...inadequate in most or all of the following: length, content, structure, analysis, expression, argument, relevance, and presentation. For example, not utilising lecture material or other resources when expected to do so. Work in this range attempts to address aspects of Part 1, but is substantially incomplete and deficient. Serious problems with a number of aspects of language use are often found in work in this range and often there will be incomplete or missing referencing. Adequate work which attempts to address Part 1 with limited understanding & analysis Some integration of research using lecture material and/or texts sources with reference citation and presentation according to convention. An attempt to follow directions regarding organisation, structure, use & flow of language, grammar, spelling, punctuation, format, and inclusion of print screens As below plus: Work that attempts to...
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...well as practicing which influences the work system. The recruiting and selecting procedure helps in achieving the desiring candidate; deciding the correct candidate for the correct job. The persons who don’t have any problem and are leading in the organisation in any way; there is no need of selection process for them. Recruitment process is done for achieving the ideas and characteristics of the organisation. Leadership process is the qualities that an individual person holds inside them. It influences them in a way they lead in the organisation. Leadership is the influencing procedure for achieving the objectives of the organisation. Good leaders are those that create change in the organisation. They should include administration, interpersonal as well as concept objects. TASK 1 1A: IMPORTANT STEPS IN RECRUITMENT AND SELECTION The rapidly growing organization was leading to increase the necessity for the persons who will work in the management sections at the international level. Actually they are fulfilling the needs of the organizations as well as of themselves also. One of the important facts for HR members are to select & recruit qualifies people that fulfil the ideas of the companies. The success of the organisation depends on the employees abilities and on the behalf of it they require the best quality staff members. It is because those working in the international level will be included on more than one working system....
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...How Personal Management Changed Over the Years Nowadays there is a great focus on the way people in organisations are being managed to ensure the organisational goals and objectives are being met. The HR department manages, supports and develops the people in an organisation which translates into responsibilities such as man power planning, job analysis, recruitment, staff training, performance appraisals, employee welfare, implementing organisational policies, employee dismissal and more. Personal management has changed greatly over the years and is a result of hundreds of years of analysing and documenting human behaviour at the work place. During the early 20th century people started analysing employees’ work performance and developed two main organisational approaches – the Classical and the Human Resources Approaches. The classical approach concentrates on increasing employees’ efficiency within the organisation by breaking down the production process into a sequence of stages and assigning workers to particular stages, also known as division of labour. The advantages of this approach are highly skilled employees who are specialised in certain business areas or locations which leads to increased production levels and reduced production costs. On the negative side, training workers to be experts in a specific field is more expensive and means that employees’ tasks will be rather repetitive. In this way employees are more likely to get bored which will negatively...
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...CPA Program The Practical Experience Guide EVE CHENG CPA SENIOR ANALYST BHP BILLITON Contents Practical experience requirement How to identify if your role is relevant Where do you fit? What skills areas do you need to demonstrate? Your mentoring relationship How to record your experience in the logbook The skills guide Personal effectiveness skills Leadership skills Business skills Technical skills 3 4 6 7 8 10 11 12 13 14 15 MICHELLE ROACH CPA 2 Practical experience requirement Did you know? Our studies show that members consistently perform better in their segments when they are enrolled in the practical experience requirement The practical experience requirement of the CPA Program gives you the opportunity to use the knowledge and skills gained in your education and apply them in your workplace. Combining your education with mentored practical experience will give you the opportunity to develop and demonstrate highly sought after technical and soft-skills that will benefit your entire career. Starting your practical experience requirement means that you are one step closer to your goal of becoming a CPA. CPA Australia recommends that you start the practical experience requirement and the professional level segments at the same time, if you are employed in a relevant role. What are the requirements? • complete a minimum of three years of relevant full-time or equivalent part-time work experience • demonstrate competence in 16 personal effectiveness...
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...strategic management. I have discussed the role of strategic management in organisations. There are few strategies described in the report as well. I have read a lot of books and journals therefore I have mentioned a few in the reference list. There is also a case study for the body shop. It has been critically evaluated on the strategies. Moreover, the report is a business report with a well research topic. Contents page Introduction-…………………………………………………………………………….1 Findings-…………………………………………………………………………………1 * What is strategy? .......................................................................................1 * What is strategic management? ...............................................................1 * What is operational strategy?....................................................................2 * Discussing the kinds of strategies………………………………………….2 * Body shop case study………………………………………………...……..2 Conclusion………………………………………………………………………………..3 Reference list…………………………………………………………………………….3 Introduction In this paper, I will briefly be discussing the two questions given. The first will be about strategy and strategic management and second will be the case study for body shop. I will be analysing both of the questions to the best of my knowledge. Furthermore, analysing the topic critically with supporting arguments. Findings- What is strategy...
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...Business and Management Managing People and Organisations Task 1 In: Business and Management Managing People and Organisations Task 1 Outcome covered 1 I have been asked to analyse the case study given on Joy of chocolate, and been given 5 questions and given exhaustive answers on these. A goal is a broad statement of where you want to be as an organisation and what you want to achieve. It is a future expectation of the organisation. The goals of an organisation will determine the nature of its inputs and outputs. An example of a company’s aim would be to increase profits. The inputs in a way of both employees and management. The efforts of both of these will make a big impact on how these goals are met and within the timescale. Suzy’s aim for the company was to create chocolate that would be boost local produce. She wanted the business to be well known for excellent and innovative products. Another aim Suzy set for the company was to create self-help in the communities that were supplying the cocoa. Suzy wanted to create a positive culture in all aspects of the business. Goals of the organisation should be categorised into different types of goals for example, Consumer goals which includes meeting the needs of the consumer, Product Goals which relates to the characteristics of the product, Operational goals relates to the series of activities involved in providing the outputs, operations and the functions of the organisation and lastly secondary goals which is not...
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...Activity 1.1 The HR Profession Map is a tool in constant evolution developed to enable professionals in all sectors to carry out a self-assessment of the method used by their organisation in HR.. The Map is divided into 10 professional areas and 8 behaviours, analysed in all the actions necessary to improve and optimize the HR competencies. Its core area concerns the Insights, Strategy and Solutions: people involved know well the context in which the organisation operates, the needs of customers and employees, and drive HR towards the best way to satisfy them. This area is combined with Leading HR that manages the HR so that they have a deep understanding of the organisation and the right capability to operate in the best way. Around the two areas above we can find a set of specialistic areas. The Organisation Development looks at where the organisation is now, where it wants to be and how to get there and the Organisation Design builds the best structure to get its short and long-term goals. The Service Delivery and Information ensures that all the HR data are managed accurately and the delivery of all the service and information from HR to leaders, managers and the rest of the staff within the organisation are always right, timely and efficient. The Employee Relations area ensures a professional relationship between the organisation and its staff through clear policies and practices and a transparent application of the employment law. The Employee Engagement promotes...
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...Recording, Analysing and Using Human Resources Information Activity 1 There are a number of reasons why we, as an HR team, collect different types of data. One of them is: meeting legal requirements. In order to satisfy legal obligations we collect such information as contract arrangements, employees’ duties, payments, working hours, holiday entitlements, bonuses, as well as documents relating to health and safety. It is important for the organization to timely provide accurate and valid data in order to avoid fees or other sanctions for the Inspections that can check any data regarding individual employees. Another reason for HR data collection is: providing the organization with information for decisions making. By analysing HR data we not only help our Members to understand how the organization is currently performing, what are the characteristics of its workforce and the effectiveness of its people policies, but also enable them to make and drive different people-based decisions and initiatives. Through effective management of individual employee records we identify trends in staff turnover, learning and development needs, recruitment and workforce planning helping our leaders to predict different situations. HR data collection and analysis enable us, as HR professionals, to speak to senior management in the language of business and support our role as a strategic partner by providing the data for strategic decision-making. We collect different types of HR...
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...which is commensurate with the goals of the organization.” Self Powering Tips (2007-2010) Managerial role decision making.[Online] www.selfempoweringtips.com/decision-making/Managerial-Role-And-Decision-Making.htm (Accessed: 19 October 2012 15:48) Autocratic - The manager solves the decision himself on the basis of information available to him or given to him. Consultative - The manager shares the problem then makes a decision which may or may not reflect the influence of others. Participative - The manager shares the problem with his followers. Together they generate and evaluate ideas and attempt to reach agreement. The three stages of decision making consist of the introduction – the information of the product you are looking at purchasing. Once you have the all the product information you can then analyse and compare with other products on the market. After analysing the product you then make the decision whether the product is what the organisation is looking for and if it will be cost effective Strategic decisions are long term decisions that are normally made at director level and impact the organisation as a whole whether it is an introduction of a new policy or change to an existing policy. These decisions can impact on functional decisions...
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...included with the work submitted for assessment. Learner Name Assessor Name: Karen Osadiaye Date Issued Hand in Date Submitted on 03.03.15 Qualification Level 5 Edexcel BTEC Higher National in Business (QCF) Unit 6 Business Decision Making – 15 credits Assignment 1 will give learners the opportunity to achieve: Learning Outcome 1 – be able to use a variety of sources for the collection of data, both primary and secondary Learning Outcome 2 – understand a range of techniques to analyse data effectively for business purposes Learning Outcome 3 – be able to produce information in appropriate formats for decision making in an organisational context Learning Outcome 4 – be able to use software-generated information to make decisions in an organisation Criteria reference 1 To achieve the criteria the evidence must show that the learner is able to: a) create a plan for the collection of primary and secondary data for a given business problem b) present the survey methodology and sampling frame used c) design a questionnaire for a given business problem a) create information for decision making by summarising data using representative values b) analyse the results to draw valid conclusions in a business context c) analyse data using measures of dispersion to inform a given business scenario d) explain how quartiles, percentiles and the correlation coefficient are used to draw useful conclusions in a Task No Page numbers 2 Unit 6 Business Decision Making business context...
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...managing people effectively in organisations, using the platform of Personnel Management and developing on its traditional approach of being part of the organisation only to provide a welfare service to workers, but rather to recognise that a company’s workforce are its most valuable asset, and utilising the staff to help the organisation and people prosper and thrive. HRM deals with recruiting, performance managing, benefits, developing and training staff, resolving disputes and grievances, wages and salaries, communicating effectively with staff at any level within an organisation, and making sure laws and legislation are complied with, and are up to date. HRM takes the modern day ‘pro-active’ role as opposed to the outdated ‘reactive’ role adopted by the Personnel Management approach, and this is seen as pivotal to the way Human Resources is now managed. The ‘pro-active’ role looks to anticipate and predict the organisations needs and welcomes innovative ideas that can benefit the organisation as a whole e.g. restructuring organisation to better increase communication between managers and staff, instead of the old fashioned ‘reactive’ role used by Personnel Management which waits for problems to arise – then takes appropriate action. 2. When analysing personnel management and Human Resource Management, and how they differ - four major stages are a looked at, they are: social justice, human bureaucracy, consent by negotiation and organisation and integration. a) Social Justice...
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...Table of Contents Executive Summary Introduction This report analyses the global legal industry by identifying the various factors affecting the external environment. The report is the analysing the Baker & McKenzie law firm which was founded in Chicago in 1949 by Russell Baker and John McKenzie. It is the largest global organization with a large number of lawyers and legal professionals working in 70 offices across 38 countries. The report then analyses the internal environment of the firm which describes different factors of organizational structure, culture and leadership. After the analysis of internal factors the report then analyses the proposed development framework where the diversity of the organization, the selection criteria of the employees and the implementing the framework according to the company strategy is discussed. Finally the recommendations for future success of the firm are provided in the report. Global External Environment Political Environment In the legal industry different employment law, policies and regulation are practiced across different countries. In some of the countries the legal professional standards are self-regulated where the qualification and the requirements are defined as per the set standards. There may be some international trade and restrictions within the countries which restrict the foreign lawyers practicing in the countries. The organizations like WTO (World Trade Organization) are formed...
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...work more simple and reliable to use. * The use of wearable technology with help in combining the solution for the problem in an organization of various factors. According to the research on various terms the productivity of variable things are to be made available. New technology play vital role in saving the time and money of an organization substantially carrying various task together. The age of quantified self has started with wearable technologies such as Jawbones, Fit bits etc. Many companies are using wearable technologies to keep track of their staff, improve their collaboration and efficiency. However, introducing such technology to a complex and sensitive system such as payroll management can put forward many challenges to the management and the organisation. Business Challenges with introducing new wearable technology to manage payroll information: Achieving Integrity and trust with employees: The biggest challenge in implementing wearable technology on the employees to manage payroll information is integrity. Everyone in the organisation would be struggling to be more successful and to make more profits to the business. If the new technology features give any implications that the management is being overly watchful on its employees, it will result in an infectious environment with opacity and untrustworthiness between the management and employees. This break of trust should be avoided at...
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...university arguments is that it allows the student to analyse, evaluate and draw conclusion by using their own mind and not be persuaded by other external or biased opinions. Pavlovich’s reading “The development of reflective practise through student journals” (Pavlovich 2007) refers to the four dimensional levels that she believes is the summary of reflective practise. The four dimensions of reflective method are, describing the experience, analysis of the experience, creation of new meanings and understanding and actions for change (Pavlovich 2007, 284). Most of the time people would rather follow the norm, rather than think on their own. But being able to adapt the skill of critical thinking and reflection in everyday life can improve inner self awareness and confidence, plus the ability to teach you to have an open mind, clear logic so it is...
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...| | | | | | | | |Europass | | |Curriculum Vitae | | | | | | | | |Personal information | | |First name(s) / Surname(s) |Hamroz Abduhoshimov | |Address(es) |17/39 Tarakkiyot St, K-k 1/2 Almazar district, Tashkent, Uzbekistan ...
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