...P1 For this assignment I am going to write about the employment trends, progression routes on three different career choices. I am also going to write about why these choices would sustain a long term career for me. The three career choices that I have chosen are Accounting, Marketing and Human Resources (HR). Accounting My first career choice that I am going to write about is accounting. The employment trends for accounting according to one of the world’s leading recruitment agency, the demand for an accountant has been increasing each year. In London the number of jobs for an accountant has increased by 8% and in the Midlands 7%. They have used the data that they sourced from the ‘job index provides real evidence of the expansion of accountancy and finance market.’ (Robert Walter). On the prospect4u website they have a table that shows the progression routes for an accounting career. It starts at either a ‘trainee accountant or an accountant/payroll apprentice’ they then progress to an accountant, then to an accountants manager and finally a financial controller (prospect4u). I think that this would sustain a long term career for me as my strengths are in Maths and Ict. Whereas some people would argue that Excel and numbers are long and tedious I think that they are nice to work with and I already have experience with working in Microsoft office Excel. ‘The average salary for an ACCA trainee is currently around £19,300 per annum, while an ACCA part-qualified can expect...
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...Organizational Diagnosis Paper – Commander Support Staff By M. April Fargher I have chosen to write my organizational diagnosis paper on the organization I am currently working for. The National Air and Space Intelligence Center (NASIC), with headquarters at Wright-Patterson Air Force Base, Ohio, is the primary Defense Department producer of foreign aerospace intelligence. NASIC develops its products by analyzing all available data on foreign aerospace forces and weapons systems to determine performance characteristics, capabilities, vulnerabilities and intentions. The center's assessments are also an important factor in shaping national security and defense policies. As the DoD expert on foreign aerospace system capabilities, the center historically has also been involved in supporting American weapons treaty negotiations and verification. NASIC is a very large organization of military and civilian personnel representing multiple career fields among several units. I chose to closely diagnose the section I work for who is involved daily with every unit within NASIC. The section I work in is a support element of the center known as the Commander’s Support Staff (CSS). Our staff prepares and processes administrative support actions relating to unit programs such as military decorations, in-processing and out-processing of personnel, notification of drug testing, separations and retirements, and enlisted and officer evaluations. We manage the unit leave control program and maintain...
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...Unit 1 Assessment Assessment You should use this file to complete your Assessment. The first thing you need to do is save a copy of this document, either onto your computer or a USB drive Then work through your Assessment, remembering to save your work regularly When you’ve finished, print out a copy to keep for reference Then, go to www.vision2learn.com and send your completed Assessment to your tutor via your My Study area – make sure it is clearly marked with your name, the course title and the Unit and Assessment number. Please note that this Assessment document has 13 pages and is made up of 5 Sections. Name: Sarah Hatfield Organisation: Which organisation(s) are you basing your answers to this assessment on? If you are currently working, you may wish to base it on the organisation which employs you. A.J's Taxis Can you provide a brief description of this organisation? (Please note you will not be marked on this; it is simply to provide your tutor with a brief outline.) This is a taxi company that I work for. Section 1 – Understand the factors that affect an organisation and the customer service role 1. Complete the table below with a description of the products and services for at least two commercial organisations, public organisations and third sector organisations. Please ensure you provide a description for each organisation, rather than a list. Organisation type | Name of organisation | Description of products and services | Commercial...
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...firstly explores students’ perceptions of the current labour market for graduates and how they understand future career progression. It examines their different orientations and attitudes to work and careers through the development of an ideal-type model. It then considers how these orientations influence the way students approach future work and careers and manage their employability, and further discusses some of the implications this has for current policies around higher education and the labour market in the UK context. Introduction This paper examines the perceptions, attitudes and orientations of higher education students to their future work, careers and employability. The employability of university graduates has dominated much educational and economic policy over the past decade (NCIHE, 1997; DfEE, 2000). Graduate employability is centrally located in the changing relationship between higher education and the labour market. The development of mass higher education has intersected with the shift towards a so-called knowledge-driven or post-industrial economy (Drucker, 1993; Amin, 1994). The knowledge-driven economy is said to require individuals with the types of knowledge, skill and creative potential who can meet the challenges of a global economy characterised by rapid change. Increasingly, individuals can no longer expect a ‘job for life’, whereby their careers are anchored around single jobs and organisations (Arthur and Rousseau, 1996; Gee et al, 1996). Employees instead...
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...their qualifications, work ethic, and knowledge might keep them there. Employers are looking to hire employees who have a certain skill set and training that could help improve their business. They also are looking for managers to step in with the knowledge and expertise to be efficient in managing others and their business. The reason for pursuing a Masters in Business Administration degree is to start a new career. “Equipping yourself with an MBA degree during the phase of slow down helps you to position yourself strategically when the upturn begins” (Saxena). The argument will be based on personal and professional goals for getting an MBA, including: family, leadership skills, develop into a marketable asset, better career prospects, job progression, and to gain the skills to adapt to the changing workforce. Furthermore the argument will analyze the personal perception and perception of others regarding the Jungian assessment. Having both personal and professional goals set will help someone accomplish the great opportunity of pursuing an MBA to start a new career. A personal goal for pursuing an MBA could be for the betterment of a family. Pursuing an MBA is not solely for the individual, but it is also to give their family a better life. Keeping family in mind and at the forefront will lead to success because God and family are excellent motivational tools. Another personal goal could be to gain better leadership skills so an individual can succeed in and out of the workplace...
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...sections in the units or locations c) A corporate HRD department with integration of HRD with HR/Personnel function in the units or locations d) A high profile HRD chief with professionally qualified and experienced managers e) A high profile HRD chief with limited staff f) Any other, Please specify 7. Does your organization have a formal policy for aligning HRD practices with the strategic goals of the organization? Yes/ No 8. If yes, please give the details One of the strategic goals of our organization is to nurture exceptional talent and prepare them for our senior management roles. To attain the same we have a formal policy of identifying consistent top performers at different levels. We chart career progression taking individual interests into consideration and provide mentorship programs...
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...CU744 Evaluate and Improve Own Performance in a Business Environment 1. Understand how to evaluate and improve own performance 1.1 Explain the purpose and benefits of continuously improving own performance in a business environment There are many ways in which continuously improving your own performance within a business environment can be beneficial for both yourself, on a personal note, and also for the business that you are working for. On a personal level, there are reasons such as a possible increase of income if you get recognised and get promoted as a result of this, you will be able to meet and exceed any personal goals that you may have and also one of the main benefits of continuously improving your own performance is that you will become more motivated to do your job. From a business’s point of view, improvement of personal performance means things slightly different to them. By improving personal performance, one of the main things that this will mean for the business are that you will be able to, and are more willing to; obtain the high company standards that the business have. • On a personal level, one of the main benefits of continuously improving your own performance in a business environment is that you will be more motivated to do your job role and therefore you will enjoy your work more. After all, there is nothing like going to work and really not enjoying it. Also, the more motivated you are to do your work, the higher personal goals and standards you...
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...and just months after the ACA was signed, the IOM published its report named The Future of Nursing: Leading Change, Advancing Healthcare which partially focuses on the transformation of nursing education, practice and leadership roles of nursing. The IOM report focuses on the importance of nurses enhancing their education to meet the expanding technological advances and expansion of the nursing role by pursuing undergraduate and graduate degrees. These opportunities include nursing research, education, and IOM’s main focus, Advanced Practice Registered Nurse (APRN). A key point the committee states is that “nurses should achieve higher levels of education and training through an improved education system that promotes seamless academic progression" ("IOM Nursing Report," 2010). By achieving a higher level of education, this will allow a nurse with a Baccalaureate of Science in Nursing (BSN) to be likely hired in an acute care setting over a nurse with and Associates Degree in Nursing (ADN). I have dealt with this on a personal level and I have been denied an acute care position because I did not meet the BSN qualification. To overcome the rejection, I have enrolled in a BSN program in order to...
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...MBA 5300 Organizational Behavior Third Assignment: One Page Paper Describing How My Company Motivates Their Employees By: Lori Smith November 8, 2014 There are many methods to create and maintain motivation within any type of organizations. Motivation is key in the retainment of skilled and knowledgeable employees. Today, employers will gain more respect from their employees if they treat them fairly and give them credit where it is earned. The examples depicted in this essay will conclude the requirement for employee motivation. At WellPoint, Inc. (Anthem) they are known for their annual incentive plans, career progression opportunities, benefits, and other internal recognition programs offered by direct managers in order keep their entire organization motivated. First, since Anthem is a for-profit organization, they offer an annual incentive plan – or a “bonus”. This plan is based on a number of important goals that must be met. For instance, there are metrics set by the Executive Leadership Team adding a certain number of new members, personal goals, departmental goals, and process improvements. If the organization meets their goals overall, all associates are eligible for the bonus on an annual basis. However, if you do not meet a personal goal based on your work performance, your bonus may be reduced. For most, this bonus is very lucrative averaging $3,000-100,000 in payout depending on your position with the company. In order to qualify for the...
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...Effective recruitment and selection PEOPLE Introduction Asda is the UK’s second largest supermarket. It was founded in 1949 under the name of Associated Dairies and Farm Group but shortened this to Asda in 1965. It is a retailer focused on selling food, clothing, electronics, toys, home furnishings and general merchandise. Asda also offers a range of additional services such as ‘Asda Money’ financial services. In 1999 Asda became a subsidiary of Walmart, the largest supermarket chain in the world. This enabled Walmart to enter the UK market but also gave Asda access to the full range of expertise of the Walmart company. Walmart currently employs over 2 million colleagues worldwide in 27 countries. In the UK, Asda is one of the largest employers with over 175,000 colleagues working across its many formats. These include a variety of roles in its Superstores, Supermarkets, Home Office, Distribution, George and Asda Living. Asda continues to expand its operations in the UK and recently acquired a number of stores from Netto to increase the number of local Asda Supermarkets. Asda wants to be a trusted employer. Its success as a leading retailer is dependent on its trained and engaged colleagues providing excellent customer service. This case study demonstrates how Asda’s recruitment and selection processes, teamed with effective leadership and its colleague engagement strategies, are helping the company to achieve its mission. Asda’s philosophy is that if your people enjoy...
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...Programme: MBA DL Student Number: Module: Foundations of Knowledge and Professional Skills Assignment Question Part A. Locate, read and review the following article: Tansley, C. and Tietze, S. (2013) ‘Rites of passage through talent management progressions stages: an identity work perspective’, The International Journal of Human Resource Management 24(9): 1799—1815. Part B. Reflect on the discussions that you have engaged in within your study groups on Blackboard. Explain how the lessons that you have learnt from the activities have influenced how you have approached and written your assignment Word Count: Part A: 1,054 Part B: 509 Total: 1,563 Research Questions Addressed by Study The research questions by Tansley & Tietze (2013) are ‘What constitutes rites of passage across successive levels of a talent management programme?’ and ‘What is the role of identity work in ensuring successful advancement through each talent management rite of passage?’ Theoretical Framework Underpinning the Study The study was to build on the literature of talent management at the individual and communal levels since existing talent management literature is mainly concerned with the structural aspect of talent management strategies. Therefore, not much emphasis has been placed on how management strategies and protocols are experienced and responded to by talent at different stages of talent management process and how these responses...
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...location or stage of career. Insights, Solutions and Strategy – this underpins the direction of the profession as an applied business discipline through a deeper understanding of the business context and organisational challenges and needs. Leading and managing the HR function – understanding the business challenge enables HR professionals to design an HR function to meet specific business needs and priorities. Surrounding the 2 core areas are the eight remaining professional areas, which includes Learning and Talent Development. The professional areas are divided into 4 bands of professional competence which define the different levels of work activities and responsibilities for each area: * Band 1 – Support; * Band 2 – Advisory/Manager; * Band 3 – Consultant/Partner; * Band 4 – Manager/responsible for delivering an organisation’s HR Strategy. The edge of the map highlights 8 key behaviours which include the three essential behaviours for Learning and Talent Development professionals working within Band 2: Curious: Open minded, focusing on the future and looking for new and innovative ways to add value to the organisation Driven to deliver: Demonstrating purpose, resourcefulness and a determination to deliver the best results for the organisation Personally credible: Building and delivering professionalism through combining business and HR expertise to bring value to the organisation, stakeholders and colleagues. Within my current role I...
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...appraisal system in the SL Navy is only one criterion when it comes to career progression. The importance given to Confidential Reports in final percentages of different selection criteria inversely deals with the confidence placed on the system. Most of the criteria give total percentage to officer having highest average for CR’s and accordingly all the officers down the line will get proportionate marks. This method does not give correct pen picture of the officer as even officers who gets below average marks will score considerable amount of marks and the best and worst out of the list will have difference of only 4-5 % when it calculate to final standings. When it comes to confidence that can be kept upon the system depends on few facts. The initial concern is whether the reports are sent at all. There is no way and individual officer get the information that he is evaluated. And other important thing is how secure these markings are maintained, whether any room for manipulation, as these are handled by few individuals in personnel staff of the Commander of the Navy and they have the access to even previous records which can be altered or interpret differently in the absence of procedure where records/markings are revealed to individuals and securely stored without subsequent access by any other. IMPRESSION OF POSITIVE EFFECTS AND CONTRIBUTION OF CURRENT SYSTEM TO CAREER PROGRESSION An officer’s career mainly depends on ones relative seniority, opportunities to enhance professionalism...
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...My Career Goals My career goal is to become a Heating, Air Conditioning and Refrigeration Technician or HVACR Tech. Under this professional title, I will have several facets to my career. My tasks as a HVACR technician will include work on heating, ventilation, cooling, and refrigeration systems that control the air quality in residences as well as commercial buildings. Through this, my mission is to ensure human comfort, productivity, and safety, while practicing environmental stewardship. Throughout my work as a HVACR technician, I will have to learn and comply with EPA regulations as well as working with various dangerous chemicals, pressurized liquids and gases (nitrogen and oxygen), electricity and fire. I will also have to learn the use and mechanics of several types of heavy equipment including rotating machinery and blow torches, all while maintain their safety regulations. My process to achieve my HVACR Technician certificate has been clearly presented to me through the NVCC AIR Program. I will be able to obtain my Associates degree in Applied Science within two years while maintaining the program. I am currently enrolled in my first semester of the program while attending 1. AIR 111 (A/C Refrigeration Controls), 2.AIR 154 (Heating Systems), and 3.English. Some of the classes I will need to complete in the program within 4 semesters include a progression of AIR systems and control classes concentrating on hydronics, heating, heat load and psychrometrics...
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...What Consulting Firms are Looking For October, 2015 What is a consultant? * ASK the audience what they think….is not a test, just want to understand what you think * Acknowledge their thoughts….reinforce/add with…a consultant is many things: * An advisor * A thought partner * A counselor…personal and professional * An analyst * A strategist * A change agent * ….all focused on helping others succeed…must get your satisfaction, and feel successful in your career, by helping others succeed, rather than running something * All this starts Day One when you join a firm * But mix is very much skewed to being an analyst in the early days The roles in a team…and the career progression is typically: * Associates: working with more junior client team members – often peers or a few years older, often with MBAs and other advanced degrees from schools as good as this one – to gather the data, do the analysis, develop first drafts of recommendations, write a lot of powerpoint slides * Managers (each firm uses a different term…Engagement Managers, Project Managers, Team Leaders): working with a more senior client executive appointed by top management to lead the project – often someone in their 40s or 50s with a track record of success in the company - still get to do all the stuff Associates do, but also to provide the overall guidance to the team and client to get the work done * Managers also work with the...
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