Martin, M and Whiting, F (2013) Human Resource Practice. 6th Edition. London: Chartered Institute of Personal and Development.…
In analyzing the concepts discussed in Human Resource Management, I have found an interesting mix of education and forethought into the role of a human resource manager. Many of the aspect of human resource management such as HR planning, recruitment and selection, as well as, human resources development and labor relations all play a significant role in the success of any organization. There are many benefits to the learning that has taken place in this course that has helped me better understand HRM and its roll that will shape not only my position in business now but for future positions in the years to come.…
| the HR practioner needs to have a deep understanding and insight of strategies and business activities. “This understanding – and resulting insights – allows us to create prioritised and situational HR strategies that make the most difference and build a compelling case for change”.…
C. Leatherbarrow & J. Fletcher, 2014, Introduction to Human Resource Management, guide to HR in practice, 3rd edition, London, CIPD…
This report will demonstrate my understanding of what is required to be an effective and efficient HR professional and apply CPD techniques to construct, implement and review a personal development plan.…
The CIPD profession map is a tool used to support the profession as a whole to develop products and services, yet it also accelerates the professional development of individuals.…
Much of the deep knowledge that we retain comes from taking theoretical concepts and applying them to “real life” so that we may better understand them. There is a great deal of HR related news to be aware of and the aim of this assignment is to recognize and relate to material that we are covering in our course. It will be necessary to incorporate learning from your text and our classes to excel at this assignment, in being able to recognize the HR content and then provide your valuable HR expertise on what to do next...…
CPD stands for Continuing Professional Development and is a means of supporting people in the workplace to understand more about the environment in which they work, the job they do and how to do it better. As an initiative, CPD was largely unknown until at least the 1960s. Professional bodies only started to take systematic steps to ensure their members continue their development on an ongoing basis within the last ten to fifteen years of the twentieth century. Recognition of the need for CPD is now well-established at least among the majority of professional bodies. CPD is an ongoing process throughout our working lives. The concept of CPD both generically and within HR is very important as it can be part of an individual’s personal ambition to be a better practitioner, enhance his/her career prospects or to simply feel more confident about their work and make it more personally fulfilling. The CIPD HR Profession Map is a very useful tool giving a wide-ranging vision of how HR can add value to any organisation it operates within. It covers the types of skills, behaviours and knowledge that HR people require in order to become a successful HR professional. It is useful in identifying areas that may need to be developed. What the HR Profession Map Covers: Professional areas (2 core and 1 other): Strategy, insights and solutions: Fosters legitimate insights and solutions, which aid understanding in the business and how it works (or should work), and allows well-defined strategies to be developed in order to improve things. Leading and managing the human resources function: Provides active, insight-led leadership: owning, shaping and driving themselves, others and activity in the organisation. Although not everyone will have a role where they lead others, it is still important that they develop and grow in the other two dimensions. Employee Relations: This area safeguards that the organisation’s relationship with its staff (and vice…
Many business use the CIPD Human resources profession map as it sets out what HR practitioners need to know, do and deliver at all stages of their career to be effective and successful. It sets a benchmark for HR excellence for the individual and the HR function. The map focuses on the knowledge, activities and behaviours by underpinning the skills required to develop products and services for the profession and the individuals, and it sets out how HR adds the greatest sustained value to the organisation now and in the future. It provides you with the support to accelerate your own career and professional development by offering an online self assessment tool called My HR Map. The map was devised from HR experts so it is a reliable source.…
Successful HR Professionals need to acquire a unique blend of Knowledge, skills and behaviors. Solid knowledge background about the organization, operating environment and related rules and regulation along with HR related skills such as interviewing, listening skills, negotiation, effective influencing skill. In addition to various behaviors which are composed of the following at different levels, curiosity, decisive thinking, the ability to deliver, effective team member and/or leader, and act as role model. The composition of the mentioned earlier are essential for HR professional the higher level the HR Professional escalates to the more emphasis on the strategic perspective of…
HR professionals must understand the business or industry of the society they serve. The main areas of knowledge are applied understanding of the integrated value chain (how the company integrates horizontally) and the value proposition of the company (how the enterprise creates wealth). The labor factor, which represents institutional constraints such as labor legislation, is the third factor that constitutes the domain knowledge of the firm (Paauwe & Boselie, 2004). HR professionals need to understand the strategy the organization, how the organization…
The aims of this assignment are to measure the outcome of students’ learning in terms of knowledge acquired, understanding developed and skills or abilities gained in relation to achieve the learning outcomes. The aim of this unit is to develop an understanding of the theory and practice of human resource management focussing on current human resources practice and the impact of topical issues and legislation. Edexcel Grading Criteria The assignment/portfolio will be assessed according to the following grading criteria: PASS Criteria: LO 1 Understand the different perspectives of human resource management 1.1 Explain Guest’s model of HRM (P1) 1.2 Compare the differences between Storey’s definitions of HRM, personnel and IR practices (P2) 1.3 Assess the implications for line managers and employees of developing a strategic approach to HRM (P3) LO 2 Understand ways of developing flexibility within the workplace 2.1 Explain how a model of flexibility might be applied in practice (P4) 2.2 Discuss the types of flexibility which may be developed by an organisation (P5) 2.3 Assess the use of flexible working practices from both the employee and the employer…
I have a good understanding about Human Resource Management. Going through human resource management has taught me so much more than stuff about how the working companies deal with their success in employing the right person for the right job. I have learned here how to write and express myself, how to think for myself, and how to find the answers to the things that I don't know. Most importantly I have learned how important wider world and the people belonging to it (Lecture 1, What is Organisational Behavioural?, 18/10/2011).…
With the increase in competition, locally or globally, organizations must become more adaptable, resilient, agile, and customer-focused to succeed. And within this change in environment, the HR professional has to evolve to become a strategic partner, an employee sponsor or advocate, and a change mentor within the organization. In order to succeed, HR must be a business driven function with a thorough understanding of the organization’s big picture and be able to influence key decisions and policies. In general, the focus of today’s HR Manager is on strategic personnel retention and talents development. HR professionals will be coaches, counselors, mentors, and succession planners to help motivate organization’s members and their loyalty. The HR manager will also promote and fight for values, ethics, beliefs, and spirituality within their organizations, especially in the management of workplace diversity.…
Core competencies an essential method for the company. It helps to develop the competitive advantage over other companies. The actual sources of advantage are to be found in the management’s capability to combine business varied technologies and production skills onto competencies that authorize and enable individual businesses to adapt rapidly to shifting opportunities. In short, core competencies are the combined learning in the organization, particularly how to organize various production skills and participate numerous streams of technology to accomplish interactions and generate unexpected products (Prahalad, and Hamel, 1990, p. 79-90).…