The HRM profession is responsible for the interface between employees in an organization and the policies and procedures of that organization, overseeing everything from staffing to compliance, to performance management, to total rewards, to a myriad of other workforce issues and processes.
A national vocational qualification NV is a collection of vocational qualifications previously unstructured which have been integrated into a ingle assessment standard.
Competency can be defined as: Pacific, level of the NV system In order for those nationwide familiar with the NV can have more clarity as to where such candidates stand on the level of competency.
This is structured in such a way that bevel one is the most basic and level eight, the most advanced level of NV. A company which sends their Taft on off-the-job training with just the objective to learn one particular skill.
This training style results in the candidates becoming one-dimensional, due to having a limited knowledge of skills.
NV have, in fact been developed in order to give these candidates a more rounded knowledge, thus enabling them to be more versatile, efficient in their respective job positions. The design of NV has been structured in such a way that in each of the eight levels, there are mandatory and optional roles or modules ; these are comprised of a collection Hrm managment authentic leadership several units, those of which are to e completed to be able to progress onto the succeeding level.
The table beneath can be used In aid to understand the structural layout of each level in NV. There are several advantageous principles adopted by the NV system. The focus-based learning format of the NV.
Progression from one level to next is based on when the criteria o advance has been met, this can be as quick or long as the individual will take to learn, opposed to other assessment standards where the timescale restricts the learner to learn in its set time.
This also enables candidates to continue with their respective business emends of their external employment, in conjunction with following NV. School Integration is available to the NV Enviesthis enables candidates to have early access to the hands on approach, which runs alongside other assessment standards e.
An alternative run in the same centre as A -levels etc. Portfolio based work proves to prospective employees that a track record is available showing day to day skills being learnt, thus proving the levels of understanding and competence of each candidate.
A-levels, training at work etc. NV also have a few disadvantageous aspects when following their assessment standards, these include. Labor intensive nature of assessment there is a lot of practical work undergone in the NV 2.
More focus in gaining evidence than actual learning, lack of cognitive learning amongst candidates. Quality of assessment can, due to the large numbers of assessors, have a large variance as the irking of each individual can differ.
Especially with the different interpretations of some of the Jargon developed by the NV assessment grading schemes 4. An example of this would be referring to table above where each module has a code which labels the nature of the unit.
To conclude, NV are a system devised by the government to help those in various situations, both academically and professionally in order to make them more employers. There are a range of advantages and disadvantages to the candidates as well as the employers, such as not having to follow a timescale in learning and also in to receiving a full knowledge due to optional module selection, but as to whether one should be followed or not, according to the studies that have been carried, out should go hand in hand in the individuals situation.Individual Leadership Strategy is systematic process to clarify a person’s leadership vision and career aspirations from a whole life perspective.
A key deliverable is a customized one- page personal plan designed pin- point learning goals, improve performance . Human resource management (HRM) is a professional field consisting of both academic study and practitioners. The HRM profession is responsible for the interface between employees in an organization and the policies and procedures of that organization, overseeing everything from staffing to compliance, to performance management, to total rewards.
Using theory on authentic leadership to build a strong human resource management system Carol Gill, William Gardner, Johannes Claeys, Kathleen Vangronsvelt Pages Recent Human Resource Management Review Articles Recently published articles from Human Resource Management Review.
The impact of implicit collective leadership theories on the emergence and effectiveness of leadership networks in teams. Leadership competencies are leadership skills and behaviors that contribute to superior performance. Human Resource Management Review, 16,  Kramer, R.
(). As an example of this, the paper by Gill et al. (this issue) argues that authentic leadership behaviors help create more system coherence and alignment in the overall system of influencing people. D.H. DotyModes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance.