(Solution) CIPD 5HR02 (AC2.2) Evaluate the techniques used to support the process of workforce planning
New User Gifts
First Order Deal get Ksh 200 Off.
Original price was: £ 20.00.£ 10.00Current price is: £ 10.00.
Payment Methods:
Description
Solution
| (AC2.2) Evaluate the techniques used to support the process of workforce planning.
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 |
| The 9-Box Grid
The 9-box grid is a workforce planning tool used to assess employee performance or potential, supporting strategic workforce planning (Vulpen, 2025). It works by providing a visual framework to identify the high performing and high potential employees to allow tailored development and succession planning. One major advantage of the 9-box grid is that it allows to focus on investing into the key talent, which is so important for retention and leadership continuity (Tapi, 2024). However, its reliance on subjective measures introduces bias into the results, reducing the reliability. Additionally, implementing the 9-box grid involves much time and resources needed to gather and effectively analyse data (Symonds & McBrayer, 2024). The grid helps in aligning the capabilities of the employee with organisational goals, but it is not a complete solution to more wide-reaching workforce issues. Its shortcomings underscore the importance of integrating other tools to best achieve the intended outcomes. Contingency Planning Contingency planning is a strategic method of preparing an organisation for workforce disruption through developing responses to potential risks such as labour shortages, economic downturns and sudden absence (Tristancho, 2024). One key advantage is the ability to maintain continuity of operation and thereby limit the severity of delays to services and hence satisfaction of customers. Moreover, it is clear and credible for stakeholders and showcases preparedness. However, contingency planning has limitations. It is resource intensive and involves extensive scenario analysis and frequent updates to keep pace with shifting labour markets. Furthermore, excessive preparation for unlikely scenarios may also shift focus from current organisation’s priorities, thus causing inefficiency (Leonard, 2024). However, its critical and proactive approach to risk management ensures that organisations like ParcelCare, which depends on consistent service delivery are able to plan its workforce effectively. By getting ahead of uncertainties, contingency planning reduces likelihood of potential workforce related crisis, boost resilience and bring stability. Brief Judgement The most useful tool for ParcelCare is the 9-box grid, which focuses on internal workforce optimisation, and also determines high potential employees for leadership positions and future development. By doing so, it guarantees talent continuity and is in line with ParcelCare’s strategic objective to further improve retention and succession planning. While it does not address the need for immediate disruptions, focusing on productive employee development makes it essential for building a resilient workforce ready for potential challenges.
|
Please click the following icon to access this assessment in full
Related Papers
(Solution) Oakwood International 5CO03 Task One –Professional and ethical behaviours
Task One –Professional and ethical behaviours
This task requires you to consider the significance of professional and ethical behaviours for a people practitioner and the values that underpin the people practice profession. To complete the task, you should provide a written response to each of questions below, making appropriate use of academic theory and practical examples to expand your response and illustrate key points.- With reference to typical activities and behaviours, appraise what it means to be a ‘people professional’. (AC 1.1)
- Discuss how ethical values underpin the work of a people professional, including two examples of how ethical values might be applied in a people practice context. (AC 1.2)
- Consider the importance of people professionals being able to influence others and ensure that the ‘people practice voice’ is heard in an organisation, through informed, clear and confident communication. (AC 1.3)
- For each of the situations below (a & b), provide an example of an issue that would cause you to raise the matter to a manager (or other authority) - and describe how you would do this.
- a) where you consider something to be unethical (whether or not it is illegal),
- b) where you believe something contravenes legislation. (AC 1.4)
- Discuss two theories or models relating to the human and business benefits of people at work feeling included, valued, and fairly treated, concluding your discussion with a summary of your own view of these benefits. (AC 2.1)
- Discuss two ways in which a people professional can build inclusivity into a people practice initiative at the design stage, and two ways of checking inclusivity after a people practice initiative is implemented. (AC 2.2)
(Solution) CIPS PIN NUPCO Formal Commercial Negotiation Plan
- For the current integrated modules assignment, a formal negotiation plan has been developed appropriate for the Procurement and Supply Management (PS&M) focusing on organisation operations.
- In this assessment, the National Unified Procurement Company (NUPCO) a leader in Saudi Arabia procurement, logistics and supply chain management for pharmaceutical, medical devices and supplies for government hospitals in Saudi Arabia (KSA).
- Further, the Ultrasound Machines procurement category has been identified in this report. By successfully reflecting on the content from driving value through procurement and supply, managing expenditures, developing contracts, sourcing essentials, negotiation in procurement and supply, relevant insights of the negotiation plan has been provided. Further, in this integrative assessment, the various tools applied include STEEPLE, Porter’s 5 Forces, SWOT analysis and Mendelow Matrix Stakeholders have been used to develop a successful negotiation strategy.
- The importance of this has been informed by the fact that NUPCO being a procurement organisation prioritise on attaining cost spending efficiencies and improvement of the healthcare services providers to government hospitals.
- This is with the skills, concessions, alternatives in the negotiation prioritised identified in this integrative assessment.
(Solution) CIPS ADNOC APGCM strategic and conventional sourcing processes and their role in category management
(Solution) CIPS Leadership & Management in Procurement and Supply (APGLM)
- Pursue capacity development strategies (coach and mentor others) for facilitating appreciating leadership and management functions as followers
- Integrating situational and transformational leadership and management in HWE
- Investing in effective communication strategy to influence stakeholders functions
- Create a system for ensuring efficiencies in resolving all challenges
- Diversification of eProcurement system to harness equality and diversity of suppliers as part of their operations
- Merge HWE departments in procurement for enhancing efficiencies and eliminating wastes from roles duplicated in leadership and management process