...Certificate in HR Practice Unit 1 – Developing Yourself as an Effective Human Resources Practitioner Assessment Activity – 4DEP-F301A-(HR) Issued on 12th January 2015 Name: Activity 1 – Understanding the knowledge, skills and behaviours required to be an effective HR practitioner Summary of the CIPD’s HR Professional Map (HRPM) The HR Professional Map (HRPM) was introduced by the CIPD to help HR professionals to find their current levels of professional competence in their HR profession and to help them find their potential and ways to improve in the future. It will do this by asking HR professionals to rate their performance from 1-7 in their specific area of work, for example “Resource and Talent Planning” and also to rate their performances for specific behaviours, for example “Role Model”. Once this is done a report will be produced and will get recommendations for the individual on how to improve in the future. The professional map is made up of 2 core essential professional areas “Insights, strategy and solutions” and “Leading HR”, 10 professional areas for example “Resource and Talent Planning” and “Employee Relations”, these topics deal with the more diverse side of HR, 8 behaviours, which HR professional are expected to show in daily work life, for example, “Curious” and “Role Model”. The map is completed by the use of Bands, 1 – 4. This allows the HR professional select where they are in their current HR profession, Band 1 being the start and Band...
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...been growing over the last decade and has undergone major changes. HR, now more than an administrative role, is now considered as a critical part of an organization’s strategy and function in enhancing business growth. As companies are becoming aware of the importance of people management and the importance of searching, hiring and retaining the best talent, hence the need for HR specialists is gaining attention and popularity among the corporate (Prospects UK) HR industry encompasses the private & public sectors, manufacturing and the voluntary sectors. The professional body which overlooks the HR profession function in UK is Chartered Institute of Personnel and Development (CIPD). On 1st July 2000, Institute of Personnel and Development replaced Chartered Institute of Personnel and Development. CIPD is the professional body for those involved in the people management profession and helps in the management and development of people. CIPD Mission Statement • to lead in the development and promotion of good practice in the field of the management and development of people, for application both by professional members and by their organizational colleagues • to serve the professional interests of members • to uphold the highest ideals in the management and development of people Source: CIPD The CIPD has designed a framework consisting of various qualifications and standards at several levels pertaining to HR personnel; and its membership at different levels is coupled with...
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...professional credentials. Associate members build their practical and technical HR knowledge to understand the breadth of HR, and its contribution to organisational performance. They carefully plan their own continuing professional development (CPD) by reflecting on their own performance and taking part in both formal and informal development to enhance their own professional skills and knowledge. Profile of an Associate member Typically an Associate member provides professional advice to managers across the business and delivers activities within the HR plan. Skills and knowledge focus Furthering interpersonal and technical skills and knowledge. Developing a practical understanding of an organisation from frontline experiences. Relationship with clients Advises individuals and managers. Builds a trusting and professional relationship with individuals. Impacts and measures Impacts individuals, customers, and stakeholders to meet service level targets. Benefits of Associate membership Showcases your ability to have a real impact in the workplace. Raises your profile. Use the letters Assoc CIPD after your name to demonstrate your professional credentials. Requirements for Associate member The requirements for Associate member are underpinned by CIPD’s Profession Map. The core of the Map – Insights, strategy and solutions and Leading HR – must be demonstrated by all professional members. Associate members...
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...Responsible Service of Alcohol - SITHFAB201 $110 One Day Course - Duration 6.5 hrs Morning Classes Held every Mon, Tues, Wed, Thurs, Fri, Sat 9:30am - 4pm Evening Classses Held every Tues & Thurs 4pm - 10:30pm You will need your RSA to get a job at any licensed venue where alcohol is served Complete your RSA Course and be ready to start working right away in restaurants, bars, clubs and cafes What you will get • RSA Interim Certificate OLGR NSW allowing you to begin working immediately after course completion • RSA OLGR NSW Competency Card • Nationally Recognised Statement of Attainment - SITHFAB201 Provide Responsible Service of Alcohol RCG - Responsible Conduct of Gambling - SITHGAM201 $85 One Day Course - Duration 6.5 hrs Classes Held every Thursday and Sunday 9:30am - 4pm You will need your RCG to get a job at any venue where gambling takes place such as pubs, clubs and casinos Complete your RCG Course and be ready to start working right away What you will get • RCG Interim Certificate OLGR NSW allowing you to begin working immediately after course completion • RCG OLGR NSW Competency Card • SITHFAB201 Provide Responsible Service of Gaming - Nationally Recognised Statement of Attainment Food Safety Supervisor $180 Use Hygienic Practices for Food Safety - SITXFSA101 Participate in Safe Food Handling Practices - SITXFSA201 Two Units in One Day Course - Duration 8.5 hrs NSW Food laws require businesses in the hospitality and retail food service...
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...Starting off as an administrative function processing paperwork primarily, Human Resource Management (HRM) has reinvented and developed throughout these years to implement strategic changes in both policies and practices, in the hopes of achieving excellence within the organization (George F. Dreher, 2001). Now, HRM has taken a step forward in ensuring its functions and purpose, aligns with the missions and vision of an organization, making sure that its HR practices lead to intrinsic value and tangible results. Beyond that, their level of engagement now places more emphasis on the contributions and well-being of its people. This, in turn, largely motivates and inspires the workforce. Efficient HRM implementation creates a valuable competitive advantage by recruiting and retaining the top talents and rewarding its employees while ensuring the organization complies with the federal rules and regulations. 1! ! ii. Advantages 1. Training and development Developing and implementing training programs for its employees is a planned effort through HR to broaden and develop an employee’s skills, behavior and knowledge, with the aim of applying these to work. Training programs are systematically developed through instructional design to help meet identified needs. This requires HR to analyze and determine the types of training required, certified or not, in light of the organization’s...
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...Certificate in HR Practice Unit 1 (4DEP) – Developing Yourself as an Effective Human Resources Practitioner Activity 3 – Ability to reflect on own practice and development needs and maintain a plan for personal development Assessment Activity – 4DEP-F301A-(HR) Issued in September 2013 Name: To be inserted CIPD No: To be inserted Contents Ability to reflect on own practice and development needs and maintain a plan for personal development 3 Self-assessment against the CIPD Associate Membership Criteria –AC3.2 3 Development Plan and Records – AC3.4 3 Definition and Importance of Continuing Professional Development – AC3.1 3 Discussion with the Tutor (Optional) –AC3.1 4 Development Options for meeting my CPD needs – AC3.3 4 Appendix A – Development plan and records 5 Development Plan – 1 September 2013 to 31 August 2014 5 Development Records for the period – 1 September 2013 to 31 August 2014 5 Development Plan – 1 September 2014 to 31 August 2015 5 Ability to reflect on own practice and development needs and maintain a plan for personal development This is probably the most demanding section! Self-assessment against the CIPD Associate Membership Criteria –AC3.2 Once you have downloaded the AM criteria, you should be able to identify activities, knowledge and behaviours that you will need to develop. You should now see where the detailed information from activity one is useful. You should have detailed information on one of the areas and...
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...“Analyzing the Compliance practice of With respect to Worldwide Responsible Accredited Production (WRAP)” A Study On Clifton Textile & Apparels Ltd, Baizid Bostami, Chittagong. (THIS INTERNSHIP REPORT IS SUBMITTED FOR THE PARTIAL FULFILLMENT OF THE DEGREE OF BACHELOR OF BUSINESS ADMINISTRATION WITH A MAJOR IN HRM) Prepared By: Abdullah Al Mamun Matric No: R101195 Program : MBA Semester : Autumn 2011 Internship Duration: 1st September, 2011 to 1st December, 2011 Submission Date: 11th June, 2011 Department of Business Administration Faculty of Business Studies International Islamic University Chittagong “Analyzing the Compliance practice of With respect to Worldwide Responsible Accredited Production (WRAP)” A Study On Clifton Textile & Apparels Ltd, Baizid Bostami, Chittagong. (THIS INTERNSHIP REPORT IS SUBMITTED FOR THE PARTIAL FULFILLMENT OF THE DEGREE OF BACHELOR OF BUSINESS ADMINISTRATION WITH A MAJOR IN HRM) Prepared By: Abdullah Al Mamun Matric No: R101195 Program : MBA Semester : Autumn 2011 Supervised By: Mr. Abdullah Ahsan Mamun Lecturer, DBA, IIUC Internship Duration: 1st September, 2011 to 1st December, 2011 Submission Date: 11th June, 2011 ____________________ Signature of Supervisor Department of Business Administration ...
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...Introduction Chapter 1 Introduction to Human Resource Management © 2008 Prentice Hall, Inc. All rights reserved. PowerPoint Presentation by Charlie Cook The University of West Alabama Human Resource Management at Work © 2008 Prentice Hall, Inc. All rights reserved. 1–2 Basic HR Concepts • The bottom line of managing: Getting results • What Is Human Resource Management (HRM)? – The policies and practices involved in carrying out the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising. © 2008 Prentice Hall, Inc. All rights reserved. 1. Explain what human resource management is and how it relates to the management process. 2. Give at least eight examples of how all managers can use human resource management concepts and techniques. 3. Illustrate the human resources responsibilities of line and staff (HR) managers. 4. Provide a good example that illustrates HR’s role in formulating and executing company strategy. 5. Write a short essay that addresses the topic: Why metrics and measurement are crucial to today’s HR managers. 6. Outline the plan of this book. 1–3 • HR creates value by engaging in activities that produce the employee behaviors that the company needs to achieve its strategic goals. © 2008 Prentice Hall, Inc. All rights reserved. 1–4 1 Line and Staff Aspects of HRM • Line manager – A manager who is authorized to direct the...
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...reserved. PowerPoint Presentation by Charlie Cook The University of West Alabama 1. Explain what human resource management is and how it relates to the management process. 2. Give at least eight examples of how all managers can use human resource management concepts and techniques. 3. Illustrate the human resources responsibilities of line and staff (HR) managers. 4. Provide a good example that illustrates HR’s role in formulating and executing company strategy. 5. Write a short essay that addresses the topic: Why metrics and measurement are crucial to today’s HR managers. 6. Outline the plan of this book. © 2008 Prentice Hall, Inc. All rights reserved. 1–2 Human Resource Management at Work • What Is Human Resource Management (HRM)? – The policies and practices involved in carrying out the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising. • The bottom line of managing: Getting results • HR creates value by engaging in activities that produce the employee behaviors that the company needs to achieve its strategic goals. Basic HR Concepts © 2008 Prentice Hall, Inc. All rights reserved. 1–3 © 2008 Prentice Hall, Inc. All rights reserved. 1–4 1 Line and Staff Aspects of HRM • Line manager – A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organization’s tasks. • Staff manager – A manager who assists and...
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...School of Social Sciences and Humanities MA Media and Communication Specializations: – Media Management – Advertising and Public Relations University of Management and Technology C-II, Johar Town Lahore-54770, Pakistan Tel: 92 42 35212801-10 Fax: 92 42 35212819 Email: info@umt.edu.pk University of Management and Technology www.umt.edu.pk School of Social Sciences and Humanities School of Social Sciences and Humanities Career Opportunities After graduating from UMT, you are likely to find employment opportunities in the following areas: – – – – – – Editorial positions at press, broadcast and web media outlets Managerial positions in media Public relation firms or PR departments of corporations Advertising agencies Establishing new businesses Teaching or researching mass communication Admission requirement – Graduation from an HEC recognized University with minimum 45% marks – Interview Introduction Media is becoming one of the growing industries in our country. In last decade (2000-2010) Mass Media has emerged as a new socio-political and socio-economic force which is supporting the process of required change in society. Media is enhancing its role tremendously to promote democracy, making sure good governance and monitoring malpractices. A large number of media organizations have been established and many plans are in the pipeline. Other dimensions of mass communication like Advertising, Public Relations and Development Communication are rising...
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...Multiple Choice Quiz Inclass Quiz 7/7/11 20 Individual Staffing Plan Paper Prepare a 1,050- to 1,400-word paper in which you develop a staffing plan for the organization in which you work, or one with which you are familiar. Determine how many people you need to hire and in what functional areas, such as manufacturing, operations, customer service, distribution, marketing, and accounting. Develop strategies to recruit the appropriate applicants. Include a discussion of how the strategy is legally compliant. Use the reading assignments, interviews with your HR representatives or staff persons, website articles, Electronic Reserve Readings, and HR journal articles to support your position. Use at least two text references. Format your report consistent with APA version 6 guidelines. Submit copy of Plagariarizer Checker Submit certificate of originality 7/7/11 80 Learning Team Charter Create the Learning Team Charter. To receive full points, you must submit a complete charter, not just contact info. 7/7/11 30 Week Three: Compensation and Benefits Details Due Points Objectives 3.1 Analyze the impact of various compensation methods and benefit programs on employees and organizations. 3.2 Relate salary and benefit administration strategies to organizational culture and performance. 3.3 Examine how incentive plans relate to organizational objectives. Readings Read Ch. 11–13 of Fundamentals of Human Resource Management. Read this week’s Electronic Reserve Readings...
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...experiential learning, group work etc. Professional Panel There will be some panel discussion session along with renowned Labor Law practitioners in the country for achieving updated knowledge on different aspects of Labor Law. TRAINING OVERVIEW Outcome of the Program: After successful completion of the program, the participants will be able to do all operational activities of HR as well as will know the practical HR practices in context of Bangladesh. Understand the changes in amendment law 2013 Use the practical knowledge to implement different sections of labor law To conduct Factory Audit in line with BLL 2006 [amendment 2013] To prepare Factory for any kind of Social Audit in line with BLL 2006 [amendment 2013] To handle employee relations, grievances, disciplinary issues, accurate settlement under the guidance of BLL 2006 [amendment 2013] Make Trade Union & deal with CBA Understand WPPF calculation, entitlement, distribution & investment Target Participants HR Professionals Compliance Professionals Potential Candidates to develop career in HR/ Compliance Training Methodology: Brain Storming Role Play/Simulation Lecture Discussion Sharing/Participatory Major areas to be covered: Day 1: Orientation Definitions with emphasis on worker and non-worker difference Classification of workers Day 2: Conditions of employment (registers, service books,...
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...Title: Resourcing Talent Activity 1 Name: Nyasha Sakutukwa Organisation: FirstCol Services Ltd Course: Certificate in Human Resources Practice 2013-14 College: Central Sussex College Word Count: Terms of Reference This report has been compiled for the Certificate in Human Resources Practice 2013-14. To be submitted by September 5th. The aim: To investigate specific aspects regarding recruitment practice. 1. Objectives: Identify and assess four factors that affect an organisation’s approach to both attracting talent and recruitment and selection 1.2, 1.3 Identify and explain three organisational benefits of attracting and retaining a diverse workforce 1.1 Describe three methods of recruitment and three methods of selection and identify when it is appropriate to use them 2.1, 2.2 2. Introduction To identify, explain and analyse recruitment practice within FirstCol Services Ltd. 3. Methodology Information for this report was gathered in the following ways: Consultation with fellow HR Professionals, both during networking events and during CIPD Certificate in Human Resources Practice Level 3 lessons. Analysis of practice at my own organisation. This included conversations with fellow HR professionals as well as Managing Director of the company. Research into different techniques used at other organisations. 4. Findings 4.1 Organisational Factors The factors that affect an organisation’s approach to both...
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...CERTIFIED HR PRACTITIONER Module 1 – Day 1 © KPL/2012 LEARNING OUTCOMES 1. Explain what human resource management is and how it relates to the management process. 2. Show with examples why human resource management is important to all managers. 3. Illustrate the human resources responsibilities of line and staff (HR) managers. 4. Briefly discuss and illustrate each of the important trends influencing human resource management. © KPL/2012 LEARNING OUTCOMES 5. List and briefly describe important trends in human resource management. 6. Define and give an example of evidencebased human resource management. © KPL/2012 HRM - Definition Human Resource Management (HRM) is the process of acquiring, training, appraising, and compensating employees and attending to their labor relations, health and safety, and fairness concerns. © KPL/2012 THE MANAGEMENT PROCESS Planning Controlling Leading Organizing Staffing © KPL/2012 HRM PROCESS Acquisition Training Fairness Health and Safety Labor Relations Human Resource Management (HRM) Appraisal Compensation © KPL/2012 PERSONNEL ASPECTS OF A MANAGER’S JOB • Conducting job analyses • Planning labor needs and recruiting job candidates • Selecting job candidates • Orienting and training new employees • Managing wages and salaries • Providing incentives and benefits • Appraising performance • Communicating • Training and developing managers • Building employee commitment © KPL/2012 PERSONNEL MISTAKES • • • • • Hire...
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...About ONGC (1) ONGC has been recognized as the word’s No.3 in Global E&P companies. ONGC’s vision is to be a Global leader in integrated energy business through sustainable growth, knowledge excellence and exemplary governance practices. PMGC is the only Indian energy major in Fortune’s Most Admired List 2012. Government of India formally conferred coveted Maharatna status on ONGC in April 2011. ONGC accounts for 73% Oil & 48% of Gas production in the country. ONGC Videsh, the overseas arm of ONGC is currently operating in 16 countries in 33 projects with investment of over 10 Billion USD. ONGC’s Annual net profit Rs.25,123 Crores. (2) The Company offers one of the best compensation packages in cost to company (CTC) terms in the country with opportunity of merit-oriented advancement in a professionally managed organization focused on growth. 2. Who Can Apply ? ONGC, Eastern Sector, Assam invites applications from Candidates with valid registration of Name and eligible requisite essential qualification(s) in any of the Employment Exchanges located within the State of Assam i.e. Candidate’s Name and qualifications must be registered in the Employment Exchange on or before last date of receipt of application. The Employment Exchange certificate / card Registration should be valid at the time of submission of application. Most of the Jobs demand outdoor field work in shifts requiring considerable physical efforts and technical skills. The job is transferable to any location...
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