Developing Yourself as an Effective HR Practitioner Nicole Davey Task 1 Write a report in which you: Briefly Summarise the CIPD Profession Map (i.e. the 2 core professional areas‚ the specialist professional areas‚ the bands and the behaviours) Comment on the activities and knowledge specified within any 1 professional area at either band 1 or 2‚ identifying those you consider most essential to your own (or other identified) HR/L&D role. Word Count: 835 Contents Page Contents 1 Introduction
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Task B You’re Work Role Bi My contract covers many terms and conditions such as Job title‚ Entitlement - rate of pay‚ holiday entitlement‚ retirement and ill-health benefits‚ bonus/overtime rates‚ uniform and/expenses allowances‚ public holidays‚ time recording‚etc. Responsibilities such as working hours‚ reporting illness/absence‚ complaints procedures‚ notice periods for leaving/dismissal‚ requirements to change working hours. Other conditions restricting the employee taking other part-time
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ISSUE Malaysia Airlines (MAS)‚ a government linked company continues to violate worker and trade union rights. Recently‚ MAS commenced disciplinary action against Mohd Akram bin Osman‚ the Secretary General of the National Union of Flight Attendants Malaysia (NUFAM)‚ and 30 other NUFAM members. The show cause letter date on or about 14/2/2014 asked why disciplinary action should not be taken against them by reason of their participation in an ‘illegal’ gathering on 27/11/2013 at the Ministry of Human
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employees. Employers should strive to keep employees informed about the company’s policies‚ procedures‚ programs and products. The first step in strategic planning is establishing a mission‚ vision and goals for the organization. (Snell & Bateman‚ 2004) The case study clearly shows that Cadbury Schweppes’s board of director communicated to all levels of people of the company’s direction “to deliver superior shareholder performance’ The best fit view is based on a contingency paradigm for making
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Group Members: Sulia Sigawale (s110033075) Miriama Tareguci (s11015899) Sefanaia Tudonu (s99001655) TABLE OF CONTENTS TITLE | PAGE NO. | Cover Page | 1 | 1.0 Introduction | 3 | 2.0 Objectives | 4 | 3.0 Research Methodology | 5 | 4.0 Limitations | 6 | Case Study 5.0 About Holiday Inn Suva | 7 | 5.5 Holiday Inn Winning Ways | 8-9 | 6.0 Human Resource Framework | 10 | 6.3 Orientation | 11 | 6.6 Biometric Fingerprint Time Clock | 12 | 6.11 Identification
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Recruitment‚ Selection and Induction An induction is vital to ensure a new employee settles into the organisation with ease. It is important to give basic health and safety training and fire escape procedures as well as introducing the new employee to the work culture and values of the organisation. This is an important part of the development between the relationship of the employer and employee. This part is very important as after a bad induction the employee may decide to leave if the organisation
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ch14 Student: ___________________________________________________________________________ 1. Sometimes workers get together and form a union‚ an organization that does all the following except A. has the legal authority to represent workers B. can negotiate the terms and conditions of employment C. administers the collective agreement D. manages the company’s employee benefit plans on behalf of the workers E. collects dues from members 2. Unions are organizations that A. have the legal authority
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operate as a liaison between labor and management. In smaller organizations a human resources manager knowledgeable about labor and employment law handles labor relations matters. Labor relations activities may include contract negotiations‚ employee grievances‚ arbitration and mediation. Every organization has a human resources department. The human resources department specializes in different areas including labor relations. Labor relations staff plays an integral part in the day-to-day operation
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COLLECTIVE BARGAINING 1 Chapter Objectives Discuss whether or not an adversarial relationship exists between union and management. Explain labor-management relations and individual bargaining. Describe labor-management relations and collective bargaining. Explain the psychological aspects of collective bargaining. 2 Chapter Objectives (Continued) Describe the factors involved in preparing for negotiations. Explain typical bargaining issues. Describe the process of negotiating the
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covered by law. The main aspects of employment that are covered by the law are. * Minimum wage * Hours worked * Discrimination * Health and safety * Holiday entitlement * Redundancy and dismissal * Training * Disciplinary procedures * Union rights and consultation List the main features of current employment legislation. The main features of current employment legislation * Equalities * Employment rights * Discrimination law * Health and
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