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Qualification - OTHM Level 5 Diploma in Accounting and Business
Unit Name - People Management
Unit Level - Level 5
Unit Reference Number - D/617/3294
Assignment Title - People Management
Unit Credit - 20
Learning outcome 1: Understand the processes of recruitment in organisations.
Learning outcome 2: Understand the principles and practice of people management.
Learning outcome 3: Understand the role of reward and recognition in organisations.
Learning outcome 4: Understand the principles of training and developing staff.
Aim: The aim of this unit is to develop learners' understanding of people management in organisations, from recruitment, through to HR processes, managing job performance, reward and recognition, and training and development.
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Importance of recruitment: finding employees with right skills, to meet organisational needs, good fit to organisation; keeping staff turnover low; equality and diversity; recruitment strategy; retention; importance for continuance of organisation.
Recruitment processes: identifying requirements; writing job descriptions/people specifications; advertising (how, where, legal implications); managing applications; screening applications; interviews (face-to-face, phone, Skype etc.); purpose of interview; interview questions; assessment (testing, observing, tools and tests); selection of candidates; appointment of candidate; offers of employment; terms of employment; employment contracts; roles in recruitment and selection i.e. HR departments/functional managers.
Role of people management: performance management; motivation; retention of staff; training and development; achievement of organisational goals.
Human Resource (HR) function: personnel management and human resource management: development of personnel management; ‘soft' and ‘hard' human resource management, models of Guest and Storey; differences between HRM and IR approaches and personnel practices; strategic approaches to HRM; change in contexts leading to human resource management tasks (selection, recruitment, payroll administration, employee motivation, reward management, employment termination); training and development; performance management (planning, monitoring, recording) employee relations; working in partnership with functional areas; involvement of line managers.
Relevant legislation: Employment Rights Act 1996; Equality Act 2010; Rehabilitation of Offenders 1974; Safeguarding Vulnerable Groups Act 2006; Immigration, Asylum and Nationality Act 2006; The Flexible Working Regulations 2014; Employment Act 2002; Trade Union and Labour Relations (Consolidation) Act 1992; The Transfer of Undertakings (Protection of Employment) regulations 2006; The Collective Redundancies and the Transfer of Undertakings (Protection of Employment) (Amendment) Regulations 1999; For each Act - key areas, application, impact.
Appraisals: purpose (feedback, improvement, assessment); methods (e.g. standards, discussions, observations, 360 degree feedback); best practice; effectiveness; ACAS guidance.
Disciplinary and grievance: purpose; use; procedures; best practice; legal issues.
Motivation and reward: motivation theories and different practical approaches to motivation; theories of motivation (e.g. F Taylor, E Mayo, A Maslow, F Herzberg, D McGregor, D McClelland, V Vroom); relationship between motivation theories and reward; employee involvement techniques; membership of work groups board, works councils, quality circles, intra-organisational groups.
Reward schemes: intrinsic and extrinsic rewards; job evaluation; factors determining pay; benefits; performance related pay; pension schemes; profit sharing; employee share options; cash bonuses; retention bonuses; training; employee recognition programmes; perks and prizes.
Performance management systems: incorporated into work activities; transparency to employees; clear objectives and responsibilities; clear standards; individual and team responsibilities connected to system; regular monitoring; regular feedback; recognise and develop potential; motivate individual development and career planning; identify and reward valued and improved performance; identify and deal with poor performance.
Evaluation of performance recognition: benefits and disadvantages of different means of remuneration (piecework, time-based wage, salary, commission, profit sharing, share ownership, fringe benefits).
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Training and development methods: external/internal training programmes; on- the-job-training; technology-based training (web or PC based, interactive video, interactive multimedia); simulators where appropriate (airlines, driving etc.); simulation/role play; coaching; mentoring; discussions; management games; case studies; planned reading.
Continuous professional development (CPD): definition; purpose; importance; requirements of professional bodies; benefits.
Performance development planning (PDP): definition; purpose; contents of plan; benefits of plan; development of plans; importance of review; timeliness of reviews; purpose and outcome of reviews.
Learning Outcomes- The learner will:
Assessment Criteria- The learner can:
1. Understand the processes of recruitment in organisations.
Evaluate the importance of recruiting and retaining a highly skilled work force.
Analyse recruitment processes in organisations.
2. Understand the principles and practice of people management.
Explain the role of people management in an organisation.
Describe the key roles and responsibilities of the human resource function in a business organisation.
Outline key pieces of legislation that affect people management in an organisation.
Review best practice in conducting staff appraisals.
Explain the importance of disciplinary and grievance procedures.
3. Understand the role of reward and recognition in organisations.
Analyse the relationship between motivation and reward.
Compare and contrast different types of financial and non-financial reward schemes.
Determine the characteristics of an effective performance management system.
Evaluate ways in which businesses can recognize performance.
4. Understand the principles of training and developing staff.
Evaluate methods for training and development.
Analyse the need for Continuous Professional Development (CPD).
Analyse the need for performance development planning (PDP) and reviewing.
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