Activity 1 1.1 Briefly summarise the CIPD Profession Map (i.e. the core professional areas‚ the specialist professional areas‚ the bands and behaviours) In this report I will summarise the CIPD Profession Map which is made up of Ten Professional areas‚ Eight Behaviours and Four Bands. The two core Professional Areas Insights‚ Strategy and Solutions – This area of the map concentrates on developing an understanding and prioritising the direction of the organisation. Leading HR – Shaping
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Title: Developing yourself as an effective human resource practitioner. Introduction: Findings: 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. The map was created and is used by individuals and organisations; it’s a vital resource if you are working or connected in the HR profession. Whatever sector and/or size of an organisation the professional map is a great help
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organisational effectiveness‚ invalidate reward and developmental strategies‚ and are frequently unfair on the individual recruit and can be distressing for managers who have to deal with unsuitable employees”. The Chartered Institute of Personnel Development (CIPD) categorise the recruitment process into four stages; 1. Defining the role 2. Attracting applications 3. Managing the application and selection process 4. Making the appointment (French & Rumbles‚ 2010) The first consideration is to define the job
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Business Week. (2007‚ October 8). Starwood Hotels: Rubbing Customers The Right Way. Retrieved September 21‚ 2011‚ from Bloomberg Business Week: http://www.businessweek.com/magazine/content/07_41/b4053096.htm CIPD CIPD. (2011). Engagement for sustainible organisation performance. London: CIPD. Michelli‚ J. (2008‚ August 18). Take It From Ritz-Carlton: Data Is Nothing Without the Personal Touches. Retrieved September 10‚ 2011‚ from Customer Think: http://www.customerthink.com/article/data_nothing_personal_ritz_carlton
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application of technology at work have an effect upon the HR function. The use of technology within HRM has grown considerably within recent years with the majority of large organisations now using technology of some form within their HR function (CIPD‚ 2005). As HR becomes increasingly reliant on technology it is important to assess its effect upon the HR function. Firstly‚ consideration will be given to definition of terms along with a description of the uses of technology within the HR function
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organisation and the employees‚ using primarily the public sector‚ with reference to the private sector. “PRP was the ‘big idea’ of the1980s‚ embraced enthusiastically by many employers as the holy grail of driving high performance” as stated by CIPD (2010). Today it is seen as more than just a tool to drive performance; organisations are using PRP to link individual performance to business objectives and gain commitment. Strategic Alignment Business strategy is a key driver for organisations
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a professional body to understand the rudimentaries of acting in a flexible‚ open-minded‚ and consistant manner. ------------------------------------------------- HR practitioners do not always belong to “a governing or professional body” such as CIPD‚ but should still be expected to demonstrate a good understanding of business structures‚ professional processes‚ organisational needs and planning. Service delivery has to be exceptional. Professional personal development and training along with
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RESOURCING TALENT CIPD ASSESSMENT REPORT ON TALENT PLANNING CONTENS 1. AIMS AND OBJECTIVES OF THIS REPORT 3 2. ATRACTING TALENT 3 2.1. 4 FACTORS THAT AFFECT AN ORGANISATION’S APPROACH TO ATRACTING TALENT 2.2. CIPD POINT OF VIEW 3. A DIVERSE WORKFORCE 4 3.1. 3 ORGANISATION BENEFITS OF ATRACTING AND RETAINING A DIVERSE WORKFORCE 3.2. CIPD POINT OF VIEW 4. RECRUITMENT AND SELECTION 5 4.1. 3 FACTORS THAT AFFECT AN ORGANISATION’S
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having the right person‚ in the right place‚ at the right time” and is crucial to organisational performance. Recruitment is a crucial activity‚ and a number of areas of a company are usually involved in the selection process‚ not just for the HR team (CIPD‚ 2011). There are a number of ways that technology can be applied to the recruitment and selection model at nearly every stage. Firstly in Appendix 1 the personnel specification and the information pack for applicants could both be prepared on a
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Activity 1 Report on Data Management Contents Page Title Page(s) Introduction 4 Why Collect HR Data 4 Types of HR Data and how it supports HR 4 Data Storage and its Benefits 5 Essential UK legislations relating to recording‚ storing and accessing HR data 5-6 Conclusion 6 Reference List 7 Introduction HR data would need to be stored by all organisations due to either legal requirements or internal purposes. This report will uncover
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