...Unit 5 – Certificate of Human Resource Practice 1.1 - Describe the internal and external factors that impact on the employment relationship There are many factors that can impact on the employment relationship, both internal and external. External Factors - The availability of alternative jobs is a external factor of the labour market and can impact the employment relationship due to staff being head hunted by other companies, they know that they can easily find a new job should they not be enjoying their current job role. - The general economic climate is another external factor however it relates to the product market. This can affect the employment relationship as there will be a drop in demand of products should the economic climate be low resulting in less work, meaning redundancies may be made when there is less money coming in and organisations can no longer afford to keep all of their staff. However should there be a rise in demand of products due to the economic climate being strong then this will result in more work. - A positive external factor is social impact. Where by the retirement age is increasing each year, organisations area able to retain a older workforce resulting in a higher retention of specialised knowledge and skills. Internal Factors - The size of the organisation will impact on the employment relationship as the larger the organisation the greater room there is for career progression, however the smaller the organisation there...
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...3mer Guidance Leaflet Chartered Institute of Personnel and Development 3MER Supporting Good Practice in Managing Employment Relations Assignment and Content Activity Investigate resources and write a guidance leaflet which covers key points of the areas detailed below. The impact of employment law at the start of the employment relationship including: * 2 Internal and 2 external factors which can impact on the employment relationship * 3 different types of employment status and 3 reasons why it is important to clarify/determine an individual’s employment status Employee rights during the employee relationship including: * The importance of work life balance and related legislation concerning holidays, rest periods, working hours and night working * Family/parent related legal support, including maternity leave, paternity leave, adoption leave and dependents leave * 2 reasons why employees should be treated fairly in relation to pay * The main points of equalities legislation including the concepts of direct and indirect discrimination, harassment and victimisation * The concept of the ‘psychological contract’ and examples of policies and procedures which can underpin this Issues to be addressed at the termination of the employment relationship including: * The difference between fair and unfair dismissal * The importance of exit interviews to both parties * The key stages to be followed in managing redundancies and the impact of redundancy...
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...CIPD ASSIGNMENT SUBMISSION DECLARATION To be completed by candidate: |Centre name: |ACACIA LEARNING | | |Candidate name: |Ali Yassen | | |CIPD Qualification undertaken: | |CIPD Membership No: | |Unit code(s): |3MER | |Unit title(s): |Supporting Good Practice in Managing Employee Relations | |Unit tutor: |Mr. Kevin | |Date due for assessment: |08-05-2016 |Date submitted: |05-05-2016 | |Word Count: |3490 | |State number of word used | | |Candidate declaration: ...
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...Unit: 3MER Supporting good practice in managing employee relations 1. Understand the impact of employment law at the start of the employment relationship. 1.1. Describe the internal and external factors that impact on the employment relationship Internal One internal factor that can impact on the employment relationship is employment laws and changes to employment law, for example maternity and paternity leave. New legislation enables couples to share maternity leave meaning men can take more time off work after the birth of a child. Another internal factor that can impact, is the strategy of a business. If a business needs to change its strategy for cost saving purposes it can result in reduction of staff. If a business needs to grow due to new strategy, this can result in an increase of staff, more training can become available to staff to enhance their skill sets and help the business grow. External In some cases, technological developments can destroy jobs, it can blur the separation between existing jobs and can lead to a lower skilled lower paid workforce. In these cases, the bargaining power of the employer becomes increased. In other examples, technological developments can create new jobs and make some industries more capital intensive. This increases the bargaining power of the employees. Political factors can impact on the employment relationship. Countries are now more interdependent than ever due to the reduction of trade barriers. Markets now...
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...Optional Unit - 3MER = 6 credits - 2000 words On final submission please enter your total word count (excluding bibliography): [pic] Learning Outcome 1: Understand the impact of employment law at the start of the employment relationship. |Assessment Criteria | |Describe the internal and external factors that impact on the employment relationship. | |Indicative Content | |Context: | |the context within which the employment relationship operates, the impact of internal and external factors. | |Think about your own organisation and consider the internal and external factors that may have an impact on the employment relationship | |Describe at least 2 external factors and explain why they have an impact | |Describe at least 2 internal factors and explain why they have an impact | | ...
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...Supporting Good Practice in Managing Employment Relations 3MER 1.1 2 internal factors which impact on the employment relationship Pay - It is well known that pay helps to motivate and even retain staff in most cases, but nowadays it is not just the financial rewards that employees are seeking, its possibility of career enhancement and training opportunities. If employees know that they are being appreciated and groomed for greater things then this could have a positive impact on employee and employer relations. Organisational culture – A company’s organisational culture can have a huge impact on employment relations. Some companies may be very strict about work timings; so if an employee were to leave work 10 minutes before they are supposed to, some managers may discipline them for it. Other companies are more relaxed in this approach as they may let employees start work a little late, or early with no threat of a disciplinary. So employee relations could be affected in a positive or negative manner depending on the type of culture that a company adopts. 2 external factors which impact on the employment relationship Technological changes – The advent of new and improved software’s and technologies may impact employment relationship. Employees may feel that their company is not keeping up to date with new technologies and software’s that are constantly being released in order to make peoples jobs easier. Therefore the employee may feel that...
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...Understanding organisations and the role of human resources Unit 3HRC Workbook Cullen Scholefield Maxwelton House 41 Boltro Road Telephone: 0800 0185 052 Fax: 01444 459 221 Haywards Heath West Sussex Website: www.csgconsult.com Cullen Scholefield Limited a company registered in England No: 3298304 RH16 1BJ United Kingdom eMail: develop@csgconsult.com Contents Introduction 4 New qualifications 4 Overview of 3HRC Understanding organisations and the role of HR 6 Section one - Organisation context, purpose, aims and objectives 7 Section two - Different types of organisation 13 Section three - Understand how HR activities support an organisation 20 3HRC © Cullen Scholefield Page 2 of 27 This page is intentionally blank 3HRC © Cullen Scholefield Page 3 of 27 Introduction New Qualifications The Chartered Institute of Personnel and Development (CIPD) has introduced new qualifications in 2010 to reflect the knowledge and skills specified in the CIPD HR Profession Map and revised membership criteria The changes offer greater flexibility to you and providers, introduce a whole new suite of Intermediate level qualifications, and will meet the requirements of the new Qualifications and Credit Framework (QCF). What is the QCF? The QCF is a new way of recognising achievement through the award of credit for units and qualifications. At present, it is hard to understand all the different types of qualification...
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...CIPD – 3MER – Supporting Good Practice in Managing Employment Relations. It is important when employing someone new to create a good working relationship from the beginning there are both internal and external factors that can impact and effect employment relationships. An internal factor could be a good benefits and incentives package if it is a desirable package it may create a hardworking staff force from the beginning of the employment, for example an enhanced maternity package could see you hold onto valued members of staff. The management style and employee progression are also internal factors if the company has a positive management style that enables them to build good relationships with the employees and they then recognise people who strive to better themselves and move up within the company will retain staff and create a happy and motivated team especially if they have been recruited after recent redundancies. There are many external factors that can impact on the employment relationship for example the national minimum wage vs the national living wage as an organisation you may decide that paying the national living wage might create a better staff force and attract more talent. Another external factor could be trade unions this could put a strain on the employer/employee relationship if they are not managed properly. STEEPLE is a strategic planning tool that takes into account external factors. Steeple is an acronym for Social, Technological, Environmental, Economical...
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...STUDENT NAME (print): Manal Al Aswad | PROGRAMME START DATE: March 2014 | PROGRAMME TITLE: CHRP | COURSE LOCATION: Abu Dhabi | PERSONAL TUTOR: Tim | ASSIGNMENT TITLE: (3MER) Supporting Good Practice in Managing Employee Relations | SUBMISSION: 1ST 4th Extension (delete) | DATE OF SUBMISSION: April 20, 2015 | 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 the definition of plagiarism. I realise that plagiarism is cheating and can confirm that the assignment I am submitting is my own work. | | The definition of plagiarism is given below. Read it carefully and note what it says. ‘Plagiarism is the act of presenting the ideas or discoveries of another as one’s own. To copy sentences, phrases or even striking expressions without acknowledgement in a manner which may deceive the reader as to the source is plagiarism; to paraphrase in a manner which may deceive the reader is likewise plagiarism. Where such copying or close paraphrase has occurred the mere mention of the source in a bibliography will not be deemed sufficient acknowledgement;...
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...Chartered Institute of Personnel and Development 3MER Supporting Good Practice in Managing Employment Relations Assignment and Content Activity Investigate resources and write a guidance leaflet which covers key points of the areas detailed below. The impact of employment law at the start of the employment relationship including: * 2 Internal and 2 external factors which can impact on the employment relationship * 3 different types of employment status and 3 reasons why it is important to clarify/determine an individual’s employment status Employee rights during the employee relationship including: * The importance of work life balance and related legislation concerning holidays, rest periods, working hours and night working * Family/parent related legal support, including maternity leave, paternity leave, adoption leave and dependents leave * 2 reasons why employees should be treated fairly in relation to pay * The main points of equalities legislation including the concepts of direct and indirect discrimination, harassment and victimisation * The concept of the ‘psychological contract’ and examples of policies and procedures which can underpin this Issues to be addressed at the termination of the employment relationship including: * The difference between fair and unfair dismissal * The importance of exit interviews to both parties * The key stages to be followed in managing redundancies and the impact of redundancy on the whole...
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...Sa m pl e on ly NEIL PEARSON E W LARSON C F GRAY A Complete Course for BSB41513 and BSB51413 Sa m pl e on ly IN PRACTICE Copyright © 2013 McGraw-Hill Education (Australia) Pty Ltd Additional owners of copyright are acknowledged on the acknowledgments page. Every e ort has been made to trace and acknowledge copyrighted material. infringement have occurred. e authors and publishers tender their apologies should any Reproduction and communication for other purposes Apart from any fair dealing for the purposes of study, research, criticism or review, as permitted under the Act, no part of this publication may be reproduced, distributed or transmitted in any form or by any means, or stored in a database or retrieval system, without the written permission of McGraw-Hill Education (Australia) Pty Ltd including, but not limited to, any network or other electronic storage. Enquiries should be made to the publisher via www.mcgraw-hill.com.au or marked for the attention of the permissions editor at the address below. National Library of Australia Cataloguing-in-Publication Data Author: Title: Published in Australia by McGraw-Hill Education (Australia) Pty Ltd Level 2, 82 Waterloo Road, North Ryde, NSW 2113 Publisher: Norma Angeloni-Tomaras Development editor: Alex Payne Senior production editor: Claire Linsdell Permissions editor: Haidi Bernhardt Copy editor: Julie Wicks Proofreader: Angela Damis Indexer: Mary Coe Design coordinator: Dominic Giustarini...
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