Description
Solution
(AC3.1) Discuss the links between the employee lifecycle and different people practice roles
Employee lifecycle is identified as the process followed by an employee from the time of joining an organisation to their exit (CIPD, 2020). The different stages of employees lifecycle include;
Attraction- The best employees are attracted in an organisation by positioning themselves as an employer brand.
Recruitment- Through the embrace of various recruitment approaches, best employees are engaged in the organisation.
Induction- At the initial phase of the employees engagement in the organisation, support is offered to acclimatise themselves with the organisation.
Retention- By embrace of different strategies including total rewards, the best employees are retained with turnover mitigated.
Development- For improving the employees performance, career growth opportunities are recommended and offered to the employees.
Exit/Separation– Exit interviews are done in this phase to identify reasons of employees leaving the organisation either willingly or unwillingly.
Role of people professional in Recruitment
In this step, the people practice professionals execute various roles as part of recruitment including development of main specifications. According to Nikolaou (2021), these are embraced to advertise job roles, technology use and best practice embraced. The outcome of recruitment aids in selection of the most qualified employee.
Roles of people practitioner in development
In the stage of development, this include the people practice professionals working in development of the essential skills to guide their career growth and improvement. As evidenced in Armstrong and Taylor (2023), in line with competencies demands in an entity, recommendation on most appropriate development strategies is provided by people professionals.
Roles of people practitioner in separation
At the phase of separation, the people practice professionals assist in exiting by working on gathering data to understand reasons for exit and come up with strategies for managing future turnover. Also, the employee is supported and facilitated to exit the organisation.
Please click the following icon to access this assessment in full
Related Papers
(Solution) 5OS04 Question 1 (AC 1.1) major ways in which UK and Japanese workplace cultures differ from each other
(Solution) MCIPS Global Strategic Supply Chain Final Project
- Organisation achievement owing to automation of their supply chain, increased confidence and capability, talent management, and employee competency
- Improved stakeholders relations (a later section of stakeholders analysis) easing the change process. Through the iSourcing improvement, WPC would be in a position of harnessing technical and commercial evaluation processes.
- Increased and robust systems and policies which mitigate overall gaps in sourcing system transformation
- Today, only lower than 10% of the entire WPC resources are used to prioritize automation and IT integration successfully. Automation would improve the use of resources in their operations
- Involve their IT and finance departments to ensure within a period of 6 months they
- WPC needs to consider embracing sustainable practices as part of investing in their Industry 4.0 technologies
- Through the adoption of automation, better communication systems backed by AI and ML would be introduced to achieve 70% increased communication effectiveness.
- It is important to increase this through increasing collaboration and alignment of all their interests holistically
- Partnering with institutions for the provision of capacity development opportunities for the PS&M teams and other organizations for the success of the automation process
- Expanding their sourcing of Industry 4.0 technologies. This is to involve highly reputable global companies hence efficient operations and integration of AI
- Source of support from the government to ensure that they are facilitated in terms of policies and appropriate regulations to guide the automation process.
(Solution) CIPS Emirates Transport Company Advanced Practitioner Corporate Award APCM
- Transport Company (ET) power distribution and risk of supplier and organisation.
- By evaluating the ET company, a general contract has been selected which is used in sourcing different products and services in the organisation.
- Through an analysis of the contract, the power distribution and risk of ET and their suppliers has been established. Through the use of statistics and desk research, appropriate findings have been obtained.
- Also, the Supplier Preferencing Matrix, Porter’s 5 Forces and Turnkey Models and SWOT analysis have been used. The findings indicate that the risks and power are significantly distributed amongst the different stakeholders.