603 History Of Company, Key Products And Services Assessment Answer

Question :

New Zealand Diploma in Business

(Leadership and Management)

Level 6

Human Resource Management – NZDB 603

Executive Summary

Brief introduction of the company

-A brief history of the company

-Key products and services

Summary of HR planning

-Summary of the key points and recommendations discussed in the report

Conclusion

-Summary of how HR planning lead to better operational performance for the selected organisation

Example

subject matter- write the purpose of the report….

Brief introduction of the company

A brief history of the company
Key products and services

findings – Write a summary of each area (Briefly highlight HRM Plan from the report)

Managing employment relationship –each sub area under this section add couple of sentences

The Treaty of Waitangi–each sub area under this section add couple of sentences

Career development and training programme–each sub area under this section add couple of sentences

Workplace health and safety programme–each sub area under this section add couple of sentences

Conclusions- it can be concluded that …………………………Summary of how HR Plan can leadto better HR operational performance for the selected organisation

Recommendations (note that conclusions and recommendations can be bulleted, you can summarise the recommendations from the conclusion area as bullet points

1 Introduction

1.1 Overview of the organisation

History of the company, when it started its operations(Needs to be referenced, APA 6^th Style).
Number of employees, offices, production facilities, market share (if applicable)?(Needs to be referenced, APA 6^th Style).

1.2 Product /service offerings

Number of product/service offerings? (Needs to be referenced, APA 6^th Style).

2 Managing employment relationship

2.1 Performance Management Model

Analyse the performance management model in the context of the selected organisation(Needs to be referenced, APA 6^th Style)such as;

Thefollowing section includes the performance management model in the context of New Zealand Post

Table 1 Analysis of the Performance Management Process

Steps in the performance management process	Analysis in the context of the selected organisation
Define performance outcomes….(Needs to be referenced, APA 6th Style)	Add ..Analyse how the company can plan and executive these steps for performance management in the selected organisation(Needs to be referenced, APA 6th Style)
Develop employee goals, behaviour, and actions to achieve outcomes
Provide support and ongoing performance discussions
Evaluate performance
Identify improvements needed
Provide consequences for performance results

Use printed HR textbooks in the college or journals;

Noe, R., Hollenbeck, J., Gerhart, B. & Wright, P. (2014). Human Resource Management (9th Ed.). McGraw-Hill Education. (page 302 to 303)
A summary of these pages can be read from this link

2.2 Methods for measuring performance

Distinguish various methods for measuring performance and how the selected organisation can plan and execute these approaches to measure performance in the organisation (Needs to be referenced, APA 6^th Style) such as ;

Table 2 Analysis of Methods of Measuring Performance

Methods for measuring performance	Analysis in the context of the selected organisation
Comparative…. (Needs to be referenced, APA 6^th Style).	Add….Analyse how the company can plan and executive these approaches to performance management in the organisation …. (Needs to be referenced, APA 6^th Style).
Attribute
Behavioural
Results
Quality

Use printed HR textbooks in the college or journals;

Noe, R., Hollenbeck, J., Gerhart, B. & Wright, P. (2014). Human Resource Management (9th Ed.). McGraw-Hill Education. (page 307 to 316)

2.3 Develop the Balanced Score Card

Describe the balanced score card applicable for the organisation with various performance categories for executing and monitoringof tasks by the employees (Needs to be referenced, APA 6^th Style). The proposed Talent Strategy is provided with HR Balanced Scorecard.

Table 3 Balanced Scorecard

Perspective	Goals	Measures	Explanation in the context of the organisation
Financial Perspective	Goal 1 Teams create more value at lower cost	Cost to hire….
Customer Perspective	Goal 1 Improve talent attraction strategy Goal 2	Yield ratio….
Internal Perspective	Goal 1 Goal 2
Financial Perspective	Goal 1 Goal 2

2.4 Strategies and recommendations

Propose various strategies and recommendations to improve employment relationship based on the performance measurement . Add recommendations from findings of 2.2 and 2.3

3 The Treaty of Waitangi

3.1 Analysis of HR policies in relations to the principles

Analyse various aspects of the organisations HR policies in relation to the 3 Ps of theTreaty of Waitangi (Needs to be referenced, APA 6^th Style)

3.1.1 Participation

Acknowledges sovereignty/governance and working together with the same rights and benefits as subjects of the Crown. …………In terms of participation the company does ….how is this principle covered in the policies? Which policy and what aspects are covered?(Needs to be referenced, APA 6^th Style).

3.1.2 Protection

Acknowledges the protection of rights, benefits and possessions……. In terms of participation the company does ….In terms of protection the company does ….how is this principle covered in the policies? Which policy and what aspects are covered? (Needs to be referenced, APA 6th Style).

3.1.3 Partnership

Acknowledges sovereignty/governance and working together with the same rights and benefits as subjects of the Crown. ……In terms of partnership the company does ….how is this principle covered in the policies? Which policy and what aspects are covered?

3.2 Recommended strategies

Recommend at least three strategies to the company to improve its HR policies in the context of the Treaty of Waitangi

Table 4Strategies to improve HR Policies in the context of Treaty of Waitangi

Policies	Strategies to improve HR Policies in the context of Treaty of Waitangi
Policy area 1- see the policy area you discussed in 3.1.1	Strategies and recommendationsfor the policies should be evaluated based on the analysis from the above discussion in 3.1.1. In xxx company….( explain how its applied in your company) (Needs to be referenced, APA 6^th Style).
Policy area 2- see the policy area you discussed in 3.1.2	Strategies and recommendations for the policies should be evaluated based on the analysis from the above discussion in 3.1.2 . In xxx company….( explain how its applied in your company) (Needs to be referenced, APA 6^th Style).
Policy area 3- see the policy area you discussed in 3.1.3	Strategies and recommendations for the policies should be evaluated based on the analysis from the above discussion in 3.1.3 . In xxx company….( explain how its applied in your company) (Needs to be referenced, APA 6^th Style).

4 Career development and training programme

Define Career Development and importance of training and development process in an organisation and introduce how it is addressed in the context of the organisation to achieve the strategic goals ….. What are the employee goals and strategic objectives of the selected company? Add….

The following career development and training programmes are proposed for 3 areas

Table 54Career development and training programme

Assess needs for Training	Readiness of Training	Planning the training	Implementing the training programme	Evaluate the results of training	When is the training required (dates)
Training programme 1 Organisational need – what training required and why? Name of the training programme. Personal Analysis- which staff group needs training	Employee readiness characteristics – Need basic learning skills , cognitive ability ( use of written and spoken language, solve math problems, use logic) , motivation to learn and develop a career path Work environment – Situational constraints – lack of money, time, failure to provide tools and resources Social Support – encouragement to be trained , praise, encouraging words, sharing information about participation in training programmes, expressing positive attitiudes	Objectives of the programme -what employee is expected to do -performance standards -resources In-house or contracted out? Request for Proposal – type of service, type, number, dates, dates to get proposals Choice of training methods Classroom instruction Computer based -e-learning, electronic performance support systems On the job Training – Apprenticeship, internship Simulations- Avatars, Virtual Reality Business games and case studies- Behaviour modelling – experiential programs, adventure learning Team training- cross-training, coordination training, team leader training Action learning -	Principles of learning Training activity and ways to provide Transfer of training On the job use of knowledge, skills and behaviors learned in training	Evaluation Methods Facts, techniques and procedures trainee can recall after the training Skills that the trainee can demonstrate in tests or on the job Trainee and supervisor satisfaction with the programme Changes in the attitude related to the content of the training (example more tolerance to diversity or concern for safety) Improvements in individual, group, or company performance ( examplegreater customer satisfaction, more sales, fewer defects)	Dates
Training programme 2 Organisational need – what training required and why? Name of the training programme. Personal Analysis- which staff group needs training	Employee readiness characteristics – Need basic learning skills , cognitive ability ( use of written and spoken language, solve math problems, use logic) , motivation to learn and develop a career path Work environment – Situational constraints – lack of money, time, failure to provide tools and resources Social Support – encouragement to be trained , praise, encouraging words, sharing information about participation in training programmes, expressing positive attitiudes	Objectives of the programme -what employee is expected to do -performance standards -resources In-house or contracted out? Request for Proposal – type of service, type, number, dates, dates to get proposals Choice of training methods Classroom instruction Computer based -e-learning, electronic performance support systems On the job Training – Apprenticeship, internship Simulations- Avatars, Virtual Reality Business games and case studies- Behaviour modelling – experiential programs, adventure learning Team training- cross-training, coordination training, team leader training Action learning -	Principles of learning

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