Developing yourself as an effective Human Resource Practitioner 4 DEP (HR) Activity 1 The CIPD Profession map is a strategic tool used to help ensure HR is fully utilised in the organisation it operate in. It is used to add value to the organisation and define the highest level of professional competency required. The Profession Map is made up of 2 core professional areas‚ 8 specialist areas‚ 8 behaviours and 4 level Insights‚ strategy and solutions is the first core professional area‚
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1 CIPD unit 4DEP - Version 2 18.03.10 Unit title Developing Yourself as an Effective Human Resources or Learning and Development Practitioner Level 4 1 Credit value 4 Unit code 4DEP Unit review date Sept. 2011 Purpose and aim of unit The CIPD has developed a map of the HR profession (HRPM) that describes the knowledge‚ skills and behaviours required by human resources (HR) and learning and development (L&D) professionals. This unit is designed to enable the learner
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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
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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)
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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
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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
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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
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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
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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
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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
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