Workplace Matters - The HR Forum - DPG Community2024-03-28T21:59:03Zhttps://community.dpgplc.co.uk/human-resources/feed/category/Workplace%2BMattersCIPD Certificationhttps://community.dpgplc.co.uk/human-resources/cipd-certification2023-08-11T18:39:32.000Z2023-08-11T18:39:32.000ZMahalingam Gopalhttps://community.dpgplc.co.uk/members/MahalingamGopal<div><p>Hello Dear Professionals,</p><p>I am Indian resident, recently came to know about the CIPD certification.</p><p>Presently having 15 years of experience in HR & IR Professional.</p><p>I wish to complete the CIPD evel 7 from india.</p><p>Will I be able to promote my profile in UK job market after I qualified CIPD from India and with out having any kind visa?</p><p>Could any professional clarify me.</p><p> </p><p>Regards</p><p>Mahalingam G</p></div>How to make your Essay Interesting?https://community.dpgplc.co.uk/human-resources/how-to-make-your-essay-interesting2023-05-25T08:12:44.000Z2023-05-25T08:12:44.000Zdawoud sheikhhttps://community.dpgplc.co.uk/members/dawoudsheikh<div><p><span style="font-weight:400;">Here are some tips to make your Essay interesting:</span></p><p><span style="font-weight:400;">1- Use examples: Use real life examples to illustrate your points and make your essay more relatable.</span></p><p><span style="font-weight:400;">2- Be Original: Avoid cliches and overused phrases and try to bring a fresh perspective to your topic.</span></p><p><span style="font-weight:400;">3- </span><span style="font-weight:400;">Took help if needed: There are professionals who provide <a href="https://www.editor.ae/essay-editing/" target="_blank">professional essay editing services</a>. You can buy their subscription in order to gain</span><span style="font-weight:400;"> access to their knowledge, skills, and ability to showcase your unique qualities effectively.</span></p><p><span style="font-weight:400;">4- Organise your thoughts: Make sure your essay is well-organised and easy to follow.</span></p><p><span style="font-weight:400;">5- Tell a story: to make your essay more interesting you should always tell a story to keep readers' interest alive.</span></p><p> </p></div>Helphttps://community.dpgplc.co.uk/human-resources/help2021-06-26T16:27:15.000Z2021-06-26T16:27:15.000ZGeoffrey Worthingtonhttps://community.dpgplc.co.uk/members/GeoffreyWorthington<div><p>Hi all I am currently doing corrections to my HRM Level 5 Managing & Co-ordinating the HR Function (HRF) assignment and I am really struggling to understand how Pfeeffer's model relates to HR practices positively and also how to link it to a Virgin case study as I can't find any information on this. I am also trying to relate Amo's model to the John Lewis structure but again struggling to explain the connection. Can anyone give me any guidance please?</p></div>Using information in HRhttps://community.dpgplc.co.uk/human-resources/using-information-in-hr2021-06-21T07:00:14.000Z2021-06-21T07:00:14.000ZSean Timbrellhttps://community.dpgplc.co.uk/members/SeanTimbrell<div><p>Hi All</p><p>I am getting stuck on the UIN unit and research.</p><p>How in depth does the project need to be and what sort of subjects did others use to base their research on?</p><p>I think that I am over thinking it slightly but any help and ideas would be gratefully received.</p><p>Thanks in advance</p></div>UIN Survey Monkeyhttps://community.dpgplc.co.uk/human-resources/uin-survey-monkey2021-04-06T09:47:24.000Z2021-04-06T09:47:24.000ZKirsteen MacDonaldhttps://community.dpgplc.co.uk/members/KirsteenMacDonald<div><p>HI there,</p><p><a href="https://www.surveymonkey.co.uk/r/CHCHPV7">https://www.surveymonkey.co.uk/r/CHCHPV7</a></p><p>I wonder if you could take part in completing my Survey Monkey to assist with my assessment?</p><p> </p><p>Huge thank you in advance</p><p><a href="https://www.surveymonkey.co.uk/r/CHCHPV7" target="_blank">https://www.surveymonkey.co.uk/r/CHCHPV7</a></p><p>Kirst</p></div>D&I and Mental Healthhttps://community.dpgplc.co.uk/human-resources/d-i-and-mental-health2021-02-20T18:06:30.000Z2021-02-20T18:06:30.000ZCarole wilsonhttps://community.dpgplc.co.uk/members/Carolewilson329<div><p>Hi, </p><p>As part of my company D&I, we have Mental Health First Aiders in place and I've been tasked to see how we ican mprove our approach to mental Health. Has anyone been involved in this which and would be happy to share their experiences, or could point me in the right direct of suitable websites? </p><p>Many thanks</p></div>Colleague welfarehttps://community.dpgplc.co.uk/human-resources/colleague-welfare2021-01-04T16:24:24.000Z2021-01-04T16:24:24.000ZLouise Johnsonhttps://community.dpgplc.co.uk/members/LouiseJohnson<div><p>Hi all,</p><p> </p><p>I am looking for some advice around concern we have for a colleague.</p><p> </p><p> </p><p>Our dear colleague is in her 70's, and twice been placed on furlough due to the current lack of trade and for her own welfare and safety.</p><p>She has no diagnosis around memory loss, however, almost every other day, turns up for her shifts, in her uniform. Her line manager has been extremely patient, sits with her and explains about furlough and that we will contact her when we can offer her work again. She forgets she has been in each time, and sometimes can get quite distressed.</p><p>We have suggested she visit her GP, but to no avail. We have spoken in the team about occupational health, but as there is no diagnosis we feel this may not be the right time to go down this route for fear of distressing her further.</p><p>She has not become a danger to herself or any other colleagues as yet. </p><p>We have an emergency contact for her husband, but again, as there is no diagnosis, we do not wish to intrude or alarm anyone.</p><p> </p><p>Does anyone have any further ideas of how we can approach the issue without causing distress?</p><p> </p><p>Many thanks in advance</p><p> </p><p>Lou</p></div>Please help - Employee Engagement Surveyhttps://community.dpgplc.co.uk/human-resources/please-help-employee-engagement-survey2020-09-14T15:32:22.000Z2020-09-14T15:32:22.000ZKaren Wheatlandhttps://community.dpgplc.co.uk/members/KarenWheatland<div>Hi EveryoneI would be most grateful if you could please take 2 minutes to complete my survey. Please click on the link<a href="https://www.surveymonkey.co.uk/r/NXZBZ6V">https://www.surveymonkey.co.uk/r/NXZBZ6V</a>Thank youKind Regards</div>Starting out on Level 5 HR Diploma - who else is with me?https://community.dpgplc.co.uk/human-resources/starting-out-on-level-5-hr-diploma-who-else-is-with-me2020-07-26T19:58:32.000Z2020-07-26T19:58:32.000ZSian Johnson-Jameshttps://community.dpgplc.co.uk/members/SianJohnsonJames<div><p>Hi Everyone! </p><p>Starting my CIPD (finally!!!) and hoping to connect and speak with people at the same point to discuss assessments but workplace pieces too - sooo who's with me?? </p><p>Definitely been an interesting time to be in HR - work has been busy, confusing but, to the most point, a huge learning experience.</p><p> </p><p>Looking forward to speaking soon!</p><p>Sian</p></div>UIN City College Surveyhttps://community.dpgplc.co.uk/human-resources/uin-city-college-survey-12020-07-02T10:08:05.000Z2020-07-02T10:08:05.000ZJulie Patrickhttps://community.dpgplc.co.uk/members/JuliePatrick<div><p>Hi all,</p><p> </p><p>I'm currently doing UIN Level 5 and I have prepared a survey as part of the assessment. I was wondering if you could help me out by completing this, it only takes 2 minutes.</p><p> </p><p>Context: City College is experiencing high staff turnover in the Teaching Dept. If you could pretend to be a teacher for the purpose of the survey I would be very grateful.</p><p> </p><h3> </h3><h3> </h3><h3> </h3><h3><a href="https://www.surveymonkey.co.uk/r/S6J95ZW">https://www.surveymonkey.co.uk/r/S6J95ZW</a></h3></div>HMRC Provision for all Working from Home Query!https://community.dpgplc.co.uk/human-resources/hmrc-provision-for-all-working-from-home-query2020-07-02T10:02:16.000Z2020-07-02T10:02:16.000ZJennifer Smithhttps://community.dpgplc.co.uk/members/JenniferSmith<div><p>Hi All,</p><p> </p><p>Has anyone advised their employees of the HMRC provision of £6 a week, for all working from home during COVID-19 which may help people claim expenses that they are incurring i.e. stationary etc. Can you give me any advise on how they set this out to employees, as we wouldn't be running this through payroll, individuals would need to claim themselves through the self-assessment tax return or P87 process.</p><p> </p><p>Thanks</p><p>Jeni</p></div>Help! Request to fill out a survey for an assessmenthttps://community.dpgplc.co.uk/human-resources/help-request-to-fill-out-a-survey-for-an-assessment2020-06-27T09:46:15.000Z2020-06-27T09:46:15.000ZGabrielahttps://community.dpgplc.co.uk/members/Gabriela<div><p>Hi all,</p><p>I'm currently doing UIN and I have to carry out a survey as part of the assessment. I was wondering if you could give me a hand.</p><p>Could you complete this survey, please? It only takes 2 minutes.</p><p>Context: City College is experiencing high staff turn over (mainly teaching staff) and they want to find out why.</p><p>Link: <a href="https://www.surveymonkey.co.uk/r/STRRTPC" target="_blank">https://www.surveymonkey.co.uk/r/STRRTPC</a></p><p><br />Many thanks,</p><p>Gaby</p></div>Conflict Resolution Modelshttps://community.dpgplc.co.uk/human-resources/conflict-resolution-models2020-05-03T19:38:57.000Z2020-05-03T19:38:57.000ZEmily Jane Pearthttps://community.dpgplc.co.uk/members/EmilyJanePeart<div><p>Hi all,</p><p> </p><p>I'm just on section C of the first assignment, I have got two models which I have discussed regarding Group Dynamics however I'm really struggling to find two models on Conflict Resolution. I have already talked about the Thomas Kilmann Model but after searching the internet I can't find a second. Has anyone else had any luck?</p><p>Thanks.</p></div>COVID-19 - Refusing to wear PPEhttps://community.dpgplc.co.uk/human-resources/covid-19-refusing-to-wear-ppe2020-05-03T13:35:42.000Z2020-05-03T13:35:42.000ZNatalie Burfordhttps://community.dpgplc.co.uk/members/NatalieBurford<div><p>Hi</p><p>I hope someone is able to help! I work for a care company and the recommendation is now that all carers wear a face mask for all care calls. We have already heard someone say that they can't wear a mask as it makes them feel claustrophobic and anxious as they can't breathe properly. They are not saying they don't want to work, just that they can't wear a mask.</p><p>I appreciate that there are options to consider, ie if there is any other job they may be able to do in the short term (although we don't know if this may now become the norm and part of uniform for a carer), if there is a different type of mask they might be able to wear, whether they could take holiday or agree unpaid leave? We not only have to consider the health and safety element for employees, and our insurance, but also their mental health and wellbeing. However, they will not be able to do their job without wearing the correct PPE.</p><p>What are your thoughts on the legal stance of a carer refusing to wear the correct PPE? </p><p>Many thanks.</p></div>CIPD Level 5 - Consultancy Project Survery Helphttps://community.dpgplc.co.uk/human-resources/cipd-level-5-consultancy-project-survery-help2020-03-08T18:17:16.000Z2020-03-08T18:17:16.000ZKate Bardellhttps://community.dpgplc.co.uk/members/KateBardell<div><p>HI All,</p><p> </p><p>Hope some of you have a few mins to spare to help me. I've created a very basic survey to create some comparison data bewteen my organisation and other on the subject of absence. We have a lot of short term frequent absence by repeat offenders and I'm curious to know if this is something that happens in other places. I also need to know if other have an absence maangement policy and if it is used. Any help that can be given would be greatly appreciated</p><p> </p><p><a href="https://www.surveymonkey.co.uk/r/NQVGPTH">https://www.surveymonkey.co.uk/r/NQVGPTH</a></p></div>Anyone in Agriculture/ Farming?https://community.dpgplc.co.uk/human-resources/anyone-in-agriculture-farming2020-01-25T14:05:44.000Z2020-01-25T14:05:44.000ZSimone Begghttps://community.dpgplc.co.uk/members/SimoneBegg<div><p>Hi,</p><p> </p><p>Looking to network with others working in HR and the agriculture sector. I have just moved from a large global engineering organisation to a smaller farm. It's a good challenge but very different and would be great to have others to bounce questions off.</p><p> </p><p>Simone :)</p></div>GDPR breach?https://community.dpgplc.co.uk/human-resources/gdpr-breach2019-11-15T09:49:45.000Z2019-11-15T09:49:45.000ZMartha Luz Asbúnhttps://community.dpgplc.co.uk/members/MarthaLuzAsbun<div><p>Hi all, </p><p>Is it a GDPR breach using outlook calendar for booking interviews with the name of the candidate?</p><p>It would be much appreciated to know your opinions. </p><p>Thank you,</p><p>Regards, </p><ul><li>Martha </li></ul></div>4-Day Working Week?https://community.dpgplc.co.uk/human-resources/4-day-working-week2019-11-05T09:29:42.000Z2019-11-05T09:29:42.000ZBecky Blackhttps://community.dpgplc.co.uk/members/BeckyBlack<div><p> <a href="https://mashable.com/article/microsoft-japan-4-day-work-week-trial-3-day-weekend/?europe=true">https://mashable.com/article/microsoft-japan-4-day-work-week-trial-3-day-weekend/?europe=true</a> </p><p>Interested to know people's thoughts around this? </p><p>We're in Financial Services and our Board are currently talking about this a lot (mostly due to the potential of increased productivity). Whilst I'd love to work 4 days a week and have much happier employees with better work/life balance, I can't help but be skeptical and wonder how you implement such a plan without impacting customers (a lot of whom make contact on Mondays and Fridays - the most logical days to drop) and just ending up more stressed on the 4 work days due to having to cram so much in due to the lost day!?</p><p>I can see how this would work well in some companies/departments, but I'm (reluctantly) yet to be sold on this as a company-wide initiative. </p><p>What other thoughts/views are there on this? </p></div>Essential Readinghttps://community.dpgplc.co.uk/human-resources/essential-reading2019-10-07T10:16:19.000Z2019-10-07T10:16:19.000ZShoaib Sadeghhttps://community.dpgplc.co.uk/members/ShoaibSadegh<div><p>Dear all,</p><p>I am new to DPG CIPD level 5 in HR and I am keen to make the most of this opportunity. </p><p>Can you guys recommend what books I should be reading?</p><p>And if you know any articles or other useful tips please do share it with me, your help would be much appreciated.</p><p>Thanks guys </p><p>Kind regards,</p><p>Shoaib</p></div>Occupational Health Providers - London/SEhttps://community.dpgplc.co.uk/human-resources/occupational-health-providers-london-se2019-09-23T13:17:49.000Z2019-09-23T13:17:49.000ZJacquihttps://community.dpgplc.co.uk/members/Jacqui<div><p>Could anyone recommend an Occupational Health Provider based in London or the South East?</p><p>Thanks,</p><p>Jacqui</p></div>Work Experience Policy and Procedure Examples...https://community.dpgplc.co.uk/human-resources/work-experience-policy-and-procedure-examples2019-09-19T09:26:12.000Z2019-09-19T09:26:12.000ZKate Spinkhttps://community.dpgplc.co.uk/members/KateSpink<div><p>Dear All,</p><p>We are a SME Engineering firm within the power generation sector, and as part of our growing CSR activities, we are identifying individuals within the business to become STEM (Science, technology, engineering and mathematics) ambassadors. As part of this initiative, we will be welcoming STEM work experience placements from next year.</p><p>Does anyone have a work experience policy and/or procedure that they have embedded within their business that they would be happy to share with me?</p><p>I want to make sure that we have a compliant policy in place before we allow work experience candidates to join come into the business.</p><p>Any examples would be greatly appreciated.</p><p>Thanks is advance.</p></div>Diversity at Workhttps://community.dpgplc.co.uk/human-resources/diversity-at-work2019-09-03T08:48:26.000Z2019-09-03T08:48:26.000ZPhoebe Dawsonhttps://community.dpgplc.co.uk/members/PhoebeDawson<div><p>We have a very diverse workforce that we just dont celebrate.I wantred some sugggestion and ideas on how you celebrate having a diverse workforce that I can bring into my company,</p><p> </p><p>Thanks in advance,</p><p> </p><p>Phoebe </p></div>Internal newsletter ideashttps://community.dpgplc.co.uk/human-resources/internal-newsletter-ideas2019-08-16T10:30:14.000Z2019-08-16T10:30:14.000ZCaroline Culleyhttps://community.dpgplc.co.uk/members/CarolineCulley626<div><p>Our Personnel Department (my manager doesn't like the term Human Resources) have just been given the go ahead to start a monthly newsletter to communicate with our employees on site.</p><p>Looking for some ideas on good topics to include and see if anyone has a good template I can look at. The company I work for manufacture brake discs for cars and motorbikes so anything automotive related that is outside the box would be good.</p><p>Our sister company in USA has one which includes </p><ul><li>Company news/upcoming events</li><li>Short paragraph or comment from each department </li><li>Perfect attendance recognition</li><li>Birthdays for the month</li><li>Shout-outs (opportunity for thank you's from one employee to another, not necessarily work related)</li><li>Welcome new starters</li></ul><p>I think we should include other fun non-work related things like a quote of the month, celebrations like baby & wedding announcements, get to know....(short bio about an employee every month). </p><p>Obviously, this will need to be condensed into one or two pages so there's only so much I can included but the more interesting it looks, the more it will engage with employees and improve communication between the company and the workforce</p><p>Thanks,</p><p>Caroline</p></div>Level 5 CIPD Research Help - please can you spare 2 minutes?https://community.dpgplc.co.uk/human-resources/level-5-cipd-research-help-please-can-you-spare-2-minutes2019-08-14T18:09:58.000Z2019-08-14T18:09:58.000ZEmma Amblerhttps://community.dpgplc.co.uk/members/EmmaAmbler<div><div class="media-body"> </div><p>Hi everyone!</p><p>I am currently studying the Level 5 CIPD and need help collecting data for my UIN Assessment on City College (the case study) and I would really appreciate it if you could take two minutes to complete the below survey for me.</p><p><a href="https://forms.gle/bHEBqHHjvRnX3eiW8" target="_blank">https://forms.gle/bHEBqHHjvRnX3eiW8</a></p><p>When you answer please imagine you're a teacher at City College taking into consideration the scenario provided at the start of the survey.</p><p>Thanks in advance!</p><p>Emma xx</p></div>Available Learninghttps://community.dpgplc.co.uk/human-resources/available-learning2019-08-04T10:01:46.000Z2019-08-04T10:01:46.000ZKimberley Owenhttps://community.dpgplc.co.uk/members/KimberleyOwen<div><p>Hello,</p><p>I’m hoping that someone can help me!</p><p>I’ve just completed the first module of the Level 5 programme and I submitted the assignment yesterday but it’s not giving me another module in available learning. </p><p>How do I go onto the next one?</p><p>thanks </p><p>Kim</p></div>Employee Feedback Questionnairehttps://community.dpgplc.co.uk/human-resources/employee-feedback-questionnaire2019-06-17T13:12:01.000Z2019-06-17T13:12:01.000ZEmma Golbyhttps://community.dpgplc.co.uk/members/Emmagolby<div><p>Hi All,</p><p>I am looking for some tips on employee engagement. We have just issed our first ever employee feedback questionnaire, it is completely anonymous as we're hoping for honest feedback to help improve our employee retention.</p><p>Unfortunatley, we have only receieved 20% of the questionairres back which is disapointing. </p><p>Does anyone have any tips on getting employees onboard and responding?</p><p>Thanks in advance,</p><p>Emma</p></div>HR Advice Greatly Appreciatedhttps://community.dpgplc.co.uk/human-resources/hr-advice-greatly-appreciated2019-05-02T14:36:05.000Z2019-05-02T14:36:05.000ZJulia Kitchinghttps://community.dpgplc.co.uk/members/JuliaKitching<div><p>I am hoping one of you HR experts might be able to help me or advise me on a problem that I am encountering at work please. Three years ago, when I returned to work from maternity leave, I put in a flexible working request to work part time. The request was instantly granted with no issues. However, shortly before I was due to return to my old role, I was told that now that I am part time, I cannot carry out my old role, as it is a full time position (management role, within an office.). During my maternity leave, changes had occurred within the team and my old duties had been given to another employee, along with additional duties for that employee, under a different job title. I was told that although my salary/job title would remain the same, I now had to do project work on an ad hoc basis and assist colleagues as and when they required it. This was very different to the role I used to do. On my return to work I wasn’t happy with this and put in a grievance. The decision from the grievance was that I needed to be given more duties and some of my previous responsibilities. However, as time went by, this didn’t happen and due to the vast changes occurring within the team structure, more and more of my responsibilities started to become redundant. I found myself day after day staring at a blank screen with nothing to do. After many conversations with my line manager, I put in another grievance. The grievance was rejected, I appealed, and I was then told that my line manager, with support from the HR team would sit down and discuss my role with me. The conversations didn’t result in a positive outcome. Again, I was told that as I am part time, I’d need to be put into an alternative role. However, as there currently wasn’t a suitable role for me in the business, I’d have to seek out my own role. This resulted in me putting in another grievance. Again, this grievance didn’t create any positive developments and was inconclusive. I was told that many changes were due to occur within the department, so they couldn’t find me a suitable role at this time and to continue as I currently was doing, in my current role. Due to the significant amount of stress the grievances were causing me, the lack of workload, demotivation and exclusion from the team (due to the lack of work) I became depressed and suffered with high anxiety. As a result, I had to take time off work, on the sick. Although my company knew that my sickness was work related, they decided the best thing for me on my return to work, was to let me continue in my current role and still didn’t resolve the issues of having no duties to carry out. Shortly after my return to work, I fell pregnant again and decided to try and get through the next few months at work, before I started my maternity leave and not allow myself to become stressed or depressed again with the situation. It was also at this time that the organisation decided to regrade everyone and change job titles. This resulted in my job spec being reviewed and drawn up with my current, minimal duties. As a result, like all the other employees, I had to sign the new contract. Which as a result meant I was agreeing to my new revised job spec.</p><p> </p><p>When I went off onto maternity leave a year ago now, no maternity cover was required and for over 1 year nobody has been doing my role. The role as it now is, is essentially redundant. I am due back to work in a few weeks and I have been in conversations with my organisation about my return to work. During the last few years, I have been studying my CIPD with DPG in my own time and I am now level 5 qualified. My line manager called me in a few weeks ago, to discuss my return to work and asked me what role I’d like to do on my return. Presumably because he knows my current role is no longer available. I explained that I am now CIPD qualified, so I’d be keen for a role within the HR department. He advised me that he would do some asking around, to see what opportunities there were for me. The outcome I have been given, is that there are no vacancies that match my requirements; therefore, I am to return to my previous role.</p><p>I’d be keen to get your thoughts and advise on this issue please. As it is over 3 years ago now that I experienced part time discrimination and the 3 previous grievances got me nowhere, I believe that this would not be a case that could go to a ET? Given that my role is now less interesting than it was prior to me having my first baby and I have been working under those conditions for 3 years, I presume that I have essentially accepted this? Plus, signing the new contract I presume that this would also suggest that I accept these duties? Having made it very clear to my company that the role is now not challenging enough, isolates me, demotivated me and has caused me depression in the past, is it not their duty to create a role that is suitable? For 3 years I have not had any KPI’s or a development plan, because I have no duties to fulfil. I feel like I am on the payroll, but I am not an employee within the company. If the role is redundant, which having had nobody covering it for over 1 year, this would suggest that it is, should they not be offering me redundancy? What steps would you suggest that I do next? Would this case qualify for construct unfair dismissal? Or would the case not be classed as being severe enough? Any help would be greatly appreciated. Thank you.</p></div>Health and Safetyhttps://community.dpgplc.co.uk/human-resources/health-and-safety2019-04-24T11:56:35.000Z2019-04-24T11:56:35.000ZPaula Augustushttps://community.dpgplc.co.uk/members/PaulaAugustus<div><p>Hi All,<br/><br/>I recently got asked if I had completed some form of health and safety training (I am office based), I had to sit and think for a while as I couldn't recollect received an? In my current position I am required to do somewhat heavy lifting as well as carrying and manoeuvring of boxes as I cover facilities along with HR.</p><p><br/>I am creating a new induction and want to involve a short clip/video or some form of simple easy to follow guides I can present to our new starters?</p><p><br/>All suggestions will be appreciated, thank you in advance :)</p></div>