to model e.g., centralised HR:
MUST BE DIFFERENT SECTOR AND SIZE eg:
Private vs Public sector (NHS, Civil Service, local and national govt )
Local vs Global
Large vs Small
Third Sector ( local and national charities and not for profit orgs like CIPD)
You can include a comparison paragraph comparing both to add more depth if required.
You should use examples of specific organisations and compare how the
HR functions VARY between these organisations using models and theories.
Organisation one – small private sector organisation (centralised) compare to large public sector organisation (Ulrich). How are their HR functions different?
VLC Info: Wk. 3
2.2 - Comparing Organisations and Models HR
| Public Sector - Large | Private Sector - Small |
| NHS (Ulrich) https://www.peoplemanagement.co.uk/experts/advice/business-partner-needs-boost | 4 COM Centralised HR |
| Metropolitan Police (Ulrich adapted) https://www.hrmagazine.co.uk/article-details/martin-tiplady-hr-director-at-the-metropolitan-police-service-gives-his-views-on-hr | Small Recruitment company – HR generalist with some outsourcing? |
| Ministry of Defence https://www.peoplemanagement.co.uk/long-reads/articles/street-smart | Local Vets/Solicitors? HR generalised or centralised or outsourcing? |
| Private Sector - Large | Third Sector - Small |
| Tesco https://www.researchgate.net/publication/292607732_The_role_of_Strategic_Human_Resource_Management_within_Tesco_plc | CHAS Charity Hospice – HR generalist |
| Marks and Spencer https://www.hrzone.com/perform/business/ms-hr-business-partners-getting-the-balance-right | etc |
| etc | etc |
OR
CIPD Changing Models CIPD Report
https://www.cipd.co.uk/Images/changing-operating-models_tcm18-10976.pdf
6
AC 1.1
What are some of the organisational objectives the HR function is responsible for delivering?
1.1 Summarise the organisational objectives that the HR function is responsible for delivering and how these are evolving in contemporary organisations.
Summarise three key objectives that your HR function has main responsibility for, for example;
- Workforce Planning
- Learning and Development
- Employee Relations
- Building capability through people & performance
- Contributing to change
Within your descriptions you MUST provide an overview of HR’s role in the success of this.
Consider how these have evolved or are evolving within the organisation, for example;
Manpower planning has evolved into workforce planning
Training has evolved into learning and development
Industrial relations has evolved into employee relations.
Administrative approach to dynamic approach
Equal opportunities has evolved into diversity management
Strategic Partner
Business Partnering
AC 1.1
VLC Info: Wk. 1
1.1 Summarise the organisational objectives that the HR function is responsible for delivering and how these are evolving in contemporary organisations.
AC 1.1 - Requires you to describe three key objectives that your HR function has main responsibility for. For example, if an objective of the organisation is to improve absence rates, you would provide an overview of HR’s role in the success of this. You also need consider how these have evolved/are evolving in the organisation.
AC 2.1 is more general and requires you to explain at least two different ways that HR objectives can be delivered. Consider the advantages/disadvantages of examples such as shared services, outsourcing or HRBP.”
2.1 Explain the different ways in which HR objectives can be delivered in organisations.
*This part of question 2 is far more general*
Explain two different ways in which HR objectives can be delivered in organisations.
Possible examples include:
Can also choose: HR Consultancy, HR Generalists/Specialists or Line Manger Supported by HR
You can use a table but you MUST provide summary narrative underneath:
Explain the advantages and disadvantages of the two approaches you have selected
…… ensure you are explaining
You MUST provide narrative and include:
Models and theory to underpin your explanations, for example; Ulrich, Harvard, Warwick etc and how these are used to deliver HR objectives
HR Business Partner (Ulrich)
Outsourcing
HR Shared Services (Ulrich)
VLC Info: Wk. 3
2.1 Explain the different ways in which HR objectives can be delivered in organisations.
Some things to consider in your explanation:
VLC Info: Wk. 3
| Advantages | Disadvantages | |
| Outsourcing | Skills and knowledge Increased legislative compliance Efficiency Reduced costs . Saving management time | Giving up control Impersonal Distance |
| Shared services | Improved credibility of function HR becoming more strategic Improved service quality Responsive customer service | Boundary disputes Gaps in service provision Communication difficulties Customer complaints over service Objections within HR |
| HRBP | React quickly to the needs of the business Accustomed with the services offered Work closely with business leaders Improves efficiency Breadth of experience | Conflicting views of responsibility of tasks Can become tied down to administrative tasks Capability shortfalls |
AC 1.1
Why should HR be managed in a professional, ethical and just manner?
1.3 Evaluate the business case for managing HR in a professional, ethical and just manner.
Provide a brief introduction (3-4 sentences)
You could have 3 sub headings of Ethical, Professional and Just Manner
Explain how HR is involved in/responsible for ensuring ethical business practice and what impact does this have on the organisation if done well/badly
Explain how and why HR should act professional, fair and just at all times, you could consider the following examples;
- Acting fairly to avoid discrimination
- Credibility within the organisation
- Encouraging recruitment & retention
- Diversity & Dignity at work
In your discussions it would be good practice to include some work place examples and also include the following:
- Reference to the CIPD Profession Map
- Code of conduct/ethics
Evaluate – make judgements on why this is important for the HR professional?
Useful links:
https://www.cipd.co.uk/knowledge/culture/ethics/role-hr-factsheet
https://www.hrmagazine.co.uk/article-details/what-is-hrs-role-in-ethics-1
https://peopleprofession.cipd.org/profession-map/core-behaviours/ethical-practice
VLC Week 2
1.2 Explain the major theories of effective change management and how these are implemented and evaluated.
Select and explain two major theories of change management, examples include:
Evaluate one of the theories and illustrate it in a practical sense by application to either a workplace example or a hypothetical example
In your evaluation of your chosen model include:
Advantages & Disadvantages
Overview of outcome
Overall impact
Lewin’s three-phase model (Traditional)
Kotter’s eight-stage model (Modern)
VLC Info: Wk. 2
3.1 Discuss the main criteria and methods used to evaluate the contribution of the HR function
Brief Introduction (3-4 sentences)
You need to consider how you can evidence HR’s contribution to success
Provide a summary of at least 2 different types of information (organisational criteria/data) you could select that would evidence HR’s contribution to success, for example;
- Balanced scorecard
- Benchmarking (internal/external)
- SLA’s
- KPI’s
- Engagement surveys
You need to discuss how they are/would be presented and analysed. How these methods help assess how the HR function is contributing?
You could use the following areas to focus on:
- Recruitment and selection data
- Learning and Development data
- Employee Engagement
VLC Info: Wk. 6
4.1 Identify and evaluate research evidence linking HR practices with positive organisational outcomes.
I would recommend that you structure your response to AC 4.1 like your 5UIN literature review:
(500 words is a recommended approximate word count for this section)
Overview of article:
Briefly introduce the author and what the article is about….
Key Findings:
Discuss some of the key findings – what does the author “Burke” say about …
Human capital
High-performance working effectiveness
HR services
Building organisational capability
What does the article say about HR practices and positive organisational outcomes
You can write this in a good few paragraphs about what the article suggests. For instance investing in human capital is key because it impacts productivity and profitability. Burke discusses that investing in its employees through training, and career plans which supports organisational outcomes.
Quality of the article:
Discuss how valid and reliable the article is – you can draw on the date the article was written, is the research valid and reliable that is used in the article? Is the article persuasive in its approach to the points made?
LOOK IN: Week 4, 5 & Assessment Week
VLC Info: Wk. 4 & 5
Article link can be found in Assessment Week
4.2 Explain how high-performance working and investment in human capital impact on organisational practice
Provide an introduction/overview of High Performance Working and Human Capital (could include definition of each – there are many definitions)
Belt and Giles (2009: 3) define HPW as ‘a general approach to managing organisations that aims to stimulate more effective employee involvement and commitment in order to achieve high levels of performance’
Thomas et al (2013, p3) define Human Capital as the ‘people, their performance and their potential in the organisation’
Provide a clear explanation of how high-performance working and investment in human capital can impact on organisational practice
Consider what the article says from 4.1
Apply wider reading and research to underpin
Useful Links:
https://www.gov.uk/government/publications/promoting-high-performance-working
https://www.cipd.co.uk/news-views/news-articles/performance-productivity-learning
https://www.employment-studies.co.uk/system/files/resources/files/mp36.pdf
https://www.cipd.co.uk/Images/human-capital-analytics-and-reporting_tcm18-22281.pdf
https://www.cipd.co.uk/Images/human-capital-theory-assessing-the-evidence_tcm18-22292.pdf
VLC Info: Wk. 4&5
Layout
| Question |
| Analyse how the HR function varies between organisations. Include a comparison of HR delivery in different sectors and organisations of different sizes. |
| Provide three examples of organisational objectives that the HR function is responsible for delivering and briefly explain how these have evolved over time |
| HR objectives can be delivered in many ways. Explain two significant methods |
| Evaluate the business case for managing HR in a professional, ethical and just manner |
| Provide a short description of at least two major theories of change management. Briefly describe an example of change in the organisation and apply one of the theories, including some evaluation of the process, outcome and impact. |
| You are planning to produce an evidential report highlighting the HR function’s contribution to organisation success and development. Provide a brief summary of the criteria and organisational data that could be included and how it would be analysed. |
| Read the article provided on the VLC: It identifies and evaluates research evidence linking HR practices with positive organisational outcomes. Briefly summarise the findings and evaluate its validity, reliability and persuasiveness. |
| Explain how high-performance working and investment in human capital can impact on organisational success and performance. Does the article support this? |
| Assessment Criteria |
| AC2.2 |
| AC1.1 |
| AC2.1 |
| AC1.3 |
| AC1.2 |
| AC3.1 |
| AC4.1 |
| AC4.2 |
What needs to be included?
18
Specific to 5HRF:
Upload one Word document
Include clear headings and sub-headings
Word limit – 4000 words +/- 10%
General:
Coversheet – include name, cohort, unit, tutor and word count
Diagrams and tables should be numbered.
Harvard Referencing (resources in Getting Started)
Assessment & Format
Useful Links:
The HR function, models and theories
https://www.cipd.co.uk/knowledge/fundamentals/people/hr
https://www.cipd.co.uk/knowledge/strategy/hr
https://www.personneltoday.com/hr/how-hr-has-evolved/
https://www.cipd.co.uk/knowledge/fundamentals/people/hr/shared-services-factsheet
https://www.cipd.co.uk/knowledge/fundamentals/people/hr/business-partnering-factsheet
https://www.cipd.co.uk/knowledge/fundamentals/people/hr/outsourcing-factsheet
HR and Ethics
https://www.cipd.co.uk/knowledge/culture/ethics/role-hr-factsheet
https://www.hrmagazine.co.uk/article-details/what-is-hrs-role-in-ethics-1
https://peopleprofession.cipd.org/profession-map/core-behaviours/ethical-practice
Change Management
https://www.mindtools.com/pages/article/newPPM_94.htm
https://www.change-management-coach.com/change-management-models.html
https://www.cipd.co.uk/knowledge/strategy/change/management-factsheet
https://www.cipd.co.uk/knowledge/strategy/change
Evaluating the HR function
https://www.personneltoday.com/hr/how-can-hr-prove-it-really-adds-value/
https://www.analyticsinhr.com/blog/human-resources-key-performance-indicators-hr-kpis/
High Performance Working and Human Capital
https://www.gov.uk/government/publications/promoting-high-performance-working
https://www.cipd.co.uk/news-views/news-articles/performance-productivity-learning
https://www.employment-studies.co.uk/system/files/resources/files/mp36.pdf
https://www.cipd.co.uk/Images/human-capital-analytics-and-reporting_tcm18-22281.pdf
https://www.cipd.co.uk/Images/human-capital-theory-assessing-the-evidence_tcm18-22292.pdf
5DVP AC 3.3 PDP & Reflection :
For those who still need to submit their 3.3 PDP & Reflection
Unit 5DVP => ASSESSMENT WEEK => 5DVP assessment submission (Assessment criterion 3.3 – Reflection)
5DVP AC 3.3 PDP & Reflection
ONE SINGLE DOCUMENT (word or PDF) divided in TWO DISTINCTIVE SECTIONS:
SECTION 1: Revised and amended PDP – copy the PDP you submitted with your 5DVP assignment and IN A DIFFERENT COLOUR provide some updates of what you managed to accomplish, new deadlines, new objective you wish to include, any old one you wish to delete because it is not relevant, etc. There is no right or wrong answer here.
* You could include a new column in the PDP with some key points of your progress/development
SECTION 2: Write a reflection (approx. 500 words) including reasons for changes to your PDP and reflection on what you did do. Think about the development activities in your PDP (book, mentoring, conversation, website, training, job role etc
What did you learn from it?
How can you/did you apply it and how valuable is it for your role and career?
What have you done well?
Areas you could improve?
Remember this is about your own CPD (Continued Professional Development) and the units you have studied so far on this course. It is a requirement of the CIPD Code of Professional Conduct to keep your knowledge up to date, and the maintenance of your PDP's as live documents is a great way of planning and recording this.
Unit 5DVP => ASSESSMENT WEEK => 5DVP assessment submission (Assessment criterion 3.3 – Reflection)
Thank you
