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Professional certification, trade certification, or professional designation, often called simply certification or qualification, is a designation earned by a person to assure qualification to perform a job or task. Not all certifications that use post-nominal letters are an acknowledgement of educational achievement, or an agency appointed to safeguard the public interest.
Human resources (HR) is the set of people who make up the workforce of an organization, business sector, industry, or economy. A narrower concept is human capital, the knowledge and skills which the individuals command. Similar terms include manpower, labor, personnel, associates or simply: people.
Apprenticeship is a system for training a new generation of practitioners of a trade or profession with on-the-job training and often some accompanying study. Apprenticeships can also enable practitioners to gain a license to practice in a regulated occupation. Most of their training is done while working for an employer who helps the apprentices learn their trade or profession, in exchange for their continued labor for an agreed period after they have achieved measurable competencies.
Employment is a relationship between two parties regulating the provision of paid labour services. Usually based on a contract, one party, the employer, which might be a corporation, a not-for-profit organization, a co-operative, or any other entity, pays the other, the employee, in return for carrying out assigned work. Employees work in return for wages, which can be paid on the basis of an hourly rate, by piecework or an annual salary, depending on the type of work an employee does, the prevailing conditions of the sector and the bargaining power between the parties. Employees in some sectors may receive gratuities, bonus payments or stock options. In some types of employment, employees may receive benefits in addition to payment. Benefits may include health insurance, housing, disability insurance. Employment is typically governed by employment laws, organisation or legal contracts.
Human resource management is the strategic and coherent approach to the effective and efficient management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems. HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and reward management, such as managing pay and employee benefits systems. HR also concerns itself with organizational change and industrial relations, or the balancing of organizational practices with requirements arising from collective bargaining and governmental laws.
Ecolabels and Green Stickers are labeling systems for food and consumer products. The use of ecolabels is voluntary, whereas green stickers are mandated by law; for example, in North America major appliances and automobiles use Energy Star. They are a form of sustainability measurement directed at consumers, intended to make it easy to take environmental concerns into account when shopping. Some labels quantify pollution or energy consumption by way of index scores or units of measurement, while others assert compliance with a set of practices or minimum requirements for sustainability or reduction of harm to the environment. Many ecolabels are focused on minimising the negative ecological impacts of primary production or resource extraction in a given sector or commodity through a set of good practices that are captured in a sustainability standard. Through a verification process, usually referred to as "certification", a farm, forest, fishery, or mine can show that it complies with a standard and earn the right to sell its products as certified through the supply chain, often resulting in a consumer-facing ecolabel.
Labor relations is a field of study that can have different meanings depending on the context in which it is used. In an international context, it is a subfield of labor history that studies the human relations with regard to work in its broadest sense and how this connects to questions of social inequality. It explicitly encompasses unregulated, historical, and non-Western forms of labor. Here, labor relations define "for or with whom one works and under what rules. These rules determine the type of work, type and amount of remuneration, working hours, degrees of physical and psychological strain, as well as the degree of freedom and autonomy associated with the work." More specifically in a North American and strictly modern context, labor relations is the study and practice of managing unionized employment situations. In academia, labor relations is frequently a sub-area within industrial relations, though scholars from many disciplines including economics, sociology, history, law, and political science also study labor unions and labor movements. In practice, labor relations is frequently a subarea within human resource management. Courses in labor relations typically cover labor history, labor law, union organizing, bargaining, contract administration, and important contemporary topics.
Arts administration is a field in the arts sector that facilitates programming within cultural organizations. Arts administrators are responsible for facilitating the day-to-day operations of the organization as well as the long term goals by and fulfilling its vision, mission and mandate. Arts management became present in the arts and culture sector in the 1960s. Organizations include professional non-profit entities. For examples theaters, museums, symphonies, jazz organizations, opera houses, ballet companies and many smaller professional and non-professional for-profit arts-related organizations. The duties of an arts administrator can include staff management, marketing, budget management, public relations, fundraising, program development evaluation, and board relations.
Green jobs are, according to the United Nations Environment Program, "work in agricultural, manufacturing, research and development (R&D), administrative, and service activities that contribute(s) substantially to preserving or restoring environmental quality. Specifically, but not exclusively, this includes jobs that help to protect ecosystems and biodiversity; reduce energy, materials, and water consumption through high efficiency strategies; de-carbonize the economy; and minimize or altogether avoid generation of all forms of waste and pollution." The environmental sector has the dual benefit of mitigating environmental challenges as well as helping economic growth.
The Technical and Vocational Training Corporation (TVTC) is a training institute in Saudi Arabia. In existence since 23 June 1980, it has branches in all major Saudi cities.
The Chartered Institute of Personnel and Development (CIPD) is an association for human resource management professionals. Its headquarters are in Wimbledon, London, England. The organisation was founded in 1913 - it is the world's oldest association in its field and has over 160,000 members internationally working across private, public and voluntary sectors. Peter Cheese was announced in June 2012 as CIPD's new CEO from July 2012.
The Canadian Centre for Environmental Education (CCEE) was created in 2005 through a unique collaborative approach involving 25 major universities and colleges across Canada. The 25 institutions offer their distance-based environmental courses as part of a joint certificate program. Utilizing online distance learning through Royal Roads University, the CCEE's Certificate in Environmental Practice (CEP) is used as a form of professional development, continuing education, and skills transitioning for individuals interested in, or currently working within, the environmental industry. Eleven concentrations are offered within the certificate, aligning with the Canadian National Occupational Standards for Environmental Employment.
The Mining Industry Human Resources Council (MiHR) is a Canadian, non-profit, organization that drives collaboration among mining and exploration companies, organized labour, contractors, educational institutions, industry associations and Indigenous groups to identify opportunities and address the human resource and labour market challenges facing the Canadian minerals and metals sector. MiHR contributes to the sustainability of the Canadian mining sector by collaborating with its stakeholders and communities of interest, to develop solutions tailored to human resources needs in the mining sector. Its vision is to build a diverse, sustainable, safe and skilled Canadian Mining workforce that is recognized globally.
The Canadian Mining Certification Program (CMCP), under the coordination of the Mining Industry Human Resources Council (MIHR), began in 2006 with the development of the three National Occupation Standards (NOS) for the Canadian mining industry. The CMCP encompasses both the accreditation of training and the certification of workers within the mining industry.
The Green Council (GC) is a non-profit, non-partisan environmental association of Hong Kong formed by a group of individuals from different sectors of industry and academics who share a vision to turn Hong Kong into a green city for the betterment of the future.
Workforce development, an American approach to economic development, attempts to enhance a region's economic stability and prosperity by focusing on people rather than businesses. It essentially develops a human-resources strategy. Work-force development has evolved from a problem-focused approach, addressing issues such as low-skilled workers or the need for more employees in a particular industry, to a holistic approach considering participants' many barriers and the overall needs of the region.
A Bachelor of Management or a Bachelor of Management Studies is an undergraduate degree program offered by numerous universities worldwide. This program equips students with the knowledge and skills necessary to assume management roles in a variety of organizations. It provides a solid foundation in organizational behavior and human resource management, while also allowing students to specialize in specific areas of interest through elective courses such as labor-management relations, negotiation, conflict resolution, compensation systems, and organizational development. Additionally, this degree program provides insights into how organizations function, how they are managed, and their interactions with object-oriented programming using C++ and data structures in both national and international environments.
Occupational safety and health (OSH) or occupational health and safety (OHS), also known simply as occupational health or occupational safety, is a multidisciplinary field concerned with the safety, health, and welfare of people at work. These terms also refer to the goals of this field, so their use in the sense of this article was originally an abbreviation of occupational safety and health program/department etc. OSH is related to the fields of occupational medicine and occupational hygiene.
The Wisconsin Department of Workforce Development (DWD) is an agency of the Wisconsin state government responsible for providing services to Wisconsin workers, employers, and job-seekers to meet Wisconsin's workforce needs. To effect its mission, the Department administers unemployment benefits and workers' compensation programs for the state of Wisconsin; ensures compliance with state laws on wages and discrimination; provides job resources, training, and employment assistance for job-seekers; and engages with employers to help them find and maintain adequate staffing for their businesses.
Italic textNational human resource development is the planned and coordinated process of enhancing human resources in one or more political states or geographic regions for economic and/or social purposes. NHRD has been recognized as a policy priority and undertaken as an activity by various divisions of the United Nations, national country governments, organizations involved in international development,. Specific human resources targeted by NHRD policy or practice typically include personal characteristics like knowledge, skills, and learned abilities and aspects of physical and psychological wellbeing; examples of NHRD interventions include ensuring that general education curricula include knowledge critical to employability and wellbeing, assisting employers in implementing effective on-the-job training programs that promote both greater effectiveness and workplace empowerment, and working to benefit specific populations by, for example, aligning vocational education and training with maternal health services and nutritional support.
References
- ↑ "Building Canada's Knowledge Advantage" (PDF). The Alliance of Sector Councils (TASC). 2006. Retrieved November 1, 2007.
- ↑ "List of Sector Councils". 5 December 2007. Archived from the original on 5 December 2007. Retrieved 14 February 2022.
- ↑ "Archived copy". Archived from the original on 2009-09-07. Retrieved 2009-11-03.
{{cite web}}: CS1 maint: archived copy as title (link) - ↑ "Councils Resources and Information". Councils.org. Retrieved 14 February 2022.
- ↑ "ECO Canada - Environmental Careers Organization Canada". Archived from the original on 2020-06-08. Retrieved 2012-09-14.
- ↑ "Canada.Com". O.canada.com. Retrieved 14 February 2022.
- ↑ "Become an Environmental Professional (EP)". Eco.ca. Retrieved 14 February 2022.