Referencing Styles : Harvard
A table or chart illustrating both modern and traditional indicators of how business performance can be evaluated. You should highlight, with examples from your own organisation or from other sources, the role of HR in business planning and change management. Assessment criterion: 3.1 Evaluate business performance and the role of HR in business planning and the change management agenda. Key word: Evaluate: Explain the advantages and disadvantages and then form a conclusion. This should be in the form of a judgement. Content ideas: For this criterion you need to produce a table or chart illustrating modern and traditional indicators of how business performance can be evaluated. Traditional methods could include time to hire, training spend, absences. Modern methods could be performance differences between internal and external hires, Return on investment, Priority skills development, retention and KPIs and stakeholder satisfaction analysis. You should also include examples that illustrate the role HR plays in business planning. You could use models such as Walton and Burgoyne’s Seven stages of HR planning. For change management consider the role of HR in managing the change – what type of activities might HR be involved with? You may like to consider Lewin’s model of change management or force field analysis or consider Bridges and Mitchell’s Change programme. Close An assessment of how different sources of business and contextual data should be considered and used when planning (e.g. internal information within the organisation, including HR metrics, industry information, such as trends in HR, competitive information and government information). Assessment criterion: 3.2 Assess and utilise different sources of business and contextual data for planning purposes. Key words: Assess: Give careful consideration to all the factors or events that apply and identify which are the most important and relevant, with reasons. Content ideas: You should end the assessment by assessing how the business utilises different business and HR metrics for planning purposes. You could consider industry information, government information identifying obstacles and risks, trends in HR, patterns and metrics within the organisation (such as employee turnover and retention), communication and short and long term prospects that can be used for planning purposes. Close