(Solution) (AC3.2) Compare different approaches to retaining people
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
| 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:
Administration duration:
|
| 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
(Solution) CIPS ROSHN Sourcing Essentials- PSE
- In this report, the area of focus is on different sourcing approaches which can be used in procurement and supply management (PS&M) in contemporary business environment. This is through the focus of ROSHN organisation in Design Building category of spend.
- To achieve the intended aim of this report, data has been sourced from the organisation internal documents, different CIPS modules and models (Mendelow, STEEPLE and Kraljic). The key findings include ROSHN prefeed approach being multiple sourcing owing to the high-level of market competitiveness. This is with sole and single approaches preferred when only one supplier is being engaged owing to differences in organisation needs.
- Also, the findings evidence that single sourcing prevail in an event many suppliers are available, but an organisation decides to go for one. Another finding in this report is that dual sourcing is used when different methods/options for sourcing are embraced and put in place.
- Finally, through the application of supplier appraisal tool, focusing on the Design Building spend area, an evaluation has been put into account. The result from the appraisal using Carter’s 10C’s evidence organisation success to achieve value for money outcomes and improved market development.
- Internal and external analysis to identify most appropriate sourcing strategy
- Broad sourcing appraisal strategy need to be introduced
- Focus on managing successful sourcing strategy as part of organisation policy and practices
- Involve more stakeholders as part of their operations for success in sourcing strategy
- Pursuing capacity development initiatives for PS&M understanding of relevance of different PS&M
(Solution) 7HR01 Overview of the three main perspectives on employment relations unitarist pluralist and radical
(Solution) Level 7 CIPD 7C002- People Management & Development Strategies for Performance
(Solution) Question 4- Key Observations made by Lead Character for being Addressed
Solution) 7C002 Question 10 (AC3.2) Evidence for Great Resignation
(Solution) CIPS ADNOC APCE Advanced Practitioner Corporate Award
- In summary, this assessment has focused on developing an evaluation of the contractual terms and impact on power distribution in Abu Dhabi National Oil Company (ADNOC) and risk of supplier and organisation has been evaluated.
- A general contract used in ADNOC purchasing of goods has been used for achieving the aim of this assessment. Also, desk research and statistics have been used for the purpose of generating the expected findings.
- The findings indicate that the terms and conditions clearly stipulate on risks and power distribution between ADNOC and their suppliers of the gas turbines. This has been identified by application of various tools and models relevant for this assessment.