My first developmental need is to gain a professional qualification within HR. I have proven to be a thinking performer and am in need of formal qualifications to enhance and strengthen my knowledge‚ skills and performance within the workplace‚ in order to satisfy this development need I have enrolled on this CIPD Level 5 certificate in HRM‚ I also take much pride in reading publications both online and in magazines such as People Management and UCEA updates and following changes within Employment
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summarise the HRPM (i.e. the 2 core professional areas‚ the remaining professional areas‚ the bands and the behaviours) comment on the activities and knowledge specified within any 1 professional area‚ at either band 1 or band 2‚ identifying those you consider most essential to your own (or other identified) HR role Human recourses professional map (HRPM) The CIPD in HRPM In general sets out how HR adds value to the organization. It describes standards of professional competence for organization
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Prevention/Protection Mission Area Core Capabilities On Monday‚ January 17‚ 1994 at 4.31 a.m. an earthquake measuring a magnitude of 6.7 struck a densely populated area of San Fernando Valley. In spite of Los Angeles County considered as one of the greatest prepared regions for earthquakes‚ Northridge was one of the worse disasters financially. They were around 14‚000 aftershocks reported in the magnitude of 4.0-5.0 range. Because of the earthquake people displaced from their homes are estimated
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From conception to age 16 years children develop in many areas. The main 4 are: Physical development‚ movements; Intellectual development‚ thinking and learning; social‚ emotional and behavioural development‚ child’s self- confidence to control his social‚ emotional and behaviour; communication and language development‚ to be able to talk and understand. My chosen age range is 2-3 years old and the two areas of development I have chosen are physical development and communication and language development
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CIPD – 3RAI – Recording‚ analysing and using HR information GFM needs to collect and record data for legal and internal reasons. Legally we need to ensure that we are complying with the “Working Time Regulations and pay rates for the Minimum Wage Act 1998 and tax and national insurance obligations”‚ we also need to be complaint with the data protection and freedom of information act. We need to ensure that employees know why we are holding this information and how we secure it. Internally we use
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able to identify the constraints and opportunities presented by legislation in this area and be prepared to keep up to date with forthcoming changes appreciate the need for rigorous HR planning and job analysis as a starting point for the whole recruitment and selection process be able to choose appropriate sources of recruitment and methods of selection‚ depending on the nature of a vacancy‚ and be willing to evaluate the outcome of your decisions be able to identify the factors needed to ensure an
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retired middle school teacher) I have found that I have two areas that still need improvement. Firstly‚ it has come to my attention that I need to rethink my expectations for my students. Secondly‚ but equally as important‚ I find I am still having a hard time with classroom management. Overall‚ in both of these areas‚ as well as others‚ I have seen improvement‚ overall in my teaching methods‚ and will now focus my attention more on these two areas of improvement. With expectations‚ I need
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Task 1. The importance and development of plans for personal professional development The importance of continual self-development in achieving organisational objectives is that it reduces the chance of stagnation of the employee‚ therefore‚ reducing boredom within their role. It also gives the employee the chance to improve themselves‚ learn new skills and increase their job satisfaction. This then helps achieve the organisational objectives by improved morale leading to high work output and
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improve their performance and become the person they want to be." Eric Parsloe‚ the Oxford School of Coaching & Mentoring. Mentoring can have multiple purposes for our organisation as support the talent management process‚ enabling personal and professional development of individuals‚ support career planning and development process‚ offering knowledge transfer and guidance from more experienced colleague to a less experienced one. Mentoring can also offer a role model and provide contacts and access
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[online] Available at: < http://www.palgrave.com/business/brattonandgold/glossary/glossary.htm> [Accessed 17th September 2013]. Factors that impact on this relationship both have a detrimental effect to the running of a business. I will focus on two internal and two external. These being: Internal - Collective Bargaining: Collective bargaining is a process of negotiations between employers and a group of employees aimed at reaching agreements that regulate working conditions. The interests of the employees
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