Name Email Selected KSB Evidence File Evidence Detail Approval Status
Emma Bowden [email protected] BA3 P40 – Managing Performance (B3) Personal Development Plan Personal Development Plan pending
Rebecca Hampson [email protected] HRL5 S1.2, HRL5 K1.3, HRL5 B1.1 Professional discussion on appraisal process - 11.5.23 Professional discussion on appraisal process, including applying knowledge from diploma to support with this project. contributing towards K1.3, S1.2 & B1.1 pending
Rebecca Hampson [email protected] HRL5 B2.1, HRL5 S7.2, HRL5 S7.1, HRL5 S1.1 Professional discussion on employee portal - 16.3.23 Professional discussion on employee portal following feedback from the engagement survey contributing towards S1.1, S7.1, 7.2 & B2.1 pending
[email protected] [email protected] HRL5 S7.2, HRL5 S2.3 Professional discussion on involvement in ER case - 10.5.23 Professional discussion on involvement with exit interview meeting case contributing towards S2.3 Deals with escalated people issues and works with the business to resolve them & S7.2 Communicates confidently with people at all levels, including senior management approved
[email protected] [email protected] HRL5 B2.1, HRL5 S7.2, HRL5 S5.1, HRL5 K4.1, HRL5 B2.2 Professional discussion on involvement in redundancy process - 4.5.23 Professional discussion on leading the redundancy process within role contributing towards the following standards. K4.1 Understands HR systems and where to find HR and management data, both internally and externally, including benchmarking S5.1 Researches, analyses and presents HR / business data (both internal and external) to provide insight, support solutions to business issues and track performance S7.2 Communicates confidently with people at all levels, including senior management B2.1 Displays tenacity and proactivity in the way they go about their role, staying positive when under pressure B2.2 Deals positively with setbacks when they occur approved
[email protected] [email protected] TLL3 K6.A, TLL3 S6.B, TLL3 S6.A, TLL3 K6.B, TLL3 B3.B Robert Edworthy this piece of evidence is what I created last week using search engines for my information. pending
[email protected] [email protected] HRL5 S7.2, HRL5 S5.1, HRL5 K4.1, HRL5 K2.2, HRL5 B2.2 Professional discussion - analysis data 25.4.23 Professional discussion on analysing employee survey data and creating KPIs as a benchmark for future surveys. contributed towards. K2.2 Understands business and HR KPIs and metrics, building a clear picture of how the business is performing. Understands the impact of this on their role K4.1 Understands HR systems and where to find HR and management data, both internally and externally, including benchmarking S5.1 Researches, analyses and presents HR / business data (both internal and external) to provide insight, support solutions to business issues and track performance S7.2 Communicates confidently with people at all levels, including senior management B2.2 Deals positively with setbacks when they occur approved
[email protected] [email protected] HRL5 S7.1, HRL5 B1.2, HRL5 S5.1 Professional discussion on quarterly reporting 13.4.23 Professional discussion on quarterly reporting, obtaining data and analysing trends with absences, retention. contributing towards S5.1 Researches, analyses and presents HR / business data (both internal and external) to provide insight, support solutions to business issues and track performance B1.2 Curious about HR/business trends and developments, incorporating them into their work S7.1 Builds effective working relationships with business managers (using the language of the business), peers and other HR functions, together with relevant external organisations approved
[email protected] [email protected] HRL5 S1.2, HRL5 B1.2, HRL5 S5.1 Professional discussion - employee attrition rate 11.4.23 Professional discussion on employee attrition rates, collating and analysis data working alongside HR advisors to identify trends, and look at an action plan. S5.1 'Researches, analyses and presents HR / business data (both internal and external) to provide insight, support solutions to business issues and track performance' S1.2 'Influences leaders and managers to adopt appropriate solutions' B1.2 'Curious about HR/business trends and developments, incorporating them into their work' approved
[email protected] [email protected] HRL5 S7.1, HRL5 S6.3, HRL5 S4.2, HRL5 S5.1 Professional discussion - probation process 6.4.23 Professional discussion on improving absence process, analysing data and coaching line managers contributing towards S4.2 Advises and coaches managers to deal successfully with people issues from a generalist or specialist perspective, incorporating best practice where appropriate S5.1 Researches, analyses and presents HR / business data (both internal and external) to provide insight, support solutions to business issues and track performance S7.1 Builds effective working relationships with business managers (using the language of the business), peers and other HR functions, together with relevant external organisations S6.3 Plans their own development; shows commitment to the job and the profession approved
[email protected] [email protected] HRL5 S7.1, HRL5 B1.2 Professional discussion - Tender framework agreement 3.4.23 Professional discussion on involvement with tender framework agreement, consisting of creating reports on cost analysis, policies and training. Contributed towards S1.1, S1.2, S7.1, B1.2. Further evidence needed to meet S1.1 & S1.2 in a HR consultancy situation approved
[email protected] [email protected] HRL5 S7.2, HRL5 S7.1, HRL5 K1.3, HRL5 S3.1, HRL5 B2.2 Professional discussion - contribution to business projects 30.3.23 Profession discussion on involvement with business change to maternity, paternity and parental benefits, benching marking exercise to compare similar organisations and liaising with team members to ensure the process is correct. contributing towards K1.3 'Up to date with best practice and emerging thinking – able to use this in their dealings with the business' S3.1 'Understands the structure and responsibilities of the HR function, policies and processes, and where to source HR specialist expertise' S7.1 'Builds effective working relationships with business managers (using the language of the business), peers and other HR functions, together with relevant external organisations' S7.2 'Communicates confidently with people at all levels, including senior management' and B2.2 'Deals positively with setbacks when they occur' approved
[email protected] [email protected] HRL5 S7.1, HRL5 S4.2, HRL5 S1.2, HRL5 S5.1 Professional discussion - HR information analysis 29.3.23 Professional discussion on absence report, analysing data and liaising with managers to support absence management process contributing towards S5.1, Researches, analyses and presents HR / business data (both internal and external) to provide insight, support solutions to business issues and track performance S7.1,Builds effective working relationships with business managers (using the language of the business), peers and other HR functions, together with relevant external organisations S4.2 Advises and coaches managers to deal successfully with people issues from a generalist or specialist perspective, incorporating best practice where appropriate B1.2 Curious about HR/business trends and developments, incorporating them into their work approved
[email protected] [email protected] HRL5 B1.1, HRL5 S3.1, HRL5 K1.2 Professional discussion - business changes 23.3.23 Professional discussion on business changes, involvement with overseeing job titles, job description and benchmarking salaries. contributing towards S3.1 'Leads the HR contribution to business projects and change programmes to support positive behavioural, business or organisational change', B1.1 'Adapts positively to changing work priorities and patterns, ensuring key business and HR deadlines continue to be met' and B1.2 'Curious about HR/business trends and developments, incorporating them into their work' pending
[email protected] [email protected] TLL3 S9.A, TLL3 K9.A Prioritisation tool to show how flexible I am and how i manage competing priorities. pending
[email protected] [email protected] HRL5 S1.3 Professional discussion on resourcing - 15.3.23 Professional discussion on resourcing as a HR service to meet different requirements contributing towards S1.3 'Provides tailored HR services to the business as required by their role' approved
[email protected] [email protected] HRL5 S4.2, HRL5 S1.4 Professional discussion - advising line managers 15.3.23 Professional discussion on advising line managers on the absence managament process contributing towards S4.2 ' Advises and coaches managers to deal successfully with people issues from a generalist or specialist perspective, incorporating best practice where appropriate' and also reference to HR policies contributing towards S1.4 'Contributes to the development of relevant HR policies & procedures and/or HR initiatives' approved
[email protected] [email protected] HRL5 S6.1, HRL5 S5.1, HRL5 S1.4 Professional discussion - Absence Management 7.3.23 Profession discussion on absence management contributing towards S1.4 'Contributes to the development of relevant HR policies & procedures and/or HR initiatives', S6.1 'Keeps up to date with business changes and HR legal/policy/process changes relevant to their role' & S5.1 'Researches, analyses and presents HR / business data (both internal and external) to provide insight, support solutions to business issues and track performance' approved
[email protected] [email protected] HRL5 S5.1, HRL5 K4.2 Professional discussion 1.3.23 - absence data analyses & reporting Professional discussion on absence data management project including coaching line managers contributing towards S5.1 'Researches, analyses and presents HR / business data (both internal and external) to provide insight, support solutions to business issues and track performance' & S4.2 'Advises and coaches managers to deal successfully with people issues from a generalist or specialist perspective, incorporating best practice where appropriate' pending
[email protected] [email protected] HRL5 B2.1, HRL5 S7.1, HRL5 S3.1 Professional discussion - payroll system change 23.2.23 Professional discussion on changes to the payroll process contributing towards S3.1 'Leads the HR contribution to business projects and change programmes to support positive behavioural, business or organisational change', S7.1 'Builds effective working relationships with business managers (using the language of the business), peers and other HR functions, together with relevant external organisations' & B2.1 'Displays tenacity and proactivity in the way they go about their role, staying positive when under pressure' approved