Question 1 Give examples of the three organisational objectives that the HR function is responsible for delivering, and briefly explain how these have evolved/are evolving in contemporary organisations. In your discussion you could cite business partnering, strategic partner. • building organisation capability through people and performance, • organisation and job design, • staffing objectives, • performance objectives, • contributing to organisation change, • promoting good employment relations and employee engagement, • developing careers and skills. You also need to consider in your response how the role of HR has changed over time i.e. the move from personnel management to a more strategic role. In your answers you must also provide a brief justification for why HR should be managed in professional, ethical and just manner. Question 2 Give a brief summary of two different ways HR objectives can be delivered in organisations. You should compare two different models for delivering HR services e.g. • shared services - the three-legged stool (ulrich) model • outsourcing, • the Harvard model of hrm • hard and soft HR model • warwick model You are then asked to analyse how the HR function varies between organisations in different sectors and sizes. You could consider how the HR function differs in the following: • private and public sector • small or medium enterprises • multi-national organisation across borders. Question 3 Give a short explanation of at least two major theories of change management such as Lewin’s three-phase model and more contemporary models e.g. Kotter’s eight-stage model. Then select one of the theories and illustrate how it can be used and provide an evaluation of it. Think about the advantages and disadvantages of the model. You could compare and contrast them against one another. Question 4 You are responding to a CEO’s request for a report on the contribution of the HR function to the business. You don’t need to actually write a full report, just a summary of the criteria and methods you would use to evaluate HR’s contribution.You can suit to an organisation of your choice. Please mention about time to hire, cost to hire, retention rate. You should put together a brief summary of what the criteria would be and how you would arrive at these. Then move on to how you would evaluate the contribution of the HR function. You should then outline at least two examples of different approaches to HR evaluation: • metrics, • balanced scorecard, • benchmarking, • SLA’s, • KPI’s, • surveys. Question 5 Choose one of the four articles in the assessment week that identifies and evaluates research evidence linking HR practices with positive organisational outcomes. You must briefly summarise the findings of the article. Then evaluate the article from your perspective considering the following areas: • quality, validity, authenticity, currency, credibility • do you agree – if so why or why not, is it valid or not. Try to use evidence to support your view. • how useful is the article • you must comment on thepersuasiveness of the article, in terms of how well it makes it’s case, You must also comment on how the article has linked HR practice with positive organisational outcomes.Conclude by explaining how high-performance working and investment in human capital can impact on organisational practice. Articles for selection Articles for selection Below are listed the four articles that can be used for Question 5. You should select one of these articles. For articles 1, 3 and 4, click the link below, then click on “Download full-text PDF” to view the full article. 1. Human Resource Development Practices and Employee Engagement: Examining the Connection With Employee Turnover Intentions https://www.researchgate.net/profile/Brad_Shuck/publication/264781508_Human_Resource_Development_Practices_and_Employee_Engagement_Examining_the_Connection_With_Employee_Turnover_Intentions/links/55aa505608aea3d086826e60.pdf 2. A Capability Approach to organisational talent management http://eprints.hud.ac.uk/16882/1/SwailesTalent.pdf 3. Evaluating human capital: An exploratory study of management practice https://www.researchgate.net/profile/Harry_Scarbrough/publication/227837275_Evaluating_human_capital_An_exploratory_study_of_management_practice/links/0deec5303d6394a3a0000000.pdf 4. Strategic HR functions and firm performance: The moderating effects of high-involvement work practices https://www.researchgate.net/profile/Hyondong_Kim/publication/283152033_strategicHR/links/562d031b08ae04c2aeb4a044.pdf