The Chartered Institute of Personnel and Development (CIPD) is a professional institution working for the development of the human resource. It is originally from Europe but it is well known all across the world. …
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They basically work to enhance the talent of those working and responsible for the human resource in the organizations. A good HR manager basically has all the qualities that need to ace him in the complex professional organizations of today. He is a good role model and works with integrity and consistently all through his professional life. He also has the ability to make quick and right decisions under pressure and makes stress work in his favor. A good HR manager additionally has the potential to influence people and make them clearly see his point of view and gain consensus and support from a diverse workforce. His additional understanding of the business processes, activities and plans helps him ace his business towards success. He has the potential to engage, involve and commit the employee to the organization. The strategy that I opted to grow in my HR career was networking. My networking was not entirely internally focused; it was also concentrated on connecting with the people outside the organization. It allowed me to grow and get fresh ideas. Another behavior that I adopted was initially work as a generalist role and got exposure to all areas of HR. A behavior or skill that I think specifically worked to help me grow in my career was my ability to judge and evaluate the situation at once. I as a human resource professional see myself along the definition of band two. I have gained enough experience to be able to advice and manage human resource issues occurring all across the organization. I have it in me to stand objectively and view things like an outsider would and come up with solutions that work for everyone. I have evolved and gained knowledge, skills and competencies that make me successful at what I do. At band 2 I am more flexible and empowered to action and influence others to work effectively and efficiently. My aspiration to be the centre of the HR department and work as a HR mentor specified at band four makes motivates me to be more responsible, accountable and innovative. Performance and reward, though being a part of band 1, I understand it is a key driver of HR & Business strategy and developing an organization culture. Performance and reward refers to linking performance with reward – tying rewards with performance. Team/Group incentives, Sales commission, Recognition award are the examples of the aforesaid definition. Performance encompasses quantity, quality & timeliness of output, presence at work, cooperativeness, etc. etc. Rewards refer to all kind of financial and non-financial return by the employer. There are two types of rewards: Intrinsic rewards come from inside the person. Motivation, recognition, appreciation or acknowledging one’s efforts are the examples of intrinsic rewards. Extrinsic rewards refer to tangible rewards, such as annual pay raise, bonuses or days-off, etc. Employee Engagement: Organizations now realize that a “satisfied” employee does not guarantee maximum productivity. Another category of employee (above satisfied) is an “engaged” employee – the most productive & loyal employee. An engaged employee is always willing to move a way forward in order to delight the customers. He/She is intellectually and emotionally bound with the organization, tries to yield 100% and is always passionate about his/her goals whilst committed to live by its values. Organization design: In this context, I give below the dimensions of five configurations: - Simple structure: It is usually found in small organizations where the manager and owner is one and the same person. It has a low degree of departmentalization and formalization while span of control & authority is delegated to a single person. - Machine bureaucracy: It refers to highly routine operating tasks having very
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The research operates mainly based on research questions which can be stated as follows: How CPD can improve the standard and quality of nursing practice? How CPD can contribute towards competency in nursing knowledge and skills? How nurses can maintain their competency in nursing knowledge and skills through CPD?
The Chartered Institute of Personnel and Development (CIPD) is a professional institution working for the development of the human resource. It is originally from Europe but it is well known all across the world. The 135,000 members basically work to enhance the talent of those working and responsible for the human resource in the organizations.
Lifelong learning entails that everyone working in the National Health Service Trust or NHS continue to update and extend knowledge and skills, which is a vital component in maintaining competent professional practice (Smith & Roberts, 2011, p. 214). This part of the paper deems to explore Continuous Professional Development or CPD by evaluating an example of a Randomized Controlled Trial through analysis of the quality of its methodological activity and by reflecting on the results obtained from the study and its impact to CPD.
Personal Development Plan 10 Developing Professional Practice in Human Resources (HR) Introduction The process of developing HR professionals requires numerous factors, particularly HR competencies. Some of the most important HR competencies that HR professional should acquire are identified in the continuous professional development (CPD) model.
The paper explains the relevance of the marketing concept to McDonald’s. The marketing concept is relevant to McDonald’s through competition analysis and marketing mix, which it pursues because of the diverse local needs and values of its markets and the need to address criticisms of the negative effects of McDonaldisation on the services sector and the health of its customers.
The heavy pressure due to workload has been further aggravated by shortages of competent people and there always is long queue for them to deal with. Moreover, the patient's waiting time has also increased. The efforts of radiographers are used up in providing services to the patients.
At present, developing HR professionals is very crucial in numerous aspects of human resource management (HRM): recruitment, strategic planning, and performance management, amongst many others. HR competencies