Unit 4DEP – Learning Check 3 Write a summary of the CIPD HR Professional Map. The HR map was created to assist with personal development and organisation development. This is a great tool to use to try and evaluate where your strengths and weaknesses are‚ and to help define you in the area you would be most suited for example – if you read through carefully you may find that your strengths point towards a specialised role in Learning and Development. The HR Map is split into 3 separate
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qualified for. In conclusion the best way to fill a position would be the Internet (job board) to find the type of candidate that I would want to recruit‚ thus selecting the method that would attract the most candidates. (Recruitment methods – CIPD website - Recruitment methods factsheet – (Cited 23/02/2012)
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com/sustainability/employees/well-being/safety/?WT.LHNAV=Safety_in_the_workplace (www.unilever.com) http://www.articlesbase.com/human-resources-articles/role-of-the-labour-turnover-1889105.html#ixzz1dFqP2wlb (www.articlesbase.com) Recruitment‚ Retention and Turnover 2009‚ CIPD (www.cipd.co.uk) Lepak‚ D. & Snell‚ S. (1999). The strategic management of human capital: determinants and implications of different relationships
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The Human Resource Professional (HRP) Map displays a clear idea about the required HR skills‚ knowledge and behaviour to lead the organization to successes. The HRP Map covering of 10 professional areas‚ 8 behaviours and 4 bands. Sarah Miles (2009)‚ CIPD organizational development director‚ said: "This is a complete rethink of professional standards‚ not just a simple face-lift‚ and that ’s not something you can turn around in a short time." Human resource professional areas describes what HRs need
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Abstract The following report will address issues in contemporary management and Human resource management that face the Multi National Organisation Vodafone. The telecommunications industry is an extremely fast paced competitive environment. With such pertinent issues facing the organisation the report will look at the major factors influencing the above subjects in today’s business environment. Contents Section 1 – Contemporary Management Issues Introduction Structure and Culture Shareholders
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References: • Argyris‚ C. (1960). Understanding organizational behaviour. Homewood‚ IL: Dorsey. • Blau‚ P. (1964). Exchange and power in social life. New York: Wiley. • BPP Learning Media (FIRM). (2008). CIPD Employment Law Elective. London‚ BPP Learning Media. • Clinton‚ M.‚ & Guest‚ D. (2004). Fulfilment of the psychological contract and related work attitudes. Proceedings of the Occupational Psychology Conference of the British Psychological Society‚
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References: Pressure at work and the psychological contract --GUEST‚ D.E. and CONWAY‚ N. (2002). London: CIPD ShuSpace—Lecture Slides [online] Last assessed on 13th Apr 2010
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References: [1] CIPD http://www.cipd.co.uk/hr-resources/factsheets/organisation-development.aspx http://www.cipd.co.uk/hr-resources/survey-reports http://www.ico.gov.uk/for_organisations/freedom_of_information/guide/act.aspx ACAS ‘Personnel data and record keeping’ Booklet
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Executive Summary Problem Description and analysis Recommendations Information References TMA 02 Part 2 EXECUTIVE SUMMARY TMA 02 In this report I have used study session 4‚ assessing and developing people at work from the book An introduction to Human Resources Management in Business to identity the problem‚ analyse it and then recommend a solution. The case I have used is surrounding performance appraisals and employee development‚ Stephanie applied for
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Question : “Human Resource (employees) is the most important asset of an organization.” Introduction Traditionally‚ human resource focused mainly on administrative functions and process personnel management. However‚ due to technology advancement‚ administrative tasks have reduced. The role of human resource has shifted and seems to be taking up more responsibility in company strategic planning and development. This theory has been supported in the work of Noe et al (2010‚ p.719) Durai (2010
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