(Solution) 5CO03 human and business benefits of people feeling included, valued, and fairly treated
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Solution
| Argue the human and business benefits of people feeling included, valued, and fairly treated at work linking to (two) related theory. (AC2.1)
Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 400 words
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| Inclusivity, Fairness and Valuing Others
Inclusivity identifies a strategy pursued to harness mutual respect and acceptance to all regardless of the differences they possess (CIPD, 2023e). It entail ensuring that all employees are feeling that their input is prioritised on different matters and their needs highly respected by all. By guaranteeing a fair-based treatment to all, this provides a chance for accessing resources including rewards. Further, considering the CIPD HR Professional Map, this identifies how people are valued and prioritise on ensuring that they are core in their operations and respect which is brought by the engaged players. McClelland’s Needs Theory of Motivation According to Acquah et al. (2021), the McClelland Theory is based on the view that the managers are supposed to appreciate the source of motivation for the employees and best practice of responding to posed feedback and what assists them in fitting appropriately in their jobs. They entail motivation, achievement, affiliation and power (Corpuz et al., 2022). Employees who possess the motivation of achievements possess a major sense of achieving all goals, assuming risks significantly and enjoying regular feedback in regard to their performance. They are able to be happy with their ability to overcome different challenges and as such managers are supposed to guarantee a holistic engagement of all. Human Benefits In line with the identified theory, the different benefits incurred by treating other people in a fair manner, value and their inclusion are high-level motivation, satisfaction in their jobs and achieving an improved wellbeing. According to Acquah et al. (2021), the McClelland theory is based on the view that staff motivation is based on different needs and in an event the needs are integral in job functions, they attain a sense of job satisfaction, intrinsic motivation and improved mental and emotional health. Business Benefits Considering the business benefits linked with valuing and inclusivity, they entail a high-level employees retention, an increase in performance scope and low-level workplace conflicts. The staff have a high likelihood of staying long in a work environment which is respecting them, valuing and treating them in a fair manner compared to other organisations which are not valuing them. Dan Pink Factors of Motivation According to Pârjoleanu (2020), this is a theory which is based on the assumption that motivation including autonomy, purpose and mastery inform on the human and business benefits of motivation. Human Benefits The various human benefits of ensuring individuals are included, fairly treated include an increase in their overall commitment in implementing their functions, physically and emotionally. In line with the model, for mastery, employees are substantially interested with pursuing roles appropriately and accruing a significant progress. This is attained through different roles being allocated to an entity and promoting internal relations. Also, by process, engagement level is increased which also has a positive implication on performance and retention levels as evidenced in Dan Pink model (Pârjoleanu, 2020). This is by sufficient rewards provided which note scope in which the employees value their roles. Also, people are fairly treated including their workplace environment and L&D opportunities provided which lead to improving satisfaction and motivations. Business benefits For business benefits which are used to ensure that staff feel included valued and treated fairly, performance is increased, good relationship in workplace and reduced performance. In line with Dan Pink Theory, employees gain an increased value when they are offered with autonomous exploration of their progress in a personal manner and in line with organisation goals. This lead to achieving an improved job satisfaction and engagement instrumental for performance improvement. As evidenced in Winroth (2021), by fairly treating all staff and guaranteeing a high-level value, this offer employees with an improved motivation and commitment in achieving their roles. These factors are important for guaranteeing employees satisfaction which at the same time reduce the overall risks incurred in turnover.
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| Discuss (two) strategies for designing and ensuring inclusive people practices. (AC 2.2)
Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 450 words
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Executive Summary
This assignment talks about the effective negotiation of procurement and supply. It includes at the beginning a brief about ROSHN company and its commercial department and what each function’s role. It also talked about the importance of procurement planning that assists in securing the best deals for the company. In addition to a specific category of spend that is commonly procured within the procurement function. Then it referred to the definition of the negotiation and what are the skills that any negotiator must have. It talked in details about the stages of negotiation and the importance of having a preparation stage, negotiation stage, and a post-contracting stage and what each of these stages include from activities need to be fulfilled in order to have a successful project. Moreover, there has been some information regarding the negotiation process within the approval cycle of procurement and how the negotiation is crucial prior approaching the market with a request for a quotation/proposal and what might impact any negotiation process such as PESTLE and Porter’s Five Forces elements. At the end, there has been some recommendations to enhance the knowledge of the current procurement officer at ROSHN along with nominating CIPS courses for any employee works in the procurement department. This report findings identify negotiation plan in procurement and supply management as essential for achieving value for money outcomes and leveraging in property sector where the organisation has based their operations. Also, this report has found that the Post-COVID global economic recession has elicited a reduction in overall performance of the property sector specifically in the real estate. Therefore, for ROSHN, limited resources have been identified as an issue impacting on the organisation success. This inform on the need for a detailed negotiation amongst the organisation different stakeholders to guarantee their continuity in business. The negotiation plan identified in this report is in alignment with various sourcing strategies, terms and conditions and stakeholder relationship. As part of this integrated report, the obtained findings and conclusions inform on the best practice of developing the negotiation plan. This is by following the phases of preparation, test, propose, bargain, agree and close. In all these identified stages, different tools and techniques can be used with all stakeholders relationships enhanced. Further, for achieving an optimum success in negotiation for design services, ROSHN would manage to achieve BATNA and MLA for best resources to be attained. From the findings and conclusions presented, there are different gaps noted affecting success of the negotiation plan. In order to fill the identified gaps, ROSHN can pursue various recommendations. These recommendations include implementing detailed plans with all stakeholders involved. Also, innovation and technology need to be introduced to be part of their negotiation process and successfully merged. An elaborate documentation is also important to be part of the negotiation plan with any conflict of interest mitigated. Also, depending on ROSHN target in terms of stakeholders, it is important to customise their negotiation plan.(Solution) CIPS Sourcing Essentials PSE Saudi Downtown Company
- In this report, an evaluation of various sourcing approaches used in sourcing has been pursued.
- Through a focus on Saudi Downtown Company (SDC), sourcing of Information Technology (IT) systems post COVID due to popularity of remote working in the different departments has been identified as the spend area.
- In the evaluation process, ifferent tools including Mendelow Matrix, Kraljic Matrix, SWOT analysis, Hierarchy of need, and Peter Block Grid have been adopted in the analysis.
- The different sourcing approaches have been identified and their influence for the organisation best practice noted. At the end, by using Cater’s 10C’s tool, supplier appraisal has been carried out for the identified spend area.
- To select best sourcing approach informed by the characteristics of their spend categories
- Ensure various legislations and policies are initiated to aid use of technologies and innovation in their sourcing process
- Implement a fully streamlined PS&M strategy with entire stakeholders interests prioritised
- Improve information flow and supporting their sourcing strategy by leverage on different approaches (RFQ, RFP and e-Auction) integrated to product lifecycle