...ILM Level 6 Diploma in Management Course Content ILM Level 6 Diploma in Management has been designed to provide practising or potential senior management with a solid foundation for their formal development in this role. This programme has been developed to include 5 pathway options: Hospitality Management, Health and Social Care, Patisserie and Confectionary, Retail and Enterprise and Culinary Arts. It will help young professionals to acquire the necessary skills in modern management procedures and to get prepared for first line management positions. This is a 21 month programme including a salaried 6 month work placement in the related industry. The Work Placement Team will guide students in finding these positions. The placements may be situated anywhere in the UK. Student placements have included hospitality/catering positions with: Claridges, Nobu, Carluccio’s, Sanderson Hotel, Dubai Air Show, Hurlingham Club, Nadell’s Patisserie, Greenhouse and Smiths of Smithfield and nursing homes: Barchester Health Group, Bupa Care Homes, St Matthews Nursing Homes. Modules Include: Critical thinking and research skills in management, Reviewing corporate policy and strategy, Developing the executive manager, Becoming an effective leader, Understanding how management coaching and mentoring can benefit individuals and organisations, Optimising organisational capacity, Leading change in organisations, Leading project implementation, Developing excellence in operations, Managing...
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...ILM Level 3 Award in Leadership and Management: |Centre Number: |R31609 | |Centre Name: |Leeds Metropolitan Institute of Leadership and Management (ILM) Centre | |Student Name: |Alexandra Hunt | |Leeds Met Student ID: |33251825 | |Student Date of Birth: |15/01/1991 | |Student Email Address: |a.hunt2229@student.leedsmet.ac.uk | |Gender: |Female | |Assessment Summary | | | |This task requires...
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...Supporting Notes and Technical Specifications including Units for ------------------------------------------------- ILM Level 5 NVQ Diploma in Management (8331) Version 4 20/08/2010 © The Institute of Leadership and Management (ILM) 2012 © The Institute of Leadership and Management (ILM) 2012 Supporting Notes for ILM QCF NVQs | This document is intended for current ILM centres and contains supporting notes for ILM National Vocational Qualifications (NVQs) in the QCF. The main purpose of this document is to act as a refresher to help reacquaint our centres with some of the key sections covered in the ILM Centre Manual and provide guidance to assist a centre in preparing to deliver an ILM NVQ. This a generic document and should always be read in conjunction with the ILM QCF NVQ Qualification Specifications Part 2 Technical Info document and the ILM Centre Manual (www.i-l-m.com/centres). IMPORTANT NOTES: * This document replaces the previous ILM NVQ Level 2, 3, 5, and 7 General Qualification Information for QCF NVQs. * 2011 SCQF SVQs are now standalone products and are no longer S/NVQs. They have separate specifications to meet SQA and SCQF requirements. Please refer to our SVQ webpage’s for detail and SVQ resources section online * Centres should be aware that the specifications for NQF Team Leading and Management NVQs at Levels 2, 3, 4, 5 should continue to be followed for learners who have been registered on this version of the NVQ prior to July...
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...PERSONAL ORGANISATION DEVELOPMENT HR0275 SUBMITTED BY : YEH TYNG SHAN Contents Introduction …………………………………………………………………………. Part 1………………………………………………………………………………… 1.1 Overview and potential of the logistics industry………………………….. 1.2 Current employment market for graduates………………………………… Part 2………………………………………………………………………………… 2.1 Current Career Path………………………………………………………… 2.2 Targeted Career Path……………………………………………………….. Part 3 Conclusion…………………………………………………………………… Bibliography………………………………………………………………………… Appendix 1………………………………………………………………………….. Introduction I’m currently in the Integrated Logistics Management (ILM) department, I will be looking into the employment criteria of the logistics industry that I will face after my graduation with my current experience, skills and abilities. This reflective commentary is to provide me a clearer view of my future intended career path. Section one will identify the overviews and the potential of the logistics industry and scans the current employment market for graduates. Section two will be a commentary on my intended career path and my suitability for my career choice. Psychometric and Johari windows test results will be use to evaluate the key areas of improvement to reach my targeted position within the organization. Section three provides an overview of the action to be taken in order to reach my targeted career path. 1. Overview and potential of the logistics industry and current employment...
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...Researched, compiled and published by Woods & Seaton International Automotive Systems Customer Relationships Management - “CRM” May 2009 ★ ★ ★ ★ ★ ESTABLISHED ★ 1973 ★ ★ ★ ★★★ International Automotive Systems - “CRM” - 2009 For the sole, internal use of Aspen Marketing Services, Inc. - Contact: Bill Ewing. Researched, compiled and published by Woods & Seaton page 123 International Automotive Systems Customer Relationships Management - “CRM” May 2009 Copyright Notice All rights reserved. This document is supplied for the sole, internal use of... Aspen Marketing Services, Inc. - Contact: Bill Ewing. No part may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without the prior written permission of the copyright holder. Any questions from Subscribers to Woods & Seaton Automotive Systems Information about this study should be addressed to Mike Seaton, Automotive Systems & Communications, Wash Hill House, ★ ★ ★ ★ ★ Wooburn Green, ESTABLISHED ★ 1973 ★ Buckinghamshire ★ ★ England, HP10 0JA. ★ ★ ★ Telephone: 44 (0) 1628 525 960 E-Mail address . . . mikeseaton@woods-seaton.com Web Site . . . http://www.woods-seaton.com © Woods & Seaton 2009 Tel. 44 (0)1628 525 960 E-mail: mikeseaton@woods-seaton.com www.woods-seaton.com Subscribers to Woods & Seaton Automotive Systems Information are automatically included on our e-mail Briefings list ...
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...How to Improve Higher Education Dr. Muhammad Saleem* Abstract: This brief presentation consists of two parts. In part – I attempt has been made to diagnose the ailment and identify the causes that pushed us to the back – benches of human civilization and virtually wiped us out of the intellectual map of the world. In Part – II we have ventured to suggest some remedial measures following which we may be able to leap forward and reclaim our lost glory and respectable place in the comity of nations. Of late, we ran into one of the most disturbing and distressing report concerning the state of education and research in the Muslim world visà-vis the Judao-Christian world. For instance, it was reported that the Jewish population around the world is almost 14 million. With this numerical strength, they have been able to produce thus far 163 Nobel Laureates.1 The Muslims, on the other hand, are more than one billion in population and have produced only eight Noble prize winners so far2. This contrast became further embarrassing when it was read in conjunction with another survey report wherein it was underscored that the Muslims were terribly lagging behind in the field of knowledge and education from the rest of the world both in quantitative and qualitative terms. It was reported that there were nearly 500 universities in the entire Muslim world3 and they too were hardly any better than ordinary colleges as they weren’t engaged in any research work or the generation of a new knowledge...
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...My name is Vik Seedheeyan. I have been working for the Raphael Medical Centre for the past 22 years. I started off as a care assistant. I then went to do my nurse training and became a Registered Mental Health Nurse. I took on more responsibilities and worked my way up becoming the Team Leader, then Nurse Manager and recently I was appointed as the Director of Nursing. 1. Understand the specific responsibilities of middle managers in enabling an organisation to achieve its goals * 1.1 Describe the goals and objectives of your organisation (12 marks) The Raphael Medical Centre is a private hospital that caters for patients with Brain Injury, providing a high level of Nursing and Therapeutic care. The goal of the Raphael Medical Centre is to be recognised as a specialist hospital with integrated healthcare for the treatment of patients with Brain injury. We aim to be known as an establishment that provides a high standard of care with intensive therapeutic input to achieve positive outcomes with our patients. The objectives that have been set to achieve the goals are as follows: 1) A new management structure to be in place by August 2015 2) Rebrand the name “The Raphael Medical Centre” to “The Raphael Hospital” by December 2015 3) To increase number of hospital beds by an additional 28 beds within one year following planning approval 1) New Management structure- the need for a new management structure emerged after discussion with team members and it was...
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...ILM Level 5 Diploma in Management and Leadership M4.03 Planning and Leading a Complex Team Activity Assignment Task: Planning And Leading A Complex Team Activity 1.1 Define the purpose, aims and objectives of the activity When my training began with Wrightbus to become a first line manager in total there were six people setting out on the journey to lead teams on the production floor. As part of the ten week training programme the operations director handed us a group project where he wanted us as a group to introduce a new system to manage and maintain small tools owned by the company throughout the factory. This would obviously test our skills as team players and was obviously a massive challenge as the issues with tools not being managed correctly had been an ongoing problem within the company for a number of years. We quickly made an office known as the operations room our base and our first instinct was to have a brainstorming session together to gather thoughts on the task ahead so we all had an understanding of what lay ahead for us. The purpose, aims and objectives of the activity would need to be defined appropriately with the use of SMART objectives with the view that our goals and targets should be specific, measurable, achievable, realistic and timely. The main objectives of the project were as follows: * Identify the tools required for every Wrightbus job. * Identify the current inventory of tools being used on the shop floor. * Carry...
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...Unit 2: Unit code: QCF Level 3: Credit value: Business Resources D/502/5409 BTEC National 10 Guided learning hours: 60 Aim and purpose The aim of this unit is to develop learner knowledge of the range of human, physical, technological and financial resources required in an organisation, and how the management of these resources can impact on business performance. Unit introduction At the core of every organisation are the human, physical, technological and financial resources that enable it to function. This unit will give learners a broad understanding of the importance organisations place on managing their resources efficiently in order to achieve their objectives. It is important that learners are able to relate their understanding of resource management to a real organisation. This will provide an essential link between theory and practice. Understanding how these resources are managed is one of the keys to assessing how well the organisation is performing. The first part of this unit explores the range of human, physical and technological resources for a selected organisation. Learners will investigate the importance of managing these resources efficiently. The contribution that recruiting and retaining suitable staff can make to the organisation’s performance is examined. The importance of managing the organisation’s physical and technological resources efficiently is also explored. For an organisation to survive its finances need to be sound and secure. The...
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... the paper is going to begin with an introduction which is going to define key concepts identified. The main body will embark on the discussion at hand. The main body will begin by outlining the role of the law generally and will move on to look at the role of science generally. Thereon selected global treaties will be discussed in relation to their respective roles both at law and science. Lastly but not the least an elaborate conclusion will be given. Definition of Key Terms Environment: Environment refers to the totality of the surroundings within which humans live and exploit resources for their welfare and development. Main Body In order to effectively challenge problems that pose a threat to the earth, there is need for an effective approach which is backed by robust scientific evidence. This would ultimately usher into place a new and more powerful environmental law. In order to appreciate the relationship between the law and science, there is need for understanding of their respective roles towards the achievement of a more sustainable future. The Role of the Law The law has a fundamental role to play in the movement of protecting the environment towards a more sustainable future. In most jurisdictions in the absence of constitutional provisions and legislative enactments to promote the concept of sustainable development, the burden rests on the courts through judicial activism to rise to the challenge of ensuring that development is pursued in such a way that...
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...Assessing Your Own Leadership Capability and Performance Introduction Established in 1858, Cambridge Assessment is an international exams group designing and delivering assessments to over 170 countries worldwide. Cambridge Assessment operates three exam boards; CIE, Cambridge English and OCR (Cambridge Assessment, 2015a). Group Print and Operations operates as the role of service provider to the exam boards from two large distribution centres (DC10 and DC20). The purpose of this assignment is to review what is seen to be the prevailing leadership style within Cambridge Assessment. Throughout, the review will explore how the constraints and demands imposed by the business units on DC10 have an impact on the prevailing leadership style. Understand Leadership Styles within an Organisation At Cambridge Assessment the concern for task is always the main focus, which is evident in: • The setting of key performance indicators (KPI’s) and the close monitoring by managers to ensure all targets are being met. • The traffic light systems used by all departments to ensure tasks are running on time and within budget. If a red light flags a problem, managers can reorganise or increase their teams to get back on track. • The planning matrix, for a ‘busy session’, details every report to be despatched at DC10 from start to finish date so departments can organise the staff and number of shifts required. • SOP’s being enforced so that best...
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...Ch r i s t i n e Ro e ll Intercultural Training with Films ilms are a great medium to use not only to practice English, but also to facilitate intercultural learning. Today English is a global language spoken by people from many countries and cultural backgrounds. Since culture greatly impacts communication, it is helpful for teachers to introduce lessons and activities that reveal how different dialects, forms of address, customs, taboos, and other cultural elements influence interaction among different groups. Numerous films contain excellent examples of intercultural communication and are highly useful resources for teachers. Additional reasons for teachers to incorporate films in class and encourage their students to watch movies in English include: • Films combine pleasure and learning by telling a story in a way that captures and holds the viewer’s interest. • Films simultaneously address different senses and cognitive channels. For example, spoken language is supported by visual elements that make it easier for students to understand the dialogues and the plot. • Students are exposed to the way people actually speak. 2 2010 N u m b e r F • Films involve the viewers, appeal to their feelings, and help them empathize with the protagonists. • DVDs usually come with subtitles in English, which facilitates understanding and improves reading skills. After discussing the importance of teaching intercultural communication and suggesting films that match specific cultural...
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...Human rights impact Assessment: an INtroduction TABLE OF CONTENTS executive summary3 I. human rights are NOW the business of business4 II. WHAT ARE HUMAN RIGHTS?5 III. WHAT IS AN HRIA FOR? (WHAT GOOD IS IT?)9 IV. WHAt does an hria Add to all of the other studies and assessments?10 V. WHAT IS NEEDED FOR AN HRIA TO BE EFFECTIVE10 VI. EXAMPLE OF HUMAN RIGHTS IMPACT ASSESSMENT12 A. PHASE I: DESKTOP RESEARCH13 B. PHASE iI: FIELD RESEARCH13 C. PHASE IiI: rate impacts14 D. PHASE iV: Feedback16 E. PHASE v: RECOMMENDATIONS AND MONITORING16 APPENDIX I: ACRONYMS17 APPENDIX II: REFERENCES18 Executive Summary The term “Human Rights Impact Assessment” is new. References to human rights are everywhere. It is a topic constantly in the news, in analyses, in the mouths of the activists, academics, and government officials. “Impact assessment” is familiar when describing a study done on the environment, or on public health. But the novel combination of “human rights” and “impact assessment” can surprise and confuse. Human rights are constantly discussed, but rarely defined. Some companies take “human rights” to mean proper use of private security personnel. Some governments use it to mean freedom to protest. Adding to this confusion are new international structures, initiatives and protocols that require companies to conduct human rights impact assessments. When are these to be done? How are they...
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...Development Plan of 2013, we would like to introduce you to the new brand name of our group: Aljhood. Our goal: «A new beginning with Aljhood, towards innovation and excellence, towards creating excellence.” ALJHOOD’s Culture Aljhood strives with unlimited ambition to promote and apply the concepts of corporate culture, which are considered the secret to success between the different segments of organized work: Management of ALJHOOD its employees & clients. ALJHOOD’s Vision To lead the Consultation and Development market locally and regionally by developing and raising our standards of performance to the highest levels for our clients; Providing operational, technical and informational support for business development, effective solutions to the problems they face on a daily basis, and influencing significant change at the corporate level. Our new beginning: “Aljhood not only means to intensify efforts towards innovation and excellence, but to create excellence.” Aljhood has come to consolidate the collective action and teamwork between the two subdivisions of Development and Training. In this new beginning for our group, we ask for God’s blessings first then for your satisfaction, gratification and benefit as our clients. We ask God to make this new venture and our...
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...® Acodemy of Management Heview 1993, Vol. 18, No. 3. 518-545. FOUCAULT. POWER/KNOWLEDGE. AND ITS RELEVANCE FOR HUMAN RESOURCE MANAGEMENT BARBARA TOWNLEY The University of Alberta Drawing on the work of Michel Foucault. I argue that human resource management (HRM) may be best understood as a discourse and set of practices that attempt to reduce the indeterminacy involved in the employment contract. Here I reread HRM practices from a Foucauldian power-knowledge perspective and suggest that this provides an avenue to reorient contemporary, historical, and comparative analyses of the area. A glimpse at human resource management (HRM) texts would seem to give light to a comment by Beer, Spector, Lawrence, Mills, and Walton (1984) that HRM is a series of seemingly disjointed activities. This notion echoes an earlier view of Baldamus (1961: 347) that what is encompassed by HRM's subject matter is "anything from supervision, incentives and profit sharing to machine-paced production, methods of training and employee selection." Often this heterogeneity is excused in terms of HRM's reflecting the ad hoc and reactive nature of its origins (Jacoby, 1985; Niven, 1967; Ozanne, 1967). What the heterogeneity of HRM highlights, however, is the importance of an organizing principle, or analytical focus, as opposed to common sense description, which gives HRM practices a theoretical coherence. HRM's heterogeneity stresses the importance of an order "that turns a set of bits, which have limited...
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