-75%
Awaiting product image
Click to enlarge

(Solution) (AC3.2) Compare different approaches to retaining people

New User Gifts

First Order Deal get Ksh 200 Off.

KaribuCustomer

Original price was: £ 40.00.Current price is: £ 10.00.

Payment Methods:

Description

Solution

Retention approach- briefly explained Similarities Differences
Realistic job previews-  Prior to being hired, prospective employees might get a good idea of what the work entails by viewing realistic job previews (Bilal and Bashir, 2016). Because only dedicated candidates are matched with positions that are a good fit for their skills and interests, this helps establish reasonable expectations and boosts retention. All of these initiatives aim to improve workers’ daily lives in the workplace so that they are more invested, enthusiastic, and fulfilled in their work. Employees’ sense of purpose, value, and fulfillment in their work is boosted by realistic job previews, induction, job enrichment, and awards.

 

Also, to varying degrees, each method aspires to provide elucidation, agency, and satisfaction of various demands. Preliminary explanations set reasonable expectations, inductions provide orientation, work enrichment gives purpose and independence, and money or ego demands are satisfied by rewards.

 

 

Other commonalities include communication and socialisation. Methods include informing workers of important developments, assisting them in becoming acclimated to company culture, and demonstrating the relationship between employees’ efforts and the company’s success. This fosters a deeper sense of belonging to the organisation’s objectives.

 

The retention tactics are based on the idea of enhancing the quality of work-life experiences and relationships. Establishing conditions where employees desire to remain loyal, devoted, and fully active members of the firm for the long-term can be achieved by several means, such as managing expectations, providing onboarding support, assigning demanding jobs, and validating their work.

 

 Organisational expense:

Realistic previews and inductions probably don’t necessitate as much funding as job enrichment and incentives. Informing recruits and onboarding is relatively inexpensive compared to enriching jobs and compensation, which need substantial expenditure.

Result for the worker:
Job enrichment encourages engagement, realistic previews moderate demands, inductions ease adjustment, and rewards meet demands. As a result, the experience and benefit that an individual derives from each method is slightly different.

 

Administration duration:
Onboarding usually takes no more than a month to complete, and realistic previews and inductions take no more than a week to execute (Investors in People, 2019). Because they necessitate more substantial organisational changes and continuous support throughout the employee lifetime, enhancing roles and developing new compensation systems take more time.

 

 

 
Induction- Through onboarding activities such as safety training, cultural introduction sessions, goal setting, and buddy support systems, an induction program acclimates new employees to their jobs and the organisation (CIPD, 2023b). As a result, new hires have an easier time settling in and are more likely to stick around for the long haul.
Job enrichment- By including more purposeful tasks, flexibility, feedback, and skill diversity into job descriptions, job enrichment seeks to increase retention rates (Keka HR, 2023). Providing employees with difficult and empowering assignments boosts their motivation and engagement.
Reward- In order to encourage performance and happiness, which in turn increases retention, organisations implement recognition and pay programs (CIPD, 2023b). Employees are satisfied and their worth to the company is communicated through monetary (wages, bonuses) and non-monetary (praise, benefits) incentives.

Please click the following icon to access this assessment in full

Related Papers

-67%
Placeholder

(Solution) CIPS New Developing Value Through Procurement & Supply; Managing Expenditures with Suppliers (PDV)

Original price was: £ 30.00.Current price is: £ 10.00.
Add to cart
In these modules “Developing value through procurement and supply and managing expenditures with suppliers”, a report is developed focusing on procurement supply and management (PS&M) function to achieve value for money outcomes. The organisation of focus is Qatar Railways Company (QRC) in sourcing for catering services. Part of this report also entail evaluating approaches of management of costs for the catering services. The data used to generate the findings in this report has been sourced by use of internal documents in QRC, available research from reputable sources and suppliers analysis. Further, various theories and models have been used from CIPS Module notes and guidance (STEEPLED, Mendelow, Kraljic and Suppliers Preferencing and more ) to generate appropriate findings. The main findings in this report evidence that QRC works with many stakeholders for success in their PS&M and specifically sourcing for catering services. Further, with QRC operating in a competitive oligopolistic market environment, achieving value for money outcomes in their PS&M operations is essential. The major findings is that the organisation uses a strategic approach in achieving value for money outcomes. The approach has its advantages and disadvantages with areas of improvement identified in the recommendations. From the identified findings of analysis, a set of gaps have been identified which can be managed by identified recommendations;
  • Pursue detailed analysis of stakeholders positioning to ensure overall interests are prioritised
  • For catering services, engage different potential suppliers to avoid monopolistic demand and supply hindering competitiveness
  • Engage PS&M experts and specialists to acquire knowledge on improving value for money outcomes
  • Reviewing budgetary allocation in catering services sourcing and include modernisation of their sourcing
-67%
Placeholder

Solution) 7C002 Question 10 (AC3.2) Evidence for Great Resignation

Original price was: £ 30.00.Current price is: £ 10.00.
Add to cart
Question The CIPD (2022) described the ‘Great Resignation’ as a pandemic-induced re-evaluation of what people “want from work with a
Placeholder

(Solution) CIPD Level 5 5C001: Organisational Performance and Culture in Organisations

Read more
Solution       Task Questions 1.1 Organisation structure evaluation In an organisation, their structure inform how individuals interact and
-67%
Placeholder

(Solution) CIPD Level 5 5HR03- Reward for Performance and Contribution

Original price was: £ 30.00.Current price is: £ 10.00.
Add to cart
Solution Table of Contents Task One- Report Section One. 2 1.1 Principles of reward. 2 Reward Principles and Organisational Culture.
-75%
Placeholder

(Solution) 3CO04 Essentials of people practice Assessment ID / CIPD_3CO04_24_01

Original price was: £ 40.00.Current price is: £ 10.00.
Add to cart
Solution Task one – Written Advice Questions   (AC1.1) Explain each stage of the employee life cycle and the role
-75%
Placeholder

(Solution) CIPS Advanced Level Contract & Category Management in P&S – APGM

Original price was: £ 40.00.Current price is: £ 10.00.
Add to cart
  • This business report has been used for evaluating the category and contract management in Eco2Solar Company.
  • In particular, Eco2Solar operates to improve their project management (PM) and Cost Management (CM) as part of their category management has been evaluated.
  • The areas of focus has included an evaluation of requirements for initiating and preparing category management, strategic and conventional sourcing process and role in contract management, tools and techniques for mapping categories of direct and indirect expenditure.
  • From the findings obtained, innovative measures for improving the supply chain in light of categories and category management has been recommended.
  • Further, in this business report, the contract administration and contract management in case of category management has similarly been evaluated in context of category management this is with assessment of risks and implementation of risk management techniques in contracts being reviewed in context of category management.
  • In order to appreciate the best practice in category and contract management in the selected Eco2Solar construction spend area, use of quantitative and desk research has been pursued to obtain relevant data.
  • Additionally, different tools have been applied such as Mendelow Stakeholders analysis, CIPS Category Management Cycle, CIPS Contract Management Cycle, Suppliers positioning, PESTLE analysis and SWOT analysis.
  • Considering this business report findings, Eco2Solar need to improve their approach for risk management and efficiency and effectiveness of category and contract management.
  • From these finding, the stakeholders collaboration in Eco2Solar need to be improved which can be done by embrace of blockchain technologies.
  • Also, by identifying their PS&M teams training and capacity development, they would be able to improve on their category management. In the contemporary procurement environment, the training and capacity development has been noted as the best practice to manage gaps in their operations. Also, the findings indicate the need for Eco2Solar to improve their category management of their construction spend by coming up with appropriate SLA’s agreement and KPIs while ensuring they capitalise on innovativeness.
  • For the project management and cost management, this being a long-term investment would require an improved auditing. This can entail embrace of analytics to analyse and present contract management data and appropriate management strategy.
  • The importance of improved collaboration is ensuring stakeholders active involvement and awareness on core decisions made as this could harness their practice, contribution and suggestions noted.
  • By successfully pursuing stakeholder analysis, it is important to maintain stakeholders relations which promote Eco2Solar organisation image and increase their market share.