CIPD LEVEL 5 CHR.

Running head: CIPD LEVEL 5 CHR
CIPD Level 5 CHR
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CIPD LEVEL 5 CHR1
Table of Contents
Introduction................................................................................................................................2
Discussion..................................................................................................................................3
Assessment 1..........................................................................................................................3
1.1. Assess a range of different factors which impact on an organisation’s business and
its HR function...................................................................................................................3
Assessment 2..........................................................................................................................4
2.1. Analyse the forces shaping the HR agenda.................................................................4
2.2. Compare different tools for analysing the business environment...............................7
2.3. Explain the key stages in strategy formulation and the implementation and the role
of HR..................................................................................................................................9
2.4. Examine HR’s contribution to business ethics and accountability...........................10
Assessment 3........................................................................................................................12
3.1. Evaluate business performance and the role of HR in business planning and the
change management agenda.............................................................................................12
3.2. Assess and utilise different sources of business and contextual data for planning
purposes............................................................................................................................15
References:...............................................................................................................................17
Appendices:..............................................................................................................................20

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Introduction
In the contemporary business environment, organisations need to consider many
internal and external factors for maintaining proper operational processes. Such a competitive
environment structure has compelled the organisations to deal with several business issues for
being able to maintain its market position. In most of the cases when a company face
business issues like cases of employee harassment, bribery, unaccountability etc., the Human
Resource professionals of the company are blamed (Lehnert et al. 2015). This is because of
the fact that it is believed that it is these individuals who are responsible of shaping the
culture of a company or an organisation by means of manifesting ethical practices among the
employees.
The main focus of this paper will be on the company named “the Charity”, a non-
profit organisation, established in the year 2000 in United Kingdom. At present it has 400
staffs and 1200 volunteers. 45 This paper shall elaborate on discussing about the role of these
HR professionals while assessing the different factors that impact on the business of an
organisation as well as HR functions. It shall further discuss about the forces that shape the
HR agenda, would compare the different tools for analysing the business environment,
examining the key stages in the process of strategy formulation and implementation and
contribution of HR professionals to business ethics and accountability. With the same, the
business performance and the role of HR professionals in business planning will be evaluated
along with the change management agenda. Lastly, the different sources of business and
contextual data for planning purposes would be assessed and utilised.

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Discussion
Assessment 1
1.1. Assess a range of different factors which impact on an organisation’s business and its
HR function.
The three external factors that impact on an organisation’s business and its HR function
include:
a) Government and EU Policy:
Although it is a non-profit company, the Charity is required to follow the
governmental rules very strictly. Notwithstanding this fact, along with continuous
changes in the current legal framework, the government is implementing many
complexity in the organisational management in recent years. It is to note that the civic
engagement law restricts the non-profit companies in England from engaging in political
campaigns and lobbying activities. However, participation from the other legislative
activities are allowed. With the same, these firms need to comply with the regulations of
the “legal Services Act 2007” (McGinnis and Pearce 2019). Also, the ability of these non-
profit organisations to interact within the political sphere has been granted because of
their IRS status and this allows the company in engaging in limited political actions and
at the same time, remain tax-except. With the very recent changes in the laws and politics
of British and “Brexit”, there has been emergence of wide number of confusions. The
entire nation is going through legal complexities because of “Brexit” and so are the non-
profit firms as they too are facing certain legal dilemmas. Furthermore, it would also
make the company to loose huge number of lawyers who were once serving in the
European nations for the company. Lastly, the workload is likely to increase drastically
and this will further influence the service status.

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b) Globalisation and its influence:
Today, along with the global opportunity of the businesses, different firms, be it from
any industry, are gaining more business from the companies that are dealing in global
market. With the facilities of “cross border transportation”, the nation is populated with
huge number of immigrants. This is further helping the Charity in serving the people
involved in the cases in relation to immigration. With the same, the company is also able
to serve the people belonging from global market. Hence, globalisation is directing the
firm to develop and upgrade with the technological strengths in order to ensure that it is
able to serve the people with the help of web interface. Furthermore, with the help of
diversity that is induced by globalisation, the company is now able to serve different
demography with much better precision (Lebedko 2014).
c) Social, demographic and technological trends:
It is to note that social, demographic and technological trends are the key issues for
business performance. In this chosen organisation, demographic changes are changing the
business pattern. It is to note that currently, UK is facing significant challenges with its
rapidly growing aged population and hence, the company is mainly dealing with the cases
of clinical negligence and welfare benefits. Among them, one of the policy is the “no win
no fee” policy (Esson and Ertl 2015). This policy is decreasing the organisation’s reach.
Apart from this, along with the increased trend of immigration, organisations are also
gaining huge number of clients from the segment of “private and business immigration”.
Assessment 2
2.1. Analyse the forces shaping the HR agenda
According to Ghazzawi and Accoumeh (2014), the HRM team plays a significant role
in the development of strategies in order to ensure that the company could be able to use all

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the external and the internal factors in effective manner. The HR management has a
significant role to play in the development of organisational structure of a company. The
Charity is a renowned non-profit organisation that was established in UK in the year 2000.
Their primary objective is social well-being. The company has a total of 400 staffs and 1200
volunteers working under the organisation. It is to note that the company today has earned a
significant popularity in the whole United Kingdom region with its religious, charitable and
educational activities. According to the company website, it also provides services to the
“disadvantaged, who may find the living complex and daunting”.
It is to note that the Charity is a privately owned company and is operating on
centralised HR structure. They have 30 retail shops, and have 22 beds in 2 hospices giving
palliative care for those who only have 3 or 4 days to live. The Charity has a centralised HR
department offering support to each and every wing that is responsible for the management of
the company (Regan and Hall 2015). It is to note that as the working process of this
centralised human resource handles every department of the company, therefore, it is much
clear to communicate with the other departments effectively. All this nature of HR system is
very flexible as it hands all sorts of company emergency without any kind of additional
effort. They also operates certain sort of training arrangement for every staffs and volunteer
where they train them as per the needs of knowledge that could be required by the company
in future times.
However, it is also to note that the company is facing challenges in terms of its
centralised HR process. There emerges the issue of difference in opinions and due to
centralised HR system, the manager sometimes feel a big ignored by the rest of the staffs.
Apart from this, along with the recent changes in the external issues, the firm is losing huge
number of competent employees and this is posing a significant threat for the organisational
management. With the same, the diversified patterns of service of the company is assisting it