...Induction Plan for StarLine Coffee Bar Table of Contents Introduction 3 Induction Checklist 3 Items to be included in Induction Pack 4 How the Induction will be Carried Out 5 Activities Following the Initial Induction 6 How the Induction Complies with Employment Legislation 8 Conclusion 9 References 10 Introduction This report provides an overview of all induction activities necessary to promote effective induction for seven employees at the new StarLine Coffee Bar. It includes an induction checklist, information to include in the induction pack, how the programme will be carried out and the steps that should be taken after the programme, as well as showing how the activities help StarLine to comply with the law. As argued by El-Shamy (2012) induction can refer to anything from a welcome speech of a few minutes, to a several day training programme of activities. In fact, this report takes the perspective that induction continues for at least the probationary period of three months, and beyond, to make sure that the employee is on board. As Rankin (2009) points out, induction is not a one off activity but an ongoing sequence of activities for retention success. Induction Checklist An employee induction needs to make sure that the employee is well oriented to carry out the job, and that they understand what is required of them (Bryson, 2011). The induction checklist should correspondingly include the following, to make sure that all of these are covered, according...
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...| | | | | | | | |EARLY DAYS IN CUSTODY – RECEPTION IN, FIRST NIGHT IN CUSTODY, AND INDUCTION TO CUSTODY | |This instruction applies to : |Reference : | | | | |Prisons |PSI 74/2011 | |Issue Date |Effective Date |Expiry Date | |21 December 2011 |1 January 2012 |20 December 2015 | |Issued on the authority of |NOMS Agency Board ...
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...Developing Yourself as an Effective Human Resources or Learning and Development Practitioner Activity 1 * briefly summarise the CIPD Profession Map (i.e. the 2 core professional areas, the specialist professional areas, the bands and the behaviours) The CIPD HR Profession Map has been developed with the help of HR professionals around the world. Many organisations use the CIPD profession map to measure their HR capability, address areas for development, and to develop their employees within HR. The HR profession map is made up of ten professional areas, eight behaviours and four bands of professional competence (Bands and transitions.) The Professional areas describe the activities you need to undertake and what you need to know for each of the 10 professional areas at each band level (Levels 1 – 4.) There are two core professional areas; Leading HR, and Insights, Strategy and Solutions. The core areas are applicable to all HR professionals, even those just beginning of their HR careers. There are 8 further Specialist professional areas: Employee Relations, Service delivery and information, Organisation Design, Organisation Development, Resourcing and Talent Planning, Learning & Development, Performance and reward, Employee Engagement and Employee relations. The behaviours describe the 8 key behaviours each HR professional needs to be successful within their role. Each behaviour is described across each of the band levels. The eight behaviours are; Role...
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...Assignment Title | Unit 4: Communication in Business | Assessor | Peter Green | Date Issued | 13th January 2015 | Hand in Date | 20th March 2015 | Duration (approx.) | 11 weeks | Qualification suite covered | Level 3: BTEC Diploma in Business | Units covered | Unit 4 | Learning aims and objectives | The aim of this unit is to inform you that the collection and management of business information, and the successful communication of that information throughout a business, is critical for the future prosperity of the organisation.Learning outcomes:1. Understand different types of business information2. Be able to present business information effectively3. Understand the issues and constraints in relation to the use of business information in organisations4. Know how to communicate business information using appropriate methods | Durations (approx) | 60 hours | BackgroundCase studiesScenario | Proper collection of data creates an environment where informed decisions can be taken for the benefit of the business. In order to manage information effectively, there must be good communication systems within the organisation, and staff must possess good verbal and written skills in order to communicate and share information. Throughout this unit, you will be researching how one organisation obtains and provides information verbally, via written context, and with the use of multi-media.You have been given the choice of the following organisations to research in order...
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...SUNDERLAND UNIVERSITY In conjunction with South Tyneside College Foundation Degree in Health and Safety Management Health and Safety Legislation and Responsibilities –FDA227 Assignment Legislation and Responsibilities This assignment is submitted in part fulfilment of the requirements for the SUNDERLAND UNIVERSITY Foundation Degree in Health and Safety Management 2010-2011 Introduction The following report aims to explain manual handling issues whilst at the author’s place of work. The author is using fictions to support the assignment rather than real life incidents, as the author’s workplace did not give out such materials in time for the said author to complete the assignment. The main aims are to discuss the employer/employee responsibilities regarding manual handling and the civil and criminal liabilities involved. Give the reader an understanding of what the relevant legislation breach is surrounding manual handling and its interpretation and application, to try to provide a critical analysis of the effectiveness of the legislative provision in manual handling operations. The objectives are that the reader gains full understanding of the aims set out by the author. A general overview of a toy-manufacturing warehouse from the picking/packing point of view regarding manual handling: One of the roles inside a toy warehouse involves picking up toys from a shelf, and placing them onto a trolley for ordering customers, then transporting them to the packing...
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...constructive feedback to students and assist them in identifying future learning needs and actions. Manage failing students so that they may enhance their performance and capabilities for safe and effective practice or be able to understand their failure and the implications of this for their future * be accountable for confirming that students have met or not met the NMC competencies in practice and as a sign off mentor confirm that students have met or not met the NMC standards of proficiency and are capable of safe and effective practice | Suggested Examples of Evidence * Reflective accounts * Anonymous example of student learning contract * Anonymous records of dealing with challenging circumstances and non-achieving students * Anonymous records of feedback given to students * Examples of how to use the student assessment criteria and map to learning outcomes and students individual learning objectives * Examples of evidence used to determine student achievement of competencies and proficiency * Evidence of collaborative working with partners in education * Attendance at mentor forums | Section 3 – Triennial Review – NMC Mentor Outcome NMC Mentor Standard : Establishing effective working relationshipsDemonstrate effective relationship building skills sufficient to support...
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...politics and economics situations. The branch of philosophy that is concerned with the nature of reality and existence is known as metaphysics. Metaphysics is concerned with the question of nature of the person or the self. It addresses such questions as whether human nature is basically good, evil, spiritual, mental, or physical. (Webb, Metha, Jordan. Pg. 50) Metaphysics is an essential component element of teaching. Children are taught by their parents the ethics of what is acceptable in society. This encourages the child to determine how to function in the social structure. The classroom instructor also enforces this type of teaching. Without this nature of teaching, that person is not able to properly function in a social setting. An example of is a young child has been locked up in an isolated room for most of its childhood. This child would fail in a school setting, or in any public place. Humans,...
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...Contents 1.1 Introduction 1.2 HR Profession Map Summary 1.3 Key area One; Strategy Insights and Solutions 1.4 Key area Two; Leading and managing HR 1.5 Summary of the Eight behaviours 1.6 Resourcing and Talent planning 1) 2) 2.1 Understanding customer’s needs 2.2 Communicating effectively 2.3 Building and maintain effective service 3. References 1.1Introduction I work as a HR administrator at Sphere Group, which operates in the recruitment sector. This report will outline the HR profession map, its two core areas and eight behaviours, before discussing the Professional area of Resourcing and talent planning. Part Two will discuss how an HR practitioner should ensure that the services they provide are timely and effective, commenting on understating the customers’ needs, effective communication methods and how to build and maintain effective service. Part One 1.2 My HR Profession Map summary The HR profession Map (HRPM) is key to helping HR practitioners understand what they are good at, what they can improve on and what they need to do to develop. The map is made up of ten professional areas that HR practitioners are involved in and need to know about, eight behaviours to demonstrate in these professional areas and four bands of professional competence. The ten professional areas are: Strategy, insights and solutions, leading and managing HR, organisation development...
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...Unique characteristics include dual, independently controlled A/C drive motors, elimination of traditional mechanical power transmission devices, and traction control software with the ability to make changes several thousand times per second. These original ideas make for an environmentally responsible vehicle with few moving parts. ACKNOWLEDGEMENTS Brocton Barras – Wrote a brief recap of the history of electric vehicles. Joshua Day – Responsible for originality/acknowledgments page, as well as abstract and conclusions. Matthew Griffin – Provided research for innovative control methods section of paper. Andrew Phegley – Wrote a brief description of A/C vs. D/C motors. Nathan Smith – Provided research for the construction of battery packs. Alex Turek – Responsible for introduction, section on the CAN bus, and editorial duties. ABSTRACT The objective of this project is to design and build an electric vehicle that exhibits unique qualities not found in any production vehicle in its class. The vehicle will operate in a similar capacity to the average automobile so as to maintain familiarity to consumers. The vehicle will be powered by independently controlled A/C motors that forgo typical mechanical power transmission devices. Highly intelligent programming techniques will be employed to vary the torque and speed several thousand times per second. Through the research conducted, our team has asserted the possibility of building the vehicle described in this text. 2...
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...MANAGE OPERATIONAL PLAN BSBMGT515A Table of contents 1. Introduction (1) 2. Operational planning within The Iconic (2) 3. Components of operational plan (3) 4. Budgets (4) 5. Forecasts (5) 6. Environmental Scanning (6) 7. Key performance indicators (7) 8. Acquire Resources (8) 9. Monitor Operational Performance (9) 10. Monitor and review operational performance (10) 11. TOWs analysis on The Iconic (11) 12. Summary (12) 13. Reference list (13) Introduction (1) Planning means factoring in all aspects of what needs to happen in the future in order to ensure that it all gets done in the time available. In a business environment we use operational plans to ensure that targets are met within given timeframes and to satisfactory quality standard. There are three types of plan used at different levels within an organisation: * Strategic plan * Business plan * Operational plan The strategic plan is developed for long-term planning and covers a period of about five years. The strategic plan specifies the missions and goals of the organisation including decisions on how resources, both capital and human, will be allocated to meet organisational goals. A business plan sits between the highest-level plan (the strategic plan) and the operational plan. A business plan is a formal statement of a set of business goals and objectives that are to be achieved to meet the strategic objectives of the organisation. The...
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...CIPD Level 3 Certificate in Human Resource Practice Module: 3CJA Contributing to the Process of Job Analysis By: Emma Matthews Contributing to the Process of Job Analysis (3CJA) Activity One The purpose of a job analysis should be to determine what the ‘job holder’ is expected to do and how the job should best be performed. It will also help decide what skills and qualities are required of the person who is to perform the job. By undertaking this process, the analysis will have a better understanding of things such as staffing levels, productivity, any adjustments that need to be made, and performance appraisals. Job analysis plays a major role in organisations and it is important to remember that it is an analysis of the job and not the person. Job analysis is also important when it comes to the selection process as this will be based on the job description which should be written from the job analysis provided. There are several methods in which a job analysis can be carried out. These could be; interviews, questionnaires and observation and all methods have their advantages and disadvantages. Interviewing the incumbent(s) The interview method of gathering information needs to be carefully structured and conducted in an open and transparent manner. They are a good way of obtaining valuable information, however the interviewer must have a rapport with the interviewee to feel comfortable enough for them to openly discuss their job role. Questionnaire ...
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...A critical reflective account on mentoring and assessing a stu dent in clinical practice The aim of this assignment is to critically reflect on the experience of mentoring and assessing a student in clinical practice. For the purpose of this reflection the Gibbs reflective cycle (1988) will be used. The discussion of the role of the mentor and the effect it can have on the mentor/student relationship will be explored. In turn evaluating the learning environment and moving onto learning and teaching strategies used, reflecting on how they were applied to help the student. Lastly the evaluation of overall performance as a mentor. For the purpose of this work the student will be referred to as ‘A’ to maintain confidentiality and no other names of people or places will be documented . In order to create an environment conducive to learning, the learner must be assisted by the mentor to identify their learning needs (NMC 2006). On the ‘A’ ’s first day, after his orientation, we were able to draw up learning opportunities so that there was an awareness of what ‘A’ hoped to gain from the community experience. The qualities of the mentor are an important element of the learning environment. This includes professional and personal qualities such as professionalism, a friendly nature, understanding and patience (Beskine 2009). Added to this the learner must be made to feel welcome through staff attitudes, this will help the learner to become integrated into the clinical...
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...Unit 2 – Business Resources P1 – Describe the Recruitment Documentation used in a Selected Organisation (Thorpe Park) As you know, you will visit Thorpe Park as part of your study of Unit 2, Business Resources. You will look at a range of resources that work together to ensure the success of Thorpe Park and one of the most important of these resources is HUMAN RESOURCES. Activities 1 and 2 provide research opportunities to help towards P1. Complete the activities that follow. Activity 1 1. Using your textbook or the internet, find a suitable definition of ‘Human Resources’ and note this in the space below. Don’t forget to reference (see your induction pack for details!) 2. Using the same resources, find a suitable definition of ‘Recruitment and Selection’ and note this in the space below. Again, don’t forget to reference! Activity 2 There are several stages in a typical recruitment and selection process. Using the mini whiteboards work in your team to put these stages into the correct order. Note your findings in the space below, once we have agreed the correct order as a class. If you finish quickly, discuss in your group whether the recruitment process could be as effective if one or more of these stages were to be taken away. Also consider how important each of the stages is in ensuring the right person is given the job. Again, note the points of your discussion in the space below. Activities...
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...Pearson BTEC Level 1 Award in Health and Safety in a Construction Environment (QCF) – Workbook Pearson BTEC Level 1 Award in Health and Safety in a Construction Environment (QCF) Level 1: 4 Credits Learner name: | | Learner registration number: | | Centre name/number: | | Assessor/tutor name: | | Your job role (if applicable): | | Main Organization:(This will either be the organization the Learner is employed by or, if the Learner is not currently employed within the construction sector an organization they are familiar with.) | UNIT SIGN OFFI confirm that the answers given within this workbook are my own work. Learner signature: Date: | I confirm that the evidence in this workbook has been assessed against the assessment criteria for this unit and has judged for validity, authenticity, currency, reliability and sufficiency.Assessor/tutor signature: Date: | Assessment Guidance It is expected that the majority of learners who will be undertaking this qualification will be preparing for employment within a construction role in an organization. The expectation is that learners will choose to complete this workbook in the context of their own job role. This method should allow learners to access the material required with ease and utilize the information in the workbook as evidence against a knowledge-based qualification where appropriate. However, it is necessary...
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...criteria. This selection criteria consists of a list of abilities and skills, in addition to certain education standard an individual must possess if he has to qualify for that position. An individual who has acquired certain skills like computer knowledge (hardware / software) will be more valuable for an organisation than the one who does not have this skill. The organisation will not have to train the individual who already has this capability. The organisation will get a “Ready Made” asset which can be utilized straight away on a project. The Alcatel can also short list those individuals with certain basic knowledge or skills in a specified field. The individuals can be trained on special task or assignment with minimum effort. For example if an individual has basic skills and knowledge of operations and maintenance of Computers then he can be trained quickly to operate and maintain small computer and telecom networks. That individual will have more value than an individual who does not possess such skills. The individual who is hired and has good background knowledge...
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