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1) Title page: CHR Assessment

2) Contents page
3) Forces shaping HR agenda <500 words> - AC2.1.
• The evolution of HRM, what does business want from HR
• Reference 1: Shaping the future CIPD 2011
• Reference 2: Six competencies for the future of HR
• Reference 3: ACE conference 2014, Peter Cheese
➢ Force 1:
➢ Force 2:
➢ Force 3:
4) Tools for analysing business environment <500 words> - AC 2.2
• explain PESTLEE & SWOT analysis (reference 1)
• similaritites are differences (reference 2 - ppt)
• strengths and weaknesses (reference 2 - ppt)
5.) Factors affecting business and HR <500 words> AC 1.1
• SWOT Analysis of EY → excluded from word count 120 words
• Strength (internal)
◦ strong brand: one of the largest consulting and accounting firm
◦ global know how, global service delivery network
◦ high prestige clientele
• Weaknesses (internal)
◦ limited market share, limited growing opportunites
◦ high employee fluctuation rate
• Opportunities (external)
◦ acquisition of small/mid size firms (new knowledge, new clientele, growing
opportunity)
◦ diversification of services
◦ change in law and regulations
• Threats (external)
◦ strong competition
◦ global/local: downturn of economic growth, financial crisis - > companies are
spending less on external consulting services
◦ change in law and regulations
◦ Hungarian labour market trends (low unemployment, outflow of the labour force
to western european countries)
• Definition of Environmental scanning (reference 1)
• Factor 1: Strong competition
• Tough „war” not only for the clients projects but for human resources/talents
• attract fresh grads & experts
• retaing experienced workforce
• HR actions
• further strengthen employer brand (attraction)
• monitor & analyse key competititors' activity (attraction & retention)
• offer the most attractive compensation package (attraction & retention)
• Factor 2: Local labour market trends
• Recruitment difficulties (number of well qualified/ good fit candidates)
• well educated and/or experienced talent „outflow” to western european countries
• new employers on the labour market (SSC)
• expectations of generation Y/Millenials
• HR actions
• cooperation with local universities: introduction of „dual qualification university
programs” → engage & bond students already during their studies
• study the Millenial generation
• align what the company can offer and communicate → make organisation
attractive
• Factor 3: High fluctuation rate of employees
• Employee fluctuation rate is increasing year by year, it
• negatively affects team moral
• negatively influences exceptional client service as clients prefer continuity &
personal relations („trusted advisor concept”)
• increases indirect costs (replacement cost, training cost, etc.)
• HR Should
• monitor engagement and well being of employees
• support the management to design/ implement actions which increase engagement
level
• monitor employment market/industry trends (compensation)

6.) Ethics and accountability <500 words> - AC 2.4.


• What is ethics in business (reference 1)
• Examples for poor business ethics
◦ Volkswagen
◦ Starbucks tax
◦ Nike
• Examples of good business ethics
◦ Illycafe
◦ EY
• Organisations' tool/way to ensure stakeholders are accountable for good business ethical
behaviour
◦ Tools
▪ Code of conduct
▪ Modern slavery policy
◦ HR's role
▪ model behaviours and create corporate practices that reduce unethical business
practices even while making their firms more competitice in the marketplace
(source11)
▪ HR practitioners can ask questions, help recognise the possible choices, and build a
decision-making framework for putting all the possible stakeholders in the picture
(source 22)

1 http://go.galegroup.com/ps/anonymous?p=AONE&sw=w&issn=01998986&v=2.1&it=r&id=GALE
%7CA131500182&sid=googleScholar&linkaccess=fulltext&authCount=1&isAnonymousEntry=true
2 http://www2.cipd.co.uk/community/blogs/b/research-blog/archive/2015/09/30/are-business-ethics-hr-s-business

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