Recruitment and selection . This could be due to growth and diversification or simply replacing people who have left the organisation. In both cases recruitment should take place in the context of a manpower plan that forecasts staffing requirements based upon strategic objectives and development plans. It is all about acquiring the right number of people with the right skills, experience and competencies in the right jobs at the right time. The manpower plan helps to establish whether new staff will be temporary or permanent and the extent to which existing staff need to be trained and redeployed. Planning therefore impacts the approach to recruitment such as the appointment of full or part time positions, permanent or fixed term contracts. In some organisations it is possible for the manpower plan to anticipate recruitment in some areas of the organisation with reductions in others. This means staffing costs can be projected and built into financial forecasts and budgets enabling recruitment and training to be controlled at an organisational, subsidiary and department level. Many organisations, both public and private, have developed models for manpower planning but the processes are very much alike: Analysis of competencies of the present workforce. Identification of competencies needed in the future. Comparison of the present workforce to future needs to identify competency gaps and surpluses. Audit Committee, 20 March 2014 Internal Audit Report – HR Recruitment Executive summary and recommendations Introduction Mazars have undertaken a review of the HCPC. Recruit is all-rounded recruitment services media consisting of Recruit magazine, Recruit.com.hk, Recruit mobile apps and Recruit career expo. Recruit Magazine is the. Start your career at Deloitte as part of our Graduate Program. You can apply if you are in your final year of study. Preparation of plans for building the workforce needed in the future. An evaluation process to assure that the workforce competency model remains valid and that objectives are being met. Selection is that part of the recruitment process that matches candidates to the specific requirements of individual positions. This has a number of recognisable stages as illustrated in the diagram below: Effective recruitment and selection ensures that the organisation has the necessary knowledge, skills and experience to fulfil its responsibilities and achieve its objectives. Expand this diagram. Why is recruitment and selection important? Recruitment and selection generally forms part of the organisation's strategic management of human resources, which has a number of interrelated elements designed to deliver long term sustainable success. Effective recruitment and selection ensures that the organisation has the necessary knowledge, skills and experience to fulfil its responsibilities and achieve its objectives. It also ensures that the organisation's culture, ethic values and expectation on behaviour are compatible with those of its employees so that there is unity of direction and purpose. Equally there are a number of potentially high- impact, high- likelihood risks associated with recruitment and selection. It is all about acquiring the right number of people with the right skills, experience and competencies in the right jobs at the right time. Organisations face a wide variety of risks in relation to recruitment and selection. The nature of these risks will vary depending upon circumstances; however, we have compiled a short list of potentially high impact, high likelihood risks below along with the possible responses that management may take. Potential risks and responses.
Not having the right people in the right place at the right time. Potential impact. Inappropriate and inadequate resource to achieve objectives, expansions plans, project delivery and market opportunities. Recruitment numbers not controlled resulting in excessive spending against budgets and/or reduced profits. Possible response. Requiring business plans and initiatives to include staff projections with financial forecasts that are consolidated. Staffing structure in place with total numbers of staff in each department that is reviewed periodically to take account of changing business needs and linked to business objectives. Additional staff requests approved by senior management and structure updated and linked to the budget. Employing staff who do not have the required competencies and/or cultural fit with the organisation. Potential impact. Failure to achieve strategic and operational responsibilities and objectives. Poor staff morale, high levels of absenteeism, excessive staff turnover. Possible response. Regular review and update of policies and procedures. All managers involved in recruitment to undertake regular recruitment and selection training. HR involved in the preparation and agreement of job descriptions, person specifications, terms and conditions. HR involved in the recruitment process to ensure application of policy and procedures. Using a variety of assessment methods - interviews, case studies, presentations, psychometric testing. The establishment of KPI's and monitoring arrangements. A failure to comply with employment legislation. Potential impact. Legal prosecution leading to fines and compensation. Damage to the organisation's reputation. Possible response. HR define and update policies and procedures that are legally compliant. HR monitor changes in legislation assess impact, communicating and implement changes to policy and procedures. Using employment law advisors and experts to clarify the need for compliance, as appropriate. Regular training and re- training of staff who are involved in the interview process. HR involved in the recruitment process to ensure application of policy and procedures. Gaining employment to the organisation by deception. Potential impact. Failure to achieve strategic and operational responsibilities and objectives. Legal prosecution leading to the payment of fines and compensation. Financial loss through fraud. Damage to the organisation's reputation. Possible response. Applying strict vetting procedures such as disclosure and debarring service (DBS) checks (previously CRB checks), use of vetting agents. Insist on seeing original qualification documents. Require candidates to demonstrate their competency during interview process. Inconsistency in the recruitment process. Potential impact. Legal prosecution leading to fines and compensation. Inability to attract the talented and experienced staff. Possible response. Documentation of policies and procedures supported by service level agreements. The establishment of KPI's and monitoring arrangements. What can internal audit do? Finding, developing and retaining talented people is more important than ever in today's highly competitive and rapidly changing world. People issues, such as recruitment and selection are therefore likely to feature on the organisation's risk register and the internal audit activity should think about including these on the internal audit plan. The level of priority will depend upon the relative significance of human resource risks compared to others on the strategic risk map or register. Review assurance providers. Internal audit may find that there are other parts of the organisation, including HR management who are providing assurance and information upon the mitigation of risks. Where this takes place internal audit can review the reliability of the assurances and reports that are given. For example HR services may report on how well departments are applying recruitment procedures and report against key performance indicators. Internal audit can provide an independent opinion on whether senior management can depend upon the statements being made and scope their work accordingly. Practice advisory 2. Provide assurance. In addition internal audit can provide independent and objective assurance that the content of policies and design of procedures for recruitment and selection are supporting the organisation's needs and objectives. Sometimes recruitment and selection can be regarded as a matter of routine with the focus of attention on applying the procedure without reflection on whether or not it is achieving the desired outcome - selecting the right people for the right jobs. Internal audit can evaluate the whole process by conducting a 'walk through' of the procedure with consideration of the overall efficiency and effectiveness. This should include reviewing the extent to which risks are being identified and managed. In a process audit of this nature it is worth considering the way: Policies and procedures are updated and refined to take account of lessons learnt, complaints, legislative changes and cost effective measures. Recruitment is delivering against wider initiatives, for example in relation to diversity and anti- discriminatory policies. Changes in policies and procedures are communicated and implemented across the organisation. Managers and those involved in recruitment have been given adequate training and re- training when legislative requirements change. Flexibility is built into procedures through the delegated powers and authority given to various managers across the organisation. Appropriate vetting checks are carried out to obtain proof of identity, qualifications and disclosure of convictions. Vetting should be commensurate with the nature of the business and proportionate to the role being advertised. Approaches to advertising and recruitment agencies are reviewed for their effectiveness. Personal data is kept complete, up- to- date and secure from unauthorised access. Standards and KPIs have been set out by HR (Service Level Agreements) and these are resourced, maintained and developed to ensure delivery. Manpower plans are successfully projecting resource requirements and are being delivered. Vacancy levels, turnover rates, staff and recruitment costs are monitored and controlled. Managers regard recruitment and selection in terms of successes, difficulties and issues. Internal audit can also carry out detailed testing on the controls that reduce high impact, high likelihood risks. Every organisation is different but here is a short list of issues to consider during testing. Managers who recruit new members of staff on the basis of future income projections that fail to materialise.
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Catholic Evangelization Services in Baltimore, which claims that . The purpose of this paper is to. Alpha Course, and to. Alpha, either in its original form or in the . How Can I Be Sure of My Faith? Why and How Should I Read the Bible? Why and How Do I Pray? How Does God Guide Us? WEEKEND RETREAT Who Is the Holy Spirit? What Does the Holy Spirit Do? How Can I Be Filled with the Spirit? How Can I Resist Evil? Why and How Should We Tell Others?
Alpha Program Nicky Gumbel BooksAlpha is for everyone, including those wanting to reinvestigate Christianity or consider it for the first time. Alpha is a tool for evangelization that is being used by thousands of Catholic parishes in over 70 countries around the world. Alpha is also run by churches of. Jim Charlton was serving on the evangelism committee at Wheatland Salem Church in Naperville, Illinois, when he first heard of the Alpha course. While the United Methodist congregation was evangelistically minded, it was searching for an effective method to mobilize the congregation for evangelism. Alpha Program use in Catholic Church Evangelization. Scott and Kimberley Hahn's Catholic adult education series Is available from www.saintjoe.com.It is longer than Alpha at 35 programmes, but you can't rush a good thing.It comes with a study guide and. What About the Church? Alpha. Dinner: Christianity: Boring, Untrue, and Irrelevant? The Alpha webpage lists over 6. Diocese of Galveston- Houston, sponsored by. Lutheran, Methodist, Episcopalian. Presbyterian, Baptist, Vineyard, Disciples, Foursquare, and three Catholic. This is not a Catholic adaptation of the Protestant. Protestant program with Catholic teaching presented. As the British office says, . Courses such as Exploring. Catholic Church and Drink from the Wells of the Church may. Catholic. teaching. It is the historic faith expressed in the ancient creeds. In addition, the current. Catholic ecclesiology. Only Baptism and the Eucharist are recognized. Rather than. taking what someone else has developed and making it into something else. We must also look at the specific content of the Alpha program. As we have seen, Christ. Life claims that in its presentation of. Evaluation of Alpha. An evaluation of Alpha materials reveals that Alpha does. The order of the. Course speaks volumes. First the individual believes in Jesus, then he. Bible, prays, is filled with the Holy Spirit, is encouraged to. Communion, told to resist evil, learns about. A Congregationalist Ecclesiology. Gumbel presents the Church as. It is a place where lasting Christian friendships can be. It is also a place where the gifts and ministries of the Spirit can. The congregation is a place where. In its. effort to present only what . And what it says about the remaining two is still problematic. It is also said to be an anticipation of heaven, a reminder of. Christians gathered, and a . Alpha is said to be evangelization of the unchurched. Catholics are told to consider it as . We have an offering which. This is a good opportunity to. Christian faith. We then invite. Jesus Christ to receive Communion, should. We pass round. the bread and drink, asking those who do not wish to receive it for some. Many comment on the beautiful. God. If we compare the amount of space. Alpha is not interested in. Contrasting the one small paragraph on Baptism, and. Though Gumbel says not. Recall that these chapters precede mention of the Church. Evangelical way). Recall as well that Catholics are. An Anglican Criticism. As mentioned out the outset, Alpha was developed by a parish of. Church of England, Holy Trinity Brompton in London. From Anglicanism. Christian groups. Yet one of the first detailed. Anglican source. Mark Ireland, Diocesan Missioner for the Diocese of. Lichfield, in the year 2. Ireland questioned the 4. Bishop followed up with a letter to the parishes which used Alpha. The Area Bishop of Stafford. And it was (is) the. Lord gave of His Passion (as St. Gumbel ducked the question by. Alpha is used . Again, Millar and Gumbel. Pentecostals who insist on tongues and others who reject. They were very keen to encourage and support us. Alpha work at local level, but the core product was. This reinforces dependence on the source of the product . Over 6. 1% of the parishes in his. With any such tool, adaptation, balance, constant. We are told to accept Alpha ? What can we affirm in the approach of. Alpha, and what should concern us? The General Directory for Catechesis says, . The fact that. Jesus Christ is the fullness of Revelation is the foundation for the. Alpha does anything well, it is this; and this is perhaps one of the. It is meant to introduce an inquirer to the. Jesus Christ. We can affirm as well Alpha. GDC 4. 7Primary proclamation (the responsibility of all Christians) implies. Both activities are essential and mutually. But though primary proclamation and catechesis are distinct, we. Alpha seems to. suggest by saying that . There must be some content, which provides the basis for the. Christ; thus the GDC speaks of a . Again, we can. affirm the central emphasis of Alpha. The guide to this structure is the. Apostles. GDC 1. 15. And the GDC rejects an individualistic piety, for . Christ founded the Church on the apostles, to whom he gave the. Holy Spirit, sending them to preach the good news to the entire world. The. Church through all ages bears the fullness of the divine Word, in. Scripture and Tradition, guided by the Spirit speaking through the. Magisterium. Those who evangelize have a . The Eucharist is. Alpha does not fulfill the. Catholic catechesis and evangelization, and presents what. Catholics must see as an impoverished and distorted Gospel. To tack Catholic. Church and. Sacrament, denies the integral nature of Christian revelation. Notes. Christ. Life Catholic Evangelization Services, n. University of Sheffield at Cliff College, 2. Page numbers correspond to the printed copy I made. Pagination could therefore. References are to Pete Ward, . Ireland, . For another critique of Alpha. Stephen Hunt, Anyone for Alpha?: Evangelism in a. Post- Christian Society (London: Darton, Longman and Todd Ltd., 2. The Alpha Course Manual. London: HTB. Publications, 1. Colorado Springs: Cook Ministry. Resources, 1. 99. Gumbel, Nicky. How to Run the Alpha Course: A Handbook for Alpha. Directors, Leaders, and Helpers. Colorado Springs: Cook Ministry. Resources, 1. 99. Gumbel, Nicky. Questions of Life: A Practical Introduction to the. Christian Faith. Colorado Springs: Cook Ministry Resources, 1. Gumbel, Nicky. Telling Others: A Practical Approach to Sharing the. Christian Faith. Colorado Springs: Cook Ministry Resources, 1. Gumbel, Nicky and Sandy Millar, . London: Darton, Longman and Todd Ltd., 2. Ireland, Mark. University of Sheffield at Cliff College, 2.
Summer Study: Our study abroad programs for high school students in Europe offer both academic & life experience. Office of International Programs at Boston. Learn more about study abroad financing with the Scholarship Information. Kasandra Philipps has been awarded a merit scholarship for the BU London Internship Program for. All Ithaca College travelers are advised to keep themselves informed about Zika virus and follow all recommended precautions. When do I apply to a study-abroad program? Post-Program Opportunities; International Students; Pre-Approved G.E. Credits; For Faculty/Staff. For Faculty/Staff back. Off-Campus Study; International Visiting Scholars; Mission Statement; 2016-2017. London, England - Director Led Programs - Study Abroad. Academics. Strong Academic Program. Gain real world skills and experience in one of the world’s most diverse cities. Examples of past excursions include: Visit London’s vibrant markets—especially the famous Camden Market, pulse of youth fashion, music and culture in the city. Attend two major theatre productions such as Mama Mia, Matilda and Billy Elliot. Journey to Bath to visit Stonehenge and attend a rugby match. Eat Pakistani barbecue in multicultural Brick Lane, experience traditional afternoon tea, enjoy a play at Shakespeare's Globe Theatre and a soccer match. Visit Cambridge or Canterbury. Internships and Service- Learning. Practical and transferable skills development is the foundation of the internship program in London. Central students are the envy of their peers, since their experience includes no lengthy or expensive commute, and most students walk or take a short bus ride to classes and internships. Student Central, the student union for London, is a two- minute walk from your dorm and has all the entertainment, support services and student associations that you could possibly wish for. Integrated Programming. Holistic programming integrates academics, personal journey and intercultural learning. Program excursions are linked to coursework to help students gain the most complete understanding of England possible, while gaining skills transferable to future experiences in cultures that are not their own. Guided by the resident director, students engage in intentional reflection to process and understand their personal experiences. Program Director. Mark Simmons. Mark Simmons’ love of international education was first sparked in the United States, when he studied at Bloomsburg University in Pennsylvania. He says it was one of the most formative experiences of his life. Since then, Mark has worked in international education for over 2. Before he joined Central College in 2. Mark facilitated international business development in education at the University of London. In his spare time, Mark likes to sample multicultural food and attend musical theatre and other staged productions in London, one of the best cities in the world for such interests. Master of Arts in British imperial and commonwealth history, the University of Aberdeen. Postgraduate Diploma in administrative and information management, Napier University. Purposeful Integration into Local Life. Simply put, Central’s London program goes above and beyond to create opportunities for students to integrate with university and local communities. From among dozens of options, students are required to join at least one club or student organization. An optional homestay weekend with a family is one more way to gain insight into British life. Valuable Work Experience. The range of internship opportunities in London is as large as it is diverse. Most students take advantage of the opportunity to intern in London, from interning with a Member of the U. K. Parliament, to banking and finance or teaching in elementary schools. Residential Program Director. Individualized attention to students distinguishes Central's resident directors from their peers. Starting long before arrival in London, the director works individually with students, coaching them to maximize their time abroad. Nothing is more central to the work of a resident director than giving students the support they need. |
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