...ASSIGNMENT COVERSHEET This form should be completed, and attached as the cover of each piece of assignment submitted. |STUDENT NAME: Georgina Assaad |PROGRAMME START DATE: Jan-2011 | |PROGRAMME TITLE: Dip HRP |COURSE LOCATION: Abu Dhabi-UAE | |PERSONAL TUTOR: Sharon Halliday | |ASSIGNMENT TITLE: Developing yourself as an effective HR Practitioner | |SUBMISSION: 1ST 2ND Extension (delete) |DATE OF SUBMISSION: 12 March 2011 | Before submitting your work to www.bradfield.co.uk please read the following statements and tick the appropriate box to show that you have understood and completed what is required. |1. I have read my work through and have checked it for spelling and grammatical errors using, where appropriate the spell and grammar |( | |checker on the computer. | | |2. I have written my name at the top of each page of my work and have numbered each page. |( | |3. I have read...
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...INTRODUCTION Recently, Human Resources’ (HR) problems were exposed by some research: 77% of respondents of the Global Human Capital Trends 2014 report (2014) indicated that “reskilling” the HR functions are the biggest challenge in the future. Worse still is that most respondents say that they, and their organization, are not prepared for the challenge. Another survey, C-Level Perceptions of Human Resources Executives in Western Europe (2013), shows that many respondents are concerned with whether the head of HR could understand the business strategy of the company. 43% of people think their HR managers were paying more attention to the process rather than the “big picture” of the company. Based on these surveys and the performance of HR departments, people are starting to doubt whether HR will exist in the next decade or in the future. Although some believe HR will disappear in the future, it is my opinion that we absolutely need it. In this paper, I will analyze why some people believe there is no viable future of HR; explain the reasons why I believe that HR will exist in the future, and forecast what will change in future for HR. WE DON’T NEED HR ANYMORE? People who are not optimistic about the future of HR can be divided into two groups: Those believe that HR will gradually be eliminated under the impact of the information age, and others believe that HR department didn’t bring additional value just as people expected, so we should eliminate the HR function completely. On the...
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...------------------------------------------------- Sheehan, C. & De Cieri, H. (2012). Charting the strategic trajectory of Australian HR professional. Asia Pacific Journal of Human Resources. 50, 151-168 doi: 10.1111/j.1744-7941.2011.00011.x Summary of the article “Over the past five decades, the nature and role of the Australian HR function has changed dramatically, mirroring developments in the U.S and in Britain. The most significant change for the HR profession has been shifted from reactive to strategic focus” (Sheehan & Cieri, 2012). This research explores that some key issues which is essentially relevant with HR to success its strategic roles. These are collaboration between non-executives and board of directors, new opportunities as a relationship manager. It is comprehensible that from the article how the shifting and its effects from the emergence strategic evolution in HR gives its background to readers in order to understand consequences of the survey. One of the result from the article is to show how companies do recruitment process recently. It is important to emphasize that articles revel out how changes of companies’ choices against the phenomenon such as scanning for talented. Broadly speaking, I agree with this result because identifying talented, even retaining them in the waves of globalization is key point to keep strategic advantages of a company. The authors also highlight the source of HR influence. This article address that the way delivering strategic management to the organization...
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...are appropriate * Weigh up opinions, arguments or solutions against appropriate criteria. * Evaluate if evidence and examples support points being made. * Check if arguments support conclusions * Useful when decisions must be based on evidence or when ensuring choices are likely to solve a particular problem. For example linking HR reward strategy with wider business goals – needs analytical thinking. Critical Thinking * Critical thinking is a set of skills or abilities that you can develop over time. * It doesn't have to be negative, but is about developing your own conclusions based on evidence. * It's the process of gathering information about something, and then thinking about it and coming up with your own views. * Critical thinking is reasonable, reflective thinking that is focused on deciding what to do or believe (Ennis 1990). What does it involve? * Being able to question and evaluate information * Solving problems * Thinking beyond the immediate situation * Looking at the big picture and the context of a topic * Asking questions about different aspects of the topic – what? How? When? Who? Why? What if? * Looking at theory and asking how it relates to practice * Reading different viewpoints about issues and forming your own conclusions * Reflecting on your work and deciding how to improve it in the future Overview * The ability to think analytically and critically is fundamental in HR. * Does not always occur naturally...
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...for both the organization and the employee. An effective total rewards strategy results in satisfied, engaged and productive employees, who in turn create desired business performance and results. There are many sources of reward management data that HR practitioners can take advantage of like surveys, pay clubs, consultants, recruitment agencies, job advertisements, market intelligence, and sector analyses. In addition to there are example of sources like Incomes Data Service (IDS), xpert HR, Labour Research Department (LRD) and Annual Survey of Hours and Earnings (ASHE). The CIPD, for instance, produces an annual reward management survey, which examines issues such as pay positioning, pensions and benefits and performance-related bonuses. Alongside reports produced by professional institutions such as the CIPD there are also various industry benchmarking reports and surveys, including those produced by the local government group for the public sector and private sector organisations such as (www.croner.co.uk) and Incomes Data Services (www.incomesdata.co.uk). Together with the data sources listed above, national statistics also have relevance within reward management. Before making pay decisions HR professionals...
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...to progress into within Wilko, identifying area’s I don’t know about myself could be vital to the success of my newly formed team. The disadvantages far out weigh any benefit from this model, as personality type ENFJ’s are sensitive (identified by the Jung typology test); Too Sensitive – While receptive to criticism, seeing it as a tool for leading a better team, it's easy for ENFJs to take it a little too much to heart. (NERIS Analytics Limited, 2011). The CIPD Profession Maps focus is aimed at HR professionals; it adds the greatest sustained value to the organisation and how it operates now and in the future, It captures what successful and effective HR people do and deliver across every aspect and specialism of the profession, and sets out the required underpinning skills, behavior and knowledge. (Chartered Institute of Personnel and Development , 2015) Advantages of using the CPD Map are the structure and relevance to my role, future role and changes planned for a Wilko HR Shared Service Model 2017 road map, as well as fitting with my preferred learning style; ENFJs are global learners. They...
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...employees, HR managers are responsible for the HR department functions, supervising the HR staff and ensuring that the organization's entire workforce is cohesive, engaged and productive. Compliance Ever-expanding legal considerations, legislation and federal and state laws make compliance an important aspect of running an HR department and determining the extent to which certain laws apply to each workplace. One of the challenges that HR managers face includes staying abreast of the changes and ensuring that the department's strategy coincides with its legal obligations. For example, the Affordable Care Act contains health care reforms that have a serious impact on the way some employers will provide coverage for their employees. The act requires many employers to calculate and report the dollar value of health benefits for employees on their W-2s, according to Ted Lewkowicz, a lawyer who specializes in employee benefits and tax law. In an August 2012 column for HR Specialist, Lewkowicz reminds HR professionals that they're responsible for ensuring that their companies adapt to the changes that the ACA brings. Compliance-related issues require collaboration among HR leadership, compensation and benefits specialists and HRIS, or human resource information systems, specialists. If HR managers drop the ball related to compliance, they put the organization in serious jeopardy. Perception Improving employees' and leadership's perception of HR is a challenge HR managers have...
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...coupled with increasing pressure from the company?s joint venture partners to improve financial performance have led to the departure of numerous highly compensated expats, including me. I am now back in the market looking at full-time employment and consulting opportunities, e.g. the following: ? Am open to senior non-management HR roles, with emphasis on compensation and performance management development, in the USA, the Middle East/GCC, and worldwide. ? Vice-President (VP)/Director of Human Resources for small to mid-sized organizations ? VP/Director/Manager of Compensation & Benefits/Performance & Rewards ? Human Resources consulting; available for projects on an independent ?associate? basis; join ?delivery? team of a blue chip global consulting firm; conduct training workshops related to special HR strengths. I have remained in Bahrain while targeting the Middle East for employment and consulting assignments, but I am single, mobile, and available for assignments worldwide. Special Note: I have signed a contract with Petrosync in Singapore to conduct in September this year a week-long compensation workshop in Kuala Lumpur for Asia Pacific HR professionals in the oil and gas industry. Please feel free to contact...
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...data. Hence, analytics is given such importance nowadays. The HR function is no exception to this trend. The recent boom of developing HR analytics capabilities in organisations is indicating that it is the next big thing to transform the workplace and workforce. In this white paper, we have explored the scope of HR analytics, framework of HR analytics, how to implement the same in organisation, barriers to implementation, current practices, benefits of HR analytics and the way forward. HR analytics measures the effect of HR programs on performance of companies and helps to prepare strategies for the business. HR analytics processes are used mainly for talent acquisition,...
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...of debate has been the difference - if any - between HRM and 'traditional' personnel management. The evolution of HRM continues today as new management theories, fashions and fads are developed. Human resource outsourcing has grown considerably in recent years. The Society for Human Resource Management (SHRM) conducted a poll in August 2008 to gauge the prevalence of HR outsourcing as well as the future plans for it. The research, where applicable, compares the results of the 2008 poll with results of a 2004 survey on the same topic. To answer the question ‘Is HRM a fashion or is it here to stay? What is the probability that HRM will be the dominant framework for people management in the 21st century?” we need to talk first about the past and the future of human resources management and the way it evolved this past few years. Human resource management is undergoing a massive transformation that will change career paths in as-yet uncertain ways. Employers are placing greater emphasis on business acumen and are automating and outsourcing many administrative functions, which will force many HR professionals to demonstrate new skills and compete for new, sometimes unfamiliar roles. There’s a lot of studies and analyses that brings us to say that, ‘Business...
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...play in engaging the employees and assess how the HR can motivate them and align them towards attaining organisation goals and objectives. The ultimate aim was to evaluate how Leyton health care an elderly home care service provider in London can align its HR and attain its objectives. Interview was held for the managerial level staff and questionnaire was given to the service delivery staff of Leyton Health Care. The total samples used for the study were 12. Out of these 2 were managerial level staff and 10 were service delivery staff. Open ended questions were used for the managerial level participants of the organisation while in case of the service delivery employees, a survey questionnaire which had statements with multiple choice questions i.e., close ended questions were used. The statements that were derived were regarded as themes and the evaluation of results was made by using the method of thematic analysis. Here pie charts were used to indicate neutrality, agreement and disagreement to the statements given. The results of this project indicate that there was a need for HR of Leyton healthcare to play an active role and not only conduct regular training to its employees but also to build the awareness of the organisational goals and objectives among its employees. This project also identified that regular performance evaluation and feedback of employees’ performance could be the strategic options for the HR. Similarly for the organisation it needs...
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...be global. From simply creating a web-site or physically opening a store in a foreign country, understanding local culture is often overlooked, and caused more business failure then any other business aspect. modern working environment inevitably gather a team of international experts in many cases gained professional experience is enriched must comply with the local environment and work culture as a country with a developing economy in my country is perceived more restrained attitude in the office procedures require to comply with the hierarchical levels ignoring the responsible party is a sign of unethical behavior increasingly being adopted international practices and increasingly seek the feedback / views of employees Every year study conducted internal staff satisfaction The Internal Opinion Survey provides an organization with feedback on the overall satisfaction and motivation levels of employees, on several themes defined during the preparatory process. For example: knowledge and engagement in the company strategy; perception of leadership and management; proximity management; HR evaluations and systems; motivational factors, and so on. This survey can be occasional or recurring. It can be used in the context of high performance or with dysfunctional...
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...Corporate Social Responsibility (CSR) is defined as “the implied, enforced, or felt obligation of the managers, acting in their interests of groups other than themselves”. CSR is looking at more than just company shareholders interest; rather it takes the good of the society as a whole into consideration (Mondy 33). CSR is evolving to include sustainability, which is defined as “meeting the needs of the present without compromising the ability of future generations to meet their own needs” (qtd. in Werbach 8). The two terms will be used interchangeably throughout this paper, to illustrate the overall concept of companies acting in a responsible way rather than only looking out for the best interest of their company and shareholders. CSR is going above and beyond current laws and industry standards, it’s about looking at what practices the organization can do to improve the lives of their employees and the community in addition to focusing on the bottom line. Often times when people talk about CSR or sustainability they are referring to protecting the environment or adopting green practices; although that is part of it, it goes far beyond just looking at ways to conserve the environment. In his book Talent, Transformation, and the Triple Bottom Line, Andrew Savitz explains that social and economic sustainability are just as important as environmental sustainability. More organizations are looking at the so-called Triple Bottom Line – “a set of yardsticks that measures a...
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...Georgia College and State University Human Resource Management Human resource management (HRM) is an area that is vitally important for any public agency to function properly. Within HRM there is a very significant relationship that must exist between the employees and the organization itself. One must be able to focus on the moral values of the organization, as well as the values that could be incorporated through positive relationships. Georgia College and State University operates under the University System of Georgia along with many other renowned universities within the State of Georgia. However, even though these institutions operate under the same system, they each have their own unique human resource department with specialized goals that pertain to their particular institution. Just like other universities within the University System of Georgia, Georgia College is dedicated to it’s own respective mission that is focused on having the institution thrive to it’s fullest extent. “The most important of all, for a company, is still the human resource and this is because without it, it would be impossible to accomplish the mission or to attain a specific vision within a company,”(Dumitrana, Mihaela, et al.) Human resource management is, like previously stated, vital to the growth and success of a public agency. Georgia College is not immune to this idea. In order for a human resource department to prosper, there must be lasting relationships between the department and...
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...Methodology………………………………………………………………………………………………..1 1.0 Understand the knowledge, skills and behaviours required to be an effective HR or L&D practitioner……………………………………………………………………………………………..2 2.1 Explain the knowledge, skills and behaviours required to be an effective in an identified HR or L&D role. 2.0 Know how to deliver timely and effective HR services to meet users’ needs…………………..3 3.2 Identify the needs of those using HR services within an organisation and explain how conflicting needs are identified and priorities. 3.3 Identify different methods of communication and explain the advantages and disadvantages of each. 3.4 Describe how to build and maintain effective service delivery. 3.0 Be able to reflect on own practice and development needs and maintain a plan for personal development……………………………………………………………………………………………4 4.5 Explain the concept and importance of CPD. 4.6 Undertake a self-assessment of capabilities as an HR or L&D practitioner and identify development needs. 4.7 Evaluate options to meet identified development needs. 4.8 Produce a plan to meet personal development objectives 4.9 Reflect on performance against the plan, identify learning points for the future and revise the plan accordingly. Bibliography…………………………………………………………………………………………………6 Appendices SWOT Analysis……………………………………………………………………………………………..7 HR Professions Map……………………………………………………………………………………….8 My Personal Devlopment Plan……………………………………………………………………………9 ...
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