3DLA F211A CIPD Assessment Activity Template Title of unit/s Delivering Learning and Development Activities Unit No/s 3DLA Level Foundation Credit value 6 Assessment method Written‚ Observation Learning outcomes: 1. Be able to create an environment conducive to learning. 2. Be able to plan and deliver learning and development programme activity to individuals and groups. 3. Know how to review learning and development
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Index 1. Executive Summary 2. Introduction 3. Methodology 4. What is Employee engagement? 5. Why is Employee engagement important? 6. Enablers‚ barriers and recommendations 7. Conclusion 8. Bibliography 1. Executive Summary Employee engagement describes the involvement of people at all levels in positive two-way dialogue and action to increase productivity and to create a great place to work – where people find their work meaningful and are willing to work together towards
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References: Armstrong‚ M. and Baron‚ A. (2002). STRATEGIC HRM The key to improved business performance. London: CIPD. Armstrong‚ M. (2006). Strategic human resourse management a guide to action. 3rd ed. London: Kogan Page Ltd. Farnham‚ D. (2010). Human Resource Management in context Strategy‚insights and solutions. London: CIPD. George‚ J.M. and Jones‚ G.R. (2008). Understanding and Managing Organisational behavior. 5th ed. New Jersey: Pearson Education Inc. Gimbert‚
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Bibliography: CIPD (April 2011) Employment Law FAQ [Online] Available from: http://www.cipd.co.uk/hr-resources/employment-law-faqs Accessed 27.03.2012 CIPD (April 2005) Change Agenda [Online] Available from: McFarlane Shore‚ L. & Tetrick‚ L.E. (1994). The psychological contract as an explanatory framework in the employment relationship
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performance (online) Last accessed on 20th October at http://www.acas.org.uk/CHttpHandler.ashx?id=2714&p=0 Armstrong‚ M (2009) Beard‚ K (2012). Interview. Tesco. Coventry Borman‚ W C and Motowildo‚ S J (1993) Branson‚ R (2012). Interview. HMRC. Coventry CIPD Guest‚ D E (1996). The management of performance‚ Address to the anuual conference of the Institute of Personnel and Development‚ October‚ Harrogate Harrison‚ R (1997) Hofstede‚ G. 1991‚ Cultures and Organizations‚ McGraw-Hill‚ London. Hull‚ C (1951)
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employee resourcing and development [How psychometric testing and assessment centres help to make the selection process more effective in providing evidence of whether an applicant has the necessary skills and competencies needed to perform well] introduction In today’s business environment‚ human resource is considered to be an organizations greatest resource; technology and capital are also needed but cannot be utilized with some form of human resource (Mathis and Jackson‚ 2010). All organizations
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26-27. Kressler‚ H. (2003). Motivate and reward Performance Appraisal and Incentive Systems for business Success. Hampshire: Palgrave Macmillan. pp.3 Hollyford‚ S and Whiddett‚ S Hollyforde‚ S. and Whiddett‚ S. (2002). The Motivation Handbook. London: CIPD House. pp.166.
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comment on the activities and knowledge specified within any one professional area‚ at band two‚ identifying those you consider most essential to your own HR role The HRPM is a working tool that underlines behaviours‚ knowledge and skills that the CIPD understand are needed for the personal and workplace development on all levels of the HR profession‚ and how it will add value to yourself and your organisation. It looks at improving things not just at the present time but looks forward at how improvements
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www.workforce.com/archive/feature/22/24/42/index.php • CIPD‚ (2004)‚ “Managing the psychological contract”‚ www.cipd.co.uk/subjects/empreltns/psycntrct/psycontr.htm?IsSrchRes=1 • CIPD‚ (2005a)‚ “Recruitment‚ retention and turnover 2005”‚ www.cipd.co.uk/subjects/recruitmen/general/recruitretnt.htm?IsSrchRes=1 • CIPD‚ (2005b)‚ “Employee turnover and retention”‚ http://www.cipd.co.uk/subjects/hrpract/turnover/empturnretent.htm?IsSrchRes=1 • CIPD‚ (2005c)‚ “Managing knowledge workers”‚ www.cipd.co.uk/subjects/corpstrtgy/knowman/managknowlworkers
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Nepotism Is hiring your nephew good for your company? What are the hidden costs and benefits? What policies should public companies follow? By Ron Prokosch The word “nepotism” in the business community originally referred to the hiring of relatives of the owner of the business. Today‚ this word has been extended to refer to the existence of employees within any organization that are related to each other either by blood or marriage. Is nepotism a cost or a benefit for an organization?
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