Beruflich Dokumente
Kultur Dokumente
and Development
Level: 6 Learning Hours: 210
Learning Outcomes and Indicative Content:
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3.2 Examine the problems associated with special recruitment and
selection categories, for example expatriates, graduates, and
subcontracting (outsourcing) agencies
3.3 Examine the different approaches to ensure the ‘best fit’ of
employees to the organisation’s current and future requirements.
3.4 Critically assess the different methods and techniques of
recruitment and selection
3.5 Examine different strategies that promote cultural change and/or
reinforce changing company strategies to survive/grow in the
organisation’s business sector
3.6 Understand the benefits of the ‘employer of choice’ paradigm
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6. Critically evaluate the role of managing performance in
organisations
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8.5 Examine models to understand the reasons for chaos and
confusion when pressures and resistors meet, with specific
reference to the force field analysis approach
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12.3 Understand change as a constant phenomenon
12.4 Identify change ‘champions’ to encourage others to approach
change in a positive way
12.5 Analyse the need for continual communication and knowledge
sharing within organisations
Assessment Criteria:
Recommended Reading
Cummings TG, Worley CG, Organisational Development and Change (2004),
Thomson Learning
ISBN: 0324260601
Additional Reading
Any Harvard Business Reviews on the topic areas by:
Dave Ulrich, A New Mandate for Human Resources, Harvard Business
Review, 1999 January/February
Dave Ulrich and Bookbank W, 2005, Higher Knowledge for Higher
Aspirations, Human Resource Management Journal Vol. 44 No. 4
Ulrich D and Smallwood N, 2005, HR’s ROI; Return to Intangibles, Human
Resource Management Journal, Vol. 28 No. 3
Julia Kirby
A Maister
J Welch
John Kotter, Leading Change – Why Transformation Efforts Fail, Harvard
Business Review, January 2007
Colin Carnall
CIPD quarterly update, specifically issue 16, 1 August 2006, Going the Extra
Mile
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