(Solution) 5CO03 strategies for designing and ensuring inclusive people practices
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Solution
| 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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| A people practice solution which can be put into account include introduction of a training initiative in my current workplace intended for improving skills and knowledge development. Often, turnover is witnessed in my organisation with employee going for further learning which lower performance. Hence, the people practice professionals are supposed to initiate learning programs for improving their knowledge.
Checking whether the solution is inclusive Conducting Surveys– Employees surveys could work appropriately in an event they are offered in a manner encouraging feedback. As opposed to posing questions to employees for filling their identities, the management could pose a request of maintaining anonymity. The surveys are used as important approaches for inclusion of staff to design and implement learning initiatives. The people practice professionals are supposed to use sufficient time in administering surveys and encouraging all offer their perspective and opinion. Brainstorming Sessions– Allowing employees in working as a team establish the most appropriate approach for offering the capacity development program suitable for their needs. Brainstorming sessions ensure people come together in team working, sourcing for ideas and opting for the most appropriate alternatives (Fromm et al., 2020). Through this, they are in a position of feeling included in designing and implementing the process. Suggestion boxes application– The surveys and brainstorming sessions could not be working well to all individuals. This is particularly in an event the survey questions are inappropriate. The suggestion boxes could significantly make sure a solution is well inclusive through encouraging teams to engage in sharing their views and dropping them in boxes. The suggestion boxes facilitate the entire membership voices noting on their considerations of improving learning. Evaluation of Solution Kirkpatrick Evaluation Model- The model is applied in ensuring the learning impact is evaluated. This is by prioritising on levels such as reaction, learning, behaviours and results (Alsalamah & Callinan, 2021). People practice professionals could apply this for understanding appropriateness of the learning, engagement and satisfaction in reaction phase. The application of these surveys and interviews could be essential within this phase. Through learning, the manager is involved in measuring the level of knowledge sourced by application of post-assessments. In Behaviour change, the management has an opportunity of using observations in evaluating scope of employees application of the knowledge in workplace. Brinkerhoff Success Case Method– This evaluation approach guarantee success in learning and noting areas unsuccessful (NAKAMPHAI & Sirikit, 2022). The successful areas can entail staff retention, transferring knowledge, clients satisfaction and improving goods and services quality. The non-successful practices include the areas demanding more improvement.
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Task Two – Professional Review
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