603 History Of Company, Key Products And Services Assessment Answer

pages Pages: 4word Words: 890

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 6th Style).
  • Number of employees, offices, production facilities, market share (if applicable)?(Needs to be referenced, APA 6th Style).

1.2 Product /service offerings

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

Add….Analyse how the company can plan and executive these approaches to performance management in the organisation …. (Needs to be referenced, APA 6th 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 6th 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 6th 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 6th 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 6th 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 6th 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 6th 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 Analysiswhich 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 Analysiswhich 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
Show More

Answer :

For solution, connect with experts online.