2. CIPD Foundation Level Core Unit Understanding organisations and the role of human relations

3. CIPD Foundation Level Core Unit

4. What do we need to know about each other? New icebreaker

5. 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.

6. 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

7. 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

8. CIPD Foundation Level Core Unit

10. EmployerEmployeeCustomerShareholderCommunity Profit Customer sat Employee sat Product awards Increased sales Safety record Legal Ethical Regulatory Job satisfaction Work/Life balance Development opportunities Promotion Salary Reward Communication Product sat ROI After sales support Good service ROI Profit Well managed investment Communication Local employment Green Communication

11. CIPD Foundation Level Core Unit Departmental Strategies Departmental Plans Teams & Individuals HR Strategy Development Reward Resourcing Performance Management Employee Relations Key Performance Indicators

12. CIPD Foundation Level Core Unit

13. ‘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.’

14. 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

15. 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

16. CIPD Foundation Level Core Unit

19. StrengthsWeaknesses Opportunities Threats PositiveNegative Internal factors External factor

20. 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.

21. CIPD Foundation Level Core Unit StrengthsWeaknesses Opportunities Threats PositiveNegative Internal factors External factor Task One

22. 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

23. 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

24. 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)

25. 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 Three For each identified key goal, devise at least one KPI

26. 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 Five From the scenario (including your own embellishments) identify learning needs and suggest ways that these might be met

27. CIPD Foundation Level Core Unit