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CIPD Foundation LevelCore Unit
Understanding organisations and the role
of human relations
CIPD Foundation Level Core Unit
CIPD Foundation Level Core Unit
What do we need to know about each other?
• New icebreaker
CIPD Foundation Level Core Unit
Aim
• To enable learners to recognise how HR and LD activities support the organisation’s strategy so that business objectives are achieved.
CIPD Foundation Level Core Unit
Learning Objectives• Describe the purpose and broad success criteria
of different types of organisation, focusing on Public Sector, Private Sector and Third Sector
• Identify the components of success in terms of who benefits – examples: employer, employee, shareholder, community
• Explain a basic business planning model from vision, through strategising and plans to KPIs
• State the purpose of the Key Performance Indicator (link to 4DEP)
• List the essential components of the KPI – a good KPI, a bad KPI
CIPD Foundation Level Core Unit
Learning Objectives• Explain how KPIs are used to measure functional
performance and how these are linked to organisational/business management
• Use the tools PESTLE, Porter’s Five Forces and SWOT as business planning tools and state how these can be used from the perspective of HR/LD
• Explain how, as HR/LD professionals, they can influence people management practices
• Building on the partnering approach covered in 4DEP, explain how they can work with managers to identify departmental and team objectives
• Explain how they might advise managers on how to identify learning needs and translate these into learning activities to improve performance
CIPD Foundation Level Core Unit
CIPD Foundation Level Core Unit
CIPD Foundation Level Core Unit
Employer Employee Customer Shareholder Community
ProfitCustomer satEmployee satProduct awardsIncreased salesSafety recordLegalEthicalRegulatory
Job satisfactionWork/Life balanceDevelopment opportunitiesPromotionSalaryRewardCommunication
Product satROIAfter sales supportGood service
ROIProfitWell managed investmentCommunication
Local employmentGreenCommunication
CIPD Foundation Level Core Unit
Departmental Strategies
Departmental Plans
Teams & Individuals
HR Strategy
Development
Reward
Resourcing
Performance Management
Employee Relations
Key Performance Indicators
CIPD Foundation Level Core Unit
CIPD Foundation Level Core Unit
‘Unless you measure something you don’t know if it is getting better or worse. You can’t manage for improvement if you don’t measure to see what is getting better and what is not.’
CIPD Foundation Level Core Unit
At least 20% of monthly income should be attributable to return customers
A minimum of 40% of the current year’s students should achieve an A grade at GCSE
100% of customer calls should be answered by a customer service representative within the first minute
At least 400 clients from the local community should be assisted during the financial year
CIPD Foundation Level Core Unit
• Must reflect the critical success factors of the organisation – key to success
• Quantifiable/measurable• Communicated and understood across the
organisation• Specific to functional areas/departments• Usually long-term – but need to review as
organisation evolves• Don’t have too many – just what is needed
CIPD Foundation Level Core Unit
CIPD Foundation Level Core Unit
CIPD Foundation Level Core Unit
CIPD Foundation Level Core Unit
Strengths Weaknesses
Opportunities Threats
Positive Negative
Inte
rnal fa
ctors
Exte
rnal fa
ctor
CIPD Foundation Level Core Unit
You are the HR department (decide on individual roles), reporting to the HR Director, for a medium sized manufacturing organisation that makes widgets at its plant in the Midlands. Recently, the advent of some exciting new technology has created the possibility of opening up a new market segment with anticipated demand for a technically enhanced widget with new state of the art features. This has come at just the right time for the company, which has been through a particularly turbulent period due to the current economic downturn, including a major downsizing of the production department. Employee morale has been at low ebb and employee turnover has started to creep up to an unacceptable level. The new widget opportunity is exciting and could turn the fortunes of the company around.
CIPD Foundation Level Core Unit
Strengths Weaknesses
Opportunities Threats
Positive Negative
Inte
rnal fa
ctors
Exte
rnal
fact
or
Task One
CIPD Foundation Level Core Unit
• Review of competencies – job descriptions – role profiles• Recruitment• Learning Needs Analysis/Training Needs Analysis (explain in
terms of expectation i.e. TNA assumes the solution will be training, LNA seeks other solutions
• Learning & Development – development of learning/training programmes
• Induction• Appraisal process• Retention – talent management• Reward – salary, benefits, non-monetary reward• Disciplinary & Grievance management• Exit arrangements
Task Two – identify what the people management practices are which they, as HR/LD professionals might influence within this organisation
CIPD Foundation Level Core Unit
• Interviews – establishing role requirements (competencies), employee training requirements,
• Advising e.g. on disciplinary and grievance process• Observation of activities as part of continuous improvement• Training e.g. ‘bite size’ on value of effective appraisals• Design of programmes e.g. induction (with management
input and buy-in)• Involvement of managers in the design and/or delivery of
training programmes• Conduct of salary reviews• Succession planning facilitation• Assistance with change management• Coaching of managers• Giving feedback
Task Three – Bearing in mind the areas of performance management identified – suggest methods of engaging with managers
CIPD Foundation Level Core Unit
• Procurement• Production• Sales & Marketing• Operations/Logistics• HR
Task Four – consider how they will work with managers to identify departmental, team and individual objectives
Step One:Consider the brief (and your own embellishments to the scenario) – identify the key functional areas (departments)
CIPD Foundation Level Core Unit
Step Two:For each functional area ask the team to establish at least one key goal – explain that the key goal might be shared with other areas – e.g. sell more
Step ThreeFor each identified key goal, devise at least one KPI
CIPD Foundation Level Core Unit
• Various forms of management and leadership training for supervisors/team leaders and above, focusing on:
• - Improving staff morale• - Managing people through change• - Effective performance management, including appraisal
training• Technical training for production line staff• Customer care training for the sales team• Effective sales and marketing – perhaps in the international
context for the sales and marketing team• New processes for production line• New processes for Operations/logistics• IT skills in line with new technology for all
Task FiveFrom the scenario (including your own embellishments) identify learning needs and suggest ways that these might be met
CIPD Foundation Level Core Unit
CIPD Foundation Level Core Unit