(Solution) 5C003 People practice solution for a policy/initiative

Solution

For this question, people practice issue selected is employees turnover. This represent the number of individuals leaving an organisation in a stipulated period of time established through determining the percentage of the entire employees number (CIPD, 2021).

A good policy which can be implemented would include employees retention policy as part of Saudi Aramco operations. The policy would include putting priority on different roles and regulations pursued by employers for increasing their will to remaining for a long-term in their job functions. The relevance of the policy is achieving 70% of an increase in staff retention scope.

The ways for people professionals building inclusivity into people practice initiative include;

Carrying out Surveys– The staff surveys work well when they are issued in a way that encourage feedback. Instead of part of the questionnaire requiring the employees to give their identity/disclose, anonymous and confidential answering of the questions would be encouraged. This is since people practice professionals need to leverage on significant amount of time to administer surveys and encourage provision of varying perspectives (Mohamadian et al., 2022).

Using suggestion boxes– Considering the turnover issue being designed, surveys are not appropriate and relevant for all users. This is the case when the survey questions are not appropriate and well aligned. Suggestion boxes can be appropriate to ensure a good initiative to ensure that teams are encouraged for engaging in active varying views sharing and strategically putting them in these boxes. The importance of using suggestion boxes is to support application of various members voices identifying their priority areas to improve L&D.

In the policy evaluation, the different approaches are;

Exit Interviews– Exit interviews is used as a tool for enhancing the ability of recognising turnover causes in an entity and holistic management (CIPD, 2021a). This is attained through an evaluation of a successful identification of their input for achieving employees retention. The strengths of this include assessment of entire employees experience, identifying opportunities for improving retention. For the drawbacks, data obtained could be incorrect and not applicable in different contexts.

Informal Chats– These are used as tools used to share information, developing individualised engagement, resolving conflicts and attaining a relaxed and sourcing an escape route for monotonous oriented job roles. Through a successful participation in informal chats, it is possible to achieve an improved support system inclusive of evaluating employees retention successfully. This is while initiating appropriate relations with management and staff. The pros of this approach include building shared understanding and experience for working life. This is while appreciating varying perspectives and trust-based relations initiated. For drawbacks, inaccurate data would be transmitted and hurting employees and an organisation.

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