REPORT ON RESOURCING TALENT At the beginning of the month I was asked to produce a report identify and assessing four factors that affect an organisation’s approach to attracting talent, recruitment and selection. I was also asked to identify and explain three organisational benefits of attracting and retaining a diverse workforce. As well as describing three methods of recruitment and three methods of selection. 1. Factors that affect an organisations approach to attracting talent There are
Words: 1356 - Pages: 6
3SCO SUPPORTING CHANGE IN ORGANISATIONS Introduction to Department of Work and Pensions (DWP) The Department for Work and Pensions (DWP) is responsible for welfare, pensions and child maintenance policy. As the UK’s biggest public service department it administers the State Pension and a range of working age, disability and ill health benefits to over 22 million claimants and customers. DWP is currently going through its greatest period of transition on record as Universal Credit is rolled
Words: 2032 - Pages: 9
| | HUMAN RESOURCESSupporting Good PracticeIn Managing Employment Relations2015 | | Tracy King 3MER Table of Contents Internal Factors Which Impact On Employment Relationships | 4 | Pay and Reward | 4 | Organisational Culture | 4 | External Factors Which Impact On Employment Relationships | 4 | Economy | 4 | Technological Changes | 4 | Reasons to Determine an Individual’s Employment Status | 5 | Examples of Employment Status | 5 | Worker | 5 | Fixed term | 5 | Self
Words: 3092 - Pages: 13
With the use of The CIPD HR Profession Map sets out comprehensively how HR adds the greatest sustained value to the organisation it operates in, now and in the future. It describes the highest standards of professional competence for the organisation. 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, behaviour and knowledge. The Map is used to develop products and services that
Words: 543 - Pages: 3
ABSTRACT The HR Department of any company holds some of the most confidential and sensitive information in the organization. Data relating to employees is of a highly contentious and potentially litigious nature and has to be managed in accordance with compliance regulations. While sharing characteristics with other types of records, personnel records have some special characteristics; importance, sensitivity, longevity, quantity and ownership. We will base this report in the company called CASTELLON
Words: 1217 - Pages: 5
1. Two reasons why the organisation needs to collect HR data It is essential for organisations to keep up to date and accurate records to ensure efficient forward planning, to meet requirements of employment equity legislation. Employment protection rights demand that we keep records of employees; two important reasons to maintain our records are listed below: 1. Verify, monitor, measure and address gaps, trends, progress and perceptions proactively identify opportunities for improvement and
Words: 486 - Pages: 2
Activity 1 This report will explain what Data Management is and why HR departments need to collect data, what types of data needs to be collected, what this data is used for, as well as how they are stored. One of the HR function’s main priorities are to track existing employee data. HR should focus on both business results and human capital improvement. In order for a company to potentially drive workflow, report accurately on the staff and sometimes even demonstrate the value of a team’s
Words: 1486 - Pages: 6
2. I am writing this briefing note for you to gain some understanding of the organisation in preparation for your start. Schuh was established in 1981 in the North Bridge Arcade in Edinburgh. The Schuh concept was, and still is, based upon a simple philosophy: “To provide aspirational but accessible fashion footwear, sold in a unique and exciting retail environment at prices which represent value for money and sold by friendly, knowledgeable staff.” We still hold true to the original Schuh philosophy
Words: 1805 - Pages: 8
Identify and assess 4 factors that affect an organisations approach to attracting talent Skillset (external) One of the many factors that contribute to an organisations approach to attracting talent is the availability of skillsets. If there is a shortage of candidates with the skills required to do the job then it will be harder to recruit into the role. Employers will often have to offer enhanced pay and benefits, flexible working, additional training and a structured career path to stay ahead
Words: 878 - Pages: 4
Certificate in HR Practice Understanding Organisations and the Role of Human Resources (3HRC) Assessment Method – Observed Presentation and Report to the Board Learning Outcomes: 1. Understand the purpose of an organisation and its operating environment 2. Understand the structure, culture and functions of an organisation 3. Understand how HR/L&D activities support an organisation Both activities should be completedActivity 1A new manager is starting in the organisation shortly
Words: 311 - Pages: 2
