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CIPD - Essay Example

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CIPD Table of Contents CIPD 1 Table of Contents 2 Activity A: 3 Band 2: knowledge and activities in Employee engagement 5 Activity B: Timely and effective services by the HR practitioner 6 Understanding customer needs 6 Effective communication 8 Effectiveness in service delivery 9 Activity C: 9 Continuous professional development 9 Assessment against CIPD Associate Membership criteria 10 Evaluation of development options 10 Development Plan Template 11 12 Appendix 13 Reference 15 Activity A: The HR Professional Map has been shown below which depicts the various bands representing the core professional areas and behavior that needs to be understood in order to become an effective HR profession…
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Download file to see previous pages Leading HR The remaining eight professional areas in which the HR professional provides specialist support to the organizations are: Resource and aptitude Planning: This area represents delivering efficient manpower service to the organization through effective aptitude planning. Learning and development: This area of professional HRM services provides learning and development programs for enhancement of knowledge and skills of the employees. Performance and incentives: This area provides evaluation and implementation of performance based incentive program in the organization to motivate the employees. Employee commitment: This service delivers effective evaluation of the extent of commitment of each and every employee to the organization. Worker Relations: This service conducts effective both way communication systems in the organization aims to develop good employee relation in the organization. ...
It is a broad area that involves evaluation monitory and non monitory motivations required, conflict resolutions, effective organization culture and ethical hr code of conducts. The eight behavioral traits spread across the Band 1 to Band 4 that need to be exhibited by the HR professionals in order to contribute to organizational success are given as follows. Personal credibility: It is one of the most important traits of individual employees and for that reason it needs be appreciated by the organization through effective reward systems. Collaboration: This trait helps to improve group work and collaborative work output. Curious: Curiosity is one of the important traits of employees for enhancement of skills and knowledge. Courage to challenge: This trait helps an employee to take new tasks easily and comfortably. Skilled influencer: This trait is most essential for team lead, project coordinator or a manager to motivate his or her own team members and get the work done easily. Role Model: This trait is most important in any organization using it as inspirational tool for all employees. Band 2: knowledge and activities in Employee engagement The professional area of employee engagement in Band 2 has been considered to be the most essential in the role of an HR professional. The HR professional is also required to provide solutions in order to maintain a productive work environment and sustainable business. The workplace consists of a diversified group of workers with difference in education, background, culture and most importantly future ambitions. The engagement with the employees would provide the knowledge on the existing gaps in the system and the actionable that is required to maintain a healthy work environment. The HR professional should have ...Download file to see next pagesRead More
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...e organization is required to behave in good faith. Additionally, simple measures of developing contract and informing rights along with responsibilities etc save the ER from being affected by grievances and result in maintenance of the discipline (MBIE, 2013). 2- EQUAL PAY Equal pay should be given to both men and women for the same job. None of the employer is allowed make biasness in giving equal salary or wages to men and women. Another perspective to analyze the injustice in equal pay is the comparison of pay with the market wage rate. If the company is paying low wage rate then it will negatively affect the employment relationship. (CIPD, 2013d). The law mandates employers to develop their pay structures in accordance to the Equal...
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CIPD, People Management & Development organizations. Even if the other resources of the company are less, still only the smart employees can utilize it to ensure maximum productivity. If the employees are not competent enough then they will always complain about the resources which are not available rather than utilizing the existing ones. CIPD, People Management & Development 2 Contribution of HR strategy to the overall business I have seen some examples in our company itself, in which some smart workers utilizing the available resources to ensure optimum production. Though our company is engaged in construction activities, as you know we don’t have enough resources and modern equipments to explore the available construction market, positively. Our...
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... resource department. Human resource map shows the eight professional areas on which a person must concentrate to improve his career in an organization. These professional areas are categorized under the two major divisions. Out of the four areas under strategy insight and solutions, employee engagement and employee relations are the most important professional areas. (CIPD, 2010). Employee Engagement An organization generally has a set of goals and objectives that would help to achieve these goals. One of the main objectives of an organization will be to engage the employee in the organization. The organization must maintain a positive connection with the employee and must ensure that the employee maintains the same with his work...
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...o the equal pay should be given to both men and women for the same job. None of the employer is allowed make biasness in giving equal salary or wages to men and women. The measuring standards for equal pay should be the productivity or other majors that does not consider any kind of discrimination among them. Women and men should be equally treated at the workplace and their rights should be protected completely. Gender discrimination is the only factor that is considered in equal pay law. Another perspective to analyze the injustice in equal pay is the comparison of pay with the market wage rate. If the company is paying low wage rate then it will negatively affect the employment relationship. (CIPD, 2013d). EXTERNAL FACTORS...
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...organization. During my internship I learnt the functions of sourcing, recruitment, reward management and organizational development and their interaction with other functions of HR. This was the most interesting experience of following the development plan as I got the opportunity to interact with professionals and learn from experience. I sharpened several professional skills such as multitasking, interpersonal communication, time management and planning and organization skills. I would conclude that this aspect of the development plan was also achieved to a satisfactory level. Learning Points for Future To meet the professional standards of the Associate member of the CIPD, I will need to enhance my skills and competencies in the...
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CIPD- Training & Development

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6 Pages(1500 words)Assignment


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...fOoredoo decides to buy shares or own a previously working telecom company, it will undergo transformational changes that will affect the organisation by adding new dimensions regarding client base, service provision and amendments in policy of the organization in regards to the merger of a smaller company. Thus change can affect the strategy of any organization; it may demand operational modifications/alterations in the policy. Recruitment of new members will increase the energy level of the team; meanwhile, experienced campaigners will have to work hard to cope with the competition laid by the new employees(CIPD, 2013). Change Models There are several change models proposed by theorists at an organizational level; however, only...
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