Name: Miss Alison McClory Centre Name: North East Scotland College Student Number: 20129777 CIPD Membership Number: 42598459 Qualification Title: Foundation Human Resource Practice Unit Title: Understanding Organisations and the role of HR Unit Code: 3HRC Assignment number: 40652/02 Candidate declaration: ‘I confirm that the work/evidence presented for assessment is my own unaided work.’ I have read the assessment regulations and understand that if I am found to have ‘copied’ from published
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organisation. (CIPD 2013) The CIPD state a number of best practice methods to decrease employee turnover in terms of our organisation I would like to highlight the below ; Make line managers accountable - for staff turnover in their teams. Reward managers with a good record for keeping people by including the subject in appraisals. Train line managers prior to their appointment and offer re-training opportunities to existing managers who have a high level of turnover in their teams.(CIPD 2013) The proposed
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advises managers to know their employees (U4 P58). This is echoed by others‚ for example the CIPD ‘Engaging Leadership Model’ sees an important function of engaging individuals as ‘showing genuine concern’ (CIPD Engaging Leadership P12). This requires a manager to know his team members well (ISMI‚ CSMP‚ Indicative Content‚ U4‚ p15). The leadership skill of showing concern for others is also present in (CIPD Engaging Leadership P32). 14. George attempts to conceal that he sleeps in his office. George
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CIPD Level 5 Diploma in Human Resource Management Resourcing and talent planning / Employment law Word Count – 2035 This assignment will be investigating what constitutes “best practice” in recruitment and selection‚ and explain what strategies should be used to ensure the best qualified and most effective employees are selected. In particular this essay will focus on; The use of job descriptions‚ personal specifications and competence frameworks. Analysing the main recruitment
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useful to identify the current levels of knowledge‚ skills and attitude‚ and the required level of knowledge‚ skills and attitude. Then it is possible to determine the required learning and training needs by conducting a training needs analysis. In a CIPD factsheet the author cites that‚ “the analysis of gaps in knowledge and skills identifies what employees will need to learn in order to be fully competent in the jobs they will be doing now and in the future…having a clear idea of what needs to be
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CIPD Certificate in Personnel Practice Human Resource Planning Module Assignment One: An Overview of the Human Resource Function Date: 04.01.10 Section Contents Page number 1.0 Background on the Organisation 3 2.0 PESTLE Factors 2.1 Political and Legal 2.2 Economic 2.3 Social/Cultural 2.4 Technological 2.5 Environment 4-5 3.0 SWOT Analysis 3.1 Strengths 3.2 Weaknesses 3.3 Opportunities 3.4 Threats 6-7 4.0 Personnel Activities Sub-contracted Activities 8
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As this project is an improvement exercise the author believes that the need for creative thinking is required throughout the development stage of the assignment in order to generate new ideas to help aid problem solving and to seek solution. For creativity to exist amongst the team it is important that the team fully understood the reasoning behind the project. Therefore the Project Team leader initially adopted concepts to aid creativity through both the Holistic and Systems Thinking Theory.
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Performance Review Meeting Activity C What you have learnt from preparing for and carrying out the review I learnt how to set the meeting out‚ use the correct body language and how you should handle sensitive issues. It also helped me to understand motivation and focusing on strengths and weaknesses of employees and how to communicate effectively and stay in control of a situation. Overall I felt that the preparation leading up to the meeting helped in all of these areas. Studying the theories
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1.1 Many factors contribute to a diverse workforce this maximises the potential of all employees‚ which benefits the organisation reaching its goals both internally and externally. Skills and Knowledge: Increases productivity and creativity along with different problem solving approach. Employees to feel at ease in their job role as a shortage of skills and knowledge can increase employee’s workload making it unmanageable. Employees can feel appreciated; tend to feel loyal to the organisation which
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retaining a diverse workforce. Employing diverse individuals can support an ease of communication within the market places for example; employing somebody who can speak more than one language could be usual to United Biscuits if they were to be part of a UB International sales team. By employing a diverse work force the organisation shows that is has an understanding of culture and beliefs‚ it is compliant with the Equality and Diversity Act 2010. The company must ‘protect individuals from unfair
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