...20048523 Wenhao Yuan 20048524 Yikai Zhou 20069377 Contents 1. Introduction 3 2. Different measures of analysis and comparison 4 2.1 Redeployment 4 2.2 Secondment 4 2.3 flexible working 5 2.4 Comparison 7 3. Strategic HRM 8 3.1 definition of the Strategic HRM 8 3.2 The extend of strategic HRM 8 3.2.1 HR outcomes with Harvard model 8 3.2.2 Vertical fit 9 3.2.3 Horizontal fit 9 4.0 Recommendation 10 4.1 Accept redeployment 10 4.2 Accept secondment 10 4.3 Accept flexible working 11 Reference List 13 Appendix 15 1. Introduction Standfast Insurance is to encounter a 25 million pounds budget deficit in the coming 5 years as a result of diminished market share. Apart from the budget deficit, the company is to encounter other challenges including the need to address rises in demand from customers. Therefore, in order to tackle the external and other influences, Standfast Insurance needs to come up with appropriate strategies. The company intends to improve quality and concurrently evade redundancy using a variety of strategies including redeployment, secondment and flexible working. This paper will start with literature review on redeployment, secondment and flexible working, after that it will give recommendations accompanied by examples of other companies. 2. Different measures of analysis and comparison 2.1 Redeployment The company will also conduct employee redeployment...
Words: 4696 - Pages: 19
...sustainability through finance. • Establishment of CSR board committees and governance frameworks. • Shift to thinking about CSR as a business strategy or opportunity. Many companies describe a process of moving away from a compliance and risk minimization orientation to identification of new business opportunities and win-win solutions that benefit the company and the environment/society. • Designation of senior management responsibility for CSR, appointment of CSR staff, establishment of CSR units and cross-department CSR teams and working groups. • CSR staff training and development of CSR awareness in leaders. • Incorporating CSR into performance contracts, job descriptions and incentive pay. • Secondment, including long-term secondment programs, and volunteering are used for employee personal and professional development and managed as an HR program. • Publication of sustainability reports which report on the sustainability performance across entire operations, often following Global Reporting Initiative guidelines (the emergent international CSR reporting standard), with independent verification of reports and external...
Words: 298 - Pages: 2
...Career path I am currently studying at Tresham College studying health and social care level 3. The entry requirement where the following A minimum of 4 GCSEs at C or above including English, maths and science OR an Intermediate Diploma (Level 2) in Health and Social Care at merit grade or above with a good reference OR a relevant Level 2 vocational qualification. I managed to get on this course as I done level 2 health and social care and gained a merit on this course. Mental health nursing Mental health nursing is often complex, demanding and very rewarding. As many as one in three people are thought to suffer some form of mental health problem. However, dealing with the human mind and behaviour is not an exact science. Therapeutic relationships Mental ill health is often brought on by a crisis in life such as depression after the death of a partner. However, depression is just one of the ranges of conditions that come under the heading of mental ill health. There are also neuroses, psychoses, psychological and personality disorders. Therapeutic relationships between the mental health nurse, those with mental ill health, and their families are critical to successful mental health nursing. Helping people back to mental health is also every bit as valuable and satisfying as caring for those with a physical illness. Core qualities and skills Your main tool as a mental health nurse will be the strength of your own personality and communication skills. You will need to...
Words: 1868 - Pages: 8
...Abstract The essay attempts to report the influence of private sector in the development and implementation of public policy. When governments try to associate with the private sector n order to deliver public benefits it raises several questions. The reason private sector is driven by profit it is considered to be more efficient than the public sector. But over the period of time, public private partnerships have proved not to be value delivering for the public in the end. Private sector firms and especially the big four accountancy organizations that act as financial advisors of the government tend to influence the government in their favour. This leads to the question of private interests taking over policies of the government. Introduction During their article on Public Private Partnership, Shaoul, J., A.Stafford and P.Stapleton (2007) have taken example of four big advisory firms in UK that mostly work with the government and tried to claim that these Public Private Partnerships (PPP’s) are not value delivering for public because eventually private interests take over public policy. They have argued that these firms play a critical role in the development of policy and then its application in different sectors and at the same time getting paid as external advisors and consultants. Examples have been cited to explain how “the government’s financial advisors structured deals in roads, hospitals and schools to make them attractive to the public sector in ways that served...
Words: 3132 - Pages: 13
...Grant Thornton: Unleashing our potential Mission: to make a difference to our colleagues, our clients, our profession and our communities Vision: to be the leading audit, tax and advisory firm, serving dynamic organizations in our chosen markets Chosen markets: dynamic organizations—the space we want to own Strategic drivers: revenue growth, talent, operational excellence, distinctive client service, brand. Global values: collaboration, leadership, excellence, agility, respect, responsibility. “Without quality we have nothing” – Edward Nusbaum, CEO of Grant Thornton International “Quality is not an act, it is a habit” – Stephen M. Chipman, CEO, Grant Thornton LLP Grant Thornton International—a cohesive global organization Our global brand promise: Unlock your potential for growth Reason says: go with the well-known Instinct says: go with the know-how Factors Shaping the Profession: Globalization—impacts all we do in the professor; impacts all we do at Grant Thornton. Regulatory environment—Intensity and complexity of regulations and standards is unprecedented; accelerated push for greater transparency and accountability. Relevancy—how relevant are financial statements? How relevant is our opinion to these financial statements? Technology—driving great value and great change; adoption of technology increases the expectation for transparency. Generational change—profoundly different than any “generation”; expectation gap with the profession. Broader business...
Words: 286 - Pages: 2
...Roxanne Sexcius Personal and Professional Developtment Task 1 1.1 You should prepare a detailed information pack which includes:- An evaluation of approaches to self-managed learning – in particular you decided to look at learning through research and learning from others to include mentoring/coaching, seminars, conference, secondments, interviews, use of the internet, social networks, use of bulletin boards and news groups. Self -Managed learning Self -Managed Learning also referred to as SML is what is used to describe the technique used by the managers within an organisation to enhance management development which points out the following: * How to achieve key results via live work issues * How to simultaneously control the content, processes and pace of their own learning * Being able to converse with other managers who are also assessing their own progress * Work within a structured programme facilitated by an Adviser Principles SML is an approach that is based and gains relevance due to a number of principles which are in a form of agreement made between the learner and the trainer: Learner * Have to be responsible for their own learning * Are expected to identify what their own learning needs are and for improving and making progress over time and changing their own learning needs when necessary. * Assess how they can meet their learning needs with the resources available to them. Set Advisors * Being responsible for identifying...
Words: 4013 - Pages: 17
...Final Course Frequently Asked Questions (FAQs) -------------------------------------------------------------------------------------------------------------------------- 1. When student is admitted for CA Final Course? Student after passing Intermediate/ Professional Education (Examination-II)/ Professional Competence Examination/ Integrated Professional Competence Examination (IPCE)/ Intermediate (IPC) Examination in its entirety can enroll for CA Final Course. Students, who pass IPCE / Intermediate (IPC) Examination in its entirety, are required to register for Final course immediately and start preparation for Final Examination. 2. What is the Final Course registration fee payable by students who passes Integrated Professional Competence Examination (IPCE)/ Intermediate (IPC) Examination? Student who has passed Integrated Professional Competence Examination (IPCE)/ Intermediate (IPC) Examination are required to pay the following fee while registering for Final Course: Admission to Final Course Registration Fee (INR) Registration Fee (US$) After passing IPCE/ Intermediate (IPC) Examination Rs. 10,000/- + Rs. 2,000 towards Article Registration Fee, if not paid earlier 750 + 50 towards Article Registration fee, if not paid earlier 3. What are the eligibility criteria for different scheme to appear in the Final Examination? Eligibility criteria for appearing in the Final examination are given below: Sl. No. Category of Students Eligibility Criteria to...
Words: 5342 - Pages: 22
...Aldi organizes high-level training for recruits to all levels. For example, in their first year, graduate recruits receive training in all areas of the business. This ranges from training in-store to understand how the retail operation works, to regional office tasks such as logistics, trading and financial planning. All new recruits go through a comprehensive structured training plan. New employees learn about the philosophy of Aldi and its expectations of them. However, Aldi is willing to take this risk as it believes in providing what is best for its staff. Development options for apprentices include working for various qualifications. Aldi has a fast-track approach for graduates. Opportunities for graduate recruits at Aldi include secondments to different international countries to develop all-round expertise. The Aldi retail placement scheme takes university students on a one-year placement. This allows the chosen individuals to show what they can offer the business and to find out what the business can offer them. Aldi offers an excellent reward package for students on a placement, but in return expects trainees to have enthusiasm, drive and ambition. Successful students get the opportunity to apply for a place on Aldi’s Area Management training...
Words: 437 - Pages: 2
...Assignment front sheet | Learner name | ------------------------------------------------- Assessor name | Linn Thiri Aung | Mr. George Tun | Date issued | Completion date | Submitted on | .8.2014 | 22.12.2014 | 22.12.2014 | Qualification | Unit number and title | Edexcel BTEC Level 4 HNC Diploma in Business | Unit 4 Personal and Professional Development L/601/0943 | A | | Assignment title | Personal and Professional Development | In this assessment you will have opportunities to provide evidence against the following criteria. a Indicate the page numbers where the evidence can be found. | Criteria reference | To achieve the criteria the evidence must show that the student is able to: | Task no. | Evidence | 1.1 | Evaluate approaches to self-managed learning | 3 | 4 | 1.2 | Propose ways in which lifelong learning in personal and professional contexts could be encouraged | 3 | 8 | 1.3 | Evaluate the benefits of self-managed learning to the individual and organization | 3 | 9 | 2.1 | Evaluate own current skills and competencies against professional standards and organizational objectives | 1 | | 2.2 | Identify own development needs and the activities required to meet them | 2 | | 2.3 | Identify development opportunities to meet current and future defined needs | 2 | | 2.4 | Devise a personal and professional development plan based on identified needs | 2 | | 3.1 | Discuss the processes and activities required to implement the development plan | 2 | 3...
Words: 7529 - Pages: 31
...UNIT 13 http://www.colbournecollege.com/files/MAN_100_LESSON_1-7.pdf MAN 100 Personal and Professional Development WEEK 1- 7 LECTURE NOTES Learning Outcome: Understand how self-managed learning can enhance lifelong development Learning Objectives: WEEK ONE Self-managed learning: self-initiation of learning processes; clear goal setting, eg aims and requirements, personal orientation achievement goals, dates for achievement, self-reflection WEEK TWO Learning styles: personal preferences; activist; pragmatist; theorist; reflector, eg reflexive modernisation theory; Kolb‘s learning cycle WEEK THREE Approaches: learning through research; learning from others, eg mentoring/coaching, seminars, conferences, secondments, interviews, use of the internet, social networks, use of bulletin boards, news groups WEEK FOUR Effective learning: skills of personal assessment; planning, organisation and evaluation WEEK FIVE & WEEK SIX Lifelong learning: self-directed learning; continuing professional development; linking higher education with industry, further education, Recognition of Prior Learning, Apprenticeships, Credit Accumulation and Transfer Schemes WEEK SEVEN Assessment of learning: improved ability range with personal learning; evidence of improved levels of skill; feedback from others; learning achievements and disappointments Self-managed learning: Self-initiation of learning processes 2 What is Self Managed Learning? Self Managed Learning (SML) is about individuals...
Words: 15332 - Pages: 62
...CASE SYNOPSIS “Effective Strategies For Long-Term Growth” NATS Introduction To NATS NATS manages world’s busiest airspace safely and efficiently .Over 2 million flights per year. NATS was established in 1962; transferred to Public/Private Partnership in 2001, £123m invested since then. NATS offers full range of services in 28 countries includes air traffic control, engineering and software consultancy, defence services, training. Aims And Vision Aims - what the business intends to do in the long term. NATS key aims are: * Reach £1bn turnover by 2015 * Reducing safety risks across the business * Engaging with and focusing on customers’ needs * Increasing efficiency and effectiveness, e.g. establishing cost savings/ best practice * Reducing carbon emissions. Vision - aspirational and inspirational: NATS’ vision: ‘to be acknowledged as a global leader in innovative air traffic solutions and airport performance’. NATS Key challenges are: * Economic pressure * Globalisation of the market * Higher efficiency and environmental targets * Increasing competition. SMART Objectives * Help to achieve aims – by function or for organisation * Ensure that progress can be measured. SMART objectives by NATS: * To reduce the level of safety risk across the business by 40% over a period of four years * To reduce CO2 emissions related to air traffic management by an average of 10% per flight by 2020, from a 2006 baseline. * To...
Words: 431 - Pages: 2
...FINAL (SUMMER) INTERNSHIP REPORT BY EMMANUEL EKIBA BAGENDA On secondment by the International Human Rights Program (at the University of Toronto Faculty of Law), I served as an intern with the Uganda Human Rights Commission (UHRC) during the summer of 2006. My internship lasted from May to August and, during this time, I worked under the immediate supervision of Mrs Christine Birabwa Nsubuga (who heads the Legal and Tribunals Section of the UHRC) and Mr Remmy Beauregard (who is the UHRC’s Institutional Development Advisor). Substantive Engagements The main project on which I worked during the internship was a comparative analysis between the UHRC’s legal framework and that of other national (and provincial) human rights commissions in a range of countries, including Malawi, South Africa, Canada, and Ghana. The primary aim of all this was to highlight ways in which the UHRC’s legal framework could be buttressed in a manner that facilitated the promotion of human rights in Uganda. The working hypothesis, in other words, was that the UHRC could overcome some of the institutional and substantive challenges it faced by drawing upon the normative frameworks of its correspondent institutions in other jurisdictions. Background work on this particular project had been done by the University of Toronto Working Group on Uganda, and had yielded an initial framework of responses to be refined by concrete experiences acquired during the internship. In refining the initial report...
Words: 610 - Pages: 3
...HRM Planning Key Features: Define HR Planning and its crucial(Very serious) relationship with strategic organizational planning. Examine the nature and role of HRM info system(HRMIS) in HRP and SHRM Develop an understanding of the techniques of HRP and advantages/disadvantages of HRP process I.HRP and SHRM HRP is the bridge between HRS and HR Function(Activity).It’s the process through which the Organisational Goals are translated into HR goals in staff-ing levels and allocation HRP ensures the org have the right people with right skill in right place at the right time. HRP guides the long-term resourcing of people in org-the acquisition(capture),use and development of Human capital and knowledge assets Workfoce Planning(HRP)=>Preparing to recruit=>Attracting Staff=>Recruiting and selecting staff=>Developing and retaining staff. Step:Environmental Scanning(External and internal)=>Labour Demand Forecasting=>Labour supply analysis=>Balancing demand and supply Emphasied the need to diagnose(discover) the real reasons for mismatches in supply/demand Using a mix of qualitative and quantitative techniques It Involves: Forecasting labour requirement for an org Predicting likely(will happen) sources Environmental Scanning Development of Objective and Goals Formulating the necessary steps to meet needs Evaluation(Judgement) of the planning process The HR Planner should: 1st Analyzing Environmental Factors and Organization Direction=>Forecasting...
Words: 772 - Pages: 4
...Authentic Leadership Leaders of the future should be obliged to embark on their own journey of personal development to earn the title leader (Whitmore 2012). The need for governance has mainly increased the pressures on organisations to have aspiring leaders with the skills needed for their fields of interest. This is supported by The Open University (on-line 2012) when it is suggested that clinical leadership is essential for service redesign, quality, innovation, productivity and prevention. It is recognised that in order to facilitate whole system approach in today’s National Health Service (NHS), leaders need to understand not only the people and culture they are trying to change, but also their own personality traits and how these may affect the process (Judge and Bono 2000, 754). In this regard a personal based analysis will be conducted, realising how far I have already gone concerning the developmental processes. I shall conduct a critical reflection (Gibbs 1988) of a personal leadership archaeology found in Appendix One. To facilitate the learning demonstrated two tools have been used; a full Myers-Briggs Type Indicator (MBTI) assessment has been completed, which allows a level of understanding by analysing individuals’ preferences as they make up a personality. Secondly the Belbin team role self perception inventory (BTRSPI) has been completed by both self and observer assessments used to consider my role within the team. The completion of these tools...
Words: 5652 - Pages: 23
...A new year presents a golden opportunity to take stock and set out plans for great success in the year ahead. For many, achieving the results that they want as a leader or manager is an important area, not least because of the personal rewards it brings. In reality, success as a leader or manager does not happen by chance, so what are the x key questions you need to answer to achieving greater success as a leader or manager in 2010? What do you want to achieve by the end of 2010? Seems like a really easy question but in truth it is one of the most challenging to answer. When people sit down to formulate their response they often fall into the trap of coming up with vague statements that are meaningless. To overcome this, take the time to write out in some detail what you want to achieve by the end of 2010. Remember that your career does not operate in isolation from the rest of your life so think broadly. Why do you want to achieve more success in 2010? Mark Fritz the author of a number of books talks about the importance of the why being bigger than the what. In essence what he is saying is that unless the reasons for wanting to achieve something compelling are crystal clear they will never become more than aspirations. The why is what provides the drive and motivation to keep going no matter what the barriers are. For each thing that you want to achieve keep asking and answering why you want to achieve that particular goal. What detailed plans do...
Words: 764 - Pages: 4
