CIPD Diploma (Human Resource Practice Course ) - Assignment Example

Comments (0) Cite this document
Summary
It will focus on the reasons why the organization needs to collect data, types of data collected and methods of collection and the essential legislations…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER97.5% of users find it useful
CIPD Diploma (Human Resource Practice Course )
Read TextPreview

Extract of sample "CIPD Diploma (Human Resource Practice Course )"

Download file to see previous pages For example, if an organization collects data about worker satisfaction and stores the data without acting on it, it is meaningless. However, is the data collected is accurate and well analysed, it can be of great help to the organization.
There are numerous reasons as to why the organization needs to collect HR data. The major reason for collecting data is managerial decision making and action. The management needs to decide on various issues that affects workers and organization success and cannot do so without accurate information. It needs to know what competitors are doing in respect of employees in order to gain competitive advantage; whether workers are satisfied and what can be done to improve their morale in order to increase productivity and other aspects such as absenteeism, labor turnover, and performance levels. Another reason is for legal compliance. The law requires organizations to comply with labor laws such as laws against discrimination, termination and redundancy. To avoid legal litigations for claims of unfair dismissal or termination, the organization needs to collect and record all information regarding workers such as pay, performance levels and disciplinary actions taken to act as evidence in such cases. To avoid discrimination cases, it needs to record information about age of workers, sex, race, religion, disability, pay levels and also recruitment procedures. This data informs the organization whether it is complying with the law and can also be used as evidence in discrimination cases. The health and safety legislation also requires records of accidents, exposure to harzadous substances and training provided to be kept.
There are various types of data collected within the organization to support HR practices. Quantitative data such as employee turn over, absenteeism, vacancy forecasts and sales targets are crucial for HR in manpower planning, performance management and ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“CIPD Diploma (Human Resource Practice Course ) Assignment - 1”, n.d.)
Retrieved from https://studentshare.org/human-resources/1681001-cipd-diploma-human-resource-practice-course
(CIPD Diploma (Human Resource Practice Course ) Assignment - 1)
https://studentshare.org/human-resources/1681001-cipd-diploma-human-resource-practice-course.
“CIPD Diploma (Human Resource Practice Course ) Assignment - 1”, n.d. https://studentshare.org/human-resources/1681001-cipd-diploma-human-resource-practice-course.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF CIPD Diploma (Human Resource Practice Course )

Human resource in practice

...? Human Resource Management in Practice Inserts His/her Inserts Grade Inserts (03, February, Executive Summary This report deals with the problems of employee retention and job satisfaction issues among employees. It was found in surveys that employees have negative opinion about their immediate bosses and they feel unrewarded for their hard work. In light of these problems this report will propose solutions to these problems. The company should try to give benefits to employees in order to ensure that they stick to their jobs for a longer period. Also employee empowerment should be focus of attention so that employee satisfaction is increased. The case of Southwest Airlines and...
10 Pages(2500 words)Essay

CIPD

...Act. For the effective implementation and adoption Code of Practice and Equality Human Rights Commission (EHRC) is also available. Such facilitation by law results in the bridging of gap between the employees and employee on wage bargaining as things are determined by law and not by the personal consideration of employers (CIPD, 2014a). EXTERNAL FACTORS LAW Policy and law on the state level is one of the most important factors that drive the labor market and human resources management at the organizations. State laws are incrementally concerned for taking up measures that in turn contribute in the national exchequer. On the other hand, the state laws are...
12 Pages(3000 words)Essay

Human Resource Management in Practice

...Running Head: HUMAN RESOURCE MANAGEMENT IN PRACTICE Human Resource Management in Practice s Human Resource Management in Practice "What is the most important contribution that the human resource manager can make to organisational effectiveness?" Over a span of 20 years or so, the topic of human resource management (HRM) has become one of the most documented in the management literature (a). Moreover, the increased level of globalization and internationalization of business, the growth of new markets (such as in Eastern...
14 Pages(3500 words)Essay

Human Resource Management Practice

..., organizational culture impacts on the organization's HRM strategies which in turn affect the productivity and performance of that organization. It is imperative that an organization realizes the worth of its human resource, invests in it, improves it and develops it for the organization to benefit from the input of that human resource. Any market leader, if studied closely, has a sober HRM strategy and ranks its human resource above all its resources. Reference Armstrong Michael, 2006: A Handbook of Human Resource Management Practice, (10th Ed) London P....
6 Pages(1500 words)Essay

Human Resource Management in Practice

...Running Head: HUMAN RESOURCE MANAGEMENT Human Resource Management in Practice s Human Resource Management inPractice "What is the most important contribution that the human resource manager can make to organisational effectiveness?" Introduction Over a span of 20 years or so, the topic of human resource management (HRM) has become one of the most documented in the management literature (a). Moreover, the increased level of globalization and internationalization of business, the growth of new markets (such as in Eastern Europe, China, India, South East...
16 Pages(4000 words)Essay

Human Resource Practice

...management”. Academy of Management Review, 13 (1), 116-128 CIPD, 2010, ‘Performance- Related Pay’, Accessed on 8th August 2010, Retrieved from http://www.cipd.co.uk/subjects/perfmangmt/perfrelpay/prefrelpay.htm?IsSrchRes=1 Collis, J. & Hussey, R. (2003) Business Research: A practical guide for undergraduate and postgraduate students. 2nd edn. London: Macmillan Press Ltd. Dowling, B. and Richardson, R., 1997, ‘Evaluating Performance Related Pay for Managers in National Health Service’, June 1997, International Journal of Human Resource Management, Vol 8, Issue 3, p 348 – 366 Dulewicz, V., 1989, ‘Performance Appraisal and Counseling’, Assessment and Selection in...
16 Pages(4000 words)Essay

CIPD DIPLOMA 1

...CIPD DIPLOMA A Short Introduction to the Organization The organization concerned operates in the hospitality industry. It has five branches in the country, and implements a centralized organizational structure. The organization has 600 employees, and the branch that has the biggest number of employees has 160 and the one having the lowest number of employees has 90 employees. The organization is owned by shareholders and is headed by a board of directors. The vision of the organization is to be the most favoured hospitality organization in ownership and management of restaurants and in quality delivery of services. The mission of the organization is to attend and exceed the needs and expectations of...
6 Pages(1500 words)Essay

CIPD DIPLOMA 2

... CIPD diploma 2 Individual factors that influenced the learning process I am a social person in nature, which makes me develop relations with other people easily. I found it very easy to form good relationships with the students, through engaging them in different ways. I ensured that I started my classes by knowing a few things about the students for every session. More to this, I made it easy for them to interact closely with me, thus allowing them to ask questions, which improved the learned process. Having gone through a leadership course earlier also helped me to handle the class accordingly. I implemented an atmosphere that encouraged two-way communication, hence giving the students an opportunity to participate in class... to have...
3 Pages(750 words)Essay

CIPD Diploma (Human Resource Practice Course )

...their knowledge and competencies. The CIPD profession Map is crucial in acquiring such competencies. For example, a senior manager may want a manpower report for last year to present in a meeting in the afternoon, and at the same time an employee has come to complain about harassment by her boss while a line manager has come to complain about performance of a certain employee. How does the HR prioritize such needs? In this case, first HR should look at the urgency and importance of the need. While harassment and employee performance are as important as the manpower report, the HR should prepare the report first due to its urgency. Furthermore, the other two needs can follow laid down rules and procedures. HR should then...
1 Pages(250 words)Essay

CIPD Diploma (Human Resource Practice Course )

...such as business needs and efficiency may be legitimate aims for age discrimination. The Equality Act also states there is no upper age limits on unfair dismissal and redundancy. Good Practice that underpin Organizational policies and Contributes to Psychological Contract A psychological contract entails mutual obligations between employer and employees. The employer expects from employees commitment to goals, creativity and innovation, and team-playing. Employees on the other hand, expect fair and respectful treatment, good working relationships, and empowerment. Good practice requires employers to maintain open communication and fairness in designing policies. Employees should be free to air their...
1 Pages(250 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Assignment on topic CIPD Diploma (Human Resource Practice Course ) for FREE!

Contact Us