(Solution) 5CO01 (AC3.1) Discuss the links between the employee lifecycle and different people practice roles
New User Gifts
First Order Deal get Ksh 200 Off.
Original price was: £ 40.00.£ 10.00Current price is: £ 10.00.
Payment Methods:
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) CIPS ADNOC APGCM strategic and conventional sourcing processes and their role in category management
(Solution) CIPD 5C002 decision-making processes that Technivara could apply
(Solution) MER CIPS Cost Management by Procurement and Supply Management Teams
(Solution) Amended CIPD 5C003 Professional Behaviours and Valuing People
(Solution) New Royal Commission for AIUla (RCU) Commercial Negotiation Plan- PIN
- Establishing an Integrated Digital Procurement System within the next year to track project timelines and quality metrics, aiming for a 20% improvement in service reliability for IT consultancy services.
- Implementing a Comprehensive Supplier Training Program over the next year, with a goal of achieving at least 80% supplier participation to ensure alignment with ROSHN's operational standards and improve service quality by 25%.
- Conducting Quarterly Supplier Performance Evaluations, utilizing a performance scorecard for at least 90% of suppliers to assess compliance with agreed-upon targets, with the objective of increasing average performance metrics by 15% over the year.
- Developing an Enhanced Risk Assessment Protocol within six months to identify and mitigate key risks in the IT consultancy supply chain, targeting a 30% reduction in overall risk exposure through proactive measures.