(Solution) CIPD 5HR03 business context of the reward environment. (AC 2.1)

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Solution Permanent, full-time contracts Permanent, full-time contracts for delivery drivers offer both benefits and drawbacks, making their suitability dependent on ParcelCare’s operational needs and goals. Pros Permanent, full-time contracts provide job security and consistent income for delivery drivers, enhancing employee satisfaction and loyalty. This stability can lead to higher motivation and productivity, reducing turnover rates and the associated costs of recruitment and training as evidenced by Personio (2023). Full-time contracts also facilitate better workforce planning, ensuring ParcelCare has reliable staffing to meet delivery demands. Cons However, these contracts can be less flexible and more costly for the company. Full-time employees typically require benefits such as health insurance, paid leave, and retirement plans, increasing operational expenses. Additionally, the rigidity of permanent contracts may not align with fluctuating delivery volumes, leading to inefficiencies during low-demand periods. Suitability For ParcelCare, full-time contracts can be suitable if delivery volumes are consistently high, ensuring a stable workforce. However, a mixed model that includes part-time or flexible contracts might offer the necessary flexibility to adapt to changing demands while controlling costs. Part-Time Contracts Part-time contracts offer flexibility for delivery drivers, allowing them to balance work with other commitments. Drivers benefit from a stable income, albeit at reduced hours, while ParcelCare can adjust staffing levels according to demand. A significant advantage of part-time contracts is reduced costs associated with employee benefits, as part-time workers may not qualify for full benefits packages (Abogados, 2019). However, part-time drivers may lack the same commitment or availability as full-time employees, potentially impacting reliability and consistency. Zero-Hours Contracts Zero-hours contracts provide maximum flexibility, allowing ParcelCare to scale staffing up or down based on delivery demand without a fixed commitment to provide hours (‌CIPD, 2023c). For drivers, these contracts offer freedom to accept or decline work, appealing to those seeking flexibility. However, they also result in income uncertainty and lack of guaranteed hours, which can be challenging for drivers seeking stability. For ParcelCare, zero-hours contracts minimise costs during low-demand periods but may lead to difficulties in maintaining a loyal and consistent workforce due to potential driver dissatisfaction. Part-time contracts are most suitable for ParcelCare’s delivery drivers. They offer a stable income and consistent work schedule, which can enhance job satisfaction and reliability while allowing ParcelCare to adjust staffing levels as needed. This balance supports both operational needs and employee stability. Please click the following icon to access this assessment in full

Executive Summary The goal of this evaluation was to compare and contrast various methods of sourcing. Various sourcing strategies have been assessed by centering on the ROSHN organization's Health and Safety Equipment (HS&E) expenditure category. Among these methods were sole, dual, multiple, and single sourcing. Various expenditure categories, including transportation, information technology, logistics, and employee uniforms, have been used to compare and contrast this. Tools such as the Mendelow Matrix analysis (for stakeholders), the Kraljic Analysis (for hazards), SWOT, and PESTLE (to determine if the market is oligopolistic or monopolistic) have been employed to carry out the analysis. The key findings evidence that ROSHN's sourcing strategies assist them successfully initiate projects which would lead to an increased house ownership in Saudi Arabia (KSA) as part of achieving their vision 2030. Further, the main findings evidence the multiple sourcing as involving many suppliers in an oligopolistic market, single one supplier with sole only one supplier available with dual involving two suppliers. Another key finding is that through the application of been found by using the 10Cs model proposed by Carter, which focuses on technical and financial ratios among other things a strategic appraisal has been achieved. Managing the IT consultancy category is possible, according to ROSHN's study, because they've invested in the specified sourcing methods. With their varied and distinct applications in sourcing, each of the examined sourcing approaches has its own set of pros and cons. From the  findings and conclusions generated, various recommendations can be suggested which include; • Formulate a plan for utilising various sourcing strategies according to their respective expenditure categories • Make plans and procedures to include technology into their sourcing strategies. • Simplify sourcing strategies while considering the needs of all parties involved. • Enhance communication procedures as a means to measure the success of sourcing strategies.      

Solution (AC3.1) Appraise (2) different ways organisations measure financial and non-financial performance. Short references should be added into your narrative below.