Assignment 1
No.
Understanding the Business Context of Human Resources (5CBIC)
Contents:
1.0
Compare two different types of organisation and their operational/business purpose (AC:1.1)
2.0
Assess how business type and purpose affects the HR Function (AC: 1.2)
3.0
Explain how different organisational structures and management roles can impact on the HR Function (AC: 1.3)
4.0
Explain the role of the HR function in formulating organisational strategy (AC: 3.2)
5.0
Explain how organisational strategy is translated in HR strategy and policy (AC:3.3)
6.0
PESTLE Analysis
7.0
How does PESTLE or SWOT affect the organisation’s HR Function (AC: 2.1, 2.2, 2.3, 2.4)
8.0
Analysis of techniques/tools you used and conclusion(AC: 2.5, 3.1)
9.0
Reference List
10.0
Bibliography/Webography
11.0
Appendices
Assignment 1:
Understanding the Business Context of Human Resources
1.0 Compare two different types of organisation and their operational/business purpose (AC:1.1)
There many different types of organisations, such as: Large private sector, public sector, voluntary sector, SME’s, networked organisations and multinational organisations, as defined by Taylor and Woodhams (2014). This is a comparison of two of these types, focusing on the large private sector and multinational organisations, starting with main points from the definition by Taylor and Woodhams about the Private Sector.
The Private Sector is made up of businesses which are owned by private individuals or families, by other organisations or by large numbers of individual and intuitional shareholders, which can include employee stakeholders.
Multinational companies can be defined as “as a business organisation whose activities are located in more than two countries” (Smelser and Baltes 2001, pg 10197-10204)
Although these are both usually large business there are a lot of differences between the two. The business purpose of multinational companies is to generate revenue, to dominate the preferred market and sourcing the
Understanding the Business Context of Human Resources (5CBIC)
Contents:
1.0
Compare two different types of organisation and their operational/business purpose (AC:1.1)
2.0
Assess how business type and purpose affects the HR Function (AC: 1.2)
3.0
Explain how different organisational structures and management roles can impact on the HR Function (AC: 1.3)
4.0
Explain the role of the HR function in formulating organisational strategy (AC: 3.2)
5.0
Explain how organisational strategy is translated in HR strategy and policy (AC:3.3)
6.0
PESTLE Analysis
7.0
How does PESTLE or SWOT affect the organisation’s HR Function (AC: 2.1, 2.2, 2.3, 2.4)
8.0
Analysis of techniques/tools you used and conclusion(AC: 2.5, 3.1)
9.0
Reference List
10.0
Bibliography/Webography
11.0
Appendices
Assignment 1:
Understanding the Business Context of Human Resources
1.0 Compare two different types of organisation and their operational/business purpose (AC:1.1)
There many different types of organisations, such as: Large private sector, public sector, voluntary sector, SME’s, networked organisations and multinational organisations, as defined by Taylor and Woodhams (2014). This is a comparison of two of these types, focusing on the large private sector and multinational organisations, starting with main points from the definition by Taylor and Woodhams about the Private Sector.
The Private Sector is made up of businesses which are owned by private individuals or families, by other organisations or by large numbers of individual and intuitional shareholders, which can include employee stakeholders.
Multinational companies can be defined as “as a business organisation whose activities are located in more than two countries” (Smelser and Baltes 2001, pg 10197-10204)
Although these are both usually large business there are a lot of differences between the two. The business purpose of multinational companies is to generate revenue, to dominate the preferred market and sourcing the
Bibliography: Chandler, A. (1962). Strategy and structure: chapters in the history of the industrial enterprise. 1st ed. Cambridge: M.I.T. Press. Changeboard.com, (2014). How does HR support line managers?. [online] Available at: http://www.changeboard.com/content/1616/hr-needs-to-partner-with-line-managers-to%20use%20-join-up-talent-management-strategy [Accessed 10 Aug. 2014]. Cipd.co.uk, (2014). Employee turnover and retention - Factsheets - CIPD. [online] Available at: http://www.cipd.co.uk/hr-resources/factsheets/employee-turnover-retention.aspx. [Accessed 3 Aug. 2014]. Davis, and Scully, (2014). Strategic Resourcing, Chapter 4. [online] Available at: http://www.cipd.co.uk/nr/rdonlyres/a194a40d-a478-4f57-8270-ea4e2836aaf9/0/9781843981718_sc.pdf [Accessed 10 Aug. 2014]. HR 's Evolving Role in Organisations. (2014). [online] Available at: http://www.shrm.org/research/surveyfindings/documents/hr 's%20evolving%20role%20in%20organizations.pdf [Accessed 3 Aug. 2014]. Lewis, G. (2014). Trade Union membership increases in private sector. [online] Cipd.co.uk. Available at: http://www.cipd.co.uk/hr-resources/factsheets/employee-turnover-retention.aspx [Accessed 3 Aug. 2014]. Smelser, N. and Baltes, P. (2014). Multinational corporations. [online] www.columbia.edu. Available at: https://www0.gsb.columbia.edu/faculty/bkogut/files/Chapter_in_smelser-Baltes_2001.pdf) [Accessed 3 Aug. 2014]. Tamkin, Reilly, and Strebler, (2014). Change Agenda. [online] Available at: http:///www.cipd.co.uk/nr/rdonlyres/acd1e019-8d4f-4f82-af7a-2022c2322bde/0/changhrfunc.pd [Accessed 10 Aug. 2014]. The Changing HR Function. (2014). [online] Available at: http://www.cipd.co.uk/binaries/chnghrfunc.pdf [Accessed 10 Aug. 2014 Ulrich, D Weightman, J. (1990). Managing human resources. 1st ed. London: I.P.M. www. cipd.co.uk, (2014). Absence Managment Survey Report 2013. [online] Available at: http://://www.cipd.co.uk/hr-resources/survey-reports/absence-management-2013-private-sector-summary.aspx. [Accessed 3 Aug. 2014].