(Solution) 5C003 reasons why this is important and the consequences of people practitioners not being willing or able to influence others (AC 1.3)
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Solution
1.3 Importance of People Professionals
Informed Contributions:
People professionals must contribute to discussions in an informed manner to provide valuable insights and evidence-based recommendations. When people practitioners are knowledgeable about current trends, best practices, and legal requirements, they can guide strategic decision-making that aligns with organisational goals. For example, during discussions about implementing a new performance management system, being informed allows a people professional to highlight potential challenges and suggest effective solutions as evidenced by Kadam (2017). This informed approach ensures that decisions are well-grounded, reducing the risk of implementing ineffective or outdated practices.
Clear Communication:
Clear communication is essential for conveying complex ideas in a way that is easily understood by others. When people professionals articulate their points clearly, they minimise misunderstandings and ensure that their message resonates with the audience as evidenced by CIPD (2023a). This is particularly important in diverse teams where members may have different levels of familiarity with HR concepts. For instance, explaining the benefits of a flexible working policy in clear terms helps stakeholders understand its impact on employee well-being and productivity, increasing the likelihood of buy-in.
Confident Expression:
Confidence in discussions helps people professionals assert their viewpoints and advocate for necessary changes ( Kaplan Professional, 2015). Confidence demonstrates expertise and conviction, which can persuade others to consider and support their proposals. For example, confidently advocating for a new diversity and inclusion initiative can help overcome resistance and secure leadership commitment. Confidence also builds trust and credibility, positioning the people professional as a reliable advisor.
Consequences of Failing to Influence:
If people professionals are not willing or able to influence others, several negative consequences can arise. Without influence, important initiatives may be sidelined, leading to missed opportunities for improving organisational outcomes ( Bosley, 2023). Additionally, the absence of informed, clear, and confident contributions can result in poor decision-making, potentially leading to unethical practices, increased grievances, or legal challenges such as employment tribunals. Furthermore, a lack of influence can diminish the perceived value of the people practice profession, resulting in lower levels of employee engagement and a weakened organisational culture.
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(Solution) (AC4.1) Assess suitable types of contractual arrangements dependent on specific workforce need
Solution Permanent, full-time contracts Permanent, full-time contracts for delivery drivers offer both benefits and drawbacks, making their suitability dependent on ParcelCare’s operational needs and goals. Pros Permanent, full-time contracts provide job security and consistent income for delivery drivers, enhancing employee satisfaction and loyalty. This stability can lead to higher motivation and productivity, reducing turnover rates and the associated costs of recruitment and training as evidenced by Personio (2023). Full-time contracts also facilitate better workforce planning, ensuring ParcelCare has reliable staffing to meet delivery demands. Cons However, these contracts can be less flexible and more costly for the company. Full-time employees typically require benefits such as health insurance, paid leave, and retirement plans, increasing operational expenses. Additionally, the rigidity of permanent contracts may not align with fluctuating delivery volumes, leading to inefficiencies during low-demand periods. Suitability For ParcelCare, full-time contracts can be suitable if delivery volumes are consistently high, ensuring a stable workforce. However, a mixed model that includes part-time or flexible contracts might offer the necessary flexibility to adapt to changing demands while controlling costs. Part-Time Contracts Part-time contracts offer flexibility for delivery drivers, allowing them to balance work with other commitments. Drivers benefit from a stable income, albeit at reduced hours, while ParcelCare can adjust staffing levels according to demand. A significant advantage of part-time contracts is reduced costs associated with employee benefits, as part-time workers may not qualify for full benefits packages (Abogados, 2019). However, part-time drivers may lack the same commitment or availability as full-time employees, potentially impacting reliability and consistency. Zero-Hours Contracts Zero-hours contracts provide maximum flexibility, allowing ParcelCare to scale staffing up or down based on delivery demand without a fixed commitment to provide hours (CIPD, 2023c). For drivers, these contracts offer freedom to accept or decline work, appealing to those seeking flexibility. However, they also result in income uncertainty and lack of guaranteed hours, which can be challenging for drivers seeking stability. For ParcelCare, zero-hours contracts minimise costs during low-demand periods but may lead to difficulties in maintaining a loyal and consistent workforce due to potential driver dissatisfaction. Part-time contracts are most suitable for ParcelCare’s delivery drivers. They offer a stable income and consistent work schedule, which can enhance job satisfaction and reliability while allowing ParcelCare to adjust staffing levels as needed. This balance supports both operational needs and employee stability. Please click the following icon to access this assessment in full