Mistra Urban Futures-Knowledge about and Approaches to Fair and Socially Sustainable Cities - KAIROS KAIROS is a transdisciplinary research project with focus on the social dimension of sustainability. The premise of the project is the way in which globalisation, migration and urbanisation characterise our time and place new demands on participation and co-creation. Cities' role in a changing world The complex societal problems that come with the on-going societal transformation is embodied and impacts on a local level. Justice and social sustainability People's views of and needs for security, development and justice are important for a society’s development. Social sustainability constitutes a political equilibrium point, a "balance point", between the three basic values of security, development and justice. Participation and co-creation We cannot avoid issues of conflicting goals, but we need to be aware and find ways how to handle them. The project's theoretical framework The framework describes the project's theoretical and conceptual premises. Subprojects 1. 2. 3.
HR & Personnel Management Careers Human Resource Management (HRM), also known as Personnel Management, is not social work! It may involve: organisation and manpower planning, recruitment and selection, termination of employment, training and development, industrial relations, job evaluation and employee services. Any degree subject is normally acceptable, although law, psychology and business-related degrees (particularly if you have taken a module in HR) are often seen as being particularly 'relevant'. There are three main routes for graduates into HRM: Through a graduate training scheme. Employers: any employer with a sufficient number of employees to justify a specialist personnel section may employ HR managers: e.g. manufacturing or service industries; local government; health authorities; universities and colleges; commercial organisations. Experience relevant to personnel work can also be gained in other related fields, particularly retail management and recruitment consultancy. Useful Links Last fully revised 2013
Liam Healy & Associates - Chartered Occupational Psychologists What is ESG? ESG stands for Environmental, Social and Governance. There is growing evidence that suggests that ESG factors, when integrated into investment analysis and decision making, may offer investors potential long-term performance advantages. ESG has become shorthand for investment methodologies that embrace ESG or sustainability factors as a means of helping to identify companies with superior business models. ESG factors offer portfolio managers added insight into the quality of a company's management, culture, risk profile and other characteristics. By taking advantage of the increased level of scrutiny associated with ESG analysis, ESG Managers® Portfolios seek to identify companies that we believe: Are leaders in their industriesAre better managed and are more forward-thinkingAre better at anticipating and mitigating riskMeet positive standards of corporate responsibilityAre focused on the long term Past performance does not guarantee future results.
How I got my job: HR Graduate scheme | University of Leeds Careers Centre Blog Hessie Coleman has recently graduated from the University of Leeds with BA German & International Relations (Joint Honours). She is currently in her first placement on Centrica’s HR graduate scheme which she was offered a place on after completing their Summer Programme. When you think of doing a 10 week HR internship with a Top 30-FTSE 100 company over the summer, do you expect to spend your second day on the job taking the corporate card to Hamleys to organise some fun and games for the monthly office beer and pizza night? No? I didn’t either! Developing my career ideas I didn’t always know what I wanted to do after University. Application support Although I was still in Germany, the Careers Centre’s eGuidance service gave me advice on how to tailor my applications and helped me utilise both my previous work experience and also my involvement in societies as examples in my application. The application process Like this: Like Loading...
Occupational psychologist: Job description Occupational psychologists apply psychological knowledge, theory and practice to the world of work. They aim to help an organisation get the best performance from their employees and also to improve employees' job satisfaction. Occupational psychologists apply expert knowledge to all levels of working and may work on organisational issues, such as culture and change, as well as issues at an individual or team level. They may work in a consultancy role or in-house as an employee of an organisation. Collaboration is common with management, human resources officers and training and development officers, careers advisers and management consultants, business coaches, ergonomists and psychologists, trade union representatives, and staff in teams and individually. Roles may also overlap. Typical work activities Both in-house and consultancy-based occupational psychologists carry out a range of activities according to the needs of their clients or the organisation they work for.
The Social License To Operate The Social License has been defined as existing when a project has the ongoing approval within the local community and other stakeholders, ongoing approval or broad social acceptance and, most frequently, as ongoing acceptance. At the level of an individual project the Social License is rooted in the beliefs, perceptions and opinions held by the local population and other stakeholders about the project. It is therefore granted by the community. It is also intangible, unless effort is made to measure these beliefs, opinions and perceptions. Finally, it is dynamic and non-permanent because beliefs, opinions and perceptions are subject to change as new information is acquired. The differentiation into approval (having favorable regard, agreeing to, or being pleased with) and acceptance (disposition to tolerate, agree or consent to) can be shown to be real and indicative of two levels of the Social License; a lower level of acceptance and a higher level of approval.
Human Resources Officer Job Information Page Content Human resources officer Hours30-40 per weekStarting salary£15,000 + per year If you enjoy working with people and you're looking for an office role, this could be the perfect job for you. Human resources (HR) officers, also known as personnel officers, look after hiring and developing employees. They look after their welfare too. Most employers will want you to have qualifications from the Chartered Institute of Personnel and Development. To become a human resources officer, you need to be tactful and friendly. WorkDesc The work HR officers' work would usually involve: In large organisations, you may specialise in one or two of these areas. HoursDesc Hours In a full-time job you would normally work standard office hours, Monday to Friday. You would mainly be based in an office but you may need to travel to meetings, especially if you worked in a company with more than one site. IncomeDesc Income HR assistant administrators can earn around £15,000 to £19,000 a year. Entry requirements
What Does an Occupational Psychologist Do? The services of occupational psychologists are in increasing demand. The expertise of a Chartered Occupational Psychologist lies in identifying and realising the full potential of people. Chartered Occupational Psychologists are concerned with the performance of people at work and in training, with developing an understanding of how organisations function and how individuals and groups behave at work. Organisations are deeply concerned about the need to recruit, retain and realise the potential of their human resources on which success depends. No listing of the fields of occupational psychology is ever perfect or complete, as any area where psychology can contribute to the understanding and assistance of human beings at work (and increasingly on the borderlines before and after work, and between work and leisure) may raise the need for investigation, or may find an application for some advance in the wider field of psychology.
2013 Human Development Report Skip to main content Home 2013 Human Development Report Human Development Report 2013 The Rise of the South: Human Progress in a Diverse World The 21st century is witnessing a profound shift in global dynamics, driven by the fast-rising new powers of the developing world. In addition to the 2013 Report, a series of occasional papers were produced to inform the research process. Download: Human Development Report 2013 Complete English Human Development Report 2013 Technical Notes Human Development Report 2013 Summary English Human Development Report 2013 Press Release Globalization and Economic Integration Animation: Human Development Report 2013: The Rise of the South Animation: Human Development Report 2013 - Rise of the South | hdr.undp.org | #hdr This video describes the 2013 Human Development Report
Personnel officer: job description Personnel officers/human resources officers devise and implement human resource policies. What does a personnel officer do? Typical employers | Qualifications and training | Key skills Personnel officers are responsible for: recruiting, training and developing staff organising salaries payments pensions and benefits administration approving job descriptions and advertisements looking after the health, safety and welfare of all employees organising staff training sessions and activities monitoring staff performance and attendance advising line managers and other employees on employment law and the employer's own employment policies and procedures ensuring candidates have the right to work at the organisation negotiating salaries, contracts, working conditions or redundancy packages with staff and representatives Larger organisations often employ specialist staff in some of these roles. Typical employers of personnel officers Qualifications and training required Next: search graduate jobs