...|BUSINESS |[pic] | ASSIGNMENT FRONT SHEET |Student Name: | |Certification : I certify that the whole of this work is the result of my individual effort and that all quotations from books, periodicals etc. | |have been acknowledged. | |Student Signature: |Date: | |Student Registration Number: | |Student email address : | |Programme :MBA |Year/Level : | |Academic Year : 20012/13 |Semester : 1 | |Module title : People Resourcing |Assignment...
Words: 2913 - Pages: 12
...CIPD Unit of Assessment – 09005 Unit title | Resourcing and talent planning | Level | 3 | Credit value | 6 | Unit code | 09005 | Unit review date | Sep-11 | Qualifications link | Certificate in Human Resource Practice | Aim | To develop the learners’ understanding of the principles and practice of resourcing and talent planning | Unit abstract Organisational success depends on having the right skill mix. This unit provides an introduction to resourcing and talent planning process. Studying this unit will enable learners to understand the factors which impact on an organisation’s resourcing and talent planning policy. They will learn about the relationship between recruitment and selection by identifying the key stages in each separate but related process. The benefits to the organisation of attracting and retaining a diverse workforce will be emphasised. They will be able to make a positive contribution to the recruitment and selection process by developing their knowledge and skills in defining and writing job descriptions, contributing to the job advertisement process, short listing, conducting face to face or telephone interviews and contributing to job offer and rejection letters. They will also learn about the key legislation pertaining to recruitment and selection. Finally, they will also learn more about good practice in employee induction and retention and the importance of collaborative working with other stakeholders. This unit is suitable...
Words: 1003 - Pages: 5
...CIPD Unit of Assessment – 09005 Unit title Resourcing and talent planning Level 3 Credit value 6 Unit code 09005 Unit review date Sep-11 Qualifications link Certificate in Human Resource Practice Aim To develop the learners’ understanding of the principles and practice of resourcing and talent planning Unit abstract Organisational success depends on having the right skill mix. This unit provides an introduction to resourcing and talent planning process. Studying this unit will enable learners to understand the factors which impact on an organisation’s resourcing and talent planning policy. They will learn about the relationship between recruitment and selection by identifying the key stages in each separate but related process. The benefits to the organisation of attracting and retaining a diverse workforce will be emphasised. They will be able to make a positive contribution to the recruitment and selection process by developing their knowledge and skills in defining and writing job descriptions, contributing to the job advertisement process, short listing, conducting face to face or telephone interviews and contributing to job offer and rejection letters. They will also learn about the key legislation pertaining to recruitment and selection. Finally, they will also learn more about good practice in employee induction and retention and the importance of collaborative working with other stakeholders. This unit is suitable for persons who: • are working in...
Words: 883 - Pages: 4
...Human Resource Management Managing Performance Module Introduction: This Human Resource Management Pathway Module seeks to explore the Performance Management aspect of the HR Managers role – detail, depth and complexity: 1. Holistically – as a strategy which relates to every activity of the organisation set in the context of its human resources policies, culture, style and communications systems, 2. As a process that contributes to the effective management of individuals and teams to achieve high levels of organisation performance, 3. As a system through which organisations set work goals, determine performance standards, assign and evaluate work, provide performance feedback, determine training and development needs and distribute rewards. The essential content covers: * Performance Development Planning - the purpose and processes of Performance Appraisal and Performance Management. * Performance Management - the drive towards competitive advantage and the place of HRM – behavioural, performance and other outcomes. * Performance and Development – goal setting, measurement, appraisal, feedback. * Trust, Manageability and Control - Motivation, Rewards and Incentives. * HR and Line Managers – Business Strategy, Commitment, Improvement Flexibility and Quality. * International, Environmental, Ethical and Sustainability issues. LECTURE SCHEDULE: 1. Introduction – Human Capital Management 2. Achieving...
Words: 2995 - Pages: 12
...knowledge, innovation is a learning process that creates new applied knowledge. Operations generate today’s value; but, innovation creates tomorrow’s opportunities. With many markets increasingly becoming more and more competitive, those who innovate best will win the future. During the past nine weeks, you were exposed to a variety of perspectives on innovation via case studies and a collection of readings. You analyzed company after company and situation after situation that boosted your analytical skills and exposed you to the ways companies and managers actually do things. And, you were at the scene of the action, learning the events and organizational circumstances surrounding a particular managerial situation in the innovation process. You have learned how to identify the sources of innovative success and failure inside corporations and how companies can sustain a capability to innovate. However, there is no recipe for managing innovation, because the challenges that innovation poses change over time and reflect an organization’s unique history and culture. The readings of assigned book chapters and journal articles stretch your imagination and ability to think about corporate innovation strategies with a wide-ranging set of tools and skills in a conceptually sophisticated, yet practical, way. They do not provide innovation templates to be copied; but, they do provide stimuli for original thinking and accelerate your learning. Transmuting the multiplicity of innovation...
Words: 1334 - Pages: 6
...swim approach to new hire management is rapidly turning obsolete as organizations find themselves time and time again having to pick through the ruins of a mismanaged good hire. The competition for top candidates is stiff and recruitment processes are getting advanced gradually. This is due to the high demand for temporary employment, thus increasing the volatility of labor force and raising the need for qualified labor. A few things are essential to successful talent acquisition pipeline development and sustainability: * Employers, recruiters, and hiring managers must know and understand their organization’s short-term and long-term hiring needs and the positions * in order to source and develop effective candidate pools. * They must be using internal and external resources to develop the most diversified and qualified pipelines. * Their talent acquisition program must be able to measure pipeline strengths and weaknesses. They must maintain engagement and interaction with candidates. Internal Talent Advocates An emerging talent acquisition trend going into 2014 is focusing on internal candidates, especially top performers, to improve performance and retention. Major companies like Time Warner Cable are making internal talent a focus of their talent acquisition function. Time Warner has an internal talent advocates program to engage internal candidates and let them know they are valued. Time Warner’s Senior Director of Talent Acquisition and Movement...
Words: 1425 - Pages: 6
...Nungua, Accra 024-4082407, 020-8396939 Objective To bring my experience and talent to bear, to ensure the realization of the organizational objectives and also to enrich my personal Career Good communication and organizational skills and a team player. Likes challenging jobs, able to work with little or no supervision. Education Year July 2010 April 2009 2007 Institution Methodist University College Merjja Technology NIIT Qualification BSc. Information Technology. Project Management Professional Professional Diploma in Network Centered Computing 2005 NIIT Diploma E-Technology KNOWN APPLICATIONS Windows server 2003 Database using SQL server AutoCAD / REVIT ITIL CCNA WORK EXPERIENCE August 2005 – to Date Duties and Responsibilities Int’l Digitizing Center Accra Ltd.(IDCA LTD) Supports the LANs and application systems Assists in the installation, configuration and deployment of computers, printers and other peripherals Assist in the drafting of Civil Engineering Designs August 2004 – March 2005 Duties and Responsibilities Maintains of networks and system Ghana Shippers’ Council Supports the LANs and application systems Assists in the installation, configuration and deployment of computers, printers and other peripherals PRACTICAL ATTACHMENT March 2004 – June 2004 Duties and Responsibilities Maintains of networks and system Supports the LANs and application systems Assists in the installation, configuration and deployment of computers...
Words: 270 - Pages: 2
...Chapter 1: Strategic Role of HRM Strategic Role of Human Resources Management Human Resources Management (HRM): management of people in organizations to drive successful organizational performance and achievement of organization's strategic goals - Attract, retain, engage diverse talent - Hire best, develop talent, create productive work environment ** HR Strategy align with Company Strategy Better HR practices = Better Organizational performance Which practices? ○ Profit Sharing Result? Positive Relationship with turnover, productivity, corporate performance ○ Results Oriented Performance Appraisal ○ Employment Security Human Resource Management Responsibilities 1) Traditional: Operational (Administrative) Category - Hire/maintain employees - Offer advice - Plan future workforce requirements - Appraising performance - Disciplining/counselling - Health and safety - Complaints Handling Outsourcing: using outside vendors to handle specified functions on permanent basis Employee counselling, recruitment, payroll, training, benefits administration 2) Strategic Category - Strategic partner ○ Help achieve strategic objectives Strategy: company's plan on how it will balance internal strengths and weaknesses with external opportunities and threats to maintain competitive advantage • HR Challenge: building leadership pipeline (manage talent shortage) Role in Formulating Strategy - HR professionals + line managers do environmental scanning: identify and analyze...
Words: 21571 - Pages: 87
...individual employee characteristics on organizational performance. During week two, the objectives were determining strategies to motivate employees and creating effective organizational communication. The objectives were fulfilled through the readings, discussion questions, and weekly assignments. Comfortable Topics Organizational Behavior is “the field of study, that investigates the impact that individuals, groups, and structures have on behavior within organizations for the purpose of applying knowledge towards improving effectiveness” (Robins & Judge, 2011). The team found the different principles and topics systematically studied within this class have been easy to understand. Each team member commented on the discussed how the independent variables include attitudes, emotions, moods, personalities, values, and perceptions. The application of the different assessments and tests are important in determining the attitude of employees towards their job, employer, management, and co-workers. The results of the tests have multiple applications such as finding the right position, motivational strategies, and increasing productivity. Businesses are challenged with providing their employees with the right mix of benefits to retain talent, provide job satisfaction, and maintaining profits. These are...
Words: 547 - Pages: 3
...refers to the technical resources neede to develop, purchase, install, or operate the system. * Economic feasibility: Economic feasibility means that the projected benefits of the proposed system outweigh the estimated costs usually considered the total cost of ownership as well as the acquisition costs. * Schedule feasibility: Schedule feasibility means that a project can be implemented in an acceptable time frame. When accessing the schedule feasibility the analyst must consider the interaction between the stakeholders, time and costs. Economic feasibility is the measure of the costeffectiveness of an information system solution. Also it includes the cost estimate for the project development team will be built into a project management plan. Thus the economic feasibility focuses on total cost of ownership. Schedule feasibility is primarily influenced by users. 2. Describe the six steps in a typical preliminary investigation. Why should an analyst be careful when using the word problem? Answer: The six steps in a typical preliminary investigation are as follows * Understand the problem or opportunity: in many cases, the systems request does not reveal the underlying problem, but only the symptom. The popular technique for investigating the causes and effects is the fishbone diagram. * Define the project scope and constraints: Determining the project scope means defining the specific boundaries, or extent, of the project....
Words: 1291 - Pages: 6
...10 executives nationwide responsible for diversity. Today, almost every Fortune 100 company has one. However, surveys consistently report that diversity management is not well understood....
Words: 1034 - Pages: 5
...Situational Analysis and Action Plan-Fall into the Gap Dawn N. Noguerra MBA 6241 Human Resource Management in the 21st Century Knowledge Organization PO Box 1214 Inglewood, CA 90308 Telephone: (323) 204-2783 Email: justsyd2001@yahoo.com Instructor: Dr. Jane Abstract Social Recruiting is fairly new tactical way for employers and recruiters to screen potential candidates via social media sites. This trend has been taking place since 2008 and although still in its infant stage, it is slowly but surely gaining momentum in the talent acquisition world. With the world headed into an era where everything is automated or computer driven, Social Recruiting will no longer be a thing of the future but a thing of the present. My Topic Selection that I have chosen is: Social Recruiting: Talent Acquisition & Social Media. According to David Smooke, a San Francisco Bay Area – Director, Content & Social Media @ SmartRecruiters, “Social recruiting is a contested term. It is a concept at the intersection of recruitment and the embryonic field of social media. There are several terms used interchangeably including social hiring, social recruitment and social media recruitment.” Allison Doyle, Job Search and Employment Expert at About.com, said, “Social Recruiting is when companies and recruiters use Facebook, LinkedIn, Twitter and other social media sites to source and recruit candidates for employment.” According to Matt Alder, Strategy Consultant for HR and Founder...
Words: 3602 - Pages: 15
...the organization as a whole. Rather than just working for the sole reason of a weekly paycheck, a transformational leader inspires people to work towered a higher purpose or vision (Bass and Steidlmeier, 1999 as cited in O’Connor & Mortimer, 2013). A transformational leader will try to get his workers to care about the goal in the same way they do. This type of leadership encourages employee satisfaction and makes their work feel more fulfilling (O’Connor & Mortimer, 2013). Accurate Assessment Results When working with others, I often notice others having a tendency to personally take care of them and try to inspire them to work harder in their positions. I was not very surprised when reading the results of my assessment. Often in the workplace I quickly move up to some sort of management position, whether it is an early on fast food job, or a digital marketing company. I believe that one of the...
Words: 1086 - Pages: 5
...MS Office Class Proposal Table of Contents Summary 3 Description 3 Course Objectives 3 Course Curriculum 3 Course Standards 3 Course Outline 4 Equipment Needed 5 Financial 5 Assumptions 5 Documentation 6 Summary This proposal is written to communicate the objectives, curriculum, standards and potential revenue in regards to an MS Office class. Description This class will be held 2 days a week for a semester in length. The location and times will be determined as the class is developed. The class will be designed for 12 (twelve) students, but will adaptable due to space. It will be taught in various formats, but not limited to lecture, textbook, and hands-on training. Student will also earn up to 2 (two) High School technology credits. The course will be offered in three sections. The sections must build upon each other. Course Objectives The objective of this course is to provide the background for the students to become knowledgeable in the components of Microsoft Office. It will also provide them with the knowledge and expertise to fulfill many roles in today’s society, be preparing them in the field of office systems. Course Curriculum Textbook - Microsoft Office 2007: Introductory Concepts and Techniques, Windows Vista Edition, 1st Edition ISBN-10: 1423927133 Course Standards This course will be taught to Sunshine State Standards (See Documentation). Course Outline Essential Introduction to Computers Microsoft Windows Vista 1. Introduction...
Words: 3876 - Pages: 16
...Basic Roles of HRM Human resource management is the policies, practices, and systems that influence an employees' behavior, attitudes, and performance. Often thought of as the key to the success of a company by bridging the connection for the organization's objectives and business strategies. Human Resource strives to maintain a healthy work environment between company policies and personnel while focusing on securing, maintaining, and utilizing an effective work force. Human resource management is also defined as the relationship between the employer and the employee. Some of the basic functions all managers perform are planning, organizing, staffing, leading, and controlling. This is called the management process. In today’s work force staffing, personnel management, or human resource management, is the function for the organization to focus on. Human Resources focus on the recruiting, selecting, training, compensating, appraising, and developing. Globalization is a big impact on the ever changing role of Human Resources. Companies in the United States are competing against international markets and fending off foreign competitors' attempts to gain purchase on their home soil. For today’s workforce employee skills, flexibility, efficiency and excellence, have become an important part of an environment that is constantly adapting to new changes. Technology is another impact that is playing a big role in helping organizations get ahead of competitors by becoming...
Words: 852 - Pages: 4
