CIPD Level 5 Diploma in Applied Human Resources | Assignment: Understanding the Business Context of Human Resources (5CBIC) | Name: Sian GluckTutor: Tim BatesDate: 29/08/2014 |

No. | Understanding the Business Context of Human Resources (5CBIC)Contents: | 1.0 | Compare two different types of organisation and their operational/business purpose (AC:1.1) | 2.0 | Assess how business type and purpose affects the HR Function (AC: 1.2) | 3.0 | Explain how different organisational structures and management roles can impact on the HR Function (AC: 1.3) | 4.0 | Explain the role of the HR function in formulating organisational strategy (AC: 3.2) | 5.0 | Explain how organisational strategy is translated in HR strategy and policy
Unions may have played an important role in the private sector in the past, today membership is just as important, “Private sector membership levels increased by 61 thousand in 2013, to 2.6million, with members from ‘transport and storage’, ‘financial and insurance activities’ and ‘arts, entertainment and recreation’ industries contributing to the overall increase.”
Other constraints on the large private sector include a large high turnover of staff; this can vary from sector to sector, “Turnover levels can vary widely between occupations and industries. The highest levels are typically found in retailing, hotels, catering and leisure, call centres and among other lower paid private sector services groups.”

2.0 Assess how business type and purpose affects the HR Function (AC: 1.2)

The function of HR can change dependent on the business type and purpose. HR within the Private Sector is usually delivered by “teams of HR specialists to carry out much of their people management work”. For the private sector key HR objectives will include recruitment, managing absence, managing performance and keeping staff motivated to work efficiently. Absence management is important within the private sector as