4DEP- notes Assignment- 1) Discuss timeline for HR and how it has evolved to the way it is today. 2) Generalist – Employee resourcing‚ reward and relation more recently L&D has come in (can break this down further into categories/ specialisms. 3) Self-assessment/ own reflections on analysis‚ ie appraisal. (look up Myers and Briggs) – Honey and Munford self-assessment – reflect on this and see what they suggest I work on for improvement – discuss my own career aspirations and goals and where
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What do people managers do? Who are studying for the professional exams of the Chartered Institute of Personnel and Development (CIPD)‚ describe the general role of people management as comprising specific objectives under four headings: staffing‚ performance‚ change management‚ and administration. Staffing objectives are firstly concerned with ‘getting the right people in the right jobs at the right times’ – i.e. the recruitment and selection of staff‚ but increasingly these days also advising on
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CIPD Certificate in Human Resources Practice - Foundation Level 3 Unit no and Title: 4DEP – Developing Yourself as an Effective Human Resources Practitioner Candidate Name: Emma Hewitt Activity 1: The Human Resources Profession Map was developed by the Chartered Institute of Personnel and Development (CIPD) to aid the HR industry and its professionals to adapt to the growing and future demands‚ setting out the foundation for global standards of competency for the HR profession. It recognises that
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outlawing discrimination against people for reason of their race‚ sex or disability. The Protection from Harassment Act 1997 is also increasingly being seen as another avenue by employees to make claims against their employer for stress or bullying. The CIPD has welcomed the evolving legal framework as a means of promoting fair treatment and equality of opportunity at work. Organisations that embrace this agenda will gain from clear business benefits in terms of their employer brand and ability to attract
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make sure that recruitment and selection are fair and do not discriminate candidates at any stages of the process. There are external and external factors that affect an organisations’ recruitment and selection policy. Recruitment stages: Accoding to CIPD “Effective recruitment is not just about filling an immediate vacancy but about having an impact on longer-term issues‚ such as future skills development‚ organisational performance and employer brand” Identify the need‚ define the role‚ Job desciption
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please note that the above Assessment Outcome for this Unit is provisional and is subject to Internal EHWLC verification (IV) and external CIPD Verification (EV). Tutor’s signature: Tutor: Michelle Maunder Date: 29/04/2012 10 April 2012 Recording‚ analysing and using HR information
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References: • CIPD (2010) Employee Voice Factsheet [Internet] Available at: http://www.cipd.co.uk/subjects/empreltns/comconslt/empvoice.htm?IsSrchRes=1 [accessed 13/04/2010] • Dundon‚ T‚ Wilkinson‚ A‚ Marchington‚ M‚ and Ackers‚ P (2004) The meaning and purpose of employee
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Why organisations need to change Change management is relevant as though the research finds that change is taking place at an ever-increasing pace‚ the evidence suggests that most change initiatives fail. For example‚ recent CIPD research suggested that less than 60% of re-organisations met their stated objectives which are usually bottom line improvement. This is consistent with other published research. The impact of failures to introduce effective change can also be high: loss of market
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References: Change-management coach.com (2012) Kurt Lewin Change Management Model [online] http://www.change-management-coach.com/kurt_lewin.html [accessed 1/2/12] CIPD (January 2012) Pay Structues [online] Value Based Management.net (2011) Force Field Analysis – Lewin‚ Kurt [online] http://www.valuebasedmanagement.net/methods_lewin_force_field_analysis.html [accessed 5/2/12] Bibliography Cottrell‚ Stella (2008)
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recession leads to significant changes‚ which cause lasting changes in the way firms‚ manage human resources and trading unions. Human Resource departments also have a strategic way of dealing with recession to save money within an organization. A study by CIPD (2012) was conducted amongst 117 employers which found that there are various ways to cut costs during the recession; Implementing a salary freeze (13%)‚ Raising employee contribution to healthcare premiums (20%)‚ Increasing benefits communication
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