...Delivering Learning and Development Activities Identifying Training Needs The purpose of my training session was to give delegates a guidance of the skills and knowledge to understand Cardiopulmonary resuscitation (CPR) should it ever be required in an emergency situation. I felt that the simple knowledge of basic CPR is important for all to know for personal reasons. Training needs are identified in numerous ways. It maybe that an employee would be required to do a full first aid at work course within their working environment under Health & Safety legislation or just the companies preference to increase their provision. It maybe required under their occupation e.g. working with children that they are required to hold this qualification. The individual may simply have the desire or feel they lack the knowledge and skills should they ever be required. An individual may simply by deemed the best person to have first aid qualification because the come in to contact with many members of the public. As such one never knows when an emergency situation could arise and there might only you in the vicinity. Training Objectives My main aim for my course was to make this a realistic fun and interactive course but not to forget the seriousness of how important it is for everyone to know basic Cardiopulmonary Resuscitation. By making the course fun and interactive I hoped this would...
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...Introduction In any organization human resources is the core function. An organization cannot build a good team of working professionals without good Human Resources. There are many reasons why the role of HR in a company is important to its survival and success. The key functions of the Human Resources Management (HRM) team include recruiting people, training them, performance appraisals, motivating employees as well as workplace communication, workplace safety, and much more. 3.1 Activities that support the organization’s strategy: 1. Recruitment: This is one of the major responsibilities of the human resource team. The HR managers come up with plans and strategies for hiring the right kind of people. They design the criteria, which is best suited for a specific job description. Their other tasks related to recruitment include formulating the obligations of an employee and the scope of tasks assigned to him or her. Based on these two factors, the contract of an employee with the company is prepared. People from outside the company cannot hire the most professional people. The employees only know the suitable employees for any expansion in business. Moreover, all other sections in the company are considerably relying on the effectiveness of Recruiting section because it locates the right people with the right skills to deliver quality services to customers. 2. Performance Appraisals: HR encourages the people working in an organization, to work according to their...
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...Supporting Good practice in performance and reward management. | | | Questions | | 1. Explain at least 2 purposes of performance management and its relationship to business objectives.Performance management is a process, established by organizations to help them in accomplishing their objectives by maximizing the performance of an individual, team or whole organization and ensure that the objectives are achieved.Performance management process is a key component of the organizations overall approach to the management of its employees. As part of the performance the performance management system, the performance management process aims to achieve the following:To enable an individual employee to know exactly what is expected both in terms of outputs and the relevant, appropriate behavioral style, which underpin the delivery of the agreed objectives.To enable individual to identify and meet personal development needs which will facilitate the delivery of agreed objectives.To enable individual employees to feel motivated and valued for their contribution to the on-going success of the organization.To enable individuals to identify and achieve realistic career goals over time.To enable the organization to reward individuals fairly based on an objective assessment of their contributions. To enable the organization to audit the capability of its staff.To enable the organization to plan for its own staff succession.An honest and constructive working relationship between a manager...
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...Explain at least 2 purposes of performance management and its relationship to business objectives. Performance management is a repetitive process, established by organisations to help them in accomplishing their objectives (goals, as listed in the organisation’s vision) by maximizing the performance of an individual, team or whole organisation and ensure that the objectives are achieved. 1. The Performance Management Process is a key component of organisation’s overall approach to the management of its people. As part of the performance management system, Performance Management Process aims to achieve the following: • To enable an individual employee to know exactly what is expected both in terms of outputs (the delivery of agreed objectives) and the relevant, appropriate behavioural style (role-related competency models), which will underpin the delivery of the agreed objectives. • To enable individual and team effort to be focused on the delivery of the departmental business plan. • To enable an individual to identify and meet personal development needs which will facilitate the delivery of agreed objectives. • To enable individual employees to feel motivated and valued for their contribution to the on-going success of organisation. • To enable individuals to identify and achieve realistic career goals over time. • To enable the organisation to reward individuals fairly based on an objective assessment of their contribution. • To enable the organisation to audit...
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...BOTOX UK LIMITED is a pharmaceutical wholesaler which operates in the UK. It is a subsidiary of USA parent. It supplies a range of over the counter (OTC) medicines and beauty products direct to retailers, mainly small independents. It has operated a call centre, based in Manchester for the past 5 years to act as a sales arm for its growing portfolio of products. It has been successful based on good quality at low prices. It has 20 Customer Services Representatives (CSRs), 10 focus on beauty products and 10 on OTC medicines. Each team has a team manager. A CSR’s day would be made up as follows: On average, a CSR spends: • 68% of the day engaged with a customer. • 3% of the day writing emails. • 13% of the day in wrap-up (call related work) • 6% of the day not in a position to receive a call but not logged off. • 10% of the day logged off from the system. adapted from Human Resource Management in Call Centres: David Holman, Stephen Wood, Chris Stride The Institute of Work Psychology,University of Sheffield. http://www.ilr.cornell.edu/globalcallcenter/research/upload/UK-CC-report.pdf 31/12/13 and http://esrccoi.group.shef.ac.uk/pdf/hrm_in_callcentres.pdf 31/12/13 The CSR’s basic salary is £15,000 pa plus 11% commission on sales. Labour turnover in the organisation is low as are absences. It is considered a good place to work with a strong team ethic and a fun place to work. Quality control is fairly strong with calls monitored on a regular basis and...
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...PRMPRM 1.1 Describe at least two purposes of performance management and their relationships to business objectives. Performance management is about creating a culture that encourages the continuous improvement of business processes and of individuals’ skills, behaviour and contribution. It is a repetitive process that is continually reviewed and is both strategic and integrated. It is about broad issues and long-term goals and integrated by linking various aspects of the business, people management, individuals and teams to delivering successful results in organisations. It does this by improving performance and developing the capabilities of teams and individuals. The two main purposes of performance management are; Managers manage effectively. Promoting a two way system of communication between the supervisors and the employees for clarifying expectations about the roles and accountabilities, communicating the functional and organisational goals, and providing regular and transparent feedback to ensure the employee is aware of their current performance and whether they are on track to meet the objectives they have been set and giving continuous coaching and development. Individuals know what is expected of them. It gives the employees a greater understanding of what the business is trying to achieve and how the employee’s performance within their role will contribute to this achievement. It will maximise the performance of individuals within an organisation and...
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...3PRM F306A CIPD Assessment Activity Template Title of unit/s Supporting Good Practice in Performance and Reward Management Unit No/s 3PRM Level Foundation Credit value 6 Assessment method Written, Observation Learning outcomes: 1. Be able to explain the link between organisational success, performance management and motivation. 2. Be able to explain the relationship between performance management and reward. 3. Be able to contribute to effective performance and reward management in the workplace. 4. Be able to conduct and reflect upon a performance review. All activities should be completed Activity 1 In pairs or small groups, research and discuss answers to the following. Then provide written individual responses, in your own words, to each question. 1. Explain at least 2 purposes of performance management and its relationship to business objectives. 2. Identify 3 components of performance management systems. 3. Explain the relationship between motivation and performance management, referring to at least 2 motivational theories. 4. Identify 2 purposes of reward within a performance management system. 5. Describe at least 3 components of a total reward system, 1 of which should be non financial. 6. Explain the factors that should be considered when managing good and poor performance. 7. Describe at least 2 items of data, including 1 external to the organisation. 8. Explain the frequency, purpose and process of performance review. ...
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...3PRM F306A CIPD Assessment Activity Template |All activities should be completed |Assessment Criteria | | | | |Activity 1 | | |In pairs or small groups, research and discuss answers to the following. Then provide written individual responses, | | |in your own words, to each question. | | | |1.1 | |Explain at least 2 purposes of performance management and its relationship to business objectives. | | |Identify 3 components of performance management systems. |1.2 | |Explain the relationship between motivation and performance management, referring to at least 2 motivational theories.|1.3 | |Identify 2 purposes of reward within a performance management system. | | |Describe at least 3 components...
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...Key Components People performance management is part of strategic performance management Activity 1 Question 1 It’s a tool to ensure that effective management which results in teams and individuals * Knowing and understanding what is required and expected of them * Having the skills and abilities to deliver these expectations * Given feedback on performance Question 2 1. Performance appraisals is a process where an employees and managers come together on a yearly basis and discuss the employee’s performance, development and any additional support the employees need in their role. Performance appraisals help to access recent performance and is used as a basis for agreeing future objectives. 2. Informal keeping in touch meetings: These can take place as and when required. Keeping in touch meetings can help a manager to bring concerns about a individuals behaviours or performance as soon as there is a problem. These can be used to resolve issues at a early stage. Keeping in touch meetings are a great way for employees to discuss things they are worried about as it encourages employees to speak openly and honestly. 3. Personal Development planning: is about drawing up objectives and competencies, these are statements of specific outcomes that are to be achieved. Objectives should be developed involving the employee so that they are more relevant and more likely to be achieved. Objectives should state what is to be done, how it’s done, when...
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...Employee’s Name: | | Date: | | Supervisor: | | | | Performance Review AGENDA * greet the employee and make light conversation to make them feel comfortable * explain the outline of the meeting is a performance review. * ask the employee how they feel make sure they are comfortable and at ease as much as possible. PERFORMANCE ASSESSMENT 1. Evaluate and discuss employee’s job performance. Evaluation is based upon the position requirements, achievement of the goals established and managers’ assessment of the employee’s accomplishments. Firstly you have been with us for a while now and are one of our best sellers with really high commission which is great! So overall you have been doing very well. And well done on your sales awards. Thanks. I’m pleased with my progress and I do really enjoy my job and the commission of course. I’m really glad to hear that. I know we have had some changes in the department of late how are you finding this? Ok I guess, I have my own way of selling which really works for me so I prefer having more freedom to say what I want and have a bit of banter etc. Yes and the old way clearly worked well for you. As you know we have introduced a new script on a 2 month trial basis. And I have noticed that you seem to be deviating from this and slipping back into your old ways. Yes I have given it a try but I have not been using it all the time. I don’t really need it.. Well as you...
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...3PRM - SUPPORTING GOOD PRACTICE IN PERFORMANCE AND REWARD MANAGEMENT Activity 1 Explain at least 2 purposes of performance management and its relationship to business objectives. The performance management process is a key component of an organisation overall approach to the management of its people. As part of the performance management system, performance management aims to achieve the following: * To enable an individual to know exactly what is expected of them i.e. agreed objectives and appropriate behaviors. * To enable an individual to identify and meet personal development needs. * To enable the organisation to audit the capabilities of its staff. The purpose of performance management is to ensure accomplishment of business objectives and to increase the strength of employees so you have a good work force. In order to accomplish the business objectives they have to be communicated from the management to the employees and then they can be measured, appraised, action planned and monitored. Identify 3 components of performance management systems. Appraisal Personal development plan Objective setting and review Explain the relationship between motivation and performance management, referring to at least 2 motivational theories. Motivation is what makes people think, act or behave in a particular way. The link between motivation and performance management is that if employees are highly motivated they will perform better and are likely...
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...STUDENT: Clare Quinn |Unit Code |Learning outcomes and Assessment criteria |Assessor comments |Pass/ Refer/| | | |Provide rationale for judgements against each |Fail | |3PRM | |assessment criterion and identify areas for development| | |1 Identify and assess 4 | Explain the organisational benefits of a | | | |factors that affect an |diverse workforce | |PASS | |organisation’s approach | | | | |to both attracting talent| | | | |and recruitment and | | | | |selection. Identify and | | | | |explain 3 organisational | | | | |benefits of attracting | ...
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...|Unit title |Supporting Good Practice in Performance and Reward Management | |Level |3[1] | |Credit value |6 | |Unit code |3PRM | |Unit review date |Sept. 2011 | Purpose and aim of unit This unit provides an introduction to the purpose and processes of performance and reward management and the role of human resources (HR) in promoting and supporting good practice. Studying this unit will enable learners to develop their understanding of how motivational theories and associated tools can be used within the context of performance and reward management and how these can have a positive impact on an organisation’s business objectives. It also provides an overview of appropriate skills and good practice associated with performance management reviews and follow-up and the data management aspects. Additionally learners will understand the role of financial and non-financial benefits and important determinants of reward decisions. On completion, learners...
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...Tutor Marked Assessment- Submission document 3PRM Supporting Good Practice in Performance and Reward Management |Your Name |Karolina Mehmeti | |HLC Student Number | | |Cohort/Group |November 2014 | |Your Tutor |Lisa Stevens | |Date of Submission |01/11/2015 | |Number of words used in this TMA (discount references and tables, charts and graphs) | | Save this document as Full name, Unit, Cohort, Assessment For example AngelaSample_3PRM_Jan15_Assessment It will be returned as AngelaSample_3PRM_Jan15_Assessment_Feedback CIPD Assessment Activity |Title of unit/s |Supporting Good Practice in Performance and Reward Management | |Unit No/s |3PRM ...
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...CIPD ASSIGNMENT SUBMISSION DECLARATION To be completed by candidate: Centre name: | ACACIA LEARNING | | Candidate name: | Lucianne Powell | | CIPD Qualification undertaken: | CIPD Membership No: | 42847350 | Unit code(s): | 3PRM | Unit title(s): | Supporting Good Practice in Performance and Reward Management | Unit tutor: | Karen Philpson | Date due for assessment: | 2nd December 2014 | Date submitted: | 1st December 2014 | Word Count:State number of word used | | Candidate declaration: * I confirm that the work/evidence presented for assessment is my own unaided work. * I have read the assessment regulations and understand that if I am found to have ‘copied’ from published work without acknowledgement, or from other candidate’s work, this may be regarded as plagiarism which is an offence against the assessment regulations and leads to failure in the relevant unit and formal disciplinary action. * I confirm that 75% of this submission comprises my own written work, in my own words. * I declare that the word count limit includes all aspects of my written submission. I agree that title/contents page, references/bibliography are the only part of the submission that do not form part of the word-count’ I also agree that if my assessment is +/ - 10% of the word count the assessment will returned with the appropriate advice to reduce/ increase the word count, which may delay assessment feedback following the submission. * I agree to this work being subjected...
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