Cipd Essay

As described as Loose-Coupled, it must be aligned with the organisation 's 'CLEARR Values '. Every organisation strategy should be communicated to all staff (CIPD, 2010), of which 'X ' do, as they believe it gives everyone a shared goal and a motivation to work towards. Strategies should also be achieved through SWOT and PESTLE analysis (Murray-Webster, 2010), to identify issues (internal and external) facing…

management. It was during the 19th century that worker, also called “welfare officers,” (History) were into introduce to forefront to ensure that female worker, well-being in the workplace was protected. Based on the article, “History of HR and the CIPD,” by CIPD…

RECRUITMENT As a consequence of answering the questions described above, the recruitment process can be now properly approached. Barber defined recruitment as (1998: 5): “those practices and activities carried on by the organization with the primary purpose of identifying and attracting potential employees”. Structured recruitment approaches are considered to be part of the best practices in human resources and enhance organization’s performance (Torrington et al. 2014: 112). Through this…

Introduction People management originated in the UK in the nineteenth century amidst the factory conditions of the first Industrial Revolution- Enlightened capitalists such as Rowntree and Cadbury , who were often motivated by religious convictions, appointed ‘welfare officers’ to monitor and improve the conditions and lives of workers. However, with the rise of industrial trade unionism in the twentieth century another role evolved in people management – that of negotiation and communicating…

currently the HR Officer for Entertainment One UK. I have been in HR for over a year, currently focusing on my development as a HR professional and how I can add further value to my organisation. As a result of undertaking the self assessment against the CIPD HR Profession Map, reviewing my current organisational objectives as well as seeking feedback from my line manager I have been able to pin point key areas that require development. Insights, Strategy & Solutions In order to enhance my…

This causes conflict on occasions as line manager’s work towards judging cases on merit and HR work towards consistency in procedures. HR constrain the autonomy of managers to make decisions as HR feel the decisions they make are in the best interests of the business but this may not always be the case. The line manager may sometimes not want to impose procedures if it is to the detriment of the business. For example, a new staff member in the call centre during peak periods of business can…

management is about implementing the strategies. It is the alignment of the HR and organisational strategies (vertical fit) and the alignment of the HR strategies and policies with each other (Horizontal fit) (Latham et al., 2007). A survey report by CIPD (2009), indicates that the PM system that is implemented correctly can improve the business performance. However, the PM system must be tailored according to the internal and external factors of the organisation to achieve the desired…

Temporal Flexibility: According to Torrington et al (2009), temporal flexibility is the type of flexibility that involves the pattern of hours worked to be respondents to the needs of both employers and employees, thus where the number and hours worked varies (Rees and French, 2010). Organisations use this type of flexibility to cover maternity leaves, or long-term sick absence (Pilbeam and Corbridge, 2010) This could be seen in zero hour contracts, part-time work, shift work and flexi-time.…

income and can even double their profit compared with other organisations. Research by MacLeod & Clarke (2012) showed that M&S stores with high levels of engagement have better sales compared to stores with lower levels of engagement. In addition a CIPD (2010) research also suggests that employee engagement improves performance through individual innovation and well-being. Employees are more likely to contribute effectively to the business and engagement improves employer reputation. Employees…

Human Resources Management is “the management of work and people within an organisation” Boxall et al (2007:7). Human resources management is also expressed as an “inevitable process that accompanies the growth of an organisation” Boxall and Purcell (2010;29). which integrate its activities within its management in an organisation such as human capital management, knowledge management, organisation design and development, resourcing (workforce planning, recruitment and selection, and talent…