Cipd

A number of factors impact on the relationship between employees and employers. Below I have listed intenal and external factors which impact on the employment relationship.

Managing performance means when an employee will be have targets and goals they have been given to see how they are progressing and what the final result is, all this will be monitored. There are 7 seven ways of monitoring their performance:

It is important when employing someone new to create a good working relationship from the beginning there are both internal and external factors that can impact and effect employment relationships. An internal factor could be a good benefits and incentives package if it is a desirable package it may create a hardworking staff force from the beginning of the employment, for example an enhanced maternity package could see you hold onto valued members of staff. The management style and employee progression are also internal factors if the company has a positive management style that enables them to build good relationships with the employees and they then recognise

Congenital Insensitivity to Pain is a very amazing disease. I chose to report on the specific section of it dealing with Anhidrosis because this also leaves the infected individual with the inability to sweat. This causes problems such as fevers and overheating from over exertion or external heat which in turn can cause brain damage. Many people affected by this disease die before the age of twenty-five from infections left untreated, metal retardation, overheating, and freezing. This leaves the field of exploration in finding a cure very narrow because people treated die too early to show direct connections to any of their treatment.

5. Describe at least 3 components of a total reward system, 1 of which should be non financial.

The Human Resources Profession Map (HRPM) was created to explain how HR adds value; it was designed by a collaboration of both specialist and generalists working in the UK and globally across private and public sectors. The HRPM was developed by the CIPD.

1.1 Describe at least two purposes of performance management and their relationships to business objectives.

The coalition government is introducing substantial reforms to the benefits system and Universal Credit is designed to replace the current system of means tested benefits and tax credits for those on low incomes. Changes of government have significant impact on welfare policies, and therefore, always result in change for our department.

It has been two years since I started CIPD level 7 advance qualifications and I can sense the changes that I went through. I never thought of understanding myself and analyse my skills at this point of stage. Therefore, I had difficulty in understanding my strength and weakness.

Describe at least 3 components of a total reward system, 1 of which should be non financial.

This report is a brief summary of the CIPD Profession Map, the two core professional areas, the specialist areas, the bands and the behaviours. It will be going into more detail in the activities and knowledge specified within the professional area of Performance and Rewards at band 1 level. It will identify the activities and knowledge most essential to my own HR role.

An employment relationship describes the dynamic, interlocking economic, legal, social and psychological relations that exist between individuals and their work organizations. Palgrave Macmillan (2013), Glossary [online] Available at: < http://www.palgrave.com/business/brattonandgold/glossary/glossary.htm> [Accessed 17th September 2013]. Factors that impact on this relationship both have a detrimental effect to the running of a business. I will focus on two internal and two external. These being:

Q1 What do you consider were the three most important things (planned or unplanned) that you learned last year? Please also briefly describe how they were learned?

Another problem is the fact that there is no control or monitoring by a responsible team. As we explained above, managers have the freedom to evaluate performance as they want and sometimes there are some abuses. For this reason there should be someone with aim of supervise the all process or give support to the evaluators. The main cause for this problem is, again, the low importance that Vitality gives to the performance system.

Armstrong M. and Baron A. (2005) _Managing Performance: Performance management in action_. London: CIPD in Foot, M. and Hook, C. (2008) Introducing Human Resource Management, 5th Edition, Pearson Education Limited, Harlow, England, pp. 239.