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 law such as the recent change to pension auto-enrolment. I prefer
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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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across government – and indeed the wider professional scene – for instance through participation in the development of the PSG HR standards‚ Consortium project on strategic HR‚ and through contacts with industry and professional/research bodies such as CIPD. 2 3 Q2 Please summarise the value you’ve added to your organisation/clients/customers over the last 12 months through your professional development? Deeper insight into and understanding of potential contribution that HR can make to the
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The Human Resources Profession Map (HRPM) was created to explain how HR adds value; it was designed by a collaboration of both specialist and generalists working in the UK and globally across private and public sectors. The HRPM was developed by the CIPD. The design of the HRPM is to be relevant and applicable to HR professionals operating anywhere in the world‚ all sectors and in organisations of any shape or size. It captures what skills are required for effective and successful HR. There are 4
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Contents Page 2 How 3 HR activities support the organisations strategy - Introduction 1. Recruitment and Selection 2. Longer term succession & development planning 3. Compensation and Benefits Page 3 3 ways HR professionals support line managers and their staff – Introduction 1. Internal communications 2. Culture and Employee Engagement Page 4 3. Learning and Development Page 5 References Page 6 Bibliography "HR
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Ought Preparation for Assignment 3HRC Activity A A new manager is starting in the organisation shortly. You have been asked to provide a ten minute presentation that will give the manager some understanding of the organisation in preparation for their start. The presentation may be made one-to-one or to a larger group. The information you provide should include: • the purpose and goals of the organisation • a list of the main products and services of the organisation • an identification
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1‚ An employment relationship describes the dynamic‚ interlocking economic‚ legal‚ social and psychological relations that exist between individuals and their work organizations. Palgrave Macmillan (2013)‚ Glossary [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
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The Human Resources Profession Map consists of 10 HR professional areas including (Organization design‚ Organization development‚ Leading and managing the human resources function‚ Strategy‚ Insights and solutions‚ Service delivery and information‚ Resourcing and talent planning “also known as Recruitment and selection”‚ Employee engagement‚ Performance and reward “also known as Compensation and benefits”‚ Employee relations and Learning and talent development ”also known as Training and development”
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CHAPTER 5 Recruitment and selection learning outcomes After reading this chapter you will: ●● ●● ●● ●● ●● understand why it is important to adopt sound recruitment and selection practices be 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
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3PRM ACTIVITY B What did I do? Before I started the appraisal i had to look at the current personal development plan that was in place. I also went through what targets were in place and checked that the objectives that had been set where smart. I wanted the employee to feel comfortable so I decieded to make this and informal meeting. I wanted to enable the employee to feel at ease and not nervous are anxious. The model that I decided to use was the GROW model which is used often
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