Table of Contents Welcome and Introduction 1 Impact of Change 2 Need for Change 3-4 Change Impacting the business 5 Main Factors 6 Compare and Contrast 7 Behavioural Responses 8 HR Support 9 Welcome and Introduction It was once said that the only constant is change which is true. This change can be a major change or a subtle one‚ either way change is still constant. The need for change can either be a voluntary or prompted by the organisation‚ these are also known as internal and external drivers
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Understanding customer needs As an HR practitioner it is important to indentify the needs of customers and prioritise the needs of each. Three examples of different customer and a need for each: 1. An employee enquiring about their holiday entitlement for the next holiday year 2. Payroll department require new employee details the day before the cut off period 3. Manager who requires the sickness absence report for an employee who has triggered a disciplinary hearing scheduled for
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Performance Management Scope This document will outline the new Performance Management System. This briefing note will explain what a performance management system is‚ the main components of a good performance management system‚ the link between motivation and performance as well as other information regarding performance management. What is Performance Management? Performance Management is a tool to ensure that line managers effectively manage and develop their employees in-line with
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The CIPD HR Profession Map and its application to the role of Recruitment Administrator The CIPD HR Profession Map The CIPD HR Profession Map is a thorough overview of how HR operates and what value it has for organisations. The CIPD HR Profession Map describes what HR people do and deliver across every aspect and specialism of the profession and specifies knowledge‚ skills and behaviours required to be effective and successful in a HR role. The HR Profession Map consists of 3 main components:
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Developing Learning & Development Activities Training Plan The purpose of my training session was to equip delegates with the right skills and knowledge to understand the changes auto-enrolment brings and what they need to communicate to their employees. Prior to my training session I emailed the learners to gage their existing knowledge on auto enrolment. There was a mix in responses with a couple of people saying their knowledge was around 3 on a scale of 1 to 10‚ a few sitting on the fence
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UNIT 2 WEEK 2 CUSTOMER SERVICE HR Meeting user needs “Schneider” Main components – Service level agreement‚ Stakeholder‚ Service quality‚ Service needs. Top down “Culture” unconditional positive regard‚ good service climate – training. What do management do to achieve this – reward‚ incentives Managing customper expectations – exceeding customers expectations Timeliness‚ consistent levels of support. Rewards / pros / cons – debate. Schneider – management should focus on service quality
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Recording‚ Analysing and Using HR Information Two Reasons Why Organisations Need To Collect HR Data 1) To comply with legislative and regulatory requirements – Organisations need to collect data in order to comply with regulations such as minimum wage‚ working time directive‚ health and safety and even health and safety. 2) Keeping training and performance records on employees enables management to assess individual productivity and performance and allows them to help the employee
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Interview Questions for the post of: HR Officer (HR5002) 24 hours per week – Permanent Open the interview by introducing yourself giving your name and job role. Do the same for the other panel members and explain their role within the interview today. Give a brief over view of the company. 1/ What attracted you to this role? 2/ In your previous HR role‚ what were your main responsibilities? 3/ Can you give an example of how you prioritise your workload. 4/ Can you give an example of a training
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MENU Activity 1 ( report of approximately 1500 words ) A). Briefly explore the overview of the Map and its 3 main components – 1. i.e. the 10 Professional Areas‚ 2. 4 Bands 3. And 8 Behaviours B). Access the “full map’ for the Professional Area “learning and talent Development” and consider the activities‚ knowledge and behaviours for either Band 1 or band 2 C.) Rapport based on research from activates 1.B 1. Summarise‚ in a few sentences‚ the HRP Map including
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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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