outlawing discrimination against people for reason of their race‚ sex or disability. The Protection from Harassment Act 1997 is also increasingly being seen as another avenue by employees to make claims against their employer for stress or bullying. The CIPD has welcomed the evolving legal framework as a means of promoting fair treatment and equality of opportunity at work. Organisations that embrace this agenda will gain from clear business benefits in terms of their employer brand and ability to attract
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make sure that recruitment and selection are fair and do not discriminate candidates at any stages of the process. There are external and external factors that affect an organisations’ recruitment and selection policy. Recruitment stages: Accoding to CIPD “Effective recruitment is not just about filling an immediate vacancy but about having an impact on longer-term issues‚ such as future skills development‚ organisational performance and employer brand” Identify the need‚ define the role‚ Job desciption
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please note that the above Assessment Outcome for this Unit is provisional and is subject to Internal EHWLC verification (IV) and external CIPD Verification (EV). Tutor’s signature: Tutor: Michelle Maunder Date: 29/04/2012 10 April 2012 Recording‚ analysing and using HR information
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References: • CIPD (2010) Employee Voice Factsheet [Internet] Available at: http://www.cipd.co.uk/subjects/empreltns/comconslt/empvoice.htm?IsSrchRes=1 [accessed 13/04/2010] • Dundon‚ T‚ Wilkinson‚ A‚ Marchington‚ M‚ and Ackers‚ P (2004) The meaning and purpose of employee
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Why organisations need to change Change management is relevant as though the research finds that change is taking place at an ever-increasing pace‚ the evidence suggests that most change initiatives fail. For example‚ recent CIPD research suggested that less than 60% of re-organisations met their stated objectives which are usually bottom line improvement. This is consistent with other published research. The impact of failures to introduce effective change can also be high: loss of market
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References: Change-management coach.com (2012) Kurt Lewin Change Management Model [online] http://www.change-management-coach.com/kurt_lewin.html [accessed 1/2/12] CIPD (January 2012) Pay Structues [online] Value Based Management.net (2011) Force Field Analysis – Lewin‚ Kurt [online] http://www.valuebasedmanagement.net/methods_lewin_force_field_analysis.html [accessed 5/2/12] Bibliography Cottrell‚ Stella (2008)
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recession leads to significant changes‚ which cause lasting changes in the way firms‚ manage human resources and trading unions. Human Resource departments also have a strategic way of dealing with recession to save money within an organization. A study by CIPD (2012) was conducted amongst 117 employers which found that there are various ways to cut costs during the recession; Implementing a salary freeze (13%)‚ Raising employee contribution to healthcare premiums (20%)‚ Increasing benefits communication
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Introduction to HRM HRM08101 Integrated Case Study -SNOW Mountain Hotel- Contents Introducation The aim of this report is to clarify the new strategic orientation of the parent organisation to all the HR team from SNOW Mountain Hotel about recent changes. Nowadays Human Resources needs to be more integrated to the business and add value to the organisation. It is known that HR functions must become more strategic and business linked‚ that is why a change for the
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Accessed on [5/01/12]. BREWSTER‚ C.‚ SPARROW‚ P.‚ VERNON‚ G.‚ 2008 BRISCOE‚ D.R.‚ SCHULER‚ R.S.‚ CLAUS‚ L.‚ 2009. International Human Resource Management: Policy and Practice for Multinational Enterprises (Global HRM). 3rd Ed. Oxon‚ England: Routledge. CIPD‚ 2011. International resourcing and recruitment. [Online]. Available from: http://www.cipd.co.uk/hr-resources/factsheets/international-resourcing-recruitment.aspx. [Accessed on 06/01/12]. DLABAY‚ L.‚ SCOTT‚ J.C.‚ 2008. International Business. 4th Ed
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It also helps having one or more of the key behaviours found in The CIPD’S HR Profession Map. These are Curious‚ Decisive Thinker‚ Skilled influencer‚ Personally Credible‚ Collaborative‚ Driven to Deliver‚ Courage to Challenge and Role Model. The CIPD HR Profession map was launched in 2009 and is a document that is made by HR Professionals for HR Professionals. It describes the standards for a HR Professional in order for people to benchmark themselves‚ colleagues and or organisations. It is written
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