(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) 7C003 2.2 Business acumen deliver commercial benefits and manage resilience
(Solution) 7C001 Question 4: Long-term economic trend affecting country
(Solution) CIPS New PDV- Driving Value Through Procurement and Supply; Managing Expenditures with Suppliers
- Based on the above discussion, this paper has demonstrated that procurement and supply functions in an organisation are critical in reducing costs, ensuring cost-effectiveness and value for money.
- The procurement department at RCU is key to preventing adverse effects resulting from the adoption of new technology within the industry.
- Each organization has its set of rules and blueprints that determine the procurement and supply activities. These rules are beneficial to the organization in several ways, which include improving financial stability, lowering business risk, increasing employee performance, and creating better supplier relationships.
- Investors’ involvement in the procurement and supply process is critical since it facilitates business transformation.
- Effective procurement and supply management is important to organizations because it is central to the success of organization. The procurement department at RCU focused on the purchase of IT software as the area of spend.
(Solution) 7CO03 Learning Plan Ethical standpoints on people practice and the maintenance of high standards of ethical behaviour
(Solution) CIPS Emirates Transport Company Strategic Supply Chain Management SSCM
- This assessment has focused on evaluating the supply chain map in Tyres spend category in ETC organisation.
- The relevance of this has been to enumerate the extent in which their supply chain is characterised by strengths and weaknesses as it influence the scope of the stakeholders interaction.
- Successful evaluation and eventual development of supply chain is core as it note on stakeholders visibility, ethical-best practice, risk management and costs reduction.
- Strengths identified to be associated with the 2-tier supply chain entail a high-level collaboration, cost reduction and managing time appropriately.
- ETC is found to gain from a high-level positioning in UAE Transport sector. This is with their innovation increasing since supply chain is integrated with technology use.