group5

Suggested to do list - Not for profit

__How my Project Fits in with the Organisational Requirements- Sandy__

Employing 'the right people in the right job at the right time' (Martin & Jackson 2005: 107) is crucial in meeting the organisation’s objectives for performance ensuring that the business is projecting the right image in terms of employer branding Organisational growth and survival does depend to some extent upon recruiting and selecting suitable candidates. The recruitment of unsuitable individuals will mean that the quality of work produced by the organisation will suffer. It can lead to further losses in terms of quality of work, productivity and the corporate/ branding image. Exploring possible ways in which the recruitment and selection process of candidates for the organisation can be made efficient, is crucial to its future. The possibility of the organisation receiving further funding from the Commonwealth Secretariat and European Union will depend upon the quality of work produced by the skilled and suitably qualified employees. The issue that this Project Management Report will explore is whether technology in terms of e recruitment processes can improve the efficiency of the recruitment process for the Project.

Below is what i intend to add on the Change management slide as an example of what Theresa suggested below for the indivudual slides.

Example

Management of Change

According to health and safety executive there has been a rise in stress related illness which has accounted for 13.4 million lost days at work. The CIPD suggest that one of the top factors contributing to stress is organisational change.

For this reason it is key that management have an understanding and ability of how to manage change effectively to reduce the negative effect of change and ensure that the change iniative goals are met.

It would be good if we can all have our slides ready for next Wednesday and the whole structure in place so that we can practice and put a script togther (most groups have done this).

If you are happy with these suggestions I can edit the slides - because i'm quite good at that. - please send me the slides by Tuesday. Sandy - please can you forward me the whole slide presenation because wiki is not allowing us to edit it.

Thanks

__VERSION TWO.ppt]]

Points For Discussion Referring to the Presentation__

Elaine went through the presentation brief in detail in today's session and we were given quite a lot of time to discuss the presentation. To summarise, we need to ensure that our presentation contains the following:
 * Notes from today's session from Hannah and Theresa:**
 * A good understanding of the relevant theories and concepts addressed in the module
 * Effective use of module content drawing on a full range of theories and concepts e.g. AMO model and make reference to best fit (horizontal and vertical alignment) and best practice...we could make some brief reference to the relevance (if applicable) of the resource based view also
 * Ensure that the presentation is pitched at senior managers e.g. not too much HR jargon!

Elaine went into a lot of detail about the central role that line managers play in ensuring that HR initiatives contribute to strategic goals e.g HR can't do it without them.

- quote research which suggests the strategic value of that HR intervention - make reference to how it fits strategy (including reference to AMO) or if an example of best practice
 * Suggestions for revision/additions to PowerPoint slides following advice from Elaine:**
 * We think that slides 2 and 3 duplicate the same information so we can probably combine this in one slide e.g. in this presentation we aim to...
 * Insert a slide which contains a quote re: research which has shown the strategic value of HR (Elaine recommended this and Theresa will find unless anyone has one readily available!)
 * Mission and values slide - need to flesh out - lets do next week
 * HR function slide - is this where we mention the Business partner model etc in class?
 * Underlying strategic approach - remove 'examples' bullet point as we have been advised to include examples of how our projects are 'best fit' or 'best practice'
 * Theresa will insert strategy map after 'underlying strategic approach slide' - I have included HR key practices in that I'll post this for comment once touched up!
 * 5 levels of vertical integration - do we still need?
 * Suggest everyone produces a slide for their own project including (as advised by Elaine):
 * Insert a quote re research proving the centrality of line managers to the effective implementation of HR strategy and ultimately the impact it has on business goals (Theresa will try and find unless anyone else has one readily available) : research which has shown the strategic value of HR (Elaine recommended this and Theresa will find!)
 * Final slide - could use AMO to draw a conclusion about strategic value of HR

__Suggested Structure of Not For Profit HR Function?__
 * See above**

__Examples of Best Fit & Best Practice?__
 * See above**

__(Edited by Sandy Johal)__