-75%
Awaiting product image
Click to enlarge

(Solution) CIPD 5HR03 Task Two – Report Section Two

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

Task Two – Report Section Two

 

Explain the legislative requirements that impact reward practice. (AC 2.4)

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 300 words

 
Equality Act 2010

In order to prohibit any type of prejudice when awarding people, the Equality Act of 2010 might be used to reward practices. Employers are prohibited by law from discriminating against their employees’ wages, benefits, or work terms and conditions based on their sexual orientation, gender, race, handicap, or any other protected trait (Acas, 2023). The Equal Pay Act of 2010 also addresses the issue of how much men and women ought to be paid. For instance, GA Pensions must compensate men and women performing comparable employment or work of equivalent worth equally in order to maintain equity in rewards. These consist of equal pay, paid holidays, pensions, overtime pay, and paid annual leave. Only when a person’s abilities and credentials are essential for the position can GA Pensions reward men and women who perform comparable work in different ways.

National Minimum Wage Act 1998

Employers are required by law to give workers a minimum wage per hour. GA Pensions should be aware that different ages have varied minimum wage requirements and should abide by them to prevent legal claims and accusations of discrimination. Ages 23 and over cost £9.50, Ages 21 to 22 cost £9.18, Ages 18 to 20 cost £6.83, Ages under 18 cost £4.81 and Apprentice cost £4.81 (Acas, 2023). Every set of workers receives a better income that can assist them satisfy their needs thanks to these various wage rates. GA Pensions could be paying more than the going hourly wage, but it shouldn’t be less. Paying workers less than the legal minimum wage will result in a legal risk for the business, making it harder for GA Pensions to find and keep talented staff.

CEO Pay Reporting

Companies with at least 250 workers in the UK are required by the Corporations (Miscellaneous Reporting) Regulations 2018 to declare the split between the CEO’s pay and the pay of full-time employees (Cotton, 2022). This is true of the CEO and employee pay structures of GA Pensions. The ratio of employee compensation to CEO compensation should be made public by GA Pensions. A report on changes in the CEO disclosure ratio and the metrics used to compute the ratio should also be included in GA Pensions. GA Pensions’s dedication to justice and fairness might be demonstrated by a lower CEO Pay ratio.

 

Please click the icon to access this assessment in full

 

Related Papers

-67%
Placeholder

(Solution) CIPS Advanced Practitioner Commercial Management Assessment

Original price was: £ 30.00.Current price is: £ 10.00.
Add to cart
Executive Summary For this assessment, a business report has been developed for evaluating global commercial strategy. This report focuses on S-Chem organisation. The importance of evaluating the global commercial strategy is informed by its effectiveness in guiding an organisation successful leverage on competitive advantage and dominance in their business environment. To achieve the intended business report aim, the focus areas included relationship between strategy and corporate; business and functional structures, methods of analysis of supply chain, resources management for supporting development and implementation of strategy and how costs and finances influence supply chains. Through the application of different models and theories (CIPS Module Notes), a set of findings have been generated. The key findings indicate that there exist a direct  relationship of strategy and corporate; business and functional structures. In regard to supply chain analysis, various tools are applicable which are qualitative and quantitative. The findings indicate the analysis target areas of supply chain visibility, risk management, competition and improvement areas in their supply chain. Another key finding evidence effective  use of resources is dependent on holistic inclusion of all stakeholders. With S-Chem being a conglomerate of various entities, implementing a global commercial strategy would mean that they reduce their costs overruns, increased profitability and dominate the chemicals manufacturing industry. This is since it is aligned to the Key Performance Indicators (KPIs) which impact the contract management and supply chain management. In line with key findings and conclusions generated, a set of recommendations have been obtained which include;
  • Embrace in technology and innovation for purpose of improved analysis of relations of corporate and strategy
  • Enhance flexibility of supply chain by improving collaboration of different suppliers
  • Actively involve PS&M department in supply chain analysis by predicting and satisfying customer demands
  • Update the supply chain network for management of the different identified risks
-75%
Placeholder

(Solution) CIPD AVADO_5OS01_24_06 5OS01 – Specialist Employment Law

Original price was: £ 40.00.Current price is: £ 10.00.
Add to cart
Solution Specialist Employment Law   Table of Contents Task. 2 1.1 Aims and Objectives of Employment Regulation. 2 Aims. 2
-75%
Placeholder

(Solution) 5CO02 (AC1.2) Evaluate a range of analysis tools and methods including how they can be applied to diagnose organisational issues, challenges and opportunities

Original price was: £ 40.00.Current price is: £ 10.00.
Add to cart
Solution Analysis Tool-SWOT: Taking stock of the organisation’s strength, weaknesses, opportunities, and threats—the SWOT analysis—is a great way to evaluate
-75%
Placeholder

(Solution) 7HR01 Question 1 (AC 1.1) Provide an overview of the three main perspectives on employment relations, unitarist, pluralist and radical

Original price was: £ 40.00.Current price is: £ 10.00.
Add to cart
Solution The unitarist perspective considers the organisation as a whole and emphasise that shared goals exist amongst all employees, managers,
-75%
Placeholder

(Solution) CIPS Module 6- Project, Programme and Change Management in Procurement and Supply Chain

Original price was: £ 40.00.Current price is: £ 10.00.
Add to cart
For this project, the purpose was to access the overarching process and approach to SRM within Oxy organisation and coming up with appropriate implementation plan. The relevance of this project was informed by the fact that with the organisation having a large scale of operations with multiple end users, SRM is a significant issue. Also, the organisation operating in both local and international operations with multiple suppliers and spend areas to be coordinated.  The outcome of this would be to promote and improve SRM for aligning with Oxy organisation strategic objectifies, supply chain function being strategic integral partner as opposed to just transactional player.  Owing to the importance of SRM improvement, the different outcomes would entail;
  • Enhanced Suppliers Performance- With an upward of 50,000 orders annually with 40% valued more than 5 million Omanis and 50% 20 Million Omanis, failure to timely settle invoices, demand for high quality materials and minimising effects would be considered.
  • Cost savings- With improved SRM, it is possible for Oxy to negotiate appropriate terms, lower procurement costs (5 Rights not currently achieved) hence working below targets and lead times delivery reduced and achieving economies of scale.
  • Increased efficiency- improved and streamlined SRM improve operational efficiency, reducing wastes in administration process for SRM (25% of entire suppliers pay delayed)
  • Risk mitigation- this include identification of risks linked with suppliers such as dissatisfaction, financial instability and geopolitical challenges
The data used in informing the set project findings was obtained from the application of both quantitative and qualitative data by using questionnaires and interviews. Also, literature review has been sourced for affirming the relevance of the findings on best strategy in improving SRM in Oxy organisation context. This is supported by different CIPS module notes. The key findings include despite of Oxy Organisation having a stable SRM, there is still a need for improving. The findings evidence this to be an attribute of the broad scope of the organisation operation in different industries and markets locally (in Oman) and internationally.  The findings also identify existence of gaps in SRM evidenced by reduced collaboration amongst the different stakeholders with relevant solutions recommended for improvement. Part of this report has included a developed SRM approach which is applicable in Line Pipe Category. In line with the obtained research findings, various recommendations have been generated for improvement. These include;
  • Oxy organisation PS&M is supposed to come up with appropriate systems and techniques for improvement of SRM
  • Oxy organisation need to make sure they use various automations including AI and robotics for improving collaboration and SRM efficiency.
  • Facilitate policies management for improving their operations in onshore and offshore operations with an improved SRM
  • Short courses on SRM need to be provided starting with PS&M leadership to achieve 50% increase in awareness of SRM improvements areas.
  • Stakeholders relations improved by leveraging on available technologies of communication and interaction.
  • Ensure there is 70% increase in budget on SRM improvements
-67%
Placeholder

(Solution) 7HR01 Question 2 (AC 2.2) how the current labour market and organisational strategy impacts the management of employment relations within the organisation

Original price was: £ 30.00.Current price is: £ 10.00.
Add to cart
Solution Career Development Strategy at Saudi Aramco As the leader of the oil and gas industry, Saudi Aramco has a