References: CIPD (2012) ’Development strategy ’ [online] available from [1 June 2013] CIPD (2013) ’ Performance Management: an overview ’ [Online] available from [2 June 2013] Hyun‚ S. (2009) ‘ Re-examination of Herzberg’s Two Factor Theory of Motivation’. Available from [5 June 2013] Jones‚ B.B Lai
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term. Where in the past the function delivered the fundamentals that underpinned the employee lifecycle (such as recruitment‚ induction and salary administration) supporting organisation performance is now the theme running through HR’s work. The CIPD have introduced the HR Profession Map which sets out what HR practitioners need to know‚ do and deliver at all stages in their career. The Map is structured around ten professional areas of HR activity and it focuses on the knowledge‚ activities and
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References: CIPD (2008) Performance management: an overview. Journal‚ 2nd ed. London: Chartered Institute of Personnel and Development http://www.cipd.co.uk/subjects/perfmangmt/appfdbck/perfapp.htm?IsSrchRes=118/05/08 Armstrong‚ M. and Baron‚ A. (2005) Managing performance: performance management in action. London: Chartered Institute of Personnel and Development. Fletcher‚ C Gillen‚ T. (2007) Performance management and appraisal. 2nd ed. CIPD toolkit. London: Chartered Institute
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664 (1998) Guest‚ D.E. and Conway‚ N. (2002) Pressure at work and the psychological contract. London: CIPD. Hauw‚ D. and Vos‚ D. (2010) Millennials’ Career Perspective and Psychological Contract Expectations: Does the Recession Lead to Lowered Expectations? Journal of Business and Psychology doi:10.1007 /s10869-010-9162-9(2010) McGregor (1960) The human side of enterprise. New York: McGraw Hill Cipd (n.d.) The psychological contract. Available at http://www.cipd.co.uk/hr-resources/factsheets/psychological-contract
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PERFORMANCE MANAGEMENT What are the origins of performance appraisal and performance management and what are the differences between them. MSc Human Resource Management Glamorgan Business School University of Glamorgan 2012 What are the origins of performance appraisal and performance management and what are the differences between them. Performance management and performance appraisal are symbiotic strategies that yield great results in the human resource and business world
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R. and Selvarajan‚ T. (2001)‚ “Management interventions”‚ In Anderson‚ N. Ones‚ H. Sinangil‚ K. and Viswesvaran‚ C. (Eds.)‚ Handbook of industrial‚ work‚ and organizational psychology ‚London: Sage. Vol. 2‚ pp. 346-376. CIPD (2011)‚ Reward management: Annual survey report 2011 CIPD(2007)‚ Reward management: annual survey report Coleman‚ A. (2006)‚ “Flex Takes the Lead”‚ Employee Benefits‚ Vol.59‚ No.7‚ pp.64–68. Chow Koo‚ R. (2011)‚ “The Global Added Value of Flexible Benefit”‚ Benefits Quartely
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References: Armstrong‚ M. (2002)‚ Employee reward‚ 3rd Edition‚ CIPD LTD‚ London Armstrong‚ M. and Baron‚ A. (1995)‚ The job evaluation handbook‚ CIPD‚ London Business Essentials‚ (2013). Human Resource Management‚ 3rd Edition‚ Bpp Learning Media‚ London. Keats‚ L. and Hor‚ J.‚ (2009). Managing termination of employment. 2nd Edition‚ CCH Australia Limited
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com/en/library/subject-gateways/human-resources/small-business-update/manage-troublesome-team-members (Accessed 05/01/2013) BATNA (Best Alternative to a Negotiated Agreement)‚ (2012) CIPD Developing Professional Practice‚ London: Chartered Institute of Personnel and Development. RACI (responsible‚ accountable‚ consulted‚ and informed)‚ CIPD Developing Professional Practice workshop (attended 27/11/2012)‚ London: Chartered Institute of Personnel and Development. Decision making tree model‚ Vince Hyman‚ 2005‚ [online]
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’s Hand Book on Human Resource Management Practice‚ London UK: Kogan Page‚ pp935. 4. CIPD‚ 2001‚ Management Choice and Employee Voice‚ London UK: CIPD HOUSE. Available from: . [Accessed 1st November 2012]. 5. CIPD‚ 2010‚ Voice and engagement: how does collective consultation contribute?‚ [Online]‚ 8-12. Available at: http://www.cipd.co.uk/binaries/5149_Voiceand_engagement.pdf [Accessed 30 October 2012]. 6. CIPD‚ 2012‚ Employee Voice‚ [ONLINE]‚ Available at: http://www.cipd.co.uk/hr-resources/factsheets/employee-voice
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Many business use the CIPD Human resources profession map as it sets out what HR practitioners need to know‚ do and deliver at all stages of their career to be effective and successful. It sets a benchmark for HR excellence for the individual and the HR function. The map focuses on the knowledge‚ activities and behaviours by underpinning the skills required to develop products and services for the profession and the individuals‚ and it sets out how HR adds the greatest sustained value to the organisation
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