...Foundation Core Units Multiple Choice Test Section 1 Developing Yourself as an Effective HR/L&D Practitioner Question 1 “Effective HR professionals really have to succeed by understanding the business, the market and the customer as well as the Chief Executive or the Marketing Director. It’s about understanding what the organisation would look like if it was really humming, really succeeding. Translating that back into culture, working practices, learning, motivation, reward, selection – those are the strategic choices…to make” - Geoff Armstrong, CIPD. Aside from this, what other skills and qualities do you think are necessary for HR professionals today? Right Having an understanding of the purpose and role that HR plays within a successful organisation Question 2 How do the skills listed in Question1 help you as an HR professional carry out your role more effectively? Right Having an understanding of HR’s roles and purpose makes it easier to support change within the organisation Question 3 Log into www.cipd.co.uk and access the HRPM: Professional Areas. Review Professional Areas appropriate for level 3 (Bands One and Two). Why is the CIPD HR Profession Map important for HR and L&D professionals? Right The CIPD Professional Map provides clear competencies, activities and behaviours for HR professionals to aspire to in order to continuously develop their skills and experience Question 4 Which of the following are appropriate activities for Level 3 in the Professional...
Words: 1882 - Pages: 8
...Evaluation of the Recruitment Process for the HR Manager Currently the view from Management is that HR is not important. Human Resources currently has no significant impact on the organization and is viewed as the payroll and record keeping person. It is important to have upper management understand the impact and contributions that the HR Manager can have on the organization and how they can help improve productivity and growth. Maple Leaf Shoes has gone through several HR Managers who have brought different ideas as each one has come and gone. None of the ideas have remained consistent; the lack of job description and recruitment method has not been standardized either. In order to hire an HR Manager the Senior Management Team should complete a needs analysis to understand the gaps in the organization where a qualified HR Manager can contribute to closing the gaps. Job Description The Human Resources Manager will be required to provide support for a broad range of Human Resources functions including recruiting, talent management, placement/orientation, employee relations, training and development, salary administration, health & safety and labour relations. This individual will also manage HR programs and services to enable the company to attract, develop and retain high-caliber employees. KEY RESPONSIBILITIES: * Act as a resource for managers, supervisors and plant personnel on policies, procedures and practices pertaining to human resources, benefits and health...
Words: 587 - Pages: 3
...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 the behaviours for your development plan. You will need to review the remaining activities just to ensure that all the requirements are covered. You will not need to consider the knowledge requirement because completion of the CHRP course satisfies this. However, you will need to include it on your Development Plan. Development Plan and Records – AC3.4 Download and use the CIPD template....
Words: 1124 - Pages: 5
...Chapter 1 Summaries: L01 (Define HRM and roles and responsibilities) • HRM consists of the “people practices” at an organization. The policies, practices and systems that influence employees' behaviour, attitudes, and performance. • HRM process steps: (1) Analyze and design jobs, (2) recruit and select employees, (3) Training and development (prepares employee to carry out their jobs), (4) Performance management to ensure employee output matches organizations goals. • HR departments plan and administer pay and benefits. They perform activities in support of employee and labour relations (communication programs and collective bargaining). This requires establishment of HR policies. • Management relies on HR professionals for compliance with legislation, and support for company strategies (ie; workforce planning and change management. • HRM contributes to company performance. Influencing who is employed and how they work. If well managed, HR can be a competitive advantage by adding to “productivity, profits, and customer satisfaction”. L02 (HRM can support organizational strategies) • HR Professionals (HR P's) should know, and may contribute to development, of company strategy. • HR practices vary depending on type of strategy. Productivity improvements require HR leadership with effective feedback and rewards. When hiring for international operations abroad, they need to consider the differences in business practices. Even small businesses...
Words: 746 - Pages: 3
...Labor Market Information: Human Resource Human Resource (HR) Specialist is in charge of managing employees within an organization through the use of strategies and policies. There is now an increasing trend in HR to use technology as it can be another form of communication between clients and employees. A major concern to HR professional is the increasing cost of health care coverage for employees in which HR personnel must determine the amount of benefits given to them. The following table shows the industries employing the most amount of HR professionals (Government of Canada, 2010). Table 1: Industries Hiring HR Professionals Industry / Sector Public administration Professional, scientific and technical services Other services (except public administration) Finance and insurance Manufacturing % 26.40 14.50 12.30 9.30 8.40 Statistic Canada shows that in 2006, 6% of people in the occupation of Human Resource are selfemployed and in 2009 it has increased to 36%. This increase is mainly due to the fact that many business organizations are outsourcing their human resource capabilities. There are older people (age 35 to 55) working in this industry, and there are more females than males in this occupation (Statistics Canada, 2007). As the population of HR professional age, more of them will retire (Schramm, 2004). This means that there will be a potential labor shortage in HR. Thus, getting a job in HR in the next 5 years would not be difficult. Primary Research of Human...
Words: 650 - Pages: 3
...Explain your ethical responsibilities as an HR professional. (5 marks): As an HR professional I often need to navigate the often complex matter of ethics in relationships with clients, management, workers and the broader society. As a certified HR Professional I am guided by the Code of Ethics prescribed by the Human Resources Professionals Association (HRPA). Committing to these ethical codes ensures that myself and other HR professionals will abide by certain standards like competency in the field, legal requirements, human rights in the workplace, balancing organizational and employee needs, hold confidential information, avoid conflicts of interest and commit to personal and professional growth. 2. What principles set out by the HRPA/CHRP Code of Ethics or other Human Resources Professional organization apply in this situation? (5 marks). By implementing an employment test that may be culturally biased, the Wilson Brothers organization is violating human rights, denying employment equity, and is engaging in discriminatory practices. Part B: 1. How would you as an HR professional respond to this situation? Write a short policy statement to the Wilson Brothers Executive Team outlining your concerns and recommended policy changes. (10 marks) As an HR professional I would first do a thorough review of the existing hiring practices for the organization as a whole along with a review of past and present practices at each plant to check...
Words: 551 - Pages: 3
...CPD stands for Continuing Professional Development and is a means of supporting people in the workplace to understand more about the environment in which they work, the job they do and how to do it better. As an initiative, CPD was largely unknown until at least the 1960s. Professional bodies only started to take systematic steps to ensure their members continue their development on an ongoing basis within the last ten to fifteen years of the twentieth century. Recognition of the need for CPD is now well-established at least among the majority of professional bodies. CPD is an ongoing process throughout our working lives. The concept of CPD both generically and within HR is very important as it can be part of an individual’s personal ambition to be a better practitioner, enhance his/her career prospects or to simply feel more confident about their work and make it more personally fulfilling. The CIPD HR Profession Map is a very useful tool giving a wide-ranging vision of how HR can add value to any organisation it operates within. It covers the types of skills, behaviours and knowledge that HR people require in order to become a successful HR professional. It is useful in identifying areas that may need to be developed. What the HR Profession Map Covers: Professional areas (2 core and 1 other): Strategy, insights and solutions: Fosters legitimate insights and solutions, which aid understanding in the business and how it works (or should work), and allows well-defined...
Words: 648 - Pages: 3
...Ever since I was in high school I had always debated which corridor of business I should follow. I had always been interested in business and math subjects, and at fifteen I had a glimpse of the real world working in a retail store. The reason I chose Human Resources is because unlike other main stream business professions like accounting and finance, I found that not only would hr allow me to be business oriented, but it would let me think outside the cubicle. A Human Resource personnel accommodates the employees and management into a mutual harmony and allowing the company to function at its most proficient potential. I had the opportunity to experience both good and bad hr personnel’s. At my previous position as a photo developer at Fortinos, the hr Generalist was very biased, as she had been taking more of the managements side and taking less care of the employees. This had eventually caused the unionized environment not to perform to the fullest. This persuaded me in becoming a Human Resource Specialist because I felt like with my people skills I could interact fairly with the employees and upper management while creating no friction in the middle. While most accountants and financial advisors are sitting doing statistics, being part of Human Resource department will allow me to be on the floor with fellow workers, permitting them to evolve with experience and helping the company grow with different development aspects. The main categories someone can fall under if...
Words: 1901 - Pages: 8
...LDR/531 October 11, 2012 Week # 1 Individual Leadership Approach Paper Leadership in Organization Robin Muse Leadership has been defined in multiple ways. The subject of leadership has intrigued many individuals and has been speculated by research that probed a growing interest in understanding leadership and the process involving different teams and organizations. Although there are many effective and ineffective ways to merge people to lead, it has been difficult to define the “term” leadership. There is no doubt that the leadership position simplifies the influence to guide, structure, and facilitate activities over other people, it also shares a specialized process that influence the role of leadership. The type of influence process that defines leadership involves the commitment by followers along with the reluctant of obedience of thus followers. The purpose of the influence process of leadership only occurs when ones view point attempt to influence the purpose and outcome of behaviors, traits, role relationships, interaction patterns, and occupation of a leadership position. In research the leadership process influence others to understand and agree to the needs of what needs to be done, how it is done, and a collective effort to facilitate the process to accomplish a shared objective. There are to forms of leaderships direct and indirect. Direct leadership involves the attempt to influence individuals to follow and interact with other by way of memo, faxes...
Words: 616 - Pages: 3
...Activity 1 The HR Profession Map (HRPM) is a map that was created by HR Professionals for HR Professionals. Anyone who works in the HR profession is able to use the map to reflect on their current role and help them develop themselves and their career in HR. It’s an effective tool to use in order to keep track of career objectives and to keep knowledge up to date. The HRPM contains 3 key elements. 1. Professional areas – what HR practitioners need to do and know 2. Behaviours – How to carry out work activities 3. Bands – How to develop your role There are 10 Professional Areas which describe the responsibilities and knowledge needed, the depth for each of these vary depending on what band the practitioner is working at. There are 2 Professional Areas that apply to all HR Professionals, regardless of what band they are working at. These are (at Band 1): * ‘Insights, strategy and solutions’ – The practitioner needs a deep understanding of the business. They need to understand the organisations goals and intentions and how the HR department will help achieve these goals. At Band 1, the HR practitioner is required to understand the organisation structure and team working, which allows the practitioner to create prioritised HR strategies * ‘Leading and managing the HR function’ – Once the business is understood, an HR function needs to be designed to meet the needs of the organisation. The practitioner needs to act as a role model leader and make...
Words: 2801 - Pages: 12
...Good Morning Everyone, I hope everyone had a good weekend as we are getting ready for our new product launch and our exciting new recruits to help us with our production. I have carefully picked a line of workers with a skilled background in the line of work they will be doing for us at Magna. Every line manager will get their group of workers and I will guide for further instructions. Line managers must make sure all training and health and safety practices are met. They must show and explain the MSDS sheets when using materials and chemicals. Please note I will be holding a meeting Tuesday at 9am, going over the review what employee is assigned to which division. As per I have hired 20 new production workers they will not only be working in one area but assigned with a line manager and team lead. I have sorted out a criteria list that must be met each and every day before and after each shift. They are very basic questions and report activities assuring standards are met and when being audited there will be no errors. Mandatory requirements upon employees arrival are, that they are fully equip in their uniform ; (safety boots, hand gloves, safety glasses, ear plugs, no jewelry, no headphones for music or any other devises other than ear plugs, and there will be no exception for cell phones what so ever. Due to an emergency the employee must ask to leave the work station, and go to the assigned lockers to get their cell phone. There will be a day to day planner to...
Words: 1466 - Pages: 6
...FOUNDATION CHRP CL&D ASSESSMENTRecording, analysing and using HR information (3RAI)3RAI_F203A_HR_June – Core Unit Assessment – Version 3 June 2012Student name: | | CRITERIA | PASS/REFER | COMMENTS | LO1: Understand what data needs to be collected to support HR practices | 1.1 Explain why an organisation needs to collect and record HR data. | | | 1.2 Identify the range of HR data that organisations collect and how this supports HR practice. | | | LO2: Know how HR data should be recorded and stored | 1 2 3.1 Describe different systems for recording and storing HR data and the benefits of each. | | | 3.2 Explain legal requirements relating to the recording, storage, and accessibility of HR data. | | | LO3: Be able to analyse HR data and present findings to inform decision-making | 3.1 Analyse and interpret HR data. | | | 3 4.3 4.4 Present findings in a clear, concise, and meaningful manner to inform decision-making within an organisation. | | | ASSESSMENT OUTCOME | PASS/REFER | | Students should please note that the above Assessment Outcome for this Unit is provisional and is subject to Internal EHWLC verification (IV) and external CIPD Verification (EV). Tutor: Date: Tutor’s signature: Title of report: Centre: Ealing Hammersmith and West London College Module Name: 3RAI Submitted by: Nato Paksashvili Tutor: My name Date: CIPD...
Words: 1372 - Pages: 6
...JACOB JOSE MOOLAN SUSHIL GUJAR RISHABH DHAMIJA DATE: July 11, 2014 INTERVIEW ASSIGNMENT GLOBAL HUMAN RESOURCE MANAGEMENT – HRM830 INTERVIEW ASSIGNMENT – HUMAN RESOURCE MANAGEMENT-JACOB-RISHABH-SUSHIL 1 Contents Introduction .................................................................................................................................... 2 Part One: Interview this person face to face or over the telephone to find out about their journey in the HR profession and current position. Ask about their education and previous HR experiences and any words of advice for newcomers to the profession. ...................................... 3 Part Two: Company history, tell me about the organization of the HR professional. Include the type of industry products or services they provide. Mention any challenges that the organization is facing. ..................................................................................................................... 5 Part Three: What is the role of HR in the organisation? What are some of the challenges facing HR? From your understanding of HR what would you recommend as a solution and why? ........ 7 Part Four: Reflect on this interview. What were some of the major learning points for you and why? Knowing the experiences of your interviewee what would you do differently and why and what do you hope to do the same? .............................................................................................. 10...
Words: 3767 - Pages: 16
...FOUNDATION CHRP CL&D ASSESSMENTRecording, analysing and using HR information (3RAI)3RAI_F203A_HR_June – Core Unit Assessment – Version 3 June 2012Student name: | | CRITERIA | PASS/REFER | COMMENTS | LO1: Understand what data needs to be collected to support HR practices | 1.1 Explain why an organisation needs to collect and record HR data. | | | 1.2 Identify the range of HR data that organisations collect and how this supports HR practice. | | | LO2: Know how HR data should be recorded and stored | 1 2 3.1 Describe different systems for recording and storing HR data and the benefits of each. | | | 3.2 Explain legal requirements relating to the recording, storage, and accessibility of HR data. | | | LO3: Be able to analyse HR data and present findings to inform decision-making | 3.1 Analyse and interpret HR data. | | | 3 4.3 4.4 Present findings in a clear, concise, and meaningful manner to inform decision-making within an organisation. | | | ASSESSMENT OUTCOME | PASS/REFER | | Students should please note that the above Assessment Outcome for this Unit is provisional and is subject to Internal EHWLC verification (IV) and external CIPD Verification (EV). Tutor: Date: Tutor’s signature: RECORDING, ANALYSING AND USING HR INFORMATION (3RAI) OriolTrilles CIPD Level 3 Foundation Ealing, Hammersmith and West London College Report: Understand what data needs to be...
Words: 1543 - Pages: 7
...Unit title Level Credit value Unit code Unit review date Understanding Organisations and the Role of Human Resources 31 4 3HRC Sept. 2011 Purpose and aim of unit This core unit provides an introduction to the role of human resources and learning and development (HR/L&D) within an organisation and the environmental context. By the end of this unit the learner will have developed their understanding of how HR activities support an organisation’s strategy and assist the achievement of business objectives and how these are shaped by internal and external factors. This unit is suitable for persons who: are aspiring to, or embarking on, a career in HR/L&D are working in the field of HR/L&D in a support role and wish to develop their knowledge and skills have responsibility for HR/L&D activities and decisions within an organisation without a specialist function are employees or independent consultants within the field of HR/L&D wish to understand the role of HR/L&D in the wider, organisational and environmental context. Learning outcomes On completion of this unit, learners will: 1 Understand the purpose of an organisation and its operating environment. 2 Understand the structure, culture and functions of an organisation. 3 Understand how HR activities support an organisation. 1 Equivalents in Ireland = 5; Scotland = 6 CIPD unit 3HRC - Version 2 - 17.03.10 1 Unit content Indicative content is provided for each of the learning...
Words: 1846 - Pages: 8
