Presentation on theme: "Managing and Co-ordinating the Human Resources Function (5MHR)"— Presentation transcript:
1 Managing and Co-ordinating the Human Resources Function (5MHR) Cohort: WaterlooTutor: Michelle Maunder
2 Understand how HR objectives are delivered in different organisations. Learning OutcomesBe able to explain 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 contribution to sustained organisation performance.Understand the HR function's contribution to effective change management.Be able to explain the role of ethics and professionalism in HR management and developmentUnderstand the relationship between organisational performance and effective HR management and development.
3 Learning Outcome 3LO3: Understand how the HR function can be evaluated in terms of value added and contribution to sustained organisation performance3.1 Describe the major criteria used to evaluate the contribution of the HR function and of HR policies and practices3.2 Assess the major methods used to evaluate the contribution made by HR
4 Human Capital Management You cannotmanageunlessyou measureBut the measuresmust bemeaningfulAnd they mustlead to actionThis resource is part of a range offered free to academics and/or students using Armstrong’s Handbook of Human Resource Management Practice, 11th edition, as part of their course. For more academic resources and other FREE material, please visit and then click on Academic Resources.
5 Measurements Service level agreements (SLA’s) Key Performance Indicators (KPI’s)Delivery of strategic objectivesUse of HR metricsData gatheringBenchmarkingBalanced score cardStaff surveysRisk managementLine manager & Employee feedback.
6 Key Performance Indicators (KPIs) Performance measures for organisations. HR indicators could include:Reduce absence by 10% by 2014Reduce the recruitment budget by 10% in 12 months???
7 Human Capital Management Retention & utilisation of skills (Human Capital)Intellectual: flow of knowledgeSocial: knowledge from networksOrganisational: institutionalised knowledge
8 Human Capital Management Factors impacting on measurementType of organization; business goals/driversExisting KPIsUse of balanced scorecardThe availability of data
9 Balanced Scorecard Customer perspective How do customers see us? Financial perspectiveHow do we appear toour shareholders?Innovation and learning(people) perspectiveCan we continue to improveand add value?Internal perspectiveWhat must we excel at?
10 Human Capital Management Human capital index - Watson WyattTotal rewardsFlexible workforceRecruitment/ retentionCommunicationOrganisational performance model - Mercer HR ConsultingPeopleWork processesInformationKnowledgeDecision makingRewardsThe human capital monitor -Andrew MayoCapabilityPotential to growPerformanceContributionLeadershipMotivationLearning
11 Evaluating SuccessResourcing – advertising costs, recruitment success rates, selection process in relation to future performance, induction resulting in higher retention??