HUMAN RESOURCE
Assess how people practices in your organisation (or one with which you are familiar) impact both on organisational culture and behaviour, drawing on examples to support your arguments Human resources policies in my organisation are responsible for shaping both organisational culture and behavior. Case in point, inter-personality practices result in open communication and collaboration practices. […]
How organisations are whole systems Organisations are seen as systems in totality, as they are comprised of interdependent pillars that work together in order to attain the collective objectives. Similarly to a living organism, an organisation is composed of different entities such as various employees that si contingent with each other and affect each other. These components […]
Three examples of different types of Evidence-Based practice in Hr The evidence-based approach to HR is a process that uses both research and data and also employs recognized best practices in order to ensure that in making the decisions and in designing the improvement interventions the concept of evidenced based practice is upheld. However, […]
Examples of quantitative data measurements used by people professionals include Employee turnover rates: The measurement represented is the percentage of staff who leave the company during a given moment of time. It makes possible for a professionals in human resources to determine attrition rate and uncover the problem in the sphere of employees’ satisfaction, engagement […]
Summarise the ways in which you can be customer-focused, and standards-driven in your own context. I can be customer-focused and standards driven if some initiatives are introduced. Firstly, having customers in mind, I can define the expectations and needs, which I also believe can be achieved through listening to their feedback and conducting research of […]
Explain how people professionals create value for people, organisations and wider stakeholders People professionals are the ones that create profit of the organisation, because they link human capital activities with principles and ethics and thus push stakeholders’ interests. These common values enhance employee engagement by providing a sense of purpose, stimulating work and fostering the […]
7CO03 Task Two Assignment template – the learning journal Ensure you attach a cover sheet to this document. Please see your assessment brief for an example of how this should be filled out. Date(s) What did I do Why? What did I learn from this? How have / will I use this? Further action points. […]
CIPD 7co03 Task 3 template – the final portfolio Ensure you attach a cover sheet to this document. Please delete text in grey. Assessment criterion (Insert assessment criterion) Competence achieved, with linkages to evidence and literature In this section, please rate yourself on a scale from 0-10 where 0 is no knowledge/skill and […]
Information Regarding The Chartered Institute of Personnel and Development (CIPD) Introduction As human resources departments (HRDs) play a crucial role in a company’s success, there is always a need for skilled HR specialists. HR professionals reap substantial benefits from their efforts. The CIPD HR qualification may lead to rewarding careers in areas like: HR Assistant […]