Please note, this is a template which I used, and I was granted pass… I hold no

responsibility if you do not pass, I am just trying to help people who are
struggling – below are the headings and subheadings used with some
explanation to help you get through.

1.1 Organisational objectives

Based on BCB (Merger and Acquisition) case study
I picked 3 functions you can pick any based on your rationale:
Organisation Development
Employee Engagement
Learning and Development
Explained with reference to case study.

“How these HR Functions are evolving in Contemporary environment: Eg- L&D the
objectives are evolving like having more online learning due to advancements in technology.

2.1 How HR Delivers its Objectives

Explained Dave Ulrich 3 Legged Model (Ulrich, 2008)

2.2 HR across different sectors: Explain what model they will pick
Large Private Sectors- Gave M&S example.
Small Private Sector
Public Sector- NHS
Voluntary Sector- Explained both large and small charities fund situations and what they
might use.
MNC- Shell
Important question for BCB Finance here is whether keep HR In house or outsource?
Explained - Benefits of Outsourcing over In house HR and
Potential challenges of negating In house HR and entirely depending upon Outsourcing.
Gave my opinion which model they should pick keeping M&S situation in mind.

1.2 Managing Change

Explained -With reference to Dave Ulrich model of HR roles (2008) HR Role as Change
agent and Strategic Partner.
Theories I picked:
Lewin Change management- Explained with reference to BCB Finance, Gave NISSAN
example. PROS and CONS of using this.
Kotter’s 8-Step Model- Explained with reference to BCB Finance, Gave M&S example.
PROS and CONS of using this.
Explained which model I will suggest for BCB and why?

1.3 Managing HR Professionally, Ethically, and Just Manner: Explained ethics based on
three functions I picked gave CIPD profession and work place code reference for each to
explain.
Further I gave example of PEPSI in Burma to explain role of ethics.

3.1 Evaluating HR:

Mentioned different methods and I picked KPIs metrics to evaluate

Eg: Learning and Development KPI’s can be:

 Post training surveys to measure effectiveness of training
 Training Cost per Employee to measure whether the amount invested is worth or
hiring would have been better.

Pros and Cons of using KPI method.

Contribution of HR in Organisation Performance

Explained Purcell Model 2003-Prof. John Purcell of Bath University, Gave John lewis
example. Pros and Cons.

4.1 High-Performance Working, Human Capital and Organisational Performance

Definitions on the meaning of high performance working and human capital. Explained
Pfeffer High Performance Work Systems (HPWS)-1998, Gave Timpson and W L Gore
examples for evidence linking HR practices with positive organisational outcomes.

4.2 High-performance working and investment in human capital impact on

organisational practice. Gave reference of study by The Future of Work –David Guest
(Kings College-London 2000) to shows that HR practices are linked to positive
organisational outcomes.
Gave 2 more secondary research references on the given subject.
Gave example of Costco and NHS showing how high-performance working and investment
in human capital impact on organisational practice.

Gave 2 line ending statement why HR department is important for BCB finance.