NAME: Ayoola Akande UNIT Title: Developing Yourself as an Effective Human Resources or Learning and Development Practitioner UNIT CODE: 4DEP Unit 1 4DEP LEVEL 3 STUDENT NO:CC1489119 QUESTION Activity 1.1 briefly summarise the HRPM (i.e. the 2 core professional areas‚ the remaining professional areas‚ the bands and the behaviours) Answer The knowledge‚ skills and behaviour require to be effective in an identified HR role divided into stages‚ namely: 1. professional areas 2. Behaviours
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each professional area across these bands. The 10 professional areas included in the human resource profession map are insight‚ strategy and solutions; leading human resources; organisation design; organisation development; resourcing and talent planning; learning and talent planning; performance and reward; employee engagement; employee relations; and service delivery and information. The 8 behaviours included in the human resource profession map are decisive thinker‚ skilled influencer‚ personally
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Introduction: According to Beevers and Rea (2010)‚ "An effective L&D practitioner knows what is required of them and enjoys building their capability to meet the requirements. Once they have developed a sound base of 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
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the age profile of that particular department resulting in no specific development‚ progression‚ recruitment or training to cover the retirement of those police officers. Resource management “Resourcing is the process by which people are identified and allocated to perform necessary work. Resourcing has two strategic imperatives: first‚ minimizing employee costs and maximising employee value to the
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Relations and the Psychological contract (3MER) Saturday 14th February Skills Workshop Mon Feb 16 Tutorials Mon Feb 23 Skills observation Exercise 3RTO Mon March 02 Employment Law Overview (3MER) Mon March 09 Grievance (3MER) Submission Date for Resourcing Talent Assignment Friday 13th March @ 22:00 Mon March 16 Discipline and Capability (3MER) Mon March 23 Redundancy and Tupe (3MER) Mon March 30 What’s Performance Management (3PRM) Last Day of Term: Thursday 2nd April‚ Good Friday Bank Holiday: Friday
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What is Human resource management? Human resource management (HRM) is a function with an organization that focuses on recruitment of‚ management of‚ providing direction for the people who work in the organization and that deals with issues related to the people such as compensation‚ hiring‚ performance management‚ organization development‚ safety‚ wellness‚ benefits‚ employee motivation‚ communication‚ administration and training Human Resource Management can also be performed by line
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2_1 DESCRIPTION OF HRM STRATEGY AND PRACTICES OF THE MMC Modernising Medical Careers is a policy intended to better the manner in which junior doctors are trained and to modernise the Senior House Officer grade (Committee‚ 2007). In effect it is a recruitment and training programme offered to medical professionals. This Human Resource Management Strategy has been developed to spearhead the policy direction. Modernising Medical Careers seems to use Specific Human Resource strategic couched around
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CONTENT Eight functions of HRM and the explanation Organization design……………………………………………………………………………………..2 Organization development…………………………………………………………………………..2 Resource and talent planning……………………………………………………………………….3 Learning and talent development…………………………………………………………………3 Performance and reward………………………………………………………………………………3 Employee engagement……………………………………………………………………………..….4 Employee relations………………………………………………………………………………….……5 Service delivery
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which describes what activities you need to do and what you need to know for each area of the HR profession at four bands of professional competence. The ten professional areas are; organisation design‚ organisation development‚ resourcing and talent planning‚ learning and talent development‚ performance and reward‚ employee engagement‚ employee relations‚ service delivery and information‚ and the final two are
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goals. Design interventions to drive the appropriate culture‚ behaviours‚ skills‚ and performance and provide insight and leadership on change management strategy‚ planning and implementation. Resourcing and talent planning – Definition – ensure that the organisation has the right resource‚ capability and talent to achieve immediate and strategic ambitions now and in the future. Learning and development – Definition – build individual and organisational capability and knowledge to meet the current and
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