Briefing note for the Human Resources Director: The organisations approach to collecting, storing and The use of H.R data. Purpose: The purpose of this briefing note is to review options to the business regarding the collection, storage and use of collected H.R data. Background: It has been requested that the organisations current policy regarding the above should be reviewed and where necessary, improved/amended based on the findings. Current situation: At present the following data
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|Part A. (A.C. 1.1, 1.2, 1.3, 2.1, 2.2, 2.3) (750 words) | A new manager is starting in your organisation shortly. You have been asked to provide an outline to this new-starter, so that they can gain some understanding of your organisation in preparation for their start. The information you provide should include: ▪ A list of the main products and services of your organisation ▪ An identification of the
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Retention of HR records Revised July 2015 What are HR records? HR records include a wide range of data relating to individuals working in an organisation, for example, pay or absence levels, hours worked and trade union agreements. This information may be stored in a variety of media such as paper files and, increasingly, on computer databases. It is important for all organisations to maintain effective systems for storing HR data, both to ensure compliance with all relevant legislation (for
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These questions can come up in any interview, across all industries, and for all levels • Describe the last time you were under pressure. What did you do to keep the level of stress manageable? • Why are you interested in working in this industry and what do you know about it? • What skills have you acquired, either through your work experience or extra curricular activities that may be appropriate to this role? • In your previous position, when have you had to make a really difficult decision
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The role of a HR Assistant is a varied and interesting role as no day is ever the same, whilst dealing with clients. A HR function should ensure the services they provide are timely and effective, as they are a cost centre and need to be adding value to any business. Understanding Customers Customers of HR want a proactive HR function, which spots issues ahead of time and works closely with managers to address them. Within HR there are many types of clients who have different needs, below
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Activity 1 Introduction In this report I will discuss factors that affect an organization’s approach to both attracting talent and recruitment and selection. My report will also include some recruitment methods and its advantages. Benefits to the Organization of attracting and retaining a diverse workforce. Currently, an increasing number of organizations are attempting to enhance inclusiveness of underrepresented individuals through proactive efforts to manage their diversity. Recruiting is
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Explain the knowledge, skills and behaviours required to be effective in an HR role The CIPD Profession Map was developed by CIPD in order to pinpoint the professional areas and behaviours required of HR Professionals at every level in accordance with professional competency, in order to successfully carry out the activities within a HR Practitioners role (Leatherbarrow and Fletcher, 2014). Furthermore, the CIPD Profession Map is particularly efficient as a form of self assessment, setting the standards
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professional body which overlooks the HR profession function in UK is Chartered Institute of Personnel and Development (CIPD). On 1st July 2000, Institute of Personnel and Development replaced Chartered Institute of Personnel and Development. CIPD is the professional body for those involved in the people management profession and helps in the management and development of people. CIPD Mission Statement • to lead in the development and promotion of good practice in the field of the management and development
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of the fastest-changing areas of the law in the UK, employment law influences business decisions, policies and procedures and is seen as the greatest influence on HR policies ‘accounting for a great deal of our time- 20% on average’, according to a CIPD survey (2002.) In the past 30 years there has been a steady increase in the introduction of legislation’ (Daniels 2012, P.1). There is debate about the economic benefits of employment law, its impact on unemployment and perceived financial burden
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professional areas ( summary). Part 2 of the activity is to choose one of the professional areas and comment on the activities, knowledge and behaviours. ( band 1 or 2 ) CIPD reveals HR profession map to replace old standards By Louisa Peacock on 21 Apr 2009 in Careers in HR, CIPD, HR qualifications, Latest News, The HR profession The CIPD has unveiled an ‘HR Profession Map’ which will replace the institute’s professional standards structure ahead of the launch of new qualifications next year. The map
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