[pic] [pic] Unit 4DEP Developing Yourself as an Effective Human Resources or Learning and Development Practitioner Distribution Date Week 4: 25 September 2012 Submission Date Week 8: 6 November 2012 |Unit title |Developing Yourself as an Effective Human Resources or Learning and Development Practitioner | |Level |4[1]
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Assignment 1 Introduction: The concept and importance of CIPD: CIPD is a system use of maintaining‚ improving and expansion of the level of knowledge and development of the main personal qualities‚ regarding education of professional and technical tasks for all levels of the individuals work life. Professionals’ has to understand the importance of new knowledge within the improvement of the individual’s skills. Moreover‚ develop personal qualities to utilize their productivity. Most of organizations
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4DEP Developing Yourself as an Effective Human Resource Practitioner Activity A Concept and importance of CPD Continuous personal development is vital to ensure that each individual is up to date on current legislation and to enable each professional to continue with their career goals via training and development tools. By keeping up to date with current legislation‚ standard practices and new tools and skills this will allow you to become more productive and proactive within your career and
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Looking at my time login for Day 1 was similar to an assignment I did in my CPD 150 class. My reaction to my use of mediated communication is how any normal teenager would reaction‚ shocked. I did not think I spent the major of my time on my phone either reading‚ listening to music or watching YouTube videos. The one time log that surprised me the most was watching YouTube for about 7 hours. I did take bathroom breaks and my parents called me but for the major of the time I was glued to my phone
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CIPD Diploma in HR practice – level 3. Assignments 1 and 2 Topic: CIPD Profession Map and HR/L&D practitioner services. Date: 06.01.2015 Student: Katarzyna Zarnowska Tutor: Jill Wilson Abstract. My report briefly summarise the CIPD Profession Map‚ then I would like to make comment on the activities and knowledge specified within one professional area first. The second part my report will outline how an HR/L&D practitioner should ensure the services provided are timely and effective. Table
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Introduction 1.1 The Human Resources Profession Map (HRPM) – Knowledge‚ Skills and Behaviours 2.1 HR Customers – Meeting Their Needs 2.2 Methods of Communication – Advantages & Disadvantages 2.3 Effective Delivery of Service 2.4 CPD & Self Assessment 3.1 Development Plan 3.2 Development Record Bibliography Introduction The assignment will discuss what relevant skills I need to acquire in the Learning
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* Developing Yourself as an Effective Human Resources Practitioner * Date | | Name | | Unit Number | 4DEP (HR) | Level | Foundation | Total Number of Words | 1535*(+ or -10% or 150 words)(Excluding References‚ Endnotes and Bibliography) | Statement | I confirm that the work I have submitted for Unit 4DEP (HR) Developing Yourself as an Effective Human Resources Practitioner is my own. | | Signature: | | Date: | | | | | Print Name: | | | | Tutor | Signature:
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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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Activity 1 The CIPD Professional Map The CIPD Professional Map is available to all CIPD members and helps you to understand what level of experience you have within HR and what you need to learn or demon straight to advance your career. It is made up of 10 professional areas or specialism’s Insight‚ strategy and solution | Leading HR | Service delivery and information | Organisational design | Organisational development | Resourcing and talent planning | Learning and talent development
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CONFIDENTIAL To: Mr A P Hampton From: Active Assistance Date: 29th October 2012 REPORT ON THE GRIEVANCE BETWEEN MRS SMITH AND MR HAMILTON 1.0 TERMS OF REFERENCE On 24th October 2012‚ the employee Mrs Smith reported a grievance against Mr Hamilton on the grounds of age discrimination. The act of discrimination was reported to be on the 10th October 2012. Mrs Smith reported this grievance verbally to Mrs Tool (manager) on the 10th October 2012. However Mrs Smith felt the outcome of the verbal
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