Report on London Underground (Notes) Slide 1 – Introduction Our team plans to identify the challenges facing London Underground by applying models such as PESTLE‚ Shareholders analysis‚ SWOT‚ and McKinsey’s to bring them into perspective. We shall first analyse the external environment‚ identify the challenges‚ then we will look at how one of these challenges is affecting LU internally before making a recommendation. Slide 2- About LU Here is a little information about
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Activity A (1000 words) 4 factors that affect an organization’s approach to attracting talent | * The type of talent they look to attract: I mean which competencies will be more suitable to the job they want. * The sector which the organization is operating in. As some sectors are much easier to find the talents than others. As sometimes so sectors got many employees working in than others for instance‚ in Egypt‚ It is much easier to find talents in Tourism and hospitality sector than
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development (MD) refers to the structured procedure by which managers learn and improve their skills‚ competences and knowledge through formal and informal learning techniques‚ with the aim of benefiting both individual and organizational performance (CIPD‚ 2004). It is a practitioner focused concept which has the objective of developing individual knowledge and various other managerial skills possessed by the manager‚ and the various techniques applied may include classroom tuition‚ seminars and on-the-job
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PRIYAM RANA Student ID: 1322758 NOVEMBER 2013 EXECUTIVE SUMMARY In this assignment I have written down about the megatrends the trends which are shaping work and workforce and working place. This is a market study done by CIPD in previous and this year. I have written down that how the trends have affects our global economy in previous 30 years and how there are some future trends going to affect our management. These are like globalisation and de – industrialisation‚ demographic
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1.1 The HRPM has been formed as an online self-assessment tool for HR practitioners‚ where an organization or individual can assess every stage of their career against.It was created "by the profession for the profession" (CIPD website). This tool can also be used to evaluate a HR practitioner’s abilities against activities‚ knowledge and behaviors‚ which can then demonstrate any areas of development. The map can also help facilitate a practitioner’snext career move or simply support performance
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possible obstacle they may face due to this. Who is line manager? Front Line manager usually promoted from normal employees. As a result‚ they are experienced and know the general employee well‚ while they may not have any formal management education. CIPD have given a typical role of a front line manager‚ which may include the followings: * Day-to-day people management * Managing operational costs * Providing technical expertise * Organisation of work allocation and rotas * Monitoring
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Southside 105 Victoria Street London‚ SW1E 6QT T: 020 7932 3700 Project title Employee Engagement Strategy: Prepared for NHS London Scope This strategy has been developed by an initial exploration of the existing employee engagement evidence together with a limited number of stakeholder interviews and focus groups to develop: § § § § a statement about what employee engagement means for NHS in London – a definition; the case for employee engagement and why it is important; themes that
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latest numbers from the Office for National Statistics (ONS)‚ unemployment in the UK has risen to its highest level in 17 years -- eight per cent. However‚ John Philpott‚ chief economic adviser at the Chartered Institute of Personnel and Development (CIPD)‚ said the UK labour market figures also offered room for optimism: "Figures showing more people in work in the private sector‚ including in manufacturing‚ and fewer on welfare benefits offer hope that the labour market might withstand the economic
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References: * Rosemary Harrison (2005). Learning and Development. CIPD (Chartered Institute of Personnel and Development) Publishing. p. 5. * . the Irish Institute of Training and Development
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International Human Resource Management (IHRM) is a core aspect of HRM‚ essential for all international practitioners (CIPD‚ 2012). It is a vital concept for HR managers in multinational enterprises (MNEs). IHRM is about the world-wild management of Human resources (Brewster‚ 2002) IHRM refers to any HR professional who is working in an organisation which operates in more than one country (CIPD‚ 2012). According to Amstrong (2010‚ p.8) Internationalisation connotes an expansion of interfaces between nations
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