...1) Summary of the CIPD Profession Map The CIPD Profession Map lays out the required standards HR/L&D professionals need to achieve to ensure they are really ‘making a difference and driving the performance of their organisation’, dependent on the level of competence (band*) they operate at within their organisation and the behaviours** they demonstrate. Below is a brief summary of each of the area of the Map: THE PROFESSIONAL AREAS There are 2 CORE professional areas – ‘Insights, strategy and solutions’ and ‘Leading HR’ Insights, strategy and solutions The practitioner has a deep understanding of the organisation including where it sits within its business sector, then uses this information to adapt strategy and solutions to meet present and future organisational needs. Leading HR The practitioner acts as an exemplar in the field, and capitalises on the contribution that HR makes via HR, simultaneously as a support function across the organisation, and implementing performance and development measures throughout the organisation. There are a further 8 SPECIALIST professional areas: Service delivery and information Effective and cost-efficient business improvement and customer-focused HR service excellence lies at the centre of this core area, delivered through exceptional process and projects. Organisation design The practitioner will make sure the organisation is suitably designed to deliver the utmost impact in both the short and long term. Organisation...
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...Risk Factors MD&A Quantitative and Qualitative Disclosures About Market Risk Financial Statements Notes to Financial Statements Shareholder Return Performance Graph Quarterly Financial Data Selected Historical Financial Data Non-GAAP Financial Measure Reconciliation Management’s Reports Reports of Independent Registered Public Accounting Firm Risk Factors: 1 2 3 4 5 > Operational Risks Premature termination of our management or franchise agreements could hurt our financial performance. Our hotel management and franchise agreements may be subject to premature termination in certain circumstances, such as the bankruptcy of a hotel owner or franchisee, or a failure under some agreements to meet specified financial or performance criteria that are subject to the risks described in this section, which the Company fails or elects not to cure. A significant loss of agreements due to premature terminations could hurt our financial performance or our ability to grow our business. Our lodging operations are subject to global, regional and national conditions. Because we conduct our business on a global platform, our activities are susceptible to changes in the performance of both global and regional economies. In recent years, our business has been hurt by decreases in travel resulting from weak economic conditions and the heightened travel security measures that have resulted from the threat of further terrorism. Our future economic performance could be similarly...
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...The human resource department has become one of the most important areas of today’s corporations. Gone are the simple personnel departments that many companies used in the past. Today’s human resource managers are often responsible for recruiting, hiring, and training new employees for an organization, making it the true nerve center of a company. They are also tasked with maintaining performance evaluations, as well as providing job growth potential for employees. Today’s workforce is more diverse than ever before, too. Most major corporations have people from many different cultures included in their workforce. There is also an aging workforce, especially with the baby boomer generation nearing retirement age. Helping to balance the differences must be a challenge to a human resource manager. They have to find common ground among the different generations. Each generation has different needs and wants when it comes to employment. Human resource managers have to find the best way to communicate to all of them, and also find the best way to ensure they all get the training required and needed evaluations to move forward in their different careers. We have Millennials working alongside Gen Xers and Baby Boomers. There is a distinct difference in work habits and expectations between the generations, too. Boomers are a very loyal generation, and are more likely to stay in a job for a much longer period of time, where Millennials and Gen Xers stay a much shorter time...
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...------------------------------------------------- Student Name : ------------------------------------------------- Organisation : ------------------------------------------------- Unit Title : Developing Yourself As An Effective HR / L&D Practitioner ------------------------------------------------- Unit Code : 4DEP ------------------------------------------------- Coursework Component : Written Assignment ------------------------------------------------- Date of Submission : ------------------------------------------------- Total Word Count : ------------------------------------------------- Introduction The HR professional map highlights how the HR helps an organization achieve its strategic vision, mission and goals. In the HRPM, there are ten professional areas, 8 types of behaviour and 4 bands which are vital to every HR practitioners. These skills and knowledge will help the HR practitioner to lead the employees and the organizations to reach their respective goals and objectives The 10 professional areas describe what activities are needed to be done and what knowledge is needed to know for each are of HR. Two areas from the ten are core areas which are insights, strategy and solutions and leading HR. The rest of the eight areas comprises of organizational design, organizational development, service delivery and information, learning and talent development, resourcing and talent planning, performance and rewards, employee engagement...
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...Certificate in Human Resources Practice 2013/14 Student; Jason Hal (21303364) Assignment 1 Developing Yourself as an Effective HR Practitioner Tutor; Sara McTrusty/Val Swales Submission date; 06th November 2013 Venue: Darlington College Contents 1. Introduction…………………………..............…………………………............3 2. Activity 1 Summarise The HRPM…………………………..…......................4 2.1 Insights, Strategy and Solutions............................................................5 2.2 Leading HR Resourcing Band 1.............................................................6 3. Activity 2 Timely and Effective Service……………………………………...6 3.1 Employees......................………………………………………................6 3.2 Managers..............................................................……………………....6 3.3 Recruitment Agencies............................……………………….............7 3.4 Communication..........................…………………………………………...8 3.5 Effective Service Delivery........................................................................8 3.6 Delivering Service.....................................…………..…………………….8 3.7 Difficult Customers…...............................................................................9 3.8 Resolving Complaints…..........................................................................9 4. Development....................
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...Developing Yourself as an Effective Human Resources Practitioner The HR Professional Map It is the map that directs the HR Professionals at each level (generalist or specialist) to figure out what they need to do so as to deliver correct output at whichever stage of their career they are working at. The map is a threshold set for the individuals exhibiting HR excellence. It describes the knowledge and activities as well as the behaviours that are absolutely needed for the smooth running and functioning of HR activities, both present and also in future. The map is ever-evolving so as to combat the ever increasing needs of this profession. The HR Professional Map is divided as follows: Core Professional Areas: The centre of the map enfolds two main professional areas which are relevant and related to all the people in the HR profession irrespective of the position or the level these people work at. These two are, namely, - Insights, Solutions and Strategy: relates to the need for a successful HR professional to present and develop strategies and solutions based on a firm understanding of the business; it’s internal environment and its external challenges. It also demonstrates the profession as a recognised business discipline with people and the organisation at its heart. - Leading HR: is defined as providing ‘active, insight-led leadership: owning, shaping and driving themselves, others and activity in the organisation’ (CIPD). Great leaders can be found across three main...
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...Introduction: The purpose of this report is to outline the responsibilities of a H.R practioner and users of the service. It explains the different communication methods used whilst providing effective service delivery. Task 1.1 Explain the knowledge, skills and behaviours required to be effective in an identified HR role. Refer to the HRPM, and include a summary of the HRPM (including the 2 core professional areas) and an explanation of the activities and knowledge, at either band 1 or 2, of any one of the professional areas. The H.R profession Map is used in all organisations as a criteria for those in the H.R profession to set standards so that those in H.R can succeed and achieve to its full potential through their whole career. The map consists of 10 professional areas that persons need to carry out to deliver the skills and knowledge. The 10 areas are: Stategy, Insights and Solutions – This should be the core of every business to set a good foundation for great H.R capability, individuals need a understanding of the business and its context so that it can plan methods and solutions to meet needs of the organisation present and for the future. Insights involve understanding, collecting data, analysing and assessing situations. Understanding its customers and external factors that could effect the business . Its good to be pro-active and plan for the future growth of the organisation to try and avoid any risks to the business. Insights need to be directed into strategies...
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...Activity 1 The Human Resources Profession Map: The CIPD HRPM is a developmental tool that sets out activities, behaviours and guidelines to become a successful HR Professional. Without a Human Resources team, many companies would fall apart. By HR professionals following the guidelines set by the profession map, this would assure that any organisation would be sustainable and successful. The Core Professional Areas: There are two 2 Core Professional Areas • Insight, Strategies and Solutions – By having an insight into organisations, you are able to spot opportunities and are able to turn them into strategies and solutions. By doing this you are able to meet organisational needs now and in the future. • Leading HR – Having leadership skills allows you to work collaboratively with colleagues. You are able to guide and advise, enabling everyone, as a whole, to deliver valued skills and outstanding performance. These two areas are seen to be a requirement of any HR professional, regardless of their role, location or stage of their career. The Specialist Professional Areas: There are also 8 specialist professional areas that coincide with the HRPM. • Organisation Design - Ensuring that every aspect of the organisation is designed correctly and efficiently to deliver the maximum impact. • Organisation Development – is imperative. It sets requirements and strategies that need to be met to achieve goals. By training and developing individuals, you set out to have a team of...
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...Associate membership: Complete the DHRP course. Further my knowledge of the HR role and Employment Law. Add value to what I do - how I manage the HR function within my organisation. Develop my behaviour in a more precise manner, appropriate to each given situation. Build on my personal credibility as a professional. Why I believe CPD to be important t Keeping knowledge up to date As professionals we have a responsibility to keep our skills up to date. This is especially pertinent in the field of Human Resources where ever-changing legislation and economic factors can affect our working lives. To be competent To be a professional you must have the competence to practise. Your role may change, you may have different demands placed on you and you may not be competent to meet these. Career progression It can help us assess our development through reflective learning, identifying what we need to do to meet our career aspirations. Devising my PDP In devising my own plan I considered what I needed to progress. I decided to study for a professional qualification (Diploma in HR Practise) as good way of expanding my knowledge and gaining a formal, professional qualification. Networking is a low cost option where I can meet other HR Professionals to share information and experiences. Attending seminars is another good way of gaining knowledge and meeting other HR professionals at little cost to the company. In summary, CPD is a valuable tool...
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...the HR profession at four bands of professional competence. • Behaviours – Describes the behaviours and HR professional needs to carry out specific activities. Each behaviour is described across four bands of professional competence. • Bands and Transitions – Describes the four bands of professional competence and the transition challenges faced when moving from one band to the next. The Banding begins at Level 1 and increases to level 4. As the bands increase , the requirements of what is is expected of the individual increases also. The two professional areas: Insights and Strategy and solutions and leading HR, sit at the heart of the profession Map. These Professional areas are applicable to all HR professionals, regardless of role, location or stage of career. They underpin the direction of the profession as an applied business discipline with a people and organisation specialism. The core professional areas can be defined as follows: • Insights, strategy and solutions - develop an understanding of the organisation and its context and use these insights to tailor strategy and solutions to meet organisational needs now and in the future. • Leading HR – Act as a role model leader, maximising the contribution that HR, or your specialist function, makes throughout the organisation both thorough own efforts and through supporting, developing and measuring others across the organisation. Activity 1b – Whilst concentrating on Leading Hr, there...
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...private college over attending a junior college this last fall, a choice I soon came to regret. In a short summary of my first college experience, I jumped into a big decision without thinking enough about it and I am now attending Parkland College and working at JT Walker’s a sports bar in Mahomet, Illinois. I give you an example of a hard choice I have had to make in my life recently because in the next couple of semesters at Parkland College I will need to make another tough decision. Even though I have my major picked out already which is Nursing, I still need to decide whether or not I want to discontinue my education after I get my associates degree to be a Registered Nurse, or to continue on with my education and become a Nurse Practitioner. There are many things to consider when choosing a career, even if they are similar occupations it does not always mean they are the same in every aspect of the job. A few of the topics I will be comparing between my current job and the two I just listed in my essay will be location, salary, environment, and responsibilities. Almost everybody who is out of college and working in their career has the one job that they despise more than any other. For me that job just so happens to be at my current place of employment. I have been working at Jt Walkers restaurant and sports bar in Mahomet, Illinois as a bar back since October of 2012. This is not the first time that I have worked at Jt’s, I also worked...
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...Today's Date Course Name Score Learner Name Sep 23, 2013 H&W Engagement Counseling Certification Course 76% Edgar Arellano - 030-00107 Test Date Test Name Test Duration 09/ H& Ce 7m 0 points Multiple Choice 0 points Multiple Choice 0 points Multiple Choice 0 points Multiple Choice Multiple Choice 1) The definition of Triclycerides is: (A) Blood Sugar (B) Good Cholesterol (C) Cardiac Risk Ratio (D) Fats in the Blood (E) Blood Sugar 4 points True or False 4 points True or False True or False 2) The Engagement Counselor should be sitting down when the participant arrives for the Engagement Counseling session. This will put the participant at ease: (A) True (B) False 0 points Multiple Answer 0 points Multiple Answer Multiple Answer 3) The Engagement Counselor must complete the Critical Value Notification Form for which out of range results: This question has multiple answers: (A) BMI (B) Glucose (C) Pulse (D) Body Fat Percentage (E) Blood Pressure 4 points True or False 4 points True or False True or False 4) Speaking quietly does not always insure privacy during an Engagement Counseling session: (A) True (B) False 4 points True or False 4 points True or False True or False 5) The Engagement Counselor must provide diagnostic advice to the participants. (A) True (B) False 4 points Matching 4 points Matching Matching 6) Match these possible participant questions with the correct answer: (A) Should I go You should locate a physician or visit a medical...
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...Graduate Study Challenges and Strategies for Personal Success Stacy Maahs HCS/504 Jill Grundy June 6, 2014 Graduate Study Challenges and Strategies for Personal Success My personal plan for success as I pursue my master’s degree in the Family Nurse Practitioner (FNP) Program is multi-leveled. Among other things, I believe stubbornness is one of my attributes; this in itself may turn out to be quite helpful to me over the next three years. “With self-regulated learning, students use several specific subprocesses to achieve self-directed learning goals in real-world contexts. Effective self-regulated learners select, structure, and create environments that optimize their learning” (Kumrow, 2001, p. 140). To me, this simply means that my success in this program is up to me. My ability to control my feelings of stress and anxiety, as well as juggle being a mother, wife and full-time employee will determine my success to an extent. I am certainly motivated to succeed. I plan to discuss my goals, challenges to meeting them, and ways to improve my communication skills in my pursuit of being a master’s degree prepared FNP. Personal and Professional Goals I have never prioritized setting personal or professional “goals” for myself, yet I would not profess to have wandered haphazardly through life either. I have an internal set of high standards that I maintain for myself and those around me. I was raised by two parents in the Midwest with an incredible work ethic; being taught...
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...(Overview Concept of Family Medicine) วัตถุประสงคการศึกษา : ภายหลังการเรียนการสอน นักศึกษาสามารถ 1. บอกหลักการและลักษณะงานเวชปฏิบัติครอบครัว รวมทั้งความเชื่อมโยงระหวางเวชปฏิบัติ ปฐมภูมิ (Primary Care) และเวชปฏิบัติครอบครัว(Family Practice) 2. บอกแนวทางการซักประวัตผูปวยแบบองครวม (Holistic Approach)ได ิ 3. แสดงการใชเครื่องมือพื้นฐานทางเวชศาสตรครอบครัวในการรวบรวมขอมูลสุขภาพองครวม ของผูปวยไดอยางถูกตอง เครื่องมือดังกลาวไดแก เครื่องมือครอบครัว (Family Tree) ผังครอบครัว ตามกาลเวลา (Time Flow Family Chart) 4. อธิบายความหมายและองคประกอบของระบบครอบครัว (Family system) หนาที่ของครอบครัว (Family Function) วงจรชีวิตครอบครัว (Family Life Cycle) ได 5. บอกแนวทางการประเมินสุขภาพครอบครัว (Family Health Assessment) ได 6. วิเคราะหความสัมพันธของการเปลี่ยนแปลงวัยของครอบครัว (Family Morphogenesis) และผลกระทบตอสุขภาพปจเจกบุคคล 7. เชื่อมโยงสภาวะสุขภาพระดับบุคคล (Individual Health) กับสภาวะสุขภาพระดับครอบครัว (Family Health)ได วิธีสอน : การบรรยายพรอมฝกปฏิบัติในชั้นเรียน วิธีประเมินผล : 1. ขอสอบขอเขียน MCQ และ SAQ ลงกอง 2. ขอสอบ Comprehensive Exam ของคณะฯ 3. การมีสวนรวมในชั้นเรียน เอกสารประกอบการสอน เรื่อง ความรูพื้นฐานดานเวชศาสตรครอบครัว (Overview Concept of Family Medicine) ผศ.พญ.สายพิณ หัตถีรัตน ความสัมพันธระหวางเวชปฏิบัตปฐมภูมกบเวชปฏิบติครอบครัว (Primary Care and Family Practice) ิ ิั ั ในการพัฒนางานของระบบสาธารณสุขมูลฐาน(primary health care) และงานบริการแบบเวชปฏิบติ ั ปฐมภูมิ (primary care) ใหประชากรไดมโอกาสรับบริการดานสุขภาพที่เทาถึงและเทาเทียมตามกฏบัตร...
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...FNP Role Development Katy Lehigh Concordia University Wisconsin FNP Role Development For five decades nurse practitioners have been providing safe, effective, quality primary care services to all ages and populations. As a testament to their commitment and excellence nurse practitioners are being chosen as provider of choice by millions of Americans. Becoming a skilled provider is a dynamic process that occurs over time. Effective role development is essential in becoming a dynamic, compassionate, and knowledgeable clinician. Political Perspective Not all threats to our nation derive from foreign enemies. Our nation suffers within our own borders due to chronic illnesses, rising medical costs, wasted resources, poor coordination of care, and a lack of nationalized healthcare. “America’s health care system is in crisis: It is a ‘sick care’ system, not a health care system” (Blumenthal, 2012). The current healthcare system is fragmented, mismanaged, and poorly financed. Americans receive healthcare insurance through various means, such as government run programs, like Medicare and Medicaid, privately through their employer, private pay, or the purchase through an open market. Regardless of the many healthcare options the United States has to offer, 14.7% of the population remains uninsured (Shi & Singh, 2015, p. 199). “The existence of multiple payers makes the system cumbersome” and poses a billing and collection nightmare for healthcare providers (Shi &...
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