1 - Be able to explain the purpose and key objectives of the HR function in contemporary organizations.
2 - Understand how HR objectives are delivered in different organizations.
3 - Understand how the HR function can be evaluated in terms of value added and contribution to sustained organization performance
4 - Understand the HR function's contribution to effective change management
5 - Be able to explain the role of ethics and professionalism in HR management and development
6 - Understand the relationship between organisational performance and effective HR management and development.

1. Draw up a short mission statement for the HR function in an identified organisation you are familiar with consisting of five clear and distinct statements. E h should reflect your view of current and future priorities. Go on to justify your choice, making reference to major developments in the organisation's business environment.

2. Briefly describe the major features you would expect to find in an HR function which has adopted the 'Ulrich Model' as the basis for its structure. Explain the thinking behind this appro h to the organisation of an HR function. In what types of organisation do you think it works best and why?

3. You have been asked to advise a growing organisation which employs 75 people in office-based roles but which has no specialist, dedicated HR function. Managers are particularly keen to know the criteria they can use to evaluate the effectiveness of their HR  tivities and initiatives. Managers will also need to know the major methods they can use to evaluate the contribution made by those responsible for HR within the organisation.

4. You are asked to brief a newly appointed manager on the role HR managers should play in order to maximise the likelihood that a forthcoming organisation restructuring exercise is judged to have been successful after it is complete. This new manager is particularly concerned to ensure that staff turnover rates do not increase as a result of the proposed reorganisation. What key points would you want to make. Justify your answer.

5. Senior managers in an organisation decide that there is a need to enhance its reputation for ethical and professional dealings with all its stakeholders. You are asked to develop some ideas about what this may mean for the manner in which pay rates are determined. At present an informal appro h is used where by individuals negotiate a starting salary when they are offered a job and subsequently see that increase as and when their line managers decide that a rise is deserved and affordable. Briefly critique the existing appro h from an ethical standpoint. What sort of alternative system are you likely to recommend is adopted? Justify your answer.

6. Read the article entitled 'Front-line managers as agents in the HRM-performance causal chain: theory, analysis and evidence' by John Purcell and Sue Hutchinson. You should then write a brief summary setting out the main conclusions that the authors re h in the article and state how convincing you find these to be and why.

1.1 - Identify major organisational objectives that the HR function is responsible for delivering.

1.2 - Explain how these objectives are evolving in the contemporary environment.

2.1 - Explain the different ways in which the HR objectives can be delivered in organisations.

2.2 - Analyse how the HR function varies between organisations in different sectors and of different sizes.

3.1 - Describe the major criteria used to evaluate the contribution of the HR function and of HR policies and pr tices.

3.2 - Assess the major methods used to evaluate the contribution made by HR.

4.1 - Explain the major theories of effective change management and how these are applied in pr tice.

4.2 - Evaluate the role played by the HR function in helping to ensure that change management programmes are successful.

5.1 - Put the business case for managing HR management and development in a professional, ethical and just manner.

5.2 - Explain the significance of policies aimed at promoting equality, diversity, work-life balance, justice and dignity at work.

6.1 - Identify and evaluate research evidence linking HR pr tices with positive organisational outcomes.

6.2 - Explain the meaning of high-performance working and human capital and the way they imp t on organizational pr tice.