------------------------------------------------- Qualification Title: CIPD Intermediate Diploma in HRM ------------------------------------------------- Unit Title: Employment Law ------------------------------------------------- Unit Code: 40592/07 ------------------------------------------------- Assignment number: Assignment 7 (5ELW) Word count: 3293 The main reasons Organisations change are strategic‚ operational and transformational; all to meet organisational and business
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Activity 1 The CIPD HR Profession Map (HRPM) is a tool to assist HR practioners to assess what level they are working at “from band 1 at the start of an HR career through to band 4 for the most senior leaders” and to explore ways to develop their competencies to transition to the next level. The HRPM is divided into two groups - 10 professional areas and 8 behaviours – see the diagram below. The professional areas and behaviours are summarised below: Professional Areas | Strategies‚ Insights
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My summary of the CIPD HR Professional Map In the summary of HRPM I aimed at illustrating my comprehensive knowledge. I have learned that professional map in general sets out how HR adds value to the organization. It describes standards of professional competence for organization. Each practitioner must know his or her organization inside out. Professional map covers ten professional areas of which the two inner ones apply to all professionals irrespective of their role‚ location or which positions
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will have kept up with developments in the field of HR Management‚ as well as legislation and other social and economic changes. It ensures that you are competent within your role in HR. The HR Profession Map is a tool that has been created by the CIPD which captures what successful HR people do across every aspect of the field. It sets out the required activities‚ behaviour and knowledge. Within the map there are ten professional areas and eight behaviours. It also sets out four bands of competence
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References: CIPD - Managing People and Organisations (2012) CIPD (2012) Reward Management Information Page
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Q 6: What knowledge and behaviours are needed from the HR Profession Map in order to enhance involvement and effectiveness with continuous improvement and transformational change programmes? A: You will need to use collaborative behaviour to develop your skills‚ knowledge and behaviours in order to work effectively with your stakeholders towards improvements and changes. Use “curious behaviour” to have the ability to demonstrate ‘strategic insights’ (i.e. finding out more about the subject/new changes)
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Claire Battle Literature Review CIPD 7RTM Resourcing and Talen Management. Introduction Focus of the literature review Use bullet points for focus points. Reference age of the document Critically evaluate Examples of critical analysis Use “this is good because” “this doesn’t work in the organisation because” Use Management reports – reference. Use third party Statistic – use google Generational differences Diversity management – resourcing strategies Talent Management – how should we manage
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INTRODUCTION Resourcing talent refers to the processes for identifying‚ assessing‚ acquiring‚ developing‚ and deploying employees who are critical to the company’s success . The issue with many companies today is that their organizations put tremendous effort into attracting employees to their company. The process of attracting and retaining profitable employees‚ as it is increasingly more competitive between firms and of strategic importance‚ has come to be known as the war for talent. Factors
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Activity 1 (part 1 of 2) (Note: The CIPD Human Resources Profession Map (HRPM) can be accessed at: www.cipd.co.uk/cipd-hr-profession/hr-profession-map/explore-map.aspx ) Write a report in which you: Briefly summarise the HRPM (i.e. the 2 core professional areas‚ the remaining professional areas‚ the bands and the behaviours) The (Human Resources Profession Map (HRMP) is designed to show what best practice might look like within all areas‚ and across all levels of Human Resources (HR) and Learning
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Company Type: UAE Government and US Corporate partners -Military Maintenance Repair and Overhaul Centre for aircraft. Servicing of Military Aircraft for Middle East customers The company are a niche business‚ supporting military aircraft activities within the Middle East. Employing approx 2200 employees‚ made up predominantly of expat employees from a mix of 20 countries. The main features we need to look at when determining the labour market trends are: Economic‚ Location‚ Scarcity of skills
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