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Global leader in providing organisational coaching and mentoring services

Global leader in providing organisational coaching and mentoring services 

 

 

Brief

Courtney C&M Limited have been asked by Client A to provide a brief to their executive team on how we can help Client A implement a coaching and mentoring programme to reflect their current and changing business needs.

Current Status

After meeting with Client A’s HR department we identified no coaching and mentoring programme.  There are not qualified coaches and mentors and line managers do not get involved.  Employees show a willingness to formalise the process. As a priority, performance reviews have identified the need for better customer care and IT skills

1.1 Define and differentiate between concepts of coaching and mentoring

 

1.2       1.2 Assess the benefits of coaching and mentoring for different stakeholders in organisation

2.1 Explain and assess the different types of coaching and mentoring that can be implemented within organisations

2.2 Evaluate the role of line managers within coaching and mentoring

3.1 Assess the factors which need to be considered when implementing coaching and mentoring in organisations

3.2 Make justified recommendations for how coaching and mentoring activities could be developed and implemented

3.3 Contribute to the development of coaching and mentoring in an organisational context

 

Brief
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5UIN Using Information in Human Resources

Learning outcomes:

1 Understand the research process and different research approaches.

1.1 Summarise the stages of the research process and compare different data collection methods

2 Be able to conduct a critical review of information sources in an area of HR/business practice and analyse the findings.

2.1 Identify an area of HR practice for investigation

2.2 Conduct a critical review of different information sources relevant to the chosen area of HR/business practice

3 Be able to draw meaningful conclusions and evaluate options for change.

3.1 Draw meaningful conclusions from the review and make justified recommendations for improvements in practice

4 Know how to deliver clear, business-focused reports on an HR issue.

4.1 Formulate a business report for identified stakeholders that includes an appropriate mix of diagrammatic and narrative formats

Assessment brief/activity

 

Your CEO has asked each departmental head to undertake a critical review of their systems, processes and practices as part of a major organisational change agenda.  You have been asked to review an area of HR/business practice and present a business report to key stakeholders with recommendations for improving practice.  To provide the basis for your report, you have been asked to conduct a critical review of information sources relevant to the area of practice. You should:

  • Select an area of HR/business practice and give the reason for your choice
  • Undertake a critical review of different information sources (at least three) e.g. research digests, academic and professional literature, online databases, key texts relevant to the selected area of practice.
  • In your write up of the literature review you should explain why you selected that particular source and highlight some of the different research approaches adopted by the authors and comment on the advantages and disadvantages of these different approaches.
  • Draw meaningful conclusions from the review of the different information sources.
  • Make justified recommendations to named stakeholders for sustaining and/or improving practice.

Your report structure should include:

  • Title page (report title and their name, submission date)
  • Executive summary (overview, methods of analysis, findings, recommendations)
  • Table of contents (list of numbered sections)
  • Introduction (terms of reference)
  • Main body (headings and sub-headings – these could be for each information source reviewed). Candidates should use a mix of narrative and diagrammatic formats to present their findings.
  • Conclusion (including major inferences and recommendations for change)
  • Reference list

Appendix if used i.e. information supporting their analysis but not essential to its explanation.


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