UK-CCL is a Unique International Professional Quasi Charity Institution, whose focus is to implement and monitor Professional Quality Management Standards (PQMS 5001:2005) to offer upon matured working individuals by taking into account of their Lifelong Learning and Work into a Professional Knowledge Qualification, which will enhance the Personnel Development to improve the Career Enhancement!
The UKCommission for Consistent Learning (UK-CCL) is anexceptional professional institution and its dedicated purpose is to layout a meticulous formula for Professional Quality Management Standards (PQMS) to promote and facilitate Professional Knowledge Qualifications and implementing PQMS policies to Organisations and Training Centres globally. To this end, UK-CCL has on its panel highly qualified international professionals as examiners, assessors and verifiers. They are all members of the Executive Board of Examiners & Assessors (UK-CCL-EBEA). UK-CCL collaborates with International Professional Bodies in offering Accredited Professional Membership in all areas of life. UK-CCL places great emphasis on “PROFESSIONAL QUALITY” and has thus developed and endorsed the UK-CCL Professional Quality Mark.
Certification is a norm to review and examine to confirm the standard of quality of an institution or organisation or individual’s attainment. Certification is an assurance and a guarantee given that the assessment and verifications are uniform and of sound quality. Assurance of Certification is very crucial and important for private or non-governmental institutions, organisations and even to individuals to give the endorsements and guarantee of a quality standard accepted by the general public.
Certification also assures the organisation or institution meets the quality professional and vocational standards and criteria. In other words Certification is used commonly as a declaration for professional qualifications or awards that are widely accepted by employers, professional associations, and commercial institutions internationally. This procedure of recognition will bring benefits as a high quality qualification.To earn this special Assurance of Certification, institutions or organisations must meet the criteria of the Executive Academic Board (EAB). The EAB evaluates the institution in terms of its mission, vision, quality and best practices, administration, financial stability, policies, &candidate services. Only the institutions fulfilling such criteria would be considered for Certification.
This International Personal HRM Development Accolade Certification is to confirm the hands-on work experience of a person who has been working in the Human Resource Management to ern this very valuable certification of their ability in this sector of employment.
Over a time, a Certified Pool of Professionals from UK-CCL felt that, this type of endorsement will generate better credibility in an individual who can be a professional, yet who have not been recognised by society and educational institutions with the paper certification.This will give every candidate who are in HRM an even playing field with academics who comes from the traditional educational path, yet who have little or no hands-on work experience knowledge.
This International Personal HRM Development Accolade Certification is a result of the demand by employers. This highly valid recognition gives every employee the chance to obtain an independent and out-of-house certification by an international institution based in the UK. This certification will cement and ensure the standards required for any managerial staff of any establishment who requires the creditworthy appreciation.
This certification also will confirm the Professional Competence of an individual’s personal achievement. This reward will be a tremendous boost to increase one’s own image. UK-CCL certification gives the opportunity to improve career prospects along with recognition, promotion opportunities and other relevant benefits to all the individuals.
This is an avenue for all employers to motivate and to improve the productivity of their employees and to show appreciation of the services contributed by their workers. This certification will bring together loyalty of employees and the feeling of belonging and being recognised and appreciated by their superiors. Studies have shown that, employee empowerment and appreciation increases the efficiency of people in an organisation.
The psychology of being wanted and appreciated is a deep inner feeling within the human sensitivity. This awardcan be a special appreciation for their tireless contribution in their respective profession. It is made known by UK-CCL that these awards are a motivating factor in any organisation to achieve their goal or objective.
Recognition shall only be granted to those individuals who have achieved an acceptable professional standard of knowledge & hands on experience in their work place. UK-CCL’s Verifiers will ensure in determining as to whether the candidate is suitable for this esteemed recognition. The human resource manager or the immediate line manager / supervisor in the hierarchy must approve the application.
In addition, any other matter of achievement considered relevant, will be considered. Description of Certification can be in any area of employment or services in an organisation. UK-CCL Verifiers will decide the area of achievement pertaining to the information provided to them. Everyone will be categorised as “UK-CCL Knowledgeable Professional Certification”. The decision of UK-CCL Verifiers cannot be challenged and their conclusion will be final as their services to the Professional Quality Standard of ISO 9001: 2008 and UK-CCL’s PQMS 5001: 2005.
Work Based Lifelong Learning has become the main focal point in the 21st, Century Business Circle. As acdemic tutorial class room learning on it own will not sufficent for employment oppertunities today. This has been understood by the UK-CCL Board of Trustees and they currently give their importance for Work Based Lifelong Learning for any Professional Knowledge Qualifications what they promote.
Anyone who engage in working in the sector of Human Resource has to work with with management to decide on the people you need to deliver your business strategy. The next, you could be running an employee focus group, getting to grips with the issues that motivate teams. You could even develop a new benefits package or make sure the HR information system delivers streamlined processes and support to build up the business of the organisation to the expectation of the company’s main management board.
You'll also be responsible for identifying and attracting key people who can create a competitive advantage for the organisation. It is the responsibility of HR to keeping talent engaged and interested for when roles arise and developing effective networks of talented individuals that you can tap into cost-effectively. Furthermore, integrating them with succession planning and other HR activities such as performance management. Being HR you will have an important role in developing processes to identify talent across the organisation and integrating them with succession planning and activities such as performance management.
One of HR’s responsibility is focus upon constantly reinventing the performance of every working person to cope with the challenges of a fast-changing external environment. It will require in maintaining the health of the organisation in the long term. The change activities you lead or deliver could be about developing the organisation’s culture or the capability of its people and creating more effective customer-focused processes.
Employee relations have a wide-ranging of effective working relationships across the organisation. HR has to create a trust-based culture that drives long-term high level work performance. To achieve this a good understanding of what drives your organisation’s strategy, goals and performance with people management. It is mandatory requirement of HR in motivating and engaging the workforce, treating people as individuals and ensuring fair access to opportunities with its trade unions and managing workplace conflict. A commitment to diversity and ensuring fairness in the workplace is an important part of employee relations. Another key aspect is supporting effective internal communications inside the organisation.
As the Personnel Development, it is vital in getting the finest out of people and linking their skills and capabilities to drive them for high-level performance. It can also help to find their strengths and weakness. That’s where the importance of Learning and Talent Development (L&TD) importance comes into action. LTD specialists manage Academic and Hands on Work Experience Learning. As the responsibility person, you may deliver activities in all sector of business aim and objectives along with Health and Safety.
To work very closely with every head of department to ensure that all their expected requirements are met through the respective employees. Having the analytical skills to evaluate the benefits to the business will be vital. Learning and Talent Development professionals are concerned with involved in supporting, developing and accelerating learning in order to build alert and approachable methodology with the capability they need to execute their chosen strategy.
Learning and Talent Development (LTD) has to focus and must ensure to Performance and reward for people’s skills, behaviours, values, attitudes and contribution to the success of their organisations are rewarded and recognised in a fair, market-based and cost-effective way. It is involved in a wide range of reward activities such as establishing salary levels and allowances and managing pay relativities. To create incentive and recognition schemes, establish the case for employee benefits, and manage the benefit package and evaluate its effectiveness. This is all part of the organisation’s aim to create and sustain a high-performance culture.
As well as being competent and aware of legal and regulatory requirements, performance and reward specialists need to be able to communicate and educate employees and line managers about the reward strategy; work with colleagues in other departments to create a ‘joined-up ‘total reward’ approach and support people related programmes initiatives such as talent and diversity. You will need to identify and manage the risks around pay and benefits. Must be involved in government consultations relating to reward. As well as taking part in public policy discussion and consultations on the subject of pensions and bonuses and facilitating senior management consultations.
UK-CCL’s one of the main objective is to give prominence and priority for Lifelong Hands on Work Experience Assessment (LHWEA). Therefore, the methodology what UK-CCL implement is Affirmation for Prior Experience & Learning (APEL) scheme. This quality scheme of UK-CCL offers to all their matured applicant to gain either Professional Knowledge Qualifications or Professional Membership with their respective Professional Alliance Awarding Institutions. APEL Scheme is a time-efficient way for you to be recognised for your work experience achievements and is a suitable alternative route to Class Room Tutorial Learning for any Professional Knowledge Qualifications.
As many are known of the value and importance of becoming the approved organisation of world renowned International Standardization Organization (ISO) is the only professional quality assurance system recognized by inter-governmental agreement between 148 different countries, and is based on the principles of stakeholder satisfaction and continual improvement through quality management systems. Many universities around the world have implemented the internationally recognized ISO 9001:2008 standard, and the ISO encourages institutions to adopt the standards in both self-certification and external audit processes. The UK-CCL, as the independent assessors, examiners and verifiers for the awarding institutions who are affiliated to them. Because UK-CCL has this approval from the ISO with the Standard and Guideline of BS-EN-9001:2008 with certification number GB-14390.
The UK-CCL Certifications are considered under the criteria of Professional Knowledge Work Orientated Qualification. Therefore, this has made it compulsory for every applicant to submit a Reflective Work Experience Accomplishment Assignment on their career experiences. This assignment must contain more than Five Thousand words. As this statement is very important for the examination of the candidate suitability and will assist the assessors in verifying their ability and their skills.
This statement must include a full description of the candidate’s past and present work responsibilities, full personal information, academic and professional achievements and supporting copies of documents which will give further credits to the said professional knowledge award. The Reflective Work Experience Accomplishment Assignment(RWEAA) must contain more than ten thousand words in explaining in details the knowledge and expertise that he/she has gained during their working life. This information is appreciable by the assessment panel to evaluate the applicant to a professional high quality standard and offering the deserved Professional Knowledge Qualification.
It is mandatory for every candidate who is seeking the UK-CCL Professional Knowledge Certification to face, without fail, a minimum of three verbal examinations in order to gain the notable Professional Knowledge Qualifications. As the Viva Examination is known as applicant confirmation examination in which the candidate answers the questions in speech rather than a written examination. The assessment board wish to verify the ability of the candidate by way of requesting them to participate in a verbal examination (which shall normally be of not less than one hour but can go up to duration of three hours). This will take place usually on a one to one basis or a telephone or video conference. If it takes place in person, the candidate may be required to meet the costs of the examination. The verbal examination is compulsory to verify the professional knowledge and expertise of the person before conferring the Professional Knowledge Qualification. It is made very clear to every individual who are seeking for UK-CCL Certification must undergo this examination procedure in order to gain the appropriate awards.
It is made clear to every person concern thatfor any person to gain this UK-CCL’s Certification of International Personnel Development (CIPD), should follow the assessment and verification procedure which has been explained above in this document. It is given below the minimum work experience required for the specific level of certification.
Professional Knowledge Certificate Level 2 – Minimum of Three Years in HRM Sector
Professional Knowledge Diploma Level 3 – Minimum of Six Years in HRM Sector
Professional Knowledge Higher Diploma Level 4 – Minimum of Nine Years in HRM Sector
Professional Knowledge Executive Diploma Level 5 – Minimum of Twelve Years in HRM Sector