Course Details Course Name Higher National Diploma (HND) in Hospitality Management Unit number 20 Unit Name Business Health Check (Unit 20) Credit Value 15 Lecturer Syed Tanvir Hussain Hand Out/Issue Date 29th January‚2015 Submission Deadline Structure of the Assignment: The assignment is in three Parts. Part 1 is in report format combining the requirements of P1‚ P2‚ P3‚ P4‚ &P5 Part 2 is an essay combining the requirements of P6 Part 3 is a class room activity
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2. School of Administrative Studies‚ York University‚ Ontario‚ Canada‚ journal of organisation Behaviour‚ vol.22. No.1 Pp15-29. Feb.‚ URL: http://www.jstor.org/stable/3649604 4. John Gennard and Graham Judge‚ Employee Relations‚ 2005‚ 4th edition CIPD‚ London. UK. 5. Jacqueline A.-M‚ Coyle-Shapiro and Ian Kessler‚ the Employment Relations in the UK Public Sector: A Psychological Contract Perspective‚ a journal of Public Administration Research and Theory; j-part‚ Vol. 13‚ no. 2. April 2003‚ pp213-230
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ILesson 11: Employee health and well being at work: Having healthy employees is good for business as they tend to be more productive and creative‚ and are less likely to take sick leave. As a result‚ staff turnover is reduced and morale among staff is maintained. All employers have a legal duty of care to their employees. In addition‚ taking health and well-being seriously can bring a range of business benefits. For example: * simple measures to prevent and manage ill-health can
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ethnographic research in HRD”‚ in McGoldrick‚ J.‚ Stewart‚ J. Beaumont‚ G. (1996)‚ Review of 100 NVQs and SVQs: A Report Submitted to the Department for Education & Employment‚ DfEE‚ London. CIPD (2000)‚ Success through Learning: The Argument for Strengthening Workplace Learning‚ CIPD Consultative Document CIPD‚ London. Davenport‚ T. and Prusak‚ L. (1998)‚ Working Knowledge: How Organizations Manage What They Know‚ Harvard Business School Press‚ Boston‚ MA. (The) Economist (1996)‚ “Fatal attraction”
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Level 6 Communications G30001 Assignment One Portfolio Collection of Work SECTION 1: CURRICULUM VITAE EVELYN ADESIDA 9 CHERRY GROVE‚ HERONS WOOD CARRIGALINE‚ CO. CORK Home: 0214375949 Mobile: 086-8776977 RELEVANT WORK EXPERIENCE November 2012 - to date RCI CORK (Holiday & Recreation) Cork EMEA HR/Training Officer ( 9 month Internship) Co-coordinating several aspects of HR from recruitment‚ disciplinary‚ employee welfare
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Experiential learning – experience as the source of learning and development. Prentice Hall Knowles‚ MS (1980). The modern practice of adult education‚ Chicago III: Associated Press Reid‚ M. and Barrington‚ H. (1999). Training Interventions. London: CIPD
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Profession Map and how it is used Introduction - An explanation on how the HR professional can develop skills and behaviours to be an effective professional in their role‚ or achieve higher through self assessment. 1.1 HR Profession Map (HRMP) The CIPD HR profession map is a tool to assist HR practitioners to asses what level they are working at. The four bands of professional competence define the contribution that professionals make at every stage of the HR career‚ from band 1 at the start of
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CIPD Map An explanation of the HR Map. 1.1 HR Profession Map (HRPM) The HR map is a means in which‚ a HR professional can asses oneself in order to further their professional development. The map uses 10 professional areas and 8 behaviours a HR professional is expected to exhibit throughout their career. The bands cover the different stages and abilities from someone starting out in HR (band 1) to a high level practitioner‚ such as an HR Director (band 4). 1.2 Professional areas The
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Bibliography: An Anatomy of Economic Inequality in the UK: Report (2010) BersinJ Cannon‚ J‚ A. and McGee‚ R. (2011) Talent Management and Succession Planning. CIPD. Caplan‚ J. (2011) The value of talent – promoting talent management across the organisation. Centre for Excellence in Leadership (2005) Leading Change in Diversity and Equality‚ London: Centre for Excellence in Leadership (2008) Succession planning
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Delivering Learning and Development Activities: Customer Service Presentation Review 3.1 Feedback When planning and presenting my training session a factor that influenced it was my own knowledge of customer service training. Like others I taught‚ I had already gone through the process at work. I learnt the basic principles and adapted this in the workplace to provide excellent customer service. According to Don Kirkpatrick (2006) "Trainers must begin with desired results and then determine
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