(Solution) 5OS06 (AC2.1) Drawing on your wider reading, identify two different ways in which the people management team in your organisation
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
Diagnosing Leadership Development Needs
The people management team can conduct training needs analysis to identify the gaps that exist within the leadership capabilities. This is an exercise of listing the existing leadership strengths and weaknesses on the basis of performance reviews, employee feedback and strategic goals. McDermott (2023) explains that by performing the training needs analysis, they can discover those areas in which leaders could benefit from improving further in terms of strategic decision making, emotional intelligence, or managing innovation. To do that, the team would develop 360-degree feedback to collect information from peers, subordinates and supervisors. They would then use the results to help tailor development plans by building on individual leadership competencies. By taking this targeted approach, it means that leadership development will closely be linked with Aramco’s long-term objectives, and that the identified gaps are addressed directly in the training. CIPD (2023) explains that effective diagnosis is vital in defining the right learning intervention that will enhance the performance at both individual and organisational levels.
Evaluating Leadership Programs for Continuous Improvement
Evaluation and feedback processes can be done by the people management team in order to support already established leadership programs. This will help to ensure that the projects are kept relevant and efficient. This can be achieved through Kirkpatrick’s model of training evaluation, which assesses four levels: behaviour, results, learning, and reaction (Kurt, 2018). After collecting feedback from participants and evaluating the final effect on the performance, the team can see where the programs can be improved. For example, specific actions could include post-program survey, follow-up interviews, changes in leadership behaviour, and changes in team performance. Key performance indicators (KPIs), such as employee engagement, productivity, and retention could even be tracked by these evaluations in order to evaluate whether or not leadership development programs have any tangible benefits. CIPD (2020b) points out that leadership initiatives must undergo continuous evaluation so that they remain responsive to changing organisational requirements and the state of the market.
Please click the icon below to access this assessment in full
Related Papers
(Solution) CIPD 5HR02- Talent Management and Workforce Planning
(Solution) CIPS PIN Final Assessment Negotiation in procurement and supply
- In this integrative assessment for Corporate Award Program establishes it has provided a formal commercial negotiation for Occidental of Oman operating in oil and gas industry.
- Commercial negotiation plan has been developed by reference to data, factual information and CIPS tools. HSE and chemicals portfolio spend category has been identified and evaluated in-depth to come up with an appropriate negotiation plan.
- The importance of identifying the HSE and Chemicals are informed by the previous COVID-19 pandemic which has informed on the need for adopting healthy business environment which is free from any infections.
- Further, coming from the pandemic where the level of business operations had significantly reduced and the organisation need to restart their operations by cleansing their systems and machines. In this case, the need for HSE and the chemicals portfolio in Occidental of Oman has been in an upward trajectory.
- For negotiation successful implementation, Occidental of Oman involves professionals, terms and conditions initiated, holistic readiness and streamlined procurement and supply chain approaches. This is with good forecast and plans being core for guaranteeing customers services delivery on time.
- From the analysis, different tools including SWOT, PESTLE and 4R’s have evidenced that Occidental of Oman is always on the advantage of ensuring they achieve the Best Alternative for Negotiated Agreement (BATNA).
- Also, this report highlight the need for holistic planning by prioritising on all expectation from the initial opening to the closure and agreement phases of negotiation.