Assessment 2 – Activity 2 A report on how an HR practitioner should ensure the services they provide are timely and effective. Terms of Reference To investigate how an HR practitioner within East Surrey College (ESC) should ensure that they deliver timely and effective HR services to meet user’s needs. The report was requested by Charles Sleet‚ HR Director‚ on 11/11/2013 to be presented on 14/01/2014. Procedure 1. Understanding different customer needs in HR. 2. Communicating
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Introduction This report has been produced for a new HR practitioner entering into Companies House. This report it outlines The Chartered Institute of Personnel and Development (CIPD) HR Profession Map and how this feeds into timely and effective service delivery from professional HR practitioners. The HR Profession Map (HRPM) developed by CIPD is a useful wide-ranging visionary tool of how HR can add value to the organisation it operates in. The map covers skills‚ behaviours and knowledge that HR people require
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American Psychologist‚ 46(4)‚ pp. 352-367 (1991) | Book | Kew J and Stredwick‚ J | Human Resource Management in a business context | CIPD (2010) | Book | Price‚ A | Human Resource Management in a business context | Thomson Learning 3RD edition (2007) | Book | Marchington‚ M‚ Wilkinson‚ A | Human Resource Management at work (People management and Development) | CIPD (4TH Edition) |
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essential skills and knowledge continues to seek new learning experiment with approaches and keep renewing their abilities as learning and development professionals". "L&D job titles include: Trainer‚ L&D Consultant‚ Training Adviser‚ and Training Hence CIPD –as per Beevers and Rea (2010)‚" is the professional body for ’those responsible for the management and development of people within organization ’ "- has developed the HR Profession Map to measure and advice employee in how to develop their knowledge
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CIPD Assessment Report – Foundation (AR1) To be completed by candidate and assessor(s): Centre name: Liverpool Community College Candidate name: Jivika Mehta CIPD Membership/ registration No: 4278449X Unique Learner No (ULN) (if applicable): Qualification title: Diploma in Human Resource Practice Unit title(s): Resourcing Talent Unit code(s): 3 RTO (HR) Assessment activity (and assignment title if applicable) and the learning outcomes addresses: Written‚ Observation Date due for assessment:
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Identify and assess 4 factors that affect an organisations approach to attracting talent Skillset (external) One of the many factors that contribute to an organisations approach to attracting talent is the availability of skillsets. If there is a shortage of candidates with the skills required to do the job then it will be harder to recruit into the role. Employers will often have to offer enhanced pay and benefits‚ flexible working‚ additional training and a structured career path to stay ahead
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Activity 1 – Resourcing Talent Identify and assess at least 4 factors that affect an organisation’s approach to attracting talent. The four factors that affect an organisation attracting talent are: External (Supply and Demand); Staff Turnover; Unemployment Rate; and Legal. External – When a corporation require specifically qualified and skilled staff and there is a limited supply in the market place then the organisation will have to depend on internal supplies by offering special training
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Developing Yourself as an Effective Human Resources or Learning and Development Practitioner Activity 1 briefly summarise the CIPD Profession Map (i.e. the 2 core professional areas‚ the specialist professional areas‚ the bands and the behaviours) The CIPD HR Profession Map has been developed with the help of HR professionals around the world. Many organisations use the CIPD profession map to measure their HR capability‚ address areas for development‚ and to develop their employees within HR. The
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recognise the importance of aligning learning processes with organisational priorities and the need to assess‚ demonstrate and report on the value contribution that learning makes to the organisation. The value of learning project In November 2006 the CIPD appointed members of the University of Portsmouth Business School to undertake research into this important area. This Change Agenda highlights the main findings from the project. The research indicates that a ‘one size fits all’ set of metrics to
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3RAI F203B (HR) Recording Analysing and Using Human Resources Information Activity 1 There are a variety of reasons why an organisation needs to collect HR data‚ these could be:- • To satisfy legal requirements • To provide relevant information in decision making • To keep a record of Contractual arrangements • Keeping contact details of employees Government departments’ including HMRC can demand information from the business on how many people are employed
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