Managing and Co-ordinating the Human Resources Function
Draw up a short mission statement for the HR function in an identified organisation you are familiar with consisting of five clear and distinct statements. Each should reflect your view of current and future priorities. Go on to justify your choice, making reference to major developments in the organisation's business environment.
Mission statement to complement the ethos and values of the school To inspire lifelong learning through engagement and an insatiable curiosity. There are no ceilings or boundaries to holistic learning; we aspire to create a community that we are all proud to be a member of, through the support of each other. Every young person is cared for unconditionally and valued equally and engender mutual respect for each other. We value commitment, generosity of spirit and integrity and promoting resilience, resourcefulness and courage. We recognise the power of commitment, collaboration and mutual achievement.
A mission statement should aim to be 15 words or less. Should a mission statement be any longer, ‘Top non profits’ (2015) recommend a tag line.
Tag line: To inspire lifelong learning through engagement and an insatiable curiosity.
The organisation in which I work is the Public Sector. It is a Secondary School with one thousand one hundred students eleven to sixteen. There are approximately one hundred and twenty staff of which eighty percent are teaching staff and twenty percent administrative staff. The school is undergoing redevelopment and an expansion project. At the same time, the Government has introduced a new Programme of Study, new grading systems and OFSTED is continually changing their criteria that they grade a school. The school has, in addition promoted the two Deputy Head Teachers to hold the position as joint Headteacher. With this is mind, the mission statement of the school requires to be flexible and work with the ethos of ‘Two heads are better than one’ and reflect the values of the school. One may
Mission statement to complement the ethos and values of the school To inspire lifelong learning through engagement and an insatiable curiosity. There are no ceilings or boundaries to holistic learning; we aspire to create a community that we are all proud to be a member of, through the support of each other. Every young person is cared for unconditionally and valued equally and engender mutual respect for each other. We value commitment, generosity of spirit and integrity and promoting resilience, resourcefulness and courage. We recognise the power of commitment, collaboration and mutual achievement.
A mission statement should aim to be 15 words or less. Should a mission statement be any longer, ‘Top non profits’ (2015) recommend a tag line.
Tag line: To inspire lifelong learning through engagement and an insatiable curiosity.
The organisation in which I work is the Public Sector. It is a Secondary School with one thousand one hundred students eleven to sixteen. There are approximately one hundred and twenty staff of which eighty percent are teaching staff and twenty percent administrative staff. The school is undergoing redevelopment and an expansion project. At the same time, the Government has introduced a new Programme of Study, new grading systems and OFSTED is continually changing their criteria that they grade a school. The school has, in addition promoted the two Deputy Head Teachers to hold the position as joint Headteacher. With this is mind, the mission statement of the school requires to be flexible and work with the ethos of ‘Two heads are better than one’ and reflect the values of the school. One may
Bibliography: ACACIA (2015). Managing and Co-ordinating the Human resource Function. 5MHR module. [Online] Available from: https://sites.google.com/site/acacialearningcipdl3l5/l5-intermediate/5mhr [Accessed on 14/4/2015] ACACIA (2015) ARMSTRONG, M with TYLOR, S. (2014) Armstrong’s handbook of human resource management practice; Leading and facilitating change pg630-637. Kogan Page ltd CONNELLY, M (2008-2015) CONNELLY, M (2008-2015). Change-Management-Coach; Kubler-Ross five stage model [Online]. Available from http://www.change-management-coach.com/kubler-ross.html [Accessed on 25/4/2015] CONNELLY, M (2008-2015) MAUNDER, M. (18th/19th April 2015) Managing and Co-ordinating the Human Resources Function. PowerPoint. Presented at Acacia learning session at Great Ormond Street Hospital. MORRISON, M. (2013) PESTLE analysis fact sheet [Online] Available from http://www.cipd.co.uk/hr-resources/factsheets/pestle-analysis.aspx [Accessed on 25/4/2015] MORRISON, M PEOPLE MANAGEMENT (2012). How to successfully embed change [Article provided by MAUNDER, Michelle. (18th/19th April 2015) Managing and Co-ordinating the Human Resources Function. Acacia learning session at Great Ormond Street Hospital]. PURCELL, J. and HUTCHINSON, S. (2007) ‘Front-line managers as agents in the HRM-performance causal chain: theory, analysis and evidence’. Human Resource Management Journal, 17: 1, 3-20 TOP NONPROFITS (2015)