Executive summary The purpose of this report is to examine Team24’s approach to organisational agility and resilience; looking specifically at the promotion of flexible working practices. It explores the benefits to the organisation of championing flexible working opportunities within the company and demonstrates how enabling more people to work flexibly improves their lives by providing a better balance between work and outside commitments. An organisations approach to organisational agility
Premium
Highly Effective People. London: Simon and Schuster. HINDLE‚ T. (1998) Manage Your Time. London: Dorling Kindersley Essential Manager Series. KOTTER‚ J. P. (1982) The General Managers. New York: Macmillan. MAITLAND‚ I. (2001) Managing Your Time. London: CIPD. MINTZBERG‚ H. (1973) The Nature of Managerial Work. London: Harper and Row. MURDOCK‚ A. and SCUTT‚ C. (2003) Personal Effectiveness. 3rd ed. Oxford: Institute of Management/Butterworth/Heinemann. Chapter 4‚ 127–147. NEENAN‚ M. and DRYDEN‚ W. (2002)
Premium Copyright Management Time
terms of reference 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 report will discuss the CIPD HR Profession Map and how the framework and standards within it define a HR professional. The professional areas‚ the bands and the behaviours will be outlined and the two core professional areas as well as two behaviours will be evaluated to explain
Premium Management Profession
CIPD Intermediate Certificate in Human Resource Management Level 5 Resourcing & Talent Planning 5RTP 1.0 INTRODUCTION This report will focus on three areas out of the optional six activities‚ as follows: Workforce planning‚ succession planning and career development planning - the differences and how this can be applied to an organisation; Employee retention – How an organisation with retention issues could improve staff turnover; Dismissals‚ redundancies and retirement
Premium Management Employment Human resource management
well as the organisation itself. The differences between the Personnel Management and HRM is that Personnel Management represents the Traditional Approach and HRM represents the modern Approach towards managing people in an organisation According to “CIPD” Personnel management recruits and train people in an organisation‚ managing Payroll‚ Orienting and Training of people within the organisation. While HRM helps the managers and also an integral part of the organisation. Personnel management focus on
Premium Management Employment Human resource management
For organizations‚ however‚ they want to attract and retain their employees especially some workers who full of skills and capacities. So‚ the initiative of Work Life Balance has been much taken into consideration by a large number of organizations (CIPD‚ 2010). This essay will attempt to argue the benefits and limitations of the Work Life Balance. To begin with‚ there will an introduction of the Work Life Balance relating to the definition‚ trend and the reasons why it is required and used by employees
Premium Working time Parental leave Employment compensation
profitability and customer satisfaction by enhancing skills and engaging the enthusiasm of employees.” (ILO 2002) Many organisations are under pressure to become more efficient in reaching targets and deadlines and aiming to generate high added value. The CIPD (June 2008) highlights that High performance working is better suited to product and service sectors in which are least concerned with the mass customisation and more concerned the needs of Individual customer. High Performance working practices
Premium Management Human resource management
development needs There are different means by which you can develop your skills‚ knowledge and behaviours‚ for instance by accessing the Cipd website‚ reading daily alerts‚ resourcing journals online and by attending Cipd events I am able to keep up to date with current issues across the sector. I have already started to do this‚ and have booked myself onto some of the Cipd events. I can improve my knowledge by planning time to go through financial and reporting systems that my organisation uses‚ with my
Premium Learning styles Learning Skill
CIPD Assessment Report – Foundation and Intermediate (AR1) To be completed by candidate and assessor(s): Centre name: City College Brighton and Hove Candidate name: CIPD Membership/ registration No: Unique Learner No (ULN) (if applicable): Qualification title: CIPD Diploma in HR Practice Unit title(s): 3 MER Unit code(s): F305A Assessment activity (and assignment title if applicable) and the learning outcomes addresses: Outcomes 1. Understand the impact of employment law at
Premium Employment Parental leave UCI race classifications
complete Bibliography and Reference list at the end of the assignment The assignment must be submitted as ONE document only - multiple documents are not allowed. The assignment must be a Word Document. No other file format is acceptable. As per CIPD regulations‚ drafts assignments are not permitted. The word limit stated on your assignment brief is flexible by plus or minus 10% only. If you are out with these parameters then your assignment will be automatically failed. The above details
Premium Citation Bibliography