When I started my study journey all those years ago, I had no idea how much choice there would be when it came to CIPD qualifications. If you are thinking of starting your journey, or not sure on the next steps, then this post may help clear up the confusion that often comes when trying to decide your next development move.
If you are looking for a long and successful career within HR, then a CIPD qualification is an essential part of your CV, as some organisations seek them as a requirement for some roles, and with competition for HR positions increasing, employers like to see a candidate who is ambitious and motivated, especially one who shows initiative to develop their skills independently.
But with so many options, how do you possibly choose the right option for you? Having almost finished my qualifications, I wanted to share my experience to help others decide what CIPD qualification is the right route for them.
Last Saturday, I had the pleasure of speaking at this years’ CIPD Student Conference at Aston University in Birmingham, where the theme was “develop yourself, develop your HR career”.
The day was incredibly inspiring and it was fantastic to see so many people from all different career backgrounds, getting excited about the future of their careers.
The day was full of fantastic speakers, Ian Turner from Specsavers gave an overview on his career but also why HR should focus upon culture, this was supported by a staggering figure that 68% of employees do not feel that their business is actively supporting a positive culture. This is an opportunity for HR to really add value where it really matters.
This week’s HR Hour was all about the gender pay gap and how can HR effectively “fix” it?
It’s no secret that women are paid less than men, even when roles are consistent and irrespective of pay or skill level, the gap remains obvious. It’s important to highlight that Gender Pay Gap reporting is not just about equal pay as suggested; it presents a complex and challenging problem in which organisation figureheads shrug their shoulders and say “well how do we get around this then?”. In some cases has only emphasised the historical hurdles women have had to overcome in order to be seen equally.
Whilst Gender Pay Gap reporting is designed to highlight the difference in pay; is there anything actually being done to close the gap?
Workplace conflict is a huge cause of work related stress in the UK and whilst mediation may not be a hot topic right now, it is a tool that HR professionals may be required to use more regularly than we think!
Marc’s insightful read will help you develop skills to mediate in the workplace and resolve conflict effectively. This book is a practical approach to addressing those workplace fall-outs by nipping issues in the bud.
The book is well structured and easy to use, so if you are a novice or more experienced, this book has something for everyone.