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Chartered Institute of Personnel and Development (CIPD)

Chartered Institute of Personnel and Development (CIPD)

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.

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.

Division of Occupational Psychology EU Law is Changing (so please read this - it's really important) As part of EU Law, we'd like to get your consent for you to browse the web like you have always done - by using cookies. What are cookies? Find out more about the cookies this site uses. Close Cookie consent We use cookies to ensure that we give you the best experience on our website. EIRIS - Empowering Responsible Investment 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.

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 This video describes the 2013 Human Development Report

Impact Consulting Psychologists – Business psychologists based in Manchester offering occupational psychology services, coaching, organisation development, leadership and management, career guidance and assessment centres. Non-Financial Reporting and Corporate Social Responsibility (CSR) The Framework | Investors in People We are the UK's most successful framework for business improvement through people management. The Investors in People Framework underpins everything we do. Based on 20 years of leading practice, it was designed by business, for business. Written in consultation with customers, employees and people management specialists, it provides a path to organisational change. Created to meet the ever-evolving needs and challenges of today's businesses, the Framework gives you a tangible way to drive your business forward. The benchmark for any well-run organisation, it signals to customers and employees your commitment to good business and people management excellence. An eye on the future While much of our work goes on behind the scenes in business, you'll often find us at the forefront of national debate. Find out more Through our respected Standard, our business insight, and our tools and resources, we’re helping organisations everywhere to succeed through their people.

UNEP Corporate Sustainability Reporting > Group of Friends of Paragraph 47 The Group of Friends of Paragraph 47 is a government led initiative that was formed by Brazil, Denmark, France and South Africa, pioneers in sustainability reporting practice and policy. The Group was born in June 2012 following acknowledgement of the importance of corporate sustainability reporting in Paragraph 47 of the Outcome Document of the 2012 United Nations Conference on Sustainable Development (Rio+20). Since then, the Governments of Austria, Chile, Colombia, Norway and Switzerland have joined the Group. The UN Environment Programme (UNEP) and the Global Reporting Initiative (GRI) support the group in a Secretariat capacity and provide technical support and guidance in concert with others. In order to create enabling conditions for this, the Group aims to advance the promotion of corporate sustainability reporting by: [Go Back]

The Natural Step / Det Naturliga Steget also known as the Framework for Strategic Sustainable Development (FFSD) The FSSD is a process of continual learning that incorporates other methods, tools, and concepts into a shared, structured overview. No successful attempt to develop such an overview would ignore other approaches – instead, this framework will make better use of them. We have deduced the FSSD from empirical data on systems and impacts from unsustainable development, tested it in the real world, refined it, tested it again on empirical data, and so forth. In the following paragraphs, we develop the theory for the FSSD, put it into an operational methodology, verify it in relation to existing methods, tools and concepts, and then apply it in practical ways. Terminology and theoretical considerations Forecasting is a common method used in decision-making. In contrast, backcasting, begins by defining the objective clearly and then asking — “what shall we do today (and subsequently) to achieve the objective?”. To counter these problems, we have systematically developed another approach.

"The CIPD is the professional body for HR and people development. We have over 130,000 members internationally - working in HR, learning and development, people management and consulting across private businesses and organisations in the public and voluntary sectors.

As an independent and not for profit organisation, we are committed to championing better work and working lives for the benefit of individuals, business, the economies and society - because good work and all it entails is good for business and society at large, and what is good for business should also be good for people’s working lives." by sosmart_eu Aug 24