Supporting Good Practice in Managing Employment Relations Catherine Boudewyn (Certificate in Human Resource Practice) Table of Contents Introduction 4 1. Describe 4 Factors (2 internal and 2 external) which impact on the employment relationship 4 2. Define the following types of work: Permanent‚ Temporary‚ Fixed Term
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to Internal EHWLC verification (IV) and external CIPD Verification (EV). Tutor name: Date: Signature: Title of report: Centre: Ealing Hammersmith and West London College Module Name: Submitted by: Meera Pankhania Tutor: Terence Bowen Date: CIPD Membership Number: Word Count = XXXX 1.1 Describe the internal and external factors that impact on the employment relationship.
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CIPD Factsheet The psychological contract Revised July 2011 ------------------------------------------------- What is the psychological contract? The term ’psychological contract ’ was first used in the early 1960s but became more popular following the economic downturn in the early 1990s. It has been defined as ’…the perceptions of the two parties‚ employee and employer‚ of what their mutual obligations are towards each other ’1. These obligations will often be informal and imprecise:
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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 people could enter the HR profession from a diverse range of backgrounds. The map is an online‚ interactive tool located on the CIPD website for all HR professionals to use‚ it explains the specialist functions‚ behavioural
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uk/media/pdf/4/n/Flexible-working-and-work-life-balance.pdf (accessed 18/05/13) CIPD‚ (2012)‚ The Psychological Contract [internet]‚ http://www.cipd.co.uk/hr-resources/factsheets/psychological-contract.aspx (accessed 20/04/13) CIPD‚ (2013)‚ ES01: Why is employee status so significant and what legislation covers it? [internet]‚ http://www.cipd.co.uk/hr-resources/employment-law-faqs/employee-status-legislation.aspx (accessed 11/05/13) CIPD‚ (2013)‚ Redundancy [internet]‚ http://www.cipd.co.uk/hr-resources/factsheets/redundancy
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Table of Content Introduction 3 Background of the research 3 Research title‚ questions‚ and objectives 3 Research rationale 3 Literature Review 4 Concepts of compensation and benefits system 4 Structure of current compensation and benefits (approaches) 5 Exploration of the factors which affect compensation & benefits management 7 Effects of compensation and benefits on staff motivation 8 Conclusion: 10 Reference 11 Introduction Background of the research Compensation and benefits management is
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at that answer.References: in-text references and list of references ( at the end of the essay) in Harvard style.Sources to be used: * HRM textbooks (658.3 in library catalogue) * Academic journals (e.g. Human Resource Management Journal) * CIPD website (www.cipd.co.uk ) * Corporate websitesHow would you describe “good practice” in performance management in today’s work organizations? what processes‚ strategic planning‚ measurement approach‚ and skills would you recommend? illustrate your
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activities‚ knowledge and behaviours‚ specified in your selected Professional Area‚ as above at band 1 or 2‚ identifying those you consider most essential to your own HR role. The diagram below shows the Human Resource Professional Map. [pic]CIPD Jul 2012 The map was designed to assist HR Professionals in there career progression by describing the highest standards of professional competence that can be achieved. The Map is broken down in to three elements: Professional Areas Made
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References: CIPD 2006‚ Bullying at Work beyond Policies to a Culture of Respect‚ CIPD‚ viewed 24 August 2010. Crawford‚ N‚ 2005‚ ‘Organisational Responses to Workplace Bullying’‚ Building a Culture of Respect: Managing Bullying at Work‚ pp.21-31‚ EBSCOhost‚ viewed 26 August 2010 Dawn‚ J.‚ Cowie‚ H.
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Question 1: Applying your knowledge of academic models of HRM (for example HRM/PM; Hard and Soft HRM or the Guest or Harvard model) explain the main similarities and differences between the approaches to people management at Café Co before and after the review. Soft HRM related to the Harvard Model by Beer (1984) is focusing on increasing performance of employees by enhancing competencies and commitment towards the company and its overall business goals (Bloisi‚ 2007). Whereas in Soft HRM achieving
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